Tricked and Trapped: Human Trafficking in the Middle East, â€Žpdf 4.1 MB

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These sectors rely heavily on a predominantly male migrant workforce, thus illustrating the particular vulnerabilities faced by men which are often overlooked when the focus is exclusively or primarily on the trafficking of women and girls. The recruitment process differs depending on the nationality of the workers involved. Syrians, for instance, have easier access to the labour markets in the Mashreq than Asian and African migrants, who are subject to the kafala system. There are differences between economic sectors, too. For instance, interviews with workers in the maritime industry revealed deceptive practices related to living and working conditions. Hired as seafarers, some suffer from delayed payment or non-payment of wages, forced overtime and poor living conditions. Others were deceived about the nature of the job itself: some men believed they were being recruited as drivers and gardeners, only to find themselves sent by their employers out into the scorching desert heat as animal herders. These migrant workers cannot leave their employers, due to the kafala system, which severely constrains the mobility of workers. Employers also prevent their employees from leaving by requiring them to pay high fees for their release, withholding their wages as well as personal documents. The construction and agricultural sectors in the Middle East depend heavily on foreign labour. Small and medium-sized companies and individual employers tend to hire workers already in the country but with irregular migration status, so as to avoid paying the costs of recruitment and travel from countries of origin. Migrant workers often find themselves in this “informal” labour market through no fault of their own. There is a prevailing practice of kafeels recruiting foreign workers for non-existent jobs and then auctioning off their visas to the highest bidder. Thus the fraudulent sponsor makes a considerable profit for himself, while the unfortunate worker finds himself stranded in the destination country, often in debt, with no job, and forced to look for irregular work. PEAs also profit by illegally charging fees to both workers and the employers. These workers are left in very precarious working and living situations, and have limited recourse to support mechanisms and justice. They too are constrained by the kafala system, and have difficulty escaping exploitative situations. 99
Table 3.3. Overview of four processes of human trafficking for forced labour in other economic activities Process RECRUITMENT WORK AND LIFE IN COUNTRY OF DESTINATION IMPOSSIBILITY OF LEAVING EMPLOYER 1 2 Voluntary recruitment through regular or irregular channels Unfree recruitment (deception about the nature of the work) by agent in country of origin, intermediaries, employer, or labour supply agencies Arrive in the country and find work in informal or formal sector through relatives and friends Upon arrival, learns true nature of job and is unable to refuse the terms of employment Exploitation of the worker: • Withholding of wages • Forced overtime • Limited freedom of movement • Kafala system prevents the worker from changing employer • Sponsors often refuse to release the worker and/ or charge high fees for release 3 Unfree recruitment (deception about the working and living conditions) by agent in country of origin, intermediaries or employer Upon arrival, discovers different working and living conditions and is unable to refuse the terms of employment • Degrading living and working conditions • Denunciation to authorities • Physical violence and threats • Withholding of wages as security to prevent workers from running away • Withholding of personal documents 4 Unfree recruitment (deception about the legality and the existence of the job) by agent or employer Upon arrival, discovers that there is no job 100
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In collaboration with TRICKED AND T
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Copyright © International Labour O
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officials, worker and employer repr
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3.3.2. Recruitment 101 3.3.3. Work
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MoJ MoL MWPS MoSAL NCCHT NCT NGO NH
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LIST OF TABLES Table 2.1. Dimension
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The realization of this research pr
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In an effort to fill gaps in unders
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There have also been cases of anima
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CHAPTER 1: FRAMING THE ISSUE 1.1. D
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People trafficked for any of the ex
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1.2. GLOBAL DEBATES ON HUMAN TRAFFI
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processes by which migrant workers
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Concerted efforts have been made to
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documented abuses against domestic
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CHAPTER 2: METHODOLOGY 2.1. RESEARC
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Table 2.1. Dimensions of forced lab
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Table 2.4. Indicators of impossibil
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2.2. OVERVIEW OF DATA COLLECTED In
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Having said that, the Middle East i
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individuals who voluntarily agree t
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3.1.2. Recruitment of domestic work
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domestic worker explained, “many
Page 49 and 50: An official from the NGO KAFA went
Page 51 and 52: Another Filipina explained the supp
Page 53 and 54: In Jordan, an official from Tamkeen
Page 55 and 56: workers supported by the NGO report
Page 57 and 58: on the balcony. When it got cold, I
Page 59 and 60: 3.1.4. Impossibility of leaving Wor
Page 61 and 62: Legally, the domestic worker has li
Page 63 and 64: embassy three times to make an emer
Page 65 and 66: given that it is not easy for a mig
Page 67 and 68: Analysis of the information provide
Page 69 and 70: country, or whose relatives are dec
Page 71 and 72: 3.2.2. Recruitment Recruitment of d
Page 73 and 74: to provide sexual services. Most of
Page 75 and 76: The research team was unable to int
Page 77 and 78: Box 3.9. A press report of traffick
Page 79 and 80: explained that in 2010 there were b
Page 81 and 82: There are conflicting views over th
Page 83 and 84: one nightclub owner in Amman. 144 T
Page 85 and 86: 2011, three minors and three adult
Page 87 and 88: Many reports confirm the interlinka
Page 89 and 90: Some claim that the situation of ar
Page 91 and 92: finish working, especially Tunisian
Page 93 and 94: Investigations carried out by the I
Page 95 and 96: Detention of women accused of prost
Page 97 and 98: Lack of any economic and social alt
Page 99: 3.3. OTHER ECONOMIC ACTIVITIES 3.3.
Page 103 and 104: Indeed, many of those interviewed w
Page 105 and 106: workers, often requiring them to ta
Page 107 and 108: not suitable for the position so th
Page 109 and 110: The case of seafarers Stories emerg
Page 111 and 112: personnel from the ports to offshor
Page 113 and 114: of destination often happen through
Page 115 and 116: and we will find him a new job”.
Page 117 and 118: Degrading living and working condit
Page 119 and 120: Ministerial Decree 1186 (2010) was
Page 121 and 122: Retention of personal documents Lac
Page 124 and 125: CHAPTER 4: REGIONAL RESPONSES TO HU
Page 126 and 127: In Lebanon, the Government ratified
Page 128 and 129: trafficking efforts in the seven em
Page 130 and 131: stipulating that employers must giv
Page 132 and 133: In Kuwait, in the absence of a spec
Page 134 and 135: 4.1.5. Prosecution of human traffic
Page 136 and 137: Box 4.1. Ending the use of child ca
Page 138 and 139: 4.2. STRENGTHENING THE INSTITUTIONA
Page 140 and 141: order management officers at the ai
Page 142 and 143: government action has, however, bee
Page 144 and 145: Box 4.3. Ending forced labour in th
Page 146 and 147: among migrant workers and no protoc
Page 148 and 149: to the needs of their citizens. The
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Dialogue in 2008 to promote a colla
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CHAPTER 5: A WAY FORWARD Comprehens
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to legally terminate a contract aft
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5.3.2. Taking measures to reduce vu
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attention also needs to be given to
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with new skills, which will make it
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ANNEX: LIST OF STATES PARTIES TO KE
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BIBLIOGRAPHY National legislation B
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Lebanon Labour Code, 1946. Law on E
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International Convention on the Pro
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The Economist. 2010. “Little bett
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—. 2006. Multilateral Framework o
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—. 2011b. Qatar’s ambitions for
Page 176 and 177:
—. 2010. The international legal
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Transient Workers Count Two. 2012.
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This regional study sheds light on
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