IOM International Consultant- Development of a National Labor Migration Policy and Strategy for Ethiopia Jobs
IOM International Consultant- Development of a National Labor Migration Policy and Strategy for Ethiopia Jobs
Background Ethiopia is one of the most prominent source countries for mixed migration in the Horn of Africa.
It also serves as transit or destination for migrants/refugees/asylum seekers from the region.
Over the last two decades, Ethiopia has been experiencing a growing outflow of migrant workers in direction of countries with high demand for low-skilled labour such as countries in the Arabian Gulf.
This flow is also fueled by push factors such as high demographic growth and limited absorption capacity of urban centers thereof, poverty despite high economic growth, lack of strong and institutionalized overseas employment services, wage differentials in Ethiopia and countries of destinations and a range of cultural factors, among which the expectation that the youth should migrate in order to support their families back home.
Gendered expectations and stereotypes can constitute gender-specific drivers for migration.
The main countries of destination for these migrants were Saudi Arabia (79%), Kuwait (20%) and the United Arab Emirates (UAE) as well as other countries (1%) as per MOLSA’s figures (2016).
The growing phenomenon of regular labour outmigration has been occurring parallel to a similar irregular flow of a higher magnitude.
In addition to the abuses irregular migrants face en route (dehydration, hunger, lack of shelter, hygiene, beating, deception, theft, exploitation, gender-based violence kidnaping for ransom, torture, extortion, and sometimes death) abuses suffered by Ethiopian migrant workers, in particular domestic workers (with regular status or not), in Gulf and Middle Eastern countries have been well documented.
In particular women migrant workers may experience different forms of discrimination at all stages of the migration process, due to their status, the nature of their employment sector and stereotyped conceptions of the roles of women and men. Migrant workers are also often the least able to assert their rights.
Addressing these challenges in a holistic and sustainable approach calls for the development of effective rights-based and gender-responsive governance instruments and mechanisms.
Rights-based and gender-responsive labour migration governance responds to the different realities of migrant women, men, girls and boys by promoting and protecting their human rights at all stages of migration.
Thereby it results in significant benefits for countries of origin and destination and for migrant workers and their family members.
The Government of Ethiopia (GoE) in recognition of these challenges have taken various legislative as well as administrative measures to ensure protection to Ethiopian labour migrants.
Though there has not been a clear labour migration policy put in place, the GoE is on the verge of finalizing a comprehensive national migration policy.
In the recent past, the GoE has taken further steps in regulating labour migration by centralizing labour migration in job creation, issuing a proclamation to regulate overseas employment services as well as establish a separate overseas employment directorate under the
Ministry of Labour and Social Affairs - all creating favorable conditions for development of an all-embracing national programme aimed at enhancing labour migration governance.
The GoE, recognizes the importance of a National Labour Migration Policy and Strategy to create a framework for labour migration governance, inform institutional and regulatory reforms, facilitate international cooperation, and guide future programming.
The draft National Migration Policy currently under development delineates broad policy objectives and strategies for priority areas, including labour migration.
There is an understanding that the National Migration Policy should be complemented by sectorial policies such as the National Labour Migration Policy and Strategy (LMPS).
It is in this vein that the former Ministry of Labour and Social Affairs (the now called Ministry of Labour and Skills), with support from the International Organization for Migration (IOM), has embarked on the process of developing a dedicated policy.
The Labour Migration Policy and Strategy will:
Align with the Overseas Employment Proclamation No. 923/2016 and its amendment Proclamation No. 1246/2021 Diaspora Policy, Government of Ethiopia’s (GoE) Ten-Years Perspective Plan and 5 years National Development Plan, strategic plans of key Government ministries/institutions such as Ministry of Labour and Social Affairs (MoLSA) and Job Creation Commission (JCC) and the National Migration Policy being developed as well as relevant national sectoral
policies and strategies of Ethiopia including the key priorities of the GoE under the framework of the Global Compact for Migration (GCM)**
Align with international instruments including the 1990 UN International Convention on the Protection of the Rights of All Migrant Workers and Members of their Families; the Convention on the Elimination of All Forms of Discrimination Against Women, the ILO Multilateral Framework on Labour Migration (ILO, 2006); the ILO Domestic Workers Convention, 2011 (No. 189), ILO Convention 97 on Migration for Employment, ILO Convention 143 on Migrant Workers, etc.**
Align with the priority actions identified by Member States on the signed Communique and Call of Action of Regional Ministerial Forum on “Harmonizing Labour Migration Policies in East and Horn of Africa, a united approach on Safe, Regular and Humane Labour Migration” (January 21, 2020);
Take stock of and contribute to the implementation of the Revised Migration Policy Framework for Africa and the Plan of Action, the Joint Labour Migration Programme, the IGAD Free Movement Protocol, Africa Symposium on Labour Mobility of 2018 and the Roadmap for Fostering Safe and Orderly Labour Mobility within and from Africa (2018-2023), the Joint recommendations from the East and Horn of Africa regional workshop to promote ethical recruitment (Entebbe, Uganda, May 21-23, 2019), and recommendations of the Global Conference on the Regulation of International Recruitment (Montreal, Canada, June 6-7, 2019); and other cross-thematic regional migration initiatives.**
Consider principles such as whole-of-government, whole-of-society, national sovereignty, and international cooperation, and good practices and approaches, tools and methodologies on labour migration governance. **
Incorporate gender, child protection, and human rights considerations in responding to the needs of migrant workers.**
The selected consultant will be contracted by IOM and will work closely with the Technical Team established to facilitate the development of the policy and strategy document as well as action plan for further implementation, under direct supervision of the Program coordinator of the Migration Management Unit.
The JLMP aims to contribute to the effective governance and regulation of labour migration and mobility for enhanced sustainable development, inclusive economic growth and regional integration of the African Continent.
Education, Experience and/or skills required
Education
Minimum of Advanced University degree in Political, Social Science or Public Administration, International Relations, Law, Human Rights or alternatively an equivalent combination of relevant training and experience in policy development.
Experience
At least 10 years of professional work experience in migration and/or related fields of policy review and development.
Demonstrable technical experience in social research in the area of labour migration, mixed migration in the region or African continent is highly desirable.
In-depth knowledge of migration governance as well as issues of labour migration, diaspora and development, and return/reintegration;
Previous work experience with the AUC, RECs, the UN (in general) and the IOM and ILO in particular;**Travel required** Travel required to co-design and facilitate (with relevant technical team) the consultative process with government and non-government actors at key stages of the policy making process
Competencies
Values
Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
Core Competencies – behavioral indicators
Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.
How to apply
Interested candidates are invited to submit their application/ motivation letter enclosed with only detail CV written in English and financial proposal via our e-mail address
RECADDIS@IOM.INT, by 27th of October , 2021 at the latest, referring the position title and Vacancy number in the subject line of your email; no photocopies of educational/training certificates is required at this stage; applicant who doesn't follow the required application procedure will automatically be disqualified from the competition.
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