The Mobility Challenge in Practice

1. The Mobility Challenge in Practice A mobility culture for workers: the social partners’ perspective SINTTAV Conference: Promoting Workers’ Mobility in the European Telecom and Media Sectors – Dialogue, Partnership and Action Liina Carr, International Secretary, the Confederation of Estonian Trade Unions (EAKL) LISBON, 27 January 2007

2. Workers’ mobility: terms Workers’ mobility is characterised by two terms: mobility and migration. • Mobilityis usually understood as any kind of movement of work/jobs or production from one region to another (includes movement from country to country) - interregional mobility- or within one region -intraregional mobility. • Migration is the geographical movement of people that necessitates a change in residency. Thus migration is more permanent than mobility.

3. Ideal conditions for free movement of workers • migration does not bring any expenses • migration is totally risk free • migrants have full and free information • migrants behave rationally • migrants are autonomous individuals without any social background • there are no obstacles to migration (legal, cultural, linguistic etc.).

4. Trends in mobility in EU

5. Trends in mobility of workers in the EU • Earlier mobility from South to North is replaced by returning to home country • Blue collar mobility replaced by white collar mobility • Mobility within companies • Permanent migration is replaced by temporary and short-term trips abroad (e.g. within various EU projects)

6. Factors influencing flows of workers’ mobility? • Demographic processes • Labour market situation • Income and salary differences • Geographical proximity • Existing migration traditions and networks • Cultural and linguistic barriers • Ethnic and political problems • Expectations and other factors

7. Effects of migration on country of origin • Increased mobility within a country • Money transfers of migrants, positive effects on home country’s economy (higher demand) • Reduces the need to train workers for certain occupations/jobs • Increased salaries in sectors with labour shortages

8. Effects of migration on the recipient country • Migration of white collar workers increases the employment rate, blue collar workers’ migration pushes local workers out of the labour market • Increased internal demand • Increased variety of goods and services • Assimilation problems increase alienation and crime and creation of ghettos • Social dumping and black labour market

9. Reports • Report on the Functioning of the Transitional Arrangements set out in the 2003 Accession Treaty (period 1 May 2004-30 April 2006) (http://ec.europa.eu/employment_social/key en.html) • European Citizen Action Service (ECAS) Report on the Free Movement of Workers - Who’s afraid of EU enlargement?2006 (http://www.ecas.org/file_uploads/1182.pdf)

10. A year after accession • The UK was the main destination for workers from new member states: Poles 56% (98 235), Lithuanians (26 145) 15%, followed by Czechs and Slovaks (7%) • Ireland: ca 40 000 Poles, 18 000 Lithuanians, 9 000 Latvians. • Altogether ca 450 000 Polish workers in the EU15. Main destination countries Germany (21%), the UK (21%), Italy (11%), Holland (7%) and Ireland (7%). • Portugal, Greece, Spain, Finland, Island and Norway and a little later also Italy ended the transitional periods for new member states.

11. Practice • Who needs mobility – workers, businesses, politicians? • What can trade unions do to facilitate mobility? • SAK Infopoint • Estonian and Finnish Nurses’ Unions • Polish trade unions’ cooperation with the TUC • Irish trade unions’ leaflets in 10 new languages • Closer cross-boarder cooperation between TUs • Posted workers and temporary employment agencies?