Voices from the World of Work: Garment factory workers in Jordan


The ILO has done a lot
for this world and for me. The most important thing it did
is give us one day off a week and make sure we work
for eight hours a day. The ILO works with the government and
it provided me, as a Syrian refugee, with a way to work legally
in a garment factory. The most important thing the ILO
has done for the world is to reduce child labour and give us
the salary we are entitled to. In my work,
people are the most precious element, and my duty is to make sure that
they are given the best conditions by observing the standards
set by the ILO. The world is changing
at a very fast pace, and the nature of employment
is changing accordingly. It will be difficult
for people to compete with artificial
intelligence in the future. So the work of the ILO
will also change. Instead of replacing
people with machines, we will request automation
to help humans perform and reach the best results. The world needs the ILO
to continue these projects, keep improving working conditions
and put an end to unemployment.

Global Wage Report 2018: What lies behind the gender pay gap.


This year’s global wage report explores the gender pay gap, a phenomenon which represents one of today’s greatest social injustices. Using data from about 70 countries, covering nearly 80% of wage employees worldwide, the report explores what lies behind the gender pay gap. First the report shows gender pay gaps are found just about in all countries. And on average women are paid 20% less than men across the world. And second, factors that often determine wages such as education don’t seem to explain the gender pay gap. However, our research shows that mothers are earning lower wages than non mothers. We call this the motherhood gap. We also see a tendency for wages to be lower in enterprises where the workforce is predominantly made of women. For example, in Europe wage employees in enterprises with a predominantly female workforce can earn four thousand US dollars less per year compared to those in enterprises with a similar productivity profile, but with a different gender mix. The report provides policy and recommendations that could help reduce the gender pay gap. Together with the empirical evidence we hope this contributes to the achievement of the sustainable development goal 8.5, which calls for equal pay for work of equal value in the framework of the United Nations agenda for 2030.

Employment services: A job that reunited a family (7/5)


My name is Khamphan Laungvilaykeo I live in Ban Nasangveun, Luang Prabang I am married with seven children I studied tailoring, embroidery and weaving in Thailand in 1985 When I came back to Lao PDR I worked in military garment factory for six years then I taught tailoring in many different organizations I came back to Luang Prabang In 2013 I was unemployed for a year Then I went to the job center job center staff gave me a lot of information about new factories to be set up in Luang Prabang and registered me as jobseeker Then the owner of my current company came to job center to seek workers The job center introduced me to the company Thanks to the job center, I got this job in this company I have worked here for 4 years I feel my life is getting better I would like to thank the job center for giving me an opportunity to have the job here and I can reunite with my family and take better care of my family

Caroline Casey, Founder “The Valuable 500” on business leadership and disability


There is an inequality crisis globally
facing disability. This can’t be resolved by governments or charities
alone. It needs the most powerful force on this planet which is business. But disability has been on the sidelines of business. We believe at The Valuable
500 it’s because we haven’t had leadership attention and intention. 56% of our global boards have never had a disability conversation. We know that
leaders make choices and choices create cultures. We know that we are in the shadow or the light
of a leader and we need leaders to release the potential into
their organizations to operationalize disability business inclusion. The Valuable 500 – which was launched at the World Economic Forum in Davos this year with our chairperson Paul Polman and our strategic partners One Young World,
Omnicom and the Virgin Media Group – exists to position disability equally on
the global business leadership agenda and to get business to equally include
disability as part of their inclusion and diversity agenda. Its aim is within
the year 2019 to get 500 of the world’s most influential brands and their CEOs
to create this critical mass – because it’s 500 – this critical mass,
this tipping point for change. We will report back on those organizations
in Davos 2020. I think we’re at an incredibly exciting time
at the moment, you can feel it. I mean I’ve been in the space of disability business inclusion
for 20 years and there definitely feels like there’s something finally happening. I think there’s three triggers for this. One is the younger generation and
their insistence upon being valued as unique and individual, equally, and their
their acceptance of difference. The second piece is this digital revolution
and social media is giving voice to so many people who never had it before. I think technology – I mean there’s no doubt that is a huge democratizer – so
there’s a lot going on. Also, I really believe around brands. So one of the things that I think is changing, speaking to CEOs around the world, is that
for a long time they never really saw the full business case. This is a business case around innovation and growth and talent and
brand and an eight trillion market. For too long disability had been
competing with other issues on the Diversity & Inclusion agenda, which is
just crazy. Why would we do that? I think leaders are finally seeing it now and I
think they’re actually seeing this as a point of growth and differentiation that hasn’t
been touched. What I am noticing, however, is there is still fear
around leaders and leaders defer to D&I or to their HR
people around this but I don’t believe that, first of all, inclusion is a D&I
conversation. It’s a leadership conversation, it’s a sustainability conversation, it’s a cultural conversation. When we ask
organizations to join The Valuable 500, the leaders go: “Of course, like why
wouldn’t I?” But the obstacle and the barrier is the system. The system that
still doesn’t understand the huge opportunity but it is changing and when
we see now on this day that we have just under 200 organizations globally signing
The Valuable 500, we are creating that FOMO – fear of missing out – that tipping
point for change and that’s exciting. Listen, we’re all on a journey together
and I think we’re gonna see a huge change in the landscape of the next 18
months. So, we’re here at the “Future of Work” conference in the ILO and, you know,
one of the things that I am concerned about is when we speak about the
employment of people with disabilities, there’s a few kind of misunderstandings. One is: of the 1.3 billion people in the world who have a disability, 80% of that
is invisible and 80% is acquired between the ages of 18 and 64. So, when we’re
talking about employment and work, we need to understand there’s a lot of people. I did not disclose my disability until 20 years ago. I’m registered blind, I was in
the closet for a long time. I “came out of the closet” 20 years ago in Accenture. The reason I didn’t talk about my disability was for fear of not being
allowed to do what I wanted to do or my talent or capability or potential or skills
to be recognized. That it would be distracted by this definition
of disability. So, I think we really need to understand that disability is not one
type of disability, it’s so many different identities, different
lived experiences and it can happen to anybody, okay? So this is the first part
about what we need to understand. The second piece around the “Future of Work”
we need to understand is people with disabilities have a very different way
of looking at the world and a very different way of of being in the world,
which I think is a great opportunity for growth and innovation around technology. We’ve got to remember the remote control was designed for visually impaired and
blind people and look, we all use it. At the very basis, I think people with
disabilities can really help around the idea of Universal Design or human-centered
design or Design for All which enables all of us to flourish, to
bring ourselves to work. The third thing I think we need to really
understand when we’re talking about the employment of people with disabilities
is until we attach this to a model of value, until we see the value model of
people with disabilities as consumers and suppliers and members of the
community and talent – why on earth would an employer who’s so
already overwhelmed with so much, who still doesn’t understand the business
case see it unless it’s connected to the full value chain. So when we’re talking about
the future of work for people with disabilities, we need to understand the
value chain and that’s why we call this “The Valuable 500”. We’re not asking
companies to do this because – I’m certainly not even trying to make
the case anymore for people with disabilities in the
future of work. There’s a risk now, there’s a risk to companies and to brands
not to include this talent, not to include this resourcefulness, to serve
consumers, to serve the new growth areas. It’s a risk to your brand. So, my invitation is to companies around the world: “Do you not want to get the first
mover advantage or be the early adopter?” – because it’s certainly there to take.

How employment services helped a tailor apprentice in pursuit of an education


My name is Sua Lao I am from Oudomxay Province I moved to Luang Prabang Province in 2012 because my parents divorced I’ve lived here for more than 4 years I am 18 years old After I moved here in 2012 I did odd jobs until 2014 Then my sister advised me to visit the job center and the staff there introduced me to a tailoring course After I completed the tailoring training I planned to open a business but I passed college entrance exam so I gave up my business plan Now I make clothes for clients after class Now I will pay attention to my study My plan is to find a proper job Making clothes will be my part time job The advice I received from the job center enabled me to earn money from making clothes and continue my study That’s very good