International Labor Migration

Changing Families,
Communities, and Societies
Multidimensional
consequences on the
individuals, families,
societies, and
economies.
Urgel (2012) mentioned this
 1. Evolution of new
family and household
structures
2. Utilization of modern
technology to sustain
family bonds across
time and space.
3. Reconfiguration of
family arrangements
and roles
 4. More political and
economic
empowerment in the
family and community
for women
5. Proliferation of
families with unstable
marriages and separated
or divorced parents
6. Culture of
migration.
 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)
Session 2: Terminology, trends and characteristics

Labour migration trends and

characteristics
International migrant stock 1960-2010

Millions
250
200
150
100
50
-
1975 1980 1985 1990 1995 2000 2005 2010
Years

United Nations Population Division, 2009

Session 2: Terminology, trends and characteristics

Labour migration trends

and characteristics

United Nations Population Division, 2009

Session 2: Terminology, trends and characteristics

Labour migration 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
 Types of mobility
Types of mobility
Highly Skilled
Migration
Irregular
Migration Low and
Semi-skilled Migration

10-15%
of total
flows
Study
Abroad
Work
Refugees

Internal
Migration
Tourism

Family Migration
 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
 Policy options for responding to
labour shortages

 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

 Responses that do not
rely on migration

 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
 Migration as a tool for filling
labour shortages

 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)
 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.
 Session 3: Circular Migration

Temporary Schemes:
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
 Session 3: Circular Migration

Circular migration:
basic guidelines

 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
Session 3: Circular Migration

Circular migration:
good practices

 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 workers

from Guatemala to Canada
Two 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 ?