The International Labour Organization (ILO) trains Eswatini Employers on Occupational Safety and Health (OSH) Conventions and Violence and Harassment C190

The three-day training session aimed at enhancing Eswatini employers' understanding and compliance with the principles and provisions of the two fundamental OSH Conventions, namely the Occupational Safety and Health Convention, 1981 (No. 155) and the Promotional Framework for Occupational Safety and Health Convention, 2006 (No. 187), as well as the Violence and Harassment Convention, 2019 (No.190). It was a collaboration between ILO’s four departments ACTEMP, NORMES, FUNDAMENTALS and GEDI. 

As emphasised by Occupational Health and Safety Specialist Penny Munkawa:” Issues of violence and harassment and the need for respect and inclusivity in workplace have changed the occupational risk profiles, deeming the traditional methods of risk anticipation, assessment and management archaic. We need to evolve and capacitate all involved. “ 

The agenda for the training program included interactive workshops, presentations, case studies, and group discussions. The first day focused on understanding Conventions Nos 155, 187 and 190, examining their scope of application, their applicability, and the rights and responsibilities of employers in preventing and addressing violence and harassment in the world of work. The second day was on promoting prevention strategies, including identifying risk factors, developing prevention policies, and integrating prevention measures into organizational frameworks. The final day emphasized responding effectively to incidents, fostering a culture of respect and inclusivity, establishing reporting mechanisms, providing support to victims/survivors, ensuring a fair investigation process, and promoting diversity, equity, and inclusion.

Employer participants from diverse industries and sectors in Eswatini, participated including decision-makers, managers, human resources personnel, Employee Wellness officers, and OSH focal points. The training achieved several outcomes.

• increased awareness and understanding of obligations under the Conventions Nos 155, 187 and 190.
• strengthened capacity to develop and implement effective prevention and response strategies.
• enhanced commitment to creating inclusive, respectful, and safe workplaces
• the establishment of a network of employers committed to promoting the principles of the two fundamental OSH Conventions and Convention No. 190 within their respective organizations.

Positive feedback was received from participants:

• one participant wrote “Develop OSH Policy beyond the statement that it is; incorporate all the components in the provided outline”. 
• another wrote “One key takeaway is the emphasis on creating a balanced work environment that promotes inclusivity, diversity, and respect. These conventions prioritize and promote the establishment of a fair and equitable workplace that does not discriminate based on gender, race or disability but instead encourages a culture of inclusivity for all. This, in turn, contributes to the well-being of organizations or businesses by fostering a healthy work environment and increasing productivity.” 
• And another wrote “Workplace OSH policies and risk assessment with worker participation and consultation ensures an informed decision making towards preventing injuries, disease and violence at the workplace.”