As employers our concerns are twofold: 1. An effective and efficient recruitment, migration and labour permit mechanism (this is for employers based in receiving countries who are employing migrant workers to fill gaps in domestic worker availability). 2. Skills recognition (both for receiving country employers who are employing migrant workers AND for sending country employers who find themselves in the situation of employing returning national migrant workers who are being reintegrated back in their home countries after working abroad).
Mr. Murtaza Khan, Managing Partner Middle East and Africa, Fragomen
Current context: the impact of Covid-19 crisis on business and economies in the Middle East: • The World Bank estimates that global GDP this year will contract by over 5.2% and in the Middle East & North Africa region by 4.2%. Necessary measures to control the pandemic started with travel and border closures and went as far as total country wide lockdowns and curfews. Restrictions on travel and tourism have caused severe devastation in the aviation, travel, tourism and hospitality industries. The resultant fall of energy and commodity prices has impacted oil & gas industry significantly. The adverse impact on the oil & gas industry in the region is estimated to result in a reduction in capital expenditure on new projects in the industry of around 20%. As pointed out by the ILO report, there has been an overall drop of 13% in the number of working hours in Arab states in the second quarter of 2020.
Mr. Marco Taddei, Responsable Politique patronale internationale, Union patronale suisse (UPS).
Au nom de l’Union patronale suisse, je vais aborder les trois thèmes suivants :
1. La gouvernance des migrations 2. Les partenariats 3. Les qualifications des migrants
En guise d’introduction, permettez-moi deux remarques préliminaires : 1) La Suisse, l’une des économies le plus compétitives de la planète, est un petit coin de paradis en termes d’emplois : en 2019 le taux de chômage a atteint 2,3% en 2019. La Suisse doit sa réussite non seulement à sa stabilité politique, à l’excellence de son système de formation et à sa capacité d’innovation, mais aussi à son ouverture économique et son corollaire : la libre circulation des personnes. Un chiffre pour illustrer mon propos : en vigueur depuis 2002, l’accord sur la libre circulation des personnes avec l’UE aurait contribué à créer près d’un million d’emploi en Suisse.
Ms. Linda Kromjong, Global Labor & Human Rights Director, Samsung Electronics
• I joined Samsung end of 2018, prior to that I worked for the International Organisation of Employers, as its Secretary- General, and was very much engaged in establishing the GFMD Business Mechanism. It is a pleasure attending and presenting at this conference and engage in a constructive, important conversation on human rights in general and labor mobility and migration specifically and its challenges. In my intervention I will focus on our business reality and practices, what gaps we came across in migrant protection, what works in addressing irregular migration and what role technology can play.
Mr. José Medina Mora, Secretario General, COPARMEX
Contexto actual: el impacto de la crisis de Covid-19 en los negocios y las economías de América Latina: • En América Latina, el Covid está provocando una mayor incertidumbre en una región que ya enfrentaba una inestabilidad geopolítica y económica generalizada. • Los pronósticos para el empleo en nuestra región no eran buenos y tras la llegada de la pandemia son aún peores. El COVID-19 está destruyendo el equivalente a 14 millones de empleos a nivel regional. En México, por ejemplo, tan solo en el periodo comprendido entre el 18 de marzo y el 28 de abril, se perdieron 707,000 empleos formales.
Mr. Mohammed Touzani, Responsable de la Commission Sociale, CGEM
Le contexte actuel : l'impact de la crise du Covid-19 sur les entreprises et les économies en Afrique : • Pour freiner la propagation de la pandémie, les gouvernements du monde entier ont déclaré l'urgence sanitaire et ont littéralement verrouillé la quasi-totalité des activités économiques. L'éventail des mesures restrictives prises pour contenir la pandémie, notamment les restrictions commerciales et celles appliquées aux voyages, les fermetures des ports et des frontières, le confinement, ont eu des conséquences dévastatrices sur les économies.
Ms. Jacqueline Mugo, CEO,
Federation of Kenya Employers /
Secretary General, Business Africa
Current context: the impact of Covid-19 crisis on business and economies in Africa: • To curtail the spread of COVID-19 pandemic, the governments across the world have declared health emergency and have literally locked down almost all economic activities. The range of restrictive measures to contain the pandemic, including trade and travel restrictions, port and borders closures, self-isolation, has led to devastating consequences on economies.
Mr. Austin Fragomen, Chair
Business Advisory Group on Migration
Menno Bart, Public Affairs Manager, The Adecco Group
GFMD Webinar on
the impact of COVID-19 on migrants, migration and development
18 & 20 April 2020
IMPACT on Business and economies: • The COVID-19 pandemic has devastating consequences on economies across the world; businesses are in survival mode: while some companies diversify their production lines, others have shut down operations in a manner that keeps the financial and operational heart of the organization beating and ready for rapid restoration of the economy. • Governments have taken a range of restriction measures to contain the pandemic, including travel restrictions, closing of borders, quarantines, closing of visa application centers. The typical legal and regulatory requirements that govern legal pathways often conflict with the nature of the limitations taken by governments.
• Companies struggle with a range of challenges linked to place of employment, layoffs, leave entitlements, partial unemployment, extending visas and work permits for international / temporary workers, taxation and permanent establishment issues for expats who have returned home during this crisis but continue to "work" virtually in the host country.
Mr. Roberto Suarez Santos, Secretary-General, International Organisation of Employers (IOE) delivered introductory remarks
12th GFMD Summit, Quito, Ecuador
Official Opening Ceremony of the Summit
21 January 2020
Let me start by providing you with an important estimate. By 2030, the global talent shortage could reach 85.2 million people – costing companies trillions of dollars in lost economic opportunity. Demographic change is one of the most important challenges facing labour markets, economies and societies. These challenges range from ensuring a smooth transition from education to work for large numbers of young people, to promoting longer working lives as populations grow older. 1 The talent shortage, coupled with worrying thoughts of excessive protectionism, brings the business community to Quito this week.
Ms. Stéphanie Winet, Head of Stakeholder Engagement, International Organisation of Employers delivers remarks at the opening and closing sessions.
GFMD Business Mechanism national workshop in Qatar, Doha
1 October 2019
Competitive and profitable companies require the ability to recruit skills and talent from the largest possible pool and to move personnel around the world. Increasingly, business models require the movement of personnel, as well as goods and information across borders.
Mr. Roberto Suarez Santos, Secretary-General, International Organisation of Employers (IOE) delivered introductory remarks
GFMD Business Mechanism Regional Workshop for North Africa, Tunis
2 July 2019
La migration est un thème autant politique qu’économique :
des politiques migratoires restrictives empêchent la mobilité des talents et des compétences, et donc freinent la croissance des entreprises et des économies.Lesentreprises et associations patronales sont les mieux placées pour partager des arguments économiques, essentiels pour contre-carrerdes arguments politiquesparfois trop sécuritaires. La voix du secteur privée estdès lorsprimordiale.
Ms. Ronnie Goldberg, Senior Counsel, United States Council for International Business (USCIB)
Consultation of the United Nations Network on Migration with Civil Society and other stakeholders, Geneva
4 April 2019
At national/regional level, the broad and global network of the IOE can be used to ensure that Employers are at the table when programs are set up. Ex: Engaging with employers in Sri Lanka in identifying local skills needs may be useful to develop programs that can respond to their needs in the booming construction industry. Engaging with employers in both sending and receiving countries to forge partnershipsthat tailor both training and skills needs. Engaging the tech industry in the Silicon Valley or even in the booming tech centers in Ghana may support efforts on leveraging technology.
Mr. Roberto Suarez Santos, Secretary-General, International Organisation of Employers
United Nations General Assembly High-level Debate on International Migration and Development, New York
27 February 2019
Vocational and technical training programs are often outdated and not up to the growing and urgent expectations of a constantly changing skills needs. The legal framework to attract and build talent are also often difficult to implement, very often too local and most importantly not up to the drastic/revolutionary change on the skills needs
Mr. Erol Kiresepi, President of the International Organisation of Employers, delivers a statement at the opening of the GCM adoption conference
Global Compact for safe, orderly and regular Migration (GCM) adoption Conference, Marrakech, Morocco
10 DECEMBER 2018
The private sector has a three-pronged stake in well-regulated migration frameworks: to fill skills shortages; ensure social stability; and contribute to the protection of the most vulnerable migrant workers. Letme turn to the economic aspect of this highly political issue.
Ms Lynn Shotwell, Vice-Chair of the Business Mechanism, delivers a report on the Business meeting of the 2018 GFMD Summit
We examined data highlighting the global competition for talent. In some countries, more people are retiring than entering the labor market. In others, talented individuals leave for better opportunities. Everywhere, there is a digital skills gap and we all must do more to ensure that all people are provided with the education, training and soft skills needed for the jobs of today -and the jobs of tomorrow.
Mr. Roberto Suarez-Santos, Secretary-General of the International Organisation of Employers, makes a statement at the opening of the 2018 GFMD Summit
More than ever, sustainable companies require the ability to recruit those skills and talent from the largest possible pool and to be able to promote global mobility within its human resources. Evidence has clearly proved thattheir success is tied to the success of the economies in which they live and work. Themaingoal of the Business Mechanism iscoherent with that of the GFMD –migration policies supportingsustainable enterprises and therefore, job creation and economic prosperity.
Statement delivered by Ronnie Goldberg, on behalf of the International Organisation of Employers and the GFMD Business Mechanism
Global Compact for safe, orderly and regular Migration (GCM) final draft presentation, New York
13 JULY 2018
Regular migration is critical to the success of our enterprises -as well as our economies. That success requires a comprehensive and balanced approach -such as that sought in the GCM -that facilitates the economic contributions of migrants while protecting them from predatory practices.
Talking Points for Jacqueline Mugo, Executive Director of the Federation of Kenya Employers, Secretary General of Business Africa, Member of the Management Board of the IOE
Session VI: Development and implementation of Bilateral and Multilateral Labour Mobility and Social Security Arrangements, Nairobi
11 July 2018
The absence of sound low-skill mechanisms has serious consequences. Functioning legal avenues for low-skilled migration tends to reduce the incidence of trafficking, irregular migration, informal employment activities, unethical recruitment practices and forced labour. The latter of course is the target of the IRIS system which IOM is developing with the support of the international business community.
Head of Stakeholder Engagement – GFMD Business Mechanism, Stéphanie Winet delivers remarks at Responsible Business Forum on Sustainable Development.
Responsible Business Forum on Sustainable Development, Johannesburg
27 JUNE 2018
As we all know, developed economies are facing the labour impact of aging populations and falling birth rates. The shrinking domestic labour pool means that receiving countries must look abroad to fill worker shortages at all skill levels. By 2020, there is expected to be a worldwide shortage of 38 to 40 million skilled workers.2On the side of the sending countries, theyrely on remittances from their citizens working abroad and on circular migration for the skills and experience brought by returning citizens.
Ellen Yost of FRAGOMEN delivers remarks about “Shaping international labour migration policy to ensure business access to diverse talent” at IOE Forum
IOE Forum during the International Labour Conference, Geneva
6 JUNE 2018
Migration has become an enormously contentious and hot button issue in many parts of the world.The debate over migration often confuses several issues: refugees, issues attached to economic migrants,andthe difficulty of moving skilled workers. Soit's important to be precise. As business and the IOE, we are concerned with labor migration.
Stéphanie Winet, Head of stakeholder engagement – GFMD Business Mechanism gives her remarks about the GFMD workshop
We suggested a number of practical solutions, including trusted employerprograms to facilitate processing for organizations with a record of compliance, and work authorization mobility to allow foreign workers to change employers with fewer formalities. These programs conserve resources for government and business and protectmigrants.
Peter Robinson, President and CEO of USCIB and IOE Regional Vice-President for North America, makes a statement at the International Dialogue on Migration.
International Dialogue on Migration (IDM), New York
26 MARCH 2018
These benefits devolve to both receiving countries and sending countries. Developed economies are facing the labour impact of aging populations and falling birth rates. The shrinking domestic labour pool means that receiving countries must look abroad to fill worker shortages at all skill levels. By 2020, there is expected to be a worldwide shortage of 38 to 40 million skilled workers.3 Sending countries rely on remittances from their citizens working abroad and on circular migration for the skills and experience brought by returning citizens.
Ronnie Goldberg, Senior Counsel, United States Council for International Business (USCIB) gives her statement about the Coordination meeting on international migration.
UN DESA Coordination meeting on international migration, New York
15 February 2018
While the global business community has long advocated for policies that facilitate labour migration, we realize that migration is a complement to the native workforce. Around the world, businesses are working with governments to invest in education and training, bring women, youth, and underrepresented groups into the labour market, and develop policies that reflect the 21stcentury economy.
Karl Cox’s statement about the GMC Stocktaking Meeting
With proper governance and enlightened leadership, migration can be an opportunity for all: businesses, destination countries, origin countries (particularly with appropriate circular migration policies which facilitate the return of skills to the originating economy) and, of course, migrants themselves.
Head of stakeholder engagement, Stephanie Winet, gives remarks at the multi-stakholder hearing on the Global Compact on Migration.
In countries of origin, the desire for a better life through enhanced economic opportunity continues to be a strong incentive. The current reality demonstrates the gross disparities in economic opportunities and the inconsistency of promoting trade but not correlative mobility of human capital. This dysfunction operates across the skill spectrum but is less prevalent at the high skills level.
Ridhika Batra, Country Director for the Federation of Indian chambers of Commerce and Industry in the USA, makes a statement at the UN hearings in New York.
With regards to discussions onthe contributions of migrants and diasporas to all dimensions of sustainable development,I must draw attention to the case of the Indian Diaspora, which in addition to being one of the largest, is also one of the most successful in the world. In 2016, India was the top recipient of remittances at $ 62.7 billion, despite a significant 8.9%dropcompared to the figures from 2015.
Mirela Stoia, Director of Immigration Services at PricewaterhouseCoopers, gives remarks at the IOM’s International Dialogue on Migration.
Engagement with government bodies and policy makers through responding to consultations and requests for contribution to policy making to ensure that immigration rules and regulations (both existing and proposed) will not be discriminatory to migrants and afford the same employment rights (as far as practicable) to migrants as those applicable to resident workers.
Ms. Linda Kromjong, Secretary-General of the International Organisation of Employers, makes a statement at the opening of the 2017 GFMD Business Mechanism Meeting.
The challenge for governments is to negotiate an international document based on facts and evidence, not on misperceptions. The private sector can therefore be a valuable partner to ensure that migration is an engine for increased economic efficiency and national competitiveness. Interventions to build and deploy skills that are executed without private sector buy-in and involvement risk poor outcomes.
Chair of the GFMD Business Advisory Group, Mr. Austin Fragomen, delivers remarks at the 2017 GFMD Business Meeting.
Migration policies must be flexible enough to accommodate both longstanding and evolving business models and workplace structures. A range of migration options must be available to facilitate mobility in all skill levels, including dedicated programs for short-term assignments, as well as client-site placements and other forms of remote work. Policies must also be flexible enough to adapt to changing skills needs, and specifically to accommodate the need for lower-skilled workers.
Head of stakeholder engagement, Stephanie Winet, gives remarks at the 3rd UN Thematic Session on the Global Compact on Migration.
Employers can be a valuable partner in identifying skills needs and establishing frameworks for certifying foreign qualifications. Cooperation with the private sector can ensure that migrant workers and returning migrants can use their skills to their full potential. Business associations can work with their members to coordinate efforts and communicate industry needs to the government.
Mr. Austin Fragomen, Chairman, GFMD Business Advisory Group, delivers a statement at the 2017 International Dialogue on Migration.
INTERNATIONAL DIALOGUE ON MIGRATION (IDM), NEW YORK
19 April 2017
Low skilled migration must be addressed as a source of employees, particularly for medium and small employers. Employers frequently are unable to recruit workers from the domestic labor force. Legal pathways must be established for low skilled migrants to provide services in short supply, lawfully.
Ms. Linda Kromjong, Secretary-General of the International Organisation of Employers (IOE), delivers the Report of the GFMD Business Mechanism at the opening ceremony in Dhaka.
During its first year, the Business Mechanism has operated as a start-up: identifying the role of business immigration policy and while thinking toward the future, adequatesolutions, organizing a business constituency ready to engage on migration-related issues, shaping a business agenda, building a lasting institutional framework, creating awareness among the business world and looking for funding to ensure the sustainability of the pilot.
Ms. Lynn Shotwell, Executive Director of the Council for Global Immigration delivers remarks at the New York dialogue.
Employers encounter the widest variety of migrants through the local hire process. The applicants who present themselves may have migrated through family or as refugees or through another employer or as a student. They may have work authorization or may require sponsorship by the employer. Depending on local laws, such sponsorship may or may not be a possibility.
Ms. Stephanie Winet, GFMD Head of Stakeholder Engagement of the GFMD Business Mechanism delivers a statement.
When it comes to migration, the IOE and its members regard migration as a necessary and positive phenomenon. Inclusive growth and sustainable development require open markets, competitiveness, and innovation – and all of these imply robust and coherent policies to facilitate the movement of people.
Ms. Ronnie Goldberg, Chair of the GFMD Business Advisory Group, delivers a statement at the UN Summit.
UNITED NATIONS SUMMIT FOR REFUGEES AND MIGRANTS, NEW YORK
19 September 2016
Employers regard migration as a necessary and positive phenomenon. Inclusive growth and sustainable development require open markets, competitiveness, and innovation – and all of these imply robust and coherent policies to facilitate the movement of people. Migration is a vehicle for fulfilling personal aspirations, for balancing labour supply and demand, for sparking innovation, and for transferring and spreading skills.
Business Advisory Group on Migration
+41 22 929 00 06
International Organisation of Employers Avenue Louis-Casaï, 71 CH-1216 Geneva Switzerland
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