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Policy trends in a new migration scenario
Ginebra 22-23 september 2011
MINISTRY OF LABOUR AND IMMIGRATION
SECRETARY OF STATE FOR IMMIGRATION AND EMIGRATION
DIRECTORATE GENERAL OF IMMIGRATION
Countries of origin -30 june 2011
North America
37071072
Central and South America
14448572809
Aacutefrica1078836
2098Asia
338988659
EU- AELC-EFTA
20988474081
Other Europe 142800
278
Oceaniacutea1781
003
Stock evolution
0
1000000
2000000
3000000
4000000
5000000
6000000
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
Total
Latinoameacuterica
Aacutefrica
Inmigration by sex-30 june 2011
47375
552
0
10
20
30
40
50
60
70
80
90
100
Total Aacutefrica Latinoamer
Hombres
Mujeres
0
1750
1141
5705
0
028
007
0035
0
759
589
2945
890
785
3925
260
154
077
010
009
0045
0
6303
7314
3657
0
20
40
60
80
100
Trabajo porcuenta ajena
Trabajo porcuenta propia
Residencia nolucrativa
Reagrupacioacuten Arraigo O tras Residencia
Latinoameacuterica
Aacutefrica
Total
Total
Trends
Decline in labour migration flows Increase EU residentsSame main continents and
nationalities of originLong stay immigrationIncrease of unemploymentDecline Social Security registrations
New challenges
Management migration as an structural phenomena or needIdentification of new shortages in labour market-Improvement of proceduresManagement of an increasing diversity in migration flowsManagement social diversity and complexitySocial cohesionCooperation in policy making process
Spanish migration policy
Global approach to migration
Four pillards
Management of migratory flows through legal migration channels
Fight against irregular immigration
Social integration of legal immigrants
Cooperation with countries of origin and transit
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Countries of origin -30 june 2011
North America
37071072
Central and South America
14448572809
Aacutefrica1078836
2098Asia
338988659
EU- AELC-EFTA
20988474081
Other Europe 142800
278
Oceaniacutea1781
003
Stock evolution
0
1000000
2000000
3000000
4000000
5000000
6000000
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
Total
Latinoameacuterica
Aacutefrica
Inmigration by sex-30 june 2011
47375
552
0
10
20
30
40
50
60
70
80
90
100
Total Aacutefrica Latinoamer
Hombres
Mujeres
0
1750
1141
5705
0
028
007
0035
0
759
589
2945
890
785
3925
260
154
077
010
009
0045
0
6303
7314
3657
0
20
40
60
80
100
Trabajo porcuenta ajena
Trabajo porcuenta propia
Residencia nolucrativa
Reagrupacioacuten Arraigo O tras Residencia
Latinoameacuterica
Aacutefrica
Total
Total
Trends
Decline in labour migration flows Increase EU residentsSame main continents and
nationalities of originLong stay immigrationIncrease of unemploymentDecline Social Security registrations
New challenges
Management migration as an structural phenomena or needIdentification of new shortages in labour market-Improvement of proceduresManagement of an increasing diversity in migration flowsManagement social diversity and complexitySocial cohesionCooperation in policy making process
Spanish migration policy
Global approach to migration
Four pillards
Management of migratory flows through legal migration channels
Fight against irregular immigration
Social integration of legal immigrants
Cooperation with countries of origin and transit
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Stock evolution
0
1000000
2000000
3000000
4000000
5000000
6000000
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
Total
Latinoameacuterica
Aacutefrica
Inmigration by sex-30 june 2011
47375
552
0
10
20
30
40
50
60
70
80
90
100
Total Aacutefrica Latinoamer
Hombres
Mujeres
0
1750
1141
5705
0
028
007
0035
0
759
589
2945
890
785
3925
260
154
077
010
009
0045
0
6303
7314
3657
0
20
40
60
80
100
Trabajo porcuenta ajena
Trabajo porcuenta propia
Residencia nolucrativa
Reagrupacioacuten Arraigo O tras Residencia
Latinoameacuterica
Aacutefrica
Total
Total
Trends
Decline in labour migration flows Increase EU residentsSame main continents and
nationalities of originLong stay immigrationIncrease of unemploymentDecline Social Security registrations
New challenges
Management migration as an structural phenomena or needIdentification of new shortages in labour market-Improvement of proceduresManagement of an increasing diversity in migration flowsManagement social diversity and complexitySocial cohesionCooperation in policy making process
Spanish migration policy
Global approach to migration
Four pillards
Management of migratory flows through legal migration channels
Fight against irregular immigration
Social integration of legal immigrants
Cooperation with countries of origin and transit
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Inmigration by sex-30 june 2011
47375
552
0
10
20
30
40
50
60
70
80
90
100
Total Aacutefrica Latinoamer
Hombres
Mujeres
0
1750
1141
5705
0
028
007
0035
0
759
589
2945
890
785
3925
260
154
077
010
009
0045
0
6303
7314
3657
0
20
40
60
80
100
Trabajo porcuenta ajena
Trabajo porcuenta propia
Residencia nolucrativa
Reagrupacioacuten Arraigo O tras Residencia
Latinoameacuterica
Aacutefrica
Total
Total
Trends
Decline in labour migration flows Increase EU residentsSame main continents and
nationalities of originLong stay immigrationIncrease of unemploymentDecline Social Security registrations
New challenges
Management migration as an structural phenomena or needIdentification of new shortages in labour market-Improvement of proceduresManagement of an increasing diversity in migration flowsManagement social diversity and complexitySocial cohesionCooperation in policy making process
Spanish migration policy
Global approach to migration
Four pillards
Management of migratory flows through legal migration channels
Fight against irregular immigration
Social integration of legal immigrants
Cooperation with countries of origin and transit
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
0
1750
1141
5705
0
028
007
0035
0
759
589
2945
890
785
3925
260
154
077
010
009
0045
0
6303
7314
3657
0
20
40
60
80
100
Trabajo porcuenta ajena
Trabajo porcuenta propia
Residencia nolucrativa
Reagrupacioacuten Arraigo O tras Residencia
Latinoameacuterica
Aacutefrica
Total
Total
Trends
Decline in labour migration flows Increase EU residentsSame main continents and
nationalities of originLong stay immigrationIncrease of unemploymentDecline Social Security registrations
New challenges
Management migration as an structural phenomena or needIdentification of new shortages in labour market-Improvement of proceduresManagement of an increasing diversity in migration flowsManagement social diversity and complexitySocial cohesionCooperation in policy making process
Spanish migration policy
Global approach to migration
Four pillards
Management of migratory flows through legal migration channels
Fight against irregular immigration
Social integration of legal immigrants
Cooperation with countries of origin and transit
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Trends
Decline in labour migration flows Increase EU residentsSame main continents and
nationalities of originLong stay immigrationIncrease of unemploymentDecline Social Security registrations
New challenges
Management migration as an structural phenomena or needIdentification of new shortages in labour market-Improvement of proceduresManagement of an increasing diversity in migration flowsManagement social diversity and complexitySocial cohesionCooperation in policy making process
Spanish migration policy
Global approach to migration
Four pillards
Management of migratory flows through legal migration channels
Fight against irregular immigration
Social integration of legal immigrants
Cooperation with countries of origin and transit
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
New challenges
Management migration as an structural phenomena or needIdentification of new shortages in labour market-Improvement of proceduresManagement of an increasing diversity in migration flowsManagement social diversity and complexitySocial cohesionCooperation in policy making process
Spanish migration policy
Global approach to migration
Four pillards
Management of migratory flows through legal migration channels
Fight against irregular immigration
Social integration of legal immigrants
Cooperation with countries of origin and transit
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Spanish migration policy
Global approach to migration
Four pillards
Management of migratory flows through legal migration channels
Fight against irregular immigration
Social integration of legal immigrants
Cooperation with countries of origin and transit
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Four pillards
Management of migratory flows through legal migration channels
Fight against irregular immigration
Social integration of legal immigrants
Cooperation with countries of origin and transit
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
New policy developments
I Legal framework changes
Amendment of Law Organic Law 22009 of December 11st on Rights and Freedoms of Aliens
in Spain and on their Social Integration amending the Organic Law 42000 of January 11st
I Regulation of Organic Law 42000 approved by Royal Decree 5572011 20 th april
II Political framework
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
I-Human Rights framework
Universal rights ( irrespective of administrative status)_Tittle I Constitution
Grading rights according to their administrative status
More guarantees to vulnerable immigrants
Equal opportunities and no discrimination principles
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Equal opportunities and no discrimination
Strategic Plan for Citizenship and Integration 2011-14
Integral actionsNational Strategy against racism and
xenophobiaNew integral law on no discriminationStrenghten Antidiscrimination Bodies
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Political participation
Right to vote in local elections
Agreements Colombia Chile Peruacute Paraguay Islandia Bolivia Ecuador Noruega Argentina Colombia Trinidad y Tobago Cape Vert New Zeland Uruguay
Low participation
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
II-Social Integration Reinforcement
New scenario Central point in spanish migration policy New provision in Law art2 New political framework PECI II (2011-2014) Approach-Definition of integration New challenges Diversity management and cohesion Mainstreaming services and policies Participation of actors and responsabilities
sharing
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Governance of Integration-Policies and tools
Strategic Plan for Citizenship and Integration 2011-14
Forum for the Integration of Immigrants
Spanish Observatory on Racism and Xenophobia
Support Fund for IntegrationMunicipalities Funding LinesNGO funding lines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
III-Strengthen migration management mechanisms
bull Spanish Immigration policy is linked to National Situation of Employement Immigration based on labour market needs
key tools
bull Shortage Occupations Listbull Collective workers recruitment at source
management
Key element
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
IV-Participation and cooperation in policy making
Key point Spanish migration policy consensus based
Channels Conferencia Sectorial de Inmigracioacuten
Comisioacuten Laboral Tripartita
Foro para la Integracioacuten de Inmigrantes
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
COMISIOacuteN LABORAL TRIPARTITA DE INMIGRACIOacuteN
1048766 Migration Labour policies concertation instrument
1048766Shortage Occupations Catallogue elaboration
1048766Propuesta de Contingente anual de Trabajadores extranjeros
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Forum for the integration of Immigrants
( civil society participation body)
Public Administration National level Regional level Local level
Immigrants and refugees associations
Social organizations Trade Unions Employers organization NGO
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Encouraging development
Bilateral agreements on migration
Return programmes
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Bilateral Agreements
Migratory Flows managementEcuador Colombia Moroco Dominica R
Mauritania
Framework Agreements on Cooperation issues (also named Second Generation Agreements)Gambia Guinea- Mali Cabo Verde Guinea-Bissau Niger
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Bilateral Migration Agreements
Collective management of hiring at source Stable minimum 1 year Temporary
bull Seasonal-9 monthsbull Industry and services-1 year
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Procedure
Employers request Public employment services ( local level) Tripartite Commision Ministry of Labour approved it yearly+flexibility
review Selection at source Residence and work authoritation Visa Training Social Security register
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Selection Process
Pre-selection normally authorities of the country of origin
Selection both Administrations and employers
Free of any charge -Principles of transparency no-discrimination and equal opportunities
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Management of migratory flows Rights and responsibilities
Rights and responsibilities in the framework of the hiring process
Responsibilities - Initial residence and work permit granted for foreigners is needed (employer) - Visa (employee) -Collective bargaining working conditions observation ( employer -Register with Social Security(employer) A-ccomodation and travel expenses ( employer) -Commitment to return ( employee)
Rights - Work contract signed - Information about work contract conditions including salary conditions - Information about workerrsquos rights and duties - Social Security (RampR) - Foreigner Identity Card (RampR) Incentives -Directky hiring -Advantageous situation for residence permit
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Bilateral Migration Agreements
Open regular migration channelsMigration management toolPromote regular migration cultureCooperation tool Sharing management responsability Migrants rights protectionTransfering know howEnhance labour markets complementarityAddress multidimensions of migration
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Some figures
Stable
Temporary
Total
0
10000
20000
30000
40000
50000
60000
70000
80000
Stable Total
2006
2007
2008
2009
2010
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Collective Hiring at sourceEquador
2004 2005 2006 2007 2008 2009 2010Estable 446 912 375 0 0Temporada 406 1239 1023 377 273Total 204 227 852 2151 1398 377 273
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Collective Hiring at source-Percentage-Ecuador
528
71
185
305 287
843
226
0
1
2
3
4
5
6
7
8
9
2004 2005 2006 2007 2008 2009 2010
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Collective hiring at sourceMorocco
EVOLUCIOacuteN DE LA CONTRATACIOacuteN EN ORIGEN
0
10000
20000
30000
40000
50000
60000
70000
2004 2005 2006 2007 2008 2009 2010
Marruecos Extrac Com Total
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Return Programmes
Foreign workers Voluntary Return Programme
Assisted Voluntary Return Programme
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Beneficiary Profile
NACIONALIDADES Mas destacadas
bull Ecuador 4290bull Colombia 1742bull Argentina 969bull Peruacute 840bull Brasil 530bull Chile 436bull Uruguay 366
bull SEXOndash Hombres
bull ESTADO CIVILndash Casado 42
bull EDADndash Tramo 31 a 50 antildeosACTIVIDADndash Construccioacutenndash Hosteleriacuteandash Servicio Domeacutestico ndash Comercio
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
Conclusions lessons learned from spanish experiences
Comprehensive approach Appropriate political and legal framework Useful instrument for reducing labour mismaches Key element stakeholders cooperation Trade Unions and employers organization involvement Coherence of policies external relations strategies
development cooperation and migrationmainstreaming migration
Partnership between countries of origin Enhance social cohesion through integration policies Need of cooperation in management international
migrationbull Internationalbull Regionalbull National
More information inhttpmtinextranjeroses
uadgexmtines
More information inhttpmtinextranjeroses
uadgexmtines
