January edition of the AP Migration Community Update, highlighting news, updates and resources from our network.
Presentation: The 7th ADBI-ADB- OECD-ILO Roundtable on Labour Migration in Asia: Finance and Technology to Increase the Positive Impact of Migration on Home Countries, 18 - 19 January 2017, Manila, the Philippines By Nilim Baruah, Senior Migration Specialist, Regional Office for Asia and the Pacific
This study presents the experiences of women migrant workers in the Thai construction sector and was commissioned to address the knowledge gap on the employment conditions of these workers. The hope of this exploratory study is to pave the way for a broader sectoral assessment of the Thai construction sector. Despite being a vital part of the construction sector, women migrant workers are marginalized within this male-dominated industry. Women work in a precarious working environment with inadequate documentation and where they are not paid or treated equally to men or Thai nationals. This paper identifies specific decent work deficits and gender-specific challenges, and the qualitative findings and centrality of workers’ voices in the study’s design and findings shed crucial light on the experience of migrant women workers in the construction industry.
This publication presents the info-graphic for the working conditions and attitudes experienced by women migrant domestic workers in Thailand and Malaysia.
Many countries around the world are at the onset of a care crisis: with the ageing of the population, and continually increasing rates of female labour participation, families are increasingly turning to domestic workers to care for their homes, children, and ageing parents. While an increasing share of domestic work is part of the formal economy, domestic work remains one of the sectors with the highest share of informal employment. This new ILO report calls for a combination of incentives and compliance to reduce high levels of informality in domestic work.
“Promoting decent work through good governance, protection and empowerment of migrant workers: Ensuring the effective implementation of the Sri Lanka National Labour Migration Policy” Phase III
November edition of the AP Migration Community Update, highlighting news, updates and resources from our network.
This report is part of a broader ILO strategy to promote Decent Work for Domestic Workers. It builds on knowledge generated in the context of the European Union-funded Action Programme on Migrant Domestic Workers and their Families (2013–2016).
The 9th ASEAN Forum on Migrant Labour on the theme “Better Quality of Life for ASEAN Migrant Workers through Strengthened Social Protection” was held on 9-10 November 2016 in Vientiane, Lao PDR. Representatives of the governments, employers’ organizations, workers’ organizations, and civil society organizations from ASEAN Member States, the ASEAN Secretariat, International Labour Organization (ILO), International Organization for Migration (IOM), United Nations Entity for Gender Equality and the Empowerment of Women (UN Women), ASEAN Confederation of Employers (ACE), ASEAN Trade Union Council (ATUC), ASEAN Services Employees Trade Union Council (ASETUC), and the Task Force for ASEAN Migrant Workers (TFAMW) participated in the Forum. Representatives of the Government of Australia, the Government of Canada and the Government of Switzerland were present as observers.
This note details key demographic dynamics already impacting the future of work as well as two significant trends in the labour market – unpaid work and labour migration – that create global policy opportunities in light of those demographic changes.
Report of the Director-General Fourth Supplementary Report: Outcome of the Meeting of Experts on Fair Recruitment (Geneva, 5–7 September 2016)
The document provides information on the tripartite Meeting of Experts on Fair Recruitment that took place in Geneva from 5 to 7 September 2016. It contains the outcome of the meeting, General Principles and Operational Guidelines on Fair Recruitment, in the appendix. The Governing Body is invited to authorize the Director-General to publish and disseminate the general principles and operational guidelines and to take them into consideration when drawing up proposals for future work of the Office on these matters (see draft decision in paragraph 6).
Presentation by Seeta Sharma, ILO, New Delhi at the Conference on Safe and Legal Migration, Overseas Employment organized by Government of Telangana
From Pakistan to the Gulf region: An analysis of links between labour markets, skills and the migration cycle
This report examines the linkages between labour demand, skills and the recruitment process with a focus on low-skilled migration from Pakistan to the Gulf Cooperation Council.
All journalists are encouraged to apply to the Global Media Competition "Breaking Stereotypes on Labour Migration". Interested journalists can register here: http://www.ilo.org/global/topics/labour-migration/events-training/WCMS_405359/lang--en/index.htm
September edition of the AP Migration Community Update, highlighting news, updates and resources from our network.
The cost of migration: What low-skilled migrant workers from Pakistan pay to work in Saudi Arabia and the United Arab Emirates
This report presents the findings of a survey on migration expenses that Pakistani workers paid for jobs in Saudi Arabia and the United Arab Emirates. The focus is on low-skilled migrants, who are the most vulnerable because of their low educational qualifications and limited asset base. The survey used a standard methodology developed by the World Bank-led Global Knowledge Partnership on Migration and Development initiative, making it possible to compare migration costs across corridors. The central conclusion is that low-skilled Pakistani migrant workers experience an alarmingly high cost of migration: Survey respondents spent on average nearly $3,500 to secure a job in Saudi Arabia or the United Arab Emirates. More than 80 per cent of that total amount covered assistance in obtaining the work visa and was paid to the agent, a relative or a friend who also helped the migrants secure their job. The study reveals that the information source for an overseas job (through either a formal or informal channel) and workers’ salary before and after migration greatly impact the amount they pay to go abroad for employment. Demographic factors, such as the age of migrants, their marital status, education level and where in Pakistan they reside, also influence the fees charged. The report suggests several policy recommendations for reducing migration costs and thus the vulnerability of migrants, which would increase the benefits from international labour migration.
This report captures trends in labour migration from Pakistan, identifies the structural gaps and suggests ways to move forward for the Government and stakeholders. Although various government agencies have maintained and published data on numerous aspects of labour migration, no one source had assembled all the pieces into one report. This report fills that gap and goes beyond to highlight the achievements of the Government as well as remaining challenges. It presents a guide for policy-makers, international agencies, local NGOs, academics, journalists and any other actors to use when investigating and addressing labour migration issues, particularly when ensuring that the rights of migrants are protected at all stages of the migration cycle. This report is the outcome of a long and trusting partnership between the Ministry of Overseas Pakistanis and Human Resource Development and the International Labour Organization. The staff of PPU and ILO have worked tirelessly to give birth to this report.
POHNPEI, FEDERATED STATES OF MICRONESIA 8 – 10 September, 2016
LABOR CONDITIONS AND THE DECISION TO STUDY OR WORK
This report looks at recruitment practices of Pakistani workers into low-skilled occupations in the GCC countries. The report describes the legal and policy frameworks related to recruitment in Pakistan and gaps in those frameworks. It provides recommendations on how to make the enforcement of recruitment regulations more efficient and equitable and proposes possible measures to overcome challenges related to self-regulation and ethical recruitment.