Labour Migration in the Slovak Republic and in the EU Member

States Bratislava, Slovakia 14 December - 2010

Meeting of the EMN National Migration Network

“Labour Migration in the world – current global trends and

perspectives”

Ricardo CorderoSenior Specialist Labour MigrationDepartment of Migration Management (DMM)IOM, Headquarters, Geneva

TOTAL IMMIGRANT AND EMIGRANT

POPULATION BY REGION

WHY IS LABOUR MIGRATION IMPORTANT IN TODAY’S WORLD?

The number of persons living outside their country of birth has increased from 75 million in 1960 to nearly 214 million in 2010 (UN, 2010)

Roughly 105 million of this figure (49%) constitute migrant workers (ILO, 2010)

In 2009 remittances sent to developing countries were estimated in USD 316 billion (World Bank)

Labour migration trends and characteristics

Session 2: Terminology, trends and characteristics

International migrant stock 1960-2010

-

50

100

150

200

250

1975 1980 1985 1990 1995 2000 2005 2010

Millions

Years

United Nations Population Division, 2009

Labour migration trendsand characteristics

Session 2: Terminology, trends and characteristics

United Nations Population Division, 2009

Labour migration trends and characteristics

Session 2: Terminology, trends and characteristics

Feminization of labour migration

The term “feminization of labour migration” must not be misunderstood:

Women have always migrated The proportion of women in global migration flows has

not significantly fluctuated over the past 50 years (around 46.6% in 1960; 49% in 1990; and 49% in 2010)

What has changed is the share of women in labour migration flows; this share has increased since the 1970s

Highly Skilled Migration

Family Migration

Internal Migration

Tourism

Irregular Migration

Study Abroad

Types of mobility

10-15%of total flows

Low and Semi-skilled

Migration

WorkRefugees

Types of mobility

CAUSES OF INTERNATIONAL

LABOUR MIGRATION

1. The “pull” of changing demographic and labour market needs in high-income countries

2. The “push” of unemployment, crisis pressures, and income disparities in developing countries

Examples of the “pull” factors in high-income countries:

Ageing and shrinking population in developed countries (e.g. European workforce will decline by 20 million by 2030)

Low demographic growth versus a growing economy (Canada, Australia, New Zealand, EU)

Different procedures in admission (EU) Opportunities for employment and a higher

standard of living The need for low- or middle-skilled

employment in industrialised economies Access to better education and information Lack of interest of local workers on 3D

occupations

Examples of the “push” factors in developing countries

Poverty Unemployment Income disparities Political conflicts Environmental degradation Lack of proper working facilities and structures Overpopulation in developing countries due to high fertility rates

The existence of labour shortages does not necessarily reflect a need for foreign labour

There are several ways to respond to labour shortages

Labour migration is one of the tools for filling labour shortages

Policy options for responding

to labour shortages

Increasing the capital- or technology- intensity of the production process

“Offshoring” or relocating to countries where labour costs are lower

Increasing working hours

Switching to production of less labour-intensive commodities

Responses that do not rely on migration

In a knowledge-based economy, the necessary skills may not be available through the domestic supply

Where shortages result from an inflexible labour force (mismatch in national labour market)

Migration as a tool for filling

labour shortages

DILEMMA: Permanent versus temporary

migration ?

Authorities in destination countries have to decide whether to opt for permanent or temporary labour migration.

Traditional countries of immigration (i.e. Australia, Canada, N.Z. and the USA) accept permanent immigration as strategy to ensure economic growth.

Most EU countries prefer the facilitation of temporary labour migration, distinguishing between skilled and lower-skilled migrant workers.

Temporary Schemes: Circular Migration

Session 3: Circular Migration

Country of destination: promise of flexible labour

Country of origin: promise of remittances and technology transfer; solution to brain-drain issues

Migrant workers: promise of new legal immigration channels

Circular migration: basic guidelines

Session 3: Circular Migration

An extra tool for promoting efficient migration management policies that respect migrants’ rights

Conditions for a circular migration that benefit all parties concerned:

Circular migration must be adapted to the labour market needs of countries of destination

Circular migration must be rights-based Circular migration must set a favorable context for return Circulation migration must enable the acquisition and the

transfer of skills and knowledge

Circular migration: good practices

Session 3: Circular Migration

Lessons learned from real circular migration projects: Labour market analysis in countries of origin and

destination Offer of incentives to returning migrants Information dissemination and training of migrant workers Flexible work and stay/residence permits Skills upgrading and transfer of competences Portability of social benefits and pensions Permission of dual nationality

Most activities require cooperation between countries of origin and countries of destination

Bilateral labour agreements are the principal means for developing circular migration schemes

Practical implementation of circular migration

schemes

Temporary seasonal agricultural workersfrom Guatemala to CanadaTwo MOUs:

IOM/Guatemala – FERME/FARMS

IOM/Guatemala – Gov. of Guatemala

2003: 215 workers / 21 employers

2010: 4,200+ workers / 350+ employers

Guatemala – Canada:Main counterparts

In Guatemala Ministry of Foreign Affairs (recruitment support)

Ministry of Labour and Social Security (recruitment support)

Embassy of Canada (visas, medicals)

Embassy of Mexico (transit visas)

Mexicana Airlines (tickets)

In Canada The Office of Citizenship and Immigration Canada (CIC)

Consulates of Guatemala (Montreal, Ottawa)

FERME (Québec)

FARMS (Ontario,)

Individual employers (Alberta, B.C.)

Guatemala – Canada:Key aspects

Dynamic programme driven by requests from Canadian employers received by IOM Guatemala

Excellent coordination among the partners (GoC, FERME/FARMS, IOM, GoG)

Low drop-out rates: Early return 2.5% Non-return 0.2%

Guatemalan government highly interested and committed

Cultural orientation incorporates worker and employer feedback

Other forms of temporary labour migration

Contract workers in Germany: Secondment system under the “Werkvertrag”:

contract workers are posted to Germany, but continue to be employed by their employer in the home country.

Work permit is required in Germany, but no labour market test needs to be met.

Contract workers are only insured for social benefits in their own country, not in Germany; this reduces the cost of the worker to employers in Germany.

Main challenges of temporary

labour migration programs

Guarantee temporariness Keep migrants well informed Open and transparent process Ensuring human and labour

rights Need for a deliberate approach Institutional capacity Inter-ministerial coordination Inter-State cooperation

Thank you

Questions ?