Project Context and Scope
International Organization for Migration (IOM) is an intergovernmental organization that aims to advance understanding of migration issues, encourage social and economic development through its programmes and to uphold the human dignity and well-being of migrants.
Through the financial support of the Swiss Agency for Development and Coorporation (SDC), IOM in Ghana, in collaboration with the Ministry for Employment and Labour Relation(MELR), the Labour Department(LD) and members of the Labour Migration Thematic Working Group of the National Coordination Mechanism for Migration, is implementing a project to improve labour migration governance and ethical recruitment practices in Ghana. The project is implemented in parallel in Nigeria and Côte d’Ivoire and works closely with its partners in the targeted countries to contribute to creating better access to ethical recruitment channels and safe labour migration pathways. The project’s objective is to contribute to strengthening labour migration governance and prompting ethical recruitment practices in the targeted countries.
According to the 2019 third edition of the labour migration statistics report in Africa, there were an estimated 7.6 million international migrants residing in West Africa sub-region. This represented close to 29% of the total international migrant stock in Africa. Out of the 7.6 million migrants, 5.7 million were migrants of working-age, believed to have migrated in search of economic opportunities. In effect, this meant more than three quarters of migrants in West Africa were labour migrants. [1]
Thus, labour migration remains an important feature of migratory trends globally. However, findings from recent studies conducted by various entities including the International Organization for Migration (IOM), International Labour Organization (ILO), International Catholic Migration Commission (ICMC) and the African Regional Organisation of the International Trade Union Confederation (ITUC-Africa) show that young migrants in West Africa increasingly fall prey to exploitative recruiters, attracted by false promises of employment, high wages and decent working and living conditions.
Furthermore, migrants are asked to pay large sums of money to access these promised jobs, where in most cases, no jobs await them at their destination or differ completely from those initially promised, leaving them in situations of extreme vulnerability. Conversely, private sector companies often recruit workers through intermediaries in countries of origin often without assessing recruitment conditions that negatively impact workers in many instances [1].
In Ghana, the informality surrounding the operations PEAs is well documented. Despite the fact that policy makers are aware of this concerning trend, the absence of a legislative framework combined with limited capacities within the regulatory structure to monitor or enforce recruitment, has allowed recruitment agencies to operate in ‘grey zones. For example, the ban on direct-to-home recruitment in destinations in the Gulf, has compelled some recruitment agencies to operate informally, feeding corruption and desperation [2].
To better improve the labour market and address instances of unethical recruitment practices by some unscrupulous Private Employment Agencies (PEAs) and further the government’s objective to strengthen labour migration governance in Ghana, IOM and the government of Ghana, are seeking to carry out an assessment of the operations of PEAs, develop a code of conduct for PEAs in Ghana and elaborate an SOPs for engaging with business partners, sub agents and recruitment agencies. The identified consultant would be expected to work closely with the MELR, the LD, and the registered Private Recruitment Agencies, consulting social partners and relevant governmental entities.
Organizational Department / Unit to which the Consultant is contributing
Department: Labour Migration and Social Inclusion
Project Name: Improving Labour Migration Governance and Ethical Recruitment Practices in Ghana, Cote d’Ivoire and Nigeria
Project Code: LM.0549
Responsibilities
Tasks to be performed under this contract
1) An assessment of the operations of PEAs, including a gendered analysis of the various recruitment process that ensures no worker is held under conditions of forced or bonded labour, the imposition of illegal recruitment fees or illegal wage deductions, the illegal detentions of legal identity documents as well as various forms of threats.
2) Develop a code of conduct to guide the operations of PEAS in Ghana, articulating responsibilities of PEAs to stakeholders, recruitment for work outside Ghana, recruitment from overseas for work in Ghana, breach of the code of conduct, disciplinary procedures and sanctions for breach of the code of conduct.
3) Elaborate a due diligence SOPs for engaging with business partners, sub-agents and/or recruitment agencies in Ghana outlining key steps to inform job-seekers and minimize the risks of informal labour recruitment and provide information on how job seekers can find employment through licensed and regulated private recruitment agencies
Performance indicators for the evaluation of results
- A report on the assessment of the operations of PEAs in Ghana
- A code of Conduct for PEAs in Ghana
- A validated SOPs for engaging with recruitment agencies, business partners and sub agents
Qualifications
Education
A University degree in Migration Studies, Development studies, Economics, International Relations, and Law
Experience
- A minimum of five years of experience in migration governance in the West and Central Africa Region, most specifically on labour migration governance and ethical recruitment.
- Experiences in working with Ghanaian government actors and civil society.
- Demonstrated experiences in producing quality reports in the English language.
Skills
- Excellent oral and writing skills.
- Ability to conduct research, interpret information, identify, and analyse problems and propose solutions.
- Strong communication and negotiation capacities
- Excellent organizational skills and be detail oriented.
- Ability to work independently as part of a team.
- Proven knowledge of the migration context in Ghana is an advantage
Languages
- Fluency in English and any local language is preferred
Travel required
No
Required Competencies
IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.
Values – all IOM staff members must abide by and demonstrate these three values:
- Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
- Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
- Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
- Courage: Demonstrates willingness to take a stand on issues of importance.
- Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.
Core Competencies – behavioural indicators
- Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
- Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes. eZ8eU9o BVUcJh
- Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
- Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
- Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
Notes
- Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.
- Appointment will be subject to certification that the candidate is medically fit for appointment, verification of residency, visa, and authorizations by the concerned Government, where applicable. Vaccination against COVID-19 will be required for IOM personnel who are hired or otherwise engaged by IOM. As part of the mandatory medical entry on duty clearance, candidates may be requested to provide evidence of full vaccination. Consultants engaged to work on a home-based consultancy who do not need to travel do not need to provide vaccination records, regardless of the length of the consultancy contract.
- IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work.
- IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.
- IOM only accepts duly completed applications submitted through the IOM online recruitment system. The online tool also allows candidates to track the status of their application.
For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies
Required Skills
Labor Migration
More Information
- Job City Accra, Ghana
