2Sustain

It’s a subject that typically doesn’t get much press, but each year, about 90 million people around the world migrate for work. And, even though this labor migration is now essential to the supply chains of many international companies, these workers are often subject to deplorable human rights violations, including abuse, unsafe work conditions, forced labor, and human trafficking. In an effort to increase awareness of this increasingly vital –and vulnerable –segment of the global workforce, Business for Social Responsibility (BSR), recently released a new report, titled “International Labor Migration: A Responsible Role for Business.”

The 59-page report outlines practical ways that companies can improve working conditions for migrant workers while at the same time, strengthening the suppliers that employ them. Specifically, the report focuses on workers who move between emerging economies in countries like Malaysia, the United Arab Emirates, Jordan, and Egypt. Known as South-South labor migrants, these workers provide a cost-effective workforce in labor-intensive industries, such as manufacturing, agriculture, and construction. However, these workers are left largely unprotected by regulations in either their country of origin or their destination country.

As international companies continue to drive the global demand for labor, they are in a unique position to change the status quo, and in the report, BSR lays out a systematic approach designed to help businesses do just that. By improving standards in their supply chains and then engaging policymakers and other key stakeholders, companies can create safe, rights-based conditions for foreign contract workers.

Here is a summary of the report’s recommendations to address labor migration issues in your supply chains:

•    Educate yourself. Research the number/origins/destinations of migrant workers in your supply chain, and learn where rights violations are occurring in the labor migration processes. Build awareness about how your suppliers recruit and employ. Do national labor laws support migrant workers in both policy and practice? What resources exist for migrant workers to report maltreatment and disputes?

•    Engage with your suppliers. Adjust policies and practices to emphasize basic rights awareness –then, improve oversight and monitoring to assure compliance. Work with your suppliers to develop training programs that recognize the human element of labor migration, and encourage your suppliers to build relationships with recruiting agencies in origin countries.

•    Expand Your Influence. Advocate for improved protection-based policies by dialoguing with governments, cooperating with peers, and engaging existing trade union networks and NGOs.

The report also includes a detailed case study of the Philippines as an example of an origin country with robust migrant worker policies, including experienced government stakeholders, ethical and well-regulated employment agencies, and compulsory predeparture skills training.

Clearly, labor migration offers opportunities for both workers and businesses to gain. It’s time for international companies to fully recognize their role in what should be a mutually beneficial relationship.