Since building started on FIFA World Cup Qatar 2022 facilities in 2014, the SC’s dedication to making sure the health, security and self-respect of all employees used on our tasks has actually stayed unfaltering.
Our efforts have actually led to substantial enhancements in lodging requirements, health and wellness policies, complaint systems, health care arrangement, and compensations of unlawful recruitment charges to employees.
Evidence of development by the organisation is openly readily available here in a series of yearly reports.
While the journey is on-going we are devoted to providing the tradition we guaranteed. A tradition that enhances lives and lays the structure for reasonable, sustainable, and enduring labour reforms.
In line with this dedication, the SC has actually carried out health and wellness requirements that are on par with, if not much better than, numerous building tasks in Europe and North America– a reality the international trade union
Building and Wood Workers’ International (BWI) acknowledges and have actually openly vouched for here.
In 2014, the SC introduced the Workers’ Welfare Standards (WWS), which are obligatory requirements for specialists dealing with SC tasks and need specialists to make sure compliance by subcontractors.
Our due diligence starts as early as the tendering phase, and because 2016, 25% of specialists have actually stopped working pre-tender assessments. Following on from a peak building labor force of 30,000 employees, our Workers’
Welfare Standards now cover more than 150,000 employees on competition service tasks connected to the World Cup and more than 40,000 hospitality employees.
Despite our dedication to our extensive requirements, it is regrettably the case that (as in other places on the planet) job-related injuries and deaths still take place on our tasks.
Unfortunately, the SC has actually suffered 3 work-related-fatalities and 37 non-work-related deaths. From the beginning, we have actually been transparent about job-related casualties and non-work-related deaths on our tasks, with all occurrences caught in our yearly reports.
Our dedication to openly reveal non-work-related deaths surpasses the requirements of the UK’s Health and Safety Executive Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR), which the SC has actually embraced as its standard. RIDDOR specifies and supplies category for how to record job-related and non-work-related occurrences.
The SC examines all non-work-related deaths and job-related casualties in line with our Incident Investigation Procedure to determine contributing aspects and develop how they might have been avoided. This procedure includes proof collection and analysis and witness interviews to develop the realities of the event.
This is basic SC treatment that goes even more than what is needed, where the legal duty to examine the underlying causes of death when it comes to non-work-related deaths lies with the appropriate regional authorities.
The SC has actually remained real to its dedication of using the World Cup to provide enduring social modifications for our employees, to enhance their working and living conditions.
The following is testimony to the tradition we continue to develop as part of this competition. Access to treat: The SC’s three-tier complaint system is providing employees a voice and making sure higher representation. We developed the first-of-its-kind Workers’ Welfare Forums in Qatar, permitting employees to choose an agent to raise complaints on their behalf, with no worry of retaliation.
Over 113 online forums have actually been held, covering SC and non-SC employees. Our online forums have actually likewise notified the facility of joint committees in Qatar in 2019, that are motivating interaction in between workers and companies to resolve unite agents of management and center employees into routine interaction over work environment concerns.
Summer working hours legislation: The SC likewise took part in a heat tension research study, commissioned by the ILO and Ministry of Labour that led to a ministerial choice to extend the restriction on operating in open work environments from 10: 00 am-3: 30 pm, from June 1 to September 15 yearly.
This brand-new legislation extended the restriction by 6 weeks, offering higher defense from heat tension.
Hospitality sector: Our engagement with the hospitality sector has actually caused significant enhancements in the locations of ethical recruitment, work conditions, lodgings and employees’ representation. Our online forums have actually been encompassed this sector. Three hotel operators have actually devoted to repay QAR 163,670 to 58 hospitality employees; while others remain in the procedure of compensating personnel for pre-mobilisation medical costs.
Comprehensive medical screenings: 42,629 detailed medical screenings have actually been provided, as a preventive step beyond standard screenings. These screenings make sure employees are fit to work prior to being mobilised on website which they get proper care strategies in case of any medical concerns. Annual health check-ups are now mandatory for all employees, and we remain in early conversations with the MoL and other partners concerning a nation-wide execution of the SC’s detailed medical screening program, especially at the Qatar Visa Centres in the sending out nations.
Heat tension mitigation: The SC has actually developed advanced cooling matches for employees as part of its heat tension mitigation efforts that make sure employees are comfy throughout warmer months. We have actually gotten interest from regional and global business and pilots remain in development. Further versions of this item will be established to deal with various sectors and applications worldwide.
In parallel to strict health and wellness requirements, our record for openness surpasses any building job in this area, previous FIFA World Cups, and numerous global building tasks.
When business stop working to abide by the WWS– which is the plain truth of supply chains all over the world– our required is to action in, require much better, and signal the authorities. We carry out obligatory due diligence systems to find non-compliance and make sure stringent adherence to the WWS– an exceptionally tough endeavor in a market swarming with intricate supply chains and specialists– a number of which perform their company in an excellent style, while others regrettably look for to prevent laws and make use of loopholes.
Since 2016, we have actually performed more than 10,461 audits and assessments throughout all our websites amounting to more than 83,482 hours. Additionally, we have actually finished over 1,845 assessments throughout non-construction sectors, consisting of the hospitality sector, Host Country Operations and other associated tasks, totaling up to more than 14,620 hours.
We likewise have a suite of enforcement steps at our disposal, which have actually led to the demobilisation of 69 specialists, 235 specialists put on a watch list and an additional 7 have actually been blacklisted. We comprehend there is constantly space for enhancement.