Fair recruitment Roadmap: A guide for national action

This roadmap is a practical step-by-step guide to assist national policymakers and recruitment stakeholders, including governments and social partners, in effectively implementing fair recruitment at the national level.

Measuring SDG indicator 10.7.1 on recruitment costs of migrant workers:Results from the recruitment cost-module in Maldives, 2019

Maldives Bureau of Statistics (MBS) with financial support from World Bank (WB) and technical assistance from the International Labour Organization (ILO) has introduced the Recruitment Cost module to the Household Income and Expenditure survey labour quarter component. The recruitment survey module was integrated into the Household Income and Expenditure survey labour quarter component. Because the survey was designed to be implemented in the labour quarters, the number of female migrant workers may be insufficient in the sample to reflect the real situation of the female migrant worker. Normal households as well as those labour quarters with less than 10 people were excluded from this study as the recruitment cost data were not available.

The analysis includes 75,537 migrant workers1 information of which 74,519 migrant workers were male. The results show differential levels in the recruitment costs in terms of the Nationality, skills (occupation) and sectors (industries). The average earnings of the migrant workers during their first month of working in Maldives within the past three years was about MVR 33,487 (approximately 2,172). The overall, recruitment cost indicator is an estimated 8.2 months. This means that it takes migrant workers an average 8.2 months to earn the equivalent of what they spent to access their job in Maldives.

SDG indicator 10.7.1 or the RCI is calculated as a ratio between the total recruitment costs paid by a migrant worker and the first month of earnings in the first job within the past three years. It shows the number of months that a migrant worker must work to cover the recruitment costs.

Migrant workers spent on average more than eight months of their salary (8.2 months) to pay back the recruitment costs for a job in Maldives. Migrant workers from Bangladesh used an average 11.2 months of their salary to cover their recruit­ment expenses. In terms of industry or the sector of work, workers in the manufacturing sector used the greatest portion of their first-year income, at 10.3 months salary. As for skill level, migrant workers in high-skill occupations used only 2.3 months of their income on average, compared with 8.5 months of average earnings by medium-skills workers for their recruitment costs.

Bangladesh: Labour force survey 2022

Labour statistics is the collection, analysis, and reporting of data related to labour and employment. These statistics express the performance, trends, and characteristics of the labour market. It is also beneficial to governments, policymakers, entrepreneurs, researchers and the public which helps understand and help to informed decisions about employment and workforce-related issues. It ensures the fair treatment and protection of workers' rights. Thus labour statistics play a crucial role in comprehending the challenges and opportunities within the labour market, guiding policy decisions to enhance labour conditions, create employment opportunities, and promote economic growth. The Labour Force Survey has been conducted with 4 to 5 years intervals in Bangladesh since 1980.

 

This survey has been conducted under the project of Improving Labour Market Information system (ILMIS) project aims to meet the data demand achieving the 8th five-year plan, SD's indicators, other data relating to employment, unemployment and overall key issues addressed to labour market in Bangladesh.

Labour Force Survey is a household-based sample survey which provides statistics on the characteristics of labour force at the national and divisional levels. The survey findings will allow to provide input for labour market analysis to monitor the progress of programs taken by the government in particular creation of employment in the country. This survey will truly work as the mirror of development by reflecting the picture of labour market development of the country.

The chapter 15 of this publication is dedicated to the measure the recruitment cost and income of migrant workers. One of the findings of the study indicates that recruitment costs are significantly higher for male labour migrants compared to female. The proportion of recruitment cost in a monthly earnings varies broadly between male and female. To recover recruitment cost, female needs 7.8 months whereas male needs long 15.1 months.

Due diligence toolkit for fair recruitment

The fair recruitment toolkit developed by the Global Business Network on Forced Labour helps businesses, especially SMEs (small- and medium-sized enterprises), to set out a due diligence process when hiring workers from abroad. It features step-by-step guidance for companies throughout the recruitment process.

 

The toolkit has now been translated into French and Spanish.

In English   En français   En español

 

The toolkit helps businesses answer the following questions:

• Do you have an approach to, or policy on, fair recruitment?
• Can you identify the main risks?
• Do you have an action plan to manage and reduce risks?
• How do you track progress?
• Can you address problems and complaints?

 

The toolkit has an additional section on the impact of the COVID-19 pandemic on recruitment, and points businesses towards useful additional resources.

 

Policy Brief: Women’s Mobility and Domestic Work

The ILO estimates that there are 150.3 million migrant workers in the world. Of these 11.5 million are domestic workers (ILO, 2015).

 

Innovative approaches to protect the rights of women migrant workers and tackle forced labour: Lessons from the Work in Freedom programme (2013–23)

This brief provides a short summary of the Work in Freedom programme outreach and activities conducted to tackle forced labour and trafficking with the key lessons it generated over the ten-year period (2013-23) of its implementation.

After 10 years of operation, the International Labour Organization’s (ILO) and Foreign, Commonwealth and Development Office (FCDO)-funded Work in Freedom programme has amassed a rich set of lessons that can help guide future efforts on key global priorities such as promoting women and girls’ rights conducting responsible business and tackling forced labour and human trafficking. This brief provides a short summary of the Work in Freedom programme, its activities and the key lessons it generated.