-    Women and men migrant workers from CLM along the migration cycle: before migration, during migration in Thailand and when returning to CLM;

-    Private recruitment agencies and employers in CLMT;

-    Government of CLMT and ASEAN.

1.    National and regional policies and institutional capacities related to skills development, labour migration and ethical recruitment are more migrant-inclusive and gender-responsive, and better serve the needs of migrant workers and their employers;

2.    Women and men migrant workers have improved em-ployability across the labour migration cycle;

3.    Women and men migrant workers are more informed and protected at all stages of the migration.

Risultati principali attesi:  

1.1    Private sector has increased capacity to implement and comply with policies, good practices and international standards related to skills development, decent employment and safe migration for migrant workers;

1.2    Strengthened compliance with and implementation of ethical recruitment principles among recruiters, employers, Governments and CSOs;

1.3    Support to the development and implementation of evidence-based, migrant-centred and gender-responsive national and regional policies and frameworks, including enhanced collaboration between public and private sector;

2.1    Improved  access of migrant workers to skills development, certification and recognition at all stages of the migration cycle;

2.2    Enhanced mechanisms for jobs matching and referrals for returnee migrants;

2.3    Improved business skills and digital and financial literacy for migrant workers in CLMT;

3.1    Improved and more coordinated assistance and services for migrant workers; 

3.2    Improved access to information for migrant workers and their families

Risultati fasi precedenti:  

-    263,000 migrant workers received support such safe migration training, pre-departure and post-arrival orientation, protection and assistance, incl. related to COVID-19 crisis;

-    25,900 migrant workers across CLMT accessed to skills development and employment referral services;

-    680 private sector stakeholders engaged on skills development, decent work, and ethical recruitment for migrant workers in CLMT; 70 trainers received ToT on safe migration; 73 Private Recruitment Agencies (PRAs) across CLMT have enhanced their capacity to implement ethical recruitment practices;

-    Regional and national policies increasingly address skills development for migrant workers.

Lessons learnt: Exchange between various stakeholders at national and regional level has to be strengthened. Institutional capacity development of key stakeholders requests follow-up and coaching to make it more sustainable. It is important to differentiate between soft and technical skills.