The role of pre-departure training programmes in the development of BLAs: A general overview Dr....

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The role of pre-departure training programmes in the development of BLAs: A general overview Dr. Héctor Cebolla and Prof. Gemma Pinyol UNED Pan-European Conference – Work: a tool for inclusion or a reason for exclusion? - OIM 6 November, Valletta

Transcript of The role of pre-departure training programmes in the development of BLAs: A general overview Dr....

The role of pre-departure training programmes in the development of

BLAs: A general overview

Dr. Héctor Cebolla and Prof. Gemma PinyolUNED

Pan-European Conference – Work: a tool for inclusion or a reason for exclusion? - OIM

6 November, Valletta

Framing the discussion– Gap hypothesis: policies - results • Policies are not well designed• Policies are endogenous to short term economic

incentives– Need to design better policies or to incorporate

mean/long term economic incentives– Dialogue and cooperation with third countries

(BLAs…) as an emerging field for policy innovation• Mobility is an essential feature of our time (even

where and when immigration is not needed).• Respect the interest of sending countries (win

win solutions)• Fight agains irregular migration• Grant Human Rights

How to organize relations with sending countries?

• Laissez faire (unproductive)…

• Our focus

– Second generation bilateral agreements

– Pre-departure programs

• Why?– So far not necessarily linked

– Oversized role of NGOs (rights…)

• Our view

– To integrate them as part of migration policies

– To formalize in the context of BLAs

– To enlarge the list of relevant stakeholders

These two instruments… imply gaining efficiency in…

– Improve relations with third countries (stability of bilateral agreements)

– Regulate entries and departures

– Enhance the role of diasporas in the transmission of information, other resources and values.

– Improves the match with labour market needs over the short-long term

– Different forms of recruiting foreign workers:

• Sector-based schemes;

• Skill-based schemes;

Bilateral Labour Agreements (1)

• BLAs formalize each side’s commitment to ensure that migration takes place in accordance with agreed principles and procedures;– Legal certainty– Generally do not include pre-departure

programs• BLAs are an important mechanism for inter-

state cooperation:– to protect migrant workers;– to match labour demand and supply;– to manage irregular migration; – to regulate recruitment.

Bilateral Labour Agreements (2)

Variety of BLAs: Agreements on short-term (guestworkers); Seasonal workers agreements; Trainee agreements (prácticas profesionales); Cross-border worker agreements

Particularly used to… Protect special post-colonial or political

relationships; Promote cultural ties and exchanges; Reinforce cooperation in managing irregular

migration.

Bilateral Labour Agreements (and 3)

In some cases (South East Asia) BLAs involve the participation of

government agencies; migrant workers and employers; private and non-governmental organizations;

Malaysia, Philippines Weaker focus on rights

In Europe, Public administrations control the process

(better protection of workers and greater control over the performance of employer, but also more bureaucracy and less agility in the process);

In some countries, regional governments are also involved in recruitment.

An example…

• Spain innovated in the modernization of BLAs.– Traditional agreements:

• 1960 France, Belgium, Netherlands Francia with Algeria, Morocco and Tunisia

• 2000 Spain with Colombia and Ecuador

– New EU global approach. Incorporate technical cooperation and development policies • Less of a hierarchy between sending and destination…• Discussion of common and particular interests• 2004-2013 Plan(es) África

BLAs in the Spanish context (1960-70)

60s-70s: Bilateral agreements with Western European countries:

Austria (1965); Belgium (1958); France (1932 and 1961); Germany (RFA, 1960); Netherlands (1961); and Switzerland (1961)

First immigration law came into force in 1985 as a pre-requisite for the EC accession.

198.

042

(0,5

2%)

241.

971

(0,6

3%)

0

50.000

100.000

150.000

200.000

250.000

1981 1986

BLAs in the Spanish context (2000-2001)

1.10

9.06

0 (2

,74%

)

1.32

4.00

1 (3

,24%

)

1.64

7.01

1 (3

,89%

)

1.97

7.29

1 (4

,61%

)

0

200.000

400.000

600.000

800.000

1.000.000

1.200.000

1.400.000

1.600.000

1.800.000

2.000.000

2001 2002 2003 2004

Promoting regular migration (quota system 1993); Collaboration with third countries (readmission and labour migration agreements) 2001-2004: First generation agreements:

Ecuador and Colombia (2001)

Then main sending countries: Morocco, Colombia and Dominican Republic

New countries of immigration: Bulgaria, Poland and Romania (¿cultural preferences?).

Content of first generation BLAs

Main characteristics: Preferential information on labour demands

(quota system);

Protection of foreign workers’ rights;

Temporary workers;

Voluntary return.

BLAs in the Spanish context (3): second generation

2.7

38.9

32 (

6,2

1%

)

3.0

21.8

08 (

6,7

6%

)

3.5

36.3

47 (

8,8

0%

)

4.2

74.8

21

0

500.000

1.000.000

1.500.000

2.000.000

2.500.000

3.000.000

3.500.000

4.000.000

4.500.000

2005 2006 2007 2008

Ceuta and Melilla events and the Cayucos crises Migratory diplomacy: Action Plan for sub-Saharan Africa (Plan África) and Rabat Conference on Migration and Development; Reinforcement of bilateral relations with third countries of migration (both transit and origin): Migration Cooperation Agreements

BLAs in the Spanish context: Second generation agreements

Comprehensive approach to the migration phenomena;

Maintain: Managing labour migration flows (through

quota system); Readmission clause (cooperation in fighting

irregular migration); Promotion of voluntary return

Innovations Integration of migrant workers into the host

labour market (formation courses, etc.) and into the host society (NGOs, CC.AA.);

Fighting trafficking and smuggling of people; Linking migration and development

(technical cooperation; projects; etc.)

A new ‘Migratory diplomacy’

Pre departure training programs• Increase efficiency in the implementation of BLAs– Reduce the vulnerability of migrant workers

– Increase readiness of potential workers to join the labour force

– Informed and empowered workers

• “Pre-departure” refers to the period during which a migrant worker makes the decision to migrate, recruitment for work and pre-leaving

Where? When?

• Cleavage between sending and (Asia) receiving (Europe) countries– Traditional countries (Europe) train in destination as part of

integration policies

– Content restricted to rights and not intended to provide with the broader picture of what awaits in destination

• Europe imposes pre-departure requirements for reunified members of migrating families– Netherlands, France, Denmark, Germany, Austria and the

UK

• Mandatory to link pre-departure programs to after-arrival and reintegration programs.

Content of pre-departure training for workers

• Psico-social dimension:

– Cost and benefits of migration

– On the family and social networks

– Economic

– Awareness of risks

• Labour dimension

– Situation of destination labour market and dynamics

– Rights and duties

– Skills and their certification in destination

• Sociocultural dimension

– Language

– Values, attitudes and practices

– Practical issues: transport, social services…

Pre departure training: target groups specificities

• Families (reunification)– Psico-social (costs, benefits)

– Access to social services: educational system and healthcare

• Skilled vs. Unskilled

• Compulsory (o no)

Elements to be discussed

• Target population / register– If there is a prior call for workers (specific posts).

– To any applicant

• Broaden the list of relevant stakeholders (private sector, NGOs, IOM, other International migration, local and regional government)– So far mostly controlled by NGOs

• Involve them in deciding – The content of programs

– Continuation of training in destination

– Assistance if required (especial if nominal offers)

Elements to be discussed (2)

• Linking pre-departure training, integration in destination and reintegration in origin

• Role of diasporas and returnees as information providers, and resources for networking

• What happens if candidate fails to meet requirements– Netherlands: language

Caveats

• Going beyond the formal implication of the private sector: firms to give content, assistance and funding

• Development of infrastructure in origin: should it rely (too much) on consulates?

• Evaluation: insufficient tools and tradition– Unclear whether migrants gets the appropriate trainning

Other externalities

• Very political. Is it a way to migration choisie?

• Convergence of educational systems

• Implications for the brain drain vs. brain circulation debate (win-win solution)

• Ending gap between policies and results

• Increase efficiency of control policy

Conclusions• Make of pre-departure programs an integral part of…– Bilateral dialogue (BLAs…)

– Migration policies (control and integration)

• Enlarge the list of stakeholders, particularly the private sector– Equilibrate participation between NGOs, private sector,

administrations and international organizations

• Redefine contents– Link to integration and reintegration

– Content: psyco-social + labour + socio-cultural dimensions

Thank you for your attention.