Part-1
During the COVID-19 pandemic in 2020, a vast number of workers were forced to return home after losing their jobs in the Middle East, our largest labor market. Upon returning, some managed to stand on their feet again by finding new employment, while others could not. During that time, we also noticed reports in the media about people becoming destitute after losing their jobs and returning home. Such examples are still visible today; even though six years have passed since their return, some have been unable to recover financially. Instead, they have exhausted the small amount of savings they brought back with them just to survive. Now, they have nowhere to stand and no shelter. A dark future awaits them.
Needless to say, our economy has long been dependent on expatriate remittances, and the lion's share of this income comes from the Middle East. According to central bank statistics, nearly 45% of our remittance income in the last fiscal year came from the Middle East. Furthermore, a handful of Middle Eastern countries remain the top choices for our expatriates' destinations. Recent statistics also support this fact. This implies that although policymakers have spoken at various times about diversifying the labor market or exploring new ones, we have not actually achieved significant progress in that regard.
Our economy has long been dependent on expatriate remittances, and the
lion's share of this income comes from the Middle East. According to
central bank statistics, nearly 45% of our remittance income in the last
fiscal year came from the Middle East.
Recently, the instability that has reignited in the Middle East following attacks on Iran by the US and Israel brings an imminent fear of a repeat of the same situation. Although a large-scale return of workers has not been observed yet, it is easy to assume that if the war is prolonged, it will have a negative impact on employment there. If relevant organizations take harsh steps like layoffs due to this situation, those affected will have no alternative but to return home. In this state, the question naturally arises: what plans do we have for these workers at risk? Do we want to witness more families becoming destitute, or do we want to prevent a recurrence of the previous situation?
It is important to remember that if workers return from the Middle East, it is not just the individuals or their families who will suffer. Above all, the country's economy will be damaged. In particular, remittance-dependent areas will feel a massive negative impact. In this context, it should also be noted that during the COVID-19 pandemic, there was no instability in the fuel market. Therefore, even after returning home, some people managed to sustain themselves and their families. However, this time the situation is different. It can be assumed that the instability in the fuel market will also negatively impact domestic employment. This means that while jobs will decrease in the domestic labor market, returning workers who have lost their jobs abroad will be added to the ranks of the existing unemployed population.
Naturally, the question arises: what should we do in such a situation? It would be best if the return of these workers could be prevented through diplomatic efforts. We have historically maintained warm relations with several Middle Eastern countries. However, it is easy to imagine how effective such "warmth" will be when the economy is in crisis. But that does not mean we can afford to sit idle. Although there may be a lack of skills in certain areas, our workers have a good reputation in many other respects. We must also encourage them to use their personal initiative to try and retain their jobs. However, it must be kept in mind that unless the situation is extremely unfavourable, no organization wants to lay off a skilled worker. On the other hand, when the question of downsizing arises at a company's policy-making level, decisions are initially made regarding unskilled or low-skilled workers. Most of our workers employed in the Middle East fall into this category. Consequently, their risk of being excluded is much higher. Those who possess the necessary skills are, of course, at a lower risk of facing such a situation. Yet, it cannot be denied that the unskilled or low-skilled workers who face the risk of losing their jobs are also a key driving force of our economy. Therefore, we must think of alternatives for them.
Beyond the Middle East, we also have labor destinations in Europe. However, the fundamental difference between the labor markets of the Middle East and Europe is skill. It must be remembered that while there is a demand for skilled labor in Europe, we have consistently lagged behind in creating a skilled workforce. It is also true that although there is a demand for manpower from many comparable countries in Europe, many are reluctant to accept manpower from Bangladesh. Besides skills, falling behind in standards of ethics and etiquette is another major reason for this. Otherwise, it would not have been very difficult to significantly expand our labor market beyond the Middle East.
(To be continued)
The writer is an army officer
