Belarus must respect human rights

The list of violated rights and freedoms includes the freedom of opinion and expression, freedom of peaceful assembly and association, right to form and to join trade unions for the protection of interests, right to be entitled to a fair and public hearing by an independent and impartial tribunal.

The Nobel Peace Prize 2022 was awarded to Ales Bialiatski, who has worked to promote human rights and democracy in Belarus since the 1980s. He won’t be able to attend the award ceremony in Oslo, Norway, on 10 December, as he has been in prison since July 2021.  

Since 1901, the Nobel Prizes have been presented to Nobel Prize laureates at ceremonies on 10 December, the anniversary of Alfred Nobel’s death.

Also, Human Rights Day is observed every year on 10 December, the day the UN General Assembly adopted the Universal Declaration of Human Rights in 1948.

Ales Bialiatski founded the human rights group Viasna (which means spring) in 1996, after the constitutional amendment that gave President Alexander Lukashenko dictatorial powers, triggering mass protests. Viasna provided help for jailed protesters and their families. Over decades, the organization has also documented the authorities’ abuse against and torture of political prisoners. Its main goal is to contribute to development of the civic society in Belarus, based on respect for human rights.

Authorities have been trying to silence Ales Bialiatski for his work. In 2011, he was jailed for three years for alleged tax evasion. In July 2021, in the wake of the mass protests against Lukashenko’s dictatorship that broke out after the presidential election in August 2020, Ales Bialiatski was again jailed, this time without trial or conviction.

Ales Bialiatski shares the the Nobel Peace Prize 2022 with Memorial from Russia and Center for Civil Liberties from Ukraine.

As of today, there are 1,441 political prisoners in Belarus according to Viasna and the number is growing.

The ITUC Global Rights Index 2022 ranks Belarus among the ten worst countries for working people due to repressive criminal laws, mass arrests of trade union leaders and forced dissolution of unions.

On 18 July, the Supreme Court decided to liquidate and dissolve the Belarusian Congress of Democratic Trade Unions (BKDP), and its four members, three of them affiliated to IndustriALL – the Belarusian Independent Trade Union (BITU or BNP), the Union of Radio and Electronics Workers (REP) and the Free Trade Union of Metalworkers (SPM), as well as the Free Trade Union of Belarus (SPB).

Mass detention of leaders and activists of the Belarusian Congress of Democratic Trade Unions (BKDP) and affiliated unions for exercising their legitimate right to freedom of association took place on 19 April. The majority of the arrested unionists remain in custody. Some have been already sentenced to lengthy prison terms or restriction of freedom without imprisonment, while other trials are about to start.

Aliaksandr Yarashuk, BKDP chairperson, Siarhei Antusevich, BKDP vice-chairperson, and Iryna But-Husaim, BKDP media team officer and book-keeper, have been held in a pre-trial detention center since 19 April, the trial is scheduled to start on 20 December.

Aliaksandr Mishuk, BITU vice-chairperson at JSC Belaruskali, was sentenced to 2,5 years in prison on 15 November. Andrey Khanevitch, BITU local chair at Hrodno Azot, was sentenced to five years in prison on 16 November. Ihar Povarau and Yauhen Hovar, BITU activists at Belarusian Metallurgical Plant, BMZ, were sentenced to three years and 2,5 years in prison respectively for an attempted warning strike in August 2020.

The trial of Vasil Berasnieu, acting REP chairperson, Hennadz Fiadynich, REP vice-chairperson, and Vatslau Areshka, REP activist, started on 25 November. They have been held in a pre-trial detention center since 19 April. Zinaida Mikhniuk, REP deputy chairperson, was arrested on 25 March, charged with insulting the President and sentenced to two years in prison.

Yanina Malash, SPM deputy chairperson and organizer, was sentenced to 1,5 years in prison on 14 November. Artsiom Zhernak, SPM chairperson at Minsk automobile plant, was arrested on 17 November 2021 and sentenced to four years in prison. Vitali Chychmarou, SPM council member and labour inspector, Mikhail Hromau, SPM сouncil secretary, and Miraslau Sabchuk, SPM activist, were arrested on 19 April and recently sentenced to three years, 2.5 years and 1.5 years of restriction of freedom without imprisonment respectively.

IndustriALL Executive Committee adopted a resolution on Belarus in November:

LabourStart has launched a new campaign calling for the immediate release of jailed unionists in Belarus, please sign and share it.

 
 
 

Union wins against ArcelorMittal's attempt to stifle right to strike

According to the Labour Relations Act, essential service workers may not take part in strike action. Although the right to strike is protected by the South African constitution, there are limitations when it comes to essential service workers. For example, if essential workers go on strike, the strike will be unprotected, and they may face dismissals.

For an industry to be declared as essential services an application must be made and approved by the ESC. In this case, AMSA made the application hoping to delay the strikes for six days to allow the company to shut down its two blast furnaces.

However, NUMSA argued that this was an attempt to delay strikes and extend the 48-hour notice that is required by law before a strike commences.
 
NUMSA, affiliated to IndustriALL Global Union, provided strong arguments to the ESC. The metalworkers’ union argued that

“the only way the strike notice period can be changed is through the conclusion of a collective agreement between the parties, or by legislative amendment, because the Labour Relations Act does not confer on the ESC the power to perform these functions. Additionally, there is no causal link between the interruption of coke batteries and an imminent danger to life, safety, or health of the whole or part of the population.”

The ESC found that although there are safety risks in the operations of blast furnaces and coke batteries if not shut down in a controlled and well managed manner, the risks are not sufficient to infringe on workers’ rights. The ESC concurred with NUMSA when it concluded that

“there is no basis to limit the right of the employees to strike by designating the service as essential.”

“This is a victory for workers’ and their families because they can exercise the right to strike freely, as part of their negotiating power. AMSA management was defeated in their attempts to limit the right to strike. We call upon workers at AMSA to join NUMSA because we will always fight to defend their interests and would like to thank our officials who worked tirelessly to ensure that we have a positive outcome,”

says Kabelo Ramokhathali, NUMSA regional secretary for Sedibeng.
 
Paule France Ndessomin, IndustriALL regional secretary for Sub Saharan Africa says:

“AMSA should resolve its grievances with workers instead of looking for devious ways to limit workers’ rights. The company must improve working conditions by ending precarious working conditions through permanent contracts, adopting better health and safety standards, and paying living wages.”

AMSA, listed on the Johannesburg Stock Exchange, is the largest supplier of flat steel in Sub Saharan Africa. The steel is manufactured from iron ore, coke, and dolomite.

Stand with imprisoned trade unionists on Human Rights Day

10 December is Human Rights Day, commemorating the adoption of UN’s Universal Declaration of Human Rights. This Human Rights Day, we remind the world that workers’ rights are human rights and renew our call for all imprisoned trade union activists to be released.

Legal persecution, up to and including arrest and imprisonment, is a widespread concern for union activists in many countries. Trade unionists are frontline defenders of democracy. Because they are organized and rooted in workplaces and working class communities, they are often the first to resist when democracy is under attack – and the first to be persecuted.

Today, oppressive governments and exploitative employers work together to suppress unions, and activists are charged with terrorism, sedition, being foreign agents, illegal assembly, creating unrest, or destroying company property and undermining commercial operations.

The problem is particularly acute in some countries: In Myanmar, trade unions have been outlawed and more than 60 trade unionists are in jail on trumped up charges since the violent military coup in February 2021.

“We demand the immediate dismissal of the trumped-up charges filed against all jailed democracy activists, strong assurances that their health and safety inside the prisons are secured, and their swift and safe return to their loved ones.”

Global union statement, October 2022

Free and independent unions in Belarus have been effectively disbanded by the country’s Supreme Court. 16 union leaders and activists have been arrested, some are awaiting trial, with some sentenced to restriction of freedom, and at least three sentenced to prison terms for warning strikes and defamation of the President. Unions have also had their assets and membership data confiscated.

In November, IndustriALL’s Executive Committee adopted a resolution, condemning the dissolution of the independent trade unions, demanding the immediate release of all trade unionists in Belarus.

In Madagascar, a trade unionist is in jail for putting the spotlight on violations against workers in the factory where he worked.

In Iran, a country currently in the throes of pro-democracy protests, workers attempting to form free and independent trade unions frequently find themselves in prison.

The arrest and imprisonment of trade union activists is also a regular feature of industrial relations in Turkey, Egypt, Colombia and many other countries.

Government oppression creates a climate which leads to other crimes, including murder. In the Philippines, where workers face arrest for participating in strike action, the government and others “red tag” trade unionists, labelling them as terrorists and making them targets of attacks, leading to the murder of several trade unionists.

Unfortunately, the list of persecuted trade unionists is too long, as highlighted in the ITUC annual Global Rights Index on violations of workers’ rights, with the latest index showing violations at an all-time high.

What we do know, however, is that international solidarity campaigns to free imprisoned trade unionists do work. In 2017, for instance, 35 Bangladeshi trade unionists were imprisoned as part of a government crackdown – encouraged by local business owners – against union organizing. By putting pressure on the government, as well as brands sourcing from the country, a global campaign succeeded in freeing all the imprisoned trade unionists.

Says IndustriALL general secretary Atle Høie:

“We need to stand with our imprisoned brothers and sisters, and keep up the pressure – both on oppressive governments, and on multinational corporations sourcing from countries where workers’ rights are violated. We need to ensure that human rights due diligence includes workers’ rights, and that companies are held accountable for abuses in their supply chains.”

 
 

Daimler Truck's World Employee Committee calls for fair transition

The conclusions were reached by members of the newly constituted European Works Council and the World Employee Committee (EWC/WEC) at a two-day meeting at the Mercedes-Benz plant in Woerth, Germany.

“The newly established body, in cooperation with IndustriALL Global Union and industriAll European Trade Union, provides a strong platform to enforce workers' rights up to smallest suppliers of Daimler Truck and to protect human rights in the supply chain as a whole,”

says Michael Brecht, chairman of the General Works Council of Daimler Truck and EWC/WEC chairman.

The EWC/WEC represents the interests of all employees at Daimler Truck Group worldwide. Currently, 23 countries are in the body based on the number of employees, with a total of 34 representatives. The EWC/WEC is headed by a chairperson and a vice chairperson elected by the members. A six-member presidium is responsible for coordinating European affairs. Global issues are coordinated by an executive committee consisting of four members.

“We have created a EWC at Daimler Truck, which applies to the global world of Daimler Truck. As a result, countries outside the European Union have the same rights and obligations as those of the EU to which the EWC guideline directly applies. From our point of view, this is outstanding and of the greatest international relevance with regards to the enforcement of human and trade union rights,”

says Ralf Goetz, IG Metall.
 
Meeting participants discussed supply chain constraints and the resulting limited production with consequences on economic figures and employment. Delegates were concerned about high inflation and, in some cases, sharp increases in energy prices. Representatives from countries with lower income levels demanded compensation for employees to ensure a basic standard of living.
 
Participants expressed a need for information on new investments, the future production programme, especially for zero-emission vehicles, and the possible impact on employment. According to Michael Brecht, a subsidy race is emerging for new technologies, fuelled by the USA and China, while the European Union currently has little to oppose.

Human rights and obstacles to union work was an important topic on the agenda.

“We should use the increased attention to human rights due diligence to promote workers' and union rights, because workers' rights are human rights. We must make sure there are no obstacles to the fundamental rights to join a union and to bargain collectively, especially in countries where this regularly happens, like Turkey, Thailand, the US and some countries in North Africa,”

says Geort Leutert, IndustriALL auto director.

“Germany’s new supply chain due diligence act will come into force in January and a legislative process is underway in the European Union to improve the protection of human rights and victim protection in third countries. With the EWC/WEC, we as worker representatives at Daimler Truck, are well prepared. In addition, we can represent the interests of employees in solidarity across national borders,”

says Joerg Lorz, member of the General Works Council and vice chairman of the Group Works Council.

The General Works Council (GWC) of Daimler Truck AG represents the interests of more than 33,000 employees in Germany. The GWC makes general works agreements with company management, which then apply to the entire workforce of Daimler Truck AG. The body consists of 13 members who are elected for four years. The basis for this is the Works Constitution Act.

The central concern of the GWC is the preservation and expansion of jobs and the creation of good and fair working conditions. The GWC also takes a stand on the design of framework conditions that go beyond everyday business life, as well as on political and social issues.

OECD outlines transition pathway for shipbuilding

The Organisation for Economic Co-operation and Development (OECD) – the global club of developed democracies – hosted the WP6 meeting at its Paris headquarters on 28 and 29 November, bringing together countries with a shipbuilding industry and industry experts to explore policy options. Trade unions participate in WP6 through the Trade Union Advisory Committee to the OECD.

The meeting was followed on 29 November by a joint workshop between WP6 and the Steel Committee on the economics of shipbuilding and predictions for development pathways.

Participants outlined the current situation: new build prices are high, due to the interrelated  crises of Covid, climate and Russia’s invasion of Ukraine, as well as high freight rates and steel prices. The industry is at an inflection point, with many investors adopting a “wait and see” attitude before ordering next generation ships. Despite this, the industry is expected to grow rapidly over the next 15 years. A large proportion of the global fleet has reached replacement age and will need to be recycled and replaced. In addition, thousands of mid-life ships will need retrofitting to meet new environmental and technological standards.

Shipbuilding is typically cyclical, but market forces will have less impact on the sector, which will increasingly be driven by environmental policy. The need to reduce greenhouse gas emissions will be the primary driver of change, due to policies such as the EU’s Fit for 55 and the proposed US Clean Shipping Act.

While the International Maritime Organization (IMO) currently has a target of a 50 per cent emissions reduction in shipping by 2050, this was not felt to be ambitious enough, especially in the wake of COP27 and plans to develop green corridors and produce green hydrogen as part of a plan for the sustainable industrialization of six African countries. The IMO is expected to release revised targets in June 2023.

The current challenge is to maintain the industry until demand grows. The sector is currently operating at around 65 per cent capacity, which is unevenly distributed.

Participants observed that “industrial policy is back”, and there was a need to coordinate policy to give clear signals about future pathways to unlock investment. The next generation of ships will face the twin transitions of digitalization and decarbonization. These developments are already impacting the sector – currently, 44 per cent of ships on order have alternative fuel requirements, compared to just 14 per cent in 2017. The dominant alternative fuel is liquefied natural gas (LNG), which is seen as a transition fuel until methanol, hydrogen and ammonia are scalable.

Energy saving technologies, like hull and propeller design and wind propulsion, have already been fitted to 24 per cent of world tonnage. The OECD observed an upward trend in patent applications for marine equipment and expects shipbuilding to be increasingly technology intensive. Rather than a focus on volume, we will see the development of high value-added “technomax” ships.

IndustriALL industry director, Walton Pantland, said:

“The industry vision is for high tech green shipping, coordinated through global policy. This is a vision that the labour movement shares, because it will require a highly skilled workforce. We need industrial policy that supports the development of the sector, ensures that workers are provided with the skills they need, and provides a just transition if there are changes to the production process.”

Judith Kirton-Darling, industriAll Europe deputy general secretary, added:

‘’Workers are at the heart of the green and digital transitions of the shipbuilding sector, and we insist that they are involved at all stages of the transformation. We need a real global effort to decarbonise the entire sector and we need fair competition at international level. We therefore call on all OECD states to step up their efforts. Trade unions are ready to play their role in the transitions and will fight for a Just Transition for all workers and regions.’’

Enhancing health and safety in rubber and tire sectors in Asia Pacific

During the Asia Pacific rubber and tire union network meeting on 12-13 November in Petaling Jaya, Malaysia, 20 unionists identified health and safety as a priority campaign issue that unions will coordinate on.

The IndustriALL Asia Pacific rubber and tire union network support the rights-based approach to safety. It seeks cooperation and improvements from employers on health and safety, including strengthened OHS committees.

Through two breakout workshop sessions, the network agreed that adequate safety training must be provided to all workers. Employers should send unionists to attend professional courses and obtain certificates at the company’s cost. OHS committee members must be qualified and competent in carrying their tasks.

While Malaysia’s NUECMRP urged employers to ensure proper labelling on chemical substance containers as precautionary steps to prevent injury or accident, Philippines’ PTGWO stressed the importance of inclusion of hazardous allowance in collective agreements.

Many raised the concern that rubber and tire workers might fall sick after years of working in hazardous working environments. They looked for good practice in Vietnam, which allows such workers to retire earlier at 53 to 55 years with lifelong retirement benefits.

“Rubber and tire workers must fight for decent working conditions. We call on employers to retain benefits provided to workers during the Covid-19 pandemic. We want the government to reform labour laws in accordance with international labour standards,”

said Saman Pornprachatham, president of the Rubber Workers Union Group of Thailand.

In the region, low automation or digitalization is observed. But unionists are planning ahead, suggesting unions to include new provisions such as reskilling, job transfer and layoff avoidance in collective agreements.

"Let's continue to build solidarity in the network to protect the rights and jobs of workers. Companies need to be aware that workers are the one who creates values and products, they deserve everything including living wage and a quality life,"

said Tom Grinter, IndustriALL director of rubber Industries.

The tire industry has significant production in the region, particularly Thailand, Indonesia and Vietnam. IndustriALL affiliates are representing tens of thousands of workers including at the leading multinational companies. Indonesian unions formed a national tire industry forum and hold regular meetings to exchange information.

The regional union network meeting was attended by unionists from Indonesia, Malaysia, Philippines, Thailand and Vietnam.

Youth and women in Bangladesh vow to build more inclusive unions

Leaders discussed the necessity of building inclusive, democratic and stronger unions at the national youth meeting on 12-13 November, and at the national women’s meeting on 17-18 November, held in Dhaka, in which 15 of IndustriALL’s affiliates in Bangladesh participated.

Women and young workers' engagement in the labour market is steadily expanding, and they often end up undertaking precarious employment with no social security benefits.

Despite forming a large chunk of the workforce, women and young workers are invisible from union spaces, let alone leadership roles. Young workers and women have felt left out and not relevant in trade unions, sometimes a reflection of the issues raised by the unions.

In the meeting, women trade unionists stressed that women's issues be included in CBAs and that discussions on occupational health and safety should not be gender blind. They made an action plan to address inclusiveness in unions, as well as the gender pay gap, gender-based violence and discrimination, and ratification of ILO C190.

In Bangladesh, only six per cent of paid employees have access to daycare and separate toilet facilities. And as per the newly amended labour rules, maternity benefits have been further reduced.

“Our government is not bothered about women workers at all. It’s important that trade unionists consider issues faced by women workers, who form a large proportion of the workforce. Women’s issues must be taken seriously to advance workers’ struggle. We cannot build stronger unions unless we include women’s voices,”

said, Tehmina Rahman, general secretary of Bangladesh Apparels Workers Federation (BAWF).

 

In the national youth meeting, young unionists extensively that youth be made part of the decision-making bodies within unions. They also decided on priorities from IndustriALL’s youth resolution, to work on in the coming years:

A national working group with 15 members to oversee the implementation of the youth resolution in Bangladesh was formed.

Hasan Ali, a young trade unionist from Bangladesh Textile and Garment Workers' League (BGTLWF), said:

“Each federation must have their own youth committee to fight for the causes of young workers and strengthen the union movement. We need to coordinate amongst ourselves to successfully implement the youth resolution in the country.”

International Day for the Elimination of Violence against Women

The International Day for the Elimination of Violence against Women, on 25 November, marks the start of the 16 days of activism, concluding on commemoration of the International Human Rights Day (10 December). This campaign aims to prevent and eliminate violence against women and girls around the world, calling for global action to increase awareness, promote advocacy and create opportunities for discussion on challenges and solutions.

“Violence against women and girls (VAWG) is one of the most widespread, persistent and devastating human rights violations in our world today that remains largely unreported due to the impunity, silence, stigma and shame surrounding it.”

(UN Women)

Five years ago, the #MeToo movement sparked a global mobilization for the prevention and response to violence against women and girls. In this context, the adoption of ILO Convention 190 (ILO C190) and Recommendation 206, in 2019, has generated an extraordinary momentum to prevent and eliminate gender-based violence in the world of work. In many countries, trade unions, allied with feminist and other human rights organizations, are campaigning for the ratification and the implementation of the Convention.

22 countries have ratified ILO C190, 13 of which in the last twelve months. The pace of ratification is accelerating. ITUC expects that by 2030, 50 will have ratified this instrument.

IndustriALL affiliates have actively participated in the movement and campaigns that have led to this ratification in many countries. In parallel, IndustriALL and its affiliates have been conducting education, awareness raising, collective bargaining and campaigns for the implementation of these instruments in the workplaces.

ILO C190 – as well as existing legislation and agreements – needs to be fully implemented in order to prevent the impunity of the perpetrators of violence. Trade unions also need to create safe spaces for women to denounce cases of harassment, and overcome the fear, the shame or any other obstacle for them to speak out.

Gender-based violence and harassment (GBVH) is still prevalent in all our industries, despite all our efforts and the work done in terms of awareness and education. A world of work free of violence and harassment is still a long way off. This fight against GBVH should be a daily struggle, throughout all the days of the year!

Fighting against GBVH in the world of work is a core trade union issue. Efforts of all are needed in our organizations. Women shall not be left alone in addressing GBVH. Trade unions must provide continued support to the women workers and trade unionists who are fighting for their rights and defending themselves, because it cannot be guaranteed that the violence will not be repeated. Men need to be more than mere bystanders; we expect them to fully take part in preventing and addressing GBVH.

IndustriALL’s Gender Equality Task Force, which will operate under the Women Committee, was established in October. It comprises of 12 members, out of whom six are men trade unionists. We strongly believe that this Task Force will contribute to reinforce IndustriALL’s response to this blight.

The 16 days of activism give us an opportunity to highlight GBVH through awareness, going out to the workplaces. The 16 days of activism is the time to campaign and mobilise. We encourage all IndustriALL affiliates to seize this opportunity to go to the workplaces, and to educate their members, including men, on GBVH and the ILO C190.

These 16 days should be also the occasion for IndustriALL affiliates to share their successes and good practices. It is also the occasion for us to exchange on obstacles and challenges. In October, the Women Committee stressed the importance of monitoring the results of all these continued efforts by IndustriALL and its affiliates, to build on the progress and develop strategies that would overcome existing obstacles.

Let’s use these 16 days to all intensify our efforts against GBVH, and to come up with renewed strategies and programmes for the rest of the year!

Hashmeya AL SAADAWI & Ilvana SMAJLOVIC, IndustriALL Women committee co-chairs,
Christine Olivier, IndustriALL assistant general secretary
 

Why we focus on gender-based violence in 2022

During 2022, IndustriALL Global Union, together with H&M Group and Swedish union IF Metall, have focused on building more robust ways to prevent, detect and handle cases of gender-based violence in the supply chain. A global brand, a global and a national trade union have key parts to play in preventing gender-based violence in the textile and garment industry. 

It is our conviction that collective agreements including gender-sensitive protection, together with strong company policy, zero tolerance from the top of factory management, awareness raising and empowering workers in representative structures and trade unions, are all essential components in creating a safer workplace for everyone ending gender-based violence and harassment in the garment sector.

Since the start of the year, we have together worked on raising awareness and providing workers and management with the right tools, creating a space to bring forward and resolve issues through joint trainings with key local H&M Group production offices and local trade unions. There is a need for increased knowledge on handling violence and harassment in the workplace, as well as a need for establishing a shared understanding and definition, and how to prevent and remedy it.

The next step is to set up joint global guidelines, clearly stating what is expected from suppliers when it comes to creating a safe workplace environment and ending gender-based violence and harassment.

These guidelines will give clear instructions on how to detect, prevent and manage gender-based violence and harassment cases for suppliers and for H&M Group teams and National Monitoring Committees (NMCs). The guidelines will be added to H&M Group’s code of conduct as well as to the global framework agreement (GFA) between H&M Group, IndustriALL and IF Metall.

The GFA demonstrates a commitment to fundamental rights of workers across the supply chain, covering around one and a half million garment workers at the over 1,500 factories from where H&M Group buys their products.

The guidelines will be completed early 2023, to be rolled out to during the year together with capacity building activities, setting a new standard for what is expected from a workplace in the supply chain.

Educating and empowering workers and management on gender-based violence and sexual harassment is a crucial step towards ratification of C190. As strong actors in the textile and garment industry, together representing millions of workers in the supply chain, we have to lead by example.  

New report on Just Transition in the energy sector

Report: Just Transition in the energy sector
ENGLISHFRENCHSPANISHPORTUGUESEARABIC


“The report is based on the initiative on Just Transition in the energy sector. We want the world to know about the conclusions and recommendations after months of organizing workshops on new technologies and how they will affect workers in the energy sector,” said Diana Junquera Curiel, IndustriALL energy director.

“Governments are setting net zero targets, but unions are not involved. Workers need to know what is going to happen to their jobs. Everyone in our movement knows what Just Transition is, they know it is happening and if we don’t plan for it then it is going to happen without us,”

says Samantha Smith ITUC Just Transition center director.

“Our members tell us that they want to share experiences and information. Unions have been discussing this at large and have found common ground. Experiences of social dialogue varies from country to country, but the outcome clearly shows that Just transition is only possible with social dialogue and a well-organized workforce,”

says Anne- Beth Skrøde, LO Norway special advisor.

Ten meetings with experts, energy unions and national confederations were held between April and October 2022, focusing on what net zero means for energy sector jobs. Participants came together from all over the world to exchange information on emerging technologies, what the transition looks like in different parts of the world, as well as union strategies for ensuring good jobs and a Just Transition.

Technology and country workshops in 2022: