OSH training with FSP-KEP - The first training was a follow up on the training done with KEP in 2007.
OSH training with FSP-KEP - The first training was a follow up on the training done with KEP in 2007. But out of the 18 trainers that turned up for the training only 5 were from the earlier basic training. So the schedule for the training had to be a compromise of the basic and advanced training again to meet the needs of the mixed bunch present. The trainers were quick to assure the facilitators that they had knowledge about OSH and that they were not that green.
The training was divided into an introductory sessions where there was discussion and sharing on OSH issues in Asia and the role of AMRC as a regional labour organisation. There was also a presentation on ANROAV and its role in the Asian region to link up victims groups, NGOs, trade unions and OSHE centres.
This was followed by introducing the hazard mapping exercise as this is an important technique for the trainers to use to identify the hazards at the workplace and which they can use in their future trainings. In the first training, the content was a mixture of basic and advanced modules.
Participants did give feedback to facilitators on their progress after the last training in Indonesia. They have been active in their factories and workplaces to set up OSH committees and bring about changes in OSH conditions in their factories. The training started off with hazard mapping as a technique for trainers to identify and document the hazards in their workplaces to help them in the plan later post training in the next year 6 months to one year. This was followed by the introduction of hazards like chemicals, heat and then on gender and sexual harassment. One of the interesting things that we observed in this training with FSP KEP is that for the basic training and for the follow up training all the trainers were men. This is an issue that the facilitators addressed because when they were discussing the composition of workers in the factories earlier, women workers were about 80% in more than one of the factory where the union representatives were from. But when they were questioned as to why there are no women in the training, they replied saying that they were too busy taking care of their families etc. It was therefore imperative to address this issue as this reflected the gender insensitivity on the part of those present as they just brushed issue aside as if it was not important. And for them to understand the importance of supporting and understanding the sisters who are in the union and why they require more sensitivity on gender division on labour. One of AMRC long term goals is to build women leadership at the grass root level and this training is one of the areas in which we are working on at the ground to bring about change in the mindset and thought process of the unions we are working. Though we cannot expect change overnight, it is a process that we want to nurture and grow in our partner organisations in Asia.
The next session was on labour law in Indonesia that was facilitated by LBH, Bandung. This session was in relation to laws, compensation on OSH issues for workers. There was a session on removal of hazards and what should be the principles as a union to protect workers in the factory. Finally, the members of the training drew up an action plan on what the way forward will be in regards to OSH as an agenda in their union and how they will mainstream in it the issues they work for in the factories and work places. The plan they drew was at the plant level with the union and at the federation level.
Basic Training on OSH - The second training with had 30 participants in all out of which there were a few participants from KASBI and other unions who were also from the federation level at the training. The training had trainers from at least 9 unions present and this is the first time there were so many unions represented in the training. This training was also conducive to get them to interact with one another and share ideas and brainstorm about how they tackle and work on OSH issues in their unions and also share their experiences with others.
This training was also an opportunity for the staff of LIPS and LBH (i.e.) Agung and Fahmi to be facilitators in some of the sessions so that they gain confidence and are able to carry out future trainings in Indonesia on their own with AMRC directly involved in it.
AMRC goal is to build resources and the capacity of our partners in Indonesia so that we can retreat and they take over the program. This also ensures sustainability of the program in the long run and then AMRC role will be that of a supporting one.
This training had a very active and vocal bunch of trainers who participated very well during the course of the 2 days. The first session was of hazard mapping where because of the diversity of the unions involved there were presentation from at least 6 groups and trainers from different industries were clubbed together mainly based on the unions and industries they worked in. There was a big group from KASBI who worked in the retail industry for Carrefour who spoke at length about the fire the past couple of years from the Carrefour factory. There were presentations about factories that work on chemicals, garment and textile, ice cream, plastics, pencil, metal and other industries.
Then the training moved into sessions on chemicals, noise, ergonomics, heat, stress and sexual harassment. LBH led a discussion with the group on labour law and how the laws apply with regards to OSH and compensation in case of occupational accident and diseases. The role plays and the participatory activities during the training went off very well as this group of trainers were very enthusiastic and they put in a lot of effort in preparation and presentation.
During the action plan and way forward for this group of trainers, this session was carried out completely by LBH and LIPS as they are going to be the focal point and all the unions will be in touch with them regarding the OSH training and their plan and co-ordination wit the other unions. It really helped to have representatives from the federation level present in the training which showed the willingness of the unions involved to take
OSH seriously into their work plan and also implement decisions and changes at the federation level which will translate into the factories of their members as a core issue that they will work on. The trainers drew up an action plan at the plant level and at the union level over the next 6-8 months on what they will do concretely with the information they have gained at this training to make practical changes in their factories and also long term changes at the factory, union level and federation level.
LIPS and LBH will follow up with the trainers and in the coming month or so will have individual meeting with all the unions involved to check their progress and commitment to making occupational safety and health an integral part of their union work for the future.
Conclusion - Post training AMRC had an evaluation meeting with LIPS and LBH on both the trainings and how we should move forward in Indonesia with regards to OSH training. The crucial issue is that if the program in Indonesia with regards to OSH training should be sustainable and long term impact with the unions we are working with. Then we need commitment of the unions that this is a core issue for them and they are really dedicated to working on OSH at their union and plant level. If not, we will make no progress to build o the OSH program with the unions we are working with.
To ensure sustainability, LIPS and LBH take on the role to be the core institutions in this intervention. They will keep in touch with unions, ensure that the action plan in the training will be implemented at the union level, plant level and the federation level. Both organisations will play a key role through regular communication with the representatives of the unions involved in the training to ensure that they are making progress. To take this OSH training to the next level, they have to make the unions understand the need to have the same trainers attend the advanced training as there needs to be continuity and these participants will be the resource for their unions to carry out subsequent trainings independently with support from LIPS and LBH. AMRC of course will be there for any further resource or support needed by the unions in Indonesia.
This is the problem that we are facing in Indonesia right now as this is the third basic training we are carrying out but we are not making progress as there is no continuity and the participants are a new bunch each time. To ensure, this situation does not repeat again, AMRC has therefore involved LIPS and LBH in this program in Indonesia. Both organisations take the responsibility to follow-up with the unions on the plan that they have laid out at regular intervals and check on their progress. They also become key trainers/ facilitators for the unions in Indonesia and then the trainings can progress to the next phase. The role in these trainings is for AMRC to be the resource organisation but to withdraw slowly giving the local organisations the key role to play.