The International Training Centre is a 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.
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, often 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 usually hold positions in the United Nations system, governments, workers’ and employers’ organizations, business organizations, non-governmental organizations, private enterprises, and educational institutions.
Simultaneous translation services are available during courses.
The Centre is a training institution in a class of its own.
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 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. It is also a key element of the Centre’s knowledge-sharing strategy.
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:
+41 22 799 6543
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
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.
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.
The Centre manages a global network of 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.