19 September | 09:0-10:00 ICT

Amplifying Leadership Through Solidarity: Migrant Voices Shaping Responsible Business Practices

Organized by:

International Organization for Migration

Background

Migrant workers are often at the frontline of global supply chains and service sectors contributing to development of modern economies. In 2024, the number of international migrants workers reached approximately 304 million globally, with the majority employed in sectors such as services, industry and agriculture, and female migrants workers accounted for 48.8% of the internal migrant workforce.[1] Despite these indispensable contributions, migrant workers remain marginalized when it comes to participating in the decision making that affects their rights, both with states as well as with employers.

The ILO core conventions set out essential state obligations for fundamental rights at work, in particular guaranteeing freedom of association and collective bargaining, or freedom from exploitation. Access to these effective labour protections are however regularly curtailed for migrant workers, usually by immigration laws and visa regimes that trump labour rights, restricting migrant workers ability to address the structural challenges they face at work and during migration.

Beyond states responsibility to address the gaps in migrants rights, the private sector also has a role to play in eradicating exploitative working conditions. The United Nations Guiding Principles on Business and Human Rights (UNGPs) affirm that business enterprises should respect human rights and that business operations must not cause or contribute to adverse human rights impacts, as well as seek to remedy them when identified[2].

Recent years have seen a significant rise in corporate commitments to human rights due diligence (HRDD) in Asia and the Pacific, which regularly include tools to consult the workforce for a better understanding of rights infringements that require addressing. The practical implementation of these tools often falls short when it comes to engaging migrant workers in a meaningful and empowering way. While many businesses have adopted policies aimed at protecting migrant rights, these implemented policies and mechanisms often lack efforts in enabling migrant workers to actively participate in the decisions and processes that affect their working conditions. Traditional limitations are linked to the complexities of global supply chains, where migrant workers are hidden behind sub- suppliers or contractors and regularly excluded from tier 1 social audits, or limited focus of the HRDD processes on workplace safety and compliance with national regulations, that in some jurisdictions may fall short of internationally established norms.

In many cases, policies and mechanisms are developed without direct involvement from migrant workers and are often communicated in languages they do not understand, resulting in policies that do not reflect their specific needs. As such, the mechanisms intended to protect and support migrant workers, such as human rights due diligence processes, grievance mechanisms or ethical recruitment standards, often struggle to establish creditability and trust among the migrant communities the systems intended to serve. The absence of their voices also limits policy innovation as migrant workers bring unique experiences and perspectives that can help improve policies, procedures and processes from their lived experiences.

There are emerging practices around Civil Society organizing, NGO affiliations with trade unions, and organized worker committees recognized by the company leadership that are exploring the elevation of the migrant worker representation. In Southeast Asia, particularly Thailand, numerous initiatives have been launched to strengthen worker voices across business supply chains. These efforts include collaboration with civil society organizations to provide accessible information on wages, working hours, overtime and holiday pay, as well as social insurance benefits. Additional examples include the development of bilingual employee benefits handbooks and the establishment of a worker welfare committee with migrant worker representatives elected by their peers, in accordance with the Thailand’s Labor Protection Act, which requires for companies with or more 50 workers to set up such committee. However, leadership roles for migrant workers, especially those enabling them to influence responsible business practices, grievance mechanisms, and ethical recruitment practices remain disconnected.

To address the lack of leadership roles for migrant workers in decision-making and consultative processes, IOM’s Migration Business and Human Rights Program, aligned with the UNGPs, is seeking to work with both the private sector, migrant worker representatives and civil society to promote inclusive planning and remedy.

It is essential to also embed inclusive and participatory mechanisms that ensure migrant workers are not only protected but also empowered to shape business practices in the workplace that impact their lives.

[1] UNDESA International Migrant Stock 2024

[2] United Nations Guiding Principles on Business and Human Rights

Key Objectives

To understand the structural barriers that continue to restrict migrant workers from effectively participating in labour rights conversations.
To explore meaningful stakeholder engagement, showcasing how migrant worker participation and leadership can transform policy making and business practices across supply chains and employer relations.
To promote emerging positive practices in migrant worker inclusion and leadership in the region.

Expected Outcomes

Stronger recognition of the need to include migrant worker representation in policy making and in establishing inclusive business practices.
Practical ideas for how to design, implement and monitor policies and mechanisms that reflect lived experiences
Strengthened cross-sector collaboration between migrant networks, civil society, and private sector actors to advance collective action

Guiding Questions

Why should both sending and receiving governments as well as employers focus more on ensuring migrant worker representation in their decision-making processes?
What are some of the barriers that stop migrant workers from engaging with existing worker rights mechanisms, such as trade union negotiations and labour dispute facilitation?
How are migrant workers able to represent their interests vis-à-vis policy conversations at state level, and decent work negotiations with the employer?

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