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Labour migration: impact on employment and migrant carrier well-being . Why and how EECA region should include labour migration into post-2015 agenda. Marina Manke, Ph.D. Regional IOM Office in Vienna. Towards better evidence on migration and development in Eastern Europe and Central Asia
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Labour migration: impact on employment and migrant carrier well-being Why and how EECA region should include labour migration into post-2015 agenda Marina Manke, Ph.D. Regional IOM Office in Vienna Towards better evidence on migration and development in Eastern Europe and Central Asia Capacity-building workshop on migration statistics Almaty, 31 October – 1 November 2013
Any place of labour migration in current MDG framework? • NO migration included at goal level • Employment was part of Goal 1 – “Eradicate extreme poverty and hunger” with Target 1.B: Achieve full and productive employment and decent work for all, including women and young people • 1.4 Growth rate of GDP per person employed • 1.5 Employment-to-population ratio • 1.6 Proportion of employed people living below $1 (PPP) per day • 1.7 Proportion of own-account and contributing family workers in total employment
Illustrative goals for post-2015 • CROSS-CUTTING • Good governance and effective institutions • Partnership (not among 12 goals, BUT strongly promoted)
How to include labour migration into post-2015 agenda? Need to include labour migration at several levels and in several forms of post-2015 agenda
Linkinglabour migration with sustainable development MACRO – LEVEL MICRO-LEVEL Migrant’s well-being Objective vs. subjective assessment? Situation before and after migration? “Opportunity” cost? Employment and labour market participation • Via tracking labour market outcomes for migrants as compared to control groups • Local population? • Population back at home?
From targets to indicators – “qualitative”? • Advances in global migration and development discourse and action (e.g. GFMD) • Businessesscreening their supply chains for forced labour, especially child labour • Recruitment systems that protect human and labour rights of migrants and that facilitate recognition of qualifications and portability of pensions and other social benefits • Existence and effectiveness of frameworks to reduce brain drain within certain professional areas
From targets to indicators – “qualitative” (2)? • Migrants’ freedom to change employers, migrant access to complaint mechanisms • Number of bi- or multi-lateral agreements/ practical mechanisms • facilitating foreign qualification and skill recognition, facilitating • social security benefits portability • labour mobility • Working conditions, wages, occupational safety and health services among migrants as compared to local population
How to include labour migration into post-2015 agenda? Labour force participation rate (female vs. male) in 2011 Source: UNDP, Human development report, 2013 Is work abroad reflected? Can it be?
How to include labour migration into post-2015 agenda (2)? Work permits issued in Russia in 2011 Source: OECD Russia Sopemi report, 2012 Migration data sufficient to track development?
Possible sources: “new” • “Big data” such as social media records, call records, tax records • Opinion polls – e.g. Gallup, World Migration Report
IV. Key findings: Evidence on migrant well-being from Gallup World Poll GALLUP WORLD POLL:A unique source of data on international migration • 2009–2011 global database, covering >150 countries • Two methods of comparison: (a) Migrants (newcomers and long-timers) vs. native-born (b) Migrants vs. “matched stayers” in origin countries • Some limitations
IV. Key findings: Evidence on migrant well-being from Gallup World Poll Career well-being Globally, migrants have a higher rate of labour force participation, underemployment and unemployment, compared to natives.
How to include labour migration into post-2015 agenda (3)? Satisfaction with freedom of choice and job in 2011 Source: UNDP, Human development report, 2013 “Subjective” indicator. Realistic to gather?