In the context of increasingly globalised and connected societies, the number of expatriates is set to continue to increase, expand across sectors, and play a major role in both governments and companies strategies.
There is a general consensus on the positive impact of workforce mobility for both hosting and sending economies.
Expatriates can be a vehicle to stimulate foreign investments and create a bridge with business opportunities in their home countries. In the long term they contribute to boosting local innovation, competitiveness and capacity to expand into global markets. (World Bank, 2013)
Overall growth objectives and expansions into new markets are leading to an increase in mobility programs within their organisations for respectively 74% and 50% of companies participating in the last survey on Global Mobility Policy and Practices, published in 2014 by Cartus.
How countries can favour mobility of skilled expatriates:
Quotas: Restriction on the numbers of expatriates can be at country level (as in UK and US) or an industry basis (taking into account the size of the company as in Mozambique or the investment amount as in Ghana and in Thailand)
Temporary Work Permit: Reducing uncertainty and lack of clarity about how to obtain a TWP and whether specific support for companies (such as fast-track, one-stop-shop assistance) is available: the global average time needed to get a TWP is 8 weeks, with Asia Pacific as best practice (only 5 weeks needed on average, up to 10 days in Singapore) and MENA region lagging behind with on average 11 weeks needed
Accompanying Person: From Spousal Work Permit, to extended protection to family members, and additional services and programmes available to facilitate the accompanying perosn/family to adjust to the new country
Dedicated support: Countries can invest in dedicated support not only to foreigners but also local companies on how to recruit and best retain global talents. Japan is a best practice.
(Source: Dieter De Smet, Employing Skilled Expatriates, World Bank, 2013, License CC BY 3.0 IGO)
While skilled migrant workers are recognised to fully contribute to the economy of both host and home countries, they remain extremely vulnerable and unprotected as pointed out by the International Labour Organisation of the United Nations.
They risk of not being entitled to social security in their home country, due to their absence, but they can find themselves being prevented from fully receiving benefits in the host country, even when contributing to local schemes. If they relocate, they can face constraints to portability up to losing what paid for.
While the workforce goes without borders, we need to ensure protection and rights goes the same way. Employers can make a difference through sustainable investments in their global talent strategies.