Juan Carlos, a farmer, has established an effective team of Senegalese seasonal workers for the harvest seasons, moving around Spain according to the seasons and crops. This group, mostly resident in northern Spain, is informed by Juan Carlos about harvest times and, prior to recruitment, contracts and administrative registrations are arranged, while also securing their accommodation in Juan Carlos’ village.
Despite language challenges, communication is facilitated through more fluent Spanish-speaking team members, and the working relationship has strengthened over the years, creating an efficient working environment and high performance. Juan Carlos has not only focused on work inclusion, facilitating accommodation and social integration in the village, but has also skilfully managed the dynamics of multicultural teams. Challenges, such as accommodation and communication, have been overcome through organisation and the establishment of a strong working and social relationship between migrant and local workers.
Juan Carlos is a farmer who, together with his father, has been managing a farming operation involving the harvesting of olive trees, a crop that requires experienced labour and has been hard to find in recent years. Juan Carlos not only works his own land but also provides services to other farmers in the area during the harvest season.
Olive harvesting is a crucial agricultural activity that requires meticulous planning and execution. It involves several phases such as pre-harvest preparation, where teams are organised and roles are defined; harvesting, which can be carried out using manual and mechanised techniques; efficient transport of the olives to storage or processing points. Efficiency in olive harvesting is ensured through detailed planning that considers optimal maturity of the olives, availability and training of labour, transport logistics, preparation of equipment, and maintenance of quality and safety in all processes. Clear communication and collaboration between workers, especially in multicultural teams, are vital to ensure a harmonious and productive workflow.
Seasonal workers: 10 migrants and 2 nationals.
The reasons and motivations for the migrant worker integration initiative in the case of Juan Carlos focus mainly on the need for experienced and skilled labour for the olive harvest, which is a laborious task and requires people with experience in field work. In recent years, it has been a challenge to find skilled local labour to work in the fields, which has made Senegalese workers, who are used to working in the fields all year round, a valuable solution to ensure the efficiency and effectiveness of the harvest.
The working relationship built over the years with this group of workers has facilitated a harmonious and effective working operation, where everyone knows their tasks and performs them with great efficiency and performance.
In addition, good management has enabled Juan Carlos to offer services to third parties in the region, allowing for longer campaigns and better remuneration for migrant workers, creating a mutually beneficial and sustainable working environment for both the employer and the migrant employees.
The strengthened relationship also favours positive integration and harmonious coexistence between national and migrant workers.
Juan Carlos works closely with another farmer to coordinate and manage various logistics related to migrant workers, particularly accommodation. Together, they work to ensure that the workers have a place to stay during the harvest season, in addition to coordinating other aspects that may be necessary for the migrants’ stay and work in the region. The cooperation between Juan Carlos and this farmer is essential to facilitate the integration and proper accommodation of migrant workers, ensuring that their basic needs are met and creating a functioning and welcoming working environment.
He is also supported by the Migrant Group leader, who acts as a vital link between Juan Carlos and the migrant workers. The leader is essential for communicating information between Juan Carlos and the workers, ensuring that the latter are informed about the details of the work, such as dates and expectations. In addition, he facilitates communication and problem solving in the workplace, especially given that some workers may have a limited command of Spanish. The leader can also help coordinate the group’s movements, ensuring that they arrive at the workplace as agreed and helping to manage any problems or concerns that may arise during the period of employment.
Juan Carlos, has implemented a comprehensive process to include Senegalese migrant workers in the olive harvests. This process begins with a communication and employment agreement between him and the leader of the group of migrant workers, coordinating dates and logistics for the season.
Then, together with a farmer collaborator, he organises accommodation and transport, while all administrative formalities for labour contracts and registrations are handled. Throughout the season, Juan Carlos not only works closely with the workers, assigning tasks and supervising, but also facilitates integration and social interaction between the migrant workers and the local community.
He fosters a cohesive and friendly working environment between migrant and local workers, managing conflicts and providing constant feedback. In turn, social inclusion is fostered by allowing workers to participate in village life.
At the end of the season, procedures are reviewed and evaluated, preparing for future collaborations, creating a sustainable and mutually beneficial circle of employment and social and labour inclusion.
In the case of Juan Carlos and his team of Senegalese seasonal workers, the main impact on the management of multicultural teams is remarkably positive and educational for both parties involved. Juan Carlos and his father pioneered the incorporation of migrant labour in the region, establishing a solid and efficient working relationship with the Senegalese team, characterised by mutual understanding and cultural respect.
The synergy between migrant and local workers has been strengthened thanks to a management that values and celebrates diversity, as well as sharing knowledge and experiences across cultures. Team cohesion, even in the context of language barriers, has been strengthened, creating a working environment where each member feels valued and respected.
This multicultural management has enabled Juan Carlos to offer services to third parties in the region, which prolongs work campaigns and offers better wages for migrant workers, fostering continuous and fruitful cooperation between all parties involved.
The successful inclusion of multicultural teams like this one can serve as a model for integration and cooperation in the agricultural sector.
Juan Carlos has made significant impacts on the labour inclusion of Senegalese migrant workers in his farm. Through inclusive practices and close collaboration, it has created a work environment where migrants are not only employed, but also integrated and valued as an integral part of the team and the community.
Communication has been crucial in this process; although some of the workers have a limited command of Spanish, effective means of communication and mediation have been established through those who have a better command of the language. Juan Carlos works side by side with the team, providing direction and coaching on tasks, as well as learning from the skills and experiences that the migrant workers bring.
Although there is staff turnover, many workers return each year between November and February, indicating a positive and ongoing working relationship. This collaboration has made it possible not only to meet labour needs during the harvest seasons but also to facilitate a workspace where the culture and skills of migrants are recognised and valued, promoting labour inclusion and setting a standard of mutual respect and cooperation.
Juan Carlos has fostered a remarkable social inclusion of migrant workers in the rural environment in which their agricultural activity takes place. By providing accommodation in the village, workers have the opportunity to integrate into the daily life of the locality, participating in the local society and economy, such as shopping and using local services.
This presence not only allows migrant workers to immerse themselves in the local culture and social practices, but also facilitates the multicultural enrichment of the local community, promoting a two-way cultural and social exchange. Despite possible linguistic or cultural obstacles, workers become part of village life during the harvest season, building relationships and, in some cases, friendships.
This approach not only validates the labour contribution of migrant workers, but also recognises and celebrates their value and presence in the community, fostering a sense of belonging and inclusion, which is crucial to their well-being and social development during their stay.
The issue of accommodation initially emerged as a significant obstacle, given the arrival of a large number of workers. The solution was achieved through organization, Juan Carlos and another farmer jointly coordinated the accommodation, ensuring that all workers had a safe and comfortable place to stay.
Another notable challenge was the language barrier, particularly with those workers who were new to the team and had limited knowledge of Spanish. However, the more fluent team members facilitated communications, ensuring effective interactions and fostering a harmonious working environment.
Juan Carlos, for his part, implemented management characterised by presence and active collaboration, working together with the team, facilitating mutual learning and establishing a space where mutual respect and understanding were a priority, thus allowing for collective problem solving, always with a focus on common wellbeing.
In the context of Juan Carlos and his team of Senegalese seasonal workers, a training emphasis for owners like Juan Carlos could be focused on cross-cultural management and advanced communication skills to bridge potential language and cultural gaps. Furthermore, understanding administrative procedures, legal requirements, and workers’ rights concerning migrant labor is vital to ensure compliance with regulations and to provide fair and equitable working conditions. Additionally, training on conflict resolution might enhance the capability to mediate disagreements or misunderstandings within a multicultural workforce. Juan Carlos’ approach of working alongside his team is commendable and owners might benefit from training that enhances on-the-ground management and practical leadership skills in diverse team environments.
Given that some of the Senegalese workers have language barriers, language training is an important need. This could be extended to include specific terminologies used in the agricultural sector and during their tasks. Furthermore, providing understanding and knowledge about Spanish legal and administrative systems will empower them in rights awareness and self-advocacy. Considering that they have crucial expertise in agriculture, recognizing and perhaps certifying these skills would enhance their employability and acknowledgment in the sector. Cultural orientation might also ease their social integration, offering insights into local customs, societal norms, and expectations in the workplace and community.
For national workers sharing tasks with migrants, training on cultural sensitivity and diversity can promote an inclusive and harmonious work environment. This includes understanding the cultural nuances, communication styles, and potential challenges that their Senegalese colleagues might face. Equipping them with basic knowledge of the language or dialect spoken by the migrants may facilitate better communication and camaraderie. Additionally, training on collaborative skills, team-building, and peer support mechanisms can build a strong, unified team that appreciates and leverages the diverse skills and perspectives brought in by all workers, regardless of their origin.
I would recommend to other farmers to always maintain open and clear communication, perhaps with the help of those workers who can act as linguistic intermediaries. Consistency in working relationships, offering opportunities in consecutive seasons, creates an atmosphere of trust and efficiency. In addition, it is vital to ensure adequate accommodation and manage the logistics of daily transport to the workplace. Working side by side with the team, not only leading but also participating, strengthens relationships and improves performance.
MILIMAT is a 2-year project funded by the EU Erasmus+ Programme that focuses on integrating migrants into multicultural agricultural teams. The project aims to develop several training resources for farmers and migrant workers in agriculture, with the goal of promoting fair labor relations and encouraging commitment to European labor rights. MILIMAT is led by the CIA Agricoltori Italiani Umbria (Italian Farmers’ Confederation of Umbria).
This project has been funded with support from the European Commission. The content of this website reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
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Migrants Labour Insertion in Multicultural Agricultural Teams