Policy trends in a new migration scenario

1. Policy trends in a new migration scenario MINISTRY OF LABOUR AND IMMIGRATION SECRETARY OF STATE FOR IMMIGRATION AND EMIGRATION DIRECTORATE GENERAL OF IMMIGRATION Ginebra 22-23 september 2011

2. Countries of origin .-30 june 2011 Other Europe 142.800 2,78% North America 37.071 0,72% EU- AELC-EFTA 2.098.847 40,81% África 1.078.836 20,98% Asia 338.988 6,59% Central and South America 1.444.857 28,09 Oceanía 1.781 0,03%

3. Stock evolution

4. Inmigration by sex.-30 june 2011

6. Trends • Decline in labour migration flows • Increase EU residents • Same main continents and nationalities of origin • Long stay immigration • Increase of unemployment • Decline Social Security registrations

7. New challenges Management migration as an structural phenomena or need Identification of new shortages in labour market.-Improvement of procedures Management of an increasing diversity in migration flows Management social diversity and complexity Social cohesion Cooperation in policy making process

8. Spanish migration policy • Global approach to migration

9. Four pillards • Management of migratory flows through legal migration channels. • Fightagainst irregular immigration • Social integration of legal immigrants • Cooperation with countries of origin and transit

10. New policy developments • Legal framework changes • Amendment of Law : Organic Law 2/2009, of December 11st, on Rights and Freedoms of Aliens in Spain and on their Social Integration, amending the Organic Law 4/2000 of January 11st . • Regulation of Organic Law 4/2000 approved by Royal Decree 557/2011, 20 th april • II. Political framework

11. 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

12. Equal opportunities and no discrimination • Strategic Plan for Citizenship and Integration 2011-14 • Integral actions • National Strategy against racism and xenophobia • New integral law on no discrimination • Strenghten Antidiscrimination Bodies

13. Political participation • Right to vote in local elections • Agreements: Colombia, Chile, Perú, Paraguay, Islandia, Bolivia, Ecuador, Noruega, Argentina, Colombia, Trinidad y Tobago, Cape Vert, New Zeland, Uruguay • Low participation

14. II.-Social Integration Reinforcement • New scenario • Central point in spanish migration policy • New provision in Law: art.2 • 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

15. 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 Integration • Municipalities Funding Lines • NGO funding lines

16. Spanish Immigration policy is linked to National Situation of Employement. Immigration based on labour market needs. key tools: Shortage Occupations List Collective workers recruitment at source management Key element III.-Strengthen migration management mechanisms

17. IV.-Participation and cooperation in policy making • Key point: • Spanish migration policy: consensus based • Channels • Conferencia Sectorial de Inmigración • Comisión Laboral Tripartita • Foro para la Integración de Inmigrantes

18. COMISIÓN LABORAL TRIPARTITA DE INMIGRACIÓN • 􀂾 Migration Labour policies concertation instrument • 􀂾Shortage Occupations Catallogue elaboration 􀂾Propuesta de Contingente anual de Trabajadores extranjeros

19. 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

20. Encouraging development • Bilateral agreements on migration • Return programmes

21. Bilateral Agreements • Migratory Flows management: • Ecuador, Colombia, Moroco, Dominica R., Mauritania, • Framework Agreements on Cooperation issues (also named Second Generation Agreements) • Gambia , Guinea,- Mali ,Cabo Verde , • Guinea-Bissau ,Niger

22. Bilateral Migration Agreements • Collective management of hiring at source: • Stable: minimum 1 year • Temporary. • Seasonal.-9 months • Industry and services.-1 year

23. 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

24. 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 ..

25. 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 worker’s rights and duties • - Social Security (R&R) • - Foreigner Identity Card (R&R) • Incentives • -Directky hiring • -Advantageous situation for residence permit

26. Bilateral Migration Agreements • Open regular migration channels • Migration management tool • Promote regular migration culture • Cooperation tool • Sharing management responsability • Migrants rights protection • Transfering know how • Enhance labour markets complementarity • Address multidimensions of migration

27. Some figures

28. Collective Hiring at sourceEquador

29. Collective Hiring at source.-Percentage.-Ecuador

30. Collective hiring at sourceMorocco

31. Return Programmes • Foreign workers Voluntary Return Programme • Assisted Voluntary Return Programme

32. Beneficiary Profile NACIONALIDADES Mas destacadas • Ecuador: 4290 • Colombia: 1742 • Argentina: 969 • Perú: 840 • Brasil: 530 • Chile: 436 • Uruguay: 366 • SEXO • Hombres: • ESTADO CIVIL • Casado: 42% • EDAD • Tramo 31 a 50 años ACTIVIDAD • Construcción • Hostelería • Servicio Doméstico • Comercio:

33. 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 migration:mainstreaming migration • Partnership between countries of origin • Enhance social cohesion through integration policies • Need of cooperation in management international migration: • International • Regional • National .

34. More information in:http.mtin.extranjeros.esuadgex@mtin.es