The role of migrant skills in shaping tomorrow’s workforce

GENEVA (ILO News) – Labour migration is expanding rapidly, and with it, the need for skilled workers. Recent ILO global estimates on international migrant workers indicate that there were nearly 168 million migrants in the global labour force in 2022. International migrants represented 4.3 per cent of the global working-age population (aged 15 and over) in 2022 and accounted for 4.7 per cent of the global labour force*.

But behind the numbers lies a deeper challenge: how to ensure that migration benefits both the workers and their destination countries. With many migrant workers employed in low-skill jobs, Hofmann points out that labour migration is not just a matter of finding work, but of making sure the right skills are utilized. “A migrant is someone who changes their usual place of residence. International migrant workers do so to get a job, and hopefully a decent job. And that’s the group of people the ILO is concerned with”, Hofmann says.

One of the biggest issues faced by migrant workers is the underutilization of their skills and qualifications. Hofmann refers to this phenomenon as "brain waste", where skilled workers take on jobs far below their qualification level. She gives the example of this by saying a trained technician who may end up working as a helper or a trained veterinarian as a taxi driver. This skills mismatch can prevent migrant workers from achieving their full potential and slows down the development of their host countries.

To address these challenges, there is a growing need for migration policies that align with the skills demanded by destination countries. Hofmann emphasizes the importance of coherent governance, noting, “It’s very important for countries to align their migration, employment, and education policies... So that means that their migration governance, that includes the work visa policies and other services that countries offer, align with the skill needs identified”.

Countries like Chile are already taking steps in this direction. Chile’s “Valora” programme allows workers to have their prior learning recognized and awards formal qualifications, regardless of their migrant status. Hofmann, acknowledging this, showcases how accessible skills recognition systems can empower migrant workers.

The most promising policy options for addressing employment outcomes for migrants require a multifaceted approach. “The ILO’s role is not to promote labour migration per se, but to help make it fair for workers, employers, and governments”, Hofmann says. She emphasizes that effective migration policies must be underpinned by robust labour market information and skills anticipation systems that align with skills demand while avoiding shortages in countries of origin. 

Migrant workers also need access to critical services, including education and training. In addition, improving the portability of skills through recognition systems that enhance transparency and comparability of qualifications is essential. Mutual recognition of prior learning systems is a vital component, with initiatives like the ILO and OECD’s current assessment of feasibility of a global taxonomy for skills and occupations signalling progress in this area. The role of the private sector in addressing migration and skills challenges is critical. Employers are uniquely positioned to identify the skills gaps that need to be filled and can help shape policies to support migrant workers. As Hofmann explains, “Employers and their organizations are very important partners in all stages. They need to inform about skill needs for their operations... and be involved in discussions on labour migration policies”.

While the loss of skilled workers to migration, known as the “brain drain”, poses a challenge for countries of origin, it can also create opportunities. Hofmann suggests that this issue can be mitigated. “Studies show that skilled migration often has positive impacts on countries of origin, especially if remittances are sent and used for investments or if diaspora workers create business links with local firms”, she explains.

Hofmann shares an inspiring story from Ethiopia, where returning domestic workers were able to use the skills they had learned abroad to find new opportunities at home. One of the individuals who returned from abroad was able to apply the IT skills she acquired while working in a household. With business training and a startup loan, she opened an internet café, which now employs three people and is set to expand.

As the global landscape evolves, so too must the policies surrounding labour migration. Hofmann stresses the need for more sustainable, inclusive migration frameworks. “When countries enter into skills partnerships and conclude bilateral labour migration agreements, they absolutely need to be based on social dialogue and negotiated with workers’ and employers’ organizations in both countries”, she notes. Without this tripartite engagement, Hofmann warns, many migration schemes may struggle to deliver long-term results.

The ILO continues to work with partners to ensure that migration systems are fair and effective, making the most of migrant workers' skills while fostering global growth and inclusion. 

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Article by Emilie Smith, Communications Intern, Department Management Coordination Unit (DMCU)/ ILO Employment Policy, Job Creation and Livelihoods Department.

*Source: 
* International Labour Office, ILO Global Estimates on International Migrant Workers: International Migrants in the Labour Force, Fourth edition, Geneva: International Labour Office, 2024.