WOMEN LEADERSHIP

DEVELOPMENT PROGRAMME
 Better Work
Ethiopia

Program Overview

GENERAL OBJECTIVE
▪ To equip textile and garment factory women workers
with relevant skills and knowledge that lead them to
promotion to supervisory/leadership positions.
 Better Work
SPECIFIC OBJECTIVES Ethiopia

▪ Build the capacity of potential/future women supervisors by

providing leadership/soft skills and technical skills training
▪ Create pool of trained female supervisors ready to undertake
supervisory positions/roles
▪ Offer career progression opportunities for women workers
▪ Increase line level productivity and reducing gender imbalances at
management levels
 Better Work
Ethiopia

TARGET AND SCOPE

• Potential/aspiring women supervisors /line

leaders/operators
• Selected FDI textile and garment factories and local
factories

Programme Approach
▪ TRAINING: Leadership/Supervisory
Skills training and technical classroom
training for 5 days.
▪ SUPERVISORY SKILLS
TRAINING: three days interactive
training.
▪ TECHNICAL SKILLS
TRAINING: two days class-room.
Better Work
Ethiopia
▪ FOLLOW-UP ACTION: Assigning participants as “
Trainee Supervisor” or “Trainee line leaders” and
supporting and coaching for at least three months.
▪ MENTORING AND COACHING: 4-5
months follow up coaching and support: by
senior supervisors(preferably IEs)+ ILO
Trainers
 Better Work
Ethiopia

Methodology and Approach

Program Orientation 4-5months

Participants Selection Classroom training Workshop
workshop mentorship
 Better Work
Ethiopia

Implementation Steps
Women
Virtual briefing Leadership Assigning of
session with Development trained
Participants training Supervisory and
factory workers as 4-5 months
selection by Technical skills
management to provided to Selection of
the factory training for “trainee Coaching/
get buy in women workers mentors Mentors supervisors” Mentorship

Step II: Training Step III: Mentorship

Step I: Preparation
 Better Work
Ethiopia
Selection Criteria
•EXPERIENCE
• EDUCATION LEVEL
• DISCIPLINE
• ATTITUDE
• WILLINGNESS & COMMITMENT
• SKILLS (basic knowledge of numbers and calculation
skills)
 Better Work
Ethiopia

Training Contents
Supervisory Skills/Soft skills Training: Technical Skills Training:
3 days 2 days
• Supervisors’ roles and responsibilities • Workplace cooperation ( ESS, 5’s, Natural team
• Positive attitude, integrity, fairness and competence meeting & KPI Trucking.)
• Gender role and equality • Quality management (problem solving skills, 7QC
• Workplace harassment prevention tools and SOP
• The National Labour law • Lean production (Productivity, time Study, Layout
• Communication skills and effective listening improvement and Line balancing integrated with
• Management styles and managing workers eliminating bottlenecks)
• Assigning jobs and giving job instructions
• Correcting poor performance
• Praising and motivating workers
 Better Work
Ethiopia

Monitoring and
Evaluation Tools
• Pre/post training evaluation
• Monitoring/tracking tools/checklists
• Regular progress sharing
• Evaluation of mentees by mentors at
the end of mentorship cycle
• Impact assessment
 Better Work
Ethiopia

Mentoring Methodology
 Group mentoring and individual mentoring
▪ Regular factory visits –
✓ Face-to-face visit (once in a month)
✓ Frequent virtual (virtual and phone call)
advisory sessions
✓ Telegram group knowledge sharing
✓ Telegram group for each factory
 Better Work
Implementation Timeline Ethiopia
When Who Where

Selection of women April 25-30 Each factory In factory

workers
Sending out invitation May 2-8 ILO and each In factory
and participants factory
list(women workers)
5 days WLD training for May 13-17 ILO TBD
women workers
Selection of Mentors May 20-24 Each factory and At each factory
matching the trained ILO
mentees & sending
invitation
Leadership and Technical May 28-31 ILO TBD
skills training for
mentors

Four/five Months Starting from Each factory At each factory

Mentorship/Coaching June 17 floor
 Better Work
Ethiopia

Factory Support
• Assign trained workers as ‘trainee line leaders/supervisors’
• Assign senior supervisors as mentors
• Regular check-in for any issues
• Once the coaching begins, the trainees cannot be moved to any another
line, and must continue to work as trainee supervisor/line leaders on
those pilot lines till the end of the mentorship cycle
• Including the mentorship role of supervisors in their JD
• Confirmed commitment to promote best performing women workers to
a next position
 Better Work
Ethiopia

Thank you!!