GB.273/STM/1 - Governing Body

1. This is the third time since the evaluation of the Sectoral Activities Programme in 1995 that the Committee on Sectoral and Technical Meetings and Related Issues will select a programme of sectoral meetings for the coming biennium. The Committee agreed that it would decide in the November of even-numbered years on the programme of meetings for the biennium commencing some 14 months later. The selection of the sectors that would be the subject of meetings and of the topics for discussion would be made by the Committee from a list of choices proposed by the Office after consultations with representatives of the groups.⁽¹⁾

2.In the two biennia 1996-97 and 1998-99, 21 of the 22 sectors covered by the Programme will have had one meeting (the transport equipment manufacturing sector has not had a meeting; the maritime, ports, fisheries and inland waterways sector has had two meetings). On the basis that there will be 12 sectoral meetings in 2000-2001, and adhering to the principle of rotation between sectors agreed upon by the Committee, proposals are made for meetings in the ten sectors which did not have meetings in 1998-99 -- in effect the start of the second rotation of the 22 sectors:

agriculture, plantations and other rural sectors;
basic metal production;
construction;
education;
financial services, professional services;
forestry, wood, pulp and paper;
hotels, tourism and catering;
media, culture and graphical;
textiles, clothing, leather and footwear;
transport equipment manufacture.

3.As for the remaining two meetings, the Committee will recall that it agreed that there would be two unallocated slots in the rota of sectoral meetings in order to provide increased flexibility. A sector not on the list or an urgent meeting could thus be included in the programme of meetings.

4.Section II contains proposals for a meeting for a sector not included in the 22 that receive regular coverage (the toy industry); a meeting for the maritime, ports, fisheries and inland waterways sector; and cross-sectoral meetings covering the public and private service sectors.

5.As in past presentations of proposed topics, most of the proposals presented here are in the form of modules. Each sector has at least two proposals, each of which contains a statement of the issue to be addressed, the way in which the report for the meeting will be prepared (paragraph A), the nature of the meeting (paragraph B), and the type of follow-up that might be envisaged (paragraph C), it being understood that the meeting is free to recommend whatever follow-up action it considers appropriate. Where previous meetings for the sector have suggested a topic for the next meeting, it has been included and is specified as such. Preliminary consultations have been held with other Office units, and once the Committee has made its selection, the meetings-related activities will be integrated as effectively as possible into the Office's work.

6.The Committee will recall that under the arrangements agreed upon during the evaluation, it will be asked at the session following that in which topics for meetings are selected to decide (in this case in March 1999) on the size, composition, type of delegations and output for each meeting. Regarding follow-up action, the Office is to report to the Committee once each biennium on the follow-up action in each sector. The first such report was submitted in March 1998;⁽²⁾ the next will be in March 2000.

7.On the basis of the following proposals, the Committee is invited to make recommendations to the Governing Body concerning the choice of sectors and topics for 12 sectoral meetings to be included in the Programme and Budget proposals for 2000-2001 for major programme 100 (Sectoral activities).

* * *

I. Ten meetings from sectors considered in rotation

A. Agriculture, plantations and other rural sectors

Issues

The agricultural sector will remain the largest employer of the labour force and an important determinant of the pace of development in all developing countries well into the second quarter of the next century. For these roles to be effectively fulfilled, agricultural productivity will have to increase to enable the agricultural sector to redistribute labour to the fast-growing non-agricultural sectors, feed the growing urban populations, and provide raw materials for export and industrial processing. The required productivity gains will have to come from improved inputs, including better seeds, fertilizers and herbicides and more labour-saving devices. Although such inputs will contribute to the sustainability of agricultural development, their use could also compromise it by degrading the natural environment and putting workers' health at risk. The ultimate test of sustainability in agricultural development will be the outcomes achieved in terms of the employment and living conditions of agricultural workers.

A report for the meeting would be based on past and ongoing research at the ILO and elsewhere on the agricultural sector. The report would emphasize questions of poverty, employment and income distribution.
A tripartite meeting of average size (about 20 participants from each group) is proposed, weighted in favour of developing countries.
The results of the meeting would be used for the future work of the Office in this area and be widely disseminated and promoted among constituents.

Issues

Modernization of the agricultural sector will be crucial if its contribution to development in the twenty-first century is to be effective. There are at least three important dimensions of modernization: the use of better chemical and mechanical inputs; a move towards non-traditional exports; and a transition towards more secure land tenure. The globalization of all aspects of economic development will accentuate these trends. There is considerable potential for increasing productivity, employment and incomes in agriculture through a concerted move towards modernization. But there is also the danger that it could lead to a greater concentration of landholding and, consequently, increasing landlessness. Although greater out-migration from rural areas will offset some of these effects, vigilance will be required to ensure that no permanent class of impoverished landless workers is brought into being.

The report for the meeting would draw upon the existing body of knowledge on the question of changes in the agricultural sector as an evolutionary process in the context of reforms and globalization, augmented by specific case-studies to illustrate different approaches.
The tripartite meeting would comprise 15 to 20 members from each group. A bias in favour of developing countries would be justified.
The results of the meeting would be widely disseminated to all constituents. They would provide guidelines for further work by the Office in this area.

B. Basic metal production

B.1. Employment, productivity and industrial relations in the non-ferrous metals industries

Issues

Increased volatility in metals markets, more intense competition between different metals and with competing non-metals, the globalization of metal supply and purchasing arrangements, privatization and restructuring, and recent economic problems in Asia, have all had an impact on various aspects of employment and work in those industries. Increased flexibility, using a smaller, more highly skilled workforce, is an important means to increase productivity. How this is achieved has implications for employment, training and industrial relations. The increasing globalization of metal production and the extent of the role of multinational enterprises have meant that workers' organizations have had to rethink their approach to representation and industrial relations, particularly in the light of the expansion of the non-union workforce in parts of these industries. To date there has been no sectoral meeting for the non-ferrous metals sector.

A report would be prepared that drew on the experiences of enterprises and workers' organizations in the non-ferrous metals industry. Examples of best practice would be sought and documented. Specialists on work organization and industrial relations would also be consulted.
The tripartite meeting would be of average size (about 20 participants from each group) with a mix of governments having public or private non-ferrous metals industries, particularly those making the transition to private ownership.
The focus of follow-up action is likely to be on promoting dialogue between enterprises and workers' organizations, both nationally and internationally, possibly through workshops.

B.2. Safety and health in the non-ferrous metals industries

Issues

The non-ferrous metals sector is diverse and is growing quickly. It has its own occupational safety and health issues. Increasingly sophisticated products are being produced using an array of chemicals and treatment processes in the smelting, refining and finishing stages. Recycling, including the separation of complex compound materials, is growing in importance for economic, environmental and sustainable development reasons. A code of practice for the non-ferrous metals sector would complement that prepared for the iron and steel sector in 1983 and would be an appropriate addition to the ILO's global programme on occupational safety and health. Moreover, it could link occupational safety and health with environmental concerns and training and include elements of existing codes (e.g. the code of practice for the chemical industry). An alternative proposal could be to prepare a broad metal industry code of practice that would incorporate an updated and revised version of the code for the iron and steel industry. There is a danger, however, that this latter proposal might be too ambitious and prove too general in coverage.

Research and consultation in the industry would be carried out to determine the scope and content of a draft code of practice. A draft practical "user friendly" code would be prepared and circulated among ILO constituents for comment.
The resulting draft code would be submitted to a meeting of experts for their consideration, review and adoption.
Follow-up activity would comprise a programme of information about and promotion of the new code, including through national workshops, with special emphasis on countries in transition. Advisory services and technical cooperation could assist the development and implementation of national codes in interested countries.

C. Construction

Issues

The construction industry and its workforce in the twenty-first century are likely to be very different from the past, reflecting various technological developments, increasing global competition, and the introduction of private financing initiatives, such as "Build-Operate-Transfer" (BOT). The WTO agreement on government procurement will promote further globalization in the market for construction services, which could affect working arrangements and working conditions in the industry. The continuing promotion of the mechanization and standardization of construction processes will affect the skill requirements of the workforce, particularly if the desired productivity gains are to be realized. The growing proportion of specialized construction operations will make it necessary for construction enterprises to have increasing recourse to multi-skilled workers, rather than rely on semi-skilled or unskilled labour as is often the case at present. Specialized skill requirements could be met through the development of overlapping networks of construction enterprises and workers.

The report would examine recent developments, new phenomena and their impact on the workforce in the construction industry. Examples of best practices would be sought from sectoral constituents and appropriate NGOs.
In the light of the different features of the construction industry according to the level of industrialization, a larger-than-average tripartite meeting (about 25 to 30 participants from each group) would include participants from industrialized, newly industrializing and developing countries.
The conclusions and resolutions of the meeting would be widely disseminated among constituents. They could also serve as a basis for the adoption and implementation of new promotional and training measures at the national level, with technical assistance from the Office if requested.

C.2. Towards stable employment in the construction industry

Issues

The construction industry is characterized by cyclical fluctuations in output, horizontal and vertical links between a wide variety of contractors, and the continuous movement of project sites. These characteristics have brought about unstable employment throughout much of the industry. Employment contracts are often easily terminated at the end of the project, and the involvement of many entities in a single project may result in casual contracts between workers, the prime contractor and/or different levels of subcontractors. In these circumstances employers are often disinclined to provide training because the high labour turnover means there is little assurance they would recoup the benefits of training. Lack of training may, in turn, lead to skill shortages and low labour productivity. Moreover, workers who are not equipped with sufficient skills are more vulnerable to the cyclical fluctuations of the industry.

The report would examine the specific structure of the industry, such as linkages between various kinds of construction enterprises and other actors, the characteristics of casual employment, and the impact of these factors on the provision of training and on labour productivity.
The larger-than-average tripartite meeting (25 to 30 participants from each group) would have a balanced composition from industrialized and developing countries and countries in transition.
Likely follow-up action would be directed towards helping constituents adopt and implement measures to improve employment security, provide appropriate training and increase labour productivity.

D. Education

D.1. Lifelong learning in the twenty-first century: The changing roles of educational personnel (slightly modified recommendation by the Joint Meeting on the Impact of Structural Adjustment on Educational Personnel, 1996)

Issues

Accelerating technological, social and economic changes are also transforming expectations for education and training systems. The changes include rapid technological and scientific progress leading to the emergence of "the information society", the decreasing permanence of many jobs, constantly shifting labour and capital markets in a more globalized economy, and increasing polarization of incomes and wealth between the well-educated and the less well-educated. The changes and their consequences increasingly place a premium on education and training, prompting them to respond with universally accessible and high-quality services, and especially to assume a lifelong character, accessible to all through more flexible financing and structures, up-to-date in content and pedagogical approaches, and available from a very early age until well past the twentieth century's traditional notions of an age of retirement from productive employment. The features of education and training systems that will effectively respond to changing expectations have yet to be clearly defined, though there has been considerable reflection on the way education should operate in the future at national and international levels for several years. It is almost certain that the shifting demands on education will call for significant changes in the modes of educational financing, organization and delivery. To be successful in meeting multiple objectives, educational systems in turn will require alterations in the ways that personnel -- teachers, administrators and support staff -- are trained, recruited, paid and carry out their work.

As a basis for discussion, the Office would prepare a report on concepts and practice regarding lifelong learning in member States. The report would synthesize state-of-the-art thinking and practice regarding trends in, impediments to and possibilities for, the widespread implementation of lifelong learning. The focus would be on the links between system concepts and the changes made or anticipated in the restructured training, recruitment, careers, salaries and working conditions of principals, teachers and support staff in order to progressively render lifelong learning a reality. It would include references to gender and to mechanisms for the participation of school staff in educational decision-making.
The report would be submitted to a joint meeting, including private sector employer participation, as established by the Governing Body. The meeting would examine and compare new forms of school/training site organization and personnel issues (recruitment, professional development, terms of employment), including means of ensuring full equality of opportunity and treatment between men and women staff and enhanced participation by managerial and teaching personnel in organizational decisions.
The outcomes would be expected to facilitate constituents' policy and programme development in the transition towards lifelong learning systems, bridging the artificial divides between formal schooling for young people and adult education. The Office would follow up on the outcomes by disseminating results to ILO constituents and, as appropriate, undertake promotional work at regional and national levels, technical advisory services and, resources permitting, acting as an information clearing house on issues raised by the research and the meeting.

If this topic is selected, the Office will ensure a close link and complementarity with a proposed work item on "New perspectives on training: Lifelong learning and its implications for skill acquisition", contained in major programme 60.

Issues

Women are more numerous than men among teachers in pre-primary, primary and many secondary education systems worldwide, sometimes by margins of three or four to one. Educational graduation trends and recruitment patterns in many countries suggest that this situation is likely to continue for the foreseeable future. However, women are significantly underrepresented in senior teaching and management posts; they frequently earn less overall than men; and they are not always represented in proportion to their numbers in teacher union decision-making structures. Moreover, in technical and vocational education and training, women are concentrated in a limited number of disciplines that are traditionally regarded as "feminine". Both sets of phenomena have actual or potentially negative repercussions for improving the access of girls and boys to education. There is also circumstantial evidence, currently being investigated by the ILO and others on a more rigorous basis, that the large degree of feminization of the teaching profession may limit remuneration to levels rendering teaching increasingly unattractive for the best qualified graduates of schools and universities, with long-term implications for the quality of educational services.

The Office would carry out regional case-studies to produce factual evidence of law, practice and customs which encourage gender imbalances in recruitment to lower-level teaching positions and in access to senior teaching and management posts in education, including traditionally male-dominated disciplines in technical and vocational education. A synthesis report would seek to identify successful approaches to encouraging greater gender balance at both the lower and upper echelons of education.
The results of the study would be submitted to a meeting of experts, which could recommend practical means to increase awareness and stimulate changes in policy, legislation, and administrative and trade union actions which would favour greater gender balance in the interests of education.
The Office would be prepared, on request, to assist member States and the social partners in the implementation of the measures that the meeting recommends.

E. Financial and professional services

E.1. Employment impact of mergers and acquisitions in the banking and financial services sector

Issues

Worldwide market liberalization, structural reforms, increased competition and technological advances are pushing the financial industry towards radical consolidation at both the national and international levels. Savings from economies of scale, marketing power and customer-base considerations, the ability to mobilize and deploy substantial resources globally, as well as the need to expand the range of their services and products, are at the heart of the recent rise in mergers and acquisitions in the sector. In South-East Asia, for example, consolidation is mostly motivated by the need of local financial companies to seek partners, mostly foreign, in order to recapitalize and avoid bankruptcy resulting from the continuing financial and economic crisis. Despite the many positive benefits, mergers and acquisitions are also frequently accompanied by substantial job losses and changed working conditions as the combined company seeks to rationalize operations.

An in-depth study would be carried out in selected countries to analyse the impact of financial industry consolidation on local, national and international labour markets. It would outline the primary reasons behind mergers and acquisitions and pinpoint the impact of consolidation on employment levels, training and retraining, working hours and other working conditions, compensation practices, levels of remuneration and labour-management relations. Attention would particularly highlight corporate strategies that balance bottom-line considerations against acceptable employment and the social costs of rationalization.
A tripartite meeting of 20 to 25 participants from each group would provide a forum to examine the results of the study and enable exchanges of experience. The debate could lead to the adoption of conclusions on the best general employment and human resource policies and practices to be adopted in respect of mergers and acquisitions in the financial sector, as well as providing guidance on ILO follow-up activities.
The conclusions would be actively disseminated and promoted in conjunction with other related ILO work.

E.2. Terms of employment and working conditions of managerial and professional workers in a globalized economy

Issues

Rapid changes in the world of work over recent years, the heightened importance of the service sector, and a globalized market place have profoundly affected the conditions of work and life of managerial and professional workers. Increased expatriation, reduced job security, longer working hours, higher incidences of work-related stress and uncertainties involving pensions and other social security entitlements, as well as the impact of all of these on social and family life, are some of the consequences most often cited. Yet this category of workers, which plays a crucial role in a global economy that is more and more knowledge-based, may be inadequately protected by labour legislation as regards, inter alia, job security, social protection, working time and the right to organize and collective bargaining. The Conditions of work and employment of professional workers: Compendium of principles and good practices of 1990 resulted from an ILO meeting held as follow-up on a number of ILO activities for this category of workers.

A study would be undertaken in selected countries to assess what practical measures have been taken to apply the Compendium and its impact on the terms of employment and working conditions of managerial and professional workers. The study would also examine the consequences of globalization for job security, social protection, freedom of association and collective bargaining, training and skills enhancement, mutual recognition of professional qualifications between countries, mobility and other terms and conditions of employment. The resulting report would be placed before a tripartite meeting.
A tripartite meeting of about 20 participants from each group would review the report and exchange experiences with a view to the updating of the Compendium by the Office. The meeting could also produce conclusions and resolutions to guide future ILO activities on managerial and professional workers.
The conclusions would be actively disseminated and promoted in conjunction with other, related, ILO work.

F. Forestry, wood, pulp and paper

All forest industries -- forestry, wood processing, pulp and paper -- have been subject to intense economic and environmental pressures and are undergoing structural changes at a speed and on a scale not experienced before. Each of the following proposals, and particularly the first two, reflect these changes and lend themselves to a discussion covering all three subsectors.

Issues

The forestry, wood, pulp and paper industries are increasingly confronted with a situation that is already familiar to other sectors -- a single world market for their products. Enterprises are reacting to intensifying competition in a number of ways, including mergers and acquisitions, and with a tendency in recent years to geographical relocation. Structural change, including through concentration, is drastically changing the volume, pattern and quality of employment as well as labour-management relations. The spread of new forms of employment that in many cases offer far less protection and social security to workers is closely linked to the twin processes of adjustment and relocation. Low-skilled women workers are among those most affected.

The report would build on relevant research that is being carried out in the current biennium. It would examine and document trends in structural adjustment, globalization and relocation, and their social and labour consequences; and on ways to prevent or mitigate negative consequences and to improve employment and labour-management relations.
A tripartite meeting of about 20 participants from each group would include participants from the major countries active in the forestry and wood sectors.
Likely follow-up would include the provision of advisory services and the promotion of national agreements in the regions and countries most affected by structural change in these industries, including through the ILO's Forestry Workforce Network.

F.2. Social and labour dimensions of the certification of forest management and the labelling of forest products

Issues

Forest industries are exposed to considerable environmental pressures. Government, environmental NGOs, the general public, and markets are pointing to perceived environmental shortcomings. These include deforestation in tropical countries and forest harvesting practices in several parts of the world that are, often mistakenly, perceived by the public as destructive. Major concerns include: the use of harmful solvents, glues and wood preservatives in composite wooden materials and furniture; chlorine bleaching and effluents from pulp mills; and the problems of disposing of waste paper and packaging materials. A market-based approach to ensuring sustainability in forest management and in forest-based industries that has been gaining ground rapidly in recent years is the certification of the sustainable management of forests and of the environmental management of enterprises, and the labelling of forest products. At present, various initiatives, including non-government certification schemes, national regulation and international standards take into account social and labour dimensions to varying degrees. Although environmental issues are the focus of debate, the environmental impact and the measures taken to prevent or mitigate it often have far-reaching social and labour repercussions. The principles established by one certification scheme, for example, make compliance with three core ILO standards a requirement for certification. As the process is largely driven by environmental interest groups, however, social and labour aspects are often not of central focus. It would serve, therefore, a useful purpose for sectoral constituents, who have little or no say in the design and implementation of such certification and labelling schemes, to review these trends and their potential consequences, including unemployment, and the implications, if any, for ILO action. The trends raise many issues which are the focus of a separate paper in a broader framework of discussion.⁽³⁾

The report for the meeting would present an overview of certification and labelling and present and discuss different issues. It would draw on past and current work on codes of forest practice and on the outcome of the various advisory services that have been provided. Information and data gathered from the "stakeholders" mentioned above would be analysed and included in the report.
A tripartite meeting of up to 20 participants from each group would focus on countries most affected by certification and labelling issues in order to explore whether the trends will continue, what impact they might have on social and labour issues relevant to the sectoral constituents, and what, if any, possible activities the ILO should undertake in view of these trends.
Any follow-up activities, such as training for ILO constituents in adequate coverage of social and labour aspects in relation to certification and labelling schemes or the provision of advisory services to national and international constituents, would have to be determined in light of the conclusions of the meeting and related discussions.

G. Hotels, tourism and catering

Issues

The hotel, catering and tourism sector continues to grow at a rapid rate. Globalization increases competition and may accelerate the earnings of the sector as well as stimulate new investments in regions previously little developed for tourism (such as Central and Eastern Europe and many developing countries). The ability of enterprises to provide employment and income depends on their competitiveness. New technologies and new management methods can raise productivity and improve working conditions. The training of workers and managers should therefore be increased in both depth and scope and oriented towards attaining new types of skills, including those of communications and human relations. The structure and delivery of training programmes should ensure that the industry's needs are met. Small enterprises, which offer employment particularly to unskilled groups of workers who otherwise risk being excluded, have particular needs.

A number of large hotel enterprises have developed new approaches to training and human resources development, partly in connection with new and flexible investment profiles. These would be studied by obtaining direct information from enterprises and from employers' and workers' organizations in the most developed segments of the sector. In addition, case-studies would be carried out on successful experiences and problems encountered by organizations providing human resources development services to small, medium-sized and micro-enterprises in the sector.
The tripartite meeting would be of above-average size (25 to 30 participants from each group) to accommodate delegates from the whole spectrum of different types of development in the human resources area -- industrialized, newly industrialized, developing and transitional countries.
The conclusions and resolutions of the meeting could recommend the dissemination of information on advanced training methods and on organizational settings to conceive and deliver human resources development services. These would be promoted through national and regional workshops, advisory services, and technical cooperation projects.

Issues

The hotel, catering and tourism sector is labour-intensive and employment is growing rapidly in most countries, including developing countries, and in remote areas. The sector has important potential to create employment for new entrants to the labour market, such as young people, women, and rural and indigenous populations. It can therefore contribute to poverty alleviation and to the economic integration of populations at risk of exclusion. On the other hand, there is a risk that modern technology and the flexible work arrangements required by many enterprises in the sector to meet clients' needs can create substandard working conditions, such as undesired part-time work and informal employment arrangements.

Data on the growth of investment and employment in the sector would be compiled and presented in accordance with new statistical methods being developed (tourism satellite accounts) with a view to determining conditions and suggesting means of improvement. Good practices and their conditions for replication would be identified. Experiences of selected enterprises and of employers' and workers' organizations would be taken into account as far as flexible work arrangements are concerned. Informal sector employment would be examined through a number of case studies. Information on child labour would be collected and analysed.
The tripartite meeting would be of average size (about 20 participants from each group), including significant participation of representatives from countries with well-developed policies to support small and medium-size enterprises.
The capacity of the hotel, catering and tourism sector to create employment, and the effects of appropriate policies would be made known to decision makers through the wide dissemination of the conclusions of the meeting and through tripartite workshops, advisory services and technical cooperation. A publication on best practices concerning flexible and informal working arrangements would be produced and disseminated.

H. Media, culture and graphical

Issues

New information technologies, particularly digitalization, are radically changing the landscape of the media and entertainment industries and technological developments have resulted in an enormous growth in the uses that are made of recorded productions. In many countries, however, the right of performers to share in the benefits derived from these uses has not kept pace with the developments in question. Technological developments in all aspects of publishing and in sound and audiovisual performances, together with the deregulation of telecommunications, have had variable and complex consequences for the employment conditions of journalists, entertainment and media workers and performers and for labour-management relations in the sector. Future jobs in the media and entertainment industries will require new and varied skills to cope with constantly evolving information technologies and multimedia environments. The development of new working arrangements, and remuneration, training and social protection schemes that are appropriate to the electronic age for all workers in these sectors will require considerable dialogue and negotiation. Issues such as collective bargaining, the protection of creators' and performers' rights and national culture, and the promotion of non-discrimination in employment for women and for ethnic and other groups in the media and entertainment industries will be particularly important.

The report prepared by the Office would analyse technological developments in the media and entertainment industries and their impact on the growth of the industries and on employment, working conditions and labour relations. Particular attention would be given to the increasing use of telework and to problems such as piracy and the private copying of works and performances. The report would identify recent national and international initiatives regarding training and retraining, social security, safety and health, as well as legislation, standards and agreements that protect works and performances and the rights of journalists, entertainment and media workers and performers.
A tripartite meeting would comprise about 20 participants from each group with a broad geographical distribution.
Possible follow-up activities could include national and subregional seminars and working papers documenting strategies and best practices to promote the positive outcomes of new information technologies for the continued growth of the media and entertainment industries and improved employment and working conditions for journalists, entertainment and media workers and performers.

Issues

Regulatory and structural change have been fundamental in making multimedia convergence possible. Mergers, acquisitions and transnational alliances involving telecommunications, information, financial services, computer software and hardware in the media and entertainment industries have resulted in a limited number of large firms acquiring highly diversified holdings in film-making, music, radio and television broadcasting, as well as in book, magazine and newspaper publishing. Such horizontal integration facilitates the commercialization of a single media product in a variety of formats (e.g. books, films and sound recordings) as well as in distinct end-markets (e.g. cinemas, television and video rental shops). Vertical integration is also increasing, with the same company controlling the production and distribution of a film or newspaper. International co-production is also becoming increasingly common in the media and entertainment industries, giving more flexibility to producers. These trends and the complexity of ownership structures have been linked with a growth in such practices as subcontracting of production, freelancing and increased transfer of rights of authors and performers. These developments need to be examined more closely in a rapidly changing global environment in terms of their impact on the future growth of the media and entertainment industries, the development of national culture, and the employment and working conditions of journalists, media and entertainment workers and performers.

The report would analyse national and global trends in the restructuring of the media and entertainment industries and their impact on the employment and working conditions of journalists, media and entertainment workers and performers. The evolution of labour-management relations would also be analysed and new organizational arrangements, agreements and training initiatives which respond to this new environment would be identified. Particular attention would be given to the impact of restructuring on the media and entertainment industries in developing countries.
A tripartite meeting of about 20 participants from each group would have a balanced composition from industrialized and developing countries and countries in transition.
Follow-up activities could include regional and subregional seminars to examine the implications of restructuring the media and entertainment industries in the different regions; to identify and develop strategies and best practices to ensure the equitable participation of different geographical regions in cultural development and its dissemination nationally and globally; and to promote employment opportunities and fair compensation for journalists, media and entertainment workers and performers in different regions.

I. Textiles, clothing, leather and footwear

I.1. Labour practices in the footwear, leather, textiles and clothing industries (recommended by the Tripartite Meeting on the Globalization of the Footwear, Textiles and Clothing Industries, 1996)

Issues

The recent evolution of labour practices in the light of technological change, the requirements for greater flexibility, the need to improve productivity and efficiency in a highly international competitive environment, and the associated changes in training requirements at all levels are having an important impact on work in these sectors. Changes in labour-management relations, the evolution of collective bargaining practices, the respect of basic human rights (in particular of freedom of association), the implementation of safety and health regulations, and the evolution of consultation, participation and communications in the context of globalization to achieve total quality are all affecting where and how work is undertaken and the relationship between labour practices and the long-term profitability of textiles, clothing and footwear enterprises.

Preparation of a report would rely heavily on input from employers' and workers' organizations and include representative cases of good labour practices that have led to an improvement in the long-term profitability of enterprises. A number of representative national case-studies would be undertaken.
The tripartite meeting would be of average size (about 20 participants from each group) representing the major producing, consuming and exporting countries of textiles, clothing and footwear.
The conclusions and resolutions adopted could provide guidelines on effective ways to combine good labour practices and improved profitability. They could also be used for future work for the ILO in this area and be widely disseminated and promoted among constituents.

I.2. Business ethics and other social initiatives in the textiles, clothing, leather and footwear (TCF) industries

Issues

In the global market place, where many TCF enterprises operate, there is a need to ensure that the social dimension of their activities is taken into account. A growing number of TCF enterprises, aware of the economic importance of their public reputation and wishing to improve their image among consumers, have developed socially responsive management practices based on fundamental international labour standards. They have developed and adopted voluntary codes of conduct and/or principles of business ethics that regulate their operations and those of their subcontractors worldwide.⁽⁴⁾ They have also established internal and external monitoring systems to verify the implementation of these codes and principles. These new approaches have far-reaching implications for managers, enterprise management systems and the working conditions of the labour force. At the same time, national and international trade unions, together with non- governmental organizations and other members of civil society have also elaborated model codes of conduct, monitoring and certification systems and labelling campaigns. Taking into account the proliferation of such initiatives in the TCF industries when compared with other sectors, and the low level of coordination among the various actors, it would seem appropriate for an ILO meeting to analyse this phenomenon and its socio-economic implications in the context of the promotion of basic human rights at work and the ILO's fundamental labour standards.

Research on existing socially responsive management practices in TCF industries, other ongoing initiatives and their socio-economic implications, would be documented and analysed and form the basis of the report for the meeting. The active participation of sectoral constituents and the collaboration of other international and non-governmental organizations would be sought in order to ensure wide coverage of the issue.
A tripartite meeting of average size (about 20 participants from each group) is envisaged. The resulting conclusions could be expected to address the impact these practices might have on social and labour issues relevant to the sectoral constituents and what, if any, possible role the ILO should play in the context of such initiatives.
Any follow-up activity, such as the provision of technical assistance and advisory services in relation to such initiatives, would have to be determined in the light of the conclusions of the meeting and related discussions.

I.3. Initiatives aimed at eliminating child labour in the TCF industries

Issues

The progressive elimination of child labour in the TCF industries is an objective shared by a growing number of governments, both in developed and developing countries, by the social partners and by civil society (notably by consumers). In 1996 the Tripartite Meeting on the Globalization of the Footwear, Textiles and Clothing Industries adopted a resolution requesting urgent action in all member States aimed at progressively eliminating child labour in the TCF industries, while at the same time providing adequate measures to compensate those affected by this action. The ILO was also requested to undertake specific activities in the TCF industries, in particular within the framework of IPEC. Since then there have been a number of developments. Governments have taken action to ratify and implement by various means the international Conventions relating to child labour; TCF enterprises have developed codes of conduct that focus on the question of child labour; national trade unions and international trade secretariats, often in collaboration with NGOs, have actively participated in this process and have initiated campaigns against child labour; and the ILO has launched specific activities relating to child labour in TCF industries. It would therefore seem timely to evaluate all these activities.

The report would focus on the most recent initiatives aimed at progressively eliminating child labour in the TCF industries and on the accompanying measures to provide adequate education facilities and financial compensation for the families concerned. Proposals for alternative strategies not yet fully implemented would also be analysed and reviewed. Input would be sought from sectoral constituents and NGOs active in the fight against child labour in the TCF industries.
The report would be submitted for consideration to a tripartite meeting (of about 20 participants from each group) which could recommend practical means to increase the efficiency of existing initiatives; highlight the strengths and weaknesses of the various approaches; and provide guidelines for future action, including for the ILO.
The results of the meeting would be widely disseminated and promoted among constituents and would enhance the ILO's capacity to provide technical assistance and advisory services to the TCF industries in relation to child labour.

J. Transport equipment manufacture

J.1. The impact of globalization on core labour standards in the automotive, aerospace and shipbuilding industries

Issues

Declines in unionization and the changing role of collective bargaining have pushed questions related to freedom of association to the forefront of these industries, as well as concerns related to equal pay and non-discrimination. The recent wave of mergers and acquisitions in these sectors and the glut of automobiles on the world market have increased competition. Companies are consequently increasingly adopting lean production methods and other measures to reduce costs. Widespread recourse to subcontractors and outsourcing is seen by some as a tactic to marginalize unions. Offset manufacturing (the link between international orders for assembled equipment and the international allocation of orders for components) and counterfeit goods are also aspects of the globalization issue. With the adoption of the Declaration on fundamental principles and rights at work by the International Labour Conference in June 1998, many constituents are now likely to be interested in furthering its implementation at the sectoral level.

A combination of interviews, questionnaires, company and country case- studies would form the basis of a report that examined the issues in different regions and sectors.
A tripartite meeting of up to 25 participants from each group, with a mix of participants from industrialized countries and middle-income developing countries.
Depending on the degree of compliance ascertained, technical assistance or advice could be proposed or examples of best practice collected and highlighted as models.

J.2. The social and labour impact of globalization in the manufacture of transport equipment

This meeting would be similar to the proposal above, but be more extensive in coverage, encompassing the manufacture of motorcycles and bicycles. Moreover, it would include the full range of industrial relations issues, and not only the core labour standards. Details of the report, meeting and results would be the same as the previous proposal.

J.3. The impact of flexible labour market arrangements in the automotive industry

Issues

Recent changes in work organization, remuneration systems, job classifications, hours of work and collective bargaining have resulted in less rigid labour market systems. However, the impact of the resulting changes in working time, employment opportunities, capacity utilization and overtime on the industry's competitiveness is less uniform.

A report would be prepared using a similar approach to that for the Tripartite Meeting on the Impact of Flexible Labour Market Arrangements in the Machinery, Electrical and Electronic Industries (October 1998). Variables such as wages, hours worked, shift work, value added per employee and productivity in this industry in different countries would be collected, compared and analysed.
The tripartite meeting would have a balanced composition from industrialized countries and middle-income developing countries.
Follow-up activity could include the continual updating of the database on conditions of employment and work in the industry and the dissemination of relevant information and data.

* * *

II. Proposals for two other meetings

K. The toy industry

K.1. The consequences of the globalization of the toy industry for occupational safety and health, and working conditions

Issues

The toy industry is expanding worldwide and incorporates various subsectors (chemical products (plastics); textile products; electronics). The globalization of the toy industry has followed the path of other labour-intensive industries, where assembly activities have been progressively relocated from developed to developing countries. This worldwide redistribution has taken place, in particular in developing countries, without adequate measures always being taken to ensure proper occupational safety and health and working conditions. A number of accidents causing the death of workers have occurred in the recent past in toy factories in developing countries. Since then corrective measures have been taken to deal more adequately with safety and health problems, but much remains to be done to ensure adequate protection of workers in the toy industry.

A report would seek to categorize the toy industry, its workforce, its inputs, its processes and the risks to occupational safety and health. Examples of codes of practice for the sector would be collected and analysed. Relationships between multinational enterprises and local contractors and subcontractors would be examined.
A tripartite meeting of up to 20 participants from each group would examine the issues raised in the report with the objective of developing and agreeing conclusions that would provide guidance for the social partners to adopt initiatives to minimize any adverse impact of globalization on occupational safety and health and working conditions.
Follow-up activities could include the provision of technical assistance and advisory services in the establishment and monitoring of initiatives in the sector.

L. Maritime, ports, fisheries and inland waterways

L.1. 29th Session of the Joint Maritime Commission (JMC)

The last regular session of the Joint Maritime Commission (composed of two members appointed by the Governing Body, representing respectively the Employers' and the Workers' groups of the Governing Body, 20 Shipowners' and 20 Seafarers' representatives, and chaired by the Chairperson of the Governing Body) was held in 1991. The Commission met in 1994 and 1996 (immediately after the Tripartite Meeting on Maritime Labour Standards and the 84th (Maritime) Session of the International Labour Conference) but only to deal with the updating of the minimum basic monthly wage figure for able seamen. The Commission has its own Standing Orders and those of sectoral meetings are not applicable. Regular sessions of the JMC always deal with a number of different agenda items.

The Office submitted a proposal to hold a regular session of the JMC during the 1998-99 biennium to the Committee on Sectoral and Technical Meetings and Related Issues at its November 1996 Session.⁽⁵⁾ The proposal was, however, not accepted. Should a session of the JMC be held during the 2000-01 biennium, the Seafarers' and Shipowners' groups of the Commission have indicated their preference for the following agenda items:

1. Review of relevant ILO maritime instruments

In a resolution adopted by the JMC in 1991 concerning the revision of existing maritime instruments, the Commission noted that many of the instruments in the maritime sector were adopted at a time when the industry was operating differently from today and fewer seafarers were serving on foreign-flag vessels, which had different crew complements. It noted also that the shipping industry has been subjected to major structural changes and an accelerated process of internationalization. The Commission requested the Governing Body to place on the agenda of an early Maritime Session of the International Labour Conference an item dealing with the revision of existing maritime instruments with a view to keeping the ILO abreast of the rapid changes that had occurred in the shipping industry and, in the intervening period, to convene a meeting of experts to identify the specific areas where revision may be called for. Due to financial constraints this was not included in the agenda of the Tripartite Meeting on Maritime Labour Standards (November-December 1994) or of the Maritime Session of the International Labour Conference held in October 1996. In order to assist the Working Party on Standards of the Committee on Legal Issues and International Labour Standards of the Governing Body (LILS), a seafarer/shipowner working group of the JMC met in July 1998 and reviewed all the relevant maritime instruments. The recommendations of this group are expected to be considered by the LILS Working Party at the current session.⁽⁶⁾ The report to be prepared by the Office on this subject would contain, inter alia, information on the relevant Conventions relating to ratifications, denunciations, the recommendations of the shipowner/seafarer working group and possible comments by the Working Party and the Committee of Experts. It is expected that the JMC would be able to select and advise the Governing Body on the instruments that should have priority for the agenda of a future session of the International Labour Conference.

2. Updating of the ILO's minimum basic wage of able seamen

The Seafarers' Wages, Hours of Work and the Manning of Ships Recommendation, 1996 (No. 187), adopted by the Maritime Conference in 1996, includes provisions on the minimum basic wage for able seamen. It would therefore appear appropriate for the JMC, as in the past (based on Recommendation No. 109), to include an agenda item on the updating of that figure.

3. The impact on seafarers' living and working conditions of changes in the structure of the shipping industry

Since the adoption by the 26th Session of the JMC in 1991 of a resolution concerning structural changes in the shipping industry requesting the Office to undertake studies on seafarers' working and living conditions relating to these changes, the industry has undergone a further period of structural change, particularly as regards ship registration and management. The report to be prepared by the Office would contain a review of these issues and suggestions on possible future steps that need to be taken.

4. Joint IMO/ILO ad hoc expert working group on liability and compensation regarding claims for death, personal injury and abandonment of seafarers

The Legal Committee of the International Maritime Organization has asked for the establishment of such a group and, on the assumption that the ILO agrees, the outcome of its work would be submitted to the JMC for consideration.

L.2. Inspection of seafarers' living and working conditions

Issues

Accidents involving merchant ships that result in the loss of life, cargo and valuable ships, as well as damage to the environment, are a fact of modern times. Over the years, significant changes have taken place in the conditions of employment of seafarers, and the problems of operating ships that do not fully comply with accepted international standards and regulations have increased. The ILO publication, Inspection of labour conditions on board ship: Guidelines for procedure, was agreed by a Meeting of Experts in 1989. The 84th (Maritime) Session of the International Labour Conference (1996) adopted a resolution concerning the inspection of seafarers' working and living conditions which requested the Director-General to make proposals for a further meeting of experts to review the guidelines referred to above, especially in the light of the standards adopted by that Conference and for the promotion of the widest possible use of such guidelines.⁽⁷⁾ It is expected that the revised guidelines would reflect the Protocol of 1996 to the Merchant Shipping (Minimum Standards) Convention, 1976 (No. 147), the Labour Inspection (Seafarers) Convention, 1996 (No. 178), and its accompanying Recommendation, 1996 (No. 185), and other developments concerning ship inspection.

The Office would finalize research and consultations started during the 1998-99 biennium, and would draft revised guidelines based on the results.
Draft guidelines would be submitted to a meeting of experts to discuss, review and adopt the revised guidelines.
The revised guidelines would quickly replace the existing version and therefore have a direct and immediate impact on improving the breadth and quality of ship inspections. It is foreseen that workshops would be held and technical advisory services provided to interested countries on the development and implementation of national/regional guidelines.

M. Private and public services sectors

M.1. Working and living in the global village: The impact of information communication technologies on the development of private and public services and on employment and working conditions

Issues

Employment, labour contracts and conditions of work in what has come to be termed "cyberspace" present new challenges for governments, employers and trade unions in coming to terms with the new organization of work and society in the services sector, change that is driven by ever newer information technologies. In a rapidly evolving global environment it is essential to examine the implications for regulations that protect workers of promoting dynamic and flexible enterprises as well as efficient public services. A number of ILO sectoral meetings have drawn attention to new ways of working and the provision and marketing of products and services. The Internet, telework (including telemarketing and telebanking), email, and offshore services are manifestations of the rapidly growing global and virtual workplace. At recent meetings for the PTT and the media, culture and graphical sectors, the Office has been requested to carry out work on telework, which is increasingly prevalent in a number of service sectors. Any instruments adopted, including codes of practice and guidelines, would be applicable to teleworkers everywhere. Because addressing the labour and social issues arising from this evolving situation is a broad challenge that cuts across different service sectors, a cross-sectoral meeting could provide a valuable opportunity for the social partners to discuss the new issues and analyse their impact on work and society and the implications for ILO constituents. Alternatively, a meeting of experts could be held with a view to adopting a draft code of practice on telework.

The report would cover the technical developments in information communication technologies and analyse their impact on the evolution of products and services and on employment levels, work organization and conditions of work in private and public services. Developments specific to particular sectors would be particularly noted. Initiatives and strategies to create new jobs and keep pace with training for new skills would be identified.
In view of the rapid evolution of information communication technologies in many sectors and the consequent radical changes in workplace arrangements, it is proposed to hold a cross-sectoral meeting of larger-than-average size for a sectoral meeting to help the social partners in public and private services identify common trends and develop and agree guidelines to assist governments, enterprises and the social partners in planning for and responding dynamically to new information communication technologies. If a meeting of experts were held, a draft code of practice would be prepared and circulated for comment before being reviewed by the meeting.
Follow-up activities could include training and workshops to enhance the capacity of ILO constituents to design and implement policies and programmes which encourage the dynamic use of information technologies in the creation of employment, products and services and which protect workers. A code of practice would be widely promoted.

M.2. The impact of decentralization and privatization on municipal services

Issues

In the context of public sector reforms, decentralization is regarded as an important means to achieve improved efficiency and quality of service. By devolving planning, decision-making and implementation to local levels, municipal services are also expected to respond better to local needs. One of the challenges in this context is the financing of such services, since tax and fee systems are often not changed simultaneously or sufficiently. Consequently, municipalities and local government institutions opt for a variety of approaches to privatizing services provided in the public interest. Decentralization affects the terms of employment and working conditions of municipal workers, as well as labour-management relations, in a number of ways. Moreover, public service employees from government agencies at district, regional and national levels are often transferred to local authorities. Such developments are common to different services that are provided in the public interest, such as education, health and public service, as well as public utilities. Despite the differences between these sectors, there is a case for discussing jointly the implications of decentralization for municipal services. Responses to the challenges arising from decentralization might be found jointly, or through alliances between some of the sectors concerned.

The report would be based on research carried out on the impact of decentralization on services provided by municipalities or other local government institutions. It would identify and analyse both sector-specific and common trends.
In view of possible common trends in the utilities, education, health and public service sectors, it is proposed to hold a joint cross-sectoral meeting of experts, with some participation by private sector employers, in order to agree on guidelines for developing terms of employment, working conditions and labour-management relations which respond to the challenges of decentralization and enhance the efficiency and quality of services provided by municipalities and other local government institutions.
Possible follow-up activities could include training and workshops in the areas of collective bargaining and the participation of the social partners in the design, implementation and evaluation of processes to decentralize the provision of services in the public interest.

Geneva, 6 October 1998.

Point for decision: Paragraph 7.

1. GB.262/STM/1.

2. GB.271/STM/1.

3. See GB.273/WP/SDL/1/1.

4. See also GB.273/WP/SDL/1: Overview of global developments and Office activities concerning codes of conduct, social labelling and other private sector initiatives relevant to labour issues.

5. GB.267/STM/1, pp. 11 and 12.

6. GB.273/LILS/WP/PRS/4/1 and GB.273/LILS/WP/PRS/4/2.

7. GB.267/4.

Updated by VC. Approved by RH. Last update: 26 January 2000.