G20 Training Strategy Bridging Education, Training, and Decent Work

1. G20 Training StrategyBridging Education, Training, and Decent Work CONFERENCE ON NEW SKILLS FOR NEW JOBS IN THE WESTERN BALKANS Sarajevo, 12-13 July 2012 INTERNATIONAL LABOUR ORGANIZATION Skills and EmployabilityDepartment (EMP/SKILLS)

2. Bridging the world of education and training to the world of work, • To improve the employability of workers, • To increase the productivity and competitiveness of enterprises, • To expand the inclusiveness of economic growth

3. G20 Training Strategyfor strong, sustainable and balanced growth • Pittsburgh Summit, September 2009 • Called for putting quality jobs at the heart of recovery • Adopted framework for strong, sustainable and balanced growth • Asked the ILO, in partnership with other organizations and with employers and workers, to develop a training strategy • “.. to strengthen the ability of our workers to adapt to changing market demands and to benefit from innovation and investments in new technologies, clean energy, environment, health and infrastructure” • Washington Ministerial Meeting, April 2010 • Accepted the draft assessment, conceptual framework, and building blocks • Toronto Summit, June 2010 • Received and welcomed the G20 Training Strategy document • Seoul Summit, November 2010 • Human resource development pillar to build on the G20 Training Strategy to strengthen national vocational education and training institutions and programs

4. G20 training strategyDrivers of change - the  “Why” On supply side: Demographic challenge Educational attainment Commitment to inclusive growth On demand side Globalization of markets Technological innovation Climate change

5. G20 training strategy- the Core Messages • Broad based good quality general education • Seamless pathways from education to TVET to the world of work • Employability through core skills, continuous learning and portability of skills – Enabling workers and enterprises to adjust to change • Sustaining a dynamic development process: Use skills as a driver of change • Policy convergence and coordination mechanisms HOWEVER... The potential benefits of training are not realised without job-rich growth

6. G20 Training StrategyBuilding blocks - the “How” • Anticipating skill needs • Participation of social partners • Sectoral approaches • Labour market information and employment services • Training quality and relevance • Gender equality • Broad access to training • Finance • Assessing policy performance

7. Countries that sustain a “virtuous circle” link education, skills, decent work by… Coordinating! To close the gaps between… • … basic education, vocational training, and the world of work • … training providers and employers at sector and local levels • … skills development and industrial, trade, technology and environmental policies • … developmentpartners • Avoid skill gaps today and drive economic and social development tomorrow.

8. Action 1: Conceptual framework Indicators of skills for employability • Inter-Agency Group on TVET: • Working Group on Indicators – to improve countries’ evidence-based policy design and policy monitoring • ILO contributions: • Concepts and indicators on school to work indicators • Labour Force Survey modules • School-to-Work Transition Surveys

9. Action 2: Pilot Countries Action Plans on Skills for Employment • Country selection criteria • Seoul Agreement: “self selected countries” low-income countries • Development Working Group accepted additional criteria: • Country had asked at least 1 intl org for support on skills (evidence of eventual sustainability) • Those intl orgs had mobilised some funds with which to respond • Geographical distribution • Current pilot countries: Malawi, Benin • Additional proposed: Bangladesh, Haiti

10. Pilot Country Action PlansSkills for employability • Hoped for benefits to Pilot Country • Support implementation of national development strategy and employment objectives • Benefit from, and to contribute to, knowledge-sharing on skills for employment • Identify gaps or priorities for further support • Improve skills for employment indicators • Expectations from the Pilot Country • Coordinate teamwork by the international organizations in support of the Action Plan (ILO, UNESCO, development banks) • Willingness to share experiences, especially with other countries in the Region • Strengthen the mechanisms or institutions for coordination among projects and across Ministries

11. Action 3: Public-Private Knowledge-Sharing Platform on Skills for Employment • Meet constituents’ requests for analysis of WHY approaches and policies work – with what financial and human resources, over what period of time, with what complementary policies and institutions • Design user-friendly format – meeting different audiences’ needs for different length of documents • Use the Conceptual Framework and the Building Blocks as the organizational framework • Build partnerships with the other international organizations – sharing knowledge products and maintenance costs

12. Potential Outcomes and Impact • G20 Training Strategy expands visibility & outreach of ILO tripartite agreements on skills development strategy • Knowledge-Sharing opportunities: • Turin workshop on implementing the G20 Training Strategy, May 2011; • Turin Technical workshop on skills indicators, March 2012 • Joint ILO/UNESCO TVET reviews and tripartite workshops in Malawi, Benin and Haiti in 2011 • Prospects to support inter-project coordination in pilot countries such as in Haiti, as planned for 2012 • Prospects for some G20 Countries to invest in pilot country work, or extend work to other countries, for example Russia funding G 20 Training Strategy implementation work in a number of Asian countries • Monitoring use of knowledge-sharing platform

13. THANK YOU