The ITCILO, ACTEMP, the ILO Skills Department and BUSINESSAfrica organized a workshop to discuss the establishment of Sector Skills Bodies in seven countries, namely Kenya, Uganda, Tanzania, Zambia, Lesotho, Rwanda and the Seychelles.

The workshop took place in Nairobi, Kenya from the 14th-15th May and aimed to tackle three pertinent questions: what SSBs are, why they are important and how to establish them. The participants of the event acknowledged the establishment of SSBs as a potential solution to skills mismatches, youth unemployment and a lack of productivity within the labour market. Further, they agreed that a multistakeholder approach bringing together industry associations, employers, labour movements, relevant government bodies and academic institutions would be most effective in the realisation of SSBs.

In her opening remarks, Dr Wanjiru Kariuki, Secretary of the State Department for Labour and Skills Development of Kenya, highlighted the need to promote demand driven education and training which will in turn guarantee improved labour market transitions. When discussing the case of Kenya, she emphasised that the Government mandates the Ministry of Labour and Social Protection to promote decent work, skills development and sustainable job creation. As such, National Guidelines for Sector Skills Committees have been developed to help in the attainment of sustainable economic growth and prosperity.

In the discussion on how to establish Sector Skills Bodies (SSBs), Carmel Marock, a research associate at the Centre for Researching Education and Labour (REAL) at the University of Witwatersrand, shared insights from the South African experience. She emphasized the importance of focusing on sectors that align with development priorities and offer significant employment opportunities. Regarding Skills Industrial Training Authorities (SITAs) in South Africa, she noted: SITAs with a narrower focus tend to be more effective as they ensure that the employer voice is heard and employer needs are met.

For example, in the manufacturing SITA, which encompassed a wide range of subsectors, employers felt distant from decision-making. In response, SITAs created smaller, sector-specific spaces to ensure that constituents directly involved can engage and have their voices heard. This has been a key lesson for South Africa”.

Participants were given the opportunity to discuss the state of Sector Skills Bodies (SSBs) in their countries. Speaking for Uganda, Jeanne Byamugisha, CEO of the Uganda Hotel Owners Association, highlighted urgent issues to be addressed through SSBs.

She said, “Uganda, like many African countries, has a very young population, with approximately 80% under 20 years old. SSBs could help tackle the significant challenge of youth unemployment. Additionally, there is also the issue of outdated curricula that do not meet labour market needs. Therefore, there needs to be a council consisting of industry players to approve curricula, ensuring quality assurance and better job market absorption for students”.

When discussing the risks associated with establishing Sector Skills Bodies (SSBs), Kennedy Edward Mollel, CEO of the Hotels Association of Tanzania (HAT), identified five key challenges: “Firstly, setting up these bodies is time-consuming, requiring extensive engagement with key partners and navigating various legislative processes. Secondly, there are significant cost implications, raising questions about whether employers, the government, or employees will bear these costs. Thirdly, there is often a lack of expertise within specific sectors. Then, a lack of political can hinder progress. Finally, there is a risk of insufficient resources and funding, both in terms of financial support and human capital”.

From the ILO side, Skills and Lifelong Learning Specialist Alice Vozza emphasized the importance of identifying specific problems before establishing Sector Skills Bodies (SSBs). She stated: "Different issues such as unemployment, lack of productivity, skills mismatches, industry competitiveness, and informality impact the skills system at the country level. These factors must be considered when defining the scope of work for SSBs. Additionally, it should be noted that SSBs are not a one-size-fits-all solution due to the dynamic nature of labour market needs. While SSBs are important, a comprehensive strategy involving various stakeholders and approaches is necessary to effectively address these issues."

The event brought together international experts, private sector representatives, government officials, industry associations, and Employer and Business Membership Organisations (EBMOs) to share best practices from countries that have successfully established Sector Skills Bodies (SSBs) and to discuss the current state of SSBs in the represented countries. In the final session of the two-day workshop, delegates had the opportunity to present national roadmaps for establishing SSBs over the next six months. ILO specialists and technical experts will support the implementation of these action plans through ongoing projects in the represented countries.