International migration is a major
driver of social and economic change in our country. Foreign Employment
provided a remittance income having significant economic and social
consequences. Foreign employment provided a remittance income of US$ 5.2
billion in 2011 and is on course to send US$ 6 billion in 2012 (this work out
to Rs.780 billion in current exchange rates).
As against this, the total revenue of Sri Lanka, is expected to be
Rs.1.1 trillion. Remittance from 33% of our foreign exchange, the 1.7 million
foreign workers from 24% of our labour force, and remittances flow directly to
it. These economic flow have knock-on effects on rural wages while having
enormous social consequences, which have not yet been comprehensively
studied.
Trends
and Drivers of foreign employment in Sri Lanka.
2014 requested about 300,000
departure. The amount remitted to this country due to migration Remittance
inflows have also persistently contributed to support Sri Lanka’s Balance of
Payment (BOP) in the wake of a relatively weak trade balance. Due to the low
skilled nature of Sri Lankan migrants, the impact of their departure on
domestic labour market has been marginal. On the other hand, there is a large mismatch
between the international demand for jobs and Sri Lankan’s supply capabilities.
Current demand from overseas is mainly for skilled labour, while the Sri Lankan
labour supply in concentrated on housemaids and other low skills categories. Penetration into new skills and geographical
markets is one way of enhancing the development impacts of migration. The
development of skills in migrant workers will undoubtedly, open the doors to
wider market. Especially when we compare with other developing countries’
foreign skilled labour supply is to be improved in Sri Lanka.
In 2015, the skilled labour category accounted for 31.2 per cent of all migrants for foreign employments, while professionals accounted for 2.4 per cent, middle level workers 2.6 per cent, and clerical workers 4.7 per cent. The majority of the migrant workers are comprised of those in the 25-29 year age group and up until the early 2000’s, females were the dominant group of the Sri Lankan migrants. In recent years, with the implementation of the compulsory registration of all migrants at the Sri Lanka Bureau of Foreign Employment (SLBFE) and the establishment of a hot line for complaints, among other measures, Sri Lanka has made reasonable efforts to prevent trafficking.
Source: Information Technology Division – SLBFE
Look at the figure-1 there shows the actual number of country and manpower level foreign employment departures in the year 2014. Highest recorded was from Qatar (84,622). There was highest record from unskilled level job categories that was 23,036 and second record from clerical & related level job categories that was 20,099. During the past Saudi Arabia ranked top for Sri Lankan, but in 2014 it took as the second highest destination country and therefore Qatar could change the history of migration pattern, by creating more job opportunities for foreign workers. Saudi Arabia has lost their domination for Sri Lankan housemaid, (35,675). U.A.E. stands as third highest destination country (50,343) and followed by Kuwait (43,528) as the second top country for Sri Lankan housemaids.
Table - 1
Departure for Foreign Employment through All Sources by
Age Group & Gender, During the Period 2012 - 2015*
|
Age Groups |
2012 |
2013 |
2014 |
2015* |
||||||||
|
Male |
Female |
Total |
Male |
Female |
Total |
Male |
Female |
Total |
Male |
Female |
Total |
|
|
19 & below |
3,620 |
775 |
4,395 |
5,149 |
589 |
5,738 |
5,328 |
436 |
5,764 |
3,779 |
381 |
4,160 |
|
20 - 24 |
25,801 |
15,399 |
41,200 |
32,015 |
8,190 |
40,205 |
34,169 |
5,849 |
40,018 |
30,398 |
3,902 |
34,300 |
|
25 - 29 |
30,674 |
21,528 |
52,202 |
35,394 |
16,962 |
52,356 |
38,276 |
14,104 |
52,380 |
34,176 |
10,824 |
45,000 |
|
30 - 34 |
29,716 |
25,757 |
55,473 |
35,402 |
22,126 |
57,528 |
37,594 |
18,542 |
56,136 |
33,427 |
14,064 |
47,491 |
|
35 - 39 |
20,065 |
22,475 |
42,540 |
25,327 |
21,290 |
46,617 |
28,847 |
20,499 |
49,346 |
27,004 |
16,921 |
43,925 |
|
40 - 44 |
15,109 |
22,953 |
38,062 |
18,728 |
20,977 |
39,705 |
20,291 |
19,966 |
40,257 |
18,628 |
16,345 |
34,973 |
|
45 - 49 |
10,217 |
18,783 |
29,000 |
12,586 |
18,126 |
30,712 |
13,801 |
18,998 |
32,799 |
12,990 |
15,824 |
28,814 |
|
50 & above |
8,933 |
10,642 |
19,575 |
10,584 |
9,773 |
20,357 |
11,911 |
12,092 |
24,003 |
12,228 |
12,416 |
24,644 |
|
Total |
144,135 |
138,312 |
282,447 |
175,185 |
118,033 |
293,218 |
190,217 |
110,486 |
300,703 |
172,630 |
90,677 |
263,307 |
Source: Information Technology Division – SLBFE
The
table-1 clearly indicates that the majority of males who departed for foreign
employment in the year 2015 were in the age group of 25 to 29 years, while the
majority of females were in the age group of 35-39 years. The table also
discloses that more than 4,250 females who departed in 2015 were below the age
of 25 years, out of which female 381 were in the age of less than 20 years.
When consider during the year 2012- 2015 male departed of age 19 and below
there have an increased from 3,620 to 3,779. It is an increase of 4.4 per cent.
Also the major age group of the male has recorded 25-29 age groups. It was
34,176 male departures. Second highest male departures were record from 30-34
age groups. It was 33,427 male departures in year 2015.
Challenges
During the period under consideration,
unemployment rates by the level of education increased across all categories.
Unemployment rate among the GCE (A/L) and above qualified category increased to
9.2 per cent during 2015 from 8.1 per cent recorded in the previous year. Unemployment
rate among the GCE (O/L) qualified category was 6.4 per cent during 2015 while
those who have passed years 6-10 recorded the lowest unemployment rate of 3.5
per cent for the same period.
Accordingly, total departures for foreign employment was recorded at 263,307 in 2015, compared to 300,703 in 2014. Female departures declined by 17.9 per cent, from 110,486 in 2014 to 90,677 in 2015, while male departures also declined by 9.2 per cent from 190,217 in 2014 to 172,630 during 2015. So the reason year (year 2015) foreign employment destination has been change, which was diversion point of the foreign employment industry of Sri Lankans. In the year 2015 Saudi Arabia, Qatar, U.A.E. and Kuwait total departures have been decreased with compare to the year 2014
Table-2
Job Vacancies &
Departures trough Registered Sources by Manpower Level 2011- 2015*
|
Manpower Level |
2011 |
2012 |
2013 |
2014 |
2015* |
|||||
|
Job Orders |
Departures |
Job Orders |
Departures |
Job Orders |
Departures |
Job Orders |
Departures |
Job Orders |
Departures |
|
|
Professional
Level |
6,026 |
884 |
4,435 |
705 |
5,734 |
639 |
4,357 |
666 |
4,348 |
564 |
|
Middle
Level |
11,784 |
2,484 |
13,378 |
6,073 |
27,665 |
13,376 |
22,480 |
17,101 |
7,331 |
2,173 |
|
Clerical
& Related |
17,809 |
3,798 |
22,380 |
10,353 |
37,439 |
19,387 |
28,341 |
21,365 |
10,181 |
3,091 |
|
Skilled |
208,396 |
31,660 |
153,588 |
33,070 |
227,453 |
35,278 |
158,813 |
32,760 |
147,853 |
29,918 |
|
Semi
Skilled |
7,592 |
1,044 |
3,864 |
870 |
6,842 |
940 |
4,171 |
837 |
4,377 |
808 |
|
Unskilled |
129,526 |
24,981 |
100,599 |
29,486 |
142,640 |
36,959 |
99,158 |
41,291 |
86,368 |
29,693 |
|
Housemaid |
279,711 |
81,442 |
202,796 |
94,612 |
159,563 |
73,884 |
102,305 |
62,809 |
95,657 |
50,619 |
|
Total |
660,844 |
146,293 |
501,040 |
175,169 |
607,336 |
180,463 |
419,625 |
176,829 |
356,115 |
116,866 |
Source: Information Technology
Division – SLBFE. (No. of Job vacancies =
Demand Departures = Supply)
When foreign employment by manpower
level is considered, skilled level job categories continued to remain as the
categories having the highest demand among manpower categories of migrant
workers. Therefore recorded in year 2015 unskilled level job categories coming
second highest job category. And the housemaid job category was highest number
of foreign employment departures up to now from 1995. However, the share of
housemaids who were usually belong to the lower income groups in the society,
has increased up to 54 percent in 2005, but from there onwards the percentage
has sharply declined reaching 28 percent in 2015.
Approximately
57 per cent of total departures comprised of unskilled workers and Housemaid
categories. Only 2.4 per cent of worker departures were under the Professional
category. Nevertheless, the skilled labour category contributed to 31.2 per
cent of total departures, which is an encouraging development in the drive to
enhance the migrant employment profile of the country[1].
Gross enrolment ratio (GER) at
tertiary level 17%, 24,198 (16.7%) was only selected out of 144,816 which
qualified for state university entrance.
Ø
Main
challenges of the education system are lack of quality, attractive and relevance
to job market
Ø
Changing
population profile from child to adolescent & youth
Ø
Increase
labour force from 7.3 million in 2010 to 8.9 million in 2015
Ø
Annually
about 150,000 adolescents and youth join
the labour force with low skills or no skills at all
Ø
Unemployment
rate is 4.3% but youth unemployment is higher (13%)
Ø
During
the period under consideration, unemployment rates by the level of education
increased across all categories. Unemployment rate among the GCE (A/L) and
above qualified category increased to 9.2 per cent
Demand in other Countries
The opportunities in Middle East,
European Countries and Australia are still increasing trend. These countries
require new skills people to fulfill their needs to continue their economic
growth and economic sustainability. Skills migration are very actives in these
countries. There are professional and skills migration required by these
countries. Skills professionals are coming who have skills in degree
qualification, recognize state qualifications, with good enough work experience
and English language.
According the information of SLBFE
2013, the major receivers of Sri Lankan Migrant workers 86 per cent from Saudi
Arabia, Quit, U.A.E, and Qatar only 14 per cent of them work in other nations. SLBFE’s
report said that, there are about 33.07% were housemaid/ Domestic Housekeeping
Assistant and 24.21% were unskilled labour estimated in 2013.
Contribution
of Sri Lanka Bureau of Foreign Employment
1. The utility function of the Ministry of Foreign
Employment has, so far, been to maximize remittances and reduce unemployment.
Sri Lanka succeeded magnificently. Remittances are the highest foreign exchange
earner and key link between labour migration and country’s economic
development. Therefore the Ministry through its governing body, SLBFE,
implement further measures to the volume of remittances, reduce transfer cost
and widen the choices of migrant workers to use institutional channels for
remitting money.
2. An enabling environment for
maximizing migrant savings and utilization of remittances for productive
investments will be promoted and incentives and advisory services will be
provided in particular for the development of skills demanded in overseas and
domestic labour market.
3. The SLBFE has engaged in developing a mechanism for
reintegration of the returnee migrant workers with main areas focused on such
as,
·
Skills
& technology transfer and personal development
·
Promote
entrepreneurship among migrant returnees and family members.
·
Secure
local employment for returnees through public private partnerships.
5. The present policy for the
development of foreign employment sector is to lay greater emphasis to provide
more employment abroad to skilled and professional categories which will have a
higher earning capacity and less employment related problems. Another policy
initiative is to seek new employment sources.
The Ministry of Foreign Employment
continuously expands its services and facilities through SLBFE to exploit more
employment opportunities while ensuring a labour migration process that adheres
to principles of good governance and rights for all men and women to engage in
decent and productive employment abroad in conditions of freedom, dignity,
security and equity. To facilitate this, the Ministry is keen on achieving
regional cooperation and understanding by holding discussions and through
international agreements with both sending and receiving countries.
In
addition, the SLBFE has taken measures to upgrade the quality of domestic
sector employees by introducing the National Vocational Qualification (NVQ)
Level 3 and it is mandatory requirement for pre departure training.
Therefore
agreement has been signed with the Tertiary and Vocational Education Commission
in September 2012, to facilitate NVQ Level 3 of training for Sri Lankans
leaving for employment in the Middle Eastern counties as well as in Singapore
and Cyprus.
Recommendation.
1. The number of pass out of skills
labour from recognized institute must be increase to fulfill the requirement of
other countries. And the curriculum must be internationally recognized and hast
to update properly.
2. Meet the recurrent costs of this sector through a ‘voucher’ system,
where students who are qualified to receive this education have freedom to
spend it at institutions of their choice.
3. Motivate the private sector to be education providers in this sector,
especially given the availability of the voucher system. Such indirect support
of the private sector is acceptable, because it will create competition; also
the real support is directly to students.
4. In addition, institutions will be forced to perform in order to attract
students; and also deliver programmes that are relevant[2].
5. The technical and vocational education and training (TVET) must more
efficiently build the skills demanded in the economy. Based on the
international labour requirement TVET has to set up its strategies and make
aware the youth to upgrade their skills.
6. Increase the quality and relevance of
existing academic programs at the higher educational institutions.
§
Soft
skill development of students
§
Updating
curriculum
§
Development
of new academic programme
§
Staffs
development
7. Awareness
programmes should be organized for more females to undertake studies in the
fields of nursing, home economics, hotel receptionists, airline ticketing,
beautician courses etc.
8. The formulation of migration policies
should be transparent and carried out with meaningful involvement of key
stakeholders, especially employers, trade unions, private recruitment agencies
and civil society organizations (CSOs) formed by migrants or representing them.
9. Labour migration policies should also
be responsive to the different sectors that migrants work in, especially
agriculture, manufacturing, construction, services and domestic work, and the
gendered characteristics of each sector.
10. Establishing and operating efficient
migration management systems at the international and national level will
require the collection, compilation, dissemination and analysis of more
comprehensive data on migration than is currently the practice. Ideally, data
systems would provide information on migrants throughout the process of
recruitment, deployment, employment and return.
11. Plan and implement strategy to ensure
skilled, safe migration that would involve promoting skilled migration through
better skills training, diversification od destinations, identification of and
capitalizing on Sri Lanka’s competitive advantages in this field according to
global employment opportunities that are available.
Reference:
1.
Central Bank of Sri Lanka Annual report 2015
2. Annual statistical report of foreign
employment 2015, Sri Lanka bureau of foreign employment.
3. Details Action Plan to Implement The
National Human Recourse and Employment Policy-2013, Secretariat For Senior Minister.
4. http://www.statistics.gov.lk/samplesurvey/2015Q4report.pdf
5. http://www.slbfe.lk/file.php?FID=181
6. http://www.unescap.org/sites/default/files/SDD%20AP%20Migration%20Report%20report%20v6-1-E.pdf
7.
http://www.migrationpolicy.org/article/philippines-culture-migration
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