Fair and Ethical Recruitment Due Diligence Toolkit by IOM

The International Organization for Migration (IOM) Fair and Ethical Recruitment Due Diligence Toolkit was developed to support business enterprises in fulfilling their responsibility to respect human rights in the context of international recruitment. It provides practical tools that enterprises can use to conduct comprehensive due diligence in line with the UN Guiding Principles on Business and Human Rights (UNGPs), the OECD Due Diligence Guidance for Responsible Business Practice, and IOM’s Migrant Worker Guidelines (MWGs). It can be used by enterprises to develop or strengthen due diligence processes in directly recruiting and managing business relationships with labour recruiters and private employment agencies that place migrant workers.

The tools within the Toolkit contain detailed guidelines and practical recommendations on how the due diligence processes described in the UNGPs and MWGs can be operationalized. The tools include interactive features that will direct users to the next due diligence process or the corresponding actions that are recommended for them to take. Enterprises may directly use or edit the tools to adapt to the unique nature of their operations and business relationships.

 

Tools to operationalize fair and ethical recruitment due diligence:

1. 1. Embedding fair and ethical recruitment principles into policies and management systems
    
2. 2. Identifying and assessing adverse human and labour rights impacts on migrant workers

• Risk Assessment Tool
• Self-assessment Checklist

 

1. 3. Preventing and mitigating adverse human and labour rights impacts on migrant workers

• Corrective Action Plan Template (linked to the Self-assessment Checklist)
• Training Management Tool
• Pre-departure Orientation Checklist
• Post-arrival Orientation Template

 

1. 4. Tracking implementation and results

• Worker Interview Tool
• Fair and Ethical Recruitment Due Diligence Monitoring Tool

 

1. 5. Communicating how adverse impacts are addressed
    
2. 6. Providing access to remedy

• Grievance and Remediation Management Tool
• Grievance and Remediation Monitoring Tool

 

Access the full Toolkit here.

For questions, please email iom.dd.support@iom.int.

 

Facilitating Journeys: The role of intermediaries in labour migration process from Nepal

What happens after the decision to migrate for work has been made? What steps do prospective migrants take, where do they obtain information and what services do they seek? This infographic is based on qualitative research amongst migrant workers that examines the wide range of intermediaries that workers encounter in their migration journey.

 

As part of its Integrated Programme on Fair recruitment (FAIR), a global programme supported by the Swiss Development Cooperation, the ILO in Nepal commissioned a study amongst prospective and returning migrant workers to document their experience and in particular their interaction with various intermediaries that are involved in the migration process. Qualitative data was collected through in-depth interviews with 32 men and 9 women migrant workers, originating from 5 provinces, that were either abroad or had recently returned to Nepal.

This infographic illustrates the collection of narratives from migrant workers and builds a picture of their experiences after deciding to migrate. Who do workers interact with as they prepare their journeys? Where do they gather information? How do they prepare for interviews and who supports the processing of job applications and contracts? How are visas obtained, and where do workers receive orientation and training? What costs do these various services amount to? Furthermore, what network of intermediation and support do workers connect with one they have reached their destination? And, finally, who do workers turn to settle outstanding issues upon return to Nepal?

2019 Recruitment Costs Pilot Survey Report-Ghana, Measuring SDG Indicator (10.7.1)

This report presents the survey results and examines the recruitment costs, monthly earnings, and Recruitment Cost Indicator (RCI) of migrant workers taking into account their socio-demographic characteristics such as age, occupation, the industry of work, educational attainment, skills, and gender.

In 2019, the Ghana Statistical Service conducted the Recruitment Cost Pilot Survey (RCPS) in four administrative districts, namely, Mampong Municipal, Asante Akim North in the Ashanti Region, and Berekum and Techiman in the Bono and Bono East regions, respectively. The study was mainly designed to pilot an ILO recommended survey methodology to collect data on recruitment costs and monthly earnings of migrant workers from purposely selected districts, in a bid to calculate the SDG indicator 10.7.1 (Recruitment Cost Indicator). This report, therefore, presents the survey results, as it examines the recruitment costs, monthly earnings, and Recruitment Cost Indicator (RCI) of migrant workers taking into account their socio-demographic characteristics such as age, occupation, the industry of work, educational attainment, skills, and sex.

The results of this pilot study show that the survey methodology adopted for this study is suitable for estimating the RCI as required for measuring the SDG indicator 10.7.1. The study shows that the RCI levels, derived from average recruitment costs and monthly earnings for migrant workers, could plausibly be a function of skill level, country of destination, or educational level of the migrant worker. This is because lower levels of RCI could be associated with highly-skilled workers, highly educated migrant workers, and developed countries due largely to commensurate high monthly earnings, a result that resonates with our a-priori expectation.

The Ghana Statistical Service (GSS) implemented the study in collaboration with the International Labour Organization (ILO) with funding from the European Union.

 

The Impact of the New UK Immigration System on Human Trafficking into the UK

This paper explains how the immigration system opens up the potential for human trafficking and exploitation of individuals on a massive scale globally, orchestrated by organised crime gangs, criminals, scammers, profiteers and unscrupulous employers.

Workforce recruitment and labour supply

Produced by ALP in partnership with the UK Home Office, this guide provides specific, practical guidance for all UK recruiters, HR professionals and employers on actions that must and should be taken in respect of their existing workforce and future recruits in response to changes to the UK Immigration system.

Making Fair Recruitment a Reality!

This video chronicles the ILO’s effort to establish a corridor to recruit fairly workers from Nepal to Jordan to work in the ready-made garment sector. It highlights the power of the various actors in a supply chain to make positive change when they work together to achieve a common objective that benefits each of them.

Agents of Change? Assessing Hong Kong employment agencies´ compliance with the Code of Practice

This report, based on a survey of over 450 migrant domestic workers, examines the implementation of the Hong Kong government’s Code of Practice for Employment Agencies (CoP), and its impact on the human and labour rights of domestic workers in the territory.