Training since 1962

About CAGI

The Consultative Association of Guyanese Industry (CAGI) was established in 1962 to represent the interests of employers in the resolution of labour relations issues. It was soon recognized as the national Employers’ Organization on labour, social policy and human resource development agenda, and as the counterpart of trade unions and trade union centres.

As a member of the Private Sector Commission, the umbrella body for private sector organizations, CAGI is the lead speaker on labour policy, industrial relations, and trade unions matters.

Its membership is comprised of major companies and corporations, and small and medium-size enterprises both in the private and public corporate sectors. Members are classified under the following group interests:

Shipping, other transport, distributive trade, mining, manufacturing, agriculture, timber (forestry), building and civil engineering, insurances, banking, public corporations, and other interests.

Our mission and mandate

The principal responsibilities of CAGI, in keeping with its registered Articles of Association under the Companies Act, are to provide for members:

  • – An active lobbying role in policy formulation to influence national labour policy on labour legislation, wage fixing, codes of practice and improved productivity;
  • – An active advisory service for the promotion and development of sound labour and industrial relations policies and practices including occupational safety and health for improved labour relations, and the working environment, and human resource development;
  • – Research findings, information on developments and trends in labour-management relations;
  • – Representation in the national consultative processes involving government and the social partners for the improvement of efficiency and higher productivity;
  • – Professional consultancy services on employment relations and the management of human resources;
  • – With assistance in dispute settlement and representation before labour administration institutions;
  • – Advocacy and voice of employers on national labour policy, legislation, and international labour standards;
  • – Opportunities for the general training and development of enterprise staff especially personnel practitioners in labour relations skills;
  • – Active representation at national tripartite bodies, and
  • – Maintaining relations and representation at CARICOM and the ILO levels.