The Future of Work Podcast

Good afternoon and welcome to our ILC lunchtime  conversations brought to you by the ILO's Future  

of Work podcast series. I'm Zeina Awad. 

We're coming to you from the International  Labour Conference here in Geneva at the  

Palais des Nations, where every day we  explore a key issue in the world of work. 

And there's perhaps nothing more fundamental to  decent work than Fundamental Principles and Rights  

at Work: freedom of association and the effective  recognition of the right to collective bargaining,  

the elimination of discrimination in  employment, the elimination of forced labour,  

the abolition of child labour and a  safe and healthy working environment. 

And it is that last principle that is  at the centre of our discussion today  

because this year we're celebrating the 20th  anniversary of the Promotional Framework for  

Occupational Safety and Health Convention,  2006 (No. 187), or Convention No. 187. 

And this is the Convention that has put  occupational safety and health on the table. 

Two decades ago, by adopting this Convention,  

we started working towards prevention as being  central to government and national policies,  

to ensuring that workplaces can be safe and  can adapt to emerging and existing threats. 

And today, more than ever, Convention No.  187 continues to be as relevant as ever,  

especially when we look at the profound  transformations that are happening in  

the world of work today and the risks that  are emerging and re-emerging as a result. 

From climate change and technological innovation,  digitalization, pandemics and psychosocial risks,  

we have so many occupational hazards that  are reshaping the way that we think about  

occupational safety and health and the  risks that we have to deal with today. 

And all of these could not have been  anticipated when the Convention was drafted. 

So as we mark the 20th anniversary  of this important Convention,  

this is the time for us to reflect and to  think about where we need to go from here. 

How can we ensure that national OSH systems can be  resilient and adaptive? And how do we ensure that  

prevention can keep up with all these risks that  we've mentioned so far? And how can governments,  

employers, workers' organizations and the  international community continue to work  

together to strengthen a culture of prevention? Well, to help us explore these questions,  

we have a fantastic panel with us  today that I'm very happy to introduce. 

I'll start with Ms Catelene Passchier, who is the  Chairperson of the Workers' Group here at the ILO. 

Kristiaan de Meester, representing the  Employers' Group, also here at the ILO. 

Joaquim Nunes Pintado, who is the Branch  Chief of Occupational Safety and Health  

and Working Environment for us at the ILO. And of course, Ms Anousheh Karvar, who is the  

representative of the Government of France to the  ILO and the G7-G20 Labour and Employment track,  

as well as the Chairperson of the Governing Body. Thank you so much for being with us today,  

and it's a real pleasure to welcome you. Perhaps I can start with you, Joaquim,  

our very own from the ILO. If you look at Convention No. 187,  

it does place prevention at the centre of  national OSH systems, policies and programmes. 

So when you look back at the last 20 years, what  would you say are the most important achievements  

so far of this Convention and how has it been  able to strengthen a culture of prevention? 

So I start by saying that if you look back  20 years ago when the Convention was adopted,  

when we thought of safety and health at  work, we thought mostly of compliance. 

It was something that we needed to comply with. Things have changed and now we know that  

prevention is a smart investment  – a smart investment in workers,  

in workplaces and also in resilient societies. And this was very much demonstrated by the  

COVID-19 pandemic that really reinforced  the idea that prevention is really an  

asset that strengthens performance,  competitiveness and social well-being. 

I would say that the most important element  of Convention No. 187 was the fact that it  

introduced the idea, at least in the normative  framework, that in order to be effective we  

need to deal with prevention in a systemic way. And it's this idea of a systems approach that  

Convention No. 187 introduced and that we now see  as being a reality in most of our Member States. 

So the idea is that you need to act on  different fronts in terms of national policy,  

having a national strategy which  should be founded on evidence. 

You need to have effective tripartite  bodies at national level to formulate  

policies and strategies. You need to have bilateral  

collaboration at workplace level. You need to have good legislation. 

You need to have effective and  well-resourced labour inspectorates. 

So that was the main idea that  Convention No. 187 brought forward. 

I'd also say that when you look back 20  years ago, now we have more evidence. 

So we have more evidence on how many  accidents are happening, how many  

diseases there are, and we have better estimates. But at the same time, I also have to say that this  

is probably the most difficult challenge  that we still have in many Member States,  

which is really problematic because without  evidence you cannot have the best policies and  

strategies and different sorts of interventions. And of course, no discussion would be complete  

without mentioning the fact that a safe  and healthy working environment became a  

Fundamental Principle and Right at Work back in  2022, and this was really a landmark decision. 

So confirming that safety and health at work is  a human right and that no workers should be left  

behind when it comes to prevention. Absolutely. 

You raised some very important points: the  importance of evidence to inform national  

approaches and good legislation. Perhaps I can turn to you now,  

Anousheh, to look at it from the  perspective of a national government. 

When you look at the progress that France has  made in improving occupational safety and health,  

what is your takeaway? How has it been able to  improve and what can we learn from its experience? 

First, let me thank you for the invitation. Occupational safety and health is a major  

priority in France, especially since we  ratified ILO Convention No. 155, which was  

missing from our 10 core standards, last year. In fact, our Minister of Labour and Solidarity,  

who will be chairing the G7 Labour and  Employment meeting here in Geneva next  

Tuesday, personally came here in February  to deposit the instrument of ratification. 

So this is the first landmark in France. OSH measures are implemented  

through multi-year plans. These plans are developed  

through joint collaboration between  the State, the social security system,  

prevention organisms and social partners. The objective is to improve safety,  

health and working conditions for everyone. To answer your question more precisely,  

the previous plan succeeded in many areas. New laws, like the 2021 Occupational Health Law,  

are now fully in place, with most  workforce health services certified. 

Better training for young workers and employees  on OSH, including new school programmes and a  

prevention passport, has been implemented. A stronger focus has been made on major risks  

such as road accidents at work, with partnerships  to promote safety in high-risk industries. 

Improved dialogue between employers  and employees on working conditions,  

with agreements in sectors like temporary  work or cleaning, is also to be mentioned. 

There is also a public awareness campaign to  prevent serious and fatal workplace accidents. 

And also, as you know, there are new  challenges that should be addressed,  

like climate impacts on workers, digital  transformation and emerging health risks,  

which we are going to talk about later on. I think now, as we speak, France is launching  

a new occupational multi-year plan for 2026–2030,  building on the progress of previous plans. 

Tomorrow, I think, our Minister of Labour and  Solidarity will participate in a specific meeting  

of the National Council for Working Conditions  Orientation to launch this 2026–2030 plan. 

He has already announced that the new occupational  health plan for this period of time will focus on  

the reduction of workplace accidents. This is where we still must  

make a lot of progress. It will focus on the prioritization of  

primary prevention of occupational hazards at the  heart of the country's occupational health policy,  

with strengthened national governance in  coordination with local plans, and also the  

integration of occupational health, population  health and environmental health policies. 

They should be articulated. And finally, there will be a  

significant focus on occupational risks linked  to climate change and digital transformation. 

This plan, which is the result of collaboration  between the State, the social security system,  

all prevention organisms and the social  partners, is therefore fully compliant with  

Convention No. 187. Thank you. 

When I listen to you, I hear national  commitment and I hear tripartite dialogue  

between the different parties, namely in  this case government, employers and workers. 

So I'd like to turn to you, Kristiaan, to hear  from your perspective, from the perspective of  

employers, what does effective prevention actually  look like in practice and what needs to happen in  

order for us to build healthier workplaces? Maybe allow me to say that for me,  

the celebration is not 20 years, it's 23 years. It was in 2003 that we jointly – workers,  

employers and governments – had a discussion  that led to joint conclusions that later became  

the foundation of Convention No. 187. And it was in those discussions – and  

that doesn't happen often – that we put aside  the Office text completely and that we drafted  

together a new piece of text that had the  preventive culture, or culture of prevention,  

which we jointly defined, and that for me is  still the foundation of what we are talking about. 

So for me, a culture of prevention,  a preventive culture and successful  

occupational safety and health management  means that you see this culture, you feel it,  

that it is actually present in workplaces. And that means it's not about how many  

inspections you do. It's not about how many pieces  of risk assessment that you have. It's not about  

how many safety meetings that you do. It's about actual results: that what you  

identify is dealt with, measures are taken,  people are protected and we prevent accidents  

and diseases from happening. Success for me also means  

it's not a standalone thing. Health and safety is not an extra  

layer that you put on top of work. It  should be an integral part of work. 

There is only one way of good-quality  work that is at the same time safe work. 

For me, success also means  it's a continuous effort. 

It's never done. The work is never over.  Culture of prevention never sleeps. 

Success also means, for me, look at all the  hazards and even look beyond the hazards. 

Also look at situations that maybe in themselves  are not hazardous but could become a hazard,  

or a combination of factors. Even look at comfort. 

Comfort as such – for example room temperature  – is not a hazard as such, but if people feel  

uncomfortable they will maybe not demonstrate  the safe behaviour that we expect from them. 

So look at it from all angles. All angles for me also means making sure  

this is about collaboration at workplace level. This is making sure you have all the diverse  

angles: from the workers themselves, from  the supervisors, from the experts, maybe  

from the inspectorate that is also supposed to be  supportive, but also even information coming from  

clients, from visitors and, why not, competitors. We have good examples of external auditing done  

by a competitor because they look  at it with a fresh pair of glasses. 

And then success also for  me means lead by example. 

And that's an obvious one, but for me that goes  for everybody, from the top of the hierarchy to  

the actual worker. Lead by example,  

each of course at their own level. And lastly, success for me also means extending  

occupational safety and health to others – to  your supply chain, to your contractor chain,  

to your clients, etc., etc. Thank you very much. 

Catelene, listening in, what are your reflections? And from a workers' perspective, what would  

you say are the areas where we made the most  progress and where we still need to do some work? 

First, I join Kristiaan in congratulating  all of us, and especially the Office, for  

us all adopting Convention No. 187. Let me say that for us the greatest  

advance in recent years was elevating  occupational safety and health to a  

Fundamental Principle and Right at Work. In our view it should have been there  

from the very beginning, and the ILO has  worked on that from its very foundation. 

I also want to say that we have two  core Conventions, Convention No. 155  

and Convention No. 187. For us, Convention No. 155 is the basis of  

all the rights in occupational safety and health. Convention No. 187 adds the importance of  

prevention and other matters. Together they are the body of  

core labour standards when it comes  to occupational safety and health. 

And the fact that we elevated it to a  fundamental right has helped ratification,  

with the example of France. Quite a number of countries  

have understood the message and have worked very  hard to ratify either one or the other, or both. 

One thing that's also been important in  recent years is that we have a Standards  

Review Mechanism, which is a very unsexy name for  something that's important because the ILO has  

developed standards over more than 100 years. And this mechanism reviews, in a tripartite  

manner, old standards to see if  they're still relevant or if they  

need to be updated, and also identifies gaps. And we now have quite a solid OSH agenda for  

the next few years, starting recently with  a new Convention on biological hazards. 

But we will also have debates on chemical  hazards, where we do have instruments  

but they are not sufficiently up to date, on  ergonomics, which is a new issue for the ILO,  

but also manual handling, which I think is a  very old issue but needs to be updated in 2026. 

Because we have both traditional  hazards, including something like  

excessive working hours, to name one  thing, and we have very new challenges. 

Important for us is also the recognition in  Convention No. 187 that there cannot be prevention  

and real protection when you don't see workers,  employers and governments working together. 

Workers especially need to be solidly involved. Let me just mention the Rana Plaza tragedy, where  

workers in the factories had been warning their  management and supervisors that the workplace was  

extremely unsafe and nobody listened. And then  the factory fell down with all the results, and  

who was suffering most? Of course, the workers. So we must acknowledge that workers have extremely  

good knowledge of what's happening around them,  and they can give you the right information,  

and they need to be listened to and also  involved in how to address the challenges. 

Let me use what little I've left of my  time to say that the issue of how to cover  

all workers is an essential challenge that  has still not been sufficiently addressed. 

Kristiaan mentioned, from the  employers' perspective, how to  

extend commitment to subcontractors and others. We have seen countries where they have included  

self-employed and agency workers on  the work floor, even if they're not  

employees of a certain employer or business. They are working in your working environment  

and you must make sure they don't die  because they somehow work for you. 

This issue of how to cover all relevant  workers, including also in the informal  

economy, I think is a major challenge that  still has not been sufficiently addressed. 

Ultimately, in our view, the culture of prevention  is not only about standards, policies and paper. 

And again, it is really about making workers part  of identifying the problem and then also part of  

the solution. Thank you. 

Yes, we have accomplished a lot, but we do have  quite a bit of work left for us as we look ahead,  

whether it's inclusion of all  workers or the emerging risks. 

So if I could come back to you, Joaquim, as we  look ahead, what do you think are the trends that  

will most likely shape the future of occupational  safety and health, and how do you think we can  

best address those challenges and close gaps  in accessibility, coverage and prevention? 

So there is a core concept when we speak about  safety and health at work, which Kristiaan  

mentioned, which is the concept of prevention. So you need to act very early on whenever  

you're introducing a new machine into a  workplace or selecting a chemical substance. 

So you need to identify the possible  hazards that are coming with that machine,  

with that substance, and then assess the  specific risks that workers can be exposed to. 

So this is something that we  need to continue doing because  

the pace of change is quite fast now. We are having not only new machinery and  

thousands of chemical substances being  introduced in the market every year,  

but also new forms of robots and cobots and AI  and digitalization and different forms of work. 

So now prevention needs to also go a step  further, and I think that we are starting  

to speak more about anticipation. So you need, as far as possible,  

to anticipate what's coming. So what are the possible implications of  

a novel technology that is being developed? Because this is the most effective way  

of dealing with prevention. Then, when we have to select  

the most recurrent challenges or the most  serious challenges that we have in the world  

of work today – and Anousheh mentioned this  and I think Catelene as well – we have to,  

of course, think about climate change and weather. And by the way, just a month ago we had a Meeting  

of Experts that adopted some conclusions on  the implications of extreme weather events  

and changing weather patterns, now to be  validated by the Governing Body in November. 

But we are speaking here about extreme  heat, air pollution, heavy precipitation,  

floods, wildfires, with devastating  consequences for the health of workers. 

And again, governments and social partners need to  define policies that also go beyond OSH policies. 

They need to look into environmental  policies, emergency preparedness, etc. 

Then the question of technology that  I already mentioned, this is obvious. 

But also something quite important is all that  relates to demographic change because we are  

seeing that in some regions of the world,  like Europe, we have an older population. 

And this comes with all sorts of hazards related  to back pain and different sorts of diseases. 

And then we have regions of the world that  have a very young population, which also  

comes with a whole different set of challenges. So this is also something that OSH interventions  

at national level need to look into. The fact that we need to address the  

specificities of the workforce of each country  and, of course, different sectors, different  

groups of workers and different vulnerabilities. And once again, also this idea of anticipating. 

So what will my workforce, my demographics, be  in 20 years, and how can I prepare for that? 

Just my final word. Let me go back to the idea of systems  

that is promoted by Convention No. 187. So I would say that, at the end,  

the future of prevention is about building systems  that can continue to learn, to adapt, to improve. 

And of course, for that we need tripartite  commitment from all the parties. 

Indeed, anticipation is key. I mean, how do you actually  

figure out a way to anticipate? So going back to the experience of France,  

or anchoring the experience of France,  Anousheh, how do you think countries can  

actually better anticipate the risks that are  coming up and adapt their national policies  

in time to be able to respond effectively? Well, from France's perspective, addressing  

these interconnected challenges of climate  hazards, psychosocial risks and technological  

change – and I was happy you added also the  ageing population – requires for us a proactive,  

integrated and adaptive approach in  national policies and institutions. 

France is working to anticipate  and respond effectively,  

first by strengthening risk anticipation. For that we have prioritized early detection  

of emerging risks, and we have for that  some national institutes, for example the  

National Research and Safety Institute. We also have the French Agency for Food,  

Environmental and Occupational Health and Safety. These two agencies monitor trends in workplace  

hazards, climate impacts  and digital transformation. 

We also have a multi-stakeholder dialogue. As I said, our National Council for  

Occupational Health, Safety and Working  Conditions brings together government,  

social partners, but also experts to identify  priorities such as mental health, for example  

right now, and also climate-related risks. We also count on international cooperation. 

As a member of the ILO, France aligns  its policies with global standards  

such as the two core Conventions,  Convention No. 155 and Convention No. 187. 

But we also promote and share best practices, like  this G7 social initiative that has been taken,  

for example the Vision Zero Fund. I never have it in the right order. 

The Vision Zero Fund, which was initiated  in 2015 by the German G7 Presidency and was  

updated in 2022 to take into account  climate change hazards in workplaces. 

And this was about  strengthening risk anticipation. 

There is also something to do about  integrating our policy frameworks. 

So I talked about the multi-year plan, but  also creating some kind of coherence between  

different health policies. We have climate and labour. 

We also have major work on new regulation  to address heat stress, but also air  

quality and green transitions in industries. We have a specific law that is called Climate  

and Resilience, and it includes measures  to protect workers from extreme weather  

and reinforces employers' obligations  regarding heat-related risk prevention. 

It introduces new provisions into the Labour Code  regarding risk prevention measures implemented by  

employers in response to intense heatwaves. We also have some colour levels of risk,  

like everywhere – yellow, orange, red – which  are implemented by our Météo-France national  

heatwave alert system, which identifies for each  département, and is based on local analysis,  

the occurrence of intense heatwaves.  We also work on psychosocial risks. 

Since mental health was declared a  national priority for us for 2025–2026,  

France is rolling out toolkits for SMEs, training  managers and integrating this psychosocial risk  

prevention into collective bargaining agreements. And on digital transformation, the France  

2030 investment plan funds reskilling  programmes and studies on AI impacts on  

labour, while the labour inspectorate  monitors algorithmic management risks. 

This is a new mission given to our inspectors. And third, thanks to adaptive institutions,  

we are working with local and regional  occupational health services to tailor  

responses to local needs, for outdoor  workers for example in southern France. 

We also try to advocate for flexible  governance of all our specific institutions. 

And we are also promoting public-private  partnership collaboration, for example with  

insurance bodies and sectoral organizations  like those in transport and construction,  

to target high-risk groups like gig  workers or temporary agency workers. 

And last but not least, we are  focusing on vulnerable groups,  

protecting young workers with reinforced  training and supervision for apprentices,  

or addressing gender-specific risks, for example  for women, combating workplace harassment. 

It is part of OSH also. So, to put it in a nutshell, France's  

strategy tries at least to combine foresight,  collaboration and agility to address current and  

future challenges for companies and workers. It's a multi-layered approach. 

Yes. With many actors. 

But of course the first people to feel  the heat, pardon the pun, are the workers. 

So if I can turn to you, Catelene, from  your perspective, since workers are the  

first to really experience a lot of what  we're talking about in the workplace,  

what are the most salient or important  risks that you, from a workers' perspective,  

are concerned about when it comes to OSH  as we move forward, as we look ahead? 

Well, talking about multi-layered challenges,  first of all, when I was a young student, which is  

very long ago, I studied working time legislation. Working time is one of the oldest and still most  

relevant challenges in the area of protection  of workers against safety and health hazards. 

So many workers in the world  have excessive working hours. 

And those with excessive working hours  are very often the vulnerable ones. 

Because one risk that we also see is an  increasing gap between the elite – and I  

don't blame them for being well-protected  workers with proper labour contracts,  

good employers, being well protected – and an  increasing mass of workers that is not protected,  

in some kind of precarious form of work, agency  work, so-called self-employment, migrant workers. 

Let me just mention the example of Qatar and other  Gulf States where we build football stadiums with  

workers making very long hours under extreme heat. And the issue of heat stress and how to deal with  

it – and I think it was very relevant  to have this Meeting of Experts – but  

it is hitting the most vulnerable workers. So the issue of how to make sure that all the  

protection that we afford is also reaching  all workers is one of the major challenges. 

This Conference we discussed platform  workers, which is a new area, I think,  

of awareness-raising, that to protect platform  workers has also to include OSH risks. 

Ergonomics, I mentioned, we  are dealing with in the future,  

but many workers nowadays have a lot of problems  in their systems because of sitting too long. 

Call centre workers, just to name one of them. Anousheh mentioned violence and harassment in  

the workplace, not just hitting women,  but I do think that the gender dimension  

of OSH has not been sufficiently addressed. And reproductive health is one issue that is  

not only relevant for women but also for men. Let me just mention, in my country there were  

studies showing that truck drivers had major  problems because of sitting too long, many of  

them men, with their reproductive health. So those issues, new and emerging risks,  

need to be addressed. I want to emphasize that our fundamental  

rights have a strong link with each other. Without freedom of association and collective  

bargaining rights, without workers feeling  free and being free to speak up about risks  

that they encounter and doing something about  it, OSH will not be sufficiently addressed,  

especially in the cases I'm mentioning. So we must always have an integrated approach  

to the various Fundamental Principles and Rights  at Work and indeed include workers in all the  

policies we develop. Thank you. 

Kristiaan, this really has set a scene where  enterprises really have so many risks that  

they need to be thinking about, adapting, evolving  and adapting to, and working towards prevention. 

So from your perspective, how can that happen? Yeah, first of all, maybe it's important to  

underline that we have to bear in mind that  there is a difference between the macro level,  

what we discuss as policymakers, and  the actual reality in the workplace. 

And for example, the fast pace that  Joaquim referred to, or emerging risks. 

In reality, of course, we see new  technology, but in reality in most  

companies this is a very slow evolution. Once you have invested in machinery,  

equipment or technology, it is there to stay for  at least 10 or 15 years until it's fully paid off. 

So that is a mistake we should not make, thinking  that everybody's suddenly jumping to a new level. 

For example, next year if you discuss  chemicals, once you decide on a certain  

chemical process to develop materials,  it will be there for 30 or 40 years. 

Even if next year there is better  technology, that technology,  

that choice, will be there for 30 to 40 years. So that is something we have to bear in mind. 

Now back to your question and  the solution, or the approach. 

And I tend to focus on, as I said  in my first answer, the solutions. 

Each of the challenges mentioned here  – psychosocial risks, ergonomics – we  

could discuss for hours. But I focus on what  

would be a good way to approach it. And some of the elements were already mentioned,  

like adaptive risk assessment. Risk assessment, as I said,  

it's not something that you have, it's not a  piece of paper, you do it and it's in a drawer. 

Every day risk assessment is needed. For example, a mobile construction site, or  

any construction site, the circumstances change. Even during the day, the circumstances change  

because a hole that was not there in the  morning could be there in the afternoon. 

So adaptive risk assessment is more than paper. Secondly, learning networks. 

We encourage our member companies to be part  of as many learning networks as possible. 

That could be peers, that could be expert  networks, that could be competitors. 

Learn, pick up good practices and  turn them into your own best practice. 

The attitude, as I said, every day is a new  day and a new challenge to perform better. 

Turning the invisible into the visible. So many of the hazards that we face,  

or that we have to face, are not always visible. And the discussion next year on chemicals is an  

example where if the chemical is in a barrel,  or a container, or a tank, everybody notices. 

And if you understand the symbols on it, you  notice. But when the chemical is in the air,  

on the soil, on material, it's invisible. So we need technology to make the invisible hazard  

visible because if you don't know, you cannot act. And there AI, I think AI and other digital  

technologies can help us protect workers  without exposing the workers themselves. 

In the past we needed to send somebody  into a confined space to measure,  

and that person gets unwell, and the safeguard  has to go in also and also gets unwell. 

So now we have the technology to prevent that. And then, this is for me an important one because  

I'm also a hobby photographer. I always say we need to have,  

in occupational safety and health, a  photographer's eye for risks and hazards. 

That means looking at every detail, seeing things  that others don't see, but at the same time always  

also seeing the frame, the total picture. So pick up the details,  

but never lose sight of the total picture. That kind of attitude is something we need. 

Many workers and managers go to  their workplace every day and they  

don't see the obvious hazards anymore. And that's why this photographer's eye,  

that attitude, is so important. So I think these, for me, are the key elements. 

And of course all of this has to  be done in a collaborative way. 

If workers cannot speak up, or are afraid to speak  up, you cannot learn from situations that in the  

future might trigger an accident or an incident. So creating a culture of prevention means also  

making sure the company, or the organization,  is open to whatever suggestion or comment. 

And also here anonymous tools,  digital tools, can help. 

A photo can be sent to your prevention officer  without the officer needing to know who took that  

picture, where it comes from. Act upon what you see. 

Act upon information that you get. Thank you. 

I just want to say, because we are in an  ILO context, yes, without labour inspection,  

and labour inspection that is sufficiently  resourced, a lot of our good plans will not work. 

So it's not just the workers and the employers. Governments have to resource labour inspection. 

We have major instruments in  the ILO on that key issue. 

Thank you very much. Important point. Absolutely. 

So now we have to wrap up, and we  could probably go on for much longer. 

But thank you very much. That was a very interesting conversation,  

and thank you again to the panel. In the meantime,  

you can always follow us on social media. We are on @ILO on X, Facebook as International  

Labour Organization, LinkedIn as International  Labour Organization, Instagram as @ilo. 

You can find us on YouTube. We've  got our own channel, ILO TV. 

And until the next time, take  care and goodbye from us.