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close this bookAction Against Child Labour (ILO, 2000, 356 p.)
close this folder6. Strategies for employers and their organizations
View the document(introduction...)
View the documentAwareness-raising and policy development initiatives
View the documentEmployer action to combat child labour in specific sectors
View the documentDirect support for the removal and rehabilitation of child workers


The range of actions on child labour taken by employers and their organizations to date can be broken down into the following categories:

· general awareness-raising and policy development initiatives;
· prevention of child labour in specific sectors;
· direct support for initiatives aimed at the removal and rehabilitation of child workers;
· certification schemes for specific goods; and
· corporate and industry codes of conduct.

Awareness-raising and policy development initiatives

Three examples of such initiatives are provided below.

Box 6.3. Employers' Federation of Pakistan

The Employers' Federation of Pakistan (EFP) has been actively contributing to national efforts to eliminate child labour. The EFP started by raising awareness of the characteristics, causes and consequences of child labour among its own members, beginning with the translation of international instruments and national legislation on child labour into local languages. It then created a network of local employers for the protection of working children. This network is supported by a child labour unit at the EFP secretariat in Karachi and comprises 20 focal points nationwide. The EFP regularly publishes information on the activities of this network in its quarterly newsletter.

The EFP is also involved in the employer-led Skills Development Council (SDC), which aims to promote the development of vocational training programmes which are flexible, demand oriented and cost-effective, with the maximum participation of employers. The SDC also registers school leavers, uneducated youth, child trainees and industrial workers, in order to identify training needs which will ensure the availability of trained personnel and provide better employment opportunities to trainees. Through the SDC, the EFP has been involved in awareness-raising and in exhorting local employers to improve the working conditions of children. The EFP has proposed that its office-bearers, the members of its managing committees, and the leaders of local chambers and national business associations establish systems to ensure that their own companies and those to whom they subcontract do not employ child labour.

Box 6.4. Employers' Confederation of the Philippines

In April 1997, the Employers' Confederation of the Philippines (ECOP) initiated awareness-raising activities among its own members and affiliated business groups. Its objectives were to obtain a better understanding of the attitudes and concerns of member companies on the issue of child labour; formulate an employers' policy statement to reflect the commitment of Filipino employers to the elimination of all forms of child labour; raise awareness and develop advocacy positions for leading business organizations; and develop capacity within ECOP to offer services to local enterprises in the area of child labour.

To accomplish these goals, ECOP committed itself to:

· surveying member companies to document prevailing corporate policies, programmes and activities that may directly or indirectly affect working children. This includes a special survey examining the linkages between the formal employment sectors and child labour, primarily in the form of blind procurement and subcontracting policies;

· documenting "best practices" which can serve as models for other companies;

· conducting awareness-raising and advocacy programmes for industry associations, and affiliated organizations and members of ECOP; and

· establishing a "child labour focal point" at ECOP to:

· raise employers' awareness and sensitivity to the needs of working children;

· advise enterprises on options available on how best to approach and pursue child labour initiatives;

· design a system whereby employers could share access to data, information and services on strategies to eliminate child labour; and

· provide employers with a platform to participate in national policy development and implementation on child labour.

A child focal point is responsible for training activities in support of these objectives and for monitoring the progress of employer action to eliminate child labour.

Box 6.5. National Association of Colombia Industrialists

A number of employers' organizations have adopted policies in the area of child labour. One example is a resolution adopted by the National Association of Colombia Industrialists (ANDI) in December 1996. Such statements serve the dual purpose of bringing greater attention to the issue of child labour and of providing policy guidance to individual companies.

Resolution on Child Labour by the Board of Directors of the National Association of Colombia Industrialists


(a) That it is the Association's duty to foster the application and respect of ethical values among the employer community and society as a whole;

(b) That in every work relationship respect for individual dignity must prevail;

(c) That the rights of children and young people must be upheld, so that they are protected against economic exploitation and against performing any work which may be dangerous or which interferes with their education, their leisure, or their physical, mental, spiritual, moral or social development in general;

(d) That the lack of education and technical training among children and young people prevents them from enjoying better working and social conditions in a world which requires people to be increasingly qualified; and

(e) That, despite the difficulties in evaluating the extent of the problem, recent studies indicate that at least 2,447,000 youngsters between the ages of 9 and 17 work in our country - that is, almost 90 per cent of the children and young people in that age group, who are suffering from poverty and misery, are performing some kind of work.


(1) That its members will not engage for work any individual of less than 18 years of age.

(2) To invite its members to check whether those people with whom they have contracts - such as contractors, clients, distributors, agents, subcontractors, etc. - do not employ any persons of less than 18 years of age.

(3) To request that, when they have dealings with community or cooperative type enterprises, whose activities encompass work which involves family groups, including youngsters of less than 18 years of age, enterprises ensure that the rights of those children and young people are not violated and that their working time allows for education and recreation.

(4) To request the Executive President of the Association to continue supporting efforts to abolish the employment of children and young people in other sectors of Colombia's economy, and to assist in the design and implementation of rehabilitation, training and recreation programmes for displaced children and youngsters.

Employer action to combat child labour in specific sectors

Once an employers' organization has established a general policy framework on child labour, it is possible to follow up with more focused activities in particular sectors (including the informal sector) where child labour may pose a particular challenge. Such action is preceded by an information-gathering stage in which sectors and representative business associations are identified as partners in the design of direct programmes to prevent child labour.

Five examples of such actions are described below.

Box 6.6. South Africa Agricultural Union

The South Africa Agricultural Union (SAAU), a member of Business South Africa (BSA), participated in outreach programmes with the ILO, UNICEF, and the Departments of Labour, Education, and Health, to examine the working conditions of minors in the agricultural sector.

It developed a policy on child labour which sets out the following conditions under which children may engage in light work:

· with the full consent of the child and its parents, preferably in writing;

· no forms of bonded child labour should be allowed or tolerated;

· the work to be performed by children should contribute to their social and possible career development;

· the mental and physical ability of children must be taken into consideration in deciding whether or not to employ them and in determining what tasks they should perform;

· the working hours should be limited to no more than ten per week (two per day) during school terms and 25 per week (five per day) during holidays; and

· a working child should be paid a market-related wage.

The SAAU policy also stipulates that compulsory education should be supplemented by an effective schooling infrastructure to enable children in rural areas to attend school within reach of their homes.

Box 6.7. All-Indian Organization of Employers

The All-Indian Organization of Employers (AIOE), the national employers' organization in India, has taken a multi-pronged approach involving employers and their organizations, trade unions and workers, parents of working children, and opinion leaders. The project is being implemented in five cities/areas (Hyderabad, Pune, District Sagar, Chennai-Madras, and Ferozabad) with the help of the regional Chambers of Commerce. It seeks first to improve the working conditions of children while devising plans of action for the replacement of child workers with adult workers. The AIOE has appointed a senior staff member to serve as the focal point for child labour activities and to coordinate this work.

The chief objective of the project is the sensitization and modernization of industries where there is a prevalence of child labour. The sectors selected to take part in this activity were the bangle industry, the stainless steel industry, the bidi (cigarette) industry, the hotel industry, and small automobile garages and workshops. The AIOE collaborated directly with the Stainless Steel Manufacturers Association in October 1996, starting with a survey of working children, the parents of working children, employers of the children, and trade unions. The AIOE persuaded steel manufacturers that the use of child labour in their industry would result in the rejection of exports by developed countries. The members of the Association agreed not to hire additional child labourers and to start an educational fund for working children. Social workers helped to familiarize individual employers and the families of working children with the implications of the recent Indian Supreme Court directives against child labour. Employers began to support the gradual phasing-out approach, and to create better working conditions, on the proviso that they continue to receive encouragement and assistance from the Government.

The local Chamber of Commerce affiliated with this project - the Southern India Chamber of Commerce and Industry (Madras) - has in turn developed its own action plan to combat child labour. It involves the following components:

· focused removal of child labourers in selected manufacturing units;

· creation of a permanent fund for rehabilitation of child labourers with contributions from industry, chambers of commerce, employers of child labour and other organizations;

· psychological analysis of child labourers and the impact of child labour on society;

· educating parents of child labourers through adult education programmes;

· charting an alternate income-generating programme;

· monitoring establishments employing child labour; and

· freezing further recruitment of child labour.

In early 1997, the AIOE organized a regional seminar in Chennai-Madras on the elimination of child labour in collaboration with IPEC and the Southern India Chamber of Commerce and Industry (SICCI). As a follow-up to this seminar, SICCI supported the creation of a permanent fund - financed by industry, chambers of commerce, employers of child workers, and other organizations - to maintain rehabilitation programmes for children. This fund is managed by a combined group of trustees drawn from each of the above groups. The SICCI is now monitoring other sectors in the region where child labour occurs, and continues to impress upon its members the need to freeze further child employment in their units, to devise plans for the gradual phasing out of existing child labour, and to establish strategies for the rehabilitation of these children, including flexible and relevant education.

Box 6.8. Federation of Kenya Employers

The Federation of Kenya Employers (FKE), during the initial phases of its programme, convened regional awareness-raising workshops in which it formulated and disseminated employer guidelines on child labour.

The target group of the FKE's current programme includes selected member companies, such as the Kenya Tea Growers Association, Sasini Tea and Coffee, Mumias Sugar Co., Chemelil Sugar Co., Aheroi Rice Scheme, West Kno Rice Scheme, Hotel Keepers Association, Sisal Growers Association, and Kensalt Ltd. The aims of this programme are as follows:

· assisting selected companies in formulating and implementing policies and an action plan on child labour;

· providing technical advice and support to the selected companies willing to initiate measures to combat child labour;

· identifying feasible measures and activities for selected employers in the fight against child labour; and

· collaborating with the Government, trade unions, NGOs, and other interested parties in fighting child labour.

The main activities which have been carried out under this programme include:

· conducting field visits to selected companies to evaluate the working conditions and hazards faced by working children;

· holding discussions with the management and workers of selected companies to draw up a policy and plan of action;

· preparing action plans at the sectoral level to guide effective employer interventions to combat child labour;

· establishing a Working Children's Welfare Committee within each selected company to oversee the implementation of the above action plan;

· formulating guidelines for the Welfare Committee established in each company;

· preparing a comprehensive report at the end of the programme; and

· conducting follow-up visits to the selected companies.

A child labour unit has been established by the FKE under its Research and Information Department. A column on child labour has also been incorporated into the FKE quarterly newsletter. Employer guidelines on child labour have been issued, which focus on:

· adopting more aggressive methods of recruiting adult workers in labour surplus areas;

· establishing working norms for various activities in the plantation sector and other areas of work for children that are appropriate to their ages;

· providing longer and more frequent rest periods;

· providing regular medical check-ups;

· providing protective clothing and devices, field shelters and subsidized midday meals, where applicable, as well as safe and comfortable transport to and from work.

The FKE monitors application of these guidelines and assists its members in formulating internal company policies and action plans on child labour which take their individual situations into account.

Box 6.9. Association of Tanzania Employers

The Association of Tanzania Employers (ATE) started with raising awareness of the extent of child labour on sisal estates in 1995. An initial workshop gave estate owners and managers the opportunity to discuss child labour and the improvement of general working conditions, for example, through the development of piecework tasks organized according to the capacity of child labourers. One outcome of the workshop was an agreement by the participating employers to exclude working children from tasks which are dangerous and hazardous, provide protective gear, set up a cooperation arrangement with teachers and parents to curb child labour, and improve school enrolment and education standards in primary schools located on the estates.

The workshop also defined short- and long-term goals for sisal estate owners and managers. Long-term goals included action to improve labour inspection by providing inspectors with transport, and establishing credit facilities to provide opportunities for workers in the informal sector to generate income. Another was the establishment of secondary day school and vocational training centres, along with the establishment of dispensaries, welfare, and day-care centres. Short-term action identified by the employers included the provision of protective gear, introducing payment-by-results schemes to improve the earnings of adult employees, and prohibiting child labour in hazardous tasks. To ensure effective implementation of this programme, the ATE recommended that committees be established to oversee follow-up on the action programmes. These committees were recommended to be made up of the sisal estate owner, the regional labour and education offices, trade unions, and community leaders.

The ATE is currently working to assist its members in the tea and coffee plantations in Tanga, Mbeya and Arusha regions, where children below 15 years of age, including primary school drop-outs and others not yet enrolled in school, engage in harvesting. The ATE organized sensitization seminars for the owners and managers of six tea plantations with a high incidence of child labour in the Arusha region during which the ATE assisted its members in formulating action plans for the prevention of child labour and the protection of child workers.

Box 6.10. Turkish Confederation of Employer Associations

In 1993-94, the Turkish Confederation of Employer Associations (TISK) conducted four seminars in Ankara, Adana, Bursa and Istanbul in which local employers assessed the causes of child labour. They determined the primary factors to be rapid population growth, an inadequate education system, and the economic and social structure of families. These seminars presented the situations of children working in both the formal and informal sectors and in large industries, while academics presented information on children's social security rights and benefits.

In a second phase, TISK focused on the small and medium-sized employers in the metal industry. This particular target industry was selected because the results of a survey carried out by the Ministry of Labour and Social Security's Labour Inspectors revealed that children working in this sector are at particularly high risk. Three industrial sites in Istanbul were selected to implement the programme. In each of these sites, 100 small-scale enterprises - a total of 300 employers - were reached.

In the course of field studies, information on the formal apprenticeship system was supplied to small-scale industry employers to increase their awareness of child labour issues. Surveys were carried out by the teaching staff of the Apprenticeship Training Centres to provide the best information on the system to employers. TISK encouraged employers to register the children participating in apprenticeship programmes of the Apprenticeship Training Centres of the Ministry of Education.

At the recommendation of the Turkish Ministry of Labour, TISK also focused on improving the working conditions of the children employed in the metal sector. Seminars were held in 1997 to identify appropriate measures, for example through the control of dangerous gases, improved ventilation of the workplaces, and the modification of ergonomic conditions. Several workshops were held for the purpose of outlining, with the cooperation of national experts and TISK member associations, the content and design of a booklet entitled The risks of child labour and the measures to be taken in the metal sector. This book was published by TISK in July 1997.

TISK has also published a book entitled Child labour in Turkey, which describes the activities carried out to date on child labour. It summarizes statistics compiled by the State Institute of Statistics, including information on the age of the working children and their economic activity, and gives an overview of child labour legislation in the country, as well as TISK's views on the child labour problem and strategies to combat it in Turkey.

Direct support for the removal and rehabilitation of child workers

Employers' organizations and their members have also undertaken direct action programmes to remove and rehabilitate children working in a particular industry. Because these types of intervention are generally complex, significant resources and broad social mobilization are required to ensure that the best interests of the children are safeguarded.

Examples of direct support are found below.

Box 6.11. The garment industry in Bangladesh

The garment industry in Bangladesh is an example of the dangers of precipitate action. In 1992, the threat of possible trade sanctions under proposed legislation in the United States, its major market, created panic in the industry. There is evidence that employers dismissed children in an effort to forestall possible trade sanctions. This led to a transfer of child workers largely to the informal sector, which posed even more dangers to the children because of the unregulated nature of this work.

In response, a positive initiative was undertaken by a broad social alliance. On 4 July 1995, the Bangladesh Garment Manufacturers and Export Association (BGMEA) signed a Memorandum of Understanding (MOU) with the ILO and UNICEF aimed at the elimination of child labour in the garment industry and the provision of credible alternatives.

ILO-IPEC led in setting up the monitoring and verification system, and the compensation system, while UNICEF concentrated on establishing educational facilities available near the children's homes. A project known as the Verification and Monitoring System for the Elimination and Prevention of Child Labour in BGMEA Factories and the Placement of Child Workers in School Programmes was launched, the core elements of which are as follows:

· conducting, during 1995, a survey to identify the children working in the garment industry;

· developing and implementing an experimental monitoring and verification system to remove child workers under the age of 14 from garment factories and to prevent other children from entering employment in such factories;

· withdrawing over 10,000 children under the age of 14 from work in garment factories and enrolling them in special education programmes; and

· paying partial compensation to the children and their families for the loss of income and to enable the children to participate in the education programmes.

The BGMEA collaborated with ILO-IPEC on a monitoring and verification system to ensure that BGMEA factories and their subcontractors did not employ children younger than 14.

Twenty-eight child labour monitors were trained and were responsible for inspecting factory sites in Dhaka and Chittagong, and for monitoring school attendance. Close collaboration has been forged between the ILO, BGMEA and the Government.

Out of 1,314 factories inspected between January and April 1997,12 per cent were found to employ children, a significant drop from 1995 and 1996, when, respectively, 43 per cent and 34 per cent of the factories surveyed were found to employ children. In the event of an infraction of the agreement, the name of the violating manufacturer is reported to BGMEA for further action. The penalty for an infraction can either be a fine of US$1,000 or, in the case of a repeat violation, a temporary withdrawal of the manufacturer's export licence.

In collaboration with the Social Investment Bank Ltd. (SIBL) Bangladesh, a system has been set up for the disbursement of an allowance to compensate the families of the ex-working children for loss of income. SIBL is in charge of disbursing the allowance, which is contingent on the regular school attendance of the children. As of 31 January 1997, 8,031 former garment child workers had been enrolled in 316 schools. Four schools have introduced skills training programmes, which are gradually to be extended to other schools.

To enhance the support base, UNICEF has been involved in the design and support of non-formal education programmes, which are operating through close collaboration with respected local NGOs such as the Bangladesh Rural Advancement Committee (BRAC).

The vocational career-oriented curricula envisaged for the second phase of the project is to include para-skills training (short-term and low-cost light vocational courses), pre-vocational education (introduction to occupations), and career counselling. In addition, the scope for entrepreneurship training and mainstreaming to established vocational training schools will be explored through a working partnership with established vocational institutions in Bangladesh. The project will also aim to enhance the capacity of local institutions and agencies to implement vocational training schemes.

Prevention and monitoring

IPEC has set up an external and internal workplace monitoring system to identify the occurrence of child labour in the football-making industry in Sialkot and to ensure its phase-out. The monitoring team collaborates with the participating manufacturers, who are responsible for internal monitoring. The monitoring system for the Sialkot football industry is based on the principles and concepts of the monitoring system developed by the ILO for the garment industry in Bangladesh.

The ILO's external monitoring programme started on 1 October 1997, with the recruitment of 15 monitors and one national team leader. The monitoring team is supervised by an ILO international expert on the subject. The initial period was spent in thoroughly training the monitors, drawing up zones and doing test field runs. Sialkot district was divided into seven zones and each zone was assigned a team of two monitors, with a defined frequency of surprise visits each month.

Box 6.12. The sporting goods industry in Pakistan

Another industry-based employer initiative aims to eliminate child labour in he manufacture of footballs in Sialkot, Pakistan. The Partners' Agreement was signed in 1997 by the Sialkot Chamber of Commerce and Industry, the ILO and UNICEF. The Agreement marks the first time that local manufacturers and exporters, as well as their international counterparts in an entire industry, have cooperated closely with the ILO to phase out child labour and to ensure that viable alternatives are provided.

The Agreement led to a joint project aimed at eliminating child labour in the manufacture of footballs through voluntary participation of manufacturers. The project is implemented jointly by the ILO, UNICEF, the Sialkot Chamber of Commerce and Industry (SCCI), Save the Children - United Kingdom, Pakistan Bait-ul-Mal (Government Welfare Fund Department) and Bunyad Literacy Community Council, a local NGO.

The aim of internal monitoring is to provide data which is cross-checked by the external monitoring system. Participating manufacturers have each appointed a senior manager to supervise the company's internal monitoring. The internal monitors are responsible for collecting and providing the following data on a regular basis to the external monitors:

· the names and contact information of all stitching centres;

· the names, addresses and ages of all stitchers working in the stitching centres run by the manufacturers;

· the names and addresses of the stitching centres run by the subcontractors;

· the names, addresses and ages of all stitchers working for the subcontractors; and

· the estimated number of stitchers necessary to reach target production.

The participating manufacturers are to set up stitching centres within a given time frame as follows:

· within six months of joining the programme, the registered stitching centres should represent at least 25 per cent of the yearly target production;

· within 12 months of joining the programme, the registered stitching centres should represent at least 50 per cent of the yearly target production; and

· within 18 months of joining the programme, the registered stitching centres should represent 100 per cent of the yearly target production.

All stitchers younger than 14 are to be placed in the social protection programme, and a qualified member of the family is to be offered to take the place of the child worker.

Social protection

The children withdrawn from football stitching and others affected by the monitoring programme are not left to wander off to other work situations. The IPEC social protection programme provides these children and their families with alternatives, including non-formal education. The programme works closely with the families and the communities. The focal point for the social protection services in the communities of varying size and nature are the Village Education and Action (VEA) Centres, or Umang Tallemi Centres (UTCs), as they are known locally. These form a network of activity centres in the football stitching communities in Sialkot district. By the end of the first six-month period about 3,000 children and their families, of the 5,400 to 7,000 targeted, were already in the social protection programme, through some 90 Village Education and Action Centres. Prior to joining the social protection programme, about half of these children were stitching footballs full time, and most of the others were helping their families with football-related work.

Getting working children to accept educational programmes and services requires considerable mobilization and awareness-raising with the children and their families, particularly if the children are earning well. The children are offered no stipends or family allowances on joining the programme.

A local partner NGO and IPEC have developed assessment and review instruments to measure progress and enable the sound monitoring of social protection components of such child labour programmes and projects. The success and impact of this project has encouraged the carpet manufacturers in Pakistan to develop a similar Prevention and Monitoring Programme in the carpet industry, which was launched in 1999.

Box 6.13. A tripartite campaign in Italy

Employers' organizations in developed countries have provided assistance for child labourers in developing countries. One example is the campaign in Italy by the ILO's tripartite constituents - Italian trade unions, the Confederation of Italian Industry (CONFINDUSTRIA), and the Italian government - and the national committee for UNICEF. A protocol was signed on 29 February 1996 committing workers to donate one hour or one day of their wages to benefit working children in developing countries. The participating employers agreed to match these contributions. A Conference entitled "Italian Working World Against Child Labour" was held in Rome, where a contribution of over US$ 1.66 million was raised for IPEC and UNICEF activities to combat child labour in Bangladesh, Nepal and Pakistan.

The Italian financial contribution stipulates that its supported projects must have a strong element of involvement of the workers' and employers' organizations in 44 countries. The project's immediate objectives are to strengthen the capacity of trade unions and employers' organizations in the designated countries to fight against child labour at both the national level (policy formulation, public awareness campaigns) and at the community and workplace level (direct assistance to working children). The programmes supported by the Italian fund are targeted at the garment industry in Bangladesh, children in bonded labour in Nepal, and surgical instrument manufacturing in Pakistan.

Box 6.14. The informal sector in Bolivia

Employers' organizations have been involved in efforts to provide rehabilitation to former child labourers in the informal sector. For example, the Confederacie Empresarios Privados de Bolivia (CEPB), the central employers' organization in Bolivia, has a private foundation called the National Training and Skill Development Foundation, which it established for the purpose of training manual labourers. Branch training centres are located in each of the major cities in Bolivia. With the support of IPEC, the CEPB established a pilot training centre in Santa Cruz to upgrade the technical skills of adolescents between the ages of 12 and 16. This programme - "A Beginning, A Future" - is designed for street children. During late 1995 and early 1996, the CEPB, with the assistance of local NGOs, recruited 430 children who were working on the streets of Santa Cruz (selling cigarettes, newspapers, flowers, or as shoeshiners, etc). These young people were enrolled in a skills development programme run by the CEPB, which is carried out in four cycles of ten weeks each in the following subjects:

· metal mechanics;
· automotive mechanics;
· embroidery and sewing;
· basic electronics; and
· toy craftsmanship.

Daily transportation for the young people to and from various locations in Santa Cruz and the training centre is provided by the CEPB. The courses are held five days per week, for two hours each day, with breaks for a snack provided by the CEPB. The course work is 30 per cent theory and 70 per cent practical training, and is overseen by a social worker/teacher hired by the CEPB. Although this is an experimental project, the success thus far has been impressive. Despite the fact that course attendance is not compulsory, only 4 per cent of those children who have entered the programme to date have dropped out. Those working with the programme have already identified the positive impact on the young people, including a marked improvement in their attention spans, discipline, overall hygiene, and motivation for work and learning. In addition to the technical training courses, leisure activities are organized for the young people, including football matches, folklore music sessions, dance evenings, and Christmas craft bazaars where their products are sold.

The broad goal of the CEPB programme is to build up the children's self-esteem. The aim of the project's second phase is to integrate the children who have completed the training into specific industry branches. Agreements have been signed for this purpose between the CEPB and the sectoral associations and enterprises with which it is affiliated, especially in forestry, tourism, and commercial industries. Many corporations (including multinationals such as Coca-Cola) are also actively supporting this programme. The CEPB is motivating other branches of the private sector to initiate similar measures to upgrade the skills of children who are working in the informal sector, and plans were underway to expand the number of training centres to ten. The CEPB also envisages the creation of a scholarship programme for children who lack sufficient resources to attend school, and is working towards the development of micro-enterprises (such as gardening and bakeries) where these adolescents can work after completion of their study course.

With a view to sharing their experiences with other employers' organizations in the subregion, the CEPB hosted the first Ibero-American Employers' Subregional Seminar on the Elimination of Child Labour in 1998.