Publications

April 2020

  1. The six-step COVID-19 business continuity plan

    01 April 2020

    This six-step COVID-19 business continuity plan has been developed by the ILO Bureau for Employers’ Activities (ILO-ACT/EMP). This tool is designed to support your enterprise during the COVID-19 crisis. It aims to establish the risk profile of your enterprise and the level of vulnerability to COVID-19 in terms of its impact on your People, Processes, Profits and Partnerships (the “4Ps”) and develop an effective risk and contingency system for the business.

March 2020

  1. COVID-19 Employers and business membership organizations (EBMOs) public statement template

    30 March 2020

    The public statement enables employers and business membership organizations (EBMOs) to put forward their recommendations on COVID-19 to government, unions and other stakeholders.

  2. Enterprise survey tool: Assessing the needs of enterprises resulting from COVID-19

    30 March 2020

    This tool has been developed by the ILO Bureau for Employers’ Activities (ILO-ACT/EMP) to help employers and business membership organizations (EBMOs) evaluate the needs of enterprises as a result of COVID-19 crisis. It is composed of two parts: (1) a needs assessment survey, and (2) a template to present the key findings and request assistance to different institutions.

  3. An employer's guide on managing your workplace during COVID-19

    30 March 2020

    This Guide has been developed by the ILO Bureau for Employers’ Activities (ILO-ACT/EMP) as a general reference for employers and business membership organizations (EBMOs). The idea is to help employers manage their workplace during COVID-19: running the business, protecting workers, and answering some of the workplace relations and occupational safety and health (OSH) questions that are arising. The purpose is to share it with the business community in the different countries. This Employer’s Guide is based on resources, guides and directives published by the World Health Organization (WHO), governments, employers and EBMOs.

  4. United Nations Development System: What employers’ and business membership organizations need to know and how they should engage

    19 March 2020

    The United Nations (UN) is reforming how it provides assistance to countries, including on the 2030 Agenda. The new approach will change the way national development policies are designed and implemented.

February 2020

  1. Voluntary Labour Compliance Assessment for Myanmar Garment Manufacturers Association

    17 February 2020

    This tool is a checklist of compliance points with Myanmar labour laws and some elements of the International Labour Standards. The VLCA will provide a thorough, yet non-intrusive assessment of all the aspects related to labour compliance ranging from employment relations to working conditions and working environment, and including worker treatment and industrial relations practices.

  2. All Aboard! On-Boarding Training Package for Workers in Myanmar Garment Factories.

    17 February 2020

    All Aboard is an induction tool kit for new garment industry workers. It will help Myanmar Garment Manufacturers Association (MGMA) and its members to set up an induction or on-boarding programme at the factory level

  3. Automation and Digitization in the Myanmar garment sector. A review of the current situation and implications for market strategies, investment and skills policies.

    17 February 2020

    This study reviews the current situation and implications for market strategies, investment and skills policies associated with increased automation and technological changes. It recognizes the imperative to act with the goal of shaping a fair, inclusive and sustainable future for the industry, identify what type of skills and investment policies are needed and remain the engine of development it has been for the past decades.

  4. Skilled Workers Matter. The business case for addressing absenteeism and turnover in Myanmar's garment sector.

    17 February 2020

    A study on absenteeism in the Myanmar garment industry is a contribution to the understanding of one of the important impediments to industry’s steady and continued growth: the high absenteeism and turnover rate of its workforce. Exploring the root causes of these phenomena, including workplace social dialogue practices, working conditions, wages and other incentives, payment system and overall human resource management practices and the individual decision making processes of a young workforce can definitely contribute to putting in place sustainable solutions towards retention of an increasingly skilled, productive and mature workforce. Sustainable solutions will require the involvement of all relevant actors and institutions: workers, trade union representatives, employers, workplace coordinating committees, and government authorities enacting and enforcing a conducive legal framework.

  5. Overcoming gender segregation

    06 February 2020

    An explanation to the persistence of the “glass ceilings” in companies are the so-called “glass walls”. These walls epitomise gender segregation within management occupations, as well as in business sectors, mirroring the segregation in the labour market more broadly. This brief explores how glass walls are constructed.