[{"bbox": [96, 152, 1135, 366], "category": "Text", "text": "Engagement with business through this component will mainly be coordinated with the existing SB4U platform. A workshop on BHR with businesses in March 2022 revealed a strong interest amongst Ugandan and European companies to learn more about BHR frameworks and to add value to discussions on policy related to BHR. The EU learned two key lessons from this initial interaction. First, there is still a big need for awareness creation on the BHR agenda within the business community in Uganda. Second, businesses are willing to openly discuss sector-specific human rights issues in settings where most of the participants are from the private sector and there is no risk of reputational harm from their comments being reported publicly. These lessons will be fed into planning for activities under this BHR component."}, {"bbox": [96, 376, 1135, 512], "category": "Text", "text": "Companies whose operations have a particular bearing on the application of labour rights in practice (eg big employers like flower farms), the environment and natural resources (for instance oil companies) and digital rights and internet governance (for example technology companies) will be specifically targeted through this component. Professional associations such as the Federation of Ugandan Employers and the Uganda Manufacturers Institute will also be engaged."}, {"bbox": [96, 521, 1135, 736], "category": "Text", "text": "A wide range of civil society organisations, and social partners has been working to promote the BHR agenda in Uganda for several years. Organisations working on corporate accountability, land rights and social & economic rights formed a key part of the working group which drafted the NAP together with the government. There are also many civil society organisations with a good capacity for monitoring and documenting human rights, including labour rights, abuses related to the private sector and using that for evidence-based advocacy. CSOs in this area, however, could benefit from support for more effective outreach to the business community themselves. This is an area in which the EU can add value through the SB4U platform. Aside from CSOs, other development partners including EU MS, OHCHR and ILO will be key to associate to the implementation of this component."}, {"bbox": [96, 760, 342, 789], "category": "Section-header", "text": "## Skilling and job creation"}, {"bbox": [96, 812, 1135, 1000], "category": "Text", "text": "**Youth (women and men):** With an average age of just 15.9, Uganda is the world's second youngest country; it also has one of the world's highest fertility rates at 5.91 per woman (2010–2015). Youthfulness means the working-age population grew at a very fast 3.92 percent per annum between 2011–2017. This will continue, with the number of job seekers increasing in the coming generation. It is estimated that the working-age population will increase by 13 million people between 2017 to 2030 (World Bank, 2022). Young women and men graduates entering the labour market as well as young women and men entrepreneurs and employees will be key beneficiaries of the Action, considered as rights holders."}, {"bbox": [96, 1024, 1135, 1240], "category": "Text", "text": "**TVET institutes, Universities and other tertiary educational institutions:** TVET institutions but also universities and other educational institutions face three main challenges: i) Access is inequitable because of negative perceptions among youth, lack or inadequate provisions (proximity, infrastructure, flexibility), financial barriers, etc. Gender specific barriers also exist. ii) Poor quality and relevance of training offers because of unresponsive training/ curricula, skills mismatch (training offers are supply-driven, are not based on market assessments), weak infrastructure/equipment and weak linkages with the private sector. iii) Governance is lacking due to limited financial resources, slow policy implementation and lack of quality assurance systems and feedback mechanisms. As a consequence enrolment and post-training employment rates are low (especially for women)."}, {"bbox": [96, 1263, 1135, 1478], "category": "Text", "text": "**Private sector:** Business Membership/employer Organizations/ Social Partners (e.g. Private Sector Foundation Uganda, Uganda Manufacturers Association, Uganda Tourism Association, Federation of Uganda Employers etc.) and individual Ugandan and European private sector companies; The private sector is involved in all aspects of skilling; mainly involved in training, assessment, designing of curricula, employment of trained personnel, and sponsoring of trainees. The private sector is also contributing to skills development through their agencies and associations as well as contributing to policy and systems strengthening. There is limited dialogue between the private and the public sector in the elaboration of curricula, the conduction of training programmes and in the implementation of internship programmes."}, {"bbox": [96, 1502, 1135, 1617], "category": "Text", "text": "**Public institutions (duty-bearers):** Ministry of Trade, Industry and Cooperatives; the Ministry of Gender, Labour and Social Development; the Ministry of Education and Sports; National Council for Higher Education (NCHE); National Curriculum Development Council (NCDC); Uganda Business and Technical Examinations Board (UBTEB) and Directorate of Industrial Training (DIT); TVET Policy Implementation Working Group/TVET"}, {"bbox": [1037, 1680, 1145, 1706], "category": "Page-footer", "text": "Page 9 of 32"}]