All publications for country

Baseline survey on the state of informality in the cultural and creative sectors in Zimbabwe

The study was conducted through a partnership between the International Labour Organization (ILO) and the United Nations Educational, Scientific and Cultural Organization (UNESCO), under the latter’s “Regional Creatives for Development” initiative intended to promote artistic freedom and foster decent work in the cultural and creative sectors. The study was motivated by a determination to close the gaps in the patchy evidence relating to the level of informality in the cultural and creative sectors in Zimbabwe. It explores the elements of decent work that are prevalent in the informal economy, namely labour rights; employment opportunities; social security and social dialogue; adequate earnings and productive work; working time, safety and health; and equal opportunity and treatment in employment. In addition, the study broadly categorizes the drivers of informality: the macroeconomic context, the regulatory framework, public institutions and enforcement mechanisms, micro-level determinants and attractiveness to informality. Finally it offers recommendations for relevant stakeholders in the culture and creative economy in the country to build a more resilient sector and transition towards formality.

Understanding informality and child labour in sub-Saharan Africa

This study examines the interrelationship of child labour and informality in 22 sub-Saharan countries.

Action Plan

Inclusion of persons with disabilities in workplace policies and programmes on violence and harassment, including SGBV: Action Plan

The ILO commissioned a study to assess the prevalence and impact of Sexual Harassment, Gender-based Violence, and other forms of Violence and Harassment in the workplace targeted at, or experienced by Persons with Disabilities in Zimbabwe. The Study was informed by organisations of persons with disabilities, tripartite constituents, and other national world of work stakeholders. Following the validation of the findings report, an Action Plan was developed to address the gaps and challenges. It is linked to the national Strategy for the Elimination of Sexual Harassment and Gender Based Violence in the Workplace in line with ILO Convention 190 and Recommendation 206. The Strategy seeks to protect workers in the world of work and provides a guiding framework for the development of policies on sexual harassment.

Final Report

Inclusion of persons with disabilities in workplace policies and programmes on violence and harassment, including SGBV: Final Report

The ILO commissioned a study to assess the prevalence and impact of Sexual Harassment, Gender-based Violence, and other forms of Violence and Harassment in the workplace targeted at, or experienced by Persons with Disabilities in Zimbabwe. The Study was informed by organisations of persons with disabilities, tripartite constituents, and other national world of work stakeholders. Following the validation of the findings report, an Action Plan was developed to address the gaps and challenges. It is linked to the national Strategy for the Elimination of Sexual Harassment and Gender Based Violence in the Workplace in line with ILO Convention 190 and Recommendation 206. The Strategy seeks to protect workers in the world of work and provides a guiding framework for the development of policies on sexual harassment.

Training Manual

Workplace training manual for policy development and programme implementation addressing gender-based violence and sexual harassment in the workplace in Zimbabwe

The Training Manual for workplace policy development and programme implementation on gender-based violence (GBV) & sexual harassment was developed to provide guidance to the world of work for standardized education and awareness training to eliminate violence and harassment in Zimbabwe’s workplaces. The manual is aligned to ILO Convention 190 and Recommendation 206. It is linked to the national Strategy for the Elimination of Sexual Harassment and Gender Based Violence in the Workplace in line with ILO Convention 190 and Recommendation 206. The Strategy seeks to protect workers in the world of work and provides a guiding framework for the development of workplace policies on sexual harassment.

Learning brief strengthening skills anticipation systems and processes

The purpose of this Learning Brief is to share the experiences of countries that went through process of planning for strengthening Labour Market Information and Skills Anticipation Systems. This document describes: How it was done? Who was involved? What good practices were applied? What were the challenges and lessons? This learning brief provides an overview of the action planning underway in some countries to address this issue. It all begins with analyzing the situation, formation of appropriate teams, development of action plan and strategizing to make things happen. These four key elements are central to effectively strengthening systems that deal with information in labour markets. The Brief was developed under the framework of the Skills Anticipation component of the Skills Initiative for Africa (SIFA) Programme. SIFA (2019–2022) was a programme of the African Union Commission and African Union Development Agency (AUDA-NEPAD), assisted financially by the German Government and European Union. AUDA-NEPAD partnered with the International Labour Organization (ILO) to build the skills anticipation capacities of African Union Members States, as a means for improving the development of evidence-based skills policies, strategies and implementation.

Decent Work Country Programme for Zimbabwe 2022–2026

ZIMBABWE NATIONAL ACTION PLAN 2022–2025 for Strengthening Labour Market Information System and Skills Anticipation Practices

The Zimbabwe National Action Plan is an operational document which sets direction and guides the establishment of structured and systematic skill needs assessment and anticipation in the country. The main objective of the National Action Plan is to strengthen the Zimbabwean Labour Market Information (LMI) skills needs assessment and anticipation system in the country. Skills mismatches exact high economic and social costs at all levels: individual, business and government and is both a result and a contributory cause of structural unemployment. A number of factors are influencing the evolution of skills demand and supply, and if left unaddressed they are likely to contribute to further skills mismatches in the future. The National Action Plan was developed under the framework of the Skills Anticipation component of the Skills Initiative for Africa (SIFA) Programme. SIFA (2019–2022) was a programme of the African Union Commission and African Union Development Agency (AUDA-NEPAD), assisted financially by the German Government and European Union. AUDA-NEPAD partnered with the International Labour Organization (ILO) to build the skills anticipation capacities of African Union Members States, as a means for improving the development of evidence-based skills policies, strategies and implementation.

Mapping of Labour Market Information and Skills Anticipation Systems and Practices in Zimbabwe

This report presents the findings of the mapping of existing Labour Market Information System (LMIS), practices and institutional arrangements. The objective was to map the existing data sources and providers, review current practices, capacities and institutional arrangements for labour market information (LMI) and skills anticipation as well as provide concrete recommendations for improvement of existing systems and structures. The mapping extensively reviewed existing literature on labour market information and skills anticipation; policy and legislative documents and frameworks, labour force surveys, establishment surveys, state of skills and skills audit reports, and reports on Technical And Vocational Education and Training (TVET). The mapping established, among other things, that Zimbabwe's LMI and skills anticipation system had a fragmented structure that hindered it from delivering expected results, and from ensuring more labour market responsive skills development. The mapping report’s key recommendations include: constant review and development of the curricula in line with changing technological developments, the future of work, trade and globalization, mobility of skills and the central importance of digital skills and policy priorities for the different sectors. The mapping was conducted under the framework of the Skills Anticipation component of the Skills Initiative for Africa (SIFA) Programme. SIFA (2019–2022) was a programme of the African Union Commission and African Union Development Agency (AUDA-NEPAD), assisted financially by the German Government and European Union. AUDA-NEPAD partnered with the International Labour Organization (ILO) to build the skills anticipation capacities of African Union Members States, as a means for improving the development of evidence-based skills policies, strategies and implementation.

Zimbabwe Horticulture Sector Skills Strategy (2022-2025) – Skills for Trade and Economic Diversification

In line with the National Development Strategy priorities and Zimbabwe Horticulture Recovery and Growth Plan, the Government of Zimbabwe, through the Inter-ministerial and tripartite plus National Task Team co-chaired by the Ministry of Higher and Tertiary Education, Innovation, Science and Technology Development and Ministry of Public Service, Labour and Social Welfare together with the Ministry of Industry and Commerce; and Ministry of Lands, Agriculture, Fisheries, Water and Rural Development, developed this Horticulture Sector Skills Strategy (Fruits and Vegetables). The strategy was developed following an International Labour Organization (ILO) Skills Anticipation Methodology called skills For Trade and Economic Diversification. The strategy is a critical document that articulates the needs and galvanises a sector together with its key partners to address specific challenges and ensure that the technical and vocational education and training that support human capital development in the fruits and vegetables value chain system functions well. The strategy intends to facilitate the integration of skills development into horticulture value chain development policies, thereby ensuring that the supply of skills is tailored not only to meet the skills demand of the fruit and vegetable value sector, but also to engineer the necessary growth in productivity which when sustained, will produce sustained decent employment. The Strategy was developed under the framework of the Skills Anticipation component of the Skills Initiative for Africa (SIFA) Programme. SIFA (2019–2022) was a programme of the African Union Commission and African Union Development Agency (AUDA-NEPAD), assisted financially by the German Government and European Union. AUDA-NEPAD partnered with the ILO to build the skills anticipation capacities of African Union Members States, as a means for improving the development of evidence-based skills policies, strategies and implementation.

Namibia Decent Work Country Programme 2019 - 2023

Namibia 2013/2014 National Profile on Occupational Safety and Health

Book

Exploring decent work in the pharmaceutical industry: Job creation in the production of medical cannabis in Lesotho and Zimbabwe

Is medical cannabis really capable of making a difference for poor countries in terms of growth and job creation? This book seeks to determine whether medical cannabis can indeed create jobs and wealth, notably in comparison with tobacco, for which the medicinal plant is deemed to be a viable substitute crop.

Bulawayo SME Centre Brochure

Building a Future on lessons learned from the Zimbabwe Labour Market (2010 - 2020)

Zimbabwe. ILO Spotlight Initiative. SGBV Poster 4

Zimbabwe. Strategy to Eliminate Sexual Harassment and GBV in the Workplace (2021 - 2025)

The development of the Strategy is in line with the broad function of Zimbabwe Gender Commission (ZGC), which revolves around promoting, protecting, enforcing and advancing gender equality in Zimbabwe as provided for by the Constitution. The Strategy is a tool to guide operations of the public and private sector organizations in fighting against gender based violence (GBV) and sexual harassment at the workplace.

Zimbabwe. ILO Spotlight Initiative. SGBV Poster 1

Zimbabwe. ILO Spotlight Initiative. SGBV Poster 3

Zimbabwe. ILO Spotlight Initiative. SGBV Poster 5