Pacific Labour Mobility Annual Meeting Officially Opens in Vanuatu
PORT VILA, Vanuatu – The Pacific Labour Mobility Annual Meeting (PLMAM) 2023 was officially opened today in Port Vila, Vanuatu by the Prime Minister of Vanuatu, Hon. Charlot Salwai. PLMAM is the preeminent regional forum for labour mobility for the Pacific and is established under the PACER Plus Arrangement on Labour Mobility (ALM) to promote regional cooperation and a platform for inclusive dialogue to inform labour mobility policies. PLMAM 2023 takes place from 20-24 November 2023 at the Warwick Le-Lagon Resort in Port Vila, Vanuatu. Prime Minister of Vanuatu, Hon. Charlot Salwai (seated, second from right) with Deputy Prime Minister and Minister of Foreign Affairs, Hon. Matai Seremaiah (seated, far right), Minister of Internal Affairs, Hon. Rick Tchamako (seated, far left) with members of the diplomatic corps and PLMAM 2023 participants from Vanuatu and the region. The Meeting brings together nearly 350 participants including workers, employers, government officials, private sector, unions, civil society, academics and regional organisations, to discuss the theme of “harnessing the development benefits of labour mobility”. “The success of this event would be a testament to the strength of our partnerships and commitment to advancing labour mobility initiatives and addressing the issues collectively in the Pacific region,” said Prime Minister Hon. Salwai. A notable addition to this year’s PLMAM is the Pacific Regional Sustainable Reintegration Workshop, a pioneering initiative aimed at exploring and determining a regional approach to leveraging labour mobility to increase the development impact of return migration and reintegration. Reintegration is recongised as a relatively new concept for the Pacific and the workshop provides an opportunity for countries to better understand the dynamics of reintegration, learn from best practices within the Pacific region as well as other regions and determine a regional way forward that can work for the Pacific. Mr. Roy Lagolago (left), Head of the PACER Plus Implementation Unit and Labour Mobility Secretariat shakes hands with the Prime Minister of Vanuatu, Hon. Charlot Salwai. “This year’s theme of ‘harnessing the development benefits of labour mobility’ underscores the positive impact that a well-managed labour mobility program can have on participating countries. As we celebrate this collaboration, it is also timely that we reflect on our collective commitments to ensure we maximise our benefits while minimising our challenges,” said Prime Minister Salwai. The Workshop is also supported by the International Labour Organization (ILO), International Office for Migration (IOM) and the World Bank. The PLMAM 2023 will also feature speakers from all key stakeholder groups including workers, private sector, skills development providers, union and government ensuring the inclusivity of PLMAM to address regional labour mobility issues and enhance the development benefits of labour mobility for the Pacific. For more information on PLMAM 2023, please visit pacerplus.org/events/plmam2023. -END- More articles like this one
Vanuatu Prepares to Host Pacific Labour Mobility Annual Meeting
PORT VILA, Vanuatu – The Pacific Labour Mobility Annual Meeting (PLMAM) will be held in Port Vila, Vanuatu for the very first time on 20-24 November 2023. The annual meeting, which is provided under the PACER Plus Arrangement on Labour Mobility, is touted as the pre-eminent regional forum for labour mobility in the Pacific. It brings together all key stakeholders from across the region including government officials, workers, employers, private sector, union representatives, civil society, academics and regional organisations. PLMAM 2023 is expected to attract over 300 participants to discuss topics related to the theme of “harnessing the development benefits of labour mobility” in the Pacific. For many Pacific Island Countries, sustainable development is constrained by their smallness, remoteness from key markets, and vulnerability to natural disasters and climate change. These are often coupled by the challenges of rapid population growth local formal economies being unable to absorb the high number of school leavers each year. Labour mobility exists as a critical employment creation strategy for many of our Pacific countries. Vanuatu is the top labour sending country for both the Pacific Australia Labour Mobility (PALM) and New Zealand Recognised Seasonal Employer (RSE) schemes and has over 10,000 PALM workers in Australia and over 6,000 in New Zealand. The Vanuatu Commissioner for Labour, Ms. Murielle Meltenoven stated that Vanuatu’s participation in labour mobility schemes have generated significant economic benefits for Vanuatu particularly through the remittances and skills acquired by workers. “We see benefits in skills development especially around employability skills. We’ve received a lot of positive feedback for received from businesses around the conduct of workers including in communication, specifically customer service around servicing, and their ability to speak English. When you travel around the six provinces (in Vanuatu), you see the real positive impact within the very remote and rural communities around the new buildings, new businesses, so many banana boats which improve transportation helping many people residing in little islands to access crucial services,” Commissioner Meltenoven elaborated. But with these economic benefits, also comes negative development impacts particularly with the loss of skilled labour and increasing social problems such as broken homes and domestic violence. “The private sector is suffering because they’re losing their skilled workers, of which they have invested so much money, so much time to train up. For example, in the tourism and hospitality industry, I can see that the current services have dropped a lot, the quality is no longer there.” Vanuatu, which has been hit by three major tropical cyclones since the beginning of 2023 is also facing the impacts of the loss of able-bodied men in communities on community resilience to natural disasters. While the money from labour mobility have helped to build more cyclone-resistant housing, villages have less able-bodied men for post-cyclone recovery and rebuild. “Now you only see old people, women and kids, who are the most vulnerable during a period of natural disaster and in the recovery stage. They (villages) don’t have strong people to help for the recovery and to rebuild the community and the homes so for them the recovery will be very slow,” Commissioner Meltenoven explained. Commissioner Meltenoven believes that these negative impacts emphasise the importance of establishing conducive policies and support programmes in both labour sending and labour receiving countries. The Pacific Labour Mobility Annual Meeting provides a critical platform for Pacific countries to not only discuss issues but to determine policy solutions to address these issues. For more details on PLMAM 2023, please click here. -END- More articles like this one
Enhancing the Positives and Mitigating the Negatives of Labour Mobility for Vanuatu
Vanuatu, like many other Pacific Island Countries, are confronted with the inherent development challenges of their smallness, remoteness from key markets, and vulnerability to natural disasters and climate change. These development constraints are coupled by a rapidly growing population the the local formal economy cannot absorb. A high number of school leavers are consequently left unemployed each year resulting in added social and economic pressures on the local economy and society. Labour mobility has provided a critical employment creation strategy to generate growth dividends for Vanuatu. These positive development impacts are the key drivers for Vanuatu’s participation in labour mobility and has propagated its status as the top labour sending country for both the Pacific Australia Labour Mobility (PALM) and New Zealand Recognised Seasonal Employer (RSE) schemes. According to the Vanuatu Commissioner for Labour, Ms. Murielle Meltenoven, Vanuatu now has over 10,000 PALM workers in Australia and over 6,000 in New Zealand. The economic benefits of labour mobility for Vanuatu are largely transferred through the remittances and skills acquired by workers. “We see benefits in skills development especially around employability skills. We’ve received a lot of positive feedback from businesses around the conduct of workers including in communication, specifically customer service around servicing, and their ability to speak English,” Commissioner Meltenoven elaborated. She also highlighted the positive impacts on community development particularly in the rural areas including in upholding peace and order as unemployment is reduced. “When you travel around the six provinces (in Vanuatu), you see the real positive impact within the remote and rural communities around the new buildings, new businesses, so many banana boats which improve transportation helping many people residing in little islands to access crucial services,” Meltenoven stated. However, when it comes to building resilience against natural disasters, labour mobility has delivered mixed effects. In one hand, families and communities have more cyclone-resistant housing, but on the other, villages have less able-bodied men for post-cyclone recovery and rebuild. “Now you only see old people and kids, who are the most vulnerable during a period of natural disaster and in the recovery stage. They (villages) don’t have strong people to help for the recovery and to rebuild the community and the homes so for them the recovery will be very slow,” Commissioner Meltenoven explained. The loss of skilled employable people is also impacting local private sector development. “The private sector is suffering because they’re losing their skilled workers, of which they have invested so much money, so much time to train up. For example, in the tourism and hospitality industry, I can see that the current services has dropped a lot, the quality is no longer there,” Meltenoven stated. At the home front, she highlighted that social problems such as broken homes and domestic violence are rampant. Commissioner Meltenoven believes that these negative impacts emphasise the importance of conducive policies and support programmes in both labour sending and labour receiving countries. She highlighted that the PACER Plus Implementation Unit (PPIU) has funded a review of their labour mobility policy which will govern their labour mobility programmes in Vanuatu. The World Bank is also conducting a study to assess the impacts on private sector and the ILO is assisting with regulatory reforms to address issues. Vanuatu is also engaged in discussions with Australia and New Zealand to reconsider visa conditions and the length of work contracts in an effort to address social issues at home. Vanuatu, as host country of the 2023 Pacific Labour Mobility Annual Meeting (PLMAM) is also looking to optimise the opportunity to dialogue with key stakeholders on issues and to determine practical solutions. The PLMAM provides an opportunity for labour receiving and labour sending countries as well as other relevant organisations to come together to determine collective solutions that can maximise the positive impacts of labour mobility in the region whilst mitigating the negatives. More articles like this one
Pacific Labour Mobility: A Pillar of Growth for Australian and New Zealand Industries
Labour mobility is activated by unmet labour demand by employers in labour receiving countries. Employers therefore play a critical role in the success of Pacific labour mobility. Kerry McCarthy, a Pacific Australia Labour Mobility (PALM) employer and Gary Jones of Mr. Apple, a leading New Zealand Recognised Seasonal Employer (RSE) employer, shared their perspectives. Kerry McCarthy and her family run a vegetable business on the Darling Downs, just under three hours west of Brisbane, Australia. They specialise in growing leafy greens and sell to both the Brisbane markets and big grocery chains in Australia. Mr. Apple is New Zealand’s largest integrated grower, packer, and exporter of apples. Both companies have relied on Pacific workers since the inception of the labour mobility schemes, 2007 for New Zealand and 2012 for Australia. Kerry began with two workers in 2012 and now recruits around 60 workers from Solomon Islands. Mr. Apple recruits up to 1,300 workers per season from across the Pacific. Mayor of Hastings District Council, To’asavili Sandra Hazlehurst (seated) who received a Samoan chiefly title from the Falealili District chiefs, along with Mr Apple staff and RSE workers from that district in May 2023. Despite the varying scale and nature of the two companies’ operations, labour shortages were equally a chronic constraint to the growth of their businesses. “We became involved in the Seasonal Worker Program due to necessity. At that time, we were an isolated farm and could not find reliable local labour to employ. We tried using labour hire companies from the Lockyer Valley but as we were on the end of the line in regard to location, we were always given last priority. If you hadn’t already heard, in regional Australia there is a major labour shortage,” said Kerry. Similarly in New Zealand, Gary explained, “In the 1990s in New Zealand, there was a lot of people that were in seasonal roles working for the freezing works, processing, fishing, fencing, and farming and there were lots of New Zealanders who were moving around and could do seasonal work. But our communities and our jobs are completely changed, and New Zealanders are now more focusing on permanent urban roles and have become less available.” For businesses like these, Pacific labour mobility schemes provide a critical labour solution to underpin growth. Kerry shared, “It (PALM) has given us the confidence to expand our business, knowing that we can plan ahead, as our workers are going to be there for us and are going to stay with us for the whole season.” For Mr. Apple, “RSE underpinned our ability to provide quality fruit to our consumer. It’s allowed us to provide far higher quality to our consumers and the market. It’s given New Zealand apples a brand of being the best apples in the world. And the Pacific people (workers) have been a pillar that’s made the whole industry successful.” But behind the business transactions lies another layer to the success of Pacific labour mobility – the robust partnership between employers and local Pacific communities. Gary elaborated on Mr. Apples’ partnerships in the Pacific stating that “we have a partnership with the governments and the peoples of the Pacific, which is very important to us. Those relations are quite critical and the opportunity for us to partner with the governments enables us to make sure that issues can be identified, and risks can be mitigated.” For smaller family businesses like Kerry’s, this partnership is very close to home. Since 2012, Kerry has mostly recruited from a remote rural village in the Solomon Islands which has no road access and no electricity. Through her recruitments, she and her family have built a close bond with the local community. “My family visits the village; to witness the changes firsthand is overwhelming. All of this positive change has come from our small business. It boggles the imagination as to what can be achieved on a broader scale,” Kerry stated. A few years ago, Kerry and her children’s local school in Australia organised a school trip to the village in Solomon Islands. About 20 Australian high school kids and teachers experienced village life and donated support to the local school. Kerry shared that the experience significantly impacted the kids, and some have gone on to university to study development with a focus on the development needs of the Pacific, all based on their experience in Solomon Islands. The strength of these partnerships has caused many employers to want to give back more. They see that their role extends beyond recruiting workers to being agents of change and development. Many employers, like Kerry, are interested in providing direct support to social services in Pacific countries. She stated that “I would keep lobbing the Australian Government and also personally try and get investment flowing into the Pacific, starting with the Solomons for early detection of preventable diseases for women, particularly breast cancer and uterine cancer, HPV vaccines. But it’s difficult to know where to go, who to trust so that you know the ‘boots are put on the ground’ in the right area. It would be good for employers who want to contribute, but don’t know how to do it to be guided towards reputable businesses that are already established on the ground in the Pacific.” Other employers, such as Mr. Apple, see the opportunity to support local private sectors to grow entrepreneurship and business development. Gary explained that many employers and communities in New Zealand are at the stage where they “would like to see how to partner communities where their workers have got some collective capital and who are saying where should we invest our money now. Can we create some commerce at scale that will help that whole community to deliver? A good example of this is Hastings District Council and Hawkes Bay Iwi Ngati Kahungunu signing a Sister District agreement with Falealili District in Samoa. Both these communities have benefited immensely from the RSE scheme. Now these communities are saying how can
Rethinking the Development “Wins” from Labour Mobility
The development benefits of labour mobility are not as straight forward as we would like. Emeritus Professor Richard Bedford dwelled on the complexities of the labour mobility-development nexus saying “we’re just assuming that labour mobility is always good, or labour mobility is always bad. Labour mobility is a process and an option that individuals can exercise at different times in their lives, depending on the access they’ve got to other places to live in, and it’s not just a simple linear direct relationship”. Labour mobility generally refers to the movement of labour to deliver a service in an overseas labour market. It can cover movement for very short periods or a much longer or even permanent term. Similarly, development is defined by scale, and it is crucial to recognise the factors which enhance or mitigate development at every level. Labour migration can generate “triple wins” for migrants, their countries of origin and the countries that receive them. Photo: PALM Scheme Professor Bedford elaborated that “if you’re looking at mobility generally, you’re looking at decisions that people make about moving in order to achieve some particular goals or improvements perhaps in their lives or to escape something which they don’t like in the context they’re currently living in. So, development in that context is very much development of the individual and the social unit that they’re involved in and just by simply saying that what’s good for the individual is necessarily good for the community or good for the nation is a little bit simplistic”. The labour mobility-development nexus has also been captured in the proposal that temporary labour migration can generate ‘triple wins’ for migrants, their countries of origin and the countries that receive them. While there is consensus amongst labour mobility researchers on labour mobility generating multiple wins, there is not much convergence on who wins. Professor Bedford indicated that the “challenge with the triple win is that there are two parties that are definite — the employer who wants labour, and the workers who provide that labour. They are the people who are engaged in the process of seasonal movement, and they have to feel that they are benefiting from the interaction.” The third win, however, is unclear. Some scholars are questioning whether the “win” for individual workers effectively translates to sustainable socio-economic development in their countries of origin. Professor Bedford elaborated on the issue saying “people who come back year after year, their family becomes completely dependent on money earned offshore, and that’s not to contribute to development back home, that’s just simply to cover consumption. It (increased consumption) increases imports into the country because all they’re really doing is adding to consumer demand for, well, a mix of local produce and often more and more imported produce, which doesn’t do great things for the balance of trade necessarily for the country”. At the same time, the win for the labour receiving countries should not be discounted. Professor Bedford said that “the receiving country is getting an enormous amount of revenue from this as well, and we don’t really quantify that. We don’t ever address that, and so I actually think the triple win concept needs some quite careful rethinking”. The development benefits of labour mobility are also contingent on the type of labour mobility. Professor Bedford highlighted the critical importance of stakeholders understanding the contrasting impacts of short-term and long-term labour mobility programmes. “The biggest negative is taking away the skilled labour that the public and private sectors in the island countries need and have spent a lot of money training,” Professor Bedford stated. He further clarified that in the case of short-term labour mobility “you should be selecting people in villages who have few opportunities to earn a lot of money at home because their skills are very much the skills of agriculture and that’s where they will make their money, their skills. They’re people that work the land, and you’re going to bring them in to continue to work the land”. Long-term labour mobility can have a different type of impact and these contrasts should be considered in the design of labour mobility and development policies and strategies. The Pacific Labour Mobility Annual Meeting (PLMAM) provides a unique forum for rethinking of the different “wins” from labour mobility to inform policy formulation in the Pacific. Professor Bedford recognised the significance of PLMAM stating that it provides the “opportunity to share information, to acknowledge that we (countries) are in competition, but…we’re going to have to cooperate andcollaborate and work out standards and work out bottom lines, what we’re prepared to accept and what we’re not prepared to accept and not to undercut each other and not to have a race to the bottom”. With the theme of “harnessing the development benefits of labour mobility”, PLMAM 2023 seeks to bring together all relevant stakeholders to determine regional solutions that can enhance the wins for all those involved. More articles like this one
Empowering Families, Transforming Lives
The Famili i Redi Journey of Cleef Aru In the heart of Port Vila, Vanuatu, Cleef Aru, a 44-year-old father of two embarked on a transformative journey that reshaped not just his life but his entire family’s future. Like many Ni-Vanuatu, Cleef ventured abroad as a seasonal worker, seeking opportunities to provide for his young family. Like many young fathers, Cleef was confronted by the pressures to provide for his young family amidst rising cost of living at home yet restrained by the limited employment opportunities available to him. Labour mobility provided a rare opportunity for Cleef to overcome these constraints and to create a better future for his family. Prior to working overseas, Cleef earned an average of USD$162 fortnightly as a mechanic. On his farm job in Australia on his first trip overseas, working both as a mechanic, driver and grapefruit picker, Cleef earned USD$1,248 per fortnight, almost seven times more than his income at home. The monetary opportunities enticed Cleef to also encourage his wife Seri Kalotiti to join him in Australia, with the hope that together they can double their earnings to meet social obligations at home and create a better life for their young family. Cleef Aru and his wife, Seri Kalotiti, ventured abroad as seasonal workers, seeking opportunities to provide for their young family. But like all good things, there is also a downside to Cleef’s labour mobility story. Before his wife joined him in Australia, Cleef faced the harsh realities of his new life in a foreign environment, away from his family and his familiar way of living. Distance strained their family bonds, and the challenges of settling into a new environment took a toll on his well-being. Cleef began to turn to alcohol and drugs. “This affected my relationship with my wife and children,” he confessed, reflecting on the difficulties he encountered. After consecutive trips overseas and returning to Vanuatu with no progress on plans, Cleef realised that change was imperative. It was then that he and his wife had the chance to attend a Famili i Redi workshop, a pioneering program crafted by the World Vision Vanuatu, International Organisation for Migration, the Vanuatu Department of Labour and with seasonal workers and their families. This initiative aims to provide holistic tools, skills and strategies for labour migrants and their intimate partners, including modules on what to expect from overseas work, healthy relationships, nutrition, gender-based violence prevention and family financial management, which encompasses budgeting, saving, reducing the cost of remittance transfers and entrepreneurship upon reintegration in Vanuatu. Utilising what they had learnt from the Famili i Redi workshop, Cleef and Seri embarked on a transformative journey. They participated in training sessions that not only empowered them with valuable life skills but also helped them envision a brighter future. Together, they set ambitious long-term goals which included constructing a family home, starting a bakery business, investing in a fishing boat, and acquiring a truck. Driven by determination and newfound knowledge, Cleef made significant lifestyle changes. He relinquished alcohol and cigarettes, focusing on his family’s well-being and the pursuit of their goals. Both Seri and Cleef agreed that she will continue her work in Australia while Cleef managed their projects and cared for their children back home. Cleef Aru proudly smiles as he stands in front of his house which is currently under construction. Today, they stand proudly halfway through building their dream home – a testament to their unwavering dedication. The family’s bakery business has flourished, with Cleef’s freshly baked bread becoming a local favourite in Port Vila and beyond. The couple even acquired a van, enabling them to transport their baked goods to communities at each end of Efate Island. “Beyond accomplishing our family’s long-term goals, the Famili i Redi program helped my wife and I communicate better. In doing so, this has helped our relationship, especially with my wife working abroad,” shared Cleef, highlighting the impact Famili i Redi had on their communication and connection. As Jimmy Kawiel, Deputy Portfolio Manager, Climate and Resilience Livelihoods Portfolio expressed, “Cleef’s journey exemplifies the potential for positive change when families are equipped with the right tools and support. We are committed to empowering more families like Cleef’s, ensuring their dreams become reality.” Cleef Aru’s story is true for many labour mobility workers. Many started off with bright dreams and high hopes but only to be toppled by the harsh realities of life in a new environment, away from family and the familiarities of home. Initiatives such as Famili i Redi are critical in providing the necessary lifeline for workers and their families. The family’s bakery business has flourished, with Cleef’s freshly baked bread becoming a local favourite in Port Vila and beyond. Cleef’s labour mobility journey highlights the significance of the employment opportunities offered by labour mobility schemes but that the benefits of these opportunities can be overshadowed by the challenges of life away from home. These challenges do not discount or devalue the potential benefits of labour mobility, they only accentuate the need for lifelines to support workers and their families overcome these trials. Famili i Redi is a true example of the benefits of these lifelines to enable workers and their families to reap the full benefits of labour mobility. Thanks to the vision and dedication of initiatives like Famili i Redi, lives are transformed, families are strengthened, and communities thrive, one empowered family at a time. As the slogan for the training says: it’s not an individual journey but a family journey. More articles like this one
PACER Plus Regional Workshop on harnessing Pacific labour for sustainable economic development in the Pacific
APIA, Samoa – The Pacific Agreement on Closer Economic Relations Plus (PACER Plus) Implementation Unit is set to host a regional workshop on Movement of Natural Persons and Labour Mobility in Apia, Samoa, from 11-14 September 2023. The “PACER Plus Regional Workshop on Movement of Natural Persons and Labour Mobility” aims to enhance understanding and explore the interconnections between Trade in Services and the Arrangement on Labour Mobility to maximise development benefits for PACER Plus parties. Experts, policymakers, and stakeholders from Australia, Cook Islands, Kiribati, Nauru, New Zealand, Niue, Samoa, Solomon Islands, Tonga, Tuvalu and Vanuatu met at the PACER Plus Implementation Unit in Apia, Samoa today for the four-day regional workshop. PACER Plus, a unique development-centered trade agreement, acknowledges the significance of human capital movement in fostering economic integration and sustainable development. The Movement of Natural Persons (MNP) Chapter of the agreement specifically focuses on facilitating the movement of service providers to promote services trade while excluding measures related to citizenship, residence, permanent employment, or access to foreign employment markets. The Arrangement on Labour Mobility (ALM) is a non-legally binding annex to the Agreement, which provides a framework for regional labour mobility cooperation to foster increased development benefits for participating countries. “PACER Plus recognises the potential of human capital mobility to drive regional development,” states Roy Lagolago, Head of the PACER Plus Implementation Unit. “This workshop provides a unique platform to address knowledge gaps and foster cooperation among PACER Plus parties in the realms of MNP and labour mobility, setting the stage for a more robust and interconnected regional trade ecosystem.” The objectives of the PACER Plus Regional Workshop on Movement of Natural Persons and Labour Mobility are as follows: Capacity building for government officials: Offer a focused capacity building programme for Pacific trade and labour mobility officials on the PACER Plus Movement of Natural Persons Chapter and Arrangement on Labour Mobility to understand how these components can be better utilised to support sustainable economic development in their countries. National Consultations for the Review of the Arrangement on Labour Mobility: Facilitate national consultations to gather valuable input for the ALM Review. The workshop promises to be a pivotal event in the ongoing efforts to maximise the benefits of PACER Plus for the Pacific. It will bring together experts, policymakers, and stakeholders from Australia, Cook Islands, Kiribati, Nauru, New Zealand, Niue, Samoa, Solomon Islands, Tonga, Tuvalu and Vanuatu, to foster a deeper understanding of the movement of natural persons and labour mobility, ultimately contributing to the region’s economic growth and sustainable development. For more information on the four-day workshop, please click here. -END- More articles like this one
Enhancing Pacific Labour Mobility: Pacific-Australia-New Zealand Visa Pathways Study
APIA, Samoa –The PACER Plus Implementation Unit (PPIU) has recently concluded a comprehensive study to identify alternative visa pathways that can facilitate the movement of semi-skilled and skilled Pacific workers to Australia and New Zealand. The PACER Plus Agreement recognises the importance of the movement of people to regional economic integration and sustainable development in the Pacific. The Movement of Natural Persons (MNP) Chapter covers the movement of semi-skilled and skilled service providers to facilitate services trade, and the Arrangement on Labour Mobility (ALM), a non-legally binding annex to the PACER Plus Agreement. The ALM provides a framework for regional cooperation to facilitate the movement of Pacific workers to the territories of other participating countries for temporary employment. Currently, the predominant modality for Pacific labour mobility to Australia and New Zealand is the New Zealand Recognised Employer (RSE) and the Australian Pacific Australia Labour Mobility (PALM) schemes. These schemes are largely focused on low-skilled employment in the Australian and New Zealand horticulture and meat works industries. Pacific countries are also interested in understanding alternative business and temporary employment pathways that can increase development outcomes for their countries. For this reason, the PPIU commissioned the study to capture information on eligibility conditions, verify potential opportunities, understand access constraints, and propose solutions to increase utilisation of these visa pathways by Pacific workers and businesses. For Australia, the Temporary Skill Shortage (TSS) (subclass 482) visa is the leading temporary work visa. From 2011-12 to 2021-22, only 1,848 TSS workers came from the Pacific, which is exceptionally low in comparison with the top countries for the TSS. The vast majority of the Pacific workers entering Australia on the TSS visa have been from Fiji and Papua New Guinea (PNG), with over 800 visas granted to workers from each country. The top sponsoring industries for Pacific workers on the TSS were ‘Mining’, ‘Other Services’, ‘Professional, Scientific and Technical’, ‘Health Care and Social Assistance’, ‘Manufacturing’, and ‘Retail Trade’. There has been a reduction in the overall use of this visa by Pacific workers over time. Australia Business Visitor visas granted to people from Pacific countries from 2012-13 to 2022-23 (to 31 March). Similarly, the primary temporary worker visa for New Zealand is the Accredited Employer Worker Visa (AEWV) and its predecessor visas that the AEWV subsumed in 2022. From 2013 to 2022, 22,803 workers from Pacific countries were granted an AEWV or one of its predecessor visas. This usage is exceptionally higher than the usage of the Australian TSS visa by Pacific workers and has increased over time, but this difference is driven by the use of AEWV by Fijian citizens, who make up 83.9 per cent of visa holders. The most common occupations taken up by Pacific AEWV visa holders were ‘Road and Rail Drivers’, ‘Automotive and Engineering Trades Workers’, ‘Farm, Forestry and Garden Workers’, ‘Construction Trades Workers’, and ‘Carers and Aides’. In addition to temporary work visas, Pacific businesspeople can temporarily travel to Australia and New Zealand for limited business purposes on business visas. Between 2012-13 and 2022-23 (until 31 March), Australia granted 72,404 business visitor visas to people from the Pacific. Businesspeople from PNG and Fiji have made the most use of this visa, with 28,474 and 18,352 visits respectively. For New Zealand, 18,378 business visas were issued to Pacific businesspeople between 2013 and 2022. While Pacific business visitors to NZ are significantly lower than Australia, business visitors to New Zealand have been relatively consistent up until 2020. Similar to Australia, most of these visitors came from Fiji (9,684 visits) and PNG (3,033 visits). The study identified that the constraints currently limiting Pacific access to the temporary employment and business visitor visas cover both systemic constraints and visa-specific constraints. A number of recommendations were provided to address these constraints. To read the full report titled “Mapping of Visa Pathways for Mode 4 and Semi-Skilled/Skilled Labour Mobility to Australia and New Zealand”, please refer to www.pacerplus.org or click here. -END- More articles like this one
Report on Constraints and Opportunities in Remittance Data Collection in the Pacific
APIA, Samoa – The PACER Plus Implementation Unit (PPIU), in collaboration with the Asian Development Bank (ADB), is pleased to release the report titled “Constraints and Opportunities in Pacific Remittance Data Collection: Study on Remittances Data and Measurement Constraints in Pacific Labour Sending Countries”. This comprehensive research report sheds light on the remittance landscape in three case study countries, namely Kiribati, Solomon Islands, and Tonga. It provides valuable recommendations for enhancing remittance data collection and analysis in the Pacific, aiming to inform policy decisions and support sustainable development in the region. The report underscores the importance of remittances for Pacific labour sending countries. For many of these countries, the level of remittances received exceeds the amount of foreign direct investment (FDI), export receipts, portfolio flows from financial markets, and even foreign aid. In Tonga for example, remittances in 2020 accounted for 39% of its Gross Domestic Product, while export receipts accounted for only 19%, FDI only 9%, and official overseas aid was less than half the value of remittances. Remittance flows have also been found to be more resilient during times of economic downturn including during the onset of the COVID-19 pandemic and have provided an important ‘safety valve’ to cushion the impact on household incomes and therefore having a direct impact on poverty alleviation. Measuring the volume of remittance flows from labour mobility workers to their Pacific countries of origin is not without its challenges. Pacific labour sending countries have raised concerns on the quality and accuracy of remittances data. To address these concerns, the PPIU commissioned the study to identify the key constraints to remittances data collection and analysis and to determine measures for addressing these constraints. According to the report, the key constraints to remittances data collection and analysis in the region include: Lack of reliable and comprehensive data on remittances in some countries, with insufficient disaggregation of data regarding the sender of remittances. Limited capacity of central banks to collect, analyse, and report on remittance data effectively. Dependence on money transfer operators (MTOs) for data collection resulting in inconsistent data reporting practices. Lack of coordination and collaboration among stakeholders involved in remittance data collection and analysis hampers efforts to obtain accurate and timely data. Despite these challenges, the report identifies several opportunities to improve remittance data collection and analysis in Pacific countries. These opportunities include: Support from international agencies: International agencies offer technical assistance, funding for surveys, collaboration meetings, and research reports and recommendations. Technological advancements: Innovations such as mobile wallets present new avenues for data disaggregation in remittance analysis. Policy interest: Policymakers in Pacific countries exhibit a strong interest in utilising remittances as a tool for economic development and poverty reduction. To address the constraints and capitalise on the opportunities, the report puts forth a number of recommendations which will frame the work that the PPIU will deliver on remittances in the region. To read the full report, please refer to www.pacerplus.org or click here. -END- More articles like this one
PACER Plus Supports Kiribati in Developing Entrepreneurship Curriculum for Labour Mobility Workers
TARAWA, Kiribati – PACER Plus, through the Arrangement on Labour Mobility, assisted Kiribati in developing an Entrepreneurship Curriculum to develop the entrepreneurial skills of workers and their households and ultimately increase the economic development impact of labour mobility in Kiribati. The PACER Plus Implementation Unit’s (PPIU) labour mobility work programme seeks to enhance the development benefits of labour mobility for participating countries, particularly Pacific PACER Plus Parties. One of the ways by which labour mobility can be leveraged for sustainable economic development in the Pacific is through economic reintegration including through entrepreneurship and business investments by labour mobility workers, their households, and local communities. In recognition of this development potential, the government of Kiribati requested the support of the PPIU to develop an entrepreneurship training curriculum and training of trainers programme to help to develop the entrepreneurial skills of i-Kiribati labour mobility workers and their families. PACER Plus developed an entrepreneurship training curriculum and training of trainers programme to help develop the entrepreneurial skills of i-Kiribati labour mobility workers and their families. “Our labour mobility workers are an important development dividend for Kiribati and one of the ways we can harness this dividend is through encouraging entrepreneurship and business investments. Many workers and their households are interested in business investments but lack entrepreneurial skills. This curriculum is part of our initiatives to cultivate a culture of entrepreneurship amongst our workers and their families, enabling them to maximise the benefits of labour mobility and contribute to Kiribati’s economic growth,” said Mr. Rui Tabutoa, Secretary for the Ministry of Commerce, Industry and Cooperatives in Kiribati. The curriculum development and training of trainers programme was completed in March of this year and the first training session was delivered in May by trainers from the Ministry of Commerce, Industry and Cooperatives, who were trained in the PPIU-funded Training of Trainers Programme. This is the beginning of a series of trainings that will empower Kiribati workers with the valuable entrepreneurial skills and knowledge to enhance their economic prospects and create sustainable businesses. “The entrepreneurship training modules for Kiribati is an important part of the PPIU’s work to support economic reintegration programmes that can harness the development benefits of labour mobility for Pacific sending countries. The curriculum covers various aspects of entrepreneurship, including business planning, financial management, marketing strategies and risk management,” said Dr Alisi Holani, PACER Plus Labour Mobility Specialist. “We are pleased to see the first training being delivered by trainers that were trained in our Training of Trainers programme and we will continue to monitor so as to ensure that anticipated outcomes are delivered for Kiribati,” she added. PACER Plus Implementation Unit remains committed to supporting Kiribati’s efforts in promoting entrepreneurship and enhancing economic opportunities for her people. This initiative reflects the shared vision of PACER Plus and the Government of Kiribati to harness the potential of labour mobility and empower Pacific peoples to build prosperous and sustainable livelihoods. -END- More articles like this one