The Role of International Actors in Enhancing Labour Relations in Africa; a Case Study of International Labour Organization (Ilo) in Kenya

Abstract

The African continent has been identified as one of the rapidly developing and growing markets in the world. As such, Africa has recorded the highest economic growth rates than any other region in the world. Developing countries in Africa are also being viewed as key economic hubs by international corporations and even foreign government agencies. The high rate of industrialization has led to an increase in the demand for labor and the rapid development of industrial relations. Unfortunately, most of the employers in Africa do not value industrial relations and are driven by pure radical capitalism over employee relations. ILO is the international organization tasked with ensuring that employees all over the world enjoy decent working conditions and treatment. This study has been guided by the radical capitalist theory in analyzing the role of the ILO and challenges faced by the organization in the Kenyan informal employment sector. Focusing on the Kenyan industrial sector, this study has conducted a quantitative survey on 112 participants derived from employees at ILO, Ministry of Labor, and the central organization of trade unions (COTU). Data collected from trade unions, ILO offices in Kenya, and the ministry of labor was in the form of primary and secondary data. Using the SPSS software to analyze data statistically, this study identified the key strategies applied by ILO, the role played by ILO, and the challenges faced by the organization in an attempt to ensure decent working conditions for the Kenyan employees. According to the findings of this study, ILO plays a key role in ensuring decent work and inclusivity in the informal sector through the promotion of employee rights and also advocating for better wages and salaries in the sector. The organization has also been found to play a key role in the promotion of diversity and inclusion of employees in the informal sector through public education programs and campaigns. This has created more employment opportunities for women and disabled employees and other groups in the country. The success of the ILO in the execution of these roles has been largely dependent on the employee helpdesk established by the ILO in Kenya. This study has also established the role of the ILO in the development of labor laws in Kenya. Among the major strategies applied by the organization are advocating for the development of laws governing child labor, minimum wages, and also advocating for the independence of trade unions. Other strategies include the development of collaborations with the Ministry of labor and also COTU to aid in the development of labor laws to protect local employees from capitalist employers. However, the organization has not been able to execute its mandate effectively in the country due to several reasons identified by this study. These are the declining influence of the organization in local affairs, low ratification of the ILO laws and conferences, lack of representation of the ministry of labor and COTU, and also the bureaucratic structure of the organization that hinder quick decision making. This study concludes that the challenges faced by ILO in Kenya are due to the communication and collaboration gap that exists between the organization and the Kenyan labor authorities. Although other factors such as the organizational structure of the ILO have contributed to these challenges, the major challenges are linked to poor collaboration, consultation, and communication. This study, therefore, recommends the establishment of an ILO representative office the ministry of labor, autonomy of the organization at the international level, and reviewing the process of labor law development and enactment in Kenya.