Sri Lanka’s Female Migrant Workers: Flying Abroad on Borrowed Time
With the recent launch of the National Policy and Action Plan on Migration for Employment (2023-2027), it is timely to draw up a picture of Sri Lankan returnee female migrant workers and the socio-economic nuances that determine the ultimate decision-making of these women to migrate and/or reintegrate. This blog sheds light on the hidden struggles of such returnee female migrant workers to identify areas for potential policy actions, especially regarding economic reintegration, drawing on a recent IPS study investigating the skills, aspirations, and reintegration challenges of return migrant workers.
Skills Beyond Borders: Are Sri Lankan Returnee Migrant Workers Equipped for Migration Triumph?
Returnee migrant workers often possess a wealth of knowledge and skills acquired during their time overseas, leading them to feel adequately equipped for the global job market. However, in today’s rapidly evolving international job market, adaptability and acquiring new skill sets are essential for sustained career growth. Relying solely on existing skills can lead to complacency and hinder long-term prospects. On the other hand, continuous up-skilling can open doors to more stable and higher-earning employment opportunities. As Sri Lanka unveils its Labour Migration Policy 2023-2027, it is timely to shed light on the importance of skill development for re-migration.
Good Riddance to the FBR: What Next to Increase Migrant Remittances to Sri Lanka?
The decision by the Cabinet to partially lift the Family Background Report (FBR) requirement for female migrants is long overdue and a welcome move to promote female labour migration from Sri Lanka. The FBR policy was introduced in June 2013 to restrict females with children under the age of five and to discourage females with older children from taking up foreign employment. The FBR initially covered only female domestic worker departures but in August 2015, this was expanded to cover all females. As a result, from 2013 onwards the dominance of women among worker departures declined significantly. The partial removal of this discriminatory requirement is likely to increase female departures by enabling women to decide independent of their maternal status while minimising delays and vulnerability in the recruitment process. However, to reap the desired outcome of more remittances, the new stock of females departing for foreign employment in the absence of the FBR must be convinced to remit through formal channels.
Youth Migration: Challenges and Opportunities for Sri Lanka
A great deal of discussion is underway on what appears to be the latest wave of migration from Sri Lanka. While the exact scale and nature of youth migration remain unclear, the costs of brain drain dominate these discussions. The brain drain concern is valid, yet focusing on it alone can limit our understanding of the complex implications of migration. This blog argues that apart from its challenges, youth migration can also present some surprising opportunities for socio-economic development if strategically managed.
Black, White and Grey Markets: The Dynamics of Foreign Exchange and Remittances in Sri Lanka
Despite the pandemic and related difficulties in remitting, inward remittances to Sri Lanka had picked up by December 2020 to record year-over-year growth of 5.8 %, contrary to all expectations. The reasons for such a quick rebound include catching up on postponed remittances, accumulated terminal employment benefits and savings-related remittances of migrant workers laid off due to the pandemic, receipt of counter-cyclical remittances from less frequent remitters and the shift from informal to formal channels. In the current context of the foreign exchange crisis in Sri Lanka, the latter is the most critical factor to focus on.
Demystifying Hawala/Undiyal – The Not So Dismal Science:[…] believed that informal fund transfer operations in Sri Lanka have expanded considerably due to the wide gap between the…