Published on 10th October 2019
In 2019, the World Employment Confederation is launching the first “WEC Awards” to highlight its members’ contributions to the advancement of the industry and the enhancement of labour markets. For this first edition, three categories were available: “Leadership in Social Innovation”, “Outstanding Advocacy” and “Rising Federation”. The winners will be revealed during the World Employment Conference taking place in the Gold Coast, Australia on 29th October. Here are the federations who made it to the final stage.
In a changing world of work characterised by more volatility, uncertainty and diverse forms of work, the employment industry must come up with innovative solutions for working, learning and providing social protection for all. For federation members of the World Employment Confederation to genuinely lead in this changing world of work they must innovate with schemes and activities to empower people and companies. This award recognises the true federation leaders in the changing world of work and aims at rewarding experience and concrete initiatives that WEC national federation members have developed to improve the working lives of people.
Federgon’s transition path is intended for employees whose job is threatened. The scheme offers an integrated path combining intensive career coaching and/or training and is designed to lead to a transition contract of several months (e.g. 3-month contract) in a licensed temporary work agency. During this period of time, the worker can try out a new role at one or more companies before committing to it. The transition path is a form of proactive activation that makes it possible to skip the unemployment phase and help people to move on to another job.
With a growing amount of cases reported, governments across the United States are attempting to curtail harassment in the workplace by requiring employers to provide prevention training to workers. To support its members in providing such education, ASA developed an online training solution, addressing the unique nature of staffing’s joint-employer arrangements and all applicable laws. The learning experience combines story-based video scenarios, micro-learning, interactive games, legal instruction, and more.
The World Employment Confederation is the voice of the employment industry and, in a changing world of work, the strength and influence of this voice must be compelling. This award recognises the critical importance of outstanding advocacy program, campaign or event that has delivered respect, understanding and real impact through stakeholder influence.
The retail sector sought to hire directly temporary workers through the status of ‘intermittent work’, which would have resulted in those workers performing work under precarious conditions, compared to the guarantees they benefit from when hired through a temporary work agency. FENASERHTT brought together decision-makers, business, unions and society to maintain the role of agencies and the proposal from the retail sector eventually did not materialise. The consequences were positive in terms of increasing the number of formal jobs to their best levels since 2013 and increasing the number of temporary work agencies opened to facilitate the placement of retail workers in Brazil.
To oppose the severe restrictions put on the agency work sector by the adoption of the “Decreto Dignità” by the government, Assolavoro implemented “LavorodiValore” – the first massive communication campaign on the sector rolled out on a national scale. Through short and fun videos, the campaign breaks down the myths about agency work and explains its benefits for workers. Over four months of running the campaign, public sentiment about agency work has improved and Assolavoro is considered an influential and reliable labour market player.
The creation of a trade association was instrumental in ensuring the rightful set-up of the regulatory framework for the agency work sector in Russia in the 2010s. Starting from a total ban on temporary staffing, the sector was able to get the draft legislation evolve to a system allowing the services, based on accreditation. By organizing itself and ensuring continuous dialogue with decision-makers, ACHAZ successfully created a market for temporary employment services in Russia and offers secured and legal employment opportunities to workers.
In 2018, ASA proactively advocated for a federal rule that would substantial reduce the industry’s federal tax burden. After being contacted by several members inquiring about the “passthrough” rule, ASA determined that a “grey area” existed regarding the types of companies that could take advantage of that tax deduction. ASA believed that staffing companies should be eligible for the tax-break and engaged in a dialogue with treasury officials to advocate for the industry’s position; resulting in a positive outcome.
The World Employment Confederation derives its strength through the commitment of its federation members to leadership, continuous improvement and good governance. This award recognises the inspirational development of a national federation, over the past three years, such that the federation stands as a model for other confederation members, in its class, to admire and follow.
Over the last three years, the NRF has grown significantly, increasing the range of its services to members and its level of professionalism. From a staff of two, the NRF grown to currently eight full-time employees, one part-time person and four sub-contracted experts serving 175 members (about 95% of the industry’s revenue turnover). Upskilling of members and raising industry standards are a key focus for the NRF which has constantly expanded its education offer to now offer the only undergraduate degree for recruiters on the national framework of education. The NRF reckons that active involvement in international organisations such as the World Employment Confederation and exchange of best practices with their peers spurs further improvement and innovative thoughts.
After years in experiencing a decline in membership numbers, RCSA reversed the trend around 2017 thanks to a rebrand and the adoption of a member-centric focus. In 2016-17, RCSA acquired 86 new corporate members. This increased to 133 new corporate members in 2017-18. Despite an increased offerings in terms of communication, learning & development, networking and certification, the staff headcount has remained consistent throughout as the organisation found ways to work in a smarter and strategic way. The new foundation has helped RCSA to develop strong relations with business and government and secure important policy changes.