# data[].attributes.body
EOs are not well aware of the impact of migration policies on businesses.
Lack of knowledge on the GCM

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Difficult conversation with trade unions

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Difficult conversation with trade unions

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Skills shortage may be acknowledged, but trade union perceive that foreign workers are stealing ways jobs

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Zimbabwe: Engagement is taking place with EO on labour migration policy-making
Tanzania:  EO were involved in the policy making process and change of law to attract foreign workers.
South Africa: Busa active engagement
Lesotho: no involvement. IOM in the lead. EO should reach to IOM at national level.
Zambia: EO is part of the tripartite national task force to work on framework on labour migration. More Employers need to be involved.

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Bringing migrant workers leads to employment creation. Data and studies have proved this.

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Governments need to be bold in saying how migrants bring value (social and economic) to countries

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AU Labour Migration Advisory Committee (AU-LMAC) 

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AU Labour Migration Advisory Committee (AU-LMAC) 

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No EO present in the workshop takes part in this committee.
ILO to identify whether EO can be part of this committee.

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Any lists for critical skills/ scarce skills, influencing the visa regime for migrants, must be dynamic and flexible to accommodate a just in time labour market requirement which a rapidly changing and unpredictable

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Any lists for critical skills/ scarce skills, influencing the visa regime for migrants, must be dynamic and flexible to accommodate a just in time labour market requirement which a rapidly changing and unpredictable

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South Africa has recently published for public comment their draft National Labour Migration Policy. In agriculture specifically, there is no lack of dialogue between the sector and the Department of Employment and Labour (DEL). The issue is resolutions reached in said dialogue do not translate into the policy published or tabled at NEDLAC.  

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South Africa has recently published for public comment their draft National Labour Migration Policy. In agriculture specifically, there is no lack of dialogue between the sector and the Department of Employment and Labour (DEL). The issue is resolutions reached in said dialogue do not translate into the policy published or tabled at NEDLAC.  

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Different interpretations.
For policy makers:
- migrant labour = unskilled migrants / refugees.
- Foreigners are coming to takes jobs from locals
Employers need to frame their response with these interpretations in mind

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Employers should call on governments for greater flexibility to enable access to skilled foreign labour, ease of access to manage the visa regime and ensure policies and regulations are effectively inspected and enforced

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Employers should call on governments for greater flexibility to enable access to skilled foreign labour, ease of access to manage the visa regime and ensure policies and regulations are effectively inspected and enforced

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Advocate for a change of thinking to policy-makers

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Advocate for a change of thinking to policy-makers

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Policy makers are not understanding the industries' realities.
Ex: Quota in the agriculture

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3 priorities for Governments: portability of benefits,work permit exemption,mainstream labour migration issues in national policies,incentives for migrant savings and investments access to credit business development

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Believe the issue of challenges of lower skilled migrants recruitment needs to be raised as this can be time-sensitive and seasonal.  Agriculture is a good case study as there is a significant challenge to recruit in rural areas where there has been upward mobility in local communities.  There has to be recognition of freedom of choice to take up work opportunities

# data[].attributes.subject
Believe the issue of challenges of lower skilled migrants recruitment needs to be raised as this can be time-sensitive and seasonal.  Agriculture is a good case study as there is a significant challenge to recruit in rural areas where there has been upward mobility in local communities.  There has to be recognition of freedom of choice to take up work opportunities

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Difficult to maneuver with various department dealing with migration laws.

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Regulations are meant for the compliant industries. Cost for compliant industries increase, while non-compliant industries continue to operate in the dark.

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Admission policies
PS engagement is necessary
Technology is key

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The research and stats were great

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Non citizen laws have been amended in Tanzania however renewals are done every two years and is therefore tedious and expensive.

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EO call for support from SAMM and ILO ACTEMP to promote the work that Employers have done. It needs to be promoted. Documents need to be promoted locally.

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Let the compliant recruitment industry Self regulate...

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Let the compliant recruitment industry Self regulate...

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...while governments can focus on the non-compliant.
Inspectorates are poorly staffed.

Exception policing rather than general policing.

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Migration addressed with security perspectives

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Migration addressed with security perspectives

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Ministries tend to address migration with security lenses.
Ex: DRC mining sector: majority of workers are foreigners - migrant workers. The conversation about low-medium-high skilled migrant level are non existent. Counterpart is Ministry of Interior. Ministry of Interior have never joined meetings with Ministry of Labour to discuss migration.
ILO could be the facilitator.

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Hiring migrant workers. How to best organize this?
Informal employers hiring informal migrant workers. How to handle this?

! EO should not "waste energy" with informal employers, which are not members of the EOs. Governments should focus on fighting the informal sector.

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Recruitment of foreign workers is costly

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Recruitment of foreign workers is costly

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It is more costly to hire foreign workers than local.
But Employers need skills and will have to access foreign skills when needed. Hiring the needed skills, increases business, creates new jobs.

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In Tanzania we have a compulsory policy that all employers should have and register and comply. The equal opportunity and non discrimination policy which focuses on recruitment. The employment policy also mentions the same however there is no specific recruitment policy

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for Labour Market Information Systems

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Major challenges include Information ; systems for recognizing skills especially those gained from the non-formal sector; non-communication between the supply and demand sides

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value of National Employment Policies - collective vision for skills development (develop skills for local market or external market or self-employed?)

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Motivate EOs members to better anticipate skills needs.

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Should Employers not be proposing flexibility and self-management in recruitment of skilled foreign nationals with a requirement to disclose/report and be responsible for justifying/ providing evidence for the reasoning to hire non-national skills

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Should Employers not be proposing flexibility and self-management in recruitment of skilled foreign nationals with a requirement to disclose/report and be responsible for justifying/ providing evidence for the reasoning to hire non-national skills

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Education / training does not produce the skills needed on the labour market. Industry need to talk to academia.

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The legal framework is almost non existant for all migration matters. There's a tripartite committee put in place recently and it's starting to move things around

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The legal framework is almost non existant for all migration matters. There's a tripartite committee put in place recently and it's starting to move things around

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Portability of social security benefits, where applicable

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Portability of social security benefits, where applicable

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Ensure that migrant workers can have access to their social security benefits.
Within SADC it is there - it may need to be implemented/operationalized.
Some countries don't have social security system - less relevant

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...to ensure skills migration is addressed from an economic as well as a security perspective.
Needs to be agile and flexible.

Engagement with stakeholders, especially training institutions to discuss skills anticipation.

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to be developed or to be harmonized with other existing legislation.

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Reduce requirements to claim from the training fund, where applicable.

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Innovate and simplify processes to hire foreign skills 

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Innovate and simplify processes to hire foreign skills 

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Transparency in the work permits applications/processes.
Streamlining processes when there is a skills shortage.
Admin burden (lengthy and cumbersome process) when recruiting foreign workers.
(Advertise locally, skills transfer plan, etc : too many steps to be undertaken)
Self-regulatory models to support the innovation.

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Access to fund from the skills development levy

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Access to fund from the skills development levy

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EO to be considered to receive funds from the skills development levy from the governments, to ensure that industries are brought on board on the migration issues.
It would motivate members to partner with training institutions.

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Any national conversation on migration should be tripartite and include EOs.
Ex: TVET board on skills development to be tripartite in nature.

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Develop framework / database for governments and EO to share data (issues of skills saturation, etc), to identify which region needs which skills.

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Online applications, e-visas, streamline immigration processes - transparency.

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Unity of purpose to promote evidence-based public discourse to shape perceptions of migration.

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Harmonization of qualifications frameworks and skills recognition mechanisms

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Harmonization of qualifications frameworks and skills recognition mechanisms

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Regulation of the recruitment industry, where appropriate

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Regulation of the recruitment industry, where appropriate

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Social dialogue and collective bargaining

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Social dialogue and collective bargaining