Part I
Migrants are defined as persons who move from one place to another, especially to find work or better living conditions. Our summary report from the national ones has identified numbers, reasons, troubles and opportunities of migration in Europe, with specific reference to agriculture and food sector.
Migrants have been identified against their conditions and needs, as vulnerable people, escaping from countries dominated by poverty, famine, war or lack of democracy and looking for a better condition.
The concept of vulnerability is very often associated with poverty, but as many studies show, the former differs from the latter in some substantial respects (Moser Caroline O. N., 1998).
While it is true that in most cases vulnerable individuals are poor, the very concept of a vulnerable person is associated with the fact that he or she is incapable of reacting to the factors that cause vulnerability. Chambers (1989) stated that vulnerability is not so much the poverty of an individual or a group of individuals, but it is their defenseless state or their inability to defend themselves against external factors.
Those who are vulnerable are therefore persons or groups who are not only more exposed but also more unable to resist and cope with adversity, to defend the conditions of their own survival and self-reproduction, their health, their rights and prerogatives.
The definition of vulnerability within the CIOMS-WHO (Council for International Organizations of Medical Sciences – World Health Organization) report “International Ethical Guidelines for Biomedical Research Involving Human Subjects” (2002) states that: “..vulnerable people are those who are relatively (or absolutely) unable to protect their own interests. More formally, they may have insufficient power, intelligence, education, resources, strength or other attributes necessary to protect their interests”.
The initial, or structural, vulnerability of migrants is combined with exogenous factors such as the territory, the work and social context, and individual factors (education, values, skills, etc.).
The multicultural team is a tool that we can consider as suitable for reducing vulnerability, protecting migrants in a training-work context and helping them to enter a path of inclusion, thus strengthening their resilience to the difficulties of integration.
The modules are conceived as a guiding pathway to integration that can be shared between migrants, farmers and workers, also highlighting some major disadvantaged conditions which can lead to oppression and abuse towards migrants.
A scheme can be created to analyze the various factors influencing the migrants’ integration pathways:
- Individual factors: this refers to those factors that are strictly personal such as physical and biological characteristics, personal experiences and other emotional, psychological and cognitive peculiarities, up to and including physical well-being.
- Family factors: it does not mean the family in the strict sense, but all the individuals who inhabit the “home” who can be acquired as migrants, including neighbours and co-residents beyond the family in the traditional sense. These factors therefore relate to the housing, social and relational conditions connected to the place of residence, the migrant’s role within the household, and in the social, cultural, economic and employment spheres.
- Community factors: individuals and their families are situated within a social context and therefore subject to the changes, mechanisms and processes that govern a given community and territory, and consequent ability to access locally available opportunities or overcome threats and avoid risks.
- Structural factors: these factors are closely linked to broader aspects that govern daily life, such as policies adopted at international, national and local level, as well as economic trends, etc.
It is not necessarily the case that these factors all occur together, at the same time and in the same social space and that they therefore all have equal weight, but they are useful for us to present in a logical and analytical frame a decision tree that can facilitate the migrants’ integrative journey and reduce the risks of labor exploitation.
The here below scheme developed starting from the elaboration made by ILO (International Labour Organization) can help us understand the most frequent abuses against migrants at work.
Starting from the previous scheme we can design a decision tree aimed to avoid risks of introducing at work illegal actions and discrimination towards migrant workers.
The previous decision tree can help us understand what the correct actions are to avoid the risks of illegal activities and be able to plan the inclusion of migrants within one’s production activities. The following scheme can be used to set up your activities starting from your work needs.
To complete a model of the conditions to be addressed for a process of migrant inclusion in multicultural teams, below a scheme developed to identify the analysis of factors that can favour the inclusion of migrants in agricultural and rural contexts:
Inclusion is considered the central objective of the migrants’ integration process, at farm level and in the rural communities, in correspondence to the needs of the agriculture sector and the whole society in the developed countries.
Decent work is therefore the first response to be given on the ground to migrants seeking work, and which sums up the aspirations of all individuals, without discrimination, in their working life through:
- productive and adequately remunerated work;
- respect for fundamental principles and rights at work;
- safety at work and social protection;
- social dialogue and protection of workers’ rights:
- participation of social partners in decisions on policies that impact on work.
The factor of inclusion and collaboration within multicultural teams at farm can be a decisive step in the integration process, particularly in less favored rural areas characterized by depopulation and abandonment.
- Looking at jobs in agricultural work, the MILIMAT National Guides and Case Studies have revealed some jobs that are particularly entrusted to migrants.
- Non-EU labour is employed in horticulture and fruit growing, sowing and especially harvesting, viticulture and olive growing, pruning and harvesting, floriculture, transplanting and harvesting.
- Another sector in which migrants are extensively used is mowing and maintenance of public and private green areas and manual and mechanized weeding of industrial crops.
- Extensive use of non-European labour is then made in the livestock sector, with particular reference to stable maintenance, animal feeding, livestock picking, and milking dairy cows.
- These are mainly manual and routine jobs, while less use is made of specialized or fully or partly automated work.
- There is a problem with the training of migrants that necessarily passes through the integration phases, the least followed part of which is training for agricultural work.
- Social farms could play an important role in orientation and training to then facilitate migrants’ transition to farms and cooperatives, but this role is currently not officially attributed even though activities to this effect exist.
- Training therefore mostly takes place on farms through work shadowing and work-sharing activities based on the foundation of learning by doing.
- Some groups of migrants, specialized in activities particularly sought after on the market, such as pruning vines, olives and fruit trees, organize themselves autonomously, under the guidance of the farm owner or technical advisor, learning and transferring skills among themselves, gradually bringing in new workers.
From the point of view of access to training, agricultural and rural employment and multiculturalism, the social farm presents a remarkable degree of compatibility with the conditions necessary for migrants to reduce the effects of their vulnerability. The diagram reproduced below (Source: Giarè et al. 2018, modified) highlights the resulting virtuous circle.
- In the near future, most of the manual, routine and maintenance jobs, but also some specialized and highly skilled ones, will be sought after by farmers and increasingly attributed to migrant workers.
- This aspect must be present to owners and managers of farms and cooperatives who must more and more aim to stabilize the workforce to avoid sudden shortages of workers.
- The task of the entrepreneurs will therefore be to create a planning of the works that includes the necessary and available human resources.
- This needs the ability to create a team balance of skills with workers who can cover multiple interchangeable roles and skills.
Self-assessment questionnaire for Part I
Part II
Migrants Conditions in EU Farming Sector
The agricultural sector in Europe is distinguished by its reliance on migratory labour, an organisation that not only contributes significantly to food production but also encounters numerous obstacles. Migrant workers frequently encounter precarious labour conditions, prejudice, and obstacles that impede their integration into the social and economic spheres. The subsequent sections elaborate on the key elements that serve to depict the actual circumstances of these individuals, including their socioeconomic status, educational opportunities, and encounters with prejudice and social isolation. This overview presents a thorough examination of the challenges they encounter and emphasises the criticality of implementing inclusive strategies to enhance their circumstances.
The socioeconomic status of migrant workers in the agricultural sector is frequently precarious, with inadequate labour protection, low wages, and precarious working conditions. Numerous individuals are employed on a seasonal and transient basis, rendering them vulnerable and susceptible to job instability. In addition, their ethnicity and migration status may subject them to exploitation and discrimination. Their economic and social well-being are adversely affected by the instability of employment and the inequitable conditions, which hinders their ability to fully assimilate into rural communities.
Regarding migrant labour in the agricultural sector, there exists considerable variation in the educational attainment of personnel contingent upon their migration status and country of origin. Certain individuals may possess limited educational attainment, thereby impeding their ability to secure more advantageous employment prospects. Nevertheless, it has been noted that a subset of migrant labourers, particularly those originating from European nations, possess advanced degrees. Ensuring that these agricultural labourers have access to education and training programmes that enhance their capabilities and prospects is of the utmost importance.
Social exclusion and discrimination: Migrant labourers employed in the agricultural sector frequently encounter stigmatisation and discrimination on the grounds of their nationality, ethnic origin, or language. Access to fundamental services and liberties, including housing, education, and healthcare, may also be compromised in the workplace. Language barriers and a lack of social integration may both contribute to the formation of isolated communities and their exclusion. Advocating for policies and measures that address discrimination, foster equal treatment, and facilitate the integration of migrant labourers into rural communities is of the utmost importance.
Challenges and opportunities
- Recognition of qualifications: Challenges in validating training and skills, limiting access to skilled and well-paid jobs.
- Access to Education and Training: Barriers to employment and promotion opportunities.
- Discrimination in the Labour Market: Negative impact on employment prospects and career advancement due to prejudice.
- Sector Specific Needs: Particular challenges in each employment sector, including adverse working conditions and precarious employment.
- Integration Policies Needed: Importance of policies and resources for training, employment and social integration, promoting equal opportunities.
- Temporary Employment and Financial Stability: Precariousness and financial stability affected by the seasonal nature of agricultural work.
- Cultural Adaptation: Difficulties in getting used to new cultures, languages and lifestyles, leading to stress and isolation.
- Family Separation: Distance from family and cultural roots causes loss and loneliness, affecting emotional well-being.
- Discrimination and Prejudice: Facing discrimination affects self-esteem and social integration.
- Social Relationships: Cultural and linguistic barriers hinder the formation of social connections, impacting emotional well-being.
- Cultural Preservation: The desire to maintain original cultural identities can create tensions with the adoptive culture.
- Language Barriers: Significant obstacles in communication, access to services and bureaucratic processes.
- Employment and Vocational Training: Challenges in finding employment and obtaining necessary training and qualifications.
- Social Support: Lack of support networks complicates overcoming personal and cultural challenges, increasing feelings of isolation.
- Access to Basic Services: Difficulties due to cultural, linguistic and administrative barriers.
- Social Isolation: Feelings of disconnection due to cultural differences and lack of social networks.
- Limited Participation: Challenges in social and community integration, including volunteering and political participation.
- Discrimination: Encounters with prejudice in the labour market and society, affecting integration.
- Occupational Integration: Obstacles to employment and career advancement due to language barriers and recognition of qualifications.
- Illegal Work and Exploitation: Security risks and labour exploitation.
- Health and Safety Concerns: Occupational risks in sectors such as agriculture, including inadequate working conditions and lack of legal protection.
- Diversity and Cultural Exchange: Multicultural teams foster diversity, mutual respect and tolerance, reducing discrimination.
- Linguistic Learning and Intercultural Skills: They provide a platform for learning new languages and developing intercultural skills.
- Knowledge Transfer: Migrants bring valuable knowledge and skills, improving productivity and efficiency.
- Leadership Opportunities: Promotion and leadership opportunities for migrant workers, boosting their self-esteem and economic advancement.
- Social and Community Cohesion: Stimulate social cohesion and emotional well-being, facilitating integration into the host society.
- Innovation and Entrepreneurship: Migrants drive innovation and entrepreneurship in rural areas, diversifying the economy and creating new employment opportunities.
- Population Stabilisation and Sustainable Development: They contribute to population stabilisation in rural areas and sustainable development by creating jobs and improving living conditions.
- Demand for Services and Goods: Generate increased demand that positively impacts the local economy and creates jobs in non-agricultural sectors.
- Improved Public Services: Contribute to the quality and accessibility of public services, attracting new residents.
- Social Integration and Support: Language support programmes, employer initiatives to foster social connections and collaboration with local associations strengthen integration and mutual support.
- Economic Growth and Financial Opportunities: Foster economic growth, increase tax revenues and open access to European funding for rural development projects.
- Community Development Initiatives: Participation in community development, mentoring programmes, access to financial services and promotion of gender equality empower migrant workers and foster an inclusive work environment.
- Cultural Awareness and Well-Being: Cultural awareness training, health and wellness support, and professional networking opportunities recognise the contributions of migrants and promote a positive work environment.
Following the analysis conducted in the previous phases of MILIMAT on the current dynamics in the agricultural sector and the integral role of migration within it, it is possible to identify several critical contexts that highlight migration and multicultural team building not only as a response to existing challenges, but also as significant sources of opportunities. These contexts lies in several key points:
- Responding to Labour Shortages: Migration offers a vital solution to labour shortages in the agricultural sector, ensuring continuity of operations and sustainability of food production.
- Promoting Innovation and Efficiency: The integration of workers from diverse cultural backgrounds fosters an exchange of knowledge and practices that can lead to innovation in farming techniques and improved operational efficiency.
- Fostering Local Economic Development: The presence of migrant workers in rural areas stimulates the local economy through job creation, increased demand for goods and services, and contribution to economic growth.
- Cultural and Social Enrichment: Cultural diversity in work teams promotes mutual understanding and respect, enhancing social cohesion and enriching the community on a cultural level.
- Sustainability and Improved Agricultural Practices: Migration facilitates the transfer and adoption of sustainable agricultural practices, contributing to resource conservation and environmental well-being.
MILIMAT Contexts
Maximising Productivity through Diversity
- Inclusion of workers from different cultures enriches the work environment, boosting creativity and innovation.
- Effective multicultural leadership strategies increase team motivation and efficiency.
- Continuous training in technical and intercultural skills is key to long-term success.
Fostering Community Cohesion and Cultural Exchange
- The integration of migrant workers contributes to social cohesion, promoting mutual acceptance and adaptation.
- Intercultural activities enrich both workers and the local community, opening avenues for understanding and collaboration.
Revitalising the Rural Economy through Diversity
- Multicultural teams are engines of economic growth, stimulating production and creating new employment opportunities.
- The adoption of sustainable agricultural practices and economic diversification ensures a prosperous future for rural communities.
Innovating for a Sustainable Future in Agriculture
- Sharing knowledge across cultures encourages the adoption of advanced technologies and sustainable agricultural practices.
- Exploring new markets and adapting agricultural products to diverse cultural demands opens doors to expansion and competitiveness.
Navigating the Policy and Regulatory Environment
- Knowledge of immigration and labour policies is essential to ensure effective integration of migrant workers.
- Collaboration with institutions and leveraging funding and support can enhance innovative projects and facilitate integration.
Investing in Professional Development and Cultural Awareness Raising
- Ongoing training programmes are critical to the development of team skills and competencies.
- Cultural awareness and labour rights education strengthen mutual respect and promote a fair and safe working environment.
Relevant Case Studies
Mr. Christos Voulgaris and Mr. Agisilaos Rapsaniotis: Both farmers have found in the recruitment of migrant workers a solution to labour shortages, significantly improving the productivity and efficiency of their farming operations.
These cases demonstrate how the inclusion of migrant workers not only meets labour needs, but also introduces new agricultural practices and techniques that can increase productivity.
Terre 2 Cultures (T2C) and Rural Association Campo Adentro: T2C fosters the social integration of refugees through agriculture, while Campo Adentro works to integrate migrants in rural areas by promoting cultural exchange.
These projects underline the importance of agriculture as a means of social and cultural integration, offering migrants the opportunity to become an active part of the community and enrich it with their cultural diversity.
Fermes d’avenir and Refugee Integration in Organic Agriculture Project: Both focus on how the inclusion of migrant workers can revitalise rural areas, promoting sustainability and the local economy.
Contribute to local economic development, not only through job creation, but also by stimulating the economy through innovative and sustainable agricultural practices.
Mr. Agisilaos Rapsaniotis: Notable for their focus on sustainability and innovation, where migrant workers bring valuable knowledge that promotes improved agricultural practices.
These cases illustrate how diversity of knowledge and experience can lead to the adoption of more sustainable and innovative agricultural techniques, benefiting both the environment and the local economy.
Fermes d’avenir and Terre 2 Cultures (T2C): Both projects show the importance of collaboration between agricultural organisations and government in facilitating the integration of migrants and refugees in the agricultural sector.
They highlight the need for an adequate policy framework and institutional support that not only facilitates the labour integration of migrants, but also ensures their welfare and rights.
Terre 2 Cultures (T2C) and IMEFE de Jaén: focus on training and education of migrant workers, not only in agricultural techniques, but also in language and cultural skills.
They highlight the importance of continuous training and education as essential tools to improve the integration of migrants into the labour market and society, while promoting their personal and professional development.
Introduction to Multicultural Farming Teams in Agriculture
Context of Modern Agriculture:
- Agriculture faces global challenges, including labour shortages and the need for sustainable practices.
- Immigration offers unique opportunities to address these challenges, bringing diversity and new skills to the sector.
Importance of Diversity:
- Multicultural teams enrich the work environment, promoting innovation and resilience.
- Cultural diversity fosters intercultural understanding, tolerance and mutual respect, contributing to a positive and productive work environment.
Objective of Multicultural Teams:
- To create work teams that integrate diverse skills, experiences and perspectives to improve agricultural efficiency and productivity.
- To foster economic development in rural areas, revitalise communities and promote social inclusion and community cohesion.
Strategic Solution:
- Present the formation of multicultural teams as a key strategy to overcome the challenges of the sector and take advantage of the opportunities provided by immigration.
- Highlight how these teams can be a driver of change towards more sustainable and economically viable agricultural practices.
Multicultural Farming Teams: Key Elements and Members
Diversity of Skills and Knowledge:
- Integration of a wide range of technical skills, traditional and modern agricultural knowledge and sustainable practices.
- Valuing international and local expertise to drive innovation and adaptability in the agricultural sector.
Team composition:
- Local Farmers: Provide knowledge of the land, regional farming practices and community connections.
- National Workers: Provide stability and continuity, facilitating the integration of new members and the transmission of local knowledge.
- Migrant Workers: Offer new perspectives, specialised skills and knowledge of agricultural techniques from different parts of the world.
Inclusion and Mutual Respect:
- Creating an inclusive work environment that promotes respect for individual and cultural differences.
- Fostering equal opportunities for all team members, regardless of cultural or national background.
Promotion of Collaboration:
- Establishment of a working climate that encourages collaboration, mutual learning and support between colleagues from different cultures.
- Recognition and celebration of each member’s contributions to the collective success of the team and the farming operation.
Principles for Governing Multicultural Farming Teams
Respect for Cultural Diversity:
- Understanding and valuing cultural differences and using these differences as a strength to enrich the team.
- Fostering an inclusive environment where all members feel valued and respected.
Effective communication:
- Use of communication techniques that overcome language barriers, including basic language learning to facilitate understanding.
- Promotion of open and constructive dialogue that allows ideas, concerns and solutions to be expressed in a clear manner.
Equality and fairness:
- Ensuring equal treatment for all team members, providing equal opportunities for development, training and promotion.
- Implementation of clear anti-discrimination and harassment policies, ensuring a safe working environment for all.
Conflict management:
- Development of skills for early identification and resolution of conflicts, considering cultural differences in forms of expression.
- Use of mediators or cultural counsellors where necessary to facilitate understanding and reconciliation.
Promotion of cooperation and teamwork:
- Creation of projects and activities that require collaborative work.
- Emphasising the importance of each individual’s contribution to the achievement of common goals.
- Recognition and celebration of team successes, strengthening the sense of belonging and motivation.
Benefits and Challenges of Multicultural Farming Teams
Benefits of Multicultural Teams:
- Innovation and Creativity: Diversity of perspectives and experiences fosters innovative and creative solutions to complex agricultural problems.
- Improved Productivity and Efficiency: The combination of skills and knowledge increases the productivity and efficiency of farming operations.
- Cultural Enrichment: Coexistence and collaboration across cultures enriches the work environment, promoting learning and mutual respect.
- Market Expansion: Knowledge of different markets brought by migrant workers can open up new business and export opportunities.
- Sustainability and Local Development: Contribution to the economic development of rural areas, helping to combat depopulation and promoting sustainable agricultural practices.
Challenges of Multicultural Teams:
- Language and Cultural Barriers: Effective communication can be a challenge, requiring additional efforts and resources for language learning and cultural understanding.
- Conflict Management: Differences in values, norms and expectations can lead to misunderstandings and conflicts that need to be managed sensitively.
- Adaptation and Integration: Facilitating the integration of migrant workers into the team and the local community may require time and resources.
- Capacity building and training: Need for specific training programmes to develop appropriate intercultural, technical and leadership skills.
- Legislation and Policy: Navigating labour and immigration regulations can be complex and require detailed attention to ensure compliance.
Tools and Strategies for Managing Multicultural Farming Teams
Management and Communication Tools:
- Workforce Management Platforms: Tools such as AgriShift and Agrismart for effective human resource management, task scheduling, and communication.
- Mobile Applications and Social Media: Use of applications such as WhatsApp and Facebook to keep the team connected and share relevant information in real time.
- Translation Tools: Implementation of services such as Google Translate and Microsoft Translator to facilitate communication between team members who speak different languages.
Training and Development Strategies:
- Training Programmes: Organisation of training sessions on occupational safety, good agricultural practices, and intercultural competencies.
- Mentoring and Mentoring: Establishment of mentoring programmes that encourage the transfer of knowledge and skills within the team.
- Integration Activities: Planning events and activities that promote cultural understanding and team cohesion.
Promotion of Inclusion and Diversity:
- Equal Opportunity Policies: Development and implementation of policies that promote equal opportunities for all team members.
- Cultural Awareness Initiatives: Organisation of workshops and talks on cultural diversity to educate and raise awareness among all staff.
Adaptation and Flexibility:
- Flexibility in Work Practices: Adaptation of working hours and practices to accommodate workers’ cultural needs and holidays.
- Support and Counselling: Provision of access to legal, psychological and health counselling to support workers in their adaptation and integration.
Self-assessment questionnaire for Part II
Part III
The increase in migratory arrivals in European countries has led to wider experiences and paths of inclusion, such as extracurricular internships, and/or experimenting with new methods of cultural mediation, life and work guidance, formal and non-formal training, job placement, housing support, social inclusion, home to work transport services, etc., aimed at facilitating the process of inclusion of immigrants in rural contexts.
Even in the absence of a single effective European Union strategy to address the problems posed by these arrivals, the need to address the shortage of labor in the countryside and the activity of independent non-profit organizations, have led to the development of support activities for migrants and to try to resolve some problems.
Among the most serious problems that these organizations face is the existence of illegal recruitment organizations for field work with related abuses and inhumane living conditions.
The greater the capacity for job orientation and training, the more legal procedures and employment contracts become established.
Rural areas and agriculture need of manpower that can mitigate the continuous loss of inhabitants and agricultural workers that threatens to lead to abandonment and productive paralysis.
These problems affect the whole of society not only in terms of agricultural production but also in terms of control and availability of land.
The mayors of some municipalities in marginal areas have tried to draw attention to the issue of depopulation, which is also reflected in terms of the gradual erosion of available services, kindergarten, school, pharmacy, post office, etc., condemning the inhabitants to a status of lesser citizenship.
Migrants could therefore be part of the solution rather than a problem, as they are currently perceived.
The birth rate crisis that affects Europe and jeopardizes the cornerstones of the generational pact that nourishes the link between work and pensions, could also be, as it already is to some extent, rebalanced by the social and work integration of migrants adequately distributed throughout the territory.
The transformations of the European countries, in various ways and degrees, that have taken place since about 70 years ago, with the gradual abandonment of rural areas towards the cities, in order to meet the need for workers by industry, and for families to find better living and working conditions and perspectives, have deprived the most disadvantaged areas of inhabitants and widespread knowledge of manual work.
In the small villages and scattered houses that characterized the rural territories, the farmer knew how to do a bit of everything, the bricklayer, the carpenter, the plumber, the mechanic, the cutting of the forest, the maintenance of the streams, while the women knew, in addition than using traditional recipes for cooking, sewing clothes and creating useful objects for the home.
With the loss of the population, the villages also lost this knowledge and the ability to maintain their homes, landscape and countryside.
The arrival of migrants, still tied to the use of manual skills, could fill this gap and take back skills from the last remaining old artisans that could otherwise be permanently lost.
These capabilities and opportunities can also be part of the integration of migrants in rural areas.
Temporary reception centres for migrants awaiting permission could find structures and organizations capable of offering field training and integration opportunities in social farms and rural villages available to receive migrants.
These opportunities could be seized by networking the migrant reception system with agricultural associations, the network of social farms, the municipalities available to receive migrants, and other realities that could become available, such as state-owned uncultivated land or ed from criminal organizations .
These relationships should obviously be regulated and find expression in area agreements with the participation of all interested parties, representatives of employers, migrants, trade unions, rural communities and interested municipalities. There are many actors who could be involved and who could raise the possibility of training and work as a necessary condition for the inclusion and integration of migrants.
An important role can be played by volunteering and the so-called third sector that can make a substantial contribution to the process of integration and regularisation of migrants’ work.
The needs of agricultural businesses are mainly oriented towards supporting operations that cannot be completely mechanized.
Some agricultural operations with a high intensity of manual labor, such as the field harvesting of vegetables and fruits, are in great demand in some areas suited to such productions, but with rather low wages, other operations of harvesting agricultural products with greater added value and which require small mechanization and/or manual harvesting of particular accuracy, such as olives and grapes are instead paid more for their delicacy and the high added value of the quality product.
Greenhouse jobs, especially with the cultivation of vegetables or flowers, are also sought after on the job market.
Then there are more specialized tasks, such as pruning fruit trees, vines and olive trees, which are sought after and paid more.
Stable work activities too, from feed distribution to milking, are sought by farmers and mostly attributed to non-EU workers as they are not easily found in the job market.
This gives an idea of the various existing job opportunities and gives a glimpse of the possibility of progressive learning and increased employability of migrants who enter the agricultural sector.
There is also a gender opportunity, which is very important for promoting female emancipation within the family and the community and is indispensable in the case of single women or widows who have young children with them and who therefore absolutely need to work.
In both cases it is important to orient job training towards women both in terms of relationships and agricultural work.
Experience has shown that migrant women know how to enthusiastically participate in many agricultural jobs where precision, attention and scrupulousness are necessary.
These activities mainly concern the production of pruning of vineyards and harvesting of fine grapes and greenhouse work for transplanting seedlings and maintenance of systems.
In multifunctional farms, the jobs in which migrant women are mostly employed are those of maintenance and cleaning of the environments, supplying the kitchen and serving meals.
This type of activity can contribute significantly to the inclusion of migrant women in the working and community reality of rural areas.
The decision-making process for migrants: pre-migration to integration.
The following outlines the potential decision-making process for migrants from the time they make the decision to migrate until they are successfully integrated into a multicultural agricultural team, a series of key stages and decisions should be considered, ranging from pre-migration to full social and labour integration.
Decision to emigrate:
- Assess personal and economic motivations.
- Learn about opportunities and challenges in the country of destination, especially in the agricultural sector.
Preparation:
- Obtain information on rights and obligations in the country of destination.
- Learn the basic language and become familiar with the culture of the country.
- Prepare necessary documentation (visas, work permits).
Temporary Accommodation:
- Choose from different accommodation options provided by employers, NGOs or host centres.
Registration and Legalisation:
- Complete formalities for regularisation of stay and work permits.
- Register with the social security and health system.
Skills Assessment:
- Participate in assessments of both hard (technical) and soft skills and competencies.
Required Training:
- Attend training courses specific to agricultural work and on local labour regulations.
- Participate in cultural and social adaptation workshops.
Insertion in the Work Team:
- Decide on job offers based on personal skills and preferences.
- Integrate into multicultural work teams, learning to collaborate and communicate effectively with colleagues from diverse cultures.
Continuous Professional Development:
- Evaluate opportunities for promotion and development in farm.
- Participate in mentoring and leadership development programmes.
Community Involvement:
- Involvement in community and social activities to foster integration.
Access to Support Services:
- Utilisation of social, legal and health support services.
Continuous Self-Assessment:
- Conduct periodic self-assessments to review satisfaction with employment and life in the new country.
Employer Feedback:
- Provide feedback on the integration process and suggestions for improvement for both reception and work integration.
Self-assessment questionnaire for Part III
Glossary
Discrimination – Any distinction, exclusion, restriction or preference which is based on any ground such as race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status, and which has the purpose or effect of nullifying or impairing the recognition, enjoyment or exercise by all persons, on an equal footing, of all rights and freedoms. (Source: United Nations, Human Rights Committee)
Economic or labor migration – The movement of a person or a group of persons, either across an international border, or within a State motivated solely or primarily by economic opportunities.
Economic, social and cultural rights – Human rights relating to the workplace, social security, family life, participation in cultural life, and access to housing, food, water, health care and education. (Source: United Nations Office of the High Commissioner for Human Rights).
Expulsion – A formal act or conduct attributable to a State by which a nonnational is compelled to leave the territory of that State. (Source, United Nations).
Family migration – A general concept covering: 1) family reunification of spouse, parent, children or other relatives; 2) family formation or new marriage of a migrant with permanent residents or citizens; or 3) family accompanying a family member entering at the same time as primary migrant. (Source: International Organization for Migration)
Freedom of movement (right to) – In human rights law, a human right comprising three basic elements: freedom of movement within the territory of a country and to choose one’s residence, the right to leave any country and the right to return to one’s own country. (Source: Universal Declaration of Human Rights).
Holding centre – A facility lodging migrants, including asylum seekers or refugees, in an irregular situation on arrival in a receiving country, while their status is determined.
Humanitarian principles – International standards, based on international human rights and humanitarian law, which guide the action of all humanitarian actors and seek to protect the integrity of humanitarian action.
Illegal or irregular migration – Movement of persons that takes place outside the laws, regulations, or international agreements governing the entry into or exit from the State of origin, transit or destination. (Source: United Nations, Convention relating to the Status of Refugees.
Legal entry – In the context of migration, the entry of a person into a country of which he or she does not have the nationality, in compliance with the legal requirements of the State. (Source: European Migration Network Asylum and Migration Glossary).
Long term migrant – A person who moves to a country other than that of his or her usual residence for a period of at least one year, so that the country of destination effectively becomes his or her new country of usual residence. (Source: United Nations Department of Economic and Social Affairs)
Low-skilled migrant worker – A migrant worker whose level of education, occupational experience, or qualifications make them eligible to practice a typically low skilled occupation only. (Source: United Nations, Department of Statistics, ISCED)
Migrant – An umbrella term, not defined under international law, reflecting the common lay understanding of a person who moves away from his or her place of usual residence, whether within a country or across an international border, temporarily or permanently, and for a variety of reasons.
Migrants in vulnerable situations – Migrants who are unable to effectively enjoy their human rights, are at increased risk of violations and abuse and who, accordingly, are entitled to call on a duty bearer’s heightened duty of care.
References
Cornice A., Innamorati A., Pomponi F., INAPP PAPER, Campo aperto. Azioni di contrasto allo sfruttamento degli immigrati in agricoltura, 2020.
Erasmus+ Project SocialFARMS, 2020-2022.
Giarè F., Borsotto P., Signoriello I., Social farming in Italy. Analysis of an inclusive model, CREA Italian review of agricultural economics 2018.
IOM, Curriculum Development for Training Modules on Labour Migration Management.
OSCE, Training modules on labour migration management, Trainer‘s Manual.
