An action-oriented, highly participative approach will be used, with particular attention devoted to sharing international experiences with a view to their adaptation and practical application. Particular attention will be paid to the presentation of “good practices” through case studies reflecting experiences already gained locally and internationally.
An innovative e-learning experience combining self-paced modules, webinars and discussions, case studies, forum debates, role-play exercises and group work using up-to-date learning methods and technologies.
Learning begins at own pace, continues through high-quality, engaging “real time” sessions and ends with an individual assignment
Practitioners from different parts of the world and different background will join the e-learning to share with participants their concrete experience and actions on how establishing fair recruitment practices
In today’s globalized economy, workers are increasingly looking for job opportunities beyond their home country in search of decent work and better livelihoods. In addition, millions of workers migrate internally in search of employment. Public and private employment agencies, when appropriately regulated, play an important role in the efficient and equitable functioning of labour markets by matching available jobs with suitably qualified workers. Despite the existence of international labour standards relating to recruitment, national laws and their enforcement often fall short of protecting the rights of workers.
The COVID-19 pandemic continues to have an enormous impact on workers’ mobility across borders, particularly due to the imposition of strict limitations on international travel while the continuing detrimental effects on economic activity is critically impacting all workers, including migrant workers, putting them in economic peril, and endangering their health and psychosocial wellbeing.
Recruitment practices continue to adapt to COVID-19 prevention measures, which are continuously in flux. This includes shifting to online modalities, looking to recruit
nationally (e.g. unemployed migrant workers already in the labour market in the country of destination, or national workers), and preparing for safe and fair recruitment practices once travel restrictions are lifted. Throughout the pandemic, it has been demonstrated that social dialogue is essential to the successful implementation of the agreed upon measures.
Nevertheless, concerns remain about the persistence of unscrupulous employment agencies, informal labour intermediaries and other operators acting outside the legal and regulatory framework that prey especially on low-skilled workers and those desperately searching for work. Reported abuses include deception about the nature and conditions of work; retention of passports; illegal wage deductions; debt bondage linked to the repayment of recruitment fees; and threats if workers want to leave their employers, coupled with fears of subsequent expulsion from a country. A combination of these abuses can eventually result in human trafficking and forced labour often linked to other serious infringements of fundamental rights in the workplace.
The ILO’s Fair Recruitment Initiative (FRI) was launched in 2014 as part of the ILO Director General’s call for a Fair Migration Agenda. Since its launch, the FRI has been critical to ILO’s work in the area of national and international recruitment of workers and has added renewed impetus and visibility to this important topic. The second phase of the Initiative (2021-2025) is seeking to ensure that recruitment practices nationally and across borders are grounded in labour standards, are developed through social dialogue, and ensure gender equality. Specifically, they:
The 2021-2025 ILO Fair Recruitment Initiative Strategy is composed of four pillars.
THE PILLARS OF THE “ FAIR RECRUITMENT STRATEGY ( PHASE II) ”
Pillar 1: Enhancing, exchanging and disseminating global knowledge on national and international recruitment processes
Pillar 2: Improving laws, policies and enforcement to promote fair recruitment
Pillar 3: Promoting fair business practices
Pillar 4: Empowering and protecting workers
To learn more, visit ilo.org/fairrecruitment
In this rapidly changing context during the COVID crisis, the ILO’s General Principles and Operational Guidelines for Fair Recruitment and Definition of Recruitment Fees and Related Costs (GP&OG) is provides invaluable guidance on how to ensure that the recruitment process of workers, especially migrant workers, is organized in a way that respects the rights of those involved, the needs of communities of origin and destination, and takes into account the legitimate needs of employers and recruiters.
This course, based on the ILO Fair Recruitment Initiative Strategy, is a direct answer to the acknowledged need to reinforce the capacities of the ILO constituents and other key actors, in particular, within the context of exacerbated challenges created by COVID 19 pandemic.
The course is designed for:
This course is part of one Diploma programme:
By the end of the course, participants will be able to:
Course learning materials and tuition will be offered online in English and Spanish. The following requirements are therefore essential to participate in this course:
The course consists of a number of online modules offered through the e-campus online platform to be completed over a period of six weeks from 12 September to 21 October 2022, for an estimated total of 60 learning hours. The course is broken down into three phases:
Participants who successfully complete all assessments and the final assignment will receive a Certificate of Achievement.
The Turin Centre is known for its innovative learning tools and methodologies.
This course qualifies for the ITCILO Diploma for Labour Migration Experts and Practitioners. Take the Academy on Labour Migration, three courses out of all eligible courses within a five year period, and complete a capstone project to become part of a global cadre of practitioners and experts with a recognised set of skills in labour migration policy.
Selection will be based on the following criteria:
The deadline for applications is 29 August 2022