In an era where ethical business practices are gaining increasing importance, HR professionals play a pivotal role in ensuring their organizations maintain fair and just workplaces. One particularly concerning issue is forced labour, a grave violation of human rights that still persists in various industries around the world.
According to the International Labour Organization (ILO), 27.6 million people were in forced labour in 2021, of which 11.8 million are women and 3.3 million are children. More than half of forced labour cases occur in upper-middle income and high-income countries.
In Malaysia, forced labour is an issue that the government is actively trying to solve. In the United States State Department Trafficking in Persons Report 2023, Malaysia moved up a level to Tier 2 Watch List, improving over past years but still having some way to go. There have also been several highly publicized cases of alleged forced labour occurring at several high-profile companies during the COVID-19 pandemic.
To effectively combat forced labour, HR professionals must be well-versed in recognizing the ILO forced labour indicators. This should not only be done at the company’s workplace, but also at the facilities of suppliers, third-party recruiters, and other stakeholders.
By understanding and identifying these warning signs, HR professionals can take proactive measures to protect their workforce and contribute to the eradication of this unethical practice.
These indicators are used to identify persons who may be trapped in a forced labour situation and may require urgent assistance. While the presence of a single indicator may or may not imply forced labour, you may have to look closer at several indicators which, if taken together, will point to forced labour.
The indicators are:
For all practical purposes, HR can look at the following areas to check if forced labour is present.
One of the initial areas to scrutinize is the recruitment and employment process. Forced labour often begins during the recruitment phase, where vulnerable individuals may fall prey to deceptive tactics. HR professionals should be wary of indicators such as:
Retention of passports and recruitment ‘fees’ are especially common in Malaysia and Singapore. HR executives should know that such practices constitute less overt forms of forced labour, but nonetheless restrict workers’ movements involuntarily. You will also need to be very careful when relying on foreign worker agencies or consultancies, as they may engage in these practices without your knowledge.
Monitoring working and living conditions is crucial for detecting forced labour situations. Some key red flags to watch out for include:
Malaysia’s Department of Labour has promulgated a set of guidelines for workers’ living quarters, so check if your company’s workers’ accommodations adhere to these standards.
Forced labour often involves exploitative payment practices that perpetuate the cycle of bondage. HR professionals should be alert to signs of financial abuse, such as:
Recognizing signs of coercion and control over workers is vital in identifying forced labour situations. Some indicators include:
In certain industries, overtime is unavoidable. However, HR professionals should watch out for the following indicators which imply forced labour:
As guardians of fair and ethical workplaces, HR professionals have a crucial role in combating forced labour. By familiarizing yourself with the indicators discussed above, you can effectively identify potential forced labour situations and take appropriate action. This involves implementing rigorous recruitment procedures, enforcing fair employment practices, and establishing transparent communication channels to ensure the safety and well-being of all employees.
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In an era where ethical business practices are gaining increasing importance, HR professionals play a pivotal role in ensuring their organizations maintain fair and just workplaces. One particularly concerning issue is forced labour, a grave violation of human rights that still persists in various industries around the world.
According to the International Labour Organization (ILO), 27.6 million people were in forced labour in 2021, of which 11.8 million are women and 3.3 million are children. More than half of forced labour cases occur in upper-middle income and high-income countries.
In Malaysia, forced labour is an issue that the government is actively trying to solve. In the United States State Department Trafficking in Persons Report 2023, Malaysia moved up a level to Tier 2 Watch List, improving over past years but still having some way to go. There have also been several highly publicized cases of alleged forced labour occurring at several high-profile companies during the COVID-19 pandemic.
To effectively combat forced labour, HR professionals must be well-versed in recognizing the ILO forced labour indicators. This should not only be done at the company’s workplace, but also at the facilities of suppliers, third-party recruiters, and other stakeholders.
By understanding and identifying these warning signs, HR professionals can take proactive measures to protect their workforce and contribute to the eradication of this unethical practice.
These indicators are used to identify persons who may be trapped in a forced labour situation and may require urgent assistance. While the presence of a single indicator may or may not imply forced labour, you may have to look closer at several indicators which, if taken together, will point to forced labour.
The indicators are:
For all practical purposes, HR can look at the following areas to check if forced labour is present.
One of the initial areas to scrutinize is the recruitment and employment process. Forced labour often begins during the recruitment phase, where vulnerable individuals may fall prey to deceptive tactics. HR professionals should be wary of indicators such as:
Retention of passports and recruitment ‘fees’ are especially common in Malaysia and Singapore. HR executives should know that such practices constitute less overt forms of forced labour, but nonetheless restrict workers’ movements involuntarily. You will also need to be very careful when relying on foreign worker agencies or consultancies, as they may engage in these practices without your knowledge.
Monitoring working and living conditions is crucial for detecting forced labour situations. Some key red flags to watch out for include:
Malaysia’s Department of Labour has promulgated a set of guidelines for workers’ living quarters, so check if your company’s workers’ accommodations adhere to these standards.
Forced labour often involves exploitative payment practices that perpetuate the cycle of bondage. HR professionals should be alert to signs of financial abuse, such as:
Recognizing signs of coercion and control over workers is vital in identifying forced labour situations. Some indicators include:
In certain industries, overtime is unavoidable. However, HR professionals should watch out for the following indicators which imply forced labour:
As guardians of fair and ethical workplaces, HR professionals have a crucial role in combating forced labour. By familiarizing yourself with the indicators discussed above, you can effectively identify potential forced labour situations and take appropriate action. This involves implementing rigorous recruitment procedures, enforcing fair employment practices, and establishing transparent communication channels to ensure the safety and well-being of all employees.