Dialogue for growth

Concordia wants to strengthen social dialogue. Find out why it’s so important.

What is social dialogue

Social dialogue can be defined as a permanent and evolving process of consultation, negotiation or simply an exchange of information between representatives of governments, employers, and employees, on issues of common interest related to economic and social policy. It can take place at national, regional or enterprise level. It can be cross-sectoral, sectoral or a mix between them.

 

Why we need Social Dialogue

In a climate as complex as the present, in which production processes are more interconnected and labour relations are undergoing an unprecedented transformation, effective social dialogue plays a crucial role in the stability and progress of society.

The main purpose of social dialogue is to promote consensus and democratic involvement among the main actors in labour relations. Successful social dialogue structures and processes have the power to solve important economic and social problems, to encourage good governance, to promote social and industrial peace and stability, and to stimulate economic progress.

How we can improve the social dialogue

Strong, independent employers and employee’s organizations, with technical capacity and access to relevant information.

Political will and a strong commitment of all parties to engage in social dialogue.

Respect for the fundamental rights of freedom of association and negotiation.

Adequate institutional support.

Types of social dialogue

Bipartite

Between employees and employer’s representatives, between unions and employers. It can take the shape of collective bargaining, of co-determination or consultation on decisions. This type of dialogue may have as its purpose collective bargaining agreements, changes in company policies and (trans) sectoral agreements.

Tripartite

It is both institutionalized and informal, in cases where the contribution of the authorities, trade unions and employers are needed. Following these negotiations, national and international labour standards, the labour code, or other public policy laws may change.

The Benefits of Social Dialogue

For employees

  • Social dialogue can help improve working conditions, change policies within companies or sectors and it has leverage because it is a formal and legitimate negotiation.
  • It increases democratic participation and gives them the right to participate in the decision-making process.
  • Provides protection to employees who can express their problems, concerns, and requests without fear of discrimination.

For employers

  • When employees are listened to and consulted in finding solutions, they are more satisfied and motivated, which leads to a better performance and a greater loyalty to the employer.
  • Conflict management is improved when it is discussed on an equal footing, with transparency and honesty. Even if the result is not always the desired one, the process is perceived as more correct, and it can stop the escalation of some problems.

For Governments

  • It improves the democratic process. Social dialogue is an inclusive and democratic way of making decisions and in this way the challenges that can affect social peace can be solved.
  • It increases legitimacy. If the state takes decisions without consulting employers and unions, they can lead to blockages. If the legislative process is supported by dialogue, the adoption and implementation of measures can be made easier and more efficient for all involved.

Employers' confederations

Employers’ confederations are the only associative structures of the private environment with the legitimacy acquired to be consulted by the authorities in the legislative process, as well as the legal right to negotiate collective labour agreements and to initiate legislative proposals.

Employers’ confederations are autonomous organizations, without political or economic interests, set up to defend and promote the interests of its members.

Trade Unions

Trade unions are legitimate organizations set up by employees based on the right of free association, in order to promote their professional, economic and social interests, as well as to defend individual and collective rights. Along with employers, trade unions are consulted in the legislative process and have the legal right to negotiate collective bargaining agreements and initiate legislative proposals.