3. MAIN MENU ILO Introduction Structure Mandate What it is and what it does History Standards-related activities Objectives Member States Field structure
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8. HISTORY How the ILO came into being The ILO was also based on political and economic considerations. These ideas were reflected in the ILO Constitution . The ILO was founded primarily in response to humanitarian concern over the condition of workers who were being exploited with no consideration for their health, their family lives or their professional and social advancement.
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10. Brief description of the ILO Towards the end of the Second World War, the ILO adopted the Declaration of Philadelphia to reflect its philosophy and fundamental principles, as well as to broaden its aims and purposes. The Declaration was adopted by the ILO in 1944 and is the equivalent of what an organization commonly refers to as its mission . In 1946, the ILO became the first specialized agency associated with the newly formed United Nations, following the dissolution of the League of Nations . On its 50th anniversary in 1969, the ILO was awarded the Nobel Peace Prize .
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12. STRUCTURE How the ILO works International LabourConference Governing Body International Labour Office ILO Comprises
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18. ILO SPHERE OF ACTIVITY RESEARCH – INFORMATION – MEETINGS Workers Employers Governments ILO DECENT WORK Social justice TECHNICAL COOPERATION STANDARDS-RELATED ACTIVITIES
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21. The ILO’s fundamental Conventions The ILO’s Governing Body has identified eight “ fundamental ” Conventions. These principles are also covered by the ILO Declaration on FundamentalPrinciples and Rights at Work (1998). In 1995, the ILO launched a campaign for the universal ratification of these eight Conventions. There are currently over 1,200 ratifications, representing 86% of the possible number of ratifications.
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24. How an international labour standard is adopted A problem is identified The Governing Body puts the subject on the agenda of the International Labour Conference The Office prepares a law and practice report with a questionnaire on the content of a possible new instrument The report is sent to governments, employers and workers for their comments The Office analyzes the comments and prepares its proposed conclusions The Office prepares a report containing a summary of the discussion and the proposed instrument The report is sent to governments, employers and workers for their comments The Office prepares a revised draft of the instrument The instrument is adopted by the Conference with a 2/3-majority vote W E G First discussion of the proposed conclusions at the Conference W E G Second discussion of the proposed instrument at the Conference
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27. OBJECTIVES Decent work as a global goal 4.c. Development of social dialogue at the sectoral level 4.b. Governments and institutions of social dialogue 3.b. Effective labour protection 2.b. Employment creation 1.b. Standards-related activities 4.a. Strengthened social partners 3.a. Enhanced social security coverage 2.a. Employment, labour markets, skills and employability 1.a. Fundamental principles and rights at work Operational objectives 4. To strengthen tripartism and social dialogue 3. To enhance the coverage and effectiveness of social protection for all 2. To create greater opportunities for women and men to secure decent employment and income 1. To promote and realize standards and fundamental principles and rights at work Strategic objectives
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29. Headquarters Juan Somavia is Chilean and an attorney by profession. Juan Somavia was elected to serve as the ninth Director-General of the International Labour Office by the Governing Body on 23 March 1998. His five-year term of office began on 4 March 1999, when he became the first representative from the Southern hemisphere to head the Organization. In March 2003, Mr Somavia was re-elected for a second five-year term. The ILO headquarters in Geneva, Switzerland The Office employs some 1,900 officials of more than one hundred nationalities at its Geneva headquarters and in forty offices throughout the world. In addition, some 600 experts carry out missions under the technical cooperation programme.
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32. SECTOR 2 Decent employment and income Strategic objectives and sectors There is a divide between those in the world who have poor-quality jobs – or no jobs at all – and those in decent employment. The employment of young people and women is a priority for the ILO. The Organization develops programmes for worker training, enterprise creation and poverty reduction.
33. SECTOR 3 Social protection for all Strategic objectives and sectors The ILO understands that workers and their families need social protection. In this area, the Organization is committed to promoting a campaign on social protection and coverage for all, which includes subjects such as occupational safety and health, conditions of work, migration and strategies to combat HIV/AIDS in the world of work.
34. SECTOR 4 Tripartism and social dialogue Strategic objectives and sectors The Organization is tripartite, meaning that governments, workers and employers are its constituents. The ILO therefore has a special interest in strengthening the organizations representing these groups, so that they can increase their involvement in the development of policies that affect the world of work at the national and international levels.
35. ILO field structure The field structure includes a regional office for each continent, as well as subregional offices, country offices and research centres. The chart below shows a breakdown of the field structure in the Americas; for a breakdown of other continents click here . HEADQUARTERS AFRICA AMERICAS ASIA ARAB STATES EUROPE LIMA ABIDJAN BANGKOK BEIRUT GENEVA San José Santiago Port-of-Spain CINTERFOR Legend HEADQUARTERS Regional office Subregional office Brazil Argentina Mexico CINTERFOR Country office Research centre
