RT 3 - Migration and Development: Finding strategies beyond the State

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Mr. Neville Dubash
RT 3 - Migration and Development: Finding strategies beyond the State

RT 3.1 Raising the Global Talent Pool – Harnessing the Potential of the Private Sector for Global Skills Partnerships

The expected outcome of this roundtable is to share positive examples and experiences of skill creation and mobility as well as identifying aspects of these initiatives that may be suitable for possible designs of global skill partnerships.

Global Skill Partnerships bear the potential to tackle skills shortages in both destination countries and countries of origin while offering at the same time legal pathways for migration. This could play a significant role in raising the global talent pool through bilateral public-private projects linking skill creation and skill mobility in a mutually beneficial and equitable way, based on pre-migration initiatives. Legal and political frameworks need to both protect workers and ensure that employers maintain a return on investment.

Various attempts to build up skill mobility can already be found in Germany, Japan, Australia and other countries. The early involvement of future employers and labour associations in destination countries is of utmost importance, offering these stakeholders the opportunity to build trust through their contribution in shaping these partnerships according to their specific needs.

The general feasibility of Global Skill Partnerships is to be explored by taking a thorough look at the basic pre-requisites and key hurdles for these partnerships to function such as clearly-defined and corresponding skill requirements, providing training opportunities, recognition of credentials and country-entry processes. In the centre of attention is, however, the possible contribution of employers and labour associations to make this idea an element of future transnational HR strategies to the benefit of all actors involved.

  • How can the need for expectation management regarding migrants, future employers, and origin and destination countries’ governments be addressed? How can political impediments be overcome?
  • Which options are conceivable to create and ensure financing mechanisms to build up skills in countries of origin and destination? How can the private sector be motivated to engage stronger in cross-country skill partnerships? How can contingency plans be implemented, providing for the case that potential migrants complete paid-for training, but an emergency prevents them from leaving their home country?
  • How can secure job prospects, regulations for accompanying families and the possibility of transfer of pension in case of return be taken into account?
  • What local, international, and bilateral institutions, policies and laws are needed to facilitate Global Skill Partnerships?
  • How can states create incentives for local enterprises to hire migrants?

We invite you to submit comments / suggestions below

Please note that the Chair reserves the right to consider and decide which comments are relevant. The GFMD prefers that all comments are correctly identified.

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