Post on 01-Oct-2021
2
PRACTICALITIES:
If you have questions or topics you would like
to raise please write them in the question box
of the webinar tool.
If you wish to speak please “raise your hand” in
the tool and we will give you the mic.
NOTE: For training purposes the webinar is recorded. By joining this
webinar you are agreeing to be recorded.
Quick test of webinar functionality
Raise your hand to say if you can hear us
We will un-mute one of you to check that the mic is working
Responsible Recruitment (RR)
Recruitment difficulties,
“Recruiting Responsibly” more complex.
✓ In the recruitment process, we can see that many labor issues find their roots.
✓ Workers are being exploitated even before they enter the factories.
✓ Migrants and refugees are the most vulnerable people to these practices (RR).
✓ Neither the customers nor the employers are aware of this.
Responsible Production (RP)
✓ “Responsible Production” becoming more important in supply chains globally.
✓ It is not only about our goods but also related to environment, the region, continents as well as our customers.
✓ It begins form energy usage to water consumption and even to chemical management.
Responsible Recruitment (RR) & Production (RP)
RR & RP
1. Mapping Supply Chain
2. Identify the Risks
3. Define Actions and Remediation
4. Continuous
Improvement
5. Stakeholder Engagement
Dünyadaki Mevcut Çatışma Bölgeleri ve Mülteci Sayıları
Numbers
Numbers
▪ Established on December 14, 1950 by the United
Nations General Assembly.
▪ The agency is mandated to lead and co-ordinate
international action to protect refugees and resolve
refugee problems worldwide.
United Nations High Commissioner for Refugees
Strives to ensure that everyone can
exercise the right to seek asylum and
find safe refuge in another State, with the
option to:
▪ return home voluntarily
▪ integrate locally
▪ resettle in a third country
Mission of UNHCR
• Refugees are forced to flee due to;
➢ threat of persecution
➢ lack of protection of their own country.
• A migrant may leave own country for many reasons;
➢ not related to persecution,
➢ for the purposes of employment, family reunification or study.
➢ A migrant continues to enjoy the protection of his or her own government,
even when abroad.
Refugee vs Migrant
• Advocacy
• Protection
• Camp Management
• Resettlement
• Education
• Livelihoods and Economic Inclusion
• End Statelessness
• SGBV
• Shelter, Health
• Environment, Disasters and Climate Change
• Cash Based Interventions
What does UNHCR do?
Global Compact on Refugees
• Accepted on 17 December 2018 by UN
General Assembly
• 181 Members voted for
4 key objectives:
• Ease the pressures on host countries;
• Enhance refugee self-reliance;
• Expand access to third-country
solutions;
• Support conditions in countries of origin
for return in safety and dignity
• Loss of livelihoods
• Not being able to meet basic needs (food, hygiene, rent, bills)
• Access to personal protective equipment
• Refugee entrepreneurs
• Shrinking private sector
• Seasonal agricultural work
Covid-19 Pandemic
Humanitarian – Development Nexus
Lately, humanitarian and development actors came together with the adoption of 2030
Sustainable Development Goals and these goals provided a pathway for the actors to
design the interventions not only to meet basic needs but also to minimize the risks and
vulnerabilities of the affected population
• UNHCR, advocates effective and inclusive implementation of Sustainable Development
Goals
• Builds partnerships according to the goals and prioritizations
• Designs inclusive interventions for persons of concern
Humanitarian – Development Nexus
Approach
UNHCR Livelihoods Unit plays an important role to strengthen the nexus through working on;
Securing individuals’ basic needs
Supporting transition from aid dependency to self-reliance
Strengthening access to livelihoods opportunities
Supporting employment and entrepreneurship
Approach
• Growth Potential
• Labor Gap
• Right link of the value chain
• Decent work
• Host community members
• Equal Opportunities
How Do We Work?
UNHCR
Private Sector
Public Sector
NGOs
Collaboration with the Public Sector
Equal access to national systems:
MoFLSS work permits, information dissemination, advocacy
Frequently Asked Questions, Reference Information on Working Life
VQA – certification, translation of National vocational standards and qualifications
MoNE - Capacity strengthening for PECs
How Do We Work?
• A1, A2 B1 Level language training
Language Training
• Automotive
• Textile
• Furniture
• Agriculture
• Manufacturing
• Services
Vocational Training
• Workplace health and safety
• CV preparation
• Work culture
• Interview techniques
Skills Building Training
• Work permit support
• Information dissemination
• İŞKUR registrations
Access to Labour Market
Skills Development Training
• Skills development: CV preparation, interview techniques, sales and marketing, job fairs
• More than 8000 beneficiaries reached since 2016
Vocational Training
Technology Training
▪ SAP, Oracle, Cisco, Android, Raspberry, Arduino
Bursa Yıldırım Municipality
• Apparel training for women beneficiaries
Bursa Yıldırım Municipality
Bursa Yıldırım Municipality
Zeytinburnu Municipality AKDEM
• Apparel training for women
• Training on the production of backpacks, school bags and women's
handbags
Zeytinburnu Municipality AKDEM
ANKARA METROPOLITAN MUNICIPALITY
ANKARA METROPOLITAN MUNICIPALITY
ANKARA METROPOLITAN MUNICIPALITY
ANKARA METROPOLITAN MUNICIPALITY
ANKARA METROPOLITAN MUNICIPALITY
ANKARA METROPOLITAN MUNICIPALITY
EntrepreneurshipTotal: 9.460 Companies
2781
166
489
1257
1599
1764
1503
1595
749
230
Number of Syrian Companies
Entrepreneurship
UNHCR Support
206 Bnf
537 Bnf
Business Registration Support
Entrepreneurship Grant
• 4,981 beneficiaries were provided with
entrepreneurship training
Agriculture Programme
• First large scale agriculture programme
with FAO
• 2017, 2018, 2019 – Training provided for
more than 3000 beneficiaries
• Theoretical and on-the-job training
• Employment and private sector support
▪ Companies
➢Multinationals and their supply chains
➢Turkish companies
▪ Chambers
▪ Organized Industrial Zones
▪ Business Associations
Collaboration with the Private Sector
UNHCR provides,
▪ Work permit support
▪ Work permit fee support
▪ Matching labour supply and demand
▪ Work place safety and labour law training
▪ Support on İŞKUR incentives
▪ Joint programmes
Collaboration with the Private Sector
What to Do from Refugee Perspective?
Hiring
15 January 2016 Temporary Protection 26 April 2016 International Protection
Buying from refugee-owned companies or inclusive organizations
More than 8000 refugee-owned business – investment more than $, 10% of total employment
Different sectors
Trade capacity
Selling intermediate or final products to refugee-owned business
Spotting right strategies - Price and distribution
What to Do from Refugee Perspective?
Production according to refugee needs
Different vulnerabilities, different needs
Providing training and apprenticeship programmes
Vocational, life-skills, and workplace health and safety training
Awareness raising
Information dissemination on rights and responsibilities
Adding inclusiveness in company’s corporate strategy
Sustainability
Increasing social cohesion
Important Points to Consider
Protection
Consider legal framework
Limitations against movement – build the right strategy on the demand-side
Different skill-sets – adaptation of refugee skills and efficiency
Improve social cohesion in the workplace
Numbers & Figures
93,028
79,874
13,153Counselling onWork Permits andAccess to LabourMarket
Counselling onEntrepreneurshipand Business Set-up
48
,47
9
Em
plo
ym
en
t su
pp
ort
8,0
52
La
ng
ua
ge
C
ou
rse
s
13
,41
8T
echnic
al and
Vocatio
nal
Tra
inin
gs
8,7
20
Skill
s B
uild
ing
T
rain
ing
s
5,0
49
En
tre
pre
ne
usr
hip
Tra
inin
gs
83,718
Thank You
Responsible Recruitment & Production (Bangladesh Perspective)
Saiful Millat
Network Representative - amfori Bangladesh
Migration/ Immigration
Migrant = temporary movement. Immigrant = permanent residency. *
Due to the geographical location and socio-economic position of Bangladesh, there are 3 types of people movement:
1. Migrate to middle east, far east and also to Europe
2. Domestic travel – from farthest districts to the capital and/ or industrial cities for work purpose.
3. Rohingya people from Myanmar migrating to Bangladesh since 2017 * *
From Bangladesh
Few Facts about workers from Bangladesh:
• About 8M Bangladeshis work in the Middle Eastern countries and many more globally (Unaccounted)
• Bangladesh is the 3rd highest recipient of remittance in South Asia in 2019 and 11th highest recipient globally.
• Millions of low-skilled migrant workers are vulnerable to recruitment malpractices, including exorbitant recruitment costs, discrimination & abuse.
Domestic migration
Few Facts about domestic migration:
• Travel is easier due to the size of the country and Transportation has significantly improved over last 2 decades.
• Language & culture are apparently same, with nonsignificant dialect and life style habits. Many move in to the vicinity of the work station.
• Nevertheless, disparity is not uncommon although not widely reported.
Rohingya Issue
What did amfori do?
Roundtable Discussions with high level stakeholders todiscuss Rohingya issue among others.
What more amfori did?
• 2017: 16 organizations including the then FTA - Foreign Trade Association, the FLA, the ETI & APFA expressed their concerns in a joint letter to the President of Myanmar and in meetings with government ministers.
• 2018: 2 High level multi stakeholder roundtable meeting at Dhaka in respect of Rohingya’s rights and amfori and it’s members’ concerns.
• 2019: Initiated a research work and prepared a brief paper for members on Rohingya’s situation and how it affects business.
• 2018 -2019: Delivered 10 capacity building workshops for amfori members and producers on Responsible Recruitment.
• 2020: Delivered 2 capacity building workshops (Rest on hold
due to the pandemic)
Precarious Employment
• ‘No Precarious Employment’ is an important principle in the amfori BSCI code of conduct.
• All amfori members and producers are required to follow this CoC and the Local Laws.
• The notions are : Skilled workers are hard to find and Labour laws are becoming tighter.
• This aids to ensure fair labour practices and right worker for the job
• And stops - Child labour, Forced/ Bonded Labour, Discrimination, Abuse etc.
69
KARBEL KONFEKSİYON
- Responsible Recrutment and Production -
Who We Are?
70
71
Who We Are
72
What We Produce
73
COMPETENCE, SPECIAL
ORDERS, SMALL QUANTITIES,
FLEXIBLE PRODUCT RANGE
WAGE SUBSIDIES, LOWER
COST, YOUNG WORKERS,
IMMIGRANT WORKERS
Our Facilities
74
2009Joined to
BSCI
2016Began towork with
International Brands
2018Hired SocialCompliance Responsible
2019Rated with A
Our Story in amfori BSCI
2020New audit in November
75
• We have attended to amfori BSCI workshops
• And worked together with CSR related departments
✓ Top management
✓ Human resources
✓ Occupational health and safety
✓ Administrative affairs
✓ Production
On the contrary of the general practice, in our factory not
only CSR team but also the other departments worked
together.
How We Achieved Rating “A”
76
amfori BSCI Workshops
amfori Guidances & Roundtables
77
Responsible RecruitmentWhy We Work & Register Refugees?
▪Work Force is decreasing at apparel industry.
▪Qualified and talented workers are needed.
▪As Syrian Refugees are living in Turkey, it is better to have them at work.
▪It is helpful both for them and the society. Win - Win.
▪Unregistered work creates unfair competition. We believe in FAIR TRADE.
78
Responsible Recruitment
79
KARBEL EMPLOYEES – 2020
EMPLOYEE FACTORY MEN WOMEN TOTAL
WHITE COLLAR ISTANBUL 74 76 150
URFA 6 1 7
BLUE COLLAR ISTANBUL 178 72 250
URFA 179 71 250
TOTAL 437 220 657
FORIEGN BLUE COLLAR EMPLOYEES
ISTANBUL URFA
MEN WOMEN MEN WOMEN
SYRIAN 3 1 7
MOLDOVIAN 1
TURKOMAN 1
4 2 7 0
Responsible Recruitment
80
INCENTIVES
ON – the – JOB TRAINING PROGRAM
TURKISH EMPLOYMENT AGENCY ( İŞKUR)
2019 2020
TURKISH SYRIAN TURKISH SYRIAN
KARBEL
ISTANBUL
24 5 7 3
KARBEL
URFA
15 15 8 1
Advantages of Karbel Urfa
▪Already familiar to live with Syrians.
▪Working with Syrian employees from the establishment year – 2014.
▪Government has incentives at this areas.
81
✓ Providing trainings on OHS and all employment functions to all employees
✓ Current grievance mechanisms have been introduced to all employees
✓ For foreign employees, separate worker representatives have been selected for grievances.
✓ All trainings have been provided in their local language.
✓ All disciplinary principles have also been explained to all workforce.
✓ CSR team follow up this process for sustainability and take the necessary actions.
The benefits of this mechanisms created more transparency for us and allowed to take the actions immediately for sustainability.
82
Responsible RecruitmentIntegration of Refugees into the Workforce
Covid-19 Pandemic
✓ Orders have been decreased by our customers due to Covid-19, and this effected us not to recruit new employees, even the refugees.
✓ In order to join to the new programs, we have to waitfor the more certain environment and new orders.
83
Responsible RecruitmentChallenges of Recruitment of Refugees
Contact:
KARBEL KONFEKSIYON SAN. veTIC. A.Ş
Orta Mahalle Maltepe Caddesi NO:20/22
Bayrampaşa / İstanbul / TURKEY
Tel: +90 212 482 11 62
Fax: +90 212 481 03 39
e-mail: getintouch@karbel.com
ozlem.guneyli@karbel.com
84
What amfori has done?
TURKEY
Müge Tuna Kurt
Sept 24, 2020
Responsible Recruitment (RR)
For refugees:
✓ 2014: amfori informed all members about Syrian refugees and explained theimportance of the issue.
✓ 2015: amfori organised a roundtable for Syrians.
✓ 2015: amfori and its members worked together for lobbying for the regulation ofwork permits of Syrians.
✓ 2016: First guidance document has been prepared, translated into Turkish andArabic and shared with all members and producers.
✓ 2017 Feb: amfori organized a briefing session for BSCI participants, producers,auditing companies and non members in collaboration with UNHCR and otherNGOs.
Responsible Recruitment (RR)
For refugees:
✓ 2017 March: amfori organized a round table in Hamburg and brought togetheramfori BSCI participants, UN agencies, NGOs and other relevant parties to launchan initiative to improve the working conditions.
✓ 2017 April: amfori, other associations and 20 apparel and footwear brands signed aletter to President calling for adjustment to the work permit programme.
✓ 2017 August: amfori updated its guidance package.
✓ 2018: amfori conducted a survey for the current status analysis and made decisionsfor the needs.
✓ 2019: amfori has organized a forum in Istanbul and appx. 100 participants includingmembers, producers, NGOs, UN agencies were present. The supports that havebeen provided by the relevant organizations have been introduced.
Responsible Recruitment (RR)
For refugees:
✓ 2019: Revision of Guidance Document
✓ 2019: Created of new guidance as an Index for incentives provided by severalinstitutions and translation of it.
✓ 2019: Co-event with MUDEM on “Integration of Asylum Seelers and Refugeesin Turkey to the Labor Market” 76 participants were available and manyparticipants form MoFLSS, Turkish Employment Agency, ILO, ASAM.
✓ 2019: Participation to UNHCR & ILO Co-event
✓ 2020: Stakeholder Engagament with MoFLSS, Govermental Bodies, TurkishEmployment Agency, UNHCR, ILO Turkey Office, United Work and MUDEMfor the collaboration of recruting responsibly of refugees as well as Turkishcitizens.
Responsible Recruitment (RR)
For refugees:
Leaflet
✓ Responsible Recruitment to end the worker exploitation
▪ Including recommendaitons for the members and solutions.
Responsible Recruitment (RR)
For gender equality:
✓ 2019: Conducting together “16 Day Activism Campaign” with ASAM(Association for the Solidarity for Asylum Seekers and Migrants) on genderequality and reached out to 300 female workers including managers andowners: In 1991, 23 women from different regions of the world, despite alltheir differences, came together to create a global women's rights movement.As of that day, each year starting on November 25 and ending on December10, during a 16-day Activism Campaign, survivors and activists come togetherto make their voices heard, to raise international awareness about thesystematic nature of violence against women, to build solidarity byestablishing cross-cultural bridges, to stand up together and break the cycleof violence.
Responsible Recruitment (RR) & Production (RP)
RR & RP
1. Mapping Supply Chain
2. Identify the Risks
3. Define Actions and Remediation
4. Continuous
Improvement
5. Stakeholder Engagement
Responsible Recruitment (RR) & Production (RP)
Working collaboratively contributes to UNSDGs.
Thanks
Müge Tuna Kurt
Network Representative TURKEY
muge.tuna@amfori.org
+90 535 747 67 90