Informal employment accounts for 90% of the total employment in low-income countries, 67% in middle-income countries, and 18% in high-income countries . In agribusiness, informal workers are critical at various stages, from planting and harvesting to distribution, contributing to food security, and supporting rural livelihoods. In the garment sector, they are frequently employed in production and supply chain roles, driving the industry's capacity to respond quickly to global demands. While many value chains strive to achieve decent work for all workers, including those in informal employment, significant challenges persist due to factors such as the lack of national legal and social protection, limited resources, and inadequate social dialogue or effective communication. Women are disproportionately represented in informal employment across Africa, Asia, and Latin America, with young people (aged 15-24) and older individuals (aged 65 and over) also significantly affected. Labor experts identify three main reasons why informal workers are not enthusiastic about joining social insurance schemes. Low-income, unstable, precarious jobs contribute significantly to the reluctance. The non-compulsory nature of social insurance further exacerbates the issue. Additionally, many informal workers have not received comprehensive information about the benefits of social security policies, including social insurance, unemployment insurance, occupational accident and disease insurance, and leave or sickness pay. The low uptake of social insurance can also be attributed to irregular earnings, complex procedures, and insufficient policy inclusion . Investing in initiatives that raise awareness and facilitate informal workers' access to voluntary social insurance can enhance workforce stability and promote gender equality. Such efforts align with international standards, including the ILO Convention on Social Security (No. 102) and the Convention on Domestic Workers (No. 189). In some countries, these initiatives contribute to government efforts to strengthen social security. For example, South Africa and Namibia have made strides in expanding social insurance schemes, and more recently, Viet Nam has improved entitlements for voluntary social insurance by increasing maternity allowances and reducing the minimum contribution period from 20 to 15 years. The Happy Workforce Program is committed to this goal by employing strategic communications to raise awareness and stimulate demand among informal workers for social insurance schemes, particularly by highlighting key benefits through a user-friendly cost-benefit analysis tool and communication materials. Additionally, we collaborate with stakeholders such as value chain actors and government agencies to enhance access through targeted, human-centered, and community-based campaigns. Contact us for a free consultation on how to promote decent work within your value chain.

Informal workers in Viet Nam, particularly those in high-risk industries such as transportation, construction, agriculture, fishing, and mining, face significant occupational hazards. App-based drivers, in particular, are exposed to constant risks from traffic accidents, robbery, and physical strain. With over one million app-based drivers in Viet Nam, most navigate dangerous roads daily without access to formal social protection. According to the International Labor Organization , nearly 3 million people died from work-related accidents and diseases in 2019, with 395 million workers sustaining non-fatal work injuries, highlighting the urgent need for improved worker protection. To address this, the Government of Viet Nam has passed Decree No. 143/2024/ND-CP , effective from January 1, 2025, allowing self-employed workers, including app-based drivers, to participate in accident insurance voluntarily. This coverage will provide financial security for informal workers, including monthly or one-time allowances in cases of disability or diminished work capacity and coverage for recovery and rehabilitation periods following accident treatment. The Happy Workforce Program offers solutions to support informal workers' access to social insurance through collaboration with businesses to implement state-of-the-art Social and Behavior Change Communication (SBCC) strategies. These strategies include interpersonal communications, AI, and interactive media to effectively raise awareness, facilitate enrolment, and guide workers through the claims process, ensuring they can fully benefit from the coverage. For businesses, supporting informal workers in accessing this insurance can improve workforce stability, enhance employee loyalty, reduce legal liabilities related to workplace accidents, and demonstrate a commitment to corporate social responsibility by prioritizing workers' health and safety. Contact us for more information.

In Beni Suef, Egypt,  FHI 360  -  Alive & Thrive ’s Happy Workforce Program, coordinated by CID Consulting and ofi’s spices business in the country, launched a training initiative to enhance nutrition among seasonal workers, specifically targeting women onion peelers.  This initiative is contributing to ofi’s target for 750,000 households to receive enhanced nutrition or health support by 2030 under its sustainability strategy Choices for Change.  Over two days, 20 women participated in interactive workshops on balanced diets, portion control, and breastfeeding practices, emphasizing the particular importance of the first 1,000 days of a child’s life. The training was informed by a needs assessment that identified knowledge gaps and barriers to healthy practices among the participants. In parallel, a ‘train the trainer’ session took place in Cairo for 11 factory employees from ofi, empowering them to disseminate nutritional knowledge among colleagues. These trainings used local examples and culturally relevant materials to ensure effectiveness while challenging current unhealthy practices and nutritional concepts. To reinforce learning, the Happy Workforce Program is collaborating with partners to implement social behavior change communication activities, including online counseling, posters, and quizzes, to reaffirm messages and promote positive behavior change.

Source: Vietnam Investment Review Olam Vietnam Limited (ofi Vietnam) was honoured at 2024 the UN Women WEPs Awards on March 6 for its outstanding contributions to workplace equity and gender equality in community engagement and partnership. Simultaneously, the company bagged a spot in Anphabe’s Top 100 Best Places to Work in Vietnam, reflecting its dedication to fostering an inclusive, diverse and equitable workplace. With over 27 years of operation in Vietnam, ofi continues to grow its portfolio as one of the country’s leading producers, processors and exporters of nuts, spices and coffee ingredients. With over 4,500 employees ofi Vietnam continues to invest in its people to drive performance and productivity, through a three-pronged approach: Employee engagements, a diverse and inclusive culture, and talent development initiatives. A radiant smile from a female farmer in the Cashew Seedling Support Programme. Photo: ofi Some of these initiatives include building an inspiring and equitable working environment for female employees through personal development initiatives aimed at uplifting and strengthening women's leadership. Sustainable development has been a core focus for the company over the years, benefiting female employees by providing support that helps them maintain job stability and productivity. Through the ofi Care scheme, in collaboration with Alive & Thrive, female employees receive essential health and nutrition support, helping them balance professional and personal responsibilities. The ofi YES! scholarship programme further extends this commitment by offering financial aid and educational resources to children of female employees, ensuring long-term wellbeing for their families. Beyond workforce policies and programmes, ofi’s Vietnam team also engages actively with the community and partner farmers, especially female farmers. In 2023, the company worked with over 600 registered female coffee farmers, more than 190 female pepper and cassia growers, and over 3,000 cashew female farming partners to expand their sustainable production capacity and encourage data-driven and regenerative agriculture practices. Improved crop compliance with market social and environmental certifications has also contributed to enhanced access to the market and higher premiums from coffee, cashew and spice ingredients supplied to its customers. Looking ahead, ofi Vietnam remains committed to driving long-term impact through its global sustainability strategies. Revealed in 2024, ofi’s ‘Choices for Change’ strategy provides global food brands, retailers and their consumers with specific choices to deliver long-term impact across four critical pillars: Prosperous farmers, Thriving communities, Climate action, and Regenerating the living world. For these concerted efforts, ofi Vietnam has been recognised by the UN Women WEP and Anphabe Top 100 Best Places to Work in Vietnam 2024 Awards. The Gender Equality in Community Engagement and Partnership category honours companies operating in the Asia-Pacific region that integrate gender equality into their sustainability strategies or social responsibility initiatives. Beyond comprehensive workplace benefits, team-building activities remain an essential part of the company culture. Photo: ofi Anphabe Vietnam’s 2024 Top 100 Best Places to Work recognition reinforces ofi’s commitment to growing an inclusive, diverse and equitable workplace ofi Vietnam is also proud to rank among the Top 50 in the Medium Enterprises category for Anphabe’s Top 100 Best Places to Work in Vietnam 2024, validating its ongoing efforts to continually improve people-first policies and employee advocacy practices that drive success and performance. Amith Verma, regional head, ASEAN, China, and Oceania region, at ofi said, “These important award recognitions are a testament to our strategic commitment towards building an inclusive, diverse, and equitable workplace - empowering our employees to develop professionally and personally." “We must continue to prioritise initiatives that impact female employees and our farmer partners within our communities. With a shared purpose at the core of our belief system, anchored by our global sustainability strategy, Choices for Change, our people across the business can drive positive change.” By Huyen Thuy