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Key questions
- Is the EU able to attract the skills it needs?
- Who wants to come to the EU?
- What can be done at the EU level to improve the
POLICY IN EUROPE Attractiveness, Evaluation, Recommendations from a - - PowerPoint PPT Presentation
POLICY IN EUROPE Attractiveness, Evaluation, Recommendations from a - - PowerPoint PPT Presentation
REVIEWING LABOUR MIGRATION POLICY IN EUROPE Attractiveness, Evaluation, Recommendations from a Joint OECD-European Commission research project Jean-Christophe Dumont and Jonathan Chaloff International Migration Division Directorate for
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Permanent immigration by category of entry or of status change into selected OECD countries, 2013
0,0 0,2 0,4 0,6 0,8 1,0 1,2 1,4 1,6 1,8 % of the population
Other Free movement Work
Europe receives as many new permanent immigrants as the United States
Source: OECD (2015), International Migration Outlook.
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The higher the education level, the less likely non-EU migrants are to live in the EU
EU/EEA; 50% United States; 45% Other OECD; 5%
Low
EU/EEA; 32% United States; 45% Other OECD; 23%
High
EU/EEA; 39% United States; 48% Other OECD; 13%
Medium
Distribution of non-EU migrants by education level and destination, stock and intentions
Observed 2010/11
Source : DIOC 2010/11, 25-64 EU/EEA 37% United States; 29% Other OECD; 34%
EU/EEA,
42% United States; 41% Other OECD; 17%
EU/EEA 38%
United States; 41% Other OECD; 20%
Intentions 2011
Source : Gallup World Surveys , 18+
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The EU is the preferential destination for European and sub-Saharan high-educated potential migrants
0,1068 0,2238 0,2349 0,3069 0,3221 0,4559 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% EU/EEA North America & Oceania Latin America & Caribbean Middle East & North Africa Asia Sub-Saharan Africa Other Europe
EU/EEA United States Other OECD Non-OECD
Region or country preferred by potential migrants, high-educated only, by region of origin, 2011
Source: Gallup surveys 2011-2014, Gubert and Senne (2016). Extrapolated using sampling weights. Figures exclude intra-EU/EEA mobility
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The EU attracts international students but struggles to retain them
Number of international students by destination, 2000-12, excluding intra-EU mobility
100 200 300 400 500 600 700 800 900 2000 2005 2010 2011 2012 Thousands EU United States Japan Canada EEA Australia/New Zealand
Source: OECD Education database
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Potential employers have a negative view on attractiveness and retention
Source: WEF (2014), Global Competitiveness Report 2014-2015, World Economic Forum, Geneva.
Executives in EU Member States perceive greater difficulty in attracting and retaining talent than many other OECD destinations, 2013-14
2 2,5 3 3,5 4 4,5 5 5,5 6 6,5 Attract talent Retain talent Worst Best
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What role for labour migration policies?
This is where EU level policy can make a difference The objective is to regain a comparative advantage Coordination & cooperation can provide value added if one takes advantage of
Size Diversity Economies of scale Outreach/Branding
The scope for national policies to make a difference is shrinking
Most OECD countries have converging favourable policies for the “best and brightest” (e.g. facilitation of 2-steps migration, attractive packages, active promotion campaign) … … leaving employers and migrants to make choices with less influence of public policy on international recruitment
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Policies have addressed most categories, but in a rigid framework
Duration of policy process for recent legal migration directives
1999 2001 2003 2005 2007 2009 2011 2013 2015 2017 2019
Long-term residence Students Researchers EU Blue Card Single permit Seasonal workers Intra-company transfers
Duration from first official mention to proposal by the Commission Duration to adoption Duration to transposition deadline Duration to final transposition Revised proposal
EU achieved a great deal in setting common standards … but national schemes are still perceived as more flexible and efficient for attracting and retaining talents
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More needs to be done to support migration management and mobility
- Improve the framework for recognition of qualifications for TCNs
- Reinforce related support and mobility (portability) procedures
- Develop and reinforce EU-wide job-matching databases
- Link databases with compatible labour migration channels
Improve the general framework
- Standardise application forms for labour migrants
- Strengthen the EU Immigration Portal (gateway for initial
contact) Streamline procedures
- Build more flexibility into the regulatory cycle
- Develop the labour migration component in mobility
partnerships Increase adaptability of the regulatory framework
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EU “branding” should be improved
Improve the general framework Streamline procedures
- Certain EU permits (e.g., Blue Card, Long Term
Residence) granting priority access to border crossing points
- Promote and prioritise status change to EU permits
- Increase outreach in origin countries through EU
diplomatic presence Develop active promotion
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EU permits should offer clearer benefits
Improve the general framework Streamline procedures Develop active promotion
- Increase opportunities for intra-EU mobility
- Build a bridge between EU permits within and
across Member States Build an attractive package
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EU permits should offer clearer benefits
Improve the general framework Streamline procedures Develop active promotion Build an attractive package
- Lower salary threshold
- …
Reform the Blue Card
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The Blue Card salary threshold should be lowered
Share of gross full-time earnings above national threshold for the Blue Card (and similar permits in non-Blue Card EU Member States), tertiary-educated only
source: EU-SILC, G-SOEP(German). * refers to lower thresholds for shortage occupations. Tertiary ≤ 29 of LU* & DE* not above reliability threshold.
10 20 30 40 50 60 70 80 90 LT SK BG EL FR EE HR SE HU PL FI CZ LV BE ES* EE* ES SI HU* NL AT DE LU DE* IT DK PT UK LU* IE DE* Total Under age 30
In addition to a lower threshold, there should be separate income thresholds for younger workers and new EU graduates
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EU permits should offer clearer benefits
Improve the general framework Streamline procedures Develop active promotion Build an attractive package
- Lower salary threshold
- Reduce required contract duration, waiting period prior to mobility
- Waive labour market tests for labour migrants changing status into
the Blue Card
- Faster access to EU Long Term Resident status
- Develop a “Blue-Card-Ready” pool of pre-qualified candidates
Reform the Blue Card
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For further information: www.oecd.org/migration jean-christophe.dumont@oecd.org jonathan.chaloff@oecd.org
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