Ciett members and their commitment to ethical recruitment Sandro - - PowerPoint PPT Presentation

01 April 2014

Ciett members and their commitment to ethical recruitment

Sandro Pettineo, Ciett Policy Advisor

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Ciett at a glance

Founded in 1967 Represents 137.000 companies (203.500 branches), the industry employs 624.500 internal staff and more than 40 million a yearly basis worldwide Only association representing the private employment services industry:

• at large (brings together 50 countries)
• in its diversity (uniting 8 of the largest multinational staffing companies as well as

hundreds of thousands of SMEs)

Represents the full spectrum of HR services: temporary agency work, recruitment, executive search, outplacement, training Recognised as such by international organisations (e.g. ILO, European Union, OECD), key stakeholders (e.g. IOE, ITUC, academic world) and national governments

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A global confederation

South America

Argentina Brazil Chile Colombia Peru

Europe

Austria Belgium Bulgaria Czech Republic Denmark Estonia Finland France Germany Greece Hungary Ireland Italy Latvia Lithuania Luxembourg Macedonia Netherlands

Southern Asia

Australia Indonesia India Philippines New Zealand Viet Nam (Nepal) Singapore

Africa

Morocco South Africa Zambia Norway Poland Portugal Romania Russia Slovakia Slovenia Spain Sweden Switzerland Turkey UK

Northern Asia

China Japan South Korea

North America

Canada Mexico USA

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Corporate Members

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Ciett’s long-term objectives

To protect and promote the interests of private employment services in order to enhance their sustainable growth To create the most suitable legal environment for the private employment services industry to operate in To promote and increase quality standards within the private employment services industry To improve the understanding of the reality of the private employment services industry, especially by gaining recognition for its positive contribution to a better functioning labour market

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What does Ciett do?

Advocating

(safeguarding interests)

• Lobbying
• Positioning
• Social dialogue

Capacity building

(market development)

• Membership

development

• Sharing practices
• Advising

governments

Educating

(authority & expertise)

• Conferences
• Data collection
• Dissemination
• Networking

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Ciett added value to members

Getting fit regulation Opening up new markets Sharing practices & knowledge Accessing market data & research Improved image & quality label Reaching

• ut global

stakeholders Capacity building

Safety wall for controversial issues

Ciett’s commitment to fair recruitment

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Ciett code of conduct

All Ciett members abide to the Ciett Code of Conduct principles, which aims at providing high quality services to:

• Jobseekers
• Companies

The key principles include:

• No fees to be charged to jobseekers
• Non discrimination against agency workers,
• Providing access to training,
• No replacement of strikers by agency workers,
• Promotion of social dialogue as an appropriate way to
• rganise the industry

The code of conduct applies to all Ciett members, and national federations ensure that it is applied and implemented in the operations of their own members

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No-fees to jobseekers prevents abuses

In particular, the principle of no fee charging to jobseekers is key in preventing the risk of workers being exploited in forced labour or trafficking

• Having the jobseekers pay for the fees associated

to finding an employment increases their risk to be exposed to debt and vulnerability

User companies should pay the fee for the employment services that they request, thus guaranteeing that workers don’t have to incur debt The principles of the Ciett code of conduct are based on the provisions of ILO Convention on Private Employment Agencies, 1997 (No. 181)

Image: ILO indicators of forced labour

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Other initiatives on fair recruitment

The issue of ethical recruitment is increasing in importance. There are many initiatives as well as international principles that aim at ensuring ethical cross-border recruitment practices as a way to fight forced labour and human trafficking

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How to make this work?

All these initiatives build on international standards to fight forced labour and human trafficking, and to various degrees they all deal with cross-border recruitment through private employment agencies However, in order for these initiatives on ethical recruitment to be successful, there are two key conditions to be met:

• 1. Further ratifications/adherence to ILO Convention on Private Employment Agencies,

1997 (No. 181) and its accompanying Recommendation No. 188

• 2. Better organisation of the private employment agencies industry in every country by

establishing national federations committed to fair recruitment

Achieving appropriate regulation

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ILO Convention No. 181

The Convention is key to achieve appropriate regulation for PrEAs, which means regulation that:

• Takes advantage of the positive

contribution of private employment agencies in the labour market

• Ensures protection of workers by

preventing fee charging and fostering freedom of association and collective bargaining

Adopting regulation modeled on the Convention ensures a level-playing field for the operations of the private employment agencies and a way to get rid of mala fide operators The code of conduct – which is based

• n the Convention – binds Ciett

members only in countries where there is no regulation BUT it does not prevent other

• perators to charge fees, retain

passports, etc.

Freedom to provide services Protection of agency workers

No fees to be charged to agency workers (art. 7) Freedom of association and right to collective bargaining are protected Allow and regulate the services of PrEAs (art 2.3) The convention recognises the role

• f PrEAs in a well

functioning labour market

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Key features of appropriate regulation on PrEAs

Convention No. 181

• Triangular relationship recognised
• Licensing/certification is rule
• Safegarding fredoms of

association/negotiating

• No discrimination
• Respecting privacy
• No fee from workers
• Attention for migrant workers
• No child labour
• Complaint procedures
• Protection of workers’ rights
• Promotion cooperation public/private

Recommendation No. 188

• Written contracts
• No strike-breaking
• No workers for ‘risky’ jobs
• Duty to inform ‘migrant workers’
• No acceptance of

discriminating job orders

• Positive action
• No non-functional registrations
• Rules for recruiting
• Qualified people
• Free mobility
• Cooperation public/private employment

services

The role of national federations

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The virtuous circle to improve regulation on PrEAs

Regulation on PrEAs is affected by:

• The image of the industry
• The level of social acceptance
• Employment protection

At the same time, regulation also influences the image and social acceptance, creating a cycle This is why it is necessary to establish national federations:

• To improve regulation and image of the

industry

• To ensure that its members are operating

ethically

Employment protection Image Social acceptance

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Regulation: From reject to respect

Illegality Grey zone

• Hostility &

rejection of this new form of work relationship

Legal recognition

• Containment
• f an

unpopular industry, as a last resort HR provider

Social tolerance

• AW

accepted by trade unions, if properly regulated

Normative acceptance

• Useful tool

for labour market policies

Societal acceptance

• AW as an

acceptable work alternative

Full recognition

• AW as a

desirable choice for work

No regulation Coercitive regulation CLAs in addition to existing law Lifting restrictions

Social partners to define regulation

Relevant regulation

Argentina Brazil China Morocco Russia South Africa India Pakistan Bangladesh Algeria Tunisia Namibia Uruguay Venezuela Japan Germany Nordics Italy Portugal Spain Canada France Belgium Australia Netherlands UK USA

The timeline evolution of AW acceptance

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National federations drive the transition from reject to respect

Governance Strategy Membership Advocacy Members services

SOCIAL DIALOGUE

A key element in securing Acceptable regulation

IMAGE

Part of the solution … not the problem

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Strong national federations of PrEAs improve regulation and recruitment practices

Capacity building and training for central employers’

• rganisations and national federations for PrEAs are

central to help develop a sound environment for the industry to operate Having a strong national federation of PrEAs will improve relations with the government, trade unions and other stakeholders, which will benefit both the regulatory framework and the image of the industry.

Roundtable in Georgia, 2013

Ciett, together with the ILO International Training Centre, helps new and developing national federations with training modules, roundtables, and exchanges with more mature federations on appropriate regulation:

• Ciett organised capacity building events in 2012 in Russia, in 2013 in Georgia and in

Malaysia

Ciett is committed to strengthening national federations of PrEAs as a way to achieve better regulation and ensure ethical recruitment practices in line with the Ciett code of conduct and C181