Working Together: Ongoing Dialogue. Better Governance
In normal times, and in times of crisis, social dialogue is an important tool to find lasting solutions.
15 November 2021
HARARE (ILO News) Well-functioning industrial relations – where freedom of association is respected and where trade unions and employer and business membership organizations (EBMOs) can bargain collectively – are key to achieving living wages, improved working conditions and decent work in Zimbabwe.
According to the Global Trend Analysis on the Role of trade unions in times of COVID-19, effective social dialogue, and cooperation between governments, EBMOs and workers’ organizations has proven indispensable to the design and implementation of appropriate strategies and policies to address the COVID-19 crisis.
In the context of the world of work, social dialogue includes all types of negotiation, consultation or simply exchange of information between, or among, representatives of governments, employers, and workers, on issues of common interest relating to economic and social policy. It covers collective bargaining, dispute prevention and resolution.
Social dialogue can exist as a tripartite process, with the government as an official party to the dialogue or it may consist of bipartite relations only between labour and management (or trade unions and employers' organizations), with or without government involvement.
According to the Acting Director for Labour Administration in the Ministry of Public Service, Labour and Social Welfare, Langton Ngorima, social dialogue is vital to achieving Zimbabwe’s development goals.
Social dialogue processes can be informal or institutionalised, and often it is a combination of the two. It can take place at the national, regional or at enterprise level. It can be inter-professional, sectoral or a combination of these.
The main goal of social dialogue itself is to promote consensus building and democratic involvement among the main stakeholders in the world of work. Successful social dialogue structures and processes have the potential to resolve important economic and social issues, encourage good governance, advance social and industrial peace and stability and boost economic progress.
Robust social dialogue results in fewer strikes, improved protection of employees, greater employee satisfaction, increased employment and higher labour productivity. In many Western democracies, social dialogue has made an important contribution to growth and continued prosperity.
In order for social dialogue to take place, the following must exist:
Effective social dialogue requires workers to untitle and to express themselves freely in the context of the world of work and national socio-economic issues.
“An effective social dialogue requires an adequate infrastructure and enabling environment. Workers should be allowed to raise their voice, organize and negotiate. In order to do so it is important that the work of independent unions is encouraged,” said President Peter Gift Mutasa of the Zimbabwe Congress of Trade Unions(ZCTU).
Mr Kenias Shamuyarira, Secretary General of the Zimbabwe Federation of Trade Unions (ZFTU) added, that trade unions are a key pillar of the social dialogue process, and need to be consulted and involved on an ongoing manner.
According to the Global Trend Analysis on the Role of trade unions in times of COVID-19, effective social dialogue, and cooperation between governments, EBMOs and workers’ organizations has proven indispensable to the design and implementation of appropriate strategies and policies to address the COVID-19 crisis.
“A good relationship between the employer and employee not only fosters mutual trust and improves communication, but also increases employee engagement. When there is a good working relationship, employees feel a greater sense of responsibility for improving business processes and you will often see an increase in productivity,”says Guy Ryder ILO Director-General.
In the context of the world of work, social dialogue includes all types of negotiation, consultation or simply exchange of information between, or among, representatives of governments, employers, and workers, on issues of common interest relating to economic and social policy. It covers collective bargaining, dispute prevention and resolution.
“Social dialogue is one of the four objectives of the ILO Decent Work Agenda. It should above all be understood as the “how-to” for making the Decent Work Agenda work in practice and for ensuring its coherence. It is a key instrument for achieving ownership, democratic participation and fair implementation of sustainable development strategies,”said Limpho Mandoro, Senior Specialist for Social Dialogue & Labour Administration Specialist
Social dialogue can exist as a tripartite process, with the government as an official party to the dialogue or it may consist of bipartite relations only between labour and management (or trade unions and employers' organizations), with or without government involvement.
According to the Acting Director for Labour Administration in the Ministry of Public Service, Labour and Social Welfare, Langton Ngorima, social dialogue is vital to achieving Zimbabwe’s development goals.
“We need to reinforce social dialogue to ensure a lasting, sustainable and inclusive recovery from Covid 19, where no one is left behind. As the government, we are committed to bringing everyone to the roundtable to make sure that we have a conversation that is mutually beneficial.”
Social dialogue processes can be informal or institutionalised, and often it is a combination of the two. It can take place at the national, regional or at enterprise level. It can be inter-professional, sectoral or a combination of these.
The main goal of social dialogue itself is to promote consensus building and democratic involvement among the main stakeholders in the world of work. Successful social dialogue structures and processes have the potential to resolve important economic and social issues, encourage good governance, advance social and industrial peace and stability and boost economic progress.
“Strong social partners and a good social dialogue can play an important role in the economic and social development process,”said EMCOZ Executive Director, Nester Mukwehwa.
Robust social dialogue results in fewer strikes, improved protection of employees, greater employee satisfaction, increased employment and higher labour productivity. In many Western democracies, social dialogue has made an important contribution to growth and continued prosperity.
In order for social dialogue to take place, the following must exist:
- Strong, independent workers' and employers' organizations with the technical capacity and the access to relevant information to participate in social dialogue;
- Political will and commitment to engage in social dialogue on the part of all the parties;
- Respect for the fundamental rights of freedom of association and collective bargaining;
- Appropriate institutional support.
Effective social dialogue requires workers to untitle and to express themselves freely in the context of the world of work and national socio-economic issues.
“An effective social dialogue requires an adequate infrastructure and enabling environment. Workers should be allowed to raise their voice, organize and negotiate. In order to do so it is important that the work of independent unions is encouraged,” said President Peter Gift Mutasa of the Zimbabwe Congress of Trade Unions(ZCTU).
Mr Kenias Shamuyarira, Secretary General of the Zimbabwe Federation of Trade Unions (ZFTU) added, that trade unions are a key pillar of the social dialogue process, and need to be consulted and involved on an ongoing manner.
“As key actors of the world of work, trade unions contribute to strengthening social dialogue mechanisms, build knowledge and capacity, increase representative capacity, continue to promote workers’ priorities,”he said.