Repository of Practices
Primary GCM Objectives
Secondary GCM Objectives
7
10
GCM Guiding Principles*
Sustainable Development Goals (SDGs)
Dates
2019 - 2021
Type of practice
Training material
Summary
Emigration regulators in Pakistan are more aware migrant workforce as crucial for protection from recruitment abuse. The ILO engaged with the Pakistan Workers Federation (PWF), two civil society organizations and a group of influential media persons to develop knowledge products and train trainers (i.e. 25 briefing officers of the Bureau of Emigration and Overseas Employment (BEOE) and the National Vocational and Technical Training Commission (NAVTTC), staff of 30 community centers, 60 community change makers, 71 journalists) to cascade information and raise awareness on fair recruitment in the most common communities of origin of migrant workers in Pakistan. These knowledge products were written in simple language and include attention to employment contract terms, rights and responsibilities, and complaint mechanisms, and are aimed at empowering migrant workers and reducing the risk of recruitment irregularities.
Organizations
Main Implementing Organization(s)
International Labour Organization (ILO)
Partner/Donor Organizations
Pakistan Workers Federation - PWF
Community-based organizations
Center for Excellence in Journalism
Mera Maan
Pakistan Rural Workers Social Welfare Organization - PRWSWO
Benefit and Impact
Pursuant to training held in 2019, PWF has strengthened its subject knowledge and institutional capacity to promote fair recruitment for safe and regular migration at constituency level, advocate with Government for relevant policy and legislation, and lobby for protection of MW’s rights at national, regional and global level. Following the training, PWF disseminated an information booklet (in Urdu) on fair recruitment and safe migration by convening information sessions at community and trade union forums, directly educating 4,500 potential/returned migrant workers and trade union members, with improved access to accurate information and behaviour to opt for safe and regular channels of migration, with reduced reliance on irregular channels of migration. The information booklets disseminated through PWF website, Facebook page, Whatsapp groups and the indirect beneficiaries reached to over 150,000 persons through digital means and word of mouth.
PWF has now also established 30 resource centres at its district offices to provide orientation and referral services to the intending/prospective migrant workers. Trained leaders proved guidance and referral services to relevant stakeholders. A WhatsApp group for the trained leaders enables continued exchange of information and learning.
Pursuant to training in 2019, five local partner organizations in Multan, Bahawalpur, Sialkot, Mardan and Swabi and 60 community change makers have cascaded awareness on fair recruitment and safe migration to more than 11,318 intending/ returned migrant workers and their families and 825 community leaders. Over 89,000 persons were reached through word of mouth, social media and local community based organizations. 71 journalists/media influencers (including editors, bureau chiefs and senior reporters) were trained on improving research and reporting on fair recruitment and forced labour. More than 35 quality stories/news articles have been produced and published in the national media since the training.
The practice provided the opportunity to directly interact with the prospective, intending and returned migrant workers and benefit from their active participation. Training of briefing officers of BEOE and NAVTTC provided the opportunity to help around 2,000-2,500 departing migrant workers per day with accurate information on fair recruitment and safe migration. Migrant workers who were reached through the activities under this practice expressed the importance of continuing them as they continue to be relevant for future prospective migrants.
Following training held in 2019, PWF strengthened its knowledge and institutional capacity to promote fair recruitment for safe and regular migration at constituency level, advocate with Government for relevant policy and legislation, and lobby for protection of MW’s rights at national, regional and global level. Following the training, PWF disseminated an information booklet (in Urdu) on fair recruitment.
PWF has now also established 30 resource centres at its district offices to provide orientation and referral services to the intending/prospective migrant workers. Trained leaders proved guidance and referral services to relevant stakeholders. A WhatsApp group for the trained leaders enables continued exchange of information and learning.
Pursuant to training in 2019, five local partner organizations in Multan, Bahawalpur, Sialkot, Mardan and Swabi and 60 community change makers have cascaded awareness on fair recruitment and safe migration to more than 11,318 intending/ returned migrant workers and their families and 825 community leaders. Over 89,000 persons were reached through word of mouth, social media and local community based organizations. 71 journalists/media influencers (including editors, bureau chiefs and senior reporters) were trained on improving research and reporting on fair recruitment and forced labour. More than 35 quality stories/news articles have been produced and published in the national media since the training.
The practice provided the opportunity to directly interact with the prospective, intending and returned migrant workers and benefit from their active participation. Training of briefing officers of BEOE and NAVTTC provided the opportunity to help around 2,000-2,500 departing migrant workers per day with accurate information on fair recruitment and safe migration. Migrant workers who were reached through the activities under this practice expressed the importance of continuing them as they continue to be relevant for future prospective migrants.
Following training held in 2019, PWF strengthened its knowledge and institutional capacity to promote fair recruitment for safe and regular migration at constituency level, advocate with Government for relevant policy and legislation, and lobby for protection of MW’s rights at national, regional and global level. Following the training, PWF disseminated an information booklet (in Urdu) on fair recruitment.
Key Lessons
The strategy to engage with workers representatives and community change makers/leaders helped spread the information extensively, and has resulted in decisions on labour migration now being taken at family level, and following family dialogue. This enhanced thoroughness in decision-making may contribute to a reduced risk of abuse of migrants at the recruitment stage.
The project engaged with local organizations and community change makers to build local institutional capacity, which is efficient and sustainable approach as these have infrastructure, human resource, know the local cultural practices, language, have expertise of community mobilization and voice in the communities. This partnership proved very effective as they integrated labour migration and fair recruitment in their thematic areas of work, continued delivering services on their own, explored and collaborated with relevant organizations, some of them developed their resource centre, where the visitors can come, read and avail guidance. In a sense, the project helped developing many local resource centres, which could be nurtured if appropriately tapped in future.
Instead of bringing external experts, ILO engaged the local resource persons from the ILO, BE&OE, OEC, OEPs, OPF, MRC to allow effective presentation of their support services, systems and direct interaction with trainees. The involvement of local support mechanisms/ organizations helped to introduce and connect them with direct beneficiaries who at later stage could directly contact them for services.
The training materials were developed and printed in Urdu language, training was delivered in Urdu with local examples and stories, which enhanced the learning outcomes, and information booklets were shared in printed and soft forms for wider dissemination. Gender equality was considered during planning and implementing of all project activities, was especially discussed with the implementing partners. The project ensured the meaningful participation of women in all activities including orientation and advocacy events with Govt, OEPs, trainings of workers organizations, CSOs, community based change makers, social volunteers, media among others. The partners had good understanding on inclusion of women in awareness raising and it proved highly useful as participation women from migrant dense districts disseminated the acquired information among their relatives, neighbours, friends, communities and in particular families of intending and returned migrant MWs as to protect them against exploitative and abusive practices and refer them to support services and institutions for guidance. They may help their family members make informed decisions about labour migration through regular channels. Many women are the head of households, as their male family members are working abroad, so they become the source of passing on reliable information to their counterparts working abroad.
The project engaged with local organizations and community change makers to build local institutional capacity, which is efficient and sustainable approach as these have infrastructure, human resource, know the local cultural practices, language, have expertise of community mobilization and voice in the communities. This partnership proved very effective as they integrated labour migration and fair recruitment in their thematic areas of work, continued delivering services on their own, explored and collaborated with relevant organizations, some of them developed their resource centre, where the visitors can come, read and avail guidance. In a sense, the project helped developing many local resource centres, which could be nurtured if appropriately tapped in future.
Instead of bringing external experts, ILO engaged the local resource persons from the ILO, BE&OE, OEC, OEPs, OPF, MRC to allow effective presentation of their support services, systems and direct interaction with trainees. The involvement of local support mechanisms/ organizations helped to introduce and connect them with direct beneficiaries who at later stage could directly contact them for services.
The training materials were developed and printed in Urdu language, training was delivered in Urdu with local examples and stories, which enhanced the learning outcomes, and information booklets were shared in printed and soft forms for wider dissemination. Gender equality was considered during planning and implementing of all project activities, was especially discussed with the implementing partners. The project ensured the meaningful participation of women in all activities including orientation and advocacy events with Govt, OEPs, trainings of workers organizations, CSOs, community based change makers, social volunteers, media among others. The partners had good understanding on inclusion of women in awareness raising and it proved highly useful as participation women from migrant dense districts disseminated the acquired information among their relatives, neighbours, friends, communities and in particular families of intending and returned migrant MWs as to protect them against exploitative and abusive practices and refer them to support services and institutions for guidance. They may help their family members make informed decisions about labour migration through regular channels. Many women are the head of households, as their male family members are working abroad, so they become the source of passing on reliable information to their counterparts working abroad.
Recommendations(if the practice is to be replicated)
The resources centres can be extended to other districts of Pakistan and can provide better services to the potential foreign migrants, they limited resources and access to information and needs to develop more strong linkages with community and government officials.
A recruitment cost survey is suggested to review and analysis the recruitment fees and related cost in Pakistan. The survey will also generate evidence base policy recommendations to promote fair recruitment, ethical, regular, safe and orderly migration.
There is limited work by civil society on the subject of labour migration in Pakistan, and there is scope to involve and build institutional capacities of CSOs on LM, enabling them to play their part more actively especially pushing the Govt for legislative and non legislative actions.
The multilateral dialogue including Govt, workers, OEPs, media and CSOs was planned, which could not materialize in the sudden wake of COVID-19. Such a dialogue could be useful to bring all stakeholders together and voicing concerns and pushing the duty bearers for affirmative actions
Further capacity enhancement of the OEP is needed to increase their outreach and ability to promote fair recruitment practices. The sub agents need to be registered or formalised to reduce abusive.
A recruitment cost survey is suggested to review and analysis the recruitment fees and related cost in Pakistan. The survey will also generate evidence base policy recommendations to promote fair recruitment, ethical, regular, safe and orderly migration.
There is limited work by civil society on the subject of labour migration in Pakistan, and there is scope to involve and build institutional capacities of CSOs on LM, enabling them to play their part more actively especially pushing the Govt for legislative and non legislative actions.
The multilateral dialogue including Govt, workers, OEPs, media and CSOs was planned, which could not materialize in the sudden wake of COVID-19. Such a dialogue could be useful to bring all stakeholders together and voicing concerns and pushing the duty bearers for affirmative actions
Further capacity enhancement of the OEP is needed to increase their outreach and ability to promote fair recruitment practices. The sub agents need to be registered or formalised to reduce abusive.
Innovation
Use of local knowledge, adaptation of materials to local contact, engagement of the labour movement in the protection of migrant workers rights
Additional Resources
Media
Additional Images
Date submitted:
05 February 2022
*References to Kosovo shall be understood to be in the context of United Nations Security Council resolution 1244 (1999).