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Brochure, flyer, fact-sheetNegociación colectiva en la industria bananera 2017Collective agreements aim to define the contractual employment relationship between the union and the employer in a given economic sector . They involve the participation of workers' representatives and employer’s representatives . The state can also be an important actor involved in the negotiations. Collective bargaining agreements can be of two types : 1. To replace multiple agreements signed at a company level without negatively affecting previous agreements. 2. To establish a minimum le vel of conditions that must be taken into account in all individual negotiations of the company, both for unionized workers and for those who are not part of any workers’ organization.
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DocumentWomen in the Banana Export Industry. Regional Report on West & Central Africa.
Working paper. Series for the World Banana Forum.
2015Also available in:
No results found.‘Women in the Banana Export Industry Regional Report on West & Central Africa’ is part of a global report on the economic aspects of gender issues in the banana sector. It analyses key issues for women workers with a particular focus on women’s employment in the region. The main roles carried out by women in the workplace are identified as are any advances towards Decent Work that have been made through multi stakeholder and project activity in West and Central Africa. The report will inform the gender work of the World Banana Forum. Women’s employment in the region varies from 11% in Côte d'Ivoire, to 21% in Cameroon. This is in part explained by the dominant operator in Ghana and Cameroon, Compagnie Fruitiere, being more restrictive of women’s employment in the field. The key issues for women across all three countries in the study (Ghana, Côte d'Ivoire, and Cameroon) were low wages, hours of work, health and safety (in particular for pregnant women and nursing mothers, sexual harass ment and lack of childcare provision. Women experience a triple burden as plantation worker, domestic worker and child carer. In Cameroon and Ghana women reported earning less than men. Lack of education and training is a key barrier to better employment opportunities for women which companies are beginning to address. The Collective Bargaining Agreement between GAWU and Golden Exotics Ltd was an example of best practice, aiming to create a ’women friendly’ environment. Unions involved in the re port are active in gender training initiatives for women workers and representatives in partnership with British NGO, Banana Link, and the IUF. The African case shows that gender does not need to prevent women being employed in banana operations in both the field and packhouse, increasing job opportunities for women, although further research is needed to assess the impacts of greater numbers of women being employed in the field. -
Book (stand-alone)Vigo Dialogue on benefits of decent employment in fisheries and aquaculture
Working for blue growth: Social responsibility in the fish business – a win-win situation for all. Vigo, Spain, 9 October 2015
2017Also available in:
No results found.As a side event to the First International Fisheries Stakeholder Forum, FAO convened on 9 October 2015, the Vigo Dialogue on the Benefits of promoting decent employment in fisheries and aquaculture. Working for Blue Growth: Social responsibility in the fish business – a win-win situation for all. Stakeholder representatives in fisheries and aquaculture including government administrations, private sector industries, civil society organizations (small-scale fishers, workers’ unions), auditing/certification initiatives and international organizations discussed priority issues and actions on labour conditions in the sector (including capture fisheries, aquaculture, fish processing, distribution, fish trade), however with major emphasis on benefits and incentives of addressing those issues for different stakeholders, e.g. better reputation for companies, more efficiency in production and operation, improved conditions for producers/workers, etc. The meeting recognized that promoting decent working conditions has become a central issue for sustainable business development and agreed that abuses of human rights and labour rights often coincide with illegal, unreported and unregulated (IUU) fishing. Ensuring social responsibility in the seafood industry reduces the risks of poor image and bad reputation for companies and improves labour relations and workers’ commitment to company operations and business. Seafood industry and retailers emphasized their interest in advancing decent working conditions in seafood supply chains through social and labour standards and certifications schemes. Capacity development, institution building, strengthening of fish workers organizations along with investments in training, skills development and occupational safety and health were identified as important entry points to achieve decent working conditions in fish value chains. Governments should widely ratify the ILO Work in fishing convention, 2007 (No.188) - as a matter of high priority – and ensure protection of migrant and foreign workers, who often are lacking legal protection.
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