Webinaire sur "La création de partenariats pour la mobilité des compétences et de voies légales adaptées aux employeurs"

Rejoignez l'OIE, l'OCDE et le cabinet partenaire de l'OIE, Fragomen, Del Rey, Bernsen & Loewy, LLP, pour un webinaire sur un concept en constante évolution visant à combler les lacunes du marché du travail international par le biais de partenariats pour la mobilité des compétences, les 13 et 14 novembre (en anglais).

SESSION 1 (Americas) | Monday, 13 November | 12:00 EST / 17:00 GMT -- REGISTER NOW

SESSION 2 (Europe) | Tuesday, 14 November | 9:00 EST / 14:00 GMT -- REGISTER NOW

The Skills Mobility Partnerships (SMP) concept holds great promise but has reached a juncture at which meaningful employer engagement is necessary to drive it toward fruition. This webinar offers interested employers the opportunity to engage directly with those steering the SMP initiative and learn how the employer community can bring its ideas and needs into the forefront.

Government and industry leaders will provide an in-depth look at:

• An overview of Skills Mobility Partnerships and legal pathways
• The importance of employer involvement in building these pathways
• How companies are currently utilizing these pathways
• What next steps we can take as employers to aid in moving governments forward

WHO SHOULD ATTEND?

This event may be of interest to senior-level professionals in any industry facing skills shortages, including those in:

• Workforce planning, including Human Resources, Global Mobility and Talent Recruitment
• Immigration
• Organizations dedicated to placing skilled workers
• Corporate sustainability and responsibility

SPEAKERS

Session 1: Monday, November 13 (Americas)

• Jonathan Chaloff, Senior Policy Analyst, Organisation for Economic Co-operation and Development
• Bo Cooper, Partner, Fragomen
• Austin T. Fragomen, Jr., Chairman Emeritus, Fragomen
• Sarah Peterson, Partner, Fragomen
• Stéphanie Winet, Head of Stakeholder Engagement, International Organisation of Employers

Session 2: Tuesday, November 14 (Europe)

• Jo Antoons, Partner, Fragomen
• Hendrik Bourgeois, Vice President, European Government Affairs, Intel
• Jonathan Chaloff, Senior Policy, Analyst, Organisation for Economic Co-operation and Development
• Austin T. Fragomen, Jr., Chairman Emeritus, Fragomen
• Stéphanie Winet, Head of Stakeholder Engagement, International Organisation of Employers

Additional representatives are being added.

SUPPLEMENTAL INFORMATION 

Why talk about Skills Mobility Partnerships and Legal Pathways? 

• Faced with shrinking youth cohorts, a declining working-age population and rapidly evolving skills requirements, employers around the world see international recruitment as an essential channel for meeting skills needs, but one that is often difficult to use. 

• Regulatory barriers and complexity are one difficulty. Another is the challenge of identifying candidates with the right skills for shortage occupations and ensuring that their skills meet both the needs of employers and the requirements of immigration programmes. 

• Skills Mobility Partnerships intend to address the gaps between the skills employers need in one country and the skills available or to be developed in another country. Legal Pathways are lawful means for getting the skilled individual from a home country to a country that needs their talent. 

• Skills Mobility Partnership will help build pools of talent in countries, and the Legal Pathway ensures that an employer’s investment of time into that talent pool have a legal immigration road to the country where the employer needs the talent. 

• It’s about bringing together the skills gap conversation and the legal immigration conversation in a novel and compelling way. 

What are Skills Mobility Partnerships? 

• Skills Mobility Partnerships (SMPs) aim to solve this problem by bringing together stakeholders in origin and destination countries to fund the necessary skills assessment, training or skills bridging, using existing legal channels or taking advantage of channels created specifically for these partnerships. 

• Origin countries benefit by strengthening their skills development infrastructure and by having a surplus of trainees; employers in destination countries benefit by meeting their labour needs; and migrants benefit by receiving a higher return on their skills investment at lower risk and cost. SMPs also support regular migration management. 

• The Global Forum on Migration and Development (GFMD) Business Mechanism noted in 2017 that including the employer in the SMP would enable a "quadruple win". Furthermore, the Global Compact for Migration specifically calls for Skills Mobility Partnerships ("Objective 18"). 

Why is it important to involve employers? 

• Many of the SMPs developed to date have failed or remained small-scale and ineffective because they have neglected key employer concerns. In some cases, SMPs have involved employers late in the process or as an afterthought. 

• Without employers defining the requirements, however, it will not be possible to build SMPs that can be scaled up to be sustainable and play a meaningful role in meeting skills needs, provide mobility opportunities for skilled workers, and strengthen skills development in origin countries. 

• Some governments have been hesitant to adapt legal channels for SMPs in the absence of clear signals of employer willingness and capacity to make effective and appropriate use of them. 

How can employers help pave the Legal Pathways? 

• For the SMP process to work, it is essential – but not enough – to identify labour market needs in destination countries and to develop the needed skills in origin countries. Migration authorities in those destination countries must establish or expand legal migration pathways for employers to access workers. 

• Those pathways must be tailored to the skills sets and the industry sectors in need, and they must offer employers sufficient certainty of result, certainty of timing, and certainty of cost. 

• Some jurisdictions will have the flexibility to create or adjust those pathways readily; positive examples exist already. Other jurisdictions will be more limited in their flexibility or capacity to introduce pathways. 

• In either case, dialogue and exchange will be key to developing the necessary pathways. This goal of this webinar is to bring the viewpoint of employers more squarely into the exchange. 

What is the aim of this exchange with employers? 

This webinar will launch a process of exchange for SMP designers to hear first-hand from employers about the specific requirements that need to be met for the SMP concept to succeed. 

• What do employers expect in terms of skills, reliability and timeliness to participate in an SMP? 

• What should an SMP offer over current recruitment methods in order to answer employee needs? 

• What assurances do employers need that the quality of training is sufficient? How should training in the origin countries be designed to meet expectations of employers in destination countries? 

• What is the relationship between legal channels available for international recruitment and employers’ criteria for SMPs? 

How will the information gathered through these exchanges be used? 

• A synthesis document will be prepared by the OECD Secretariat. Key findings will be provided at the GMFD Summit in January 2024. 

• This could serve as a tool for dialogue with governments to develop appropriate programmes that incorporate the priorities of employers.