Targets that contribute to employment or employment creation

This Recommendation supplements the Migration for Employment Convention (Revised 1949), No.97 by including provisions for migrants who are refugees and displaced persons.

The Recommendation contains guidance on, among other matters, the organization of the free service provided to assist migrants and the types of assistance that it should provide, as well as the information that  States should make available to the ILO. It provides for the regulation of intermediaries undertaking the recruitment, introduction or placing of migrants for employment.

 It calls for:

Budapest Process is a good example of cooperation between countries of two regions; Europe and Asia. A successful process, it gathers over 50 countries and more than ten international organisations. It aims to foster dialogue and share best practices in managing migration flows in order to achieve concrete and results-oriented outcomes.

Adecco Analytics is an example of a big data analytical programme of skills needs. Adecco Analytics creates ergonomic solutions for decision-making, based on specific algorithms. The objective is to enable decision-makers to better understand the dynamics and challenges of employment in different sectors, occupations and territories, in order to anticipate and increase operational efficiency. It was made available freely to several NGO’s working with refugees in France. 

Upwardly Global in the USA works to equip migrants to work in their fields of training. They provide guidance and assistance to navigating certification processes in 5 states and 11 occupations. This organization can be seen as an example to be expanded and replicated. 

A five-year intervention worth 5,2+ million US$ of the U.S. Government in Bosnia and Herzegovina.  This USAID’s project catalyzes diaspora’s contribution to socio-economic development in BiH by structuring, stimulating, and supporting diaspora investment in the home country.

The project has three main components:

This case study forms part of a series of case studies on good practices, lessons learnt and recommendations extracted from the projects supported by the UN Joint Migration and Development Initiative (JMDI) to enhance migration management for local development. The experience of the JMDI shows that the most effective initiatives are anchored with local or regional authorities and carried out in a multi-stakeholder and participatory approach, including migrants and migrants’ associations or diaspora.

In view of the developmental impact of migration, Bangladesh has declared migration as a major thrust sector in Bangladesh, and as such migration has found extensive place throughout the Sixth "Five Year Plan" of Bangladesh which operates from 2011-2015. Major actions have also been initiated on migration governance. These include activities in legislative, policy, and institutional areas.

This paper, “Research on the Labour Recruitment Industry between United Arab Emirates, Kerala (India) and Nepal,” was commissioned to the International Organization for Migration by the Ministry of Human Resources and Emiratisation of the United Arab Emirates (UAE) within the framework of the Abu Dhabi Dialogue. It examines the labour recruitment processes from India and Nepal to the UAE, with a focus on low-skilled and semi-skilled workers.

FUNZI  is a joint initiative by a start up and the government of Finland to carve a map of the places where refugees are arriving in Finland and to provide them all the information they need on the country. In 2015, they launched a mobile information and learning service for asylum seekers and refugees.  The information for the newcomers on the country is in several languages. 

Launched in 1994, EURES is a European cooperation network of employment services, designed to facilitate the free movement of workers. The network has always worked hard to ensure that European citizens can benefit from the same opportunities, despite language barriers, cultural differences, bureaucratic challenges, diverse employment laws and a lack of recognition of educational certificates across Europe. It has a portal network of 1,000 EURES advisors who maintain daily contact with employees and employers across Europe.