Department

The Labour Migration Branch (MIGRANT), within the Conditions of Work and Equality Department (WORKQUALITY). MIGRANT is co-leading the ILO Fair Recruitment Initiative (FRI)with the Fundamental Principles and Rights at Work Branch (FUNDAMENTALS),

The internship will support the implementation of the ILO Fair Recruitment Initiative, at the occasion of its 10th Anniversary.

Since its launch on 2014 the FRI has been critical to ILO work in the area of the national and international recruitment of workers and added renewed impetus and visibility to this important topic and recognising, among others the critical link between abusive recruitment practice and higher risk of forced labour.

The initiative is grounded in international labour standards, global guidance, and social dialogue between governance institutions and actors of the labour market

The four-pronged approach of the FRIs implemented in close collaboration with governments, representative employers and workers’ organizations, the private sector and other key partners:

Pillar 1: Enhancing, exchanging and disseminating global knowledge on national and international recruitment processes

Pillar 2: Improving laws, policies and enforcement to promote fair recruitment

Pillar 3: Promoting fair business practices

Pillar 4: Empowering and protecting workers

Its centrepiece is the General Principles and Operational Guidelines for Fair Recruitment (GPOG), adopted in 2016 and complemented by the Definition of Recruitment Fees and Related Costs, adopted in 2018. These two documents constitute the most up-to-date, internationally agreed guidance in the area of recruitment.

The 10th anniversary of the launch of the FRI offers the opportunity to show progress, lessons learned and promising practices on fair recruitment, in line with ILO general principles and guidelines for fair recruitment, as well as to identifying gaps that remain to be addressed. This will also imply the need to make more visible the linkages of fair recruitment with other thematic areas related to labour migration and the eradication of forced labour, including in the context of the 10th anniversary of the ILO Forced Labour Protocol, P29. 2024 is therefore a critical year for the ILO to show progress on fair recruitment globally, identify emerging challenges and possible solutions and set the agenda for the years to come.

Learning Area

As an intern in the Labour Migration Branch of the ILO, you will be an integral part of a team in charge of the implementation of the Fair Recruitment Initiative. Throughout the internship you will become more familiar with ILO’s institutional and informal coordination mechanisms; enhance their technical knowledge about key concepts concerning decent work for migrant workers and how multilateral organizations are coordinating to further fair recruitment for migrant workers through different approaches; gain a deep sense of the ILO’s mandate on fair recruitment, migrant workers and labour migration and how to communicate messages on these issues to a wider audience; interact with other organizations that are working on fair recruitment, labour migration and forced labour, including private sector, employers and workers organizations; get acquainted with the work of a multi-disciplinary and multi-cultural team; further your skills in the areas of project implementation and evaluation, writing and communications, and monitoring and evaluation.

Under the direct supervision of the Migration Policy Specialist, and in close collaboration with FUNDAMENTALS’ Specialist on Forced Labour, you will gaining experience by supporting work of relevant specialists related to the following broad areas and tasks:

Knowledge generation, dissemination, and capacity building

• Development of technical materials (studies, guidelines, briefs, policy analysis, data collection and analysis, communication pieces, teaching materials) on different topics/priorities areas and directed at different audiences (e.g. governments, including legislators and enforcement authorities, workers organizations, business, media professional, academics);
• Capacity building and training materials on Fair Recruitment and forced labour, directed to government, trade union and employers’ organizations and contribute as resource person to relevant training and capacity building events.
• Document good practices and lessons learned from relevant projects and initiatives, including from the Global Business Network on Forced Labour
• External partners coordination, including under the umbrella of the MOU with University of Geneva and the Global Business school network for the development of relevant business-oriented materials.

Technical assistance, project monitoring and implementation

• Monitor progress against the FRI strategy 2021-25, including the monitoring of FRI workplan.
• Information and data collection from relevant projects, HQ and field offices to analyse progress in the implementation of the FRI and document results.
• Technical backstopping of relevant projects related to fair recruitment, forced labour and labour migration.
• Coordination and support to the FRI internal and external governance structure.

Advocacy and communication

• Support to the maintenance, functioning and expansion of the Global FRI Knowledge Hub.
• Conceptualization and organization of relevant events/materials to mark the 10th anniversary of the FRI, including its linkages with the campaign for the 10th anniversary of ILO Protocol No. 29
• Organization of the annual Global Media Competition on Labour Migration, including developing communication material, coordination among panel of judges, announcement of winners and disbursement of prizes

Education

Political or social science, economics, law, development studies, international relations, sustainable business management or other relevant discipline.The candidate should be enrolled in their final year of graduate degree programme or should have completed such a programme no longer than 1 years ago

Experience

Any relevant work experience and knowledge of labour migration/trafficking issues, including sustainable business management, would be an advantage

Languages

Excellent command of English (both written and oral). Good knowledge of a second working language of ILO (French or Spanish) would be an asset.

Competencies

Good communication skills, both written and verbal. Capacity to work on own initiative as well as cooperate as a team member. The ability to work in a multicultural and time sensitive environment, and gender-sensitive behaviour and attitudes are also required.

Additional requirements

Technical knowledge of digital communication/media platform would be an advantage.