Managing the Mix Managing the Mix An ILO Perspective An ILO Perspective L. Howell L. Howell Senior Specialist for Employers’ Senior Specialist for Employers ’ Activities Activities I nternational I nternational Labour Labour Organization Organization I LO Sub regional Office for the Caribbean I LO Sub regional Office for the Caribbean 1
Objectives of this Session Objectives of this Session l To acquaint participants with the changing regional and international operating environments as contributors to diversity . l To sensitize CEOs and HR Practitioners on the concept of diversity and the difference from equal opportunity programmes l To demonstrate the practicality of managing diversity through the exchange of professional and personal experiences 2
Decent Work THE I LO I S ---- ---- THE I LO I S Embodies the ILO Constitution “ an entity of the United based upon its fundamental Nations specializing in principles and rights at work labour issues, structured and promoted through its four in a tripartite fashion, strategic objectives and having as its main function to Defined as productive work defend the rights of where rights are protected, employers and workers and adequate income is generated, advise the different sectors and social protection is involved in the issue” adequate “the most influential and universally-recognized Also means that employment, global organization income, and social protection setting standards on the can be achieved without conduct of labour and compromising workers’ rights social relations” 3 and social standards.
GLOBALIZATION GLOBALIZATION l A process of growing inter-dependencies between people l People linked together economically and socially by trade, investments and governance l Links spurred by market liberalization and information, communication, and transportation technologies --- MOVEMENT --- 4
Trading blocs of the Western Hemisphere Trading blocs of the Western Hemisphere 5
Trading Bloc Countries Year Population Established (million) 1988 103 Bolivia, Columbia, Ecuador, Peru Andean Pact and Venezuela 1973 14 Antigua and Barbuda, The Bahamas, CARICOM Barbados, Belize, Dominica, Guyana, Grenada, Haiti, Jamaica, Montserrat, St. Kitts & Nevis, St. Lucia, St. Vincent & the Grenadines, Suriname and Trinidad & Tobago 1993 31 Guatemala, Honduras, Nicaragua, CACM Costa Rica, and El Salvador, with Panama and Belize as observers 1995 200 Argentina, Brazil, Paraguay and Uruguay Mercusor 1994 387 Canada, Mexico & USA NAFTA 6
CSME CSME Global Global The Competitive Environment The Competitive Environment 7
Adaptation is key since… … Adaptation is key since • …..the various trading blocs are changing the landscape related to how we do business regionally and internationally. • ….our survival will how quickly depend on how quickly we adapt to the changes how well we manage and how well the diversity it brings 8
Enterprise Development Trends driven by Globalization/Integration How we work needs to change in order to keep pace -- outdated work systems need to be replaced in order to keep pace with the new economies l Developing small enterprises – to respond to the new cadre of new employers (formerly workers); to stay in business as well as to start business l Improving productivity for competitiveness l Attracting a skilled/multi-skilled workforce l Satisfying the appropriate working conditions l Searching for best practices/new forms of management teams, performance-based pay systems, etc. 9
Human Resources Management Trends driven by Globalization/Integration Enterprise competitiveness closely linked to human resources l management (HRM) to create and profit from global connectivity New emphasis on hiring people not only for what they know but also l for how they can apply what they know -- to create and profit from global connectivity ************************* Skill training for employability l Retraining/mentoring/ experience-sharing l Management training/ development of leadership skills l Adding value to human resources through proper development, l utilization, and allocation Equality of opportunity and treatment l 10 Meeting individual as well as organizational goals l
Legislative & Policy Issues and Trends in the Caribbean Compliance with fundamental rights at work, is a pre- condition for a successful national and workplace process yet………. l Updated legislation is essential since it has been lagging behind international norms & standards and should accommodate the increasing number of entrants in the working world ( i.e., women, youth, the disabled, etc.) l Many persons still do not know their rights and responsibilities and thus do not recognize, acknowledge, or know how to participate in the new operating 11 environment calling for re- integration……………….
Change in the Caribbean Change in the Caribbean l The Caribbean region is in the midst of economic, political, and social restructuring l Employment is a priority with many fundamental issues on the national “Decent Work” agenda such as: – enterprise development – youth empowerment – infrastructure development – social protection – security – general equality l The Solutions?... 12
The Challenges of Change in the Caribbean The Challenges of Change in the Caribbean l .... Need more focus on the quality as well as on the quantity of work that allows for: – An even distribution of the economic & social benefits – An assessment of the level of preparedness to address the social aspects in tandem with the economic aspects. – Participatory negotiations to reform the legislative and regulatory environment related to labour and social issues in addition to economic issues (i.e., employment policy, labour law reform, investment incentives, SME development, minimum wage, OSH, corporate social responsibility, etc.) – Emphasis on education and training for employability 13
Our Summary Agenda Our Summary Agenda Social Governance Protection Issues Need for Unity Preparedness for change Enterprise Skills and Employment employment development employability creation relations and competitiveness 14
Business and Employment Agenda Business and Employment Agenda Productivity & Culture, work Infrastructure development competitiveness attitude, ethics, and security measures in accountability Employment place to attract and creation; updated maintain businesses labour market data JAMAICA Effective JAMAICA Timely consultation, Leadership/ communication, and Management consistency in applying regulations Skills accreditation, Updated legislation & and procedures qualifications and workplace policies Training and procedures for (i.e., investment code, development revenue code, labour law marketability and reform, employment employability for policies, OSHA, etc.) 15 available jobs
Creating an Organization’s Comparative Advantage Which Comes From: Creating a Managing Cultivating the positive the collective knowledge & culture within talents of both responses to the management & make change workers organization work for them 16
Measuring Success Through HRM Measuring Success Through HRM We can only manage effectively effectively We can only manage what we can measure what we can measure l Rate of employee turnover l Management stability l Number of conflict reports l Number of preventions as wells as resolutions l Level of Productivity l Rate of Sickness/Absence l Image from the customer/client perspective 17
WHAT IS CULTURE? WHAT IS CULTURE? l The hidden values, attitudes, beliefs, and practices that drive behavior l The collective human qualities that make up an individual or group l Is also an attribute of a society, community, or organization l Influences the operating environment in which we live or work l Must first be acknowledged and understood if positive changes are to be made and sustained. 18
Some Basic Premises about Diversity (1) Some Basic Premises about Diversity (1) l Defining Diversity: – Mixtures characterized by differences and similarities that are applied in pursuit of the organization’s objectives – Captures the concept of “otherness” – human qualities that are different from our own & outside the group to which we belong, yet are present in other individuals and groups. – Is broader than ethnicity, race, gender – encompasses a wide variety of other differences – i.e., work experience, parental status, educational background, geographical location, & much more. The Caribbean region clearly manifests the concept of diversity 19
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