managing labour migration under the asean economic community: key issues
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The views expressed in this presentation are the views of the author and do not necessarily reflect the views or policies of the Asian Development Bank Institute (ADBI), the
Asian Development Bank (ADB), its Board of Directors, or the governments they represent. ADBI does not guarantee the accuracy of the data included in this paper and
accepts no responsibility for any consequences of their use. Terminology used may not necessarily be consistent with ADB official terms.
Special Adviser to the Dean, ADBI
ADBI Tok o 28 Januar 2014
Tokyo, 27-28 January 2014
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Contents
1. ASEAN ke labor market statistics
2. Institutional framework on labor
3. Labor issues in the ASEANconom c ommun y
4. Developing labor skills5. Protecting migrant workers
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1. A EAN k l r
market statistics
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ASEAN at a Glance
Association of Southeast Asian Nations
Established: 1967
ASEAN Basic Information
2012 Data
618 Million
10 Member Countries
(8.8% of world's)
$ 2,327 Billion
(3.2% of wolrd's)
3 767
GDP
(1/3 of wolrd average)
$ 1,250 Billion
(7% of world's)
Per-capita GDP
Total Exports
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Total
billion
Per Capita Exports/ GDP
share
(%) Share of
World Ex orts
Country Population
Gross Domestic Product Trade
Brunei Darussalam 0.4 17.0 42,380 70.3 0.07
Cambodia 15.3 14.1 926 55.3 0.04Indonesia 244.5 878.5 3,594 21.6 1.06
Lao PDR 6.6 9.2 1,380 36.2 0.02
. . , . .
Myanmar 63.7 55.3 868 15.0 0.05
Philippines 95.8 250.2 2,612 20.8 0.29
Singapore 5.3 276.5 52,056 148.2 2.29
Thailand 67.9 366.0 5,390 62.3 1.28
. . , . .
ASEAN 617.7 2,327.0 3,767 53.7 7.00
India 1,227.2 1,841.7 1,501 16.1 1.66
Japan 127.6 5,960.3 46,707 13.4 4.47
People's Rep. China 1,354.0 8,221.0 6,071 24.9 11.48
epu c o orea . , . , . .
World 7,046.0 72,216.4 10,249 24.7 100.00
IMF: World Economic Outlook Database and Direction of Trade Statistics (2013).
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ASEAN Labor Statistics 2010
Total
World
Intra-
ASEAN
Total
World
Intra-
ASEAN
CountryPouplation
('000)
Labor Force
('000)
Outward Labor
Migration ('000)
Inward Labor
Migration ('000)Net Labor
Migration Stock
('000) *
Inward Labor
Migrants / Labor
Force (%)
Singapore 5,184 2,632 297 122 1,967 1,163 1,670 74.7
Brunei Dar. 414 202 24 9 148 121 124 73.3
Net Labor-Importing Countries
Malaysia 28,251 12,250 1,481 1,196 2,358 1,883 876 19.2
Thailand 63,878 38,977 811 263 1,157 448 346 3.0
Cambodia 14,953 8,050 350 54 336 321 (15) 4.2
Net Labor-Exporting Countries
Myanmar 61,187 27,337 515 321 98 1 (417) 0.4
Indonesia 237,641 117,578 2,504 1,519 397 158 (2,107) 0.3
Viet Nam 88,257 47,936 2,226 222 69 22 (2,157) 0.1
, , , , .
Lao PDR 6,437 3,179 367 83 19 10 (348) 0.6
ASEAN 600,212 297,780 10,626 3,902 6,915 4,114 (3,710) 2.3
ASEAN=Association of Southeast Asian Nations; Brunei Dar.=Brunei Darussalam; Lao PDR=Lao People's Democratic Republic.
* '
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.
Source: World Bank. Bilateral Estimates of Bilater Migrant Stocks in 2010.
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1,500
2,500OUT World OUT ASEAN IN World IN ASEAN
(500)
500
(3,500)
(2,500)
(1,500)
OUT=Outward Stock
IN=Inward Stock
(4,500)
ASEAN=Association of Southeast Asian Nations; Brunei Dar.=Brunei Darussalam; Lao PDR=Lao People's
(*) Refers to the Net Labor Migration Stock for the World's Total.
Source: World Bank. Bilateral Estimates of Bilater Migrant Stocks in 2010. Available:
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p: a a.wor an .org n ca or . . accesse ovem er .
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ASEAN mi rants to OECD: Ke fi ures
Low Mid High 15-24 25-64 65+
ASEAN Countries' Migrants' Stock (15+) to OECD in 2005-06
Education level (%) Age range (%)Emigrants
(`000)Country
167165
160
180ASEAN Migrant population flows
to OECD countries ('000)
PHI 2,502 14 34 52 10 78 12
VIE 1,758 34 39 28 8 82 10
THA 347 31 36 33 21 76 388
100
120
140
2001 2010
INO 336 18 40 42 11 65 25
LAO 256 41 39 20 4 87 9
CAM 255 45 35 20 6 84 1025
51
2932
52
40
60
80
SIN 119 16 31 53 17 76 7
MYA 78 25 30 44 10 72 18
BRU 10 18 31 51 24 74 3
0 37
10
20
1 26 4 2
11
0
20
BRU LAO SIN CAM MYA LAM INO THA VIE PHI
Source: Managing Migration to Support Inclusive and Sutainable Grow th, OECD and ADBI,
http://ww w.adbi.org/files/2013.01.11.book.managing.migration.sustainable.grow th.pdf Available: http://www.adbi.org/files/2013.01.11.book.managing.migration.sustainable.growth.pdf
Source: ADBI & OECD (2013) Managing Migration to Support Inclusive and Sutainable Grow th.
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. ns u onaramewor on a or
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Background on ASEAN labor issues
Focus on competitiveness, social progress,
and rotection of mi rant labor
Recognition that human capital plays a key
social progress
under the socio-cultural pillar of the ASEAN
Community (to be formed in 2015) but themajority of implementation arrangements fall
under the economic pillar, which covers
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serv ces era za on10
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ASEAN Cooperation Structure
ASEAN Community
ASEAN Coordinating Council (ACC)
ASEAN Labour Ministries Meeting (ALMM)
-
ASEAN Senior Labour Officials Meeting (SLOM)
SLOM Working Group
on Progressive Labour
Practices to Enhance
SLOM Working Group
on the HIV Prevention
Commiittee on the
Implementation of the
ASEAN Declaration onASEAN Occupational
Safety and Health
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Competitiveness
Workplace
Rights of Migrant
Workers
etwor
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ASEAN Community pillars and
-ASEANCommunity Pillar
Labor-related issues included in the ASEAN Community Blueprints
Strengthen criminal justice responses to trafficking in persons
Protects victims of trafficking
Issuance of visas and employment passes of business persons and skilled labor
Work toward the recognition of professional qualifications
o ca - ecur y
Negotiate and implement mutual recognition arrangements
Strengthen human resource development and capacity building:
- priority to be given to service sector
Economic
-
- promote effective national labor market programs in member states
Facilitate investment in human resource development
- focus on im rovin entre reneurial skillsPromote the application of labor standards and decent work regulations
Promote the introduction of comprehensive domestic welfare systems
- including protection mechanisms aganists the negative effects of globalization
Socio-Cultural
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Protect and promote the rights of migrant workers
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ASEAN Institutional Mechanisms-I
ASEAN
Labor
Ministers
Meeting
(ALMM)Startedin1975Recently,ALMMarebeingorganizedeverytwoyears,
su ortedb SeniorOfficialsMeetin s SLOM andASEANrelateda encieson
laborissues:Next(23rd)ALMMplannedforMay2014inNayPyiTaw
22nd ALMMPhnom Penh, 2012
Theme: Improving Social Protection and Skill Development
Issues: youth unemployment, vulnerabilities, unsafe migration, education and
skills training (particularly in rural areas)
21st ALMMHanoi, 2010
Adoption of Guidelines on Good Industrial Relations Practices
Adoption of the ALM Work programme (2010-2015)
19th
ALMMCebu 2007Theme:ASEAN Declaration on the Protection and Promotion of the Rights
of Migrant Workers
General principles, obligation and commitments of ASEAN members
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ALMM Work Program 2010-2015
ObjectiveImprove quality of life, promote productive employment,and ensure social protection
Creating a harmonious and progressive workplace Promoting decent work for all citizens
ey ecommen e c ons Promote best practices in labor policy & laws (migrants rights)
Build capacity in inspection for labor law compliance Strengthen occupational safety, social security and protection
Promote employment services
Strengthen tripartite cooperation
Promote corporate social responsibility
Promote progressive labor practices
Improve labor market information and analysis
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Enhance labor mobility
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ASEAN Institutional Mechanisms-II
ASEAN Forum on Labor Migration (AFML)
m: eve op recommen a ons o mp emen e ec ara on
on Protection and Promotion of the Rights of Migrant Workers Participants: Governments, workersand employersorganizations,
and stakeholders from the civil society
Key Issues:i enhancin awareness and information services on the rotection and
promotion of the rights of migrant workers; (ii) introduction of effective
recruitment practices and regulations for migrant workers; (iii) promoting
strategies for effective return and reintegration for migrant workers
1st Meeting (March 2009, Bangkok)
6th Meeting (November 2013, Bandar Sri Begawan)
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ASEAN Framework Agreement on
Promote service sector liberalization beyond GATS commitments(market access and national treatment) and facilitate working abroad
through mutual recognition of professions and employment
qualifications to improve ASEAN countries competitiveness,productivity, and efficiencyCompleted 8 rounds of negotiations
Workers can migrate from low-wage to high-wage countries under
GATS Mode 4 (movement of natural persons)issues: (i) Facilitate the
issuance of visas and work permits; (ii) Develop core competencies andqualifications; (iii) Enhance corporation within the ASEAN University
Network; (iv) Strengthen research capabilities of each ASEAN country
Covers twelve sectors: Air trans ort; Business services; Construction;Distribution; Education; Environment; Financial services; Healthcare;
Logistics; Telecommunication; Transport; Tourism
Mi rant Workers Protection, Inte ration, and Securit
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Immigration Procedures
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AFTA=ASEAN Free Trade Area; APEC=Asia-Pacific Economic Cooperation; ASEM=Asia-Europe Meeting; ASEAN=Association of
Southeast Asian Nations; CEPT=Common External Preferential Tariff; EAFTA=East Asian Free Trade Area; EAS=East Asia Summit;
EU=European Union; FTA= Free Trade Agreement; FTAAP=Free Trade Area of Asia and the Pacific; Lao PDR=Lao People's Democratic
Republic; RCEP=Regional Economic Comprehensive Partnership; TPP=Trans-Pacific Partnership.
* **
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.
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. a or ssues n e
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ASEAN Economic Community (AEC)
Structural Components
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ASEAN=Association of Southeast Asian Nations; CEP=Comprehensive Economic Partnership;
FTA=Free Trade Agreement; ICT=Information and Communication Technology.Source: ASEAN Secretariat and ADBI staff elaborations
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AEC Implementation Issues-I
Progress
procedures harmonization faces many resistances
non-tariff barriers (NTBs) applied particularly to
technical regulations and product standardsFree flow of capital and investment is also slow
Free flow of skilled labor: several issues remain still
unreso ve
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AEC Implementation Issues-II
Reasons of delays Slow ratification of signed agreements and protocols
Inability to complete specific commitments by member
countries
,
regulations to align them with AEC requirements
Lack of implementation of specific initiatives andmeasures
Problems
Absence of effective monitoring and sanctioning
system
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on track21
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AEC: Free Flow of Skilled Labor-I
Trend of Liberalization and Harmonization
Measures
Difficult to assess because the ASEAN Secretariat does not monitorsubsectors by profession (but through scorecards measuring
Mutual Recognition Arrangements (MRAs)
alread in lace for the followin 7 rofessional cate ories:Engineers (2005); Nursing (2006); Surveying services (2007);
Architects (2008); Accounting services (2008);
Medical practitioners (2008); Dental practitioners (2009)
Plus other MRAs signed as part of AFAS for:- Tourism professionals and a few providers of
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Signed MRAs on Professional
Qualification in ASEAN
Doctor Architect
Nurse Engineer Surveyor
Dentist Accountant
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Source: Department of Trade Negotiation (DTN), Thailand
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Source: ASEAN Studies Center, Chulalongkorn University
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AEC: Free Flow of Skilled Labor-II
ASEAN Agreement on the Movement of Natural
ersons s gne y econom c m n s ers
Allows temporary movement of skilled workers across
,
relocation is not yet permitted
Covered cate ories so far: Executives and rofessionals
such as business visitors, contractual services, intra-
company transferees (as in GATS Mode 4)
All MRAs for professional services expected to be
ready by 2015 (under AFTA and the AEC)
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Need to facilitate issuance of visas and
workers engaged in cross-border trade and
investment
Definition of core competencies for job and
especially in services
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4. Develo in
labor skills
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Creation of an ASEAN skills
recogn on ramewor Incremental Approach: Establishment of National
Skills Frameworks
Included under ASEAN Labor Ministers Work Program-
Strategic objective of the ASCC Blueprint
ASEAN countries still use very different systems and
standards for labor skills regulations and certification
Need for a systematic approach to facilitate mutual
recognition and mutual certification of skills and
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Qualifications Reference Framework
Progress Promoted by ASEAN+1 FTA
Mutual recognition of National Qualification Frameworks (NQF) is
promo e un er a spec c pro ec o e - us ra a- ew
Zealand FTA (AANZFTA) AANZFTA provides capacity building for NQFs as a means to
en ance e uca on an ra n ng governance
Multi-sectorial Working Group established in 2012 to design an
ASEAN Qualifications Reference Framework (AQRF) However, not all ASEAN member countries have already created their
NQFs
Usin the ASEAN-minus-X formula: oint work towards mutual
recognition of labor skill frameworks still proceeds although not all
ASEAN member countries have NQF in place
Besides the establishment of NQF involves several
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line agencies
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Policy Options for Skills Development-I
Increase investment in education
r mary e uca on sys ems nee o arge ose un-serve , espec a y
in rural areas
Secondary and tertiary systems have to be restructured to provide
graduates the skills to fill emerging labor market demands especially in
service sectors
Hi her education has to see as its clients not ust oun eo le but
also adults who wish or need to develop new skills over their lifetimes
Refocus overall focus of curricula taking into account the need
promote innovation and R&D collaboration with the private sector
IT sector development requires not only software
-
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the hardware)
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P li O ti f Skill D l t II
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Policy Options for Skills Development-II
Support the creation of the AEC and beyond Better harmonize national systems in labor regulations related to:
Educational and vocational training qualifications
Mutual recognition of skills and qualifications in key jobs Access to social services for mi rant workers
Minimum conditions of employment and child labor
Health certificationsoster stu ents teac ers exc ange programs
A new Credit Transfer System has been introduced under the
ASEAN Universit Network to allow student mobilit
Regional scholarship programs similar to the Erasmus program of
the EU could be introduced: undergraduates to spend a
few months of colle e in forei n universities
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receiving full credit for taken subjects
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5. Protectin
migrant workers
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Protectin Mi rant Workers: Ke Issues
Enhance overall governance of ASEAN labor migration system
Avoid exploitation and mistreatment of migrant workers
Step-up regional fight against human trafficking
Improve statistics and information flows across countries
Improve occupational safety and health conditions of work places
Development instruments to ensure the protection and promotion
Protection and Promotion of the Rights of Migrant
WorkersCEBU Declaration Signed by ASEAN Leaders in 2007
Work Plan adopted at the 1st meeting
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Implementation Committee established in same year
33
Cebu Declaration on Migrant Labor
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Cebu Declaration on Migrant Labor
Migrant labors origin and destination countries commit to:
romo e e u po en a an gn y o m gran wor ers
Take into account the fundamental rights of migrant workers andtheir families already residing in destination countries
Cooperate to resolve cases of migrant workers who become
undocumented due to no fault of their own
improvements of healthy work places and occupational
safety
The ASEAN Occupational Safety and Health Network (OSHNET)was created in 1999 to promote cooperation in improving
safety and health in the workplace in the ASEAN region
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K Obli ti b T f C t
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Key Obligationsby Type of Country
Destination countries: Protecting workers human rights, welfare and dignity
Facilitating access to resources and remedies
Providing access to decent working and living conditions
Providing access to the legal and judicial system Facilitating access to consular functions of workers origin country when a
migrant worker is arrested or taken into custody
Origin countries:
Ensuring access to employment and livelihood opportunities Facilitating the orderly process of labor migration, including the introduction of
policies on recruitment, pre-departure preparation, protection of nationals when
abroad, and repatriation and reintegration
valid labor contract
Eliminating malpractices by introducing proper regulation and
accreditation of recruitment agencies and employers
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ac st ng o neg gent un aw u a or agenc es
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Thank You! :
Giovanni Capannelli
Special Adviser to the DeanAsian Development Bank Institute, Tokyo
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