Human Rights Day
Advancing productive employment and decent working conditions in small and medium enterprises globally for over 10 years
ILO SCORE Training’s rights-based approach to improving working conditions and productivity has, over the last decade, contributed significantly to decent work and equal opportunities in small and medium enterprises (SMEs). To celebrate Human Rights Day today, let’s take a look at SCORE Programme’s efforts and achievements in strengthening human rights within and beyond the workplace
10 December 2021
The ILO SCORE Programme promotes productivity and decent working conditions in small and medium enterprises (SMEs) in emerging economies in Africa, Asia and Latin America. To achieve this, the ILO assists government agencies, training providers, industry associations and trade unions to offer SCORE Training to enterprises, which combines practical classroom training with in-factory consulting. It helps build systems to increase productivity while simultaneously improving the quality of jobs through better working conditions, including promoting respect for Fundamental Principles and Rights at Work.
To date, almost 3,300 enterprises in 23 countries have benefitted from SCORE Training. More than 36,000 managers and workers have jointly participated in the training workshops, of which 40 per cent are women. Over 1,000 trainers (400 women) have been trained on the ground to put SCORE Training into action, with particular attention to local context and enterprise needs.
SCORE Training Modules
The SCORE Programme has expanded its portfolio from 5 to 14 training modules since it was first implemented in 2010. The dynamic challenges of the world of work prompted the SCORE Programme to collaborate with ILO and industry experts to continuously modify its trainings, and equip SMEs with practical information and sustainable capacity building tools. For example, the Covid-19 Safety and Health at Work module presents best practices and current approaches to contain the spread of the COVID-19 virus and ensure social protection of all workers within and outside the workplace. Additionally, the SCORE Training module on Responsible Business endorses international labour standards and codes of conduct, and promotes workers’ rights and decent working conditions at the centre of competitive business strategies.
This is reflected in the improvements in working conditions that SMEs globally have reported after participating in SCORE Training. On the safety front, for example, about 650 SMEs have put in place an occupational safety and health (OSH) policy as well as OSH committees with joint worker-manager representation since SCORE Training in their factories. Not just this, SCORE workshops have also prompted more companies to undertake well-structured risk assessments (804 SMEs) and root cause analyses of accidents (515 SMEs) to isolate, minimize or eliminate risks and take timely action to protect their workers. Attention to tracking accidents and near misses regularly (578 SMEs), establishing fire exits (716 SMEs), using PPEs and safety kits (445 SMEs), and organizing OSH workshops for workers and managers at all levels have also become significant priorities for companies today.
In addition to this, the SCORE Programme also recognizes that productive employment and decent work go hand-in-hand when it comes to poverty reduction. This is particularly relevant in the case of SMEs, which are the largest contributors of jobs and income generation globally today. The ILO SCORE’s specialized training modules on Workplace Cooperation, Workforce Management, Resource Efficiency and Working Time attend to this and actively promote sustainable production, management and HR strategies to ensure minimum wage and appropriate overtime compensation, worker-manager meetings and communication, recognition of good performance, upgraded worker facilities, existence of complaint procedures, working hours within legal limits and regular worker trainings in SMEs.
Results to December 2021
These results highlight SCORE’s emphasis on workers’ rights to decent work, inclusion and social protection (with attention to current contexts) at the enterprise level, which then go on to have an upward spill over effect at sectoral and national levels.
In response to this, the SCORE Gender Equality Module was developed in 2018 to create equal opportunities for men and women, and identify and prevent discrimination, violence and harassment in the workplace. Its five focus areas (voice equality, inclusive hiring, equal pay for work of equal value, work climate and work-life harmony) have covered the ground on equal representation, non-discrimination, inclusive hiring and retention policies, and equal distribution of care responsibilities. They also actively promote eradication of gender wage gaps, harmful stereotypes and violence against women in the workplace.
What’s more? Since implementation, the SCORE Gender Equality module has been encouraging SMEs to collect all data disaggregated by sex and/or gender in order to understand the conditions lived by workers, estimate enterprises’ ability to manage gender equality, and measure improvements gained through SCORE Training. Data collected shows that the SCORE Programme has so far trained almost 750 female-owned enterprises and about 14,250 female staff members. It has also trained over 400 female trainers globally, who have in turn trained over 2,000 female government, employer and worker representatives.
At the SME level, data shows that as high as 2,500 enterprises have both men and women representatives in their Enterprise Improvement Teams (EIT), who are responsible for identifying and addressing workplace challenges through the Enterprise Improvement Plans (EIP). This means that more SMEs today are transforming into collaborative workplaces based on equal treatment for all. Such enterprises promote equal representation and participation to resolve issues, and better communication between men and women through building mutual trust and respect.
Gender mainstreaming is intrinsic to all SCORE Training modules. All SCORE Trained SMEs have implemented at least two gender-sensitive practices after participating in any module workshops. These include new leadership opportunities, gender inclusive policies, pay transparency, gender sensitisation workshops for men, women, workers and managers, parental leave, child-care facilities, grievance mechanisms and anti-harassment (including sexual) policies and trainings etc. Not just this, SCORE Training’s continuous emphasis on establishing a culture of gender equality and women’s empowerment has directly and significantly enhanced women’s knowledge, self-confidence and self-esteem, which augment engagement and motivation.
ILO SCORE’s success lies in providing a comprehensive business case for a rights-based approach to SME development. That is, SCORE Training approaches workers’ rights as central to enterprise performance and productivity, as opposed to a roadblock to competitiveness and profitability. The evidence speaks for itself. More than 12,400 new jobs have been created in over 3,300 SCORE Trained SMEs globally, and over 1,600 SMEs have reported increased productivity in their factories directly attributable to SCORE intervention. This highlights the need to embed workers’ social, economic and political rights in factory-level development strategies to ensure decent work and productive enterprises.
SCORE Training formats vary, but all modules start with a baseline assessment with a highly qualified trainer to identify and prioritise training needs. Most modules usually include a one/two-day classroom training for managers and workers, followed by on-site consultations with industry experts. Some training modules are self-paced online. The consultancy visits are a unique element of the training methodology that ensures that classroom learning is put into action in the workplace. To find out more, visit: The SCORE Programme (ENTERPRISES) (ilo.org)
To date, almost 3,300 enterprises in 23 countries have benefitted from SCORE Training. More than 36,000 managers and workers have jointly participated in the training workshops, of which 40 per cent are women. Over 1,000 trainers (400 women) have been trained on the ground to put SCORE Training into action, with particular attention to local context and enterprise needs.
SCORE Training Modules
The SCORE Programme has expanded its portfolio from 5 to 14 training modules since it was first implemented in 2010. The dynamic challenges of the world of work prompted the SCORE Programme to collaborate with ILO and industry experts to continuously modify its trainings, and equip SMEs with practical information and sustainable capacity building tools. For example, the Covid-19 Safety and Health at Work module presents best practices and current approaches to contain the spread of the COVID-19 virus and ensure social protection of all workers within and outside the workplace. Additionally, the SCORE Training module on Responsible Business endorses international labour standards and codes of conduct, and promotes workers’ rights and decent working conditions at the centre of competitive business strategies.
SCORE Training improving working conditions in SMEs
For SCORE Training, SME development is rooted in promoting workers’ rights related to safety and health, productive employment and minimum wage, non-discrimination, and decent working hours, among others.This is reflected in the improvements in working conditions that SMEs globally have reported after participating in SCORE Training. On the safety front, for example, about 650 SMEs have put in place an occupational safety and health (OSH) policy as well as OSH committees with joint worker-manager representation since SCORE Training in their factories. Not just this, SCORE workshops have also prompted more companies to undertake well-structured risk assessments (804 SMEs) and root cause analyses of accidents (515 SMEs) to isolate, minimize or eliminate risks and take timely action to protect their workers. Attention to tracking accidents and near misses regularly (578 SMEs), establishing fire exits (716 SMEs), using PPEs and safety kits (445 SMEs), and organizing OSH workshops for workers and managers at all levels have also become significant priorities for companies today.
In addition to this, the SCORE Programme also recognizes that productive employment and decent work go hand-in-hand when it comes to poverty reduction. This is particularly relevant in the case of SMEs, which are the largest contributors of jobs and income generation globally today. The ILO SCORE’s specialized training modules on Workplace Cooperation, Workforce Management, Resource Efficiency and Working Time attend to this and actively promote sustainable production, management and HR strategies to ensure minimum wage and appropriate overtime compensation, worker-manager meetings and communication, recognition of good performance, upgraded worker facilities, existence of complaint procedures, working hours within legal limits and regular worker trainings in SMEs.
How have these day-to-day SCORE interventions promoted workers’ rights on the ground?
Results to December 2021
These results highlight SCORE’s emphasis on workers’ rights to decent work, inclusion and social protection (with attention to current contexts) at the enterprise level, which then go on to have an upward spill over effect at sectoral and national levels.
SCORE Training promoting women’s rights in SMEs
The ILO has, for decades, supported the fight for equal rights for men and women in the world of work, through the development and promotion of labour standards and gender focused programmes and campaigns. The SCORE Training experience in more than 20 countries also provides a business case for ending gender inequality and actively advancing women’s economic empowerment in SMEs.In response to this, the SCORE Gender Equality Module was developed in 2018 to create equal opportunities for men and women, and identify and prevent discrimination, violence and harassment in the workplace. Its five focus areas (voice equality, inclusive hiring, equal pay for work of equal value, work climate and work-life harmony) have covered the ground on equal representation, non-discrimination, inclusive hiring and retention policies, and equal distribution of care responsibilities. They also actively promote eradication of gender wage gaps, harmful stereotypes and violence against women in the workplace.
What’s more? Since implementation, the SCORE Gender Equality module has been encouraging SMEs to collect all data disaggregated by sex and/or gender in order to understand the conditions lived by workers, estimate enterprises’ ability to manage gender equality, and measure improvements gained through SCORE Training. Data collected shows that the SCORE Programme has so far trained almost 750 female-owned enterprises and about 14,250 female staff members. It has also trained over 400 female trainers globally, who have in turn trained over 2,000 female government, employer and worker representatives.
At the SME level, data shows that as high as 2,500 enterprises have both men and women representatives in their Enterprise Improvement Teams (EIT), who are responsible for identifying and addressing workplace challenges through the Enterprise Improvement Plans (EIP). This means that more SMEs today are transforming into collaborative workplaces based on equal treatment for all. Such enterprises promote equal representation and participation to resolve issues, and better communication between men and women through building mutual trust and respect.
Gender mainstreaming is intrinsic to all SCORE Training modules. All SCORE Trained SMEs have implemented at least two gender-sensitive practices after participating in any module workshops. These include new leadership opportunities, gender inclusive policies, pay transparency, gender sensitisation workshops for men, women, workers and managers, parental leave, child-care facilities, grievance mechanisms and anti-harassment (including sexual) policies and trainings etc. Not just this, SCORE Training’s continuous emphasis on establishing a culture of gender equality and women’s empowerment has directly and significantly enhanced women’s knowledge, self-confidence and self-esteem, which augment engagement and motivation.
“The management does not full trust in the leadership of women at higher positions. I really appreciate this women empowerment leadership development program. It is quite a learning journey for me as a mentor for my personal growth. Most importantly, it is a very good opportunity for women workers to be empowered and take up higher leadership positions.”
Tegabu Belay - Mentor at a leadership development intervention at a SCORE Trained SME in Ethiopia (part of ILO Siraye Programme)
ILO SCORE’s success lies in providing a comprehensive business case for a rights-based approach to SME development. That is, SCORE Training approaches workers’ rights as central to enterprise performance and productivity, as opposed to a roadblock to competitiveness and profitability. The evidence speaks for itself. More than 12,400 new jobs have been created in over 3,300 SCORE Trained SMEs globally, and over 1,600 SMEs have reported increased productivity in their factories directly attributable to SCORE intervention. This highlights the need to embed workers’ social, economic and political rights in factory-level development strategies to ensure decent work and productive enterprises.
"It was something like opening your eyes. I did not know what SCORE Training was, but it sounded good. Sometimes, we had a lot of concerns, but nobody listened to us. I like working with the SCORE methodology because now we are all heard. The joint work allows us to have the tools we need to work more efficiently."
Oswaldo Anchante - Worker at a SCORE Trained SME in Peru
SCORE Training formats vary, but all modules start with a baseline assessment with a highly qualified trainer to identify and prioritise training needs. Most modules usually include a one/two-day classroom training for managers and workers, followed by on-site consultations with industry experts. Some training modules are self-paced online. The consultancy visits are a unique element of the training methodology that ensures that classroom learning is put into action in the workplace. To find out more, visit: The SCORE Programme (ENTERPRISES) (ilo.org)