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CFCV/2025/002 – Research Consultant – Fair and Ethical Recruitment of Indonesian Migrant Workers, Home-based

Remote | Jakarta

  • Organization: IOM - International Organization for Migration
  • Location: Remote | Jakarta
  • Grade: Consultancy - International Consultant - Internationally recruited Contractors Agreement
  • Occupational Groups:
    • Migration
    • Scientist and Researcher
  • Closing Date: 2025-02-19

Job Description

Open to Internal and External Candidates

Reference No. : CFCV/2025/002
Position Title : Research Consultant – Fair and Ethical Recruitment of Indonesian Migrant Workers
Duty Station : Home-based
Duration of Contract : 3 months
Type of Appointment : Consultancy
Estimated Start Date : As soon as possible
Closing Date : 19 February 2025

1.    Background

Indonesian migrant workers face significant challenges, including exploitation, high recruitment fees, legal ambiguities, unsafe working conditions, and cultural barriers in destination countries. A key factor behind these issues is the lack of ethical and transparent recruitment practices. The recruitment process often exposes workers to vulnerabilities, from misleading promises by recruitment agencies to hidden costs that lead to cycles of debt. Addressing these challenges requires a comprehensive understanding of the systemic barriers and collaborative action among stakeholders.

Recruitment Challenges and Structural Issues
The recruitment of Indonesian migrant workers is fraught with complex challenges, including:
•    High Recruitment Fees: Many workers are burdened with exorbitant fees that result in salary deductions or loans, trapping them in debt.
•    Exploitation and Misrepresentation: Recruitment agencies often mislead workers about job conditions, salaries, and rights, leaving them vulnerable to poor working conditions and abuse.
•    Transparency Deficits: Workers frequently lack clear information about their contracts, rights, and potential risks, making informed decision-making difficult.
•    Limited Legal Protections: Both in Indonesia and destination countries, insufficient legal frameworks and the monitoring of its enforcement leave workers unprotected from exploitation and abuse.

Additionally, inadequate coordination between government agencies, recruitment entities, non-governmental organizations (NGOs), and private sector stakeholders exacerbate these issues. This lack of synergy results in gaps in protection, monitoring, and enforcement, leaving migrant workers at risk.

Recent Data on Indonesian Migrant Workers
The following data highlights the scope of issues faced by Indonesian migrant workers:
•    According to UN DESA, as of 2020, 4.6 million Indonesian migrants resided in various countries, comprising 2.5 million men and 2 million women, representing 1.7% of Indonesia's population.
•    From 2020 to May 2024, 14,015 individuals were prevented by the National Board for the Placement and Protection of Indonesian Overseas Workers (BP2MI) from engaging in non-procedural migration.
•    Between 2018 and May 2024, the then Directorate General of Immigration recorded 18,601 suspected cases of non-procedural migration through postponed passport issuance.
•    From 2023 to April 2024, 14,507 migrant workers were prevented from departing non-procedurally from 11 major airports in Indonesia.

These statistics underscore the prevalence of non-procedural practices and highlight the urgent need for regulatory reforms to ensure ethical recruitment processes.

Case Study: Indonesia-Malaysia Migration Corridor
Malaysia is a key destination for Indonesian migrant workers due to higher wages and demand in sectors like construction, plantations (palm oil and rubber), manufacturing, domestic work, and shipping. However, this corridor presents both opportunities and challenges.
•    Many workers adapt successfully, but significant numbers face exploitation, abuse, and inadequate living conditions, particularly in informal sectors like domestic work.
•    Legal compliance and access to basic rights, such as healthcare and housing, remain challenging.
•    Despite bilateral agreements, such as the Memorandums of Understanding (MoUs) signed in 2004 (for formal workers) and 2022 (for domestic workers), wage negotiations and enforcement mechanisms require improvement.

To address these challenges, stronger bilateral cooperation, effective monitoring mechanisms, and progressive policy reforms are essential. Ethical recruitment practices can serve as a foundation for improving conditions and protecting workers' rights within this corridor.

Ethical Recruitment Standards: IRIS and GCM Alignment
The exploitation of migrant workers often begins at the recruitment stage. Many workers are subjected to the "worker-pays" model, which leaves them heavily indebted and vulnerable. To address this, and based on the Montreal Recommendations, the International Recruitment Integrity System (IRIS) was developed by the International Organization for Migration (IOM).
IRIS provides a framework for ethical recruitment based on principles such as:
•    Respecting workers' rights.
•    Ensuring transparency in recruitment processes.
•    Promoting the Employer Pays Principle, where employers, not workers, bear recruitment costs.
•    Strengthening policies and enforcement mechanisms.

The IRIS certification scheme uses independent audits to evaluate recruitment agencies, ensuring compliance with ethical standards. By fostering accountability and transparency, IRIS aims to prevent exploitation at the recruitment stage.

Ethical recruitment also aligns with the objectives of the Global Compact for Safe, Orderly, and Regular Migration (GCM), a framework adopted by UN member states to promote fair labour practices and protect migrants' rights. The GCM, in line with the 2030 Agenda for Sustainable Development, prioritizes safe and well-regulated migration through 23 interconnected objectives and 10 guiding principles. IRIS is specifically referred under GCM’s Objective 6 on Recruitment and Decent Work.

Contribution to the Sustainable Development Goals (SDGs)
Ethical recruitment supports several targets under the SDGs, including:
•    SDG 8: Decent Work and Economic Growth, particularly: 
o    8.7: Eradication of forced labour, modern slavery, and human trafficking.
o    8.8: Protection of labour rights and promotion of safe working environments.
•    SDG 10: Reduced Inequalities, specifically: 
o    10.7: Facilitation of safe, orderly, and well-managed migration.
•    SDG 17: Partnerships for the Goals, particularly: 
o    17.17: Promotion of effective public-private and civil society partnerships.

Barriers and Solutions for Ethical Recruitment in Indonesia
Despite the availability of international frameworks like IRIS and the GCM, Indonesia faces several barriers to ethical recruitment, including:
•    Regulatory Limitations: Overlapping or unclear regulations, as well as minimum operationalization of the law and regulations hinder effective implementation of ethical recruitment.
•    Weak Oversight: Limited enforcement and monitoring allow unethical practices to persist.
•    Unethical Recruitment Practices: Some agencies prioritize profit over workers' welfare or limited by the lack of awareness or capacities of agencies in delivering ethical recruitment.
•    Limited Access to Information: Prospective workers often lack knowledge about their rights and risks.
•    Challenges in Bilateral Labour Migration Arrangement: Cooperation with destination countries remains insufficient in some cases and need to be fostered with rights-based and gender responsive approaches.  

Addressing these barriers requires strengthening domestic regulations, enhancing oversight mechanisms, and fostering international collaboration to establish global standards for ethical recruitment.

IOM Indonesia's Role and Future Directions
IOM Indonesia plays a pivotal role in promoting ethical recruitment by facilitating multi-stakeholder collaboration among government entities, recruitment agencies, civil society, and the private sector. Key initiatives include:
•    Organizing focus group discussions to identify systemic challenges and potential solutions.
•    Advocating for the implementation of IRIS standards and other international frameworks among recruitment/placement agencies and actors involved in the protection of migrant workers.
•    Supporting bilateral dialogues to improve protections for workers in key migration corridors, such as Indonesia-Malaysia.
•    Facilitating various workshop on IRIS ethical recruitment targeting government, private sector and the association of private recruitment agencies.

To support Government of Indonesia’s efforts in developing a robust ethical recruitment standard in Indonesia, IOM seeks to conduct a research to map out the systemic and cultural barriers to ethical recruitment while identifying enablers for transparency, fairness, ethical, and rights-based service provisions in the context of migrant workers recruitment and placement. By aligning with global standards, such as IRIS, the GCM, and related ILO conventions and frameworks, the study aims to provide evidence-based recommendations for reform. Ethical recruitment is not only essential for protecting migrant workers but also contributes to sustainable labour migration and fair business practices.

Through these efforts, IOM Indonesia seeks to ensure that recruitment processes uphold humanitarian values, safeguard workers' rights, and support the broader goals of safe, orderly, and regular migration.


2.    Objectives

This consultancy aims to:
1.    Identify and analyse systemic, structural, social, and cultural barriers hindering the ethical recruitment of Indonesian migrant workers, with primary focus on the labour migration corridor to Malaysia – other destination countries are also open to be proposed.
2.    Evaluate existing recruitment policies and practices in Indonesia, benchmarking them against international standards such as the International Recruitment Integrity System (IRIS), ILO conventions, and the Global Compact for Migration (GCM).
3.    Develop evidence-based and actionable recommendations to improve recruitment practices, ensuring transparency, fairness, and the protection of migrant workers’ rights.
4.    Foster multi-stakeholder collaboration by facilitating knowledge-sharing and promoting coordinated, effective solutions to address ethical recruitment challenges.


3.    Nature of the Consultancy & IOM Project to Which the Consultancy is Contributing

The research will be conducted under MBHR (Migration, Business and Huma Rights) in Asia Programme, funded by the European Union and Sweden, assessing the challenges and enablers for ethical recruitment practices in Indonesia. The consultant can combine several research approaches to support the research objectives, including:

Interdisciplinary: Integrating the fields of migration, business, and human rights to comprehensively understand the complexity of recruiting migrant workers.

Participatory: Actively involving stakeholders at every stage of the research to ensure accurate and representative data collection.

Comparative: Contrasting policies and practices in recruiting migrant workers between corridors with international standards and best global practices.

The consultant may also propose other research approaches, methods, strategies, and activities that align with the research objectives, subject to approval from IOM Indonesia.

Responsibilities

4.    Task to be Performed Under this Contract

The consultant will undertake the following responsibilities / scope of work:
1.    Literature Review: Conduct a thorough analysis of existing research, policies, and reports on recruitment practices in Indonesia and in selected destination countries to establish a comprehensive understanding of the current landscape.
2.    Stakeholder Consultations: Organize and facilitate in-depth interviews and focus group discussions with key stakeholders, including migrant workers, recruitment agencies, policymakers, government, NGOs, and employers, to gather qualitative insights.
3.    Field Data Collection: Design and implement surveys to collect quantitative data on recruitment costs, process of recruitment and placement, working conditions, wages, grievance mechanism, their treatment and experiences in the workplace and the demographic profiles of migrant workers, especially within the Indonesia-Malaysia corridor.
4.    Policy Analysis: Evaluate recruitment-related regulations in Indonesia and selected destination countries, comparing them against international standards, including IRIS and GCM principles.
5.    Case Studies: Document and analyse specific examples of ethical and unethical recruitment practices to highlight key issues and best practices.
6.    Recommendations Development: Formulate practical and actionable recommendations aimed at improving policies, regulatory frameworks, and business practices related to recruitment.
7.    Final Report: Compile all findings into a detailed research report that includes an executive summary, policy briefs, and actionable insights for dissemination to stakeholders.
8.    Workshop and Research Findings Presentation: Following the approval of the research report by IOM, the consultant will organize a one-day workshop to disseminate the research findings. The workshop will bring together relevant stakeholders to facilitate discussion and feedback. This session aims to gather direct input from stakeholders regarding the research findings and recommendations, ensuring their relevance and applicability.


These activities will provide a deep understanding of the dynamics of migrant worker recruitment and form a basis for improving policies and business practices to better protect and respect the human rights of Indonesian migrant workers.


5.    Framework and Theoretical Foundations

Several frameworks and theories underpin and influence migration patterns. The consultant may use these as a foundation for conducting this research, including:
1.    Human Rights-Based Approach – Ensures that recruitment practices uphold and protect workers’ rights, emphasizing fairness, dignity, and ethical labour migration.
2.    Drivers of Migration Theory – Examines the economic and social factors that drive migration, including the conditions that push individuals to leave their home countries and the opportunities that pull them toward destination countries.
3.    World Systems Theory – Explores the global economic structures that shape labour migration, highlighting the influence of transnational economic disparities and market dependencies.
4.    IRIS Principles – Focuses on ethical recruitment through key principles such as the Employer Pays Principle, transparency, and responsible governance to prevent exploitation in labour migration.
5.    Gender, Diversity, and Inclusion Lens – Analyses gender-specific vulnerabilities, social inequalities, and the inclusivity of recruitment processes to ensure fair and equitable opportunities for all migrants.
6.    Migration, Environment, and Climate Change – Addresses the challenges of migration caused by environmental degradation and climate change. This framework emphasizes policy coherence, capacity-building, and cross-sectoral partnerships to enhance climate resilience, promote safe and orderly migration pathways, and integrate mobility into global climate action and sustainable development strategies.


6.    Methodology

This research employs a mixed-methods approach to ensure a comprehensive, data-driven, and impact-oriented analysis. By integrating qualitative and quantitative methods, the study aims to generate concrete and valid findings that inform policy and practice effectively.

1. Mixed-Methods Approach
a. Qualitative Methods
•    In-depth Interviews: Conduct interviews with 30-50 key stakeholders, including migrant workers, recruitment agencies (P3MI), government / policymakers, NGOs, employing companies to gain firsthand insights into recruitment practices and challenges.
•    Focus Group Discussions (FGDs): Organize 3–5 FGDs, each comprising 6–10 participants, to facilitate collective discussions and diverse perspectives on recruitment/placement experiences and labour migration policies.
•    Case Studies: Document both positive and negative recruitment experiences to illustrate best practices and areas needing improvement.

b. Quantitative Methods
•    Surveys: Administer structured surveys to 200–300 respondents, gathering data on recruitment costs, placement process, working conditions, grievance mechanism and awareness of labour rights. This will provide measurable insights into the realities faced by migrant workers.

The consultant must provide a draft questionnaire outlining key and thematic questions tailored for both qualitative and quantitative research methods. The questionnaire should ensure coherence with the study objectives, capturing relevant data to analyse recruitment practices, stakeholder perspectives, and policy implications within the selected labour migration corridor.


2. Policy Analysis
•    Conduct a comparative analysis of Indonesia’s policies and policies in selected countries of destination against international standards, particularly the IRIS principles and ILO conventions and standards pertaining to labour migration. This will help identify gaps and areas for policy alignment.

3. Literature Review
•    Analyse existing reports and studies produced by the Government of Indonesia, IOM, and other relevant organizations, including universities, research centers, to contextualize findings and ensure alignment with previous research.

4. Triangulation
•    Strengthen the validity and reliability of the research by cross-referencing data from multiple sources, including interviews, surveys, case studies, and policy reviews. This ensures a balanced and evidence-based conclusion.

By adopting a SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) approach, this methodology ensures that research outputs are concrete, valid, and impactful, ultimately supporting evidence-based policy recommendations for ethical and fair recruitment practices.


7.    Tangible and Measure Output of the Work Assignment


8.    Realistic Delivery Dates and Details as To How the Work Must Be Delivered
The total duration for this assignment is a maximum of 4 months working days, starting on 10 April 2025.

9.    Performance Indicators for Evaluation of Results 
•    Quality and Timeliness: The work meets the established standards, with detailed and targeted analysis, and all deliverables are submitted on time as agreed.
•    Comprehensive and Actionable Findings: The research provides well-structured, evidence-based insights with clear and practical recommendations.
•    Effective Stakeholder Engagement: Key stakeholders are actively involved, and their  
feedback is effectively integrated into the research process.
•    Compliance with International Standards: The findings and recommendations align with globally recognized ethical recruitment frameworks and best practices.

10.    Reporting Lines (Type of Supervision that Will Be Provided)
Under the direct supervision of National Project Officer and the overall supervision of the Programme Coordinator.

11.    Consultant’s Workplace
The Consultant is expected to work remotely from home, with occasional travel to Jakarta, Indonesia for coordination meetings with IOM Indonesia, and to other designated areas as required by the research proposal.

Qualifications

12.    Qualifications or Specialized Knowledge/Experiences Required:
The proposed consultant(s) should have followed competence: Conducting research aimed at identifying systemic, structural, social, and cultural challenges, as well as supportive factors in the ethical recruitment of Indonesian migrant workers requires specific qualifications and specialized knowledge/experiences. The qualifications typically include:

a.    Expertise in Migration Studies: A solid understanding of migration dynamics, policies, and practices, particularly in Southeast Asia and the context of Indonesian migrant workers protection. Background in Human Rights: Knowledge of international human rights frameworks, especially those relevant to migrant workers' rights and protections.

b.    Experience in Qualitative Research Methods: Proficiency in conducting qualitative research methodologies such as interviews, focus groups, and case studies to gather in-depth insights from various stakeholders.

c.    Policy Analysis Skills: Ability to analyse policies and regulations related to labour migration, including their implications for ethical recruitment practices and human rights.

d.    Cross-cultural Competence: Sensitivity and awareness of cultural differences and their impact on recruitment practices and migrant workers' experiences.

e.    Stakeholder Engagement: Skills in engaging and collaborating with diverse stakeholders including migrant workers, recruitment agencies, businesses, civil society organizations, and government officials.

f.    Data Analysis and Reporting: Capability to analyse both qualitative and quantitative data effectively and to present findings in clear, actionable reports.

g.    Ethical Considerations: Awareness of ethical considerations in research involving vulnerable populations such as migrant workers, ensuring confidentiality, informed consent, and respect for cultural sensitivities.

h.    Language Proficiency: Proficiency in Bahasa Indonesia to facilitate effective communication and data collection and in English to facilitate clear report writing.

i.    Field Experience: Previous experience or familiarity with conducting research in Southeast Asia, particularly on labour migration issues, would be advantageous.

j.    Overall, the researcher should possess a multidisciplinary approach combining knowledge of migration studies, human rights, policy analysis, and qualitative research methods. Practical experience in the field and a commitment to ethical research practices are essential for conducting effective and impactful research on the ethical recruitment of Indonesian migrant workers in the Indonesia.

13.    Required Documents
The following are important documents to be prepared and submitted by the research consultant: (All documents must be written in English).

a.    The research proposal (narrative and budget): It consists of detailing the research objectives, methodology, work schedule, budget, consultancy fees including additional supporting resources person per day/activity and the benefits and relevance of the research.

b.    Draft contract or work agreement: A legal document outlining the agreement between the research consultant and the client. It includes the scope of work, responsibilities of each party, completion schedule, payment terms, and rights and obligations.

c.    Consultant's biodata or CV: A document detailing the consultant's full resume, including education, previous research-related work experience, academic publications (if any), and relevant skills and expertise related to the ongoing research project.

d.    Permits or licenses (when the proposal is approved by IOM Indonesia and research activities commence): Required documents if the research involves sensitive data or access to specific areas. Examples include research permits from academic institutions or data access permits from national statistical agencies, companies or other sources.

e.    Progress report (quarterly or mid-research period, as agreed with IOM Indonesia): A document tracking the progress of the research project over time. It includes achievements, challenges faced, and action plans to address them. This report is crucial to ensure the project stays on schedule and within the established budget.

f.    Final research report: A comprehensive document containing the complete findings of the research, including data analysis, key findings, conclusions, and recommendations for the IOM Indonesia and relevant stakeholders. The report must be clear, scholarly, and understandable to readers without a deep research background.

g.    Presentation (at the end of the research period): In addition to the written report, the research consultant is often required to present the research findings to IOM Indonesia and relevant stakeholders. This presentation helps explain the findings directly and gather feedback from stakeholders.

14.    General Terms and Condition
Consultants should not assign, transfer, pledge, sub-contract or make other disposition of the consultancy contract or any part thereof, or of any of the Consultant’s rights, claims or obligations under the consultancy contract except with the prior written consent of the organization, in conjunction with HRM. Therefore, only in limited circumstances, when approved in advance.

15.    Evaluation 
The technical proposals of Individual consultant shall be evaluated based on the following criteria and sub-criteria:
(i) Specific experience of the Service Providers/ Consulting Firms relevant to the assignment: Points
a) Candidate qualification & competence (education, certification, CV). (10)
b) Experience (previous experience & sample of previous work). (15)
c) Knowledge of the candidate on the project (relevancy of the proposal). (20)
Total points for criterion (i) (45)


(ii) Adequacy of the proposed methodology and work plan in response to the Vacancy Notice Points
a) Problems identification and background. (20)
b) Proposed/possible interventions. (35)
Total points for criterion (ii) (55)

Total points for criterion (i) and (ii) (100)


The final assessment will be considered based on the following points:
•    Technical – Narrative Proposal (80%).
•    Financial Proposal (20%).

Other

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.  Appointment will be subject to certification that the candidate is medically fit for appointment, verification of Education certificate and security clearances. 

Please submit your application online by clicking "Apply" button above. Please attach the Cover letter, clearly specify suitability and availability date, followed by your updated curriculum vitae / resume and Personal History Form. Detailed curriculum vitae and minimum three referees (preferably direct supervisors). Please submit other required document as mentioned in point 13 and please find below template of technical and financial proposal. The deadline for applications is 19 February 2025. Candidates applying for this vacancy are required to declare whether they have relatives already working for IOM.  

Only applicant who meets the above qualification will be considered

For further information and other job postings, you are welcome to visit our website: IOM Indonesia Careers 

 

Technical Proposal Template


1.    BACKGROUND
2.    OBJECTIVES
3.    SCOPE OF CONSULTANCY
4.    FRAMEWORK AND THEORY
5.    METHODOLOGY
6.    SAMPLE OF OUTPUT
7.    SAMPLE OF PREVIOUS WORK/REPORT/MODULE (AS ANNEX)

1 Indicate total costs to be paid by IOM in each currency. Such total costs must coincide with the sum of the relevant subtotal indicated in Technical Proposal and Breakdown of Costs by Output/Activity .

 

Required Skills

  • Migration Policy and Research

Job info

Contract Type: Consultancy (Up to 11 months)
Initial Contract Duration: 3 months
Vacancy Type: Consultancy
Recruiting Type: Consultant
Grade: UG
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