1. The role of pre-departure training programmes in the development of BLAs: A general overview Dr. Héctor Cebolla and Prof. Gemma Pinyol UNED Pan-European Conference – Work: a tool for inclusion or a reason for exclusion? - OIM 6 November, Valletta

2. Framing the discussion – Gap hypothesis: policies - results Policies are not well designed Policies are endogenous to short term economic incentives – Need to design better policies or to incorporate mean/long term economic incentives – Dialogue and cooperation with third countries (BLAs…) as an emerging field for policy innovation Mobility is an essential feature of our time (even where and when immigration is not needed). Respect the interest of sending countries (win win solutions) Fight agains irregular migration Grant Human Rights

3. How to organize relations with sending countries? Laissez faire (unproductive)… Our focus – Second generation bilateral agreements – Pre-departure programs Why? – So far not necessarily linked – Oversized role of NGOs (rights…) Our view – To integrate them as part of migration policies – To formalize in the context of BLAs – To enlarge the list of relevant stakeholders

4. These two instruments… imply gaining efficiency in… – Improve relations with third countries (stability of bilateral agreements) – Regulate entries and departures – Enhance the role of diasporas in the transmission of information, other resources and values. – Improves the match with labour market needs over the short-long term – Different forms of recruiting foreign workers: Sector-based schemes; Skill-based schemes;

5. Bilateral Labour Agreements (1) BLAs formalize each side’s commitment to ensure that migration takes place in accordance with agreed principles and procedures; – Legal certainty – Generally do not include pre-departure programs BLAs are an important mechanism for inter- state cooperation: – to protect migrant workers; – to match labour demand and supply; – to manage irregular migration; – to regulate recruitment.

6. Bilateral Labour Agreements (2)  Variety of BLAs: Agreements on short-term (guestworkers); Seasonal workers agreements; Trainee agreements (prácticas profesionales); Cross-border worker agreements  Particularly used to… Protect special post-colonial or political relationships; Promote cultural ties and exchanges; Reinforce cooperation in managing irregular migration.

7. Bilateral Labour Agreements (and 3)  In some cases (South East Asia)  BLAs involve the participation of government agencies; migrant workers and employers; private and non- governmental organizations;  Malaysia, Philippines  Weaker focus on rights  In Europe,  Public administrations control the process (better protection of workers and greater control over the performance of employer, but also more bureaucracy and less agility in the process);  In some countries, regional governments are also involved in recruitment.

8. An example… Spain innovated in the modernization of BLAs. – Traditional agreements: 1960 France, Belgium, Netherlands Francia with Algeria, Morocco and Tunisia 2000 Spain with Colombia and Ecuador – New EU global approach. Incorporate technical cooperation and development policies Less of a hierarchy between sending and destination… Discussion of common and particular interests 2004-2013 Plan(es) África

9. BLAs in the Spanish context (1960-70) 60s-70s: Bilateral agreements with Western European countries: Austria (1965); Belgium (1958); France (1932 and 1961); Germany (RFA, 1960); Netherlands (1961); and Switzerland (1961)  First immigration law came into force in 1985 as a pre-requisite for the EC accession.

10. BLAs in the Spanish context (2000-2001)  Promoting regular migration (quota system 1993);  Collaboration with third countries (readmission and labour migration agreements)  2001-2004: First generation agreements: Ecuador and Colombia (2001) Then main sending countries: Morocco, Colombia and Dominican Republic New countries of immigration: Bulgaria, Poland and Romania (¿cultural preferences?).

11. Content of first generation BLAs  Main characteristics: Preferential information on labour demands (quota system); Protection of foreign workers’ rights; Temporary workers; Voluntary return.

13. BLAs in the Spanish context (3): second generation  Ceuta and Melilla events and the Cayucos crises  Migratory diplomacy: Action Plan for sub-Saharan Africa (Plan África) and Rabat Conference on Migration and Development;  Reinforcement of bilateral relations with third countries of migration (both transit and origin): Migration Cooperation Agreements

14. BLAs in the Spanish context: Second generation agreements Comprehensive approach to the migration phenomena; Maintain: Managing labour migration flows (through quota system); Readmission clause (cooperation in fighting irregular migration); Promotion of voluntary return Innovations Integration of migrant workers into the host labour market (formation courses, etc.) and into the host society (NGOs, CC.AA.); Fighting trafficking and smuggling of people; Linking migration and development (technical cooperation; projects; etc.)

15. A new ‘Migratory diplomacy’

16. Pre departure training programs Increase efficiency in the implementation of BLAs – Reduce the vulnerability of migrant workers – Increase readiness of potential workers to join the labour force – Informed and empowered workers “Pre-departure” refers to the period during which a migrant worker makes the decision to migrate, recruitment for work and pre-leaving

17. Where? When? Cleavage between sending and (Asia) receiving (Europe) countries – Traditional countries (Europe) train in destination as part of integration policies – Content restricted to rights and not intended to provide with the broader picture of what awaits in destination Europe imposes pre-departure requirements for reunified members of migrating families – Netherlands, France, Denmark, Germany, Austria and the UK Mandatory to link pre-departure programs to after- arrival and reintegration programs.

18. Content of pre-departure training for workers Psico-social dimension: – Cost and benefits of migration – On the family and social networks – Economic – Awareness of risks Labour dimension – Situation of destination labour market and dynamics – Rights and duties – Skills and their certification in destination Sociocultural dimension – Language – Values, attitudes and practices – Practical issues: transport, social services…

19. Pre departure training: target groups specificities Families (reunification) – Psico-social (costs, benefits) – Access to social services: educational system and healthcare Skilled vs. Unskilled Compulsory (o no)

20. Elements to be discussed Target population / register – If there is a prior call for workers (specific posts). – To any applicant Broaden the list of relevant stakeholders (private sector, NGOs, IOM, other International migration, local and regional government) – So far mostly controlled by NGOs Involve them in deciding – The content of programs – Continuation of training in destination – Assistance if required (especial if nominal offers)

21. Elements to be discussed (2) Linking pre-departure training, integration in destination and reintegration in origin Role of diasporas and returnees as information providers, and resources for networking What happens if candidate fails to meet requirements – Netherlands: language

22. Caveats Going beyond the formal implication of the private sector: firms to give content, assistance and funding Development of infrastructure in origin: should it rely (too much) on consulates? Evaluation: insufficient tools and tradition – Unclear whether migrants gets the appropriate trainning

23. Other externalities Very political. Is it a way to migration choisie? Convergence of educational systems Implications for the brain drain vs. brain circulation debate (win-win solution) Ending gap between policies and results Increase efficiency of control policy

24. Conclusions Make of pre-departure programs an integral part of… – Bilateral dialogue (BLAs…) – Migration policies (control and integration) Enlarge the list of stakeholders, particularly the private sector – Equilibrate participation between NGOs, private sector, administrations and international organizations Redefine contents – Link to integration and reintegration – Content: psyco-social + labour + socio-cultural dimensions

25. Thank you for your attention.