Frequently Asked Questions

Programmes that aim to contributing to decent work, do so through a variety of activities, targeting different groups and stakeholders while aiming for very different outcomes. Therefore, measurement of the success and progress of such activities should follow the logic of these activities. When a programme departs from a decent work deficits analysis (see related FAQ), monitoring should keep track of the extent to which such deficits have been overcome. Achieving decent work, however, is expected to lead to a whole range of positive impacts for those concerned and the society at large, such as reducing inequality and empowerment, and measurement should thus follow suit.
As such, what measurement approach and tools to use is highly dependent on the programme. The toolbox suggests making use of the Decent Work Check which was developed by the Wage Indicator Foundation, you can find that section and associated tools here. 

It is important to realize that programmes aiming to contribute to decent work come in many different forms. As such, good indicators range from an increase in income among the target group to changes in national legislation allowing workers to form unions. The toolbox provides suggestions on how to go about measuring progress towards decent work here. 

Due to the breath of the concept of decent work and therefore also of related programming, the toolbox cannot provide a comprehensive list of good practices. The toolbox, however, does provide information on decent work example projects listed here. In addition, resources included in the toolbox (here) can serve as useful leads to explore good practices. 

Decent work, as defined by the ILO, is a binary concept, work only qualifies as decent if it ticks all the required boxes. And, when work does not meet one of the criteria is, it cannot qualify as decent work. As such, the concept is not flexible. Nonetheless, context does determine what it means to meet certain criteria, for example in the case of remuneration and a living wage. As this section, and the sources to which it refers show, living wage amounts to a different pay in Belgium than in Burundi. 

The decent work deficit is expressed as the absence of sufficient employment opportunities, inadequate social protection, the denial of rights at work and shortcomings in social dialogue. These domains correspond with the four pillars of decent work. Per domain, the decent work deficit expresses the gap between the situation as is and what it ought to be to meet the criteria for decent work. An analysis of decent work deficits may allow for prioritizing activities to contribute to decent work. 

Decent work sums up the aspirations of people in their working lives. It involves opportunities for work that is productive and delivers a fair income, security in the workplace and social protection for families, better prospects for personal development and social integration, freedom for people to express their concerns, organize and participate in the decisions that affect their lives and equality of opportunity and treatment for all women and men. This ILO definition of decent work does not immediately allow for application of the concept. The toolbox, therefore, practically unpacks the concept starting here. 

The toolbox includes a list of programmes and projects that VET Toolbox partners (Enabel in particular) consider to be contributing to decent work. The projects show that decent work programming comes in many different forms, e.g., employment creation, strengthening of worker organizations to advocate for the rights of workers, improved training and internships for young people etc. For examples of programming (modalities) that are used to address decent work, please see the list of (Enabel) projects here.