practicalities: if you have questions or topics you would like

2

PRACTICALITIES:

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Responsible Recruitment (RR)

Recruitment difficulties,

“Recruiting Responsibly” more complex.

✓ In the recruitment process, we can see that many labor issues find their roots.

✓ Workers are being exploitated even before they enter the factories.

✓ Migrants and refugees are the most vulnerable people to these practices (RR).

✓ Neither the customers nor the employers are aware of this.

Responsible Production (RP)

✓ “Responsible Production” becoming more important in supply chains globally.

✓ It is not only about our goods but also related to environment, the region, continents as well as our customers.

✓ It begins form energy usage to water consumption and even to chemical management.

Responsible Recruitment (RR) & Production (RP)

RR & RP

1. Mapping Supply Chain

2. Identify the Risks

3. Define Actions and Remediation

4. Continuous

Improvement

5. Stakeholder Engagement

Dünyadaki Mevcut Çatışma Bölgeleri ve Mülteci Sayıları

Numbers

Numbers

▪ Established on December 14, 1950 by the United

Nations General Assembly.

▪ The agency is mandated to lead and co-ordinate

international action to protect refugees and resolve

refugee problems worldwide.

United Nations High Commissioner for Refugees

Strives to ensure that everyone can

exercise the right to seek asylum and

find safe refuge in another State, with the

option to:

▪ return home voluntarily

▪ integrate locally

▪ resettle in a third country

Mission of UNHCR

• Refugees are forced to flee due to;

➢ threat of persecution

➢ lack of protection of their own country.

• A migrant may leave own country for many reasons;

➢ not related to persecution,

➢ for the purposes of employment, family reunification or study.

➢ A migrant continues to enjoy the protection of his or her own government,

even when abroad.

Refugee vs Migrant

• Advocacy

• Protection

• Camp Management

• Resettlement

• Education

• Livelihoods and Economic Inclusion

• End Statelessness

• SGBV

• Shelter, Health

• Environment, Disasters and Climate Change

• Cash Based Interventions

What does UNHCR do?

Global Compact on Refugees

• Accepted on 17 December 2018 by UN

General Assembly

• 181 Members voted for

4 key objectives:

• Ease the pressures on host countries;

• Enhance refugee self-reliance;

• Expand access to third-country

solutions;

• Support conditions in countries of origin

for return in safety and dignity

• Loss of livelihoods

• Not being able to meet basic needs (food, hygiene, rent, bills)

• Access to personal protective equipment

• Refugee entrepreneurs

• Shrinking private sector

• Seasonal agricultural work

Covid-19 Pandemic

Humanitarian – Development Nexus

Lately, humanitarian and development actors came together with the adoption of 2030

Sustainable Development Goals and these goals provided a pathway for the actors to

design the interventions not only to meet basic needs but also to minimize the risks and

vulnerabilities of the affected population

• UNHCR, advocates effective and inclusive implementation of Sustainable Development

Goals

• Builds partnerships according to the goals and prioritizations

• Designs inclusive interventions for persons of concern

Humanitarian – Development Nexus

Approach

UNHCR Livelihoods Unit plays an important role to strengthen the nexus through working on;

Securing individuals’ basic needs

Supporting transition from aid dependency to self-reliance

Strengthening access to livelihoods opportunities

Supporting employment and entrepreneurship

Approach

• Growth Potential

• Labor Gap

• Right link of the value chain

• Decent work

• Host community members

• Equal Opportunities

How Do We Work?

UNHCR

Private Sector

Public Sector

NGOs

Collaboration with the Public Sector

Equal access to national systems:

MoFLSS work permits, information dissemination, advocacy

Frequently Asked Questions, Reference Information on Working Life

VQA – certification, translation of National vocational standards and qualifications

MoNE - Capacity strengthening for PECs

How Do We Work?

• A1, A2 B1 Level language training

Language Training

• Automotive

• Textile

• Furniture

• Agriculture

• Manufacturing

• Services

Vocational Training

• Workplace health and safety

• CV preparation

• Work culture

• Interview techniques

Skills Building Training

• Work permit support

• Information dissemination

• İŞKUR registrations

Access to Labour Market

Skills Development Training

• Skills development: CV preparation, interview techniques, sales and marketing, job fairs

• More than 8000 beneficiaries reached since 2016

Vocational Training

Technology Training

▪ SAP, Oracle, Cisco, Android, Raspberry, Arduino

Bursa Yıldırım Municipality

• Apparel training for women beneficiaries

Bursa Yıldırım Municipality

Bursa Yıldırım Municipality

Zeytinburnu Municipality AKDEM

• Apparel training for women

• Training on the production of backpacks, school bags and women's

handbags

Zeytinburnu Municipality AKDEM

ANKARA METROPOLITAN MUNICIPALITY

ANKARA METROPOLITAN MUNICIPALITY

ANKARA METROPOLITAN MUNICIPALITY

ANKARA METROPOLITAN MUNICIPALITY

ANKARA METROPOLITAN MUNICIPALITY

ANKARA METROPOLITAN MUNICIPALITY

EntrepreneurshipTotal: 9.460 Companies

2781

166

489

1257

1599

1764

1503

1595

749

230

Number of Syrian Companies

Entrepreneurship

UNHCR Support

206 Bnf

537 Bnf

Business Registration Support

Entrepreneurship Grant

• 4,981 beneficiaries were provided with

entrepreneurship training

Agriculture Programme

• First large scale agriculture programme

with FAO

• 2017, 2018, 2019 – Training provided for

more than 3000 beneficiaries

• Theoretical and on-the-job training

• Employment and private sector support

▪ Companies

➢Multinationals and their supply chains

➢Turkish companies

▪ Chambers

▪ Organized Industrial Zones

▪ Business Associations

Collaboration with the Private Sector

UNHCR provides,

▪ Work permit support

▪ Work permit fee support

▪ Matching labour supply and demand

▪ Work place safety and labour law training

▪ Support on İŞKUR incentives

▪ Joint programmes

Collaboration with the Private Sector

What to Do from Refugee Perspective?

Hiring

15 January 2016 Temporary Protection 26 April 2016 International Protection

Buying from refugee-owned companies or inclusive organizations

More than 8000 refugee-owned business – investment more than $, 10% of total employment

Different sectors

Trade capacity

Selling intermediate or final products to refugee-owned business

Spotting right strategies - Price and distribution

What to Do from Refugee Perspective?

Production according to refugee needs

Different vulnerabilities, different needs

Providing training and apprenticeship programmes

Vocational, life-skills, and workplace health and safety training

Awareness raising

Information dissemination on rights and responsibilities

Adding inclusiveness in company’s corporate strategy

Sustainability

Increasing social cohesion

Important Points to Consider

Protection

Consider legal framework

Limitations against movement – build the right strategy on the demand-side

Different skill-sets – adaptation of refugee skills and efficiency

Improve social cohesion in the workplace

Numbers & Figures

93,028

79,874

13,153Counselling onWork Permits andAccess to LabourMarket

Counselling onEntrepreneurshipand Business Set-up

48

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83,718

Thank You

Responsible Recruitment & Production (Bangladesh Perspective)

Saiful Millat

Network Representative - amfori Bangladesh

Migration/ Immigration

Migrant = temporary movement. Immigrant = permanent residency. *

Due to the geographical location and socio-economic position of Bangladesh, there are 3 types of people movement:

1. Migrate to middle east, far east and also to Europe

2. Domestic travel – from farthest districts to the capital and/ or industrial cities for work purpose.

3. Rohingya people from Myanmar migrating to Bangladesh since 2017 * *

From Bangladesh

Few Facts about workers from Bangladesh:

• About 8M Bangladeshis work in the Middle Eastern countries and many more globally (Unaccounted)

• Bangladesh is the 3rd highest recipient of remittance in South Asia in 2019 and 11th highest recipient globally.

• Millions of low-skilled migrant workers are vulnerable to recruitment malpractices, including exorbitant recruitment costs, discrimination & abuse.

Domestic migration

Few Facts about domestic migration:

• Travel is easier due to the size of the country and Transportation has significantly improved over last 2 decades.

• Language & culture are apparently same, with nonsignificant dialect and life style habits. Many move in to the vicinity of the work station.

• Nevertheless, disparity is not uncommon although not widely reported.

Rohingya Issue

What did amfori do?

Roundtable Discussions with high level stakeholders todiscuss Rohingya issue among others.

What more amfori did?

• 2017: 16 organizations including the then FTA - Foreign Trade Association, the FLA, the ETI & APFA expressed their concerns in a joint letter to the President of Myanmar and in meetings with government ministers.

• 2018: 2 High level multi stakeholder roundtable meeting at Dhaka in respect of Rohingya’s rights and amfori and it’s members’ concerns.

• 2019: Initiated a research work and prepared a brief paper for members on Rohingya’s situation and how it affects business.

• 2018 -2019: Delivered 10 capacity building workshops for amfori members and producers on Responsible Recruitment.

• 2020: Delivered 2 capacity building workshops (Rest on hold

due to the pandemic)

Precarious Employment

• ‘No Precarious Employment’ is an important principle in the amfori BSCI code of conduct.

• All amfori members and producers are required to follow this CoC and the Local Laws.

• The notions are : Skilled workers are hard to find and Labour laws are becoming tighter.

• This aids to ensure fair labour practices and right worker for the job

• And stops - Child labour, Forced/ Bonded Labour, Discrimination, Abuse etc.

Thanks

Contact: saiful.millat@amfori.org

69

KARBEL KONFEKSİYON

- Responsible Recrutment and Production -

Who We Are?

70

71

Who We Are

72

What We Produce

73

COMPETENCE, SPECIAL

ORDERS, SMALL QUANTITIES,

FLEXIBLE PRODUCT RANGE

WAGE SUBSIDIES, LOWER

COST, YOUNG WORKERS,

IMMIGRANT WORKERS

Our Facilities

74

2009Joined to

BSCI

2016Began towork with

International Brands

2018Hired SocialCompliance Responsible

2019Rated with A

Our Story in amfori BSCI

2020New audit in November

75

• We have attended to amfori BSCI workshops

• And worked together with CSR related departments

✓ Top management

✓ Human resources

✓ Occupational health and safety

✓ Administrative affairs

✓ Production

On the contrary of the general practice, in our factory not

only CSR team but also the other departments worked

together.

How We Achieved Rating “A”

76

amfori BSCI Workshops

amfori Guidances & Roundtables

77

Responsible RecruitmentWhy We Work & Register Refugees?

▪Work Force is decreasing at apparel industry.

▪Qualified and talented workers are needed.

▪As Syrian Refugees are living in Turkey, it is better to have them at work.

▪It is helpful both for them and the society. Win - Win.

▪Unregistered work creates unfair competition. We believe in FAIR TRADE.

78

Responsible Recruitment

79

KARBEL EMPLOYEES – 2020

EMPLOYEE FACTORY MEN WOMEN TOTAL

WHITE COLLAR ISTANBUL 74 76 150

URFA 6 1 7

BLUE COLLAR ISTANBUL 178 72 250

URFA 179 71 250

TOTAL 437 220 657

FORIEGN BLUE COLLAR EMPLOYEES

ISTANBUL URFA

MEN WOMEN MEN WOMEN

SYRIAN 3 1 7

MOLDOVIAN 1

TURKOMAN 1

4 2 7 0

Responsible Recruitment

80

INCENTIVES

ON – the – JOB TRAINING PROGRAM

TURKISH EMPLOYMENT AGENCY ( İŞKUR)

2019 2020

TURKISH SYRIAN TURKISH SYRIAN

KARBEL

ISTANBUL

24 5 7 3

KARBEL

URFA

15 15 8 1

Advantages of Karbel Urfa

▪Already familiar to live with Syrians.

▪Working with Syrian employees from the establishment year – 2014.

▪Government has incentives at this areas.

81

✓ Providing trainings on OHS and all employment functions to all employees

✓ Current grievance mechanisms have been introduced to all employees

✓ For foreign employees, separate worker representatives have been selected for grievances.

✓ All trainings have been provided in their local language.

✓ All disciplinary principles have also been explained to all workforce.

✓ CSR team follow up this process for sustainability and take the necessary actions.

The benefits of this mechanisms created more transparency for us and allowed to take the actions immediately for sustainability.

82

Responsible RecruitmentIntegration of Refugees into the Workforce

Covid-19 Pandemic

✓ Orders have been decreased by our customers due to Covid-19, and this effected us not to recruit new employees, even the refugees.

✓ In order to join to the new programs, we have to waitfor the more certain environment and new orders.

83

Responsible RecruitmentChallenges of Recruitment of Refugees

Contact:

KARBEL KONFEKSIYON SAN. veTIC. A.Ş

Orta Mahalle Maltepe Caddesi NO:20/22

Bayrampaşa / İstanbul / TURKEY

Tel: +90 212 482 11 62

Fax: +90 212 481 03 39

e-mail: getintouch@karbel.com

ozlem.guneyli@karbel.com

84

What amfori has done?

TURKEY

Müge Tuna Kurt

Sept 24, 2020

Responsible Recruitment (RR)

For refugees:

✓ 2014: amfori informed all members about Syrian refugees and explained theimportance of the issue.

✓ 2015: amfori organised a roundtable for Syrians.

✓ 2015: amfori and its members worked together for lobbying for the regulation ofwork permits of Syrians.

✓ 2016: First guidance document has been prepared, translated into Turkish andArabic and shared with all members and producers.

✓ 2017 Feb: amfori organized a briefing session for BSCI participants, producers,auditing companies and non members in collaboration with UNHCR and otherNGOs.

Responsible Recruitment (RR)

For refugees:

✓ 2017 March: amfori organized a round table in Hamburg and brought togetheramfori BSCI participants, UN agencies, NGOs and other relevant parties to launchan initiative to improve the working conditions.

✓ 2017 April: amfori, other associations and 20 apparel and footwear brands signed aletter to President calling for adjustment to the work permit programme.

✓ 2017 August: amfori updated its guidance package.

✓ 2018: amfori conducted a survey for the current status analysis and made decisionsfor the needs.

✓ 2019: amfori has organized a forum in Istanbul and appx. 100 participants includingmembers, producers, NGOs, UN agencies were present. The supports that havebeen provided by the relevant organizations have been introduced.

Responsible Recruitment (RR)

For refugees:

✓ 2019: Revision of Guidance Document

✓ 2019: Created of new guidance as an Index for incentives provided by severalinstitutions and translation of it.

✓ 2019: Co-event with MUDEM on “Integration of Asylum Seelers and Refugeesin Turkey to the Labor Market” 76 participants were available and manyparticipants form MoFLSS, Turkish Employment Agency, ILO, ASAM.

✓ 2019: Participation to UNHCR & ILO Co-event

✓ 2020: Stakeholder Engagament with MoFLSS, Govermental Bodies, TurkishEmployment Agency, UNHCR, ILO Turkey Office, United Work and MUDEMfor the collaboration of recruting responsibly of refugees as well as Turkishcitizens.

Responsible Recruitment (RR)

For refugees:

Leaflet

✓ Responsible Recruitment to end the worker exploitation

▪ Including recommendaitons for the members and solutions.

Responsible Recruitment (RR)

For gender equality:

✓ 2019: Conducting together “16 Day Activism Campaign” with ASAM(Association for the Solidarity for Asylum Seekers and Migrants) on genderequality and reached out to 300 female workers including managers andowners: In 1991, 23 women from different regions of the world, despite alltheir differences, came together to create a global women's rights movement.As of that day, each year starting on November 25 and ending on December10, during a 16-day Activism Campaign, survivors and activists come togetherto make their voices heard, to raise international awareness about thesystematic nature of violence against women, to build solidarity byestablishing cross-cultural bridges, to stand up together and break the cycleof violence.

Responsible Recruitment (RR) & Production (RP)

RR & RP

1. Mapping Supply Chain

2. Identify the Risks

3. Define Actions and Remediation

4. Continuous

Improvement

5. Stakeholder Engagement

Responsible Recruitment (RR) & Production (RP)

Working collaboratively contributes to UNSDGs.

Thanks

Müge Tuna Kurt

Network Representative TURKEY

muge.tuna@amfori.org

+90 535 747 67 90