We are the training arm of the International Labour Organization

The International Training Centre is an advanced technical and vocational training institution in the heart of a riverside park in Turin, Italy. Founded in 1964 by the International Labour Organization and the Government of Italy, the Centre’s mission is to achieve decent work for all women and men.

The Centre is dedicated to the pursuit of learning and training to achieve Sustainable Development Goal 8: “Promote inclusive and sustainable economic growth, employment, and decent work for all.”

The Centre offers learning, knowledge-sharing, and institutional capacity-building programmes for governments, workers’ and employers’ organizations, and development partners. It aims to be a forum where development intersects with all forms of knowledge in the world of work, from tripartism to technology. As a multicultural hub for learning, the Centre welcomes everyone, regardless of gender, race, or class.

People talking
Relevance, quality, and impact

These are the core elements of the Centre’s training programmes.

The Centre delivers more than just a classroom. Professional trainers guide participants through a learning journey featuring workshops, study visits, and the latest educational technologies.

Training programmes at the Centre are intensive, usually lasting between one week and five weeks. The Centre offers standard courses on campus and online, as well as tailor-made programmes in other countries. One-off activities include workshops, seminars, meetings, and events.

Participants hold positions in the United Nations system, in government, workers’ or employers’ organizations, business organizations, non-governmental organizations, private enterprises and/or in educational institutions.

Simultaneous translation services are available during courses.

Innovation, diversity, and sustainability

The Centre is a training institution in a class of its own.

  • Innovative pedagogical framework. The Centre maintains nearly 50 years of advanced technical and vocational training, as well as collaboration with the United Nations system and other centres of excellence across the globe. The Centre’s programmes are designed to fulfill participants’ needs, as well as broader development agendas. Most training programmes are blended, which allows participants to start learning online, before they arrive in Turin. 
  • International learning environment. Diversity—of gender identity, nationality, and profession—is one of the Centre’s greatest strengths. Participants come from all over the world to learn, network, and practice new skills. A multicultural group of in-house trainers are leaders in learning experience design, as well as experts in their respective fields.
  • Customizable, sustainable programmes. Learning happens effortlessly when programmes and pedagogies consider individual needs and local contexts. And lifelong learning lasts longer: the Centre creates a multiplier effect by fostering communities of practice and professional networks.
Ethics, accountability, and transparency

The ITCILO is committed to transparency and accountability throughout its operations, activities, and decision-making processes. The Centre ensures that its policies and procedures are in line with best practices in the UN system and other public service institutions. 

New measures and revisions of existing rules and procedures include the following:

  • An Ethics Officer has been appointed to foster a culture of integrity and high ethical standards

  • All staff members have agreed to observe the Standards of Conduct for the International Civil Service

  • All staff members are required to make periodic disclosures of conflicts of interests in addition to disclosures of financial interests

The Centre’s procedures will evolve over time. This is an essential part of the Centre’s commitment to enhancing transparency and accountability with regard to governments, employers’ and workers’ organizations, partners in the UN system, the development community, and the public. Changes to rules and procedures are communicated to all staff members.

The Ethics Officer of the ILO works independently and aims to foster a culture of integrity within the organization, including the ITCILO. The Ethics Officer keeps a confidential record of all issues brought to their attention and remains independent of any official, department, or other organizational entity of the Centre.

Martin Oelz serves as Ethics Officer of the ILO since 1 February 2016. A national of Austria, Oelz joined the ILO in 2001 as Associate Expert on Human Rights and subsequently held the positions of Legal Officer in the International Labour Standards Department and Legal Specialist on Working Conditions in the Conditions of Work and Employment Programme. He is currently Senior Specialist on Equality and Non-Discrimination in the Gender Equality and Diversity Branch.

He can be reached at:

The Ethics Officer provides confidential guidance to Human Resources Services, as well as individual managers and staff members, to ensure that all policies, procedures, and practices adhere to ethical standards and that the ethical standards pertaining to the Centre’s officials are clearly understood. The consultation is not intended to replace existing procedures, but merely provides interested officials with confidential guidance before they take action.

The Ethics Officer does not receive reports of misconduct, make administrative decisions regarding employment, nor resolve grievances in cases of conflict.

The Ethics Officer works with Human Resources Services to design and promote programmes that increase staff members’ awareness of ethical issues. All staff have read, understood, and signed the Standards of Conduct for the International Civil Service and are expected to adhere to the standards of behavior described in the text.

Additional ethical standards include Chapter IV of the Centre’s Staff Regulations regarding duties, obligations, and immunities, as well as Circular HRS 28/2008 concerning rules and approval procedures governing outside activities.

If a staff member believes that action has been taken against them for reporting misconduct or cooperating with an audit or investigation, the Ethics Officer conducts a fair and transparent preliminary review. 

This protection of officials is known as whistleblower protection, and aims to reinforce the opportunity for all officials to report cases in which ethical standards have been disregarded without fear of retaliation.

The Ethics Officer has the following responsibilities:

  • Keep a confidential record of all issues brought to their attention

  • Determine if the complainant has engaged in a protected activity and whether there is a prima facie case to conclude that the protected activity was a contributing factor in the alleged retaliation or threat of retaliation

  • Refer the matter to Human Resources Services for disciplinary action, if necessary

Structure, programmes, and personnel

The Centre’s global scope is mirrored in its organizational chart.

It is led by a Management Team, chaired by the Director, and organized into thematic departments. The Turin School of Development falls under the Deputy Director’s responsibility, while the Director of Training manages all other course-related programmes.

Download the PDF here.

Donors and partners

The Centre is a nonprofit organization.

The International Labour Organization and the Government of Italy provide core funds. The United Nations, World Bank, European Union, development banks, foundations, and governments provide financial and technical support.

To mobilize voluntary contributions, the Centre maintains close liaison with its traditional development partners, among which the governments of Italy, Portugal, Ireland and Japan are prominent. In addition, the Centre mobilizes voluntary contributions from new development partners; these may include in-kind contributions, such as the temporary secondment of training experts to the Centre.

The Centre manages a global network of development partners, such as professional organizations and training institutions. Staff work with partners to create training programmes that match participants’ needs. 

Tailor-made programmes may be funded by the client organization and/or donor agencies.

The Centre occasionally wins projects through competitive tendering.