5TH SOCIAL PARTNERS’ SUMMIT ON EMPLOYMENT IN AFRICA

ABIDJAN, CÔTE D’IVOIRE

13-14 SEPTEMBER 2018

BROCHURE

CONTEXT AND TERMS OF REFERENCE

5TH AFRICAN SOCIAL PARTNERS’ SUMMIT FOR EMPLOYMENT IN AFRICA

13 – 14 SEPTEMBER 2018 - Abidjan, Côte d’Ivoire

The Summit is organised by the Confédération Générale des Entreprises de Côte d'Ivoire

(CGECI) and the International Organisation of Employers (IOE), and co-funded by the

European Union.

The Summit will build on the work by the African social partners during recent years to

operationalise the implementation of the Blueprint for Jobs in Africa, and will explore and

discuss the development, implementation and monitoring of national action plans for

employment.

The first Summit was held in Casablanca in November 2013 and concluded with the

Casablanca Declaration.

The second Summit was again held in Casablanca, this time in December 2015, and led to the

adoption of the Blueprint for Jobs in Africa, a multi-stakeholder guidance document

unanimously adopted by all parties. The launch of the Blueprint was marked by a high-level

discussion in 2016 on the transformation of African agriculture in order to create opportunities

for young people. This event enjoyed the support of several partners including the Office

Chérifien des Phosphates (OCP Morocco), The Coca-Cola Company and the Commission of

the African Union and took place in the presence of several African employment ministers and

ambassadors.

The third Social Partners’ Summit, which was held in Tunis in December 2016 was officially inaugurated by the Prime Minister of Tunisia, H.E. Mr Youssef Chahed, and by Nobel Peace

Prize laureates Ms Wided Bouchamaoui of the Union of Tunisian Industry, Trade and Crafts

(UTICA) and Mr Houcine Abassi of the General Tunisian Labour Union (UGTT) who advocated

for social dialogue as a means of rising to the challenge of employment in Africa. This third

Summit led to the adoption of the Tunis Action Plan, which anticipates a series of activities

and programmes that governments can put in place at national level, in collaboration with

social partners , to create employment and endow young people with the skills they need.

At the fourth Social Partners’ Summit on Jobs and Skills, which took place in Algiers in April

2017, African social partners agreed to launch a Call for Action on Employment, which was

presented to the African Union Ministers of Labour and Employment during their 26 April 2017

sessions. The Algiers Call to Action reasserts social partners’ long-held argument for urgently

transforming the demographic dividend represented by African youth into a competitive

advantage that can contribute to inclusive growth, job creation, sustainable development and

security on the continent.

The fifth Summit will be hosted by the General Confederation of Enterprises of the Côte

d’Ivoire (CGECI), in Abidjan, on 13 – 14 September 2018, and will have as its theme the

development and monitoring of national action plans.

5TH SOCIAL PARTNERS SUMMIT

Developing, Implementing and Monitoring National Action Plans for

Employment

Abidjan, Côte d’Ivoire - 13 – 14 September 2018

PROGRAMME

Thursday, 13 September 2018 – 08:30 – 17:00

08:30 -

09:00

Arrival and registration of participants

Welcome & Keynote Address

09:00 -

09:15

Welcome and opening of the Summit Mr Jean-Marie P. Ackah, President, General

Confederation of Enterprises of Côte d’Ivoire (CGECI)

09:15 -

09:45

Welcoming remarks Mr Roberto Suárez Santos, Acting

Secretary-General, International

Organisation of Employers (IOE)

Mr El-Mahfoud Megateli, Regional Vice

President for Africa, IOE

Ms Cynthia Samuel-Olonjuwon, Assistant

Director-General & Regional Director for

Africa, International Labour Office (ILO)

Mr Mamadou Diallo, Deputy Secretary-

General, ITUC

Mr Abdoulaye Diallo, Organisation of African

Trade Union Unity (OATUU)

09:45 -

10:00

Keynote address Mr Pascal Abinan Kouakou, Minister of

Employment & Social Protection, Côte

d’Ivoire

Group photo and refreshment break

Overview of four Social Partners Summits and Regional Actions

10:45 -

13:00

Overview of prior work

-Casablanca Declarations and the

Blueprint for Jobs in Africa

- Tunis Plan of Action and Algiers Call

for Action on Employment

- Walvis Bay Declaration and Kampala

Roadmap

Plenary Discussions

Moderated by CGECI

Ms Rose Karikari Anang, IOE

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Lunch

Development of National Action Plans for Employment – four parallel Working Committees

on Rural Employment, STEM & ICT, Agribusiness and Access to Finance

14:00 -

14:30

Background, rationale and introduction

to the four Working Committees and

the Development and Implementation

of National Action Plans for

Employment

Ms Rose Karikari Anang, IOE

14:30 -

15:30

Technical and practical panel

discussion on skills and employment:

Ms Yousra Ahmed, ILO Enterprises

Dept. Mr David Anderson, AAR Corp

Ms Ilca Webster, ILO Skills, Dakar

15:30 -

17:00

Parallel Technical Working

Committees

• Rural Employment

• STEM & ICT

• Agribusiness

• Access to Finance

SME development, skills development,

and youth entrepreneurship and

employability are cross-cutting issues

to be dealt with in each Committee

Refreshment break

17:15 -

18:00

Continuation of Technical Working Committees and Preparation of Working

Committee Reports

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Friday, 14 September 2018 – 08:00 – 16:00

Working Committees’ Presentations

08:00 -

09:00

Continuation of Technical Working

Committees and Preparation of Working

Committee Reports

Chair and Rapporteurs of

Committees

09:00 -

10:00

Plenary Presentation of Working

Committee Reports

Chair and Rapporteurs of

Committees

10:00 -

10:30

Key takeaways from the Working

Committee reports for the development

and implementation of NAPs for

Employment

Open discussion moderated by Ms

Rose Karikari Anang, IOE

Refreshment break

Country Presentations of National Action Plans for Employment and Implementation Plans

11:00 -

13:00

Country presentations on the

Development of National Action Plans for

Employment and Implementation Plans

Moderated by Ms Rose Karikari

Anang, IOE

Lunch

Next Steps

14:30 -

15:00

Review of potential sources of funding for

Implementation Plans

15:00 -

15:30

Guidance on monitoring and evaluation

Closing of Conference

15:30 -

16:00

Concluding remarks and closing of the

Conference

Mr Vaflahi Meite, Executive Director,

CGECI

Mr El Mahfoud Megateli, Regional

Vice President for Africa, IOE

KAMPALA FOLLOW-UP

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Walvis Bay Declaration: Follow-up Action

Report of work done in East, Central & Southern Africa region as per the

commitments of the 2017 Walvis Bay Declaration

Commitment 1: Work with all employers in the East, Central & Southern Africa region to

advance the empowerment and employment of young people.

Many companies affiliated to employers’ organisations (EOs) work across the region, and so there is

scope to leverage and pool support and programmes with the view to meeting the needs of the wider

business community towards enterprise development and growth.

UGANDA - Ms Rosemary Ssenabulya, FUE’s outgoing Executive Director, recounted joint activities

undertaken with the Association of Tanzania Employers (ATE) and the Federation of Kenya Employers

(FKE), specifically the “Employer of the Year Award” and the “Female Future Programme”. The SADC

Private Sector Forum is currently undertaking joint work to compile a compendium of labour laws for

the SADC region.

LESOTHO - Ms Lindiwe Sephomolo, Chief Executive of the Association of Lesotho Employers and

Business (ALEB) highlighted two barriers to more effective EO-to-EO collaboration. The first was a

lack of financial resources, for example, to exchange personnel between organisations; the second

was to know about successful initiatives other EOs had undertaken that could be replicated.

IOE - Ms Anang noted that this information was indeed critical and that successful initiatives needed

to be showcased to raise awareness of programmes that could be shared.

SWAZILAND - Ms Bonisiwe Ntando, former CEO of FSE&CC, provided the example of collaboration

across the region regarding collective private sector engagement with government on the tobacco

industry-related discussion in the ILO.

BOTSWANA (via survey) – Unfortunately, lack of resources meant that, so far, it has not been

possible for Business Botswana to have closer/regular collaboration with other EOs.

DR CONGO (via survey) – FEC has created a dedicated commission for youth and young

entrepreneurs.

KENYA (via survey) – FKE cites lack of resources; low/slow feedback from other EOs when

contacted, however, the Federation has been participating in EAEO, and BUSINESSAfrica events,

has invited all employers in ECSAO to various forums including the Enterprise Forum, Stars in Africa

Forum in Nairobi, and Africa Talks Jobs continental conference in Addis Ababa. Through EAEO and

BUSINESSAfrica FKE has written reports on skills development, free movement of labour across EAC;

and EABF position on EU-Africa collaborations.

ZAMBIA (via survey) – ZEF has increased involvement in SADC engagements and collaboration in

the area of decent work as well as establishment of Centres of Specialisation and Centres of

Excellence in key sectors of regional cooperation. A SADC Youth Employment Promotion Policy

and Strategic Plan was approved and implemented. Collaboration with the other regional bodies

based in East and Central Africa has also been enhanced. Working committees should regularly

meet to ensure adequacy of monitoring of policies implemented but not much has been done in this

area apart from reports made at meetings and workshops.

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Commitment 2: Promote investment in skills development, including in “soft” and STEM skills, and vocational training in line with our respective competitive advantages, the current needs

of the labour market and anticipating the needs of the future world of work in our countries.

SOUTH AFRICA - Ms Melanie Mulholland (BUSA) said it was essential to change perceptions around

vocational training being for “drop-outs”. BUSA was working with the Department of Higher Education

and Training (DHET) to establish 26 Centres of Specialisation (COS) in TVET colleges. The aim was

to prioritize teaching and apprenticeships in 13 occupational trades in high demand to curb skills

shortages and to reduce unemployment and poverty in the country.

IOE - Ms Anang agreed that the TVET career path needed to be promoted, including by employers,

as an attractive route to work.

UGANDA - FUE reported that the federation had been involved in the national skills strategy since

2012 and specifically in establishing a fund for TVET training. A pilot scheme was underway in western

Uganda, with financial support from overseas governments. The scheme focussed on skills needed

in the oil sector, motor mechanics, and tailoring. Childcare was provided for women undergoing

training and there were efforts to harness the skills of refugees.

IOE - Ms Anang asked why a training levy could not be used to establish the fund, but there were

concerns that levies would simply go into a consolidated fund when they really needed to be kept

separate and administered by a semi-autonomous organisation.

EAST AFRICA - Mr Dan Okanya, coordinator of the East African Employers’ Organisation (EAEO), reported that, at regional level, skills mismatch identification research was underway, though labour

market information systems were lacking. The hope was to audit the system at national level in order

to produce a plan for a regional system by the end of the year.

IOE - Ms Anang agreed that undertaking sub-regional skills surveys and making the findings available

through the establishment of an observatory was a critical step towards providing appropriate training

and closing the skills gap. Employers had a key role to play in providing data/evidence on skills gaps.

ILO - Ms Maria Machailo-Ellis of the ILO’s Pretoria office underlined the importance of a skills development levy on employers; the government alone could not train for business. However, she

noted that at times training levies were not fit for purpose and riddled with bureaucracy, requiring

businesses first to train and then claim back the expenses incurred. Systems were also outdated, e.g.

on-line training was not covered. In fact, funds were accumulating because claiming them was too

onerous. Her view was that EOs had to advocate for involvement in the design and management of

training levies.

IOE - Ms Anang reported that NIGERIA provided a good example of a well-managed fund and that it

was worthwhile taking a cue from them and other countries.

ETHIOPIA - On behalf of the Ethiopia Employers’ Federation (EEF), Mr Dekebo underlined the need

for the private sector to invest in new technology for training, which was often lacking in TVET

institutions. Alternatively, training could be conducted in the workplace, where the equipment was

already available.

BOTSWANA (via survey) – Botswana engages continuously with the government on the

development of policies as part of the ILO decent work country programme.

DR CONGO (via survey) – FEC has organized joint events with the State-owned vocational training

institute but there are few resources to promote further investment.

KENYA (via survey) – FKE has pushed for this agenda at National, EAC and Africa level. FKE has

participated/co-organised Stars in Africa, Africa Talks Jobs and Digital Skills workshop all targeting

skills development, and also conducted research on skilling EAC and on employers’ perceptions on

levels of skills in Kenya. However, there is an inadequate budget to push the agenda on skills.

ZAMBIA (via survey) - Despite the desire of the private sector or, more specifically, the employers’ organisations, to contribute to skills development their efforts are hampered by institutional blockages

and difficulties in accessing credit, resulting in hindrance in the implementation of the desired

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economic reforms. In addition, the labour force is affected by the high cost of accessing

training/education and there is a high cost of doing business.

Commitment 3: Embrace an inclusive approach to the design and implementation of

educational curricula/training programmes that includes the private sector, workers’ representatives, education and training institutions and young people themselves.

Participants were invited to discuss how to ensure curricula and training kept pace with business

needs and how EOs could contribute.

UGANDA - The Uganda universities’ approach was to make internships compulsory. A professor from Uganda’s Makerere University said that employers could become closer partners and sit on the board

of training institutions. He added that it was not just the students who needed training, but that

academics and trainers also needed to have their skills updated – they needed to accompany the

young people to training on internships. One issue was the responsibility for any damage caused to a

business’s equipment when it was being used for training. Could the training fund be used? ZAMBIA - Euphemia Chambula of the Zambia Federation of Employers (ZFE) said that there was a

training levy in her country, but not much evidence that it was being properly used; what interns

brought was not what employers needed and the business owner had to show them how to operate

machinery etc. Governments should bring employers on board to learn what industries needed.

ZAMBIA (VIA SURVEY) - Being the apex employer body, ZFE (private sector) works in a tripartite set

up with the government and workers’ organisations. Training institutions such as TEVETA (Technical

Education and Vocational and Entrepreneurship Training Authority} work together in a consultative

manner to help in designing and implementing of educational curricula and other training programmes.

ZFE sits on the TEVETA board and participates in the TCLC deliberations. TCLC is the Tripartite

Consultative Labour Council involving the government, employers’ (ZFE) and workers’ organisations

(the trade unions). Challenges or barriers encountered in fulfilling this commitment: plans and activities

are set; however in most cases funding becomes a constraint to allow for smooth implementation.

IOE - Ms Anang proposed the involvement of sectoral business representatives on TVET institution

boards.

ZIMBABWE - On behalf of the Employers’ Confederation of Zimbabwe (EMCOZ), Executive Director Mr John Mufakare gave the example of the Zimbabwe Manpower Development Fund for skills

development in the formal sector, run by an advisory council including employers from different sectors

that are responsible for jobs profiling. Despite this, employers say output is not what they want. He

believed that it was not possible for polytechnics to produce someone that could “hit the road running” and that there needed to be on-the-job training. An additional issue was that universities did not want

to be “technicalized” – the mindset being that universities were for thinking and workplaces were for

doing. ILO - Ms Machailo-Ellis added that employers needed to be involved in the delivery as well as

the design of training curricula.

RWANDA - Ms Dorothy Uwera of the Private Sector Federation (PSF) reported that in her country the

private sector involvement is very high, with businesses taking on young people from TVET and

universities and training them for six months through the national capacity building fund which also

insures against damage to equipment - companies do not pay anything.

MOZAMBIQUE - Mr Mauro Ferrão, from the Confederation of Economic Associations of Mozambique,

highlighted that employers did not always articulate their needs very well and think that skills

development is the government’s job. Whilst big companies did have the capacity to articulate their needs in terms of reform to labour law, the changes did not always favour SMEs who lacked the

capacity to advocate to the same extent. However, Mr Ferrão believed that it was the role of business

to train employees. In Mozambique, the business community had said “no levy” until there was a dedicated platform and they were involved in the management. Now they were involved at all levels

of decision making. Companies did not have direct access to the funds, which went to the training

4

centres, and companies had to partner with the training centre and submit a project proposal. This

ensured resources were managed by the right people.

TANZANIA - Ms Joyce Nangai of the Association of Tanzania Employers (ATE) reported on setting

up a Global Apprenticeships Network (GAN) National Network (GNN), having learned from the

experience of MALAWI. The Tanzania GNN had 400 committed private sector members. She believed

that establishing work-readiness programmes, as advocated by the GAN, was a very useful way for

employers to test out a future employee. They had developed toolkits for employers, conducted

programmes for workers with disabilities, provided job interview training. Together with ILO, they

awarded young entrepreneurs through a special programme.

UGANDA - FUE’s Executive Director, Mr Douglas Opio, said that they were working with the government on apprenticeships, as well as exploring the best way to run a training levy system.

Currently they were looking at various models (there were already sector-specific models). There was

some discussion over how best to manage the levy, and how to incorporate the representation of

employers. However, there was good collaboration with the university, and with the ILO, to recognise

young entrepreneurs. The FUE had a youth development desk and offered counselling, support and

mentorship, as well as networking opportunities to young people. The Federation also ran a central

database for recruitment to help young people find jobs.

IOE - Ms Anang raised the matter of EOs collaborating with worker counterparts to encourage

government incentives for job-intensive enterprises. She also proposed taking a sectoral approach.

BOTSWANA (via survey) – The education sector is active in working with the governments and

private institutions on the development of curriculums.

KENYA (via survey) – Industry-academia forums needed to inform curricula and demand for skills.

LMIS and Qualifications Frameworks should be developed and monitored in a collaborative way.

Industries need to open up their places for the placement of young people. Unfortunately, there are

inadequate positions in industries for attachments and internships.

Commitment 4: Cooperate closely with government to find avenues, in the form of incentives

among others, which will encourage employers to take on apprentices.

BOTSWANA (via survey) – Business Botswana is continuously in dialogue with the

government on all sectors

DR CONGO (via survey) – The African Development Bank proposed a programme to the Ministry of

Labour to encourage employers to take on apprentices, but the programme was written and

implemented without the cooperation of the private sector!

KENYA (via survey) – FKE cooperation on attachments e.g. NITA in Kenya; introduction of incentives

for employers who hire ten fresh graduates for at least six months in a year, they get tax rebates. The

challenge has been the implementation and monitoring impact of these incentives among employers;

and how the incentives have affected the behaviours of employers.

ZAMBIA (via survey) – Good and workable policies are needed to have a conducive environment.

Government as a policy maker needs to come up with good policies that would motivate employers

to engage more apprentices. Policies made but not properly implemented.

Commitment 5: Advocate for the fair and decent treatment of apprentices in line with the ILO’s fundamental principles and rights at work.

BOTSWANA (via survey) – advocacy is undertaken for other areas, not specifically for apprentices.

However, the education sector has promoted white collar jobs, which has led to apprenticeships being

relegated to a lower status, making them unattractive for students.

KENYA (via survey) – fair labour practices is what FKE stands for. FKE members are sensitized on

fair labour practices including treating apprentices decently. Through NITA we push for respect of fair

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labour practices in companies that take apprentices. However, there is a lack of enough resources to

sensitize all the members.

ZAMBIA (via survey) – ZFE closely collaborates with ILO and endeavours to uphold the latter’s fundamental principles and rights at work according to the Decent Work Charter.

Regarding challenges or barriers to fulfilling this commitment: the apprenticeship programme is being

restarted after it was stopped during the period of the liberalization/privatization of the economy.

Previously this was solely a government initiative assisted by quasi-bodies such as the mines, but with

individual/private enterprises taking over, this was deemed a cost that could not be afforded.

Commitment 6: Promote and acknowledge vocational training as a means to entrenching skills

and learning and elevate vocational work as an aspirational and valuable career path.

BOTSWANA (via survey) – Good policies are in place in the country, but implementation has been

slow, which remains a national challenge.

KENYA (via survey) – FKE was at the forefront in pushing for reforms that have led to an overhaul

of the education and training system in Kenya. The new system has placed TVET as an alternative

pathway for training with a principal secretary in charge. This has changed the narrative where,

previously, TVET was seen as being for failures. TVET is mostly in the education and not the labour

sector. This is a challenge.

ZAMBIA (via survey) –Employers contribute to a Skills Development Levy to promote entrenching

skills and learning. This contribution goes a long way in assisting government to offer quality

vocational training and reaching out to many youths that need the necessary skills. Without the

contribution, many would fail to access the needed education. Regarding challenges or barriers

encountered to fulfilling this commitment: employers in the formal sector are fewer than in the informal

sector which does not contribute to the Skills Development Levy. Primarily, it is employers in the

private sector that makes this contribution.

Commitment 7: Raise awareness of the job-creating and development potential of self-

employment and entrepreneurship, and advocate for conducive regulatory and institutional

frameworks that support and empower young entrepreneurs.

BOTSWANA (via survey) – The government of Botswana has set up an institution that promotes

entrepreneurship skills. Business Botswana has continued to advocate for a conducive regulatory

climate in the country.

DR CONGO (via survey) – A department/programme was created at the ministry of labour to deal

with this topic, but there is currently not much follow-up.

KENYA (via survey) – This in the FKE Employers and Business Agenda. FKE has hosted various

forums to support this. Stars in Africa, Africa Talks Jobs, etc are examples. Lack of funding for these

events. Also, most youths are individual entrepreneurs and mostly not members of the Federation -

therefore direct linkage with them is weak.

ZAMBIA (via survey) –ZFE has affiliates such as the Zambia Chamber of Small and Medium

Business Associations (ZCSMBA) and many others whose main focus is self-employment and who in

turn also have affiliates such as the Youth Entrepreneurs Associations that advocate for young

people’s self-employment and promote entrepreneurship at an early age. Plans are underway to

include entrepreneurship in the curriculum as early as primary education. Regarding challenges or

barriers to fulfilling this commitment: some policies take long to implement. The scattered membership

of some business associations to provide the job skills training also contributes to delays in

implementation.

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Commitment 8: Provide support and advice services that meet the needs of start-ups,

particularly by young people, and optimise their viability and sustainability

BOTSWANA (via survey) – There are organisations offering funding for start-ups and also offer the

above services for free.

DR CONGO (via survey) – the FEC has organized a start-up incubator within the Federation but the

main challenge is lack of space at the Federation’s building. KENYA (via survey) – Through various forums FKE has influenced policies and initiatives on

empowering the youth both at national and continental level. Example is FKE’s positions in EU-Africa

collaborations and members that have entrepreneurs and business hubs like Kenyatta University

Business Centre, etc.

ZAMBIA (via survey) – Provide access to venture capital funding (soft loans to start-ups with

reasonable interest); handholding (big to small business collaboration); expert advice from veteran

business people; continuous retraining to keep up with modern technology and knowledge retention,

access to proper tools, keeping trends with appropriate industries. Challenges or barriers to fulfilling

this commitment: Need for more resources (money, labour, machinery, operating premises).

Commitment 9: Collaborate closely with my government and workers’ representatives to encourage job-intensive enterprise development

BOTSWANA (via survey) – The collaboration of the tripartite is geared more towards a friendly

environment rather than job-intensive development.

KENYA (via survey) – Government interest has largely been in infrastructure development and other

sectors that do not generate a lot of sustainable decent jobs. More resources and engagement

required to ensure the Big 4 Action Plan supports job-intensive enterprise development.

ZAMBIA (via survey) - the TCLC takes care of this arrangement. The consultative

discussions/meetings bring to the table ways and means of tackling issues that are a concern to all.

Job creation is one such very important issue, for currently unemployment has meant that millions of

young men and women live in disastrous conditions. Regarding challenges or barriers to fulfilling this

commitment: most often, agreements/contracts/policies or pacts take a while for implementation to

occur.

Commitment 10: Encourage the development of sustainable large, medium, small and micro

enterprises, which will lead to sustainable employment

DR CONGO (via survey) – FEC has been active in requesting the government for tax deductions for

SMEs but there has been little feedback from the state so far.

KENYA (via survey) – FKE Employers Business Agenda focus area number 5 is on building

sustainable business ventures. All initiatives undertaken in this area are geared toward enhancing

sustainability of employment. Resources needed to support B2B and G2B dialogue in this area.

ZAMBIA (via survey) - Development being a multidimensional process, it is imperative that all

stakeholders work together to encourage sustainability of all enterprises: large, medium, small and

micro for it is only through this development that countries can grow robust economies and upgrade

the livelihoods of their people. Challenges or barriers to fulfilling this commitment: the allowing of

importation of cheaply manufactured goods has eroded the potential of many business men and

women. Our entrepreneurs are continuously struggling to compete with cheap foreign goods

especially from China. In addition, access to cheap finance is a dream to many. Then many customers

prefer imported goods as compared to local ones. An educated, self-emancipated and skilled young

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generation is the dream of every nation for in it lies the future development. Therefore, governments

and their social partners must take the bull by its horns and immerse themselves fully in the necessities

that need to be done for advancement by implementing the agreed ten recommendations and if

possible do much more.

Four priorities of the Southern African Development Community (SADC) – rapporteur: Ms

Lindiwe Sephomolo,

Ms Sephomolo announced the SADC region’s four priorities as follows:

1. Completion of the regional labour law compendium initiative

The compendium would be progressed from prototype to a ready-to-use product, anticipating

continuous updates that would be enabled through partnerships confirmed by MoU with relevant

institutions. The guide would be launched regionally on the occasion of a SADC meeting; national

launches would take place through AGMs or other forums to save money.

2. Capacity building through replication of best practices

This would be realised by documenting best practices. Training in research methodologies would be

needed. The EOs currently suffered from an absence of robust and reliable data. Outcomes would

include a repository of knowledge on best practices; training tools; and methods of accessing data.

3. Labour migration (LM)

EOs aimed to participate in labour migration policy at national level. Outcomes would be position

papers on issues arising from labour migration and resulting policies would reflect EO interests.

4. GAN

Some EOs, and their company affiliates, were not aware of the GAN and sensitization efforts were

needed. Here the intention would be to have a digital platform to share information and ideas; to

disseminate the GAN tools; organise and share peer-to-peer exchange of best practices.

Given the lack of time at this session, the timelines would be finalised at the next SADC Employment

and Labour Sector (ELS) meeting in 2019.

Six priorities of the East African Community (EAC) – rapporteur: Mr Daniel Okanya

East Africa region’s six priorities:

1. East Africa Employers’ Summit to discuss ideas to be a regular platform, both for EOs and for companies. The purpose of the Summit would be to map out the current situation and goal in terms of

regional integration.

2. Document best practices of EAC EO members in the region to increase visibility.

3. Assess and document skills levels in the respective EAC states and examine government budgets

for skills development; how companies and governments can support internship programmes within

the region; the potential for a youth development fund.

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4. Influence labour migration policy. EAC employers had not yet taken a position on the existing

regional policy. A conference would be organised at regional level to provide a venue for employers

to craft recommendations.

5. Enhance expertise and visibility of the EAC by collaborating with/learning from other regional

bodies, such as SADC.

6. Pursue efforts to promote the GAN, and support government efforts for youth training.

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tory

to

de

tect

an

om

ali

es

in

the

in

vest

me

nt

en

viro

nm

en

t

▪ F

oll

ow

up

, a

na

lysi

s a

nd

stu

dy

of

the

Wor

ld B

ank’

s “D

oing

Bus

ines

s Rep

ort”

and

the

Wo

rld

Eco

no

mic

Foru

m’s

“Glo

bal C

ompe

titiv

enes

s Rep

ort”

rank

ings

Tri

pa

rtit

e S

P1,

pa

rlia

me

nta

ry

com

mis

sio

ns,

hig

h-l

ev

el

en

ga

ge

me

nt

• In

ve

st

in r

ese

arc

h a

nd

de

ve

lop

me

nt

▪

Ta

x in

cen

tive

s fo

r b

usi

ne

sse

s w

ith

de

dic

ate

d R

&D

bu

dg

ets

▪ E

sta

bli

shm

en

t o

f a

na

tio

na

l p

lan

fo

r d

igit

al

tra

nsf

orm

ati

on

▪ C

rea

tio

n o

f re

gio

na

l e

xch

an

ge

an

d p

art

ne

rsh

ip

me

cha

nis

ms

aro

un

d R

&D

Tra

de

un

ion

s,

em

plo

ye

rs,

go

ve

rnm

en

ts,

un

ive

rsit

ies

+

• P

rom

ote

pea

ce

, s

ecu

rity

an

d g

oo

d g

ove

rna

nc

e

▪ E

lab

ora

tio

n o

f P

ract

ica

l G

uid

es

▪ O

rga

niz

ati

on

of

sem

ina

rs f

or

info

rma

tio

n e

xch

an

ge

▪ E

sta

bli

shm

en

t o

f n

ati

on

al

an

d r

eg

ion

al

an

ti-

terr

ori

sm p

oli

cie

s

▪ C

rea

tio

n o

f a

n A

fric

an

go

od

go

vern

an

ce

lab

el/

sta

mp

ILO

, tr

ipa

rtit

e S

P,

inte

rna

tio

na

l a

nd

reg

ion

al

inst

itu

tio

ns

• Im

ple

me

nta

tio

n o

f s

tru

ctu

ral re

form

s a

nd

sec

tora

l s

trate

gie

s

▪ D

ev

elo

pm

en

t o

f st

rate

gie

s fo

r se

cto

rs w

ith

gro

wth

po

ten

tia

l a

nd

de

velo

pm

en

t p

roje

cts

(En

erg

y/

Ag

ricu

ltu

re –

ag

ro-f

oo

d/

ITC

)

▪ R

efo

rms

in t

he

are

as

of

ed

uca

tio

n,

taxa

tio

n,

sect

ora

l p

oli

cie

s

▪ In

clu

sio

n o

f th

e v

alu

e-c

ha

in d

ime

nsi

on

in

in

du

stri

al

po

licy

▪ D

ev

elo

pm

en

t o

f a

le

gis

lati

ve a

nd

in

stit

uti

on

al

fra

me

wo

rk t

ha

t is

ro

bu

st,

eff

ect

ive

an

d c

lea

r fo

r

PP

Ps

Go

ve

rnm

en

ts,

SP

,

Em

plo

ye

rs,

Te

chn

ica

l in

stit

uti

on

s,

AfD

B

1 S

P=

soci

al

pa

rtn

ers

28

Fe

bru

ary

20

17

B

LUE

PR

INT

FO

R JO

BS

IN A

FR

ICA

/AC

TIO

N P

LAN

2

▪

Org

an

izatio

n b

y B

usin

ess A

frica o

f an

ag

ri-bu

sine

ss

Su

mm

it to e

lab

ora

te a

n a

gricu

ltura

l inve

stme

nt

po

licy th

at a

llow

s acce

ss to th

e p

rop

er e

xplo

itatio

n

of p

rod

uctive

lan

d

▪

Gu

ara

nte

ed

da

ta a

ccess v

ia h

igh

-spe

ed

inte

rne

t

▪

Ab

olitio

n o

f mo

no

po

lies in

strate

gic se

ctors a

nd

intro

du

ction

of co

mp

etitio

n th

at a

llow

s for th

e

crea

tion

of q

ua

lity jo

bs a

nd

imp

rove

s

pro

du

ct/serv

ice d

eliv

ery

to e

nd

-use

rs

▪

De

ve

lop

me

nt o

f ne

w e

con

om

ic ICT

are

as: e

-

lea

rnin

g, e

-go

vern

me

nt, e

-health…

▪

De

ve

lop

me

nt o

f rese

arch

an

d in

vestm

en

t in cle

an

an

d re

ne

wa

ble

en

erg

ies

▪

Cre

atio

n o

f reg

ion

al n

etw

ork

s for e

ne

rgy

(production, transport, distribution…)

•

Inc

rea

se

the

pro

du

ctiv

ity a

nd

co

mp

etitiv

en

ess

of

en

terp

rises

▪

Tra

inin

g A

ction

an

d u

pg

rad

ing

of q

ua

lificatio

ns

▪

Pro

du

ctivity-o

rien

ted

ne

go

tiatio

ns a

nd

rem

un

era

tion

s

▪

Imp

rove

me

nt o

f the

tran

spo

rtatio

n a

nd

log

istics

en

viron

me

nt

▪

Lau

nch

an

d e

nco

ura

ge

me

nt o

f inn

ova

tion

an

d

crea

tivity in

itiative

s (thro

ug

h a

wa

rds, sp

on

sorsh

ip,

etc…

)

Go

ve

rnm

en

ts,

SP

, un

iversitie

s, na

tion

al

an

d re

gio

na

l institu

tion

s,

larg

e a

nd

mu

ltina

tion

al

en

terp

rises

•

Gu

ara

nte

e th

e re

sp

ec

t an

d p

rom

otio

n o

f the

fu

nd

am

en

tal p

rinc

iple

s a

nd

righ

ts a

t wo

rk

▪

Cre

atio

n o

f instru

me

nts a

nd

lev

ers (C

SR

)

▪

Pro

mo

tion

of a

de

cen

t wo

rk cu

lture

▪

Lau

nch

of a

wa

ren

ess-ra

ising

cam

pa

ign

s

▪

Stre

ng

the

nin

g o

f insp

ectio

n a

nd

con

trol

Employers’ and w

orkers’ a

ssocia

tion

s, lab

ou

r

insp

ectio

n

ad

min

istratio

ns

•

Su

pp

ort S

ma

ll an

d M

ed

ium

Siz

e E

nte

rpris

es (S

ME

s)

an

d In

ve

stm

en

ts (S

MIs

) ▪

Lau

nch

of sp

ecific fin

an

cing

pro

gra

mm

es

▪

Cre

atio

n o

f ad

min

istrativ

e a

nd

fiscal su

pp

ort

cen

tres

▪

Fa

cilitatio

n o

f pro

ced

ure

s

Go

ve

rnm

en

ts,

employers’

org

an

izatio

ns

•

Fa

cilita

te th

e tra

ns

ition

from

the

info

rma

l to th

e fo

rma

l e

co

no

my

▪

Esta

blish

me

nt o

f na

tion

al tra

nsitio

n p

olicy

T

ripa

rtite S

P,

Me

dia

28

Fe

bru

ary

20

17

B

LUE

PR

INT

FO

R J

OB

S I

N A

FR

ICA

/AC

TIO

N P

LAN

3

▪

Cre

ati

on

of

som

e i

nst

rum

en

ts t

o i

nce

nti

vize

tra

nsi

tio

n a

nd

oth

ers

to

dis

cou

rag

e i

nfo

rma

lity

▪ P

latf

orm

s fo

r sh

ari

ng

an

d e

xch

an

gin

g r

eg

ion

al

an

d

inte

rna

tio

na

l e

xpe

rie

nce

s

ILO

• In

clu

de i

nc

om

e a

nd

wo

rk c

on

dit

ion

s

▪

Ne

go

tia

te a

mo

de

l fo

r p

ay

re

vie

ws

lin

ke

d t

o

pro

du

ctiv

ity

, in

fla

tio

n a

nd

gro

wth

▪ M

ak

e i

mp

rov

ed

em

plo

ym

en

t co

nd

itio

ns

a f

act

or

in

stre

ng

the

nin

g c

om

pe

titi

ven

ess

▪ In

clu

de

ea

rnin

gs

as

a d

rive

r in

gro

wth

po

licy

(co

nsu

mp

tio

n a

nd

sa

vin

gs/

inv

est

me

nt)

Go

ve

rnm

en

ts,

SP

,

tech

nic

al

inst

itu

tio

ns

(stu

die

s, s

tati

stic

s)

Ob

ject

ive

2/

Fo

rma

lize

d s

oc

ial

dia

log

ue

Ta

rge

t(s)

A

ctio

ns

Act

ors

T

ime

fra

me

• P

rom

ote

in

de

pe

nd

en

t an

d

rep

res

en

tati

ve

s

oc

ial

pa

rtn

ers

▪

Gu

ara

nte

e t

he

rig

ht

of

ass

oci

ati

on

▪ D

efi

ne

re

pre

sen

tati

vity

cri

teri

a (

law

, a

gre

em

en

ts)

▪ S

tre

ng

the

n t

he

ca

pa

city

of

soci

al

pa

rtn

ers

in

th

e

are

a o

f so

cia

l d

ialo

gu

e

Tri

pa

rtit

e S

P,

Go

ve

rnm

en

ts,

Pa

rlia

me

nta

ria

ns

ILO

• C

rea

te

eff

ec

tive

an

d

su

sta

ina

ble

in

sti

tuti

on

s

for

dia

log

ue

▪

Pro

mu

lga

tio

n o

f le

ga

l d

isp

osi

tio

ns

for

the

cre

ati

on

an

d f

un

ctio

nin

g o

f in

stit

uti

on

s o

f so

cia

l a

nd

soci

eta

l d

ialo

gu

e (

eco

no

mic

an

d s

oci

al

cou

nci

ls o

r

oth

er)

▪ A

pp

lica

tio

n a

nd

im

ple

me

nta

tio

n o

f te

xts

for

inst

itu

tio

na

lisa

tio

n

SP

,

Go

ve

rnm

en

ts,

Pa

rlia

me

nta

ria

ns,

ILO

• In

vo

lve

a

ll

the

pa

rtie

s

in

the

ela

bo

rati

on

o

f th

e

pro

gra

mm

e a

nd

sc

hed

ule

▪

Org

an

iza

tio

n o

f n

ati

on

al

con

sult

ati

on

s fo

r b

ett

er

coo

rdin

ati

on

/co

op

era

tio

n

▪ A

do

pti

on

of

a p

art

icip

ato

ry a

pp

roa

ch i

n a

ll

do

ssie

rs l

ink

ed

to

eco

no

mic

, so

cia

l a

nd

en

viro

nm

en

tal

de

ve

lop

me

nt

Go

ve

rnm

en

ts,

SP

,

Na

tio

na

l so

cia

l d

ialo

gu

e

inst

itu

tio

ns

• C

om

mit

to

im

ple

me

nti

ng

an

d r

es

pe

cti

ng

ag

ree

me

nts

▪

Ad

op

tio

n o

f a

Na

tio

na

l C

ha

rte

r /

hig

h-l

eve

l

com

mit

me

nt

Go

ve

rnm

en

ts,

SP

,

Na

tio

na

l in

stit

uti

on

s

28

Fe

bru

ary

20

17

B

LUE

PR

INT

FO

R JO

BS

IN A

FR

ICA

/AC

TIO

N P

LAN

4

Ob

jectiv

e 3

/ De

ve

lop

me

nt o

f en

trep

ren

eu

rial a

ctiv

ity

Ta

rge

t(s) A

ction

s A

ctors

Tim

efra

me

•

Ad

vo

ca

te

for

an

e

ntre

pre

ne

uria

l c

ultu

re

an

d

stre

ng

the

n th

e lin

ks

be

twe

en

en

terp

rise

s, s

ch

oo

ls a

nd

u

niv

ers

ities

▪

Cre

ate

en

trep

ren

eu

r club

s with

in u

nive

rsities

▪

Inclu

de

mo

du

les o

n e

ntre

pre

ne

uria

l cultu

re in

ed

uca

tion

al, tra

inin

g a

nd

un

iversity

cou

rses

▪

Brin

g e

ntre

pre

ne

urs in

to u

niv

ersity

train

ing

cou

rses

Un

iversitie

s,

Employers’

org

an

izatio

ns

•

De

ve

lop

inc

om

e-g

en

era

ting

ac

tivitie

s

▪

Cre

atio

n o

f an

occu

pa

tion

s an

d jo

bs o

bse

rvato

ry

▪

Lau

nch

en

viron

me

nta

l an

d in

frastru

cture

bu

ildin

g

sites in

loca

lities th

rou

gh

PP

Ps.

Go

ve

rnm

en

ts

Loca

l au

tho

rities

SP

•

Pro

mo

te s

elf-e

mp

loym

en

t am

on

g y

ou

th a

nd

wo

me

n

▪

Lau

nch

of sp

ecific su

pp

ort p

rog

ram

me

s:

Ide

a b

an

k

Gu

ida

nce

an

d fa

cilitatio

n h

elp

de

sk

Fin

an

cing

+ m

icro fin

an

cing

Go

ve

rnm

en

ts

Employers’ associations

Asso

ciatio

ns

•

Se

t up

an

inc

en

tive

s fra

mew

ork

an

d p

ut s

ites

in p

lac

e

(sta

rt-up

inc

ub

ato

rs)

▪

Cre

atio

n o

f bu

sine

ss incu

ba

tors

▪

Ela

bo

ratio

n o

f a le

ga

l fram

ew

ork

for sta

rt-up

s an

d

free

lan

cers

▪

Ela

bo

ratio

n o

f a le

ga

l fram

ew

ork

, an

d a

fina

ncin

g

an

d su

pp

ort sy

stem

for sp

in-o

ffs

Go

ve

rnm

en

ts

Employers’

org

an

izatio

ns

•

La

un

ch

a

m

ob

ile

cen

tre

for

the

d

eve

lop

men

t o

f in

co

me

-ge

ne

ratin

g

ac

tivitie

s

an

d

pro

mo

te

co

op

era

tive

s

▪

Sh

are

exp

erie

nce

s of p

ilotin

g m

ob

ile ce

ntre

s

▪

Stre

ng

the

nin

g co

op

era

tives a

nd

the

ir crea

tion

with

in th

e fra

me

wo

rk o

f a n

atio

na

l actio

n p

lan

for

the

pro

mo

tion

of th

e S

SE

2

Go

ve

rnm

en

ts

SP

•

Offe

r tra

inin

g

on

th

e

cre

atio

n

an

d

ma

na

ge

men

t o

f e

nte

rpris

es

▪

Org

an

izatio

n o

f actio

n fo

r ILO tra

inin

g m

od

ule

s

such

as S

tart a

nd

Imp

rove

yo

ur B

usin

ess

Pro

gra

mm

e (S

IYB

); Sta

rt yo

ur B

usin

ess (S

YB

) etc.

Trip

artite

SP

an

d ILO

•

De

ve

lop

the

so

cia

l an

d s

olid

arity

ec

on

om

y (S

SE

) ▪

Ela

bo

ratio

n o

f a le

ga

l fram

ew

ork

: leg

al d

ispo

sition

s

for o

rga

nisin

g S

SE

(con

cep

ts an

d in

stitutio

ns)

▪

Ide

ntifica

tion

of ca

teg

orie

s an

d ta

rge

t gro

up

s:

stud

y

Go

ve

rnm

en

ts an

d S

P

2 S

ocia

l an

d S

olid

arity

Eco

no

my

28

Fe

bru

ary

20

17

B

LUE

PR

INT

FO

R J

OB

S I

N A

FR

ICA

/AC

TIO

N P

LAN

5

Ob

ject

ive

4/

Tra

inin

g t

ha

t m

ee

ts t

he

ne

ed

s o

f th

e l

ab

ou

r m

ark

et

Ta

rge

t(s)

A

ctio

ns

Act

ors

T

ime

fra

me

• P

rom

ote

p

rofe

ss

ion

al

train

ing

a

ime

d

at

fac

ilit

ati

ng

la

bo

ur

ma

rke

t en

try

▪ In

tro

du

ctio

n o

f p

rofe

ssio

na

l tr

ain

ing

as

an

in

teg

ral

pa

rt o

f n

ati

on

al

ed

uca

tio

n p

olic

y a

nd

an

ess

en

tia

l

ele

me

nt

of

tea

chin

g r

efo

rms

▪ C

lass

ific

ati

on

of

“Pri

vate

Tra

inin

g O

pe

rato

r”

occ

up

ati

on

s a

s p

rio

rity

act

ivit

ies

for

ass

isti

ng

en

terp

rise

s

Go

ve

rnm

en

ts a

nd

SP

• In

ve

st

in c

on

tin

uo

us

pro

fes

sio

na

l tr

ain

ing

▪

Gra

nt

tax

ince

nti

ves

lin

ke

d t

o t

he

re

ali

zati

on

of

con

tin

uo

us

tra

inin

g o

pe

rati

on

s

Go

ve

rnm

en

ts

• D

eve

lop

dif

fere

nt

typ

es

of

train

ing

: a

pp

ren

tic

es

hip

s,

“san

dwic

h” tr

aini

ng,

rem

ote

le

arn

ing

▪ R

eco

gn

itio

n o

f th

e u

se o

f w

ork

pla

cem

en

ts/i

nte

rnsh

ips

in b

usi

ne

ss a

s

com

ple

me

nti

ng

pra

ctic

al

tra

inin

g,

be

ne

fiti

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