Transforming lives of Women Migrant Returnees.

Problem Recognition

As per the tourism industries forecast for infrastructure and manpower by 2018 nearly 200 properties extended to around 12000 rooms will be ready for operation. By 2020 Sri Lanka project a tourism arrival of 4 million anticipating a direct employment increase of 48,000 for housekeeping staff. This is based on the prevailing ratio of four HK staffs per room (4; 1). This paper recommends a possible workable solution to fill the requirement of HK staffs from the housemaid returnees.

Proposition to train the housemaid returnees as housekeeping sources

Those who have visited west and par east would have fond that most of housekeeping functions in the hotels are carried out by middle aged women. One of the rationales for the recruitment of this category of the labour is that they are from a settled family environment and are matured to handle pressure. Benchmarking this practice is the outcome for this proposition. 

According to the Bureau of Foreign Employment, out of our labour export in 2005, the housemaids represented a high 54.3% which in 2014 has declined to 30%. Nevertheless, over the last ten years ending 2014, on average housemaids represented 42.7% of the total labour exports. Assuming that the housemaid would work overseas for an average 3 years we have for the purpose of this proposal considered the number of housemaids who have left the country for a five year period starting 2012.

Average wage for foreign employed housemaid is reported to be around Rs. 30,000 to Rs. 35,000. In the  year 2014 the average monthly wage of a house maid was Rs. 30,190 (See attachment, Table 17). Currently in the growing tourism industry staff in the housekeeping category has the potential of the following,

1.     Hotels in Colombo would pay a salary of RS 20,000 plus a minimum service charge of RS 5000

2.     Hotels outside Colombo would pay a salary of RS 15,000 and a minimum service charge of RS 8,000

Social benefits

Most of women who have gone to abroad for employment are in the housemaid category are in the age group of 30 – 39 years.  Most of females in this category are married women probably with  young children.

·        Local employment will secure the family structure.

·        Child abuses may reduce due to establishment of child protection inside the family.

·        Education protection of children could be more secured.

·        Divorce and other kind of family dispute may reduce.

·        Addiction to drugs and alcohol by children may be reduced.

·        Addiction to drugs by fathers may reduce.

·        Peaceful family units may create with no stress and less issues contributing to national wellness.

Economic benefits

·        Reduce unemployment

·        Sustain the selected category of labour supply to Tourism which is identified  as a  key driver of the economy.

·        The increase in household income will drive increase in consumer spending, generating national revenue.

·        Prevent the potential import of foreign labour, saving foreign currency

Implementation

1.     We need to create awareness for initiatives to the hotel sector to seek their support for internship and training.

2.     Create awareness among the target audience(housemaid returnees) in the area where the demand is (south, east,)

3.     Vocational Training Authority to setup “centers of excellent” in collaboration with the hotel industry in the location to communicate, attract, train and supply the required housekeeping manpower.

4.       “Center for excellence” is to train the housemaid in Spoken English, etiquette and housekeeping through internship.  

Attachment

Table 1: Departures for foreign employment by country 2008-2014

Source : Sri Lanka Bureau of Foreign Employment -Information Technology Division                                                                                      *Provisional       

Note- Placement through all sources with Sri Lanka Bureau of Foreign Employment registration      

Table 2 : Departures for Foreign employment by major occupational levels( Manpower levels),( 2003- 2014)

Source: Sri Lanka Bureau of Foreign Employment – Information Technology Division                                                      * Provisional

Table 3: Comparison of male migrant workers with housemaids & others female Migrant workers (2003 -2014)   

Source: Sri Lanka Bureau of Foreign Employment- Information Technology Division        *Provisional

Table 4: Male Manpower Levels (%)

Source: Breakthrough

Table 5: Female Manpower Levels (%)