Labour Migration Management in the frame of employment opportunities in Italy

1. Labour Migration Management in the frame of employment opportunities in Italy Placing Workers in Europe: Fostering Collaboration among Employment Agencies in Asia & Europe 6-8 February, 2007 Manila. 1

2. Presentation Outline • An overview of immigration in Italy • General principles of the Italian migration policies • IOM Rome labour migration strategy • Employment opportunities in Italy • IOM Rome experiences • Future outlook

3. An overview of immigration in Italy

4. Italy within the context of international migrations (2005) 5,2%of total population

5. Origin countries First 5 nations Fonte:Dossier Statistico Immigrazione Caritas\Migrantes su dati Ministero Interno

6. Immigrant Labour in Italy 1,8 million workers (full time and part time employees, excluding seasonal workers and entrepreneurs) 1 employee out of 10 in 2005 5,3% agriculture, 23,3% manufacturing, 14,5% building, 57% services Recruits in 2005: 727.600 workers New recruits: 172.700 (vs. 99.500 as annual quota limit of immigrants) 202.000 enterprises whose owners are non-EU nationals +38% between I semester 2005 and I semester 2006 Mainly in building (28%) and commerce (42%)

7. General principles of the Italian migration policies

8. General principles of the Italian migration policies • Yearly planning of entry flows(quotas) • Combat irregular migration and organised crime responsible of trafficking/smuggling in persons • Strenghtening of measures aiming at the social and cultural integration and fight against discrimination • Guarantee of equal rights to foreign workers and participation to local life

9. Planning of entry flows • Three-annual Programme indicating the actions and initiatives which the Italian Govrnment intends to carry out, if necessary also through special agreements with origin countries. • Quota system for foreign workers , mainly on the basis of: • job offers existing in the Italian labour market • bilateral agreements between Italy and origin countries of migrants. • Special categories outside the quota system : • university lecturers, professors or researchers; • artistic or technical personnel for opera, theatre, concert, cinematographic, radio or television broadcasterscircuses and professional sportsmen; • news correspondents officially accredited in Italy; • professional nurses. • Preferencial right to enter Italy for working purposes on the basis of training attended abroad .

10. IOM Rome labour migration strategy

11. General model of IOM strategy • Promotion of bilateral and multilateral dialogue • Analysis on and data collection of the destination country’s labour market needs • Assessment of applicants' professional skills and identification/selection of potential migrant workers • Organization of vocational training and cultural orientation • Setting up of an efficient job matchingprocess

12. Employment opportunities in Italy: an illustration from Unioncamere’s Excelsior System

13. What is EXCELSIOR? EXCELSIOR IS A SURVEY, RUN SINCE 1997 TO PROVIDE INFORMATION ON DEMAND FOR LABOUR AS DEFINED BY ITALIAN ENTERPRISES WITH EMPLOYEES. IN PARTICULAR: -DATA ON INWARD AND OUTWARD FLOWS IN THE LABOUR MARKET - DETAILS OF OCCUPATIONS with increasing market demand

14. The survey • Excelsior is based on data collected through an annual sample survey on over 100 000 private enterprises having at least one employee and provides detailed and reliable knowledge of the demand for labour expressed by Italian enterprises, as well as its distribution over the territory and across the various economic sectors. • During 2006: details were given for 27 economic sectors and all 103 Italian provinces

15. STRUCTURE OF THE QUESTIONNAIRE Section 1: Occupational structure of the enterprise Quantification of occupation (by kind of occupation and type of contract) and forecasting (entry and exit) Section 2: Demand for occupations and their characteristics Position in the organisation, type of contract, area of activity, duties, educational level, gender, age, experience, knowledge of languages and computing, recruitment difficulties (and reasons), innovative features, post-entry training required

16. Excelsior 2006: main results LABOUR FLOWS IN INDUSTRY AND SERVICES North West 195,410 employees at 31.12.0510,666,172 Forecast employment in-flows Forecast labour out-flows596,570 Balance North East 171,820 695,770 Centre 138,910 South and Islands 189,630 99,200 Industry 273,230 Services 422,540

17. LA RISTRUTTURAZIONE AZIENDALE ATTRAVERSO LA DOMANDA DI PROFESSIONI Le assunzioni previste dalle imprese per grandi gruppi professionali (ISCO), in % Excelsior 2006: main results OCCUPATIONS MOST IN DEMAND ACCORDING TO ISCO MAJOR GROUPS (in % on total recruitment) Managers & directors 0,4 0,3 0,3 4,6 4,1 4,5 Intellectual & scientific occupations High skill 17,9% High skill 15,9% High skill 16,9% 11,5 13,0 12,0 Technicians Executive occupations relating to administration and management 9,4 9,1 8,5 19,0 Sales and family services professions 21,9 24,7 23,7 Specialist labourers 21,0 20,1 Industrial assembly workers 13,8 14,1 14,0 Unqualified staff 17,2 16,8 16,0 2005 2006 2004

18. Excelsior 2006: main results THE DEMAND FOR NON EU-MIGRANTS IN INDUSTRY AND SERVICES Recruitment of migrants per industry and % on total recruitment 38.160 24.320 22.790 22.760 15.750 14.580 12.580 11.380 22,2 22,4 13,5 27,1 26,3 52,8 43,2 14,0 Manufacturing Building Commerce Tourism Transport Services to Healthcare private services Other services enterprises (ICT, banks, and persons training, etc.)

19. Excelsior 2006: main results OCCUPATIONS MOST IN DEMAND ACCORDING TO ISCO MAJOR GROUPS TOTAL RECRUITMENT RECRUITMENT OF NON-EU MIGRANTS (% on total recruitment) (num.) (%) (num.) (%) TOTAL 695.770 100,0 162.320 100,0 23,3 Managers, specialised occupations and technicians 110.440 15,9 8.620 5,3 7,8 Managers and directors 1.690 0,2 60 0,0 2,8 Intellectual, scientific and highly specialised occupations 28.850 4,1 1.850 1,1 6,4 Intermediate occupations (technicians) 79.900 11,5 6.710 4,1 8,4 Executive occupationsand sales professions 236.860 34,0 44.050 27,1 18,6 4.940 3,0 7,6 Executives relating to administration and management 65.330 9,4 39.110 24,1 22,8 Sales and family services professions 171.530 24,7 Specialist labourers and assembly workers 236.890 34,0 59.040 36,4 24,9 34.390 21,2 24,6 Specialist labourers 139.520 20,1 Plant drivers and fixed and mobile machinery operators, industrial assembly workers 97.370 14,0 24.650 15,2 25,3 Unqualified staff 111.580 16,0 50.620 31,2 45,4

20. 27,5 a 34,7 (26) 24,1 a 27,5 (24) (25) 16,7 a 24,1 (28) 6,7 a 16,7 2006 2005 trend 105.520 121.800 -16.280 Minimum -20.660 162.320 182.890 Maximum Excelsior 2006: main results THE DEMAND FOR NON EU-MIGRANTS % of non-EU migrantson total in-flows during 2006 The decrease in the demand for non-EU migrants 2003 (33,3%) 2006 (23,3%)

21. IOM Rome experiences

22. Main Exemples of successfull matching system • Preselection and storing of information in databases in Albania, Tunisia and Egypt • Pre-departure selection, language training and cultural orientation in Sri Lanka (80 workers) and Moldova (200 workers) and recruitment in Italy • Cultural orientation in Italy (2700 workers)

23. Selection process in Albania • Selection has taken place in Albania through interviews aiming at assessing the professional qualification of the candidate, verifying their credentials and his/her degree of proficiency in the Italian language. • Vocational written test • Vocational interview • Linguistic written test • Linguistic intervieuw

24. Registration mechanism & special software IOM has elaborated a special software on the basis of specific indications and data required by the Italian Ministry of Labour integrated with additional personal bio-data and professional information gathered through the selection process and useful for the applicants’ future job placement.

25. StatisticsVocational profiles

26. General Statistics • 30.000 applications received by IOM Tirana • 6724 potential migrants selected within the period June 2000 - December 2002 • 1500 received entry visas for Italy for job seeking purposes • 300 received entry visas for Italy upon labour recruitment • 20 migrants accessed the Italian labour market as result of an IOM testing job-matching and integration/orientation process

27. The tunisian data bank www.emploi.nat.tn

28. The Egiptian Integrated Migration Information System www.emigration.gov.eg

29. The Sri Lanka project • Florence is suffering labour shortfalls in several sectors such as construction and agriculture. But it is the shortage in family care work that is posing a major social problem. • The figures on the ageing population are clear. The demands and needs of families are growing as seen by the number of non-governmental organisations dealing with their issues. It’s too expensive for families to send relatives to homes for the elderly so more and more elderly are at home alone,

30. Main features of the program • Working with the Italian Ministry of Labour and Social Affairs which funds the programme, the Tuscany region and the Sri Lankan government, IOM devised a pilot programme for family care assistants who could work in Tuscany. • 85 Sri Lankans were selected from a database provided by the Sri Lankan government. • Over one month, the candidates were given 60 hours of Italian language classes by the Dante Alighieri Society in the Sri Lankan capital, Colombo, and 25 hours of training in personal care elaborated by IOM in coordination with the training department of the Tuscan regional authorities. • In the end, 53 candidates got jobs with Italian families.

31. Training in Italy • After the arrival in Italy the Tuscan authorities have provided on-going training . • As part of the programme, each worker had a qualified family care tutor who gave 30 hours of on-site training over a three-month period. • In addition, the workers also received further tutoring in Italian and vocational training in family care. • The latter includes how to take blood pressure and sugar levels, monitor heart rates when looking after the elderly, how to care for bed-ridden people, information on nutrition and how to cook Italian food. • At the end of the training, the workers have been awarded a regional qualification in family care.

32. Monitoring of the program • IOM, in the meantime, has been regularly monitoring the programme by maintaining contact with the provincial job centres which matched the families to the workers and who had allocated the individual tutors to the workers. • IOM has also ben working with the Sri Lankan embassy and communities to ensure the workers have integrated in the local community.

33. Cultural orientation

34. Training of trainers in Tunisia

35. Future outlook • The forthcoming reform of the immigration law will entail: • Strengthening of entry flows planning • Creation of lists of candidates to migration towards Italy to be built abroad by the Italian consular offices in cooperation with International Organisations • Issue of new job-search entry visa and stay permit • IOM Rome is trying to extend the Excelsior survey methodology to UE