While organizing in the sector has proven to be difficult, especially in companies like Amazon, Apple, Samsung and Microsoft, where union presence is low, there has been some improvements in recent years. The meeting saluted affiliates on their organizing efforts and committed to making organizing a top priority for the sector.
The participants from Korean Metal Workers Union reported about their successful organizing at Samsung SDI in June 2022. This success is added to the earlier achievement in 2019 when another IndustriALL affiliate Federation of Korean Metalworkers' Trade Unions reported about successful organizing of workers in three Samsung subdivisions including Samsung SDI. The trade unions expressed their concerns over working conditions at Samsung, they referred to an unfair and non-transparent wage system which makes workers compete as well as hard working hours.
Participants discussed the volatility of the semi-conductor industry due to a declining market, quick changes in the industry and a complex division of labour. The steering committee emphasized further development of the global semi-conductor network, facilitating exchange of information and good practice among IndustriALL affiliates.
Trade unions aim to use human rights due diligence (HRDD) laws from Germany, France and other European countries, and guidelines from Japan to demand socially responsible investment in semi-conductor and other electronics production industry and its supply chain, together with existing leverage from global framework agreements and trade union networks.
Alexander Ivanou, IndustriALL director of ICT, electrical and electronics, said:
“We need to build cases with HRDD laws and guidelines to ensure that ILO standards and human rights are respected in the industry. ILO member states are required to adhere to all ILO fundamental conventions, including the recently added occupational health and safety conventions 155 and 187.”
Malaysia’s Electronics Industry Employees’ Unions Coalition (EIEU) said that 20 workers at ST microelectronics died during the pandemic as a result of an unsafe working environment.
The steering committee voiced great concern over the potential impact on jobs posed by artificial intelligence (AI). Trade unions call for just transition for all workers affected by AI, stating that rules need to be adopted and workers should be part of development.
Prihanani Boenadi from the Federation of Indonesian Metal Workers' Union (FSPMI) and co-chair of this sector said,
“we have an important role to play in protecting workers' rights in the digital age. Unions must very soon commit to reshaping digitalisation, to negotiating for stronger workers’ rights in relation to the influx of digital technologies into workplaces, Unions will need to mitigate the harms that these technologies can and are inflicting on workers.”
“We need to deepen our discussions to secure a better future. In addition to responding to the turmoil in the international energy market and the supply-demand crunch caused by Russia's invasion of Ukraine, it is necessary to develop a system to ensure a stable supply of electricity while promoting the use of decarbonized power sources. Energy and raw material prices are soaring and these developments have a significant impact on our work and daily lives as prices continue to soar,”
said Masashi Jimbo, president of Japanese Electrical Electronics & Information Union, JEIU and the ICT E&E sector co-chair.
Fundamental workers’ rights violated in Ukraine
By gathering information from affiliated unions in Ukraine and from reports from the International Atomic Energy Agency (IAEA), the Nuclear Energy Agency of the Organisation for Economic Co-operation and Development (OECD), and the State Nuclear Regulatory Inspectorate of Ukraine, the brief unambiguously states that the fundamental rights of Ukrainian workers in the areas temporarily occupied by the Russian Federation are frequently and repeatedly violated.
“Although we know that the people of Ukraine are suffering more than a year after the invasion, this reports shows to what extent the workers are paying for this senseless occupation with their fundamental rights,”
says IndustriALL assistant general secretary Kemal Özkan.
Before the occupation, there were 12,000 workers at the Zaporizhzhia nuclear power plant and in Enerhodar city. 11,000 of those were union members at the plant, a number which today has dwindled to around 1,200.
Many workers managed to escape before the the Zaporizhzhia nuclear power plant was occupied. Those who still work there have been forced to sign employment contracts with the Russian state atomic energy corporation, Rosatom, and to join unions created or controlled by the occupying forces, a clear violation of the right to freedom of association.
According to IndustriALL affiliate Atomprofspilka, some workers have been forced to go to work and escorted to the Zaporizhzhia nuclear plant at gunpoint.
Workers have been subjected to threats to sign contracts with the occupying forces. Although some were detained while their homes were searched and their families threatened, less than five per cent of these workers signed employment contracts with the occupying forces; the rest remaining loyal to the Ukrainian energy utility.
Russia has converted the Zaporizhzhia nuclear power plant into a military base. The occupying forces are neither respecting fire safety regulations nor other safety procedures in the premises they have taken control over.
A recent report on nuclear safety, security and safeguards in Ukraine by the IAEA confirms that – in the past year – several of Ukraine’s five nuclear power plants and other facilities have come under direct shelling.
Atomprofspilka reports that workers sent to repair damaged energy infrastructure are putting their lives at risk, since the Russian Federation are deliberately shelling power lines and transformer stations.
Workers report that the occupying forces have stolen vehicles, computers, medical kits, and other equipment, and that supply chains for new equipment and spare parts have broken down. As a result, staff no longer have access to life-saving personal protective equipment.
Matov Valeriy, IndustriALL vice co-chair for the nuclear sector and president of Atomprofspilka, says:
“We are grateful to IndustriALL and the ILO for bringing this issue to the attention of the world. We expect that the most serious consequences of the activities of the Russian occupation forces will be fully discovered after the de-occupation.”
Union at Peru’s Antapaccay Mining Company rejects change to shift system
SITRAMINA, part of the Peruvian National Miners’ and Metal Workers’ Union (FNTMMSP), affiliated to IndustriALL, rejected the decision taken by Antapaccay Mining Company, a wholly owned subsidiary of Glencore, to unilaterally change shift systems for its supervisory staff.
The union lodged a complaint with the labour authorities, requesting that the measure be declared inadmissible for not complying with legal requirements. The case will be one of many issues raised by a delegation of trade unions and civil society organizations at Glencore's annual general meeting of shareholders on 26 May. They say it is proof of a company-wide problem in the way Glencore manages its operations.
Antapaccay Mining Company decided to stop the ten days on, ten days off (10×10) system in place during the COVID-19 pandemic and revert to the 8×6 system used prior to 2020. The mining company said the new shift system would ensure that there is an in-person handover, now that the World Health Organization has declared the global health emergency to be over.
However, SITRAMINA argues that the new approach poses a major health and safety risk and will adversely affect workers’ personal lives. The union argues that the online handover process in place for three years worked very well. It also says that the 8×6 system will increase the amount of travel workers will have to do – travel that is unpaid and extremely tiring.
It takes employees seven hours to reach the mine, and they must report to work at 5:00am the following morning. Under the 10×10 system, workers got to their rooms at 11:30pm. Under the 8×6 system, however, they get to their rooms at 3:00am, which means they only have two hours to rest before they have to start work. According to the union, this violates the company's own fatigue and drowsiness policy, which sets a mandatory six-to-eight-hour sleep period.
"The company failed to consult with the union, in breach of Article 2 of Supreme Decree 007-2002-TR (Law on Working Time, Working Hours and Overtime Work), which establishes mandatory consultation and negotiation with the workers impacted by the measure.
Moreover, Peruvian case law establishes that it is discriminatory to change working times for only one group of workers, as is the case at Antapaccay (the change affects only supervisory personnel, not operators),”
Høie asked Nagle to take steps to ensure proper negotiations between management and the union in order to find a solution that benefits both parties.
Textile unions in Asia Pacific commit to campaign for safe workplaces
The meeting, supported by IndustriALL Japanese affiliate UA Zensen, examined best practices by affiliates from around the world, including IndustriALL's research and campaigning strategies.
According to the ILO, work-related illnesses and injuries kill 29 million people per and cost the global economy US$5.4 billion. Beatriz Cunha, ILO sectoral specialist, and Kamrul Anam, vice-chair of the ILO experts committee that adopted the code of practice on textile safety and health, presented the code and called on unions to work together for its implementation.
Affiliates from Bangladesh and Pakistan emphasized the importance of the International Accord on Health and Safety in the Textile and Garment Industry, urging more global brands to sign. Currently 198 brands have signed the Accord.
Participants discussed the Bipartite Agreement in Sri Lanka to promote freedom of association and OHS and the Indonesian campaign to prevent gender-based violence and harassment. UA Zensen emphasized their zero-accident policy. Clothing manufacturer H&M presented guidelines aimed at preventing and addressing gender-based violence in their supply chain, which were jointly developed by NMC members, including IndustriALL affiliates.
Christina Hajagos-Clausen, IndustriALL TGSL sector director, said:
“Together with our ongoing campaigns and engagement with brands to promote workplace safety, we must also leverage the due diligence laws and guidelines that countries like Germany, Norway, and Japan have introduced, to hold retailers accountable for workers’ rights violations in the supply chains.”
Recognizing occupational safety and health (OSH) tools, best practices and approaches in the TGSL sector, discussions took place on how to campaign for implementation of the ILO code, develop effective workplace OSH mechanisms that include gender perspectives, engage in education, and emphasize the importance of improving health and safety and overall working conditions in the sector.
Using collective bargaining to close the inequality gap
Typical issues on the collective bargaining agenda include wage increases, working time, training, occupational health and safety and equal treatment. Through these negotiations a collective bargaining agreement, which regulates the terms and conditions of employment, can be reached. Collective bargaining and collective agreements are fundamental to reducing inequality and extending labour protection.
The Botswana Mine Workers Union’s (BMWU) victory in an industrial court stopped unfair retrenchments at Lucara Botswana’s security department at the Karowe diamond mine. 50 workers who volunteered and provided information, in an investigation of allegations of maladministration and unethical business conduct in the department at the mine were given termination letters after they provided testimonies. The union argued in court that the termination was unlawful as there were no disciplinary hearings as required by the labour laws. The industrial court in Gaborone ruled that the diamond mining company cannot continue with the retrenchments without negotiating with the union as per existing collective agreement.
In 2022, Finnish union Paperiliitto went on an historic strike for 112 days when the employer, UPM, left the industry-wide bargaining that had been in place for decades and refused to sign a single collective agreement with the union. The 2,200 members resisted the strike breaking efforts of management, with the strong industrial action receiving significant solidarity support in Finland and internationally. Under a new proposal, five separate collective bargaining agreements were signed with a duration of four years and salary renegotiation after two years.
Japanese metalworkers' unions received the highest wage increase since 2020. Wage negotiations between unions and management take place annually. The Japan Council of Metalworkers’ Unions (JCM), representing two million metalworkers from more than 3,000 affiliated unions, set the standard of a unified demand on wages and working conditions for the annual rounds of industry wide collective bargaining. Unions achieved an additional monthly wage increase of on average YEN8,407 (US$63).
Last year, Bulgarian workers at multinational STS Medical Group signed their first collective agreement after a protest rally where hundreds of workers demanded adequate pay for their work. The union had tried to reach a collective agreement for 1,5 years, but after the protest actions and work stoppages, an additional round of wage negotiations was held. The minimum wage for the company increased to BGN1,000 (US$539). Workers received an increase in food vouchers from BGN80 to BGN200 (US$43), as well as a Christmas supplement of BGN60 (US$32).
In Quebec, 110 members of Unifor local 177 at Joliet Ash Grove returned to work after more than a 16-month lockout. Workers were locked out from the plant owned by Irish cement giant CRH in May 2021, after rejecting the employers’ offers. The dispute was heard before the Administrative Labour Tribunal following a complaint by Unifor regarding the illegal use of replacement workers (scabs) during lockouts announced by the employer. The union won the case. Workers received a 7.5 per cent wage increase and a further 3.5 per cent increase during the second year.
“Building a better future, through better working conditions and improved wages is a fundamental role that trade unions play. It is essential that the inequality gap be closed and the best way to do this is through strong collective bargaining,”
says Atle Høie IndustriALL general secretary.
We need to work together to strengthen collective bargaining for a #justfuture.
Korean unions need your solidarity
President YOON Suk-yeol’s use of union-bashing rhetoric and illegitimate use of public prosecutors and police to attack unions has set a national tone that is echoed on the ground in workplaces across the country with increasingly violent attacks against trade unionists.
On 4 May, a manager of ILJIN Hysolus, which is a supplier of Hyundai Motor and BMW, rammed his car into local trade union leaders hitting three of them and causing serious injuries to the union’s vice chair.
On May Day, Yang Hoe-Dong, a district leader of the Korean Construction Workers Union (KCWU), tragically set himself on fire to protest harassment of trade unionists by government authorities. Yang, one of the victims of that harassment, sadly passed away from complications of severe burns.
On 17 May some 40,000 trade unionists mobilized in Seoul to protest the YOON administration.
The Council of global unions has condemned the recent attacks, judicial harassment, and interference against the legitimate activities of trade unions and the rights of working people in South Korea.
In response to the orchestrated campaign against unions, IndustriALL affiliate KMWU is calling for a 4-hour warning strike on 31 May. Members are asked to down tools for four hours and to take to the streets in Seoul and other regions to call on the government to cease the current attacks on labour rights and unions.
KMWU is urging the government to immediately stop harassing the unions and instead establish constructive, stable industrial relations where workers’ rights are protected.
“The government in Korea is pushing a negative public image of unions which has detrimental consequences for the workers. Organizing is a right and not a crime,”
says IndustriALL general secretary Atle Høie.
IndustriALL supports KMWU in its struggle to end the climate of fear and intimidation that unions in Korea are currently subjected to and call on affiliates around the world to join the solidarity campaign.
Breaking barriers: LGBTQI+ inclusion in Asia
Here is a look at a few examples of progress made in Sri Lanka, Thailand and India.
Prompting change in Sri Lanka: the rise of a transgender national union
IndustriALL’s affiliate NUMMS in Sri Lanka is actively supporting the formation of a transgender union, with the aim to create a more inclusive, equitable, and just society, where transgender workers can enjoy equal rights, dignity, and opportunities in the workplace and beyond.
In Sri Lanka, the fight for transgender rights has reached new heights as trade unions rally together to support the creation of a transgender national union. On May Day this year, at an important march for unions in Sri Lanka, transgender workers joined in the march hand in hand with trade unions with a common message:
“We demand rights for transgender individuals”
May Day 2023 in Sri Lanka
This transformative journey is shedding light on the struggles faced by transgender individuals and the resilience they demonstrate in pursuing their rightful place within the labour movement.
“Transgender individuals have no policies or laws protecting them in Sri Lanka. C190 came as an opportunity and allowed us to openly question policies of government and their agendas relating to transgender workers and their protection. The president of the transgender workers union is working hard on this topic, and we are supporting them,”
said Sulani Mendis, NUMMS organizer.
By actively engaging with transgender workers and their allies, trade unions in Sri Lanka are playing a pivotal role in dismantling discriminatory practices and advocating for comprehensive legal protections. NUMMS see the potential to reshape the landscape of labour rights for transgender individuals across the country.
Legislation is key to protect marginalised communities and a tool for unions to use and to fight for
Vipawan Boksantea, is a trade union organizer at the Thailand Auto Part and Metalworkers’ Union (TAM). She is also an active member of the CILT youth working group.
Vipawan at youth conference in the Philippines
“Seeing LGBTQI+ workers express themselves freely and inspire others makes my work worth it!”
says Vipawan.
Thailand has made notable progress in terms of recognizing and protecting the rights of LGBTQI+ individuals.
Thailand is known for being one of the more progressive countries in Asia when it comes to legal recognition of transgender individuals. In 2015, the government passed a Gender Equality Act, which provides legal protection against discrimination based on gender identity. Additionally, Thailand allows transgender individuals to change their legal gender on identification documents, allowing for recognition and acceptance.
While Thailand has made strides in advancing LGBTQI+ rights, challenges and discrimination still exist. Efforts to secure comprehensive legal protections, combat societal stigma, and promote further inclusivity are ongoing objectives for the LGBTQI+ community and their allies in Thailand.
The Thai government does not have an explicit ban or policy preventing LGBTI individuals from working in the public sector based on their sexual orientation or gender identity. But it still remains very conservative and relatively closed to LGBTQ+ workers.
Vipawan has thrived in a male dominated sector as a woman part of the LGBTQI+ community, she has benefitted from opportunities that never questioned her gender identity or sexual orientation but her skill as a worker and a trade union activist.
Legislation plays a big part in acceptance in communities and workplaces. As trade unions we have a role to play when it comes to pushing government and changing policies to make societies more inclusive and to ensure that all workers no matter their gender are protected.
Entering the workplace with your gender identity intact
TATA is one of India's biggest companies and plays an important role in the community in Jamshedpur, where its operations are spread.
The company has a complex history with unions and the workforce, marked by both conflict and cooperation. In recent years, TATA has demonstrated a commitment to engagement, cooperation, and employee welfare, reflecting a shift towards a more positive and productive relationship with its unions and workforce.
The TATA company has become a beacon of hope for LGBTQI+ workers seeking acceptance and equal opportunities in India. The company has implemented policies that prioritize inclusivity and foster a culture of respect.
IndustriALL met with a group of transgender workers and trainees at TATA’s training facilities in Jamshedpur, to understand how the company reached out to them and what has been put in place to make them an integral part of the workforce.
The company advertised the training course for LGBTQI+ community through job portals and NGOs throughout the country and actively reached out to advertise their training programme. The company also made efforts to help provide training for TATA employees, trainers, and staff on the shop floor to learn and accept this added diversity that would be introduced in the workforce. This would be an instrumental step in ensuring that the trainees were fully integrated in the workforce.
TATA training center in Jamshedpur
Yashasvi
“There is a lack of gender awareness, my family didn’t accept my coming out, and my education and future goal were impacted because I was not accepted. Then some people get into drug addiction and have no future at all.”
Rohan
“The workplace is more accepting now compared to 2022. The TATA mentorship programme and buddy system which allows us to share issues with our seniors has helped a lot. Coming out as transgender in 2017 meant that I had to leave school and enter the informal sector, which mostly consists of daily wage labour and gig work. I come from a small town in West Bengal where even wearing pants as a woman is not accepted.”
Shukla
“This is how I have always been, my mother thought that it would be something that would pass but it didn’t, this created issues at home regarding acceptance. I am from Kalkutta where I used to work in finance, people didn’t accept me in my previous workplace. I am fully accepted as myself in this workplace.”
“You enter TATA with your gender identity intact! This is extremely important,”
Raj
“My family accepted my transition, but I faced discrimination in college since my birth name was a female name. My peers were judgmental about my gender identity. I took up odd jobs in the informal sector, which was not easy at all, before applying to the training course at TATA.”
Aarav
“I experienced discrimination in my neighbourhood. My mother would be told that I was a girl behaving like a boy. I didn’t face violence but one day my father got angry and got rid of all of my male clothes. I couldn’t finish school and had to take up odd jobs to survive.”
Anubhav
“My elder brother is also trans man and that made me hide my identity growing up as I didn’t want my family to be troubled further. While growing up, I came in touch with a sports coach and trained as an athlete and even represented my province. This helped me quite a bit as I would spend a lot of time away from my family and neighborhood’s discriminatory gaze.
IndustriALL’s affiliate in TATA is not only bolstering the company’s effort to create safe spaces for trans workers but are also exploring avenues to include trans workers in union structures to make organizations more inclusive. TATA is doing its part in terms of its duty of care towards employees and workers must build on this.
Creating more inclusive unions should not be a goal – it should be a reality
Unions can be catalysts for change in advancing LGBTQI+ inclusion in the workplace and society at large. By challenging discriminatory practices, fostering awareness, and creating safe spaces, these unions are laying the foundation for a future where all workers can thrive regardless of their sexual orientation or gender identity.
Unions, sometimes together with employers, can create a more inclusive and supportive environment for everyone. The experiences of LGBTQI+ workers who have found empowerment and recognition prove that diversity enhances productivity and can contribute to a prosperous future for employers and workers.
Creating more inclusive unions should not be a goal but a reality because the workforce is already changing. Workers are already diverse, and unions must take their issues seriously. Unions have to have inclusive structure as it will ensure they are at the forefront of workers’ struggles of today.
"Unions have to stand up for all working people whatever their background. As unions we need the biggest collective possible to win good collective agreements and good working conditions, These examples from Sri Lanka, Thailand and India show a very strong commitment to including LGBTQI+ workers to strengthen these communities, but also to strengthen the trade union movement in general. We need more examples like this."
Says Atle Høie, IndustriALL general secretary.
Net Zero Authority in Australia to ensure just transition for workers
On 5 May, the Australian government announced the establishment of a national Net Zero Authority, based on extensive consultation with workers, unions and community representatives in energy regions already grappling with changes caused by decarbonisation.
The national Net Zero Authority will support workers in emissions-intensive sectors to access new employment, skills and other support as needed, and support energy regions to diversify.
It means that the future of workers in emissions-intensive facilities facing closure won’t be left up to employer programmes and local jobs markets. The Authority will have powers to support workers into new jobs and to facilitate investment in affected communities to create the good jobs of the future.
The Authority will also coordinate programmes and policies across the Australian government to support regions and communities to attract and take advantage of new clean energy industries and set those industries up for success as well as help investors and companies to engage with net zero transformation opportunities.
IndustriALL affiliate MEU has been campaigning for a transition authority for some years and welcome the establishment.
“We know from looking around the world energy transition can be done well or poorly, with consequent positive or devastating outcomes for energy-dependent regions. With this announcement, Australia is setting out on a path of doing energy transition well,”
says MEU general president Tony Maher.
“The government has listened and taken action to make sure that workers and communities, who are reliant on emissions-intensive industries, aren’t left to bear the brunt of national efforts to address climate change.”
Says Tony Maher.
Diana Junquera Curiel, the IndustriALL director for the energy industry and just transition says
“this is a great example of what can be achieved when workers and unions are part of the Just Transition conversation. We hope that the Authority will help the energy transition in the country to become a real just transition for all.”
Workers strike for better wages at ArcelorMittal Liberia
After the deadlock, the union went to the National Labour Court where it was awarded a five per cent wage increase. Management refused to comply with the court ruling and the workers went on strike to push for their demands. The court has urged both parties to negotiate the collective bargaining agreement.
UWUL said it was shocked to find out that two workers employed on the same day and with the same experience and skills were paid different wages. The union says this is against the principle of equal-pay-for-work-of-equal value that it wants the company to implement. UWUL says the management is practising nepotism through the employment of friends and relatives in violation of the collective bargaining agreement.
“We approached the Ministry of Labour for mediation on the stalemate before approaching the courts. Although the Labour Court ruled in our favour, the management is not budging. This is why we are still on strike and will continue the collective job action until the management comes to the negotiating table,”
says Dave Seneh, UWUL general secretary who is coordinating the strike.
“We call on ArcelorMittal to intervene and call upon its management at ArcelorMittal Liberia to resume contact with UWUL which has not been the case in the last week and re-establish a dialogue with the union in good faith, receptive to the fair demands of workers, and willing to implement in full the collective bargaining agreement,”
says Atle Høie, IndustriALL general secretary.
UWUL hopes the strike will be settled by an offer which is acceptable to workers, as what happened when ArcelorMittal South Africa signed a three-year collective agreement with the National Union of Metalworkers of South Africa (NUMSA). In the deal the workers got a 6.5 per cent annual wage increase for three years, increases in allowances, and other benefits. But the South African wage deal, signed on 8 May, came after talks were deadlocked and NUMSA had announced preparations for the “mother of all strikes” at ArcelorMittal.
AML employs 3,000 workers at its iron ore mines at Yekepa and Bong mines and is expanding its mining operations through building processing plants. It also runs a railway, operates a port terminal, and is the largest foreign investor in Liberia with over US$1.7 billion invested in its businesses in the last 15 years.
Photo: Workers parked the trucks as part of the protest
Trade unions fight for workers’ rights
Workers’ rights across the globe, are under attack and trade unions play a huge role in defending workers and fighting to make their lives better.
In South Korea government authorities interfere in legitimate trade union activities and workers’ rights, even though the country ratified ILO Conventions 89 and 98 in 2021. On May Day Yang Hoe-Dong, a district leader of the Korean Construction Workers Union (KCWU), tragically set himself on fire to protest harassment of trade unionists by government authorities.
Unions in Thailand are calling on the government to implement ILO Convention 87 on freedom of association and the protection of the right to organize, and ILO Convention 98 on the right to organize and bargain collectively. However, the Thai government argues that the conventions cannot be ratified until domestic labour laws are amended and national security concerns addressed.
The ILO Declaration of Fundamental Principles and Rights at Work is a commitment by governments, employers' and workers' organizations to uphold basic human values. Adopted in 1998 and amended in 2022, the Declaration commits member states to respect and promote eight fundamental principles and rights in five categories, whether or not they have ratified the relevant Conventions.
Health and safety is a fundamental principle and right at work, adopted by the ILO in 2022. Shipbreaking is considered to be one of the most dangerous jobs in the world. This year is crucial for improving safety, because Bangladesh has committed to ratifying the Hong Kong Convention for the Safe and Environmentally Sound Recycling of Ships (HKC). When the Convention enters into force, it will create a health and safety baseline that will drive up conditions and transform the lives of shipbreaking workers on the subcontinent and elsewhere.
IndustriALL's global campaign for the ratification and implementation of ILO C176 – Safety and Health in Mines Convention, 1995, is a fundamental pillar of IndustriALL’s Strategic Approach to OSH in the Mining Industry, the Trade Unions Save Lives effect. In recent years Pakistan has become a country of focus for the global campaign and good progress is being made with social partners in Pakistan with the help of the ILO Pakistan country office and ILO headquarters.
We need to work together to fight for workers’ rights and achieve a #justfuture.
