Developing comprehensive labour systems

Providing methods and structures to assure that the individual will receive a compensation for his work, thus providing occupational incentive and equitable treatment. The effect is the re-imaging the worker's view of himself or herself as a responsible and equal participant in the decision-making process relative to his employment, rather than as a victim of the system.
An integral part of integrating labour capabilities through a global network of employable exchanges.
Tactics include: participation design to provide channels for the participation of all age groups in the policy and decision-making process; occupational planning to provide tools for building comprehensive visions for assuring job security; methods development to train in the use of tools for honouring the wisdom of all in correcting labour irregularities; adequate income to provide equitable compensation for every man; and joint committee to enable employer-employees to share management's responsibilities and provide accountability. An example is the creation of a local organization of tenant farmers which negotiates with farmers on wages and communicates with other similar organizations for support and wisdom.
Type Classification:
C: Cross-sectoral strategies
Related UN Sustainable Development Goals:
GOAL 1: No PovertyGOAL 2: Zero HungerGOAL 3: Good Health and Well-beingGOAL 4: Quality EducationGOAL 5: Gender EqualityGOAL 6: Clean Water and SanitationGOAL 7: Affordable and Clean EnergyGOAL 8: Decent Work and Economic GrowthGOAL 9: Industry, Innovation and InfrastructureGOAL 10: Reduced InequalityGOAL 11: Sustainable Cities and CommunitiesGOAL 12: Responsible Consumption and ProductionGOAL 13: Climate ActionGOAL 14: Life Below WaterGOAL 15: Life on LandGOAL 16: Peace and Justice Strong InstitutionsGOAL 17: Partnerships to achieve the Goal