Employees are Partners in Progress, not Slaves

The great resignation trends in the domestic environment may be a signal that the orientation of labour and global market landscape is changing.

Also, development managers need to be bothered about the rising rate of international migration of highly skilled workers from developing countries of the Global South to more family-friendly countries in the Global North.

In recent years, IOM reports affirm that international movement of skilled migrants from developing countries, with unfavourable local economic environment and inadequate social security, are directed towards many of the world's most family-friendly countries in the Global North, Europe, Nordic and Canada.

On one hand, the promise of remittance flows from international migrants may count as potential gains to their home countries. However, in the short to medium term, human capital losses to the originating countries may be retrogressive for local development.

Employers can and should become more proactive and adopt sustainable corporate governance practices. 

In order to make their socio-economic environments more attractive to value-adding investors, developing country governments can work to improve their performance on ease of doing business parameters.

Moreover, with enabling institutional environments and connective infrastructure, flexible global value chains can include economic agents resident in developing countries.

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International Organisation for Migration

International Labour Organisation