2025-02-16-世界银行-全球移民技能伙伴关系_为未来的国内外工人做好准备（英）_154页_10mb

Global Skill Partnerships for Migration: A Summary Summary

1. Introduction

Origin and destination countries face diverging demographic and education trends, leading to labor shortages in high-income countries (HICs) and youth unemployment in low- and middle-income countries (LMICs). Global Skill Partnerships (GSPs) offer a transformative solution by linking training and mobility in a financially sustainable and mutually beneficial way.

2. Key Demographic and Labor Trends

• Countries at different income levels are experiencing diverging demographic/age profiles due to declining fertility rates and aging populations.
• HICs and upper-middle-income countries (UMICs) face labor shortages, while LICs and LMICs face surplus populations with inadequate skills.
• Hundreds of millions more workers needed to maintain an inverse dependency ratio of 1.25 per elderly person by 2050, achievable only through increased migration.

3. Labor Shortages by Sector

• Healthcare: Shortages in nurses, doctors, and elderly care workers are projected across OECD countries, with migration becoming crucial.
• Education: Teacher shortages, particularly in Sub-Saharan Africa and Southeast Asia, reach record levels, exacerbated by underqualified teachers and high youth unemployment.

4. Principles of Global Skill Partnerships

• Training addresses shortages in both origin and destination economies with proper skills recognition.
• Firms and destination country governments primarily fund training and migration costs.
• Migration occurs through legal pathways that are predictable, appropriate, and timely.
• Migrants gain access to social protection systems.

5. GSP Design Elements

• Training: Design targets middle- and high-skill sectors with focus on foundational, socioemotional, and digital skills.
• Mutual Recognition: Skills certification mechanisms aligned with destination country requirements.
• Migration Pathways: Legal pathways facilitating safe migration, with visa processes adapted from destination countries.
• Cost Sharing: Shared responsibility between origin/destination countries, private sector, and development partners.
• Monitoring & Evaluation (M&E): Essential for adaptive management and long-term impact assessment.

6. Examples of Successful GSPs

• Australia-Pacific Training Coalition (APTC): Successfully trained over 20,000 graduates for migration to Australia.
• Germany-Viet Nam Metal Processing Partnership: Improved training capacity and migration pathways despite challenges.
• Morocco-German PALIM Pilot: Addressed skills gaps in ICT sector but faced visa/employment challenges.

7. Role of Multilateral Institutions

Multilateral development banks (MDBs) can leverage convening power, expertise, financing capacity, and alignment with development agendas to support GSP implementation. Their support ranges from financing pilots to promoting policy coherence.

8. Funding and Sustainability

• Financial constraints hinder skill development in origin countries; destination countries should bear primary costs initially.
• Models include blended finance, private sector investment, and development assistance for pilots, transitioning to private sector financing over time.

9. Monitoring and Evaluation (M&E)

• Includes collecting data on trainee experiences, employer satisfaction, and long-term employment outcomes.
• Rigorous impact evaluations require control groups through randomization or comparison of pre/post intervention data.

10. Recommendations

• Prioritize sectors with high, stable demand across countries (e.g., healthcare, construction, IT, green energy).
• Increase female participation in education/training through inclusive design.
• Develop flexible delivery models (hybrid courses, microcredentials) to improve accessibility.
• Strengthen institutional capacity in origin countries to improve training quality and employment outcomes.

11. Conclusion

GSPs represent a promising approach to harness migration for development by aligning training needs with labor market demands across countries. They can maximize development gains and improve migration management, contributing to sustainable and equitable mobility.