Asian-Pacific Newsletter 1/2015, Networking

Asian-Pacific Newsletter O N O C C U PAT I O N A L H E A LT H A N D S A F E T Y Volume 22, number 1, April 2015

Network ing

Asian-Pacific Newsletter on Occupational Health and Safety Volume 22, number 1, April 2015

Contents

Networking

3 Editorial Guy Ryder, ILO

Published by Finnish Institute of Occupational Health B.O. Box 18 FI-00391 Helsinki, Finland

4 The new ILO OSH Global Action for Prevention Programme Claude Donald Loiselle, LABADMIN/OSH, ILO

Editor-in-Chief Suvi Lehtinen

7 Network of the WHO Collaborating Centres for Occupational Health Suvi Lehtinen, Finland

Editor Inkeri Haataja Linguistic Editing Alice Lehtinen Layout Kirjapaino Uusimaa, Studio Printing SLY-Lehtipainot Oy /Kirjapaino Uusimaa The Editorial Board is listed (as of 1 April 2015) on the back page.

This publication enjoys copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts of the articles may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to the Finnish Institute of Occupational Health, International Affairs, B.O. Box 18, FI-00391 Helsinki, Finland.

The electronic version of the Asian-Pacific Newsletter on Occupational Health and Safety on the Internet can be accessed at the following address: http://www.ttl.fi/Asian-PacificNewsletter

10 Activities of the ICOH Scientific Committees Frank van Dijk, Marija Bubas, SCETOH; Paula Nauma nen, SCOHSSEIS; Shyam Pingle, SCOHDev 14 Association of Southeast Asian Nations Occupational Safety and Health (ASEAN-OSHNET) Ho Siong Hin, Lee Hock Siang, Wilbur Oh, Singapore 17 Quality work in Singapore for both young people and seniors Azrina Abdul Azim, Jukka Takala, Hawazi Daipi, Singapore 19 ILO SafeDay campaign for 2015 20 ”Training of Trainers” Workshop on Risk Assessment, Control and Management: Key Components of an Occupational Safety and Health Management System Maria Teresita S. Cucueco, the Philippines 22 Knowledge networking in occupational health: Concepts, prerequisites and experiences

Jorma Rantanen, ICOH, Suvi Lehtinen, Finland

The issue 2/2015 of the Asian-Pacific Newsletter deals with emerging infectious diseases.

Photograph on the cover page: © Hoxuanghuong / Dreamstime.com Printed publication: ISSN 1237-0843 On-line publication: ISSN 1458-5944 © Finnish Institute of Occupational Health, 2015 The Asian-Pacific Newsletter is financially supported in 2015 by the International Labour Organization (ILO).

The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office, the World Health Organization or the Finnish Institute of Occupational Health of the opinions expressed in them.

Photo © ILO, Crozet M.

T

he ILO’s primary goal is to promote opportunities for women and men to obtain decent and productive work in conditions of freedom, equity, security and dignity. In this formulation of decent work in the context of ILO action, the protection of workers against work-related sickness, disease and injury, as embodied in the Preamble to the Constitution of the ILO, is an essential element of security and continues to be a high priority for the ILO. The health and safety of the world’s workforce periodically attracts the attention of the national and international media. Industrial disasters, especially those resulting in multiple fatalities, make global headlines. But the reality is that throughout the world, many thousands of people die from their work activities every day, and numerous fatalities are unreported or ignored. Globally, an estimated 2.3 million workers die every year from occupational accidents and work-related diseases. In addition, many millions of workers suffer non-fatal injuries and illnesses.

Over the years, the ILO has multiplied the number of tools and activities in the area of occupational safety and health (OSH) in which it is engaged in order to carry out its mission. The promotion of standards in the field of OSH is thus a fundamental task, and an indispensable complement to the process of developing them.

At the First Session of the International Labour Conference in 1919, the ILO adopted the White Phosphorous Recommenda-

tion 1919 (No. 6). This instrument invited ILO member States to ratify the Berne Convention of 1906. This is one of the earliest international conventions on occupational safety and health and it was aimed at banning the use of white phosphorous. Since the mid-nineteenth century white phosphorous was widely used in the match-making industry, however it caused matchmakers – mostly children – to contract the dreaded, disfiguring “phossy jaw”.

What compounded the tragedies caused by this occupational hazard was that they were avoidable. Another non-hazardous form of phosphorus, red phosphorus, worked just as well for making matches.

However, the abundance of cheap labour and the absence of industrial health regulations made a shift in production patterns slow. It took legal compulsion, along with international action, to eventually eliminate the problem. This example illustrates the issues that are still today at the heart of ILO work and of the decent work paradigm in terms of worker protection, economic constraints and the role of regulatory mechanisms in maintaining compliance with ethical principles, rights and obligations.

Since the turn of the twentieth century when the first legal relationships between exposure to hazards and the world of work were being established, OSH has grown into a multifaceted discipline. This discipline has implications not only for human lives, enterprise development and national efforts to increase productivity and alleviate poverty, but also for the human environment.

It is also recognized today as an essential component in the global efforts to develop production and consumption patterns which are sustainable and which respect the global environment in the face of increasing demographic pressures.

Taking this into account, and to further reinforce the work undertaken by the Labour Administration, Labour Inspection and Occupational Safety and Health Branch (LABADMIN/OSH), the ILOs focal point for OSH, I am pleased to announce that one of the new five ILO “flagship programmes” will be focussed to tackle the challenges in this field. The flagship programme “OSH Global Action for Prevention” is built on numerous ILO instruments in the field of OSH and responds to an urgent need to step up action in this area of work at country level. Complementing the work of LABADMIN/OSH, the flagship programme will design and deliver country-specific strategic interventions to:

• improve national regulatory frame works on OSH and strengthen capacity to develop and implement compliance strategies and inspection practices; • enhance national institutional capacities to acquire and use OSH knowledge and information to develop effective preven tion policies, strategies, systems and programmes; • encourage and facilitate consultation, collaboration and cooperation in OSH between governments, employers and workers through effective dialogue; • strengthen national employment injury compensation legislation and adminis trations to interact with OSH systems and programmes through integrated functions, where appropriate, and eco nomic incentives for investment in pre vention and compliance.

The programme will respond to multiple challenges in a structured and integrated manner making use of the ILO’s multidisciplinary expertise, working at the global, regional and national levels, building on existing initiatives and networks and bringing together the key stakeholders in an inclusive approach to improve the working conditions of workers, as well as promoting a preventative safety culture for all.

I would also like to take this opportunity to thank the government of Finland for its continued support to the ILO efforts in the field of OSH, including support to this flagship programme. Being a global leader in the field of OSH, Finland’s continued support is highly valued and greatly appreciated by the ILO. Hence, I welcome you to join the ILO in taking action to building a worldwide culture of prevention, a world that has zero tolerance for work-related hazards that result in injuries, disease and death.

Mr. Guy Ryder, Director-General International Labour Organization Copyright @2015 International Labour Organization Reproduced with permission

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Photo by Suvi Lehtinen

The ILO CIS Centres’ Annual Meeting in November 2013 convened in Turin, Italy.

Claude Donald Loiselle, LABADMIN/OSH, ILO

The new ILO OSH Global Action for Prevention Programme Introduction The prevention of injuries to health has been a core mandate of the ILO since it was established in 1919. ILO member States have adopted almost 40 international Conventions, and approximately as many Recommendations and Codes of Practices, which together constitute a comprehensive set of international instruments to guide the development and application of national legislation, regulations, programmes, and action programmes to protect workers worldwide. Although many countries have ratified ILO Conventions, estimates show that more than 2.3 million deaths nonetheless occur as a result of occupational injuries and diseases, with overwhelming human loss, pain and suffering, and an estimated annual economic loss of USD $2.8 trillion in direct and indirect economic costs.

All countries around the world could use these resources to fund health, education, and infrastructure development, for example.

Occupational safety and health (OSH) has gained higher political attention in recent years. Political leaders recognize that vastly greater efforts are required to reduce the current high levels of workplace deaths, diseases and injuries; particularly, but not only, in low and middle income countries. In their Declaration in St Petersburg in 2013, the G20 Leaders directed the Task Force on Employment to partner with the ILO, in consultation with countries, to consider how the G20 might contribute to 4

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safer workplaces. In September 2014, their Labour and Employment Ministers further decided at their meeting in Melbourne, Australia that this critical issue deserved attention in this global forum. The ILO has risen to this challenge and, building on the reform of the ILO policy portfolio and administration initiated in 2012, has recently converted the former ILO International Occupational Safety and Health Information Centre (CIS) into a global development co-operation programme to support national efforts and international co-operation between countries as a means to accelerate the development of prevention around the world. The new programme is called “OSH Global Action for Prevention (GAP)”. The paragraphs below explain its objectives and how it is meant to work.

Towards new ILO networking modalities The ILO has engaged in international consultations since 2008 on possible ways to modernize the former international network of CIS National and Collaborating Centres.

In November 2013, the ILO convened a decisive meeting in Turin to review and modernize the terms and conditions governing the participation of agencies, institutions and organizations in the network. It was understood that new network functioning modalities were needed to enhance the role of the network members in its governance and undertaking of activities. The participants were invited to reassert the purpose of their network by defining

its work programme, and adopting new working arrangements for its effective implementation.

Principles for broadening and structuring its membership base to welcome other stakeholders were discussed, as well as practical steps to take the proposed changes forward. The ILO aims to revitalize working relationships with OSH institutions and the key stakeholders with leading roles around the world, and estimated that it was possible to develop a major capacity-building technical co-operation programme focussed on strengthening knowledge regarding prevention. The participants in the meeting agreed that the objective was to move from merely collecting and disseminating OSH information, to focusing on building institutional capacity to acquire and use knowledge and information for influencing effective prevention strategies, systems and programmes. Further discussions and consultations at the G20 were instrumental in expanding the objective of the new programme to policy areas beyond knowledge and information. The OSH Global Action for Prevention programme covers the following four main objectives.

Objectives The main objectives correspond to key policy areas in OSH. They are interrelated, complementary and mutually supportive. Indeed, knowledge and information should inform the development of the regulatory framework, and enable employers and workers to engage dialogue on prevention matters. Labour inspection services need adequate funding to cover emoluments and operational costs. The reports and statistics they generate should inform the policy-makers of the practical OSH situation in workplaces, the possible gaps in legislation, and compliance issues.

They constitute information of primary importance for guiding awareness campaigns, which in turn could be discussed with the employers, workers and other stakeholders on a periodic basis, and so forth. The four policy areas are more or less closely tied to each other, according to the country specificities. Although in general terms, all four are somehow covered in most countries, the emphasis on one policy area or another usually characterizes a national OSH system. Improve-

REGULATORY FRAMEWORK • To develop and improve laws and regulations, technical standardsetting and revision procedures, and to strengthen workplace compliance through labour inspection and other means

KNOWLEDGE & INFORMATION • To acquire and use OSH knowledge and information for influencing effective prevention strategies, systems and programmes

DIALOGUE FOR PREVENTION

FINANCE & ECONOMICS

• To encourage and facilitate consultation, collaboration and co-operation with workers and employers in OSH through effective dialogue policies and practices at all levels

• To strengthen capacities to fund OSH systems and programmes, through social security systems, economic incentives and investment in prevention

Figure 1. Objectives of the new ILO OSH GAP Programme

ments can be made within each of the four policy areas regardless of the level of economic development of a country. Typically, efforts in low- and-middle income countries lacking fundamental capacities should aim at, as a minimum, establishing a rudimentary regulatory framework that includes an inspection service; an OSH training capacity to improve hazard identification and risk assessment; a national mechanism for dialogue on OSH; and a financial scheme to fund it all. The text below offers a closer look at each objective.

Objective 1.

Effective regulation of workplace risks It is broadly accepted that a national regulatory framework for OSH should define, through legislation, the scope of coverage of workers and possible exclusion; the roles and responsibilities for the overall administration of OSH, including the role and mandates of agencies, research institutions and organizations, education, training; and the organisation of OSH inspection and measures for compliance with applicable legislation, regulations and technical standards. The regulatory framework should clarify the employers’ general duties to ensure the safety and health of workers, and to identify, assess and manage the control of risks. It should clearly define the role of labour inspection and the judiciary, and provide them with effective legal capacity to apply the rule of law. It should also spell out the rights, duties and obligations of workers with regard to their own safety and health and that of their fellow workers. The regulatory framework would normally also encom-

pass provisions for consultation and collaboration with social partners, set rules for recording, notifying and investigating accidents and ill-health, and possibly guide the use and disposal of hazardous material. In addition to the set of applicable technical standards, the larger applicable regulatory framework would also define the process for changing these standards.

Objective 2.

Strengthened knowledge for prevention In OSH, knowledge and information are essential for developing and supporting the prevention of accidents and diseases, and as such are key elements of related policies, systems and action programmes.

The new ILO GAP programme will aim at strengthening the capacities of institutions to acquire and use knowledge and information for influencing effective prevention strategies, systems and programmes. The focus will be on supporting the development of research capacities in OSH, and will involve enhancing institutional capacities to produce and use reliable sex-disaggregated statistical information on work-related injuries to health.

There is an urgent need in many countries to prepare both the current and forthcoming generations of OSH practitioners, generalists and specialists from multiple disciplines, who will work together for improving safety and health in workplaces in the coming decades. The programme will aim to develop educational initiatives, including mainstreaming OSH knowledge content in existing education systems and programmes, and develop-

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ing new curricula. It will also mainstream safety and health knowledge in technical and vocational education training (TVET) as a means to better prepare and protect young workers entering the labour market.

Practical training courses in OSH are needed to support business owners, managers, supervisors, OSH practitioners, and workers to undertake work activities safely in all kinds of workplaces, e.g. lock-out systems and procedures, safe handling, use, storage and disposal of chemicals, safe scaffolding, safe forklift operations, and safe lifting devices. The programme will provide access to internationally peer-reviewed training material through a free-of-charge multi-lingual media platform, which will improve the quality of material and reduce OSH training costs, especially for SMEs. The programme will partly provide for translating and adapting training material in order to extend its potential outreach.

Objective 3.

Effective dialogue for improved safety and health at work Modernizing OSH policies, systems and programmes towards effective prevention is more easily achieved by bringing together the primary stakeholders concerned in an inclusive approach. Key stakeholders include, but are not limited to, for example, government and public agencies, employers’ and workers’ organizations, academics, and professional associations. Together they can contribute to shaping and implementing sound, balanced OSH policies and programmes, while also taking practical action for better integrating the work of various ministries, agencies, institutions and organizations.

The programme will focus on improving the effectiveness of tripartite dialogue involving the concerned branches of government and the most representative employers’ and workers’ organizations. Additional efforts will aim at establishing sector-specific dialogue where needed, as a means for bringing the focus of attention closer to the need for industry-wide action in OSH, and for ensuring that the participants in dialogue bring together the relevant public authorities and key representatives of employers and workers from high risk sectors such as mining, construction and agriculture. A similar effort will aim at promoting the establishment of joint workplace committees for safety and health. Additional activities will support initiatives for engaging dialogue on OSH among employers’ organizations, as well as among workers’ organizations.

Objective 4.

Improved funding modalities for national OSH systems The programme will provide evidencebased policy advice and technical assistance to governments and occupational injury organizations on options for affordable and sustainable workers’ compensation schemes and their extension. A particular focus will involve how social security systems and compensation schemes can support prevention. A dedicated effort will aim at proposing various intervention models, based on economic incentives for private investment in prevention and compliance and on promoting the inherent economic value of reducing vulnerability by properly tackling risks in micro and small enterprises, in the informal economy and in rural communities.

CIS Centres’ Annual Meeting 2013. Mr. Steve Horvath, Canada presents the group work results.

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Programme strategy The proposed strategy to achieve worldwide improvement in OSH is twofold, and consists of developing and strengthening the proposed policy areas (Figure 1) as per country-specific needs, and addressing priority risks, economic sectors and categories of workers as entry points for extended and more in-depth policyand practice-related development work.

The programme will embed regional, subregional and country-specific projects and action plans, with the aim of responding to the priority risks, sectors and needs of the most vulnerable categories of workers. The OSH GAP programme will undertake research, support education, organize training and provide advisory services that are adapted to the needs of the various stakeholders. Each initiative will use various means of capacity building action, such as peer-to-peer support and technical assistance, bilateral exchanges and multilateral knowledge and experience-sharing events. It will be implemented at the regional level (e.g. South East Asia, Central America, French-speaking Africa, others) through effective co-ordination and collaboration with existing networks (e.g. ASEAN-OSHNET, ALASEHT, others) and leading national agencies, institutions and organizations.

International networking The ILO has established an International Technical Advisory Committee to provide guidance on the second objective of the OSH GAP programme, covering knowledge and information for prevention. The representatives were invited to join the committee primarily for their interest and capacity to contribute to achieving this objective, taking due account of their geographical distribution and the need to balance representation with regard to the level of development, type of organization, and language. All regions are represented, and each designated member has a role in facilitating the dialogue, design and implementation of projects that will target their respective region, as well as a lead role with regard to the overall programme portfolio of activities. Similar international advisory committees will be set up in the coming months to support objectives 1 and 4 of the OSH GAP programme.

Discussions during their first meeting

confirmed the need to replicate this collaborative model in each region, in order to support the effective, efficient implementation of the OSH GAP programme.

With this in mind, the ILO will establish Regional Advisory Committees (RAC) in each region or sub-region as appropriate, as a means to mobilize OSH stakeholders and reach out to neighbouring countries while actively encouraging the sharing of knowledge and experience, taking due account of country similarities in terms of OSH system development needs, priority challenges, language, and culture. Where possible, the Regional Advisory Committees will build on the functioning of existing collaborative arrangements (e.g. ASEAN-OSHNET in South East Asia).

Additional arrangements are being made for the inclusive participation of the World Health Organization (WHO) through its regional structure, local representatives of the International Social Security Association (ISSA), and the International Commission on Occupational Health (ICOH). It is hoped that implementing the OSH GAP programme regionally through enhanced collaboration between key institutions will bring about stronger relations and better coordination.

Conclusion The new programme builds on the vast experience of the ILO and its member States. It will contribute to strengthening institutional collaboration between all concerned agencies, institutions and organizations; internationally, regionally and eventually nationally, and as such will contribute to making Decent Work a reality. The new OSH Global Action for Prevention programme is a worldwide collective effort for prevention, co-ordinated by the ILO. Each participating party can make a significant contribution.

Claude Donald Loiselle Coordinator Labour Administration, Labour Inspection Occupational Safety and Health Branch LABADMIN/OSH, ILO Email: loiselle@ilo.org

Dr. Marilyn Fingerhut, Co-ordinator of the Network in 2001 with Drs. Jean-Marie Mur, Michel Guillemin and Alberto Zucconi.

Suvi Lehtinen, Finland

Network of the WHO Collaborating Centres for Occupational Health WHO Collaborating Centres (CC) in Occupational Health have existed since the 1970s. However, it was not until 1990 that the Global Network of WHO Collaborating Centres in Occupational Health was formed at a meeting of CCs, convened by FIOH and US NIOSH, in Helsinki at the Finnish Institute of Occupational Health, with the intent to provide support to the WHO Workers’ Health Programme and to strengthen the Centres’ co-ordination and contributions.

The first meeting of the Global Network was held in Moscow in September 1992. Since then, nine Global meetings have taken place, in Beijing, China in 1994; in Bogota, Colombia in 1997; in Helsinki, Finland in 1999; in Chiang Mai, Thailand in 2001; in Iguassu Falls, Brazil in 2003; in Stresa, Italy in 2006; in Geneva at WHO Headquarters in 2009; and in Cancun, Mexico in 2012. The tenth is scheduled for 28–29 May 2015 in Jeju,

Republic of Korea. During the past ten years, the practice has been to organize the Global Network Meetings immediately before and back-to-back with the ICOH World Congress, in order to facilitate the participation of Network members.

In the first three meetings, a Planning Group of about five volunteer CCs was approved at each meeting to assist in preparing a work plan, to oversee activities between meetings, and to prepare with WHO for the next Network meeting. In later meetings, the administrative structure of the Network was further developed.

The Global Network The WHO Global Network of Collaborating Centres in Occupational Health now has a broad, active membership including 55 CCs, which represents a substantial component of the world’s leading ministerial, academic and professional communi-

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tional Health for All (http://www.who. int/occupational_health/en/oeh49wha. pdf ?ua=1), which was endorsed by the World Health Assembly in 1996 (WHA49.12). A detailed document entitled ‘Global Strategy on Occupational Health for All’ was published in 1994. This document provided countries with guidance on how to successfully implement the concrete contents of the strategy in national occupational health and safety standards and practical actions. The related Declaration on Occupational Health for All (http://www.who.int/occupational_health/publications/declaration/en/) was signed at the Great Wall of China in 1994 by the Chairs and Vice-Chairs of the Global Network and the Network Meeting in Beijing.  Iguassu Falls 2003  Cancun 2012

ties in occupational health. The Network also includes three non-governmental organizations (NGOs) in formal affiliation with WHO: the International Commission on Occupational Health (ICOH), the International Occupational Hygiene Association (IOHA), and the International Ergonomics Association (IEA). The WHO occupational health staff in Geneva, and the Regional Advisors in Occupational Health constitute the Secretariat, and the International Labour Organization (ILO) is an active partner.

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Global Strategy on Occupational Health for All In order to set the framework for the activities of the Collaborating Centres, a Global Strategy on Occupational Health for All (http://www.who.int/occupational_health/globstrategy/en/) was prepared in two of the first meetings, which was approved in the Second Network Meeting in 1994.

The CCs in Occupational Health worked with WHO to prepare Resolution 49.12 Global Strategy on Occupa-

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Global Plan of Action for Workers’ Health (2008–2017) Occupational health and safety are important topics on the national agendas of every country. No country can be successful in today’s global competition without taking good care of its workforce and its health and safety.

Occupational health is also an important topic on the agenda of the World Health Organization. In anticipation of the tenth anniversary of the 1996 World Health Assembly Resolution 49.12, ‘Global Strategy on Occupational Health for All’, WHO and the Global Network of CCs in Occupational Health addressed the need for a new Resolution to meet the continuing needs of workers.

On the basis of consultations with CCs, countries, and international partners, and on a 2005 Survey of Member States, it was concluded that the objectives and approaches of the 1996 Resolution and the supporting 1994 CC Network document remained largely valid. What was needed was a renewed call for action.

The aim was to provide a policy framework for renewed and intensive action to protect, promote and improve the health of all workers.

The Global Plan of Action on Workers’ Health 2008–2017 (http://www.who.int/ occupational_health/publications/global_plan/en/) was endorsed by the World Health Assembly in 2007 (WHA60.26).

The meetings of the Global Network of WHO Collaborating Centres in Occupa-

tional Health discuss activities for developing work lives in all Member States.

The Global Plan of Action for Workers’ Health was reviewed by the WHO Executive Board in January 2007 and finalized and endorsed as Resolution 60.26 by the 193 United Nations Member States at the 60th World Health Assembly in May 2007 (http://www.who.int/occupational_health/publications/global_plan/en/).

The Global Plan of Action for Workers’ Health addresses all aspects of workers’ health, including primary prevention of occupational hazards, protection and promotion of health at work, employment conditions, and improving the response of health systems to workers’ health. It calls for traditional occupational risk assessment and management in the workplace, which is a key area of action. It also calls for improving workers’ health through involvement with other public health disciplines, such as chemical safety, environmental health, health systems, and disease prevention and control. It urges close collaboration with labour and other sectors, and organizations of employers and workers. The aim of the Global Plan of Action is to improve the health of all workers. The specific objectives of the plan are: 1. To devise and implement policy instru ments on workers’ health; 2. To protect and promote health at the workplace; 3. To improve the performance of and access to occupational health services; 4. To provide and communicate evidence for action and practice; and 5. To incorporate workers’ health into other policies.

The WHO CCs for Occupational Health carry out national, regional and global projects to assist countries in implementing the recommendations.

After the Network Meeting, held in 2012 in Cancun, Mexico, a revised Global Master Plan was prepared, and Collaborating Centres have been invited to contribute to this Master Plan until 2017.

The main Priorities are: Priority 1. Regional and national programmes on occupational non-communicable diseases with a focus on cancer, and silica- and asbestos-related diseases Priority 2. National programmes and good practices for the occupational health and safety of health workers

Geneva 2009

Priority 3. Tools, standards and capacities for healthy workplaces Priority 4. Strengthening health systems, governance, capacities and service delivery for workers’ health Priority 5. Occupational health aspects of emerging technologies Priority 6. Classification, diagnostic and exposure criteria for occupational diseases Priority 7. Knowledge networks on occupational health and safety for vulnerable groups and high-risk sectors.

Working together Resolution 60.26 concerns all WHO Member States. In order to facilitate the implementation of the Resolution as widely as possible, the Global Network of WHO Collaborating Centres for Occupational Health is used to develop good examples and good practices that can be shared with as many countries as possible, and are locally adjusted to the needs of the specific country. The Network reaches more countries and more institutions than the bilateral programmes of WHO country offices alone in order to improve working conditions and workers’ health in all countries of the world.

The global workforce is 3.3 billion, and currently only 85% have access to any kind of occupational health services.

This speaks for the huge need for improving workers’ health everywhere. This cre-

ates an enormous challenge for WHO, in close collaboration with the WHO Global Network of Collaborating Centres for Occupational Health: to improve workers’ health worldwide and to work towards ensuring access to occupational health services and good occupational health and work ability for all working people.

Suvi Lehtinen Chief of International Affairs Finnish Institute of Occupational Health Email: suvi.lehtinen@ttl.fi

References 1. Global Strategy on Occupational Health for All. WHO, Geneva 1996. http://www.who.int/occupational_health/ globstrategy/en/ 2. WHO Resolution WHA49.12. http:// www.who.int/occupational_health/en/oeh49wha.pdf?ua=1 3. Declaration on Occupational Health for All. (http://www.who.int/occupational_health/ publications/declaration/en/) 4. Global Plan of Action for Workers’ Health. http://www.who.int/occupational_health/ publications/global_plan/en/ 5. Fingerhut M, Kortum E. Network of WHO Collaborating Centres in Occupational Health, communication and information dissemination. Asian-Pacific Newsletter on Occupational Health and Safety 2002;9:28–30.

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Activities of the ICOH Scientific Committees The International Commission on Occupational Health (ICOH) was founded in Milan, Italy as early as in 1906. ICOH is the world’s leading international scientific society in the field of occupational health. With a total of 1950 members from 96 countries, it offers a good forum for the exchange of information and ideas among occupational health and safety professionals the world over. The exchange of information and experience is intensified through the work of 35 Scientific Committees.

The main forms of ICOH activities are the triennial world congresses. The next congress will take place in Seoul, Repub-

lic of Korea from 31 May to 5 June 2015 (www.icoh2015.org).

Another activity is carried out through the Scientific Committees. Between the world congresses, the Scientific Committees hold their own meetings and symposia, thus ensuring the rapid exchange of the most recent research results and discussion of topical issues.

All of the Scientific Committees are good examples of worldwide networks of experts in their specific substance areas.

This article deals with issues of three specific Scientific Committees of ICOH.

Education and Training in Occupational Health The ICOH Scientific Committee on Education and Training in Occupational Health (SCETOH) aims to promote research and good practice in education and training in occupational health and safety; particularly the dissemination of information and knowledge in this field.

The scope of the Committee covers international collaboration in OH&S education and training in different topics, on different levels and for a variety of target groups. Today there are great opportunities to collect and present the best educational materials, tools and good practices, to disseminate reliable information and knowledge both regionally and worldwide. Spreading new tools, organizing educational workshops or seminars and train the trainer programmes are important goals SCETOH aims to achieve.

The Committee has chosen the following terms of reference for the next five years: 10

• Promoting research and development in the evaluation of education and training in occupational health • Developing education on the diagnosis of occupational and work-related dis eases and on guidelines for good diag nostic practice • Initiating research and development for the identification, good access and dissemination of high quality educa tional tools and materials • Collaborating with other ICOH Scien tific Committees on topics relevant to the mission of the SCETOH • Collaboration with WHO, ILO, ISSA and WONCA(family physicians) in ed ucation on recognizing and diagnosing occupational and work-related diseas es.

The Scientific Committee on Education and Training in Occupational Health is organizing a World Café in ICOH 2015

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in Seoul. All ICOH’s scientific committees are invited to join. The discussion will focus on a) how to improve ‒ through education and training ‒ the performance of OSH experts in interdisciplinary collaboration with each other, b) the opportunities and challenges of international online courses and online information on OSH and c) how to extend the audience while promoting valid information and recommendations, aiming in particular for a better impact via education and training.

SCETOH wants to take into account the use of social media, options for translations, webcasting, introductory publications, and websites.

The business meeting held in Bologna at the “Beware, take care” ICOH midterm conference (October 2014) stipulated the importance of gathering education and training champions from other ICOH Scientific Committees who would like to exchange their experiences with

Photo by Frank van Dijk

those in other committees and with this committee.

SCETOH is preparing a Special Session on “Primary Health Care and Workers’ Health” in Seoul 2015, in collaboration with the Scientific Committee on Health Services Research and Evaluation in Occupational Health (SC HSR&EOH), and with WONCA. Education and training, and also information regarding OSH, are vital for healthy and safe workplaces and practices. Good education and training is needed on the level of workers and managers, professionals who are not OSH experts, OSH experts/practitioners, and OSH scientists. Already today, but even more so in the near future, information and education will be accessible through tablets and smart phones, in forms of e-learning, distance learning, massive open online courses, apps, Wikipedia, YouTube, OSH discussion fora, webinars etc. Social media will play a major role in work life and in health care, as e-health and m-health are developing rapidly. Special attention is needed for new e-learning or blended learning approaches. SCETOH aims to joint efforts with others, in order to improve science and practice in education and training.

Education on risks and protection is needed. A farmer working with pesticides in Sri Lanka.

Prof. Frank van Dijk The Netherlands Chair, SCETOH Email: v.dijk.workandhealth@gmail.com

Dr. Marija Bubas Croatia Secretary, SCETOH Email: marija.bubas@gmail.com

Occupational Health in Small-Scale Enterprises and the Informal Sector The ICOH Scientific Committee on Occupational Health in Small-Scale Enterprises and the Informal Sector (SCOHSSEIS) is one of ICOH’s 35 scientific committees.

The exact starting point of SCOHSSEIS is a mystery: no information was found about its foundation, date, or chairpersons. The first mentions found were from 1986, when ICOH celebrated its 80th anniversary.

The purpose of this committee is to provide a forum for ICOH members and associated experts, to encourage them to network and meet in order to promote ideas, share knowledge and experiences, and discuss progress related to individu-

al and workplace health promotion, focusing on micro- and small-scale enterprises, entrepreneurs, and their employees world-wide.

The Committee has about 40 members and is chaired by Professor Paula Naumanen, Finland. Its secretary is Dr. Kristina Gunnarsson, Sweden. An executive committee of eight members was elected at the Business Meeting in the ICOH Congress 2009, Cape Town.

SCOHSSEIS’ guidelines were written and accepted by SC members in ICOH 2012, Cancun, Mexico. The committee publishes news on its website http://www.ttl.fi/ partner/icoh/small_enterprises/pages/

default.aspx hosted by the Finnish Institute of Occupational Health (FIOH) and linked from ICOH’s website.

Activities planned for the period 2012−2015: Seminars, workshops and Business Meeting at the USE Conference in 2013 in New Zealand. The conference was directed towards researchers and practitioners, to understand small-scale enterprises and the informal sector.

Sessions and Business Meetings in the ICOH 2015 Congress in Seoul, Republic of Korea, in which new activities for the next triennium will be planned.

Good practices and tools for improv-

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Photos by Kristina Gunnarsson

Participatory-oriented activity in USE2013 Conference, New Zealand Photo by Paula Naumanen

ing the work environment in small-scale enterprises will be collected and published on SCOHSSEIS’ website.

The history of SCOHSSEIS was written and published on the website.

New members are warmly welcome to participate in this Scientific Committee.

Dr. Paula Naumanen Finland Chair, SCOHSSEIS Email: naumanenpaula@gmail.com

Occupational Health and Development The Scientific Committee on Occupational Health and Development (SCOHDev) is one of ICOH’s most active scientific committees. Established in 1983 as the Scientific Committee on Occupational Health in Developing Countries, its name was changed in 1997 to the Scientific Committee on Occupational Health and Development. Currently, the Committee has 73 members across all continents.

Policy and objectives SCOHDev’s focus of interest is the relation between occupational health and development. The relation between technical and economic development and oc12

cupational health should be explored. It should be possible to improve occupational health and safety even in a situation in which resources are scarce and unemployment high. Occupational health and safety should be developed and sustained, taking into consideration the new threats and challenges of the globalized market economy.

The most important function of the Committee is networking, allowing for contacts between those interested and active in issues of occupational health and development, both in developing and industrialized countries, and taking into account social and cultural aspects. In addition, the activities of SCOHDev and the

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contents of its communication are action oriented rather than research oriented.

Scientific activities The Committee organized special scientific sessions devoted to health and safety priorities during the triennial congresses of ICOH. The focus is on developing countries and countries in transition.

These sessions have brought together various stakeholders from different parts of the world, and facilitated the exchange of ideas, the dissemination of information, and the evolution of interventions and solutions. It organized special sessions at the ICOH Congresses in Iguassu (2003), Milan (2006), Cape Town (2009) and Can-

Photos by Indian Association of Occupational Health

cun (2012) with increasing numbers of participants. Six special sessions/workshops, three free paper sessions and one poster session on OH & Development are planned at the forthcoming ICOH Congress in Seoul.

Midterm workshops During the last 10 years, the Committee has organized workshops and sessions outside the ICOH congresses on a regular basis in Helsinki (2005), Mumbai (2008), Hyderabad (2010), Espoo/Helsinki (2011) and Bangalore (2013).

SCOHDev has focussed on Basic Occupational Health Services, which although they have global relevance, are needed more in countries undergoing development and transition. Many of our sessions and midterm workshops focus on the various aspects of BOHS, such as country status, toolkits, and interventions.

Dissemination of scientific information SCOHDev has also facilitated the dissemination of information among its members. Important examples are OSH and Development publications from Sweden until 2010, regional FIOH Newsletters, and a guide on Ergonomics. One important recent success of SCOHDev has been participation in the development of a simple ‘OSH guide to Creating a Safe and Healthy Workplace for Entrepreneurs, Owners and Managers’ in developing countries.

Collaboration SCOHDev gives high priority to networking and collaboration. It has collaborated with various other ICOH scientific committees, national occupational health associations in developing countries, and others such as the Finnish Institute of Occupational Health and the Cochrane Colloquium. It has provided technical collaboration and participated in national and regional occupational health conferences in India, Brazil, Mexico, Vietnam and Colombia.

ICOH membership SCOHDev has supported the ICOH objective of increasing membership from developing countries. It has worked with

Skill-sets for occupational health – SCOHDev Workshop at Cancun Lighting the lamp of knowledge, SCOHDev Workshop at Hyderabad, India.

ICOH National Secretaries and OH associations in various countries to promote ICOH in these regions and to encourage experts from developing countries to join ICOH. Collaboration with the Noro fund resulted in 40 experts from developing countries joining ICOH. Many of these experts have continued in ICOH as longterm active members, making valuable contributions.

Management structure Since 2009, Dr. Shyam Pingle from India has been the Chair of the committee. He is supported by a general secretary and four regional secretaries. The position of general secretary is held by Dr. Diana Gagliardi from Italy. The regional secretaries are Dr. Patricia Canney (Latin America), Dr. Nguyen Bich Diep (Asia), Dr. Clara Barbra Khayongo (Sub-Saharan Africa) and Dr. Abdeljalil El Kholti (North Africa and Middle East). SCOHDev conducts busi-

ness meetings during ICOH Congresses along with workshops and conferences, which helps the further planning of activities and networking.

SCOHDev has always received support, encouragement and guidance from former ICOH Presidents, especially Prof.

Jorma Rantanen and Prof. Kazutaka Kogi.

Prof. Kaj Elgstrand and Ms. Suvi Lehtinen, both past Chairs of SCOHDev in succession, have played a major role in forming SCOHDev and giving it a definitive direction and momentum, which has been continued by the present officers.

Meet SCOHDev, a friend to countries in development…!

Dr. Shyam Pingle India Chair, SCOHDev Email: drshyampingle@gmail.com

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Ho Siong Hin, Lee Hock Siang, Wilbur Oh, Singapore

Association of Southeast Asian Nations Occupational Safety and Health (ASEAN-OSHNET) The idea of establishing ASEAN-OSHNET was first presented at an International Labour Organization (ILO) seminar for ASEAN countries in 1984, where it was recommended that ASEAN countries should jointly establish a regional centre to collect and disseminate information, and thus manage research and training for the improvement of working conditions and work environments in the region. This idea for the regional centre was subsequently agreed at the First ASEAN Labour Technical Working Group Meeting in October 1984, and approved by the 5th ASEAN Labour Ministers’ Meeting in the same year.

In 1995, the ASEAN Secretariat obtained funding from the United Nations Development Programme (UNDP) to conduct a feasibility study on the establishment of an ASEAN Training Centre or a Network for Improvements of Working Conditions. The feasibility study was conducted a year later and a workshop to review the feasibility study was convened in Manila, the Philippines, in October 1996.

Encouraged by the promising results from the study, ASEAN leaders decided to establish a network among the National Occupational Safety and Health (OSH) centres in ASEAN member countries. In November 1999, ASEAN leaders met again in Jakarta to discuss the follow-up activities of the Four-Year Plan of Action. At this workshop, they successfully finalized the draft work programme and reviewed the draft Memorandum of Understanding (MOU) for the establishment of the network.

The ASEAN Occupational Safety and Health Network (ASEAN-OSHNET) was thus officially formed in 2000, through a Memorandum of Understanding among the ASEAN Member States (AMS).

ASEAN-OSHNET comprises of an ASEAN-OSHNET Co-ordinating Board and a Secretariat • The Co-ordinating Board consists of heads of national OSH Centres or their equivalent, who meet annually at the Co-ordinating Board Meeting (CBM) to decide on policy direction and plans of action. The hosting of the CBM is rotated among AMS in alphabetical or der. The upcoming CBM will be the 16th, and will be 14

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held in Bangkok, Thailand on 21–22 April 2015.

• The ASEAN-OSHNET Secretariat is in charge of ad ministrative/operational matters and oversees the pro gramme implementation. This is a three-year tenure and is also rotated among AMS in alphabetical order.

Singapore is the current ASEAN-OSHNET Secretariat (2014–2017).

ASEAN-OSHNET’s progress report is presented each year at the Senior Labour Officer Meeting, and every two years at the ASEAN Labour Ministers’ Meeting.

ASEAN-OSHNET’s vision and mission ASEAN-OSHNET’s vision and mission are as follows: Table 1. ASEAN-OSHNET vision and mission Vision ASEAN-OSHNET is an effective network for fostering a safe and healthy working environment in order to create a productive, competitive workforce, aiming for a better quality of life.

Mission (a) To create beneficial co-operation and solidarity among the national OSH institutions of the ASEAN countries; (b) To promote national OSH institutions’ expertise in OSH promotion, training and research; (c) To enable the free flow of OSH information, particularly through the utilization of information and communication technology; and (d) To harmonize OSH standards and guidelines.

ASEAN-OSHNET’s Plan of Action At the 19th ASEAN Labour Ministers’ Meeting, held in Singapore in May 2006, the ASEAN Labour Ministers (ALM) agreed to include Occupational Safety and Health (OSH) as an additional priority area in the ALM work programme.

Photos by ASEAN-OSHNET

The Plan of Action (2007?2011) was developed at the ASEAN Policy Dialogue on National Occupational Safety and Health Frameworks in January 2007, to guide AMS to develop OSH in ASEAN. The objectives under the Plan of Action (2007–2011) focused on three priority areas (a) To develop a national OSH profile; (b) To develop a national OSH strategy

and programme; and (c) To strengthen regional co-operation

within ASEAN, as well as collabora tion between ASEAN and other part ner countries or international organi zations.

This was followed by the next Plan of Action (2011–2015), which was developed at the ASEAN Policy Dialogue on National Occupational Safety and Health Frameworks in January 2011. The three priority areas under this Plan of Action are (a) To raise the profile of OSH in ASEAN; (b) To benchmark OSH performances

in ASEAN; and (c) To strengthen regional and interna tional co-operation beyond current

partner countries and international organizations.

Over the years, ASEAN-OSHNET has steadily influenced key stakeholders and contributed to the improvement of OSH standards within this region. Its impact can be attributed to three factors. a) Strong Partnership amongst ASEAN

Member States b) Sharing of Good Practices and Expe rience to Improve OSH c) Common Objective of Creating Safe

and Healthy Workplaces Below are more details on the initiatives that ASEAN-OSHNET has embarked on under the current Plan of Action (2011– 2015).

ASEAN-OSHNET conference The inaugural ASEAN-OSHNET conference (AOC) was held on 8 May 2014 in Singapore. The conference is held annually, and brings together all stakeholders such as government officials, international OSH experts and business leaders

Table 2. ASEAN-OSHNET Plan of Action (2011–15) Strategies and initiatives

ASEAN-OSHNET Plan of Action (2011–15) Strategy 1. Raising the profile of OSH in ASEAN; (i) Organize an annual regional ASEAN-OSHNET conference (ii) Set up an ASEAN-OSHNET award (iii) Increase ASEAN-OSHNET participation in international activities and publications (iv) Improve training frameworks in ASEAN Strategy 2. Benchmarking OSH performances in ASEAN (i) Develop an ASEAN-OSHNET scorecard (ii) Develop an ASEAN Code of Integrity for OSH inspectors Strategy 3. Strengthening regional and international co-operation beyond current partner countries and international organizations (i) Renew commitment to work with existing partners, and encourage continued contribution through sharing experience and technical co-operation (ii) Widen collaboration to involve other key partners in the Region

within the region to share insights on development and the best practices that are affecting the OSH landscape.

AOC will be the regional platform for stakeholders on which to come together, network and exchange knowledge and experiences to improve OSH, wherever these are based in the region, and regardless of their role.

Close to 200 participants, including

those from non-governmental organizations, heard distinguished speakers from the International Labour Organization, the International Association of Labour Inspection and the European Agency for Safety and Health at Work – Occupational Safety and Health Agency. Companies with good OSH practices in ASEAN, such as Eastman Chemical Asia Pacific, Rolls Royce PLC, Veolia Environmental Ser-

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vices, Mitsui Chemicals Group Singapore (MPS), and PTT Global Chemical PLC also shared their insights on OSH.

Benchmarking standards ASEAN-OSHNET recognized that benchmarking international standards was necessary in order to identify shortcomings and drive improvements. One of the first priorities was the idea of an ASEAN-OSHNET scorecard to guide member countries in implementing and strengthening their national OSH frameworks.

In January 2013, Thailand convened the “ASEAN-OSHNET plus Three Workshops on the Development of the ASEAN-OSHNET Scorecard and Information Strategies for Occupational Safety and Health” to facilitate efforts in developing the scorecard.

The scorecard comprises quantitative and qualitative indicators and allows for a systematic, coherent framework in collecting and analysing statistics, information and OSH situations in AMS. The areas under the scorecard include the National OSH Policy and Strategy, the National OSH Programme, the OSH System, Occupational Accidents, and Occupational and Work-related Illnesses. The scorecard allows for comparative analysis of the various OSH measures, and guide AMS efforts to reach international stand16

ards. This has created greater awareness and driven the need to constantly review their legislation framework, in order to raise the OSH standards in their countries.

Since 2013, the scorecard results have been reported annually at CBM as an aggregated ASEANOSHNET scorecard.

In addition, ASEAN-OSHNET has also developed the Code of Integrity for OSH Inspections, taking reference from the International Association of Labour Inspection (IALI)’s Global Code of Integrity for Labour Inspection. The code aims to assist OSH Inspectors to understand the roles, responsibilities and authorities of public officials, and to ensure that the expected standards of conduct are met.

This was crucial, as OSH inspections are essential for ensuring compliance with national OSH laws and regulations.

It further reflects regional commitment to ensure that OSH Inspectors carry out their duties to promote the highest possible standards of integrity, to meet stake-

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holder’s expectations and to uphold public confidence in OSH agencies.

As ASEAN-OSHNET reaches its 15th anniversary, it believes that it can continue to grow from strength to strength and improve OSH standards in the region.

Er. Ho Siong Hin Executive Director, ASEAN-OSHNET Secretariat and Commissioner for Workplace Safety and Health, Ministry of Manpower, Singapore Dr. Lee Hock Siang Director (Specialist), Occupational Safety and Health Division, Ministry of Manpower, Singapore Mr. Wilbur Oh Head (International Collaboration), Occupational Safety and Health Division, Ministry of Manpower, Singapore Email: Wilbur_OH@mom.gov.sg

Azrina Abdul Azim, Jukka Takala, Hawazi Daipi, Singapore

Quality work in Singapore for both young people and seniors Based on a presentation by Mr. Hawazi Daipi, Senior Parliamentary Secretary of Singapore’s Ministry of Education and Ministry of Manpower (at the XX World Congress on Safety and Health at Work, Frankfurt 24 August 2014)

Introduction Singapore is a young country of 49 years, with a total population of 5.4 million and gross domestic product (GDP) of 373 billion Singapore dollars in 2013: about 223 billion euros. It has a labour force of 3.54 million, of which 1.4 million are foreign workers. As of June 2014, the resident labour force participation rate is 66.7%. The labour force participation rate of females is 58.1%, and of males, 75.85%. A total of 80% of the resident labour force have completed at least 12 years of education.

The median age of residents in the labour force was 42 years in 2013, higher than the age of 39 years in 2003.

Due to measures to moderate the demand for foreign manpower of recent years, the growth in the non-resident labour force of 5.2% p.a. from 2008 to 2013 was markedly lower than the 11% p.a. from 2003 to 2008.

As a consequence of recent tripartite efforts to raise the employability of older workers, the employment rate for senior residents aged 55 to 64 rose to 65% in 2013, compared to 64% in 2012.

In terms of the employment rate for the 55 to 64 years age group across the various economies, Singapore performed slightly better than countries such as Germany, United States and Finland, with a higher proportion of senior residents participating in the labour force. A distinct increase has been observed since the last decade and this upward trend is predicted to continue.

Singapore’s rising life expectancy and declining birth rates Singapore is also experiencing a rising life expectancy. In 2013, the life expectancy of women was 84.6 years, and of men, 80.2 years. The country is also seeing declining birth rates. The total fertility rate per female in 2013 was 1.19.

With a longer life expectancy and declining birth rate, Singapore’s resident workforce is rapidly ageing.

Coupled with tightening foreign manpower measures, increasing the employability and work ability of Singapore’s workforce is essential: by improving safety, health and well-being at work.

Profile of young and senior workers in Singapore The employment rate for workers in the 25 to 29 years age

group is 90%. The majority of workers (employed residents) in this age group are in public administration and education, the wholesale and retail trade, and the financial and insurance service sectors. Senior workers are defined as those aged 60 years and over, and most of them work in the wholesale and retail trade, transportation, storage, and accommodation.

Past efforts to increase the employment of senior workers have reaped benefits. Studies have shown that an increasing number of employers in Singapore are tapping on senior workers’ resources to meet their manpower needs. The findings of the survey on retirement and reemployment practices conducted by the Ministry of Manpower revealed that the proportion of companies that allowed their employees to work past 62 years increased from 77% in 2010 to 79% in 2011. This is indeed an encouraging trend.

The pursuit of inclusive work life and work ability For Singapore, the pursuit of inclusive work life and work ability covers a wide spectrum of workers. For young workers, understanding the concept of prevention of risks and harm at work is critical in order to create safe, healthy and conducive working conditions and a work environment that prevents future workplace safety and health issues and concerns. Initiatives to increase the preparedness of the future workforce have started. In this regard, the work of the Workplace Safety and Health (WSH) Council, the engagement, standard setting and promotion body for WSH in Singapore, has been significant. Since January 2011, the WSH Council has been engaging institutions of higher

Mr. Hawazi Daipi, Senior Parliamentary Secretary, Ministry of Education and Ministry of Manpower, Singapore at the Closing Ceremony of the XX World Congress on Safety and Health at Work 2014

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Photos by Workplace Safety and Health Institute, Singapore

nual deaths in Singapore are occupational cancer, which has the highest percentage contribution at 46%, and cardiovascular disease, at 32%. This is indeed worrying.

As these two causes have a long latency period, Singapore needs to start developing a more preventive mindset among its workers. There is a need to do more and to take care of its workers when they are young and prevent their exposure to poor working conditions.

Dr. Jukka Takala (left), Senior Consultant, Ministry of Manpower and Workplace Safety and Health Institute, Singapore; Dr. Laura Räty, Minister of Social Affairs and Health, Finland; Mr. Guy Ryder, ILO Director-General and Mr. Hawazi Daipi, Senior Parliamentary Secretary, Ministry of Education and Ministry of Manpower, Singapore.

learning (IHLs) to incorporate WSH elements into their curricula or co-curricula, as part of the pre-employment training programme before students join the workforce. These efforts have produced benefits. The full-time courses of six of the national universities, five polytechnics and all the institutes of technical education (ITE) have responded positively and incorporated WSH elements in subject modules that have practical applications.

Through this, young workers should have acquired a good grasp of WSH knowledge on their first day at work.

The mid-career workers form another group of interest. To maintain and enhance work ability, there must be flexibility within the work support structure for workers who may need to juggle the demands of a young or new family. For workers at this prime age, and a stage at which they look for potential upgrading opportunities and future leadership roles, Singapore needs systems and infrastructure to help curb and address, for example, potential workplace stress and musculoskeletal disorders (MSD) early.

Senior workers, apart from being a source of quality manpower, bring with them a tremendous amount of institutional knowledge and experience. To tap on their knowledge and reap the benefits, companies need to fashion work in 18

a manner that will allow senior workers to continue to contribute. This involves modified work environments and flexible work arrangements, so as to maintain work ability and motivation. In addition, for an inclusive workforce to thrive, there has to be social support from the wider work environment, for example, from colleagues, supervisors and peers. Senior employees bring knowledge and a lifetime of experience to the workforce, and the contributions they can make are invaluable.

Price of premature retirement and early exclusion from employment The Singapore WSH Institute conducted an estimate study of the 2012 labour force, to understand the impact of premature and early retirement on the economic front. The average retirement age in the over 47,000 retirement cases that Singapore saw in 2012 was 61.2 years. This signified a loss of 3.8 years per person, and it is estimated that the GDP loss to the economy was 18.9 billion Singapore dollars: about 11.3 billion euros. While the estimated figure for Singapore was relatively lower than that of Finland, this cost to the country in terms of GDP loss was considerable, and Singapore will have to continue to bear the future costs, if measures are not taken to address this trend.

The top two causes of work-related an-

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Challenges and opportunities The preventive efforts have not all been rosy. Singapore, like many other countries, is facing challenges in its effort to bring about a shift in the paradigm towards a more inclusive work life. More can be done in the areas of prevention, rehabilitation and return to work. Another issue would be the early detection of WSH incidents, as the latency period of some of the diseases is long. Another further aspect would be to raise the stature and attractiveness of certain job roles/occupations held by senior workers.

Nevertheless, within the challenges lie the opportunities. Singapore has begun initial efforts to foster holistic workplace safety and health practices in companies, in which the individual’s health, work processes and employer’s practices are geared towards the prevention of illhealth and the harnessing of good work.

With the establishment of the WSH Institute in 2011, poised to be the think tank for WSH knowledge and innovations, Singapore will continue to provide focus and conduct research on the physical and cognitive issues related to ageing: for example, for senior workers in particular, to bring about a more conducive work environment to address the areas of musculoskeletal disorder, workplace stress, ergonomics and work adjustments.

Extended working careers To support a more inclusive work life, Singapore has put in place various programmes and policies. In 2005, a tripartite committee was formed, comprising representatives from the government, employers and the union body, to look into measures to enhance the employability of senior workers and help them stay employed for longer. One of the many initiatives of the committee was the launch

of the Age Management portal to support the employment of senior workers in the country.

In addition, as part of a set of measures to enable senior employees to work for longer, that is, to continue working beyond the current statutory retirement age of 62 ‒ up to 65 in the first instance and later up to 67 ‒ the Retirement Act (RA) legislation was revised and renamed the Retirement and Re-employment Act (RRA). The compulsory Central Provident Fund (CPF) contribution rates for senior workers were also raised, with effect from September 2012, to entice older workers to remain employed.

Various assistance programmes are also available for employers. To provide funding support, WorkPro – a tripartite programme – was launched to encourage the adoption of flexible work arrangements and job redesign, and to support the employment of mature workers and back-to-work locals. Training is another area in which assistance is provided to companies, to help them build up core competencies, skills and knowledge of their workforce through a comprehensive set of training courses. Through job redesign programmes, such as the Quality Initiatives to Assist, Nurture and Grow

(QIANG), Operations Management Innovation (OMNI) and Certified Productivity and Innovation Manager (CPIM), companies are able to equip their key personnel and empower their mature workforce with the relevant skills and new capabilities.

WSH and inclusive work life Singapore has begun initial efforts to create and nurture enabling factors of inclusive work life with the aim of supporting and encouraging ageing people to extend their working careers. Below are some of these WSH concepts and tools: the Total WSH, which calls for a paradigm shift and a new model for working safely and healthily for a productive and fulfilling life; the CultureSAFE programme, a platform for organizations to embark on a WSH culture building journey; Risk Management 2.0, which calls for more pragmatic implementations of risk assessment; and the Vision Zero movement, to bring about excellence in WSH and this requires a mindset that all injuries and ill health arising from work are preventable and a belief that zero harm is possible. Indeed, for a successful journey in all of these efforts towards the vision of zero harm at workplaces, leadership in WSH is of para-

mount importance.

Singapore is still in the early days of its journey towards inclusive work life and work ability. With greater cross-learning and sharing with other countries, it is hoped that more relevant best practices could be adopted and implemented in order to provide quality work in Singapore for its young people and seniors.

Azrina Abdul Azim Senior Research Analyst, Research and Solutions Workplace Safety and Health Institute, Singapore Email: Azrina_Abdul_Azim@wshi.gov.sg Jukka Takala Senior Consultant Ministry of Manpower and Workplace Safety and Health Institute, Singapore Email: Jukka_Takala@wshi.gov.sg Hawazi Daipi Senior Parliamentary Secretary Ministry of Manpower and Ministry of Education, Singapore Email: Hawazi_Daipi@mom.gov.sg

Feedback from the readers The readers’ feedback survey was announced in the 2/2014 issue of the Asian-Pacific Newsletter. By the end of March, 18 people had answered the questionnaire on the Newsletter website, the majority of these being over 40 years old. Over two thirds of the respondents were men (72%).

Respondents found the Newsletter either very useful or useful. Most of them read the Newsletter for their own information, used it as background material, or talked about articles with their colleagues. Some readers used the Newsletter in training events or delivered it to their customers.

Respondents’ comments indicate that readers find the Newsletter to be informative.

Half of the readers preferred a paper copy and half of them liked to read the Newsletter online.

Winners of the raffle The winners of the raffle were Prue Lofay, Australia; Debasis Chatterjee, India; A.M. Sugeng Budiono, Indonesia; Jayanthi, Malaysia; and Orawan Kaewboonchoo, Thailand.

Small prizes will be sent to the winners by the end of April.

Many thanks to everyone who replied to our inquiry.

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Photos by Occupational Safety and Health Center (OSHC), Department of Labor and Employment, the Philippines

Group photo of over 40 participants of the ‘Training of Trainers’ Workshop on Risk Assessment, Control and Management: Key Components of an Occupational Safety and Health Management System.

Maria Teresita S. Cucueco, the Philippines

“Training of Trainers” Workshop on Risk Assessment, Control and Management: Key Components of an Occupational Safety and Health Management System ASEAN-OSHNET, in collaboration with the International Labour Organization (ILO)/ Korea Partnership Programme, held a ‘Training of Trainers’ Workshop on Risk Assessment, Control and Management: Key Components of an Occupational Safety and Health Management System, in the Philippines 10−12 February 2015.

The aim of the workshop was to strengthen the capacity of authorities and social partners in the key components of occupational safety and health (OSH) systems to ensure that workers across the region enjoy healthy and safe workplaces. It was also part of the ASEAN-OSHNET Plan of Action (2011−2015) initiatives to build up OSH capabilities in the region.

The need for increased efforts in strengthening OSH systems was also stressed by Secretary Rosalinda Baldoz of the Department of Labor and Employment. The Secretary stated that “the conduct of this trainers’ workshop 20

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comes at a most auspicious time as it will address the need to intensify the advocacy to have a safe and healthy working environment not only in our respective countries but in the entire ASEAN region, including our pacific island partners of Timor-Leste and Papua New Guinea.”

In the spirit of networking and collaboration, the workshop participants included tripartite representatives from the government and workers’ and employers’ organizations. Ten ASEAN countries (Brunei Darussalam, Cambodia, Indonesia, Lao PDR, Malaysia, Myanmar, Philippines, Singapore, Thailand, Viet Nam), as well as TimorLeste and Papua New Guinea participated. Although they are not part of the ASEAN member states, Timor Leste and Papua New Guinea were invited to send their representatives to enrich the knowledge and skills of their authorities, especially since they have geographical and economic similarities with most of the ASEAN nations.

List of resource materials on risk assessment and control ILO materials published recently: updated on Feb 2015 Training package on workplace risk assessment and management for SMEs This training package on risk assessment and management at the workplace seeks primarily to empower owners and managers of small and medium-sized enterprises (SMEs) to take action themselves to improve safety and health conditions in their workplaces. http://www.ilo.org/safework/info/instr/ WCMS_215344/lang--en/index.htm A 5 step guide for employers, workers and their representatives on conducting workplace risk assessments

Participants identify hazards during the field trip to Hanjin Heavy Industries and Construction Co. Ltd. Secretary Rosalinda Baldoz of the Department of Labor and Employment of the Philippines opens the workshop.

This guide aims to help employers, workers and their representatives assess safety and health risks in the workplace. http://www.ilo.org/safework/info/publications/WCMS_232886/lang--en/index. htm Web-sites for risk assessment 1. Online Interactive Risk Assessment –

OiRA Facilitating Risk Assessment for

Europe’s micro and small organisa tions

http://www.oiraproject.eu/ 2. Risk Assessment – EU-OSHA

https://osha.europa.eu/en/topics/

riskassessment/index_html 3.

Risk Assessment – US-OSHA https://www.osha.gov/pls/oshaweb/ owadisp.show_document?p_table= PREAMBLES&p_id=994

4. Risk Assessment – HSE, United Kingdom

http://www.hse.gov.uk/risk/control ling-risks.htm

The three-day workshop had 40 participants. The workshop was led by Ms. Ingrid Christensen of the International Labour Organization (ILO)-Bangkok, Ms. Consuelo Manchon and Mr. Nguyen Thai Hoa of ILO-Hanoi, who shared Asia’s OSH challenges and the important concepts of risk assessment and control and OSH Management. Mr. Kang Dong Lee and Mr. Kyung-Hun Kim of the Korea Occupational Safety and Health Agency (KOSHA) and Rr. Ho Siong Hin of the Singapore, IALI (International Association for Labour Inspection) Secretary General shared the OSH best practices implemented in their countries, as well as their experiences on the subject matter.

The three-day workshop covered lectures on risk management (RM), country reports on RM, a field trip to Hanjin Heavy Industries and Construction Co. Ltd., and a group discussion on how to improve risk assessment (RA) and risk control in the region.

The first day was dedicated to the resource persons providing information on RM and sharing available resources from KOSHA, the European Union and Singapore. Topics on Occupational Safety and Health Management Systems, with an emphasis on risk assessment and control, the application of RA in inspection, and workplace safety and health in the construction and health care industry

5. Risk Assessment – CCOHS, Canada

http://www.ccohs.ca/oshanswers/

hsprograms/risk_assessment.html 6. Risk Assessment – Workplace Safety

and Health Council, Singapore

https://www.wshc.sg Other useful sites Napo Films http://www.napofilm.net/en

provided the foundation for further discussions among the participants during breaks.

The second part of the workshop involved participants presenting their country’s RM profile. They shared their experiences and best practices concerning risk assessment, control and management

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measures, also focusing on OSH in small and medium-sized enterprises, vulnerable employment and the informal economy. The field trip to a ship building company, Hanjin Heavy Industries and Construction Co. Ltd., which was followed by group presentations on the risk assessment of the hazards identified during the trip gave participants valuable practical experience. It also allowed the resource persons the opportunity to reinforce what they had shared on the first day.

The workshop concluded with a session for discussion and the consolidation of views on improving risk assessment, control and management in the region.

The participants agreed that it was important to adopt a strategic approach to improve RM. This included ensuring the implementation of RM, which should be complemented by promotional efforts, engaging stakeholders, building capability, developing and implementing standards (through legislation and enforcement) and providing compliance assistance.

Realizing the need for RM to be conducted in their countries as a strategic intervention to prevent work-related accidents and illness, ASEAN-OSHNET is looking into developing Risk Management training packages that are useful for the ASEAN Member States. This recommendation is to be developed by ASEANOSHNET together with the ILO. Countries stand to gain a great deal from the exchange of information; especially countries that are in the early stages of developing their OSH programmes.

Hence, the workshop was an important networking opportunity, as it provided the tripartite partners with a platform for sharing, as ASEAN continues its efforts to improve OSH in the region. Such initiatives will continue to play an important role under ASEAN-OSHNET, as it strives to improve OSH, united by a common desire to ensure that all workers are kept safe and healthy at their workplaces.

Dr. Maria Teresita S. Cucueco Executive Director Department of Labor and Employment Occupational Safety and Health Center The Philippines Email: oshc_dole@yahoo.com

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Jorma Rantanen, ICOH, Suvi Lehtinen, FIOH, Finland

Knowledge networking in occupational health: Concepts, prerequisites and experiences Evolution of networking In principle, networking is nothing new; it has an ancient social origin. The evolution of networking is presented in Box 1.

The early first generation networks were socially oriented and supported the people living in the community. These ancient communities extensively used sonic communication: different types of sounds and visual signals. First generation electronic technology enabled one-directional communication across a distance, which was soon developed to second generation interactive communication. The third generation introduced interactivity through the Internet and the fourth generation made communication mobile. The next generation has already emerged in the form of the Internet of things, i.e. machines communicating with each other without human involvement. Modern ”human-through-technology-to-human” networks are rapidly developing from pure communication networks to production networks, which start to play a central role in the everyday life of people at work and in research, services, training and education, and at home. The modern social networks have occupied a major role in the everyday social life, communication, information, and home life of people, in a very short time.

This brief history recognizes three main types of networks: Human social networking (H2H), human to technology networking (H2M) and the most recent machine to machine networking (M2M).

How professional networks are constructed?

Network theories and the 20‒25-year practical experience of professional networking have provided lessons in general and for the field of occupational health as well. The principal condition of network-

• Asian-Pacific Newslett on Occup Health and Safety 2015;22:22–23

Box 1. Evolution of networking Early social networks • Family, village, clan, tribe Technical networks • Line phone, radio, digital phone, mobile phone • Internet, smart phone (H2M) • Internet of things (M2M) Several types of H2H networks • Social networks • Professional networks • Inter-organizational networks • Administrative networks (e.g. Security organizations) • Power networks (Castells) Professional networks • Pure contact networks (e.g. LinkedIn, Facebook, Twitter) • Communication networks (sharing information) • Education networks (e-learning) • Production networks (WHO CCOH, BSN-OH&S, project networks) • Information service networks (ILO Knowledge for Prevention Initiative) • Service networks (public services, expert services, OHS)

ing is a common, shared interest of people in working together. In contrast to less organized informal social networks, professional networks need to be well organized in order to realize their mission. Box 2 lists the most critical success factors for professional networks.

The recent developments in information and communication technologies (ICT) have radically improved opportunities for professional expert networking, permitting wider geographical coverage and, for instance, faster data transfer, including images. Besides channels for interactive communication between experts, also the databanks and information depositories throughout the world are opened for professional communities.

This has increased the utility value of networking and made it an everyday activity for a growing number of occupational health professionals. It has also effectively united various types of disciplines relevant to occupational health and safety,

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Collectively approved mission, policy, strategy, objectives and targets, aiming at some kind of utility or (professional) productivity Limited number of members sharing same vision (social capital) or membership determined by special criteria such as research area or professional status Professional networks that invite members to draw up professional competence and interest profiles Clear rules on responsibilities, conditions of operation, sharing of activities and division of work Well-identified focal points for speaking in the collective voice of the network An often formal status and representative role in relation to other respective professional networks Co-ordinator or “leader” with competences and capacities to lead the activities of the network Certain degree of institutional support (for example communication technologies), maintenance of websites, ICT platforms, data depositories, and financial resources for implementation of the above Growing emphasis on behavioural and ethical principles in networking Growing interest in outcome-orientation, and in carrying out collectively agreed functions, special projects, training and education events, and organizing conferences and publishing research results Realizing that annual meetings in vivo and publishing network newsletters are important instruments for both cohesion and the functions of networks

such as medicine, public and environmental health, engineering, behavioural sciences, social sciences, ergonomics, safety, and economics – precisely what the new work life needs.

What is the future of professional networking in occupational health?

Dozens of social networking theories have been developed since the beginning of the last decade of the 20th century (Putnam 1991, World Bank 2000). A network may have several different types of structures and interactions with various actors and relationships, their roots and origins: social, technical, cultural etc. The network structures can be open, semi-open or closed, depending on the nature of the activity. Inter-governmental and inter-institutional networks are attached to their host organizations; many networks are discipline- and topic-oriented, associated with professional associations, or often self-standing. The main mission of a network may purely be the exchange of ideas or experiences, information, feelings (social networks), or business, or, as in occupational health, mainly the exchange of scientific and professional information. In more advanced cases, it can be the joint

Connectivity

Box 2. Characteristics of successful professional networks

Internet of things Ashton 1999

Ancient sonical drums, visual smoke, flags

Telegraph Morse 1837

Line telephone Meucci 1849

Radio phone AT&T Radio Marconi 1930 1893

Mobile phone Bell Labs 1947

PC IBM First Internet 1977 1970

www.

BernersLee Cern Laptop 1989 Toshiba 1985

Smart phone IBM&BELL 1993

Figure 1.

Evolution of connectivity as a basis for communication networking during the industrial era.

Year of innovation

planning and implementation of projects and programmes.

Several analytical instruments have been developed for measuring the functions, products and effects of networks that aim to further develop activities. Unfortunately, such analyses are, however, seldom performed.

The results and outputs are measured against the principal mission and objectives of the network. The currently existing occupational health networks are organized as inter-governmental, inter-institutional, discipline- or topic-oriented, or association networks (e.g. ICOH) for the promotion of health and safety of the working people.

Information society and ICT development experts see the present state of networking (as, in general, the development of the information society) as just the beginning (Figure 1). The field of occupational health has not necessarily been a forerunner in this development, and ample opportunities for more effective use are available as regards communication, productive networking, in measuring, monitoring, sampling, data collection, surveillance, training, education and information. Our challenge is to more effectively use the existing technologies, and to quickly adopt new, emerging ones.

The wide use of ICT and networking are no more an exciting hobby, they are becoming an important production factor in our profession, in research, training and education, and services, and will enable us to better serve our mission. However, with this comes risks that need to be considered: the protection of confidentiality and cybersecurity, for instance.

However, no matter how effective and fast technical means become, it is also important to keep in mind that direct human to human contact remains an essential part of our contact and communication even within the well-organized technology based networks.

Conclusion ICT has dramatically improved possibilities for communication, information exchange and collaboration, and has most likely elevated our professional standard and efficiency. Networking provides better contacts, and improves the co-ordination and productivity of both our national and international activities. However, the use of networking has still not reached its full potential in national and international professional occupational health communities and could and should be enhanced.

Professor Jorma Rantanen Past President, ICOH Email: jorma.h.rantanen@gmail.com Suvi Lehtinen Email: suvi.lehtinen@ttl.fi

Literature Castells M. Networks of outrage and hope – social movements in the Internet age.

Chichester, UK: Wiley, 298 pp. 2012.

Gretzel U. Social Network Analysis: Introduction and Resources, 2001. http://lrs.ed.uiuc. edu/tse-portal/analysis/social-networkanalysis/#analysis Putnam RD. Social Capital: Measurement and Consequences. Isuma: Canadian Journal of Policy Research [Internet].

2001;2(Spring 2001):41–51. Publisher’s Version. http://www.oecd.org/innovation/ research/1825848.pdf (Accessed 15 April 2015) Semenza JC, Apfel F, Rose T, Giesecke J. A network strategy to advance public health in Europe. Eur J Public Health. 2008 Oct; 18(5): 441–7.

World Bank. The International Bank for Reconstruction and Development. New Paths to Social Development. Community and Global Networks in Action. A contribution of the World Bank to the United Nations Special Session of the General Assembly World Summit for Social Development and Beyond: Geneva, June 2000. http://wwwwds.worldbank.org/external/default/WDSContentServer/WDSP/IB/2001/06/29/0 00094946_01061904015428/Rendered/ PDF/multi0page.pdf

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Editorial Board

as of 1 April 2015

Chimi Dorji Licencing/Monitoring Industries Division Ministry of Trade and Industry Thimphu BHUTAN Nayake B.P. Balalla Senior Medical Officer (Occupational Health) Jerudong Park Medical Centre Jerudong BG 3122 BRUNEI DARUSSALAM Yang Nailian National ILO/CIS Centre for China China Academy of Safety Sciences and Technology 17 Huixin Xijie Chaoyang District Beijing 100029 PEOPLE’S REPUBLIC OF CHINA CHAN Cheung-hing, Thomas Deputy Chief Occupational Safety Officer Safety Management and Information Division Occupational Safety and Health Branch Labour Department 13/F., Harbour Building 38 Pier Road, Central HONG KONG, CHINA

K. Chandramouli Joint Secretary Ministry of Labour Room No. 115 Shram Shakti Bhawan Rafi Marg New Delhi-110001 INDIA Gan Siok Lin Executive Director Workplace Safety and Health Institute 1500 Bendemeer Road #04-01 Ministry of Manpower Services Centre Singapore 339946 SINGAPORE John Foteliwale Deputy Commissioner of Labour (Ag) Labour Division P.O. Box G26 Honiara SOLOMON ISLANDS Do Tran Hai Director General National Institute of Labour Protection 99 Tran Quoc Toan Str. Hoankiem, Hanoi VIETNAM

Nancy Leppink Chief of LABADMIN/OSH International Labour Office 4, route des Morillons CH-1211 Geneva 22 SWITZERLAND Evelyn Kortum Technical Officer, Occupational Health Interventions for Healthy Environments Department of Public Health and Environment World Health Organization 20, avenue Appia CH-1211 Geneva 27 SWITZERLAND Jorma Rantanen ICOH, Past President FINLAND Harri Vainio Director General Finnish Institute of Occupational Health Topeliuksenkatu 41 a A FI-00250 Helsinki FINLAND