Understanding the Migrant Worker journey in international supply chains
Upholding the human and labour rights of migrant workers and remedying adverse business impacts is every company’s responsibility in line with the United Nations Guiding Principles on Business and Human Rights (UNGPs). Conducting human rights due diligence is an essential step to fulfill this responsibility. To help businesses enhance supply chain transparency and address the speci!c vulnerabilities of migrant workers, the International Organization for Migration (IOM) implements labour supply chain mappings under its Corporate Responsibility in Eliminating Slavery and Trafficking (CREST) initiative.
Addressing women migrant worker vulnerabilities in international supply chain
The brief "Addressing women migrant worker vulnerabilities in international supply chain" aims to introduce and describe these vulnerabilities and suggest actions that the private sector, employers and recruitment agencies can take to uphold the human and labour rights of women migrant workers in international supply chains.
Gender-specific risks and vulnerabilities in supply chains
An info-sheet on gender-specific risks and vunerabilities in supply chains, and recommendations
ILO General principles and operational guidelines for fair recruitment and Definition of recruitment fees and related costs
The objective of these non-binding ILO general principles and operational guidelines for fair recruitment (hereafter “principles and guidelines”) is to inform the current and future work of the ILO and of other organizations, national legislatures, and the social partners on promoting and ensuring fair recruitment. These principles and guidelines are derived from a number of sources. The primary sources are international labour standards and related ILO instruments. Other sources and good practices have also been consulted. All the sources are listed in the appendix to this document. These principles and guidelines are intended to cover the recruitment of all workers, including migrant workers, whether directly by employers or through intermediaries. They apply to recruitment within or across national borders, as well as to recruitment through temporary work agencies, and cover all sectors of the economy. Implementation of these principles and guidelines at the national level should occur after consultation between the social partners and the government. A distinction is drawn between general principles – which are intended to orient implementation at all levels – and operational guidelines – which address responsibilities of specific actors in the recruitment process and include possible interventions and policy tools.
Stronger Together Employer Resources
Provides employers with toolkits for tacking modern slavery and forced labour in different sectors and geographical areas.
ICCR Best Practice Guidance on Ethical Recruitment of Migrant Workers
Provides an analysis of emerging best practices in the development of corporate ethical recruitment policies and areas for improvement through the examination of eight companies in high risk sectors.
IHRB Dhaka Principles for Migration with Dignity
Provides a roadmap that traces a migrant worker from recruitment, through employment, to the end of contract with key principles that employers and migrant recruiters should respect at each stage in the process to ensure migration with dignity.
IHRB Employment & Recruitment Agencies Sector Guide on Implementing the UN Guiding Principles on Business and Human Rights
Applies the UN Guiding Principles on Business and Human Rights to the specific context of employment and recruitment agencies. It summarizes what the Guiding Principles expect, offers a range of ideas and examples for how to put them into practice, and provides additional resources. For companies, the Guide focuses on the implementation of corporate responsibility to respect human rights, providing key steps expected of companies.
IHRB Fees and IDs: Tackling recruitment fees and confiscation of workers’ passports
Focuses on how to address two abusive employment and recruitment practices which are known to cause or contribute to forced labour exploitation.
OECD Due Diligence Guidance for Responsible Business Practice
Provides practical support to companies on the implementation of the OECD Guidelines for Multinational Enterprises by providing explanations of its due diligence recommendations and associated provisions, with additional explanations, tips and illustrative examples of due diligence, to promote a common understanding among governments and stakeholders on due diligence for responsible business conduct.