Image 1: Sample Representation of Blue Collar Workers in India
An Apple in Hand is worth two in a bush they said. Well, there are various apples and hence correspondingly different societies. While Bharat grows, so does the aspirations of the marginalized, who have long been subdued under cocktail of misguided priorities, freebies and false sense of comfort.
In Haryana, thousands of men formed long queues during a recruitment drive, aiming to secure jobs in Israel amid the ongoing conflict in Gaza. The shortage of labor in Israel due to the offensive has attracted workers from various professions, including masons, painters, electricians, plumbers, and some farmers. Their motivation stems from the prospect of earning five times more in a year than they would, despite the risks.
Gaurav Seni, a 27-year-old high school graduate burdened with debt, expressed his eagerness for the opportunity, stating that securing this job could help lift his family out of debt within a few months. He emphasized the inevitability of risks and the need to take them, highlighting the urgency to provide for his family. “Regardless of the ongoing conflict, our focus is on economic opportunities,” stressed Kamal Kishore, a 24-year-old arts graduate from Uttar Pradesh. He questioned the link between their job pursuit and the war, asserting, “Death can happen anywhere, but the chance to earn a better living in Israel and support my family is my priority.” The strong desire to enhance their financial situations and provide for their families acts as the driving force, compelling them to brave the risks while working in a conflict zone.
In a country like India, where almost 50 crore people are working in physically demanding occupations, the promise of better opportunities in Europe has become a ray of light for blue-collar workers. According to the statistics, the majority of India’s blue-collar workers (64%), with 16% being younger than 23, are in the age group of 24 to 38. These driven individuals often uproot their lives and go to urban centers, where they take on many professions to support themselves. European countries are now considered potential destinations as the globe begins to recover from the effects of the virus. These countries have strong labour laws that protect employees, make sure they get fair salaries, work in safe circumstances, and may join unions if they want to. Most importantly, diversity is welcomed.
Europe’s Allure: Unveiling the Potential
Denmark, Germany, and the United Kingdom are great places for Indian blue-collar workers to find employment because of the numerous established programs and pathways available to them. Stipends, on-the-job training, and post-training support with employment contracts are some of the attractive features offered by these programs, which also involve language certification and practical training. Not to mention their historically favorable migratory patterns and welcoming immigration policies.
- Opportunities in the European Union:
One of the tenets of the European employment strategy, as outlined in the Europe 2020 Strategy, is the cultivation of a competent labour force. There may soon be a scarcity of qualified workers due to demographic shifts and the general ageing of the population. Skilled labour is in great demand in Germany’s job market. Germany has 63,000 apprenticeship and training posts that were unfilled in the previous year. Germany being the third largest economy in the world, is dependent on skilled labour to keep its economy running. A good economy results in better living conditions for natives as well as tax collection to the government that induces strength to the nation and helps develop infrastructure and social benefits.
Image 2: Europe’s Textile Market
The construction industry is also facing a severe lack of personnel in the majority of EU member states. Construction manpower shortages in 2023 are almost three times greater than a decade ago, according to the Employment and Social Trends in Europe Report. Numerous national and European programmes are distributing cash for building in order to accomplish their new environmental goals. The National Recovery and Resilience Plans and the EU Green Deal are examples of such initiatives. Depending on the projections, the green transition may have created an extra 1.5–1.5 million employment by 2030. Companies must ensure they have access to a skilled workforce if they are to meet the rising demand.
So, the EU is putting its energy into helping blue- and white-collar employees with low levels of expertise. Additionally, in 2021, the member states of the European Union agreed on a directive about adequate minimum salaries. Several member states, like France, Luxembourg, Latvia, and Germany, have already implemented this directive. In an effort to address skill shortages, the European Union is aggressively promoting targeted migration of people from outside the EU. The EU Talent Pool is a pilot initiative that the Commission has launched to help match people with open positions. Recruiting qualified individuals from outside the EU is one of the main objectives of the European Year of Skills, 2023. In addition, by the end of 2022, the Commission aims to have established talent partnerships with a handful of non-EU states and increased the legitimacy of degrees earned by non-EU individuals.
A thorough framework may be created with the EU through skillful negotiation and smart cooperation. This permits a less cumbersome strategy, with the specifics ironed out via bilateral agreements with each country. This method guarantees that everyone can gain from it and reach a consensus.
Manual labourers may choose from a diverse variety of jobs in Europe’s many different economies. At the moment, there is a huge need for competent labour in sectors including logistics, construction, and manufacturing. The allure of competitive salaries ensures that Indian people may find jobs and also see a significant improvement in their economic condition.
2. Worker Rights and Protections:
The rights of all employees, especially those in manual employment, are protected by the strong labour laws that many European nations have enacted. Working conditions that emphasise the security and dignity of Indian workers include fair salaries, safe working conditions, and the ability to create and join trade unions. nationals of countries outside the European Union (EU) may have more rights than EU nationals when it comes to job opportunities and working conditions in the EU. But their nationality and the strength of their familial ties to EU members determine whether they are eligible for these rights.
3. Skill Development and Upgradation:
Training and education for employees is a top priority for European businesses. This one-of-a-kind chance for skill development and training is a golden opportunity for blue-collar workers in India to boost their employability and competitiveness. When India’s government and the European Commission signed the Common Agenda on Migration and Mobility (CAMM) in 2016, they committed to collaborating on migration issues. Part I of the India-EU Cooperation and Dialogue on Mobility and Migration initiative ran from 2017 to 2022. Improving migration management, bolstering legal migration, and tackling problems associated with irregular movement between the European Union and India were the goals of this initiative.
4. Carbon Neutral Opportunities:
As Europe gears up to achieve carbon neutrality by 2030, a surge in projects and initiatives is on the horizon. This transition requires a significantly large workforce, presenting an unparalleled opportunity for Indian workers to contribute to and benefit from the various projects shaping Europe’s sustainable future over the next six years.
5. Navigating the European Job Market
The European Union’s goal of reaching net-zero emissions would have far-reaching economic and environmental consequences. McKinsey estimates that this green transformation will result in a net increase of 5 million employment, or 11 million new jobs. Yet, problems arise due to the falling number of blue-collar employees. The ageing workforce and other demographic changes make closing the gap an urgent matter. The rising need for skilled personnel in manufacturing and construction in Europe presents opportunities for Indian blue-collar workers. These jobs provide greater incomes as well as appealing incentives.
6. Sustainable Development
In the quest for a sustainable future, Europe’s ambitious journey towards achieving net-zero emissions promises not just environmental benefits but also substantial economic transformations. McKinsey’s insightful analysis projects the creation of approximately 11 million new jobs as part of this transition, albeit with a phased-out loss of 6 million positions. The net outcome? A significant gain of 5 million jobs, reflecting the potential for positive growth on multiple fronts. Within the construction sector alone, the European Union envisions the need for 1.1 million skilled workers. Their mission: retrofit homes with enhanced insulation and implement eco-friendly heating and cooling systems, underscoring the pivotal role of skilled labour in realising sustainable infrastructure.
Image 2: Blue Collar Workers in Europe
7. Demand for Jobs
But if we investigate the dynamics of the European labour force, a significant pattern becomes apparent. A total of 86 million people worked in blue collar jobs in 2000, but by 2022, that figure will have dropped to 73 million. There has been a noticeable change when looking at the age distribution. In the year 2000, 12% of Europe’s blue-collar workers were under the age of 25. That proportion has dropped to 7% by the year 2022. An important issue brought up by this reduction is the fact that the blue-collar workforce is becoming older and fewer young people are interested in working in these conventional jobs. If we want to reach our sustainability targets, closing this gap becomes critical. It is not only a problem, but a strategic requirement, for the success of the European Union’s common environmental aspirations, to attract talent from younger generations and to convert experienced blue-collar workers, especially those over 45, into green occupations.
Image 3: Average age of working population in Europe from 2005–2017
8. Demographic Challenges
Europe also faces demographic challenges, including an ageing population, declining fertility rate, and shortage of skilled workers in different sectors. As per a study conducted by the European Union, EU Member States are experiencing population ageing, which accounts for 42% of the challenges, and a declining working-age population and workforce shortages, which account for 40% of the challenges. Subsequently, migration and integration account for 34% of the factors, while depopulation and brain drain make up 26%, and the dropping birth rate contributes 21%. Only 9% of respondents saw the decrease in the EU’s global population share as a significant demographic concern in their nation. The majority of residents agree with all of the effects of the demographic shift outlined in the poll. 70% of Europeans agree that demographic changes jeopardise the European Union’s future economic growth and competitiveness. 67% of respondents believe that these trends are a contributing factor to labour shortages, while an equal percentage agree that demographic trends pose a threat to the long-term viability of public finances in the EU. Additionally, 65% of respondents agree that these trends exacerbate disparities both between and within EU Member States, and 58% believe they contribute to skills mismatches within the EU.
Opportunities for Indian Blue-Collar Workers
In this respect, exploring employment prospects in Europe offers a diverse array of opportunities for Indian blue-collar workers across various industries. In 2023, there was a 7.40 per cent increase in the employment of blue-collar workers in India In the fiscal year 2020–21, an estimated 7.7 million workers were engaged in blue-collar jobs in India. India’s government has implemented many efforts to encourage the development of vocational skills among blue-collar workers, including the Pradhan Mantri Kaushal Vikas Yojana (PMKVY) and the Skill India Mission. One compelling aspect of venturing into a blue-collar career in Europe is the potential for higher salaries compared to one’s home country. While specific figures vary based on the job and country, it’s a common trend for blue-collar workers to enjoy significantly increased earnings. Additionally, European countries often offer attractive benefits, including paid vacation time, sick leave, and comprehensive health insurance coverage.
Challenges Faced by Indian Immigrants
While Europe does sound like a promising continent for blue-collar workers, it is not at all a cakewalk. The path is riddled with challenges that demand resilience and adaptation.
- Brain Drain and Lack of Skilled Labour
Despite having a sizable number of semi-skilled workers, India’s economic growth and development are impeded by the vast bulk of its workforce, which is unskilled or under-skilled. According to new study from the World Economic Forum, India will need to educate or train almost 400 million people by 2030 if it wants to keep up with its changing economy. The study found that over the next decade, India would need one million additional skilled blue-collar workers. The Indian economy is showing signs of improvement, with GDP growth rates projected at 6.6–7.8% in 2023–24. This bodes well for blue-collar workers, who should have more job opportunities available to them.
2. Illegal and Irregular Immigration
The 2023 movie “Dunki” uses the “donkey flight” as a jumping off point to explore the complex labyrinth of illegal immigration in a lighthearted way. This fresh perspective brings attention to the sad truth of companies taking advantage of migrant workers who do not have the right paperwork. The film depicts the hardships endured by people as they face dangerous journeys, negotiate astronomical fees charged by middlemen or human traffickers, incur massive debts, and become even more susceptible to harm. By highlighting the hazards to one’s physical health and perhaps one’s life, “Dunki” brings attention to the perils of unauthorised migration. The video highlights the precarious situation of migrants, who are unable to protect themselves and are subject to abuse and exploitation in their home countries. Migrants are often marginalised and do not have access to social safety nets. An all-time high of 675 Indian people crossed into the United Kingdom in 2023 using small boats across the English Channel, up significantly from 233 in the first nine months of 2022. Among the migrants attempting this perilous voyage, Indians are now the second-largest group, after only Afghans (24% of the total) from Europe.
3. Challenges in Securing Employment
Migrants sometimes resort to exploitative under-the-table employment to gain work permits for low or semi-skilled jobs due to the stringent visa criteria. Further complicating matters is the fact that limited job opportunities and professional advancement opportunities result from ineffective communication caused by a lack of competence in the host country’s language. If the abilities acquired in India don’t quite match the requirements of European business, retraining or adapting might be a time-consuming and costly ordeal. This occurs as a result of the apparent disparity in skill sets. Not only do many blue-collar jobs in India not need formal degrees, but there is also a dearth of recognised credentials in Europe, making it even more difficult to verify the skills and knowledge of these workers.
4. Social and Cultural Differences
Cultural shock and prejudice are just two of the many obstacles that Indian immigrants face. The overwhelming challenge of adjusting to a new way of life, complete with different social norms and etiquette, may intensify feelings of alienation and loneliness. Prejudice against migrant workers, especially those from South Asia, adds insult to injury, making it harder to find a place to live, and make friends.
5. Poor Living Conditions
It is very difficult for migrants who are not citizens to navigate life in Western Europe. People are even more vulnerable and financially unstable when they are unable to access social safety nets like healthcare and unemployment assistance. Overcrowding and poor living conditions are commonplace for migrant workers due to a lack of alternatives and budgetary limitations. More troublesome yet is figuring out the Western European public transit system, which makes getting about and using basic services much more of a challenge.
Proposed Solutions
- Skill Assessment and Training Programme
Requiring skill assessments that align with the requirements of employment overseas is the only way to ensure worker competence. A more competent workforce is the result of formal vocational training courses, licences tailored to certain industries, and safety certifications. Aligning Skill India Mission efforts, eliminating duplication, and cultivating business alliances to support structured apprenticeship programmes are all crucial to promoting continued skill development. Students benefit from these courses because they ease their transition from theoretical study to practical work experience. If the Skill India Mission wants to be more efficient and cut out waste, it has to be overhauled. Apprenticeship initiatives that highlight the significance of industry partnerships increase employability via the provision of practical experience. There are a lot of skill-building programmes that India has started for its foreign workers. To facilitate the transfer of cutting-edge expertise in skill development from Europe to India, the India-EU Skill Development Project was launched in 2015. There has been very little progress on this plan since it was started.
A thorough strategy is suggested to overcome obstacles and improve the efficacy of skill development programmes. Outside of the initial 5-year licensing term, qualified personnel from the Ministry of External Affairs should collaborate with local police agencies to perform regular inspections every two years. These inspections should be put in place to verify compliance and detect any misconduct. To bridge the gap between training and work, it is essential to form relationships with industry in order to create organised apprenticeship and internship programmes. The efficacy of the programme may be evaluated and used to influence future changes by tracking key performance indicators using Demand-Driven Skill Development. Crucial measures include concentrating on the requirements of local industries, creating skill development facilities spread out over the country, and allocating specific funds to provide training programmes for underserved populations. In light of the growing need for climate- and zero-carbon technology inside the EU, we are presenting a “Job in EU Course” in partnership with the National Skill Development Corporation and making use of current employment opportunities.
2. Leveraging Global Labour Mobility
India’s economic diplomacy places a strong emphasis on facilitating global labour mobility, an issue on which the nation has long and passionately advocated. Beyond conventional statecraft, modern sovereign diplomacy sees migration as an essential role, with a focus on educating and protecting migrant workers and ensuring that labour mobility is well-governed. That the EU is looking at the possibility of easing migration restrictions for both skilled and unskilled workers is encouraging.
3. Bilateral Partnerships
Instead of engaging in fruitless multilateralism, India may look for opportunities for bilateral relationships. Many people are hesitant to work together on global mobility projects due to mistrust, concerns about the health hazards involved, and the potential economic and security consequences of migration. Subsequently, during negotiations, India will have to address other issues, including responsibility for overstay, unlawful migration, and the implementation of limitations on temporary guest workers. It should also propose to take on some legal obligations for oversight and compliance. The Common Agenda on Migration and Mobility (CAMM) is a comprehensive framework for addressing migration and mobility concerns between the European Union and India. It was adopted at the India-EU Summit on March 29, 2016, and it acts as a wide and flexible vision document. In 2006, the High-Level Dialogues on Migration and Mobility (HLDMM) were established to serve as a guiding mechanism for the CAMM’s implementation and to provide a coordinated response to these common problems.
Various measures have been suggested to strengthen the Common Agenda on Migration and Mobility (CAMM) framework, with the overarching goal of improving the mutual acknowledgement and incorporation of Indian and European skill sets. Establishing certification parity, wherein training programmes and certificates from certain institutions in both nations are mutually recognised, is a crucial recommendation. A different approach is suggested, one that recognises credentials acknowledged by both countries rather than professional job experience, to appeal to India’s younger labour. Providing skilled individuals with the opportunity to improve their language abilities in the destination country, with two chances to pass the proficiency test within the first six months, may help alleviate language hurdles. Important first measures include fostering institutional memorandums of understanding and knowledge-sharing agreements, identifying skill shortages, and filling them via initiatives like subject matter exchange, teacher training, and extra language sessions. The overall success of the migration and mobility agenda between India and the EU is enhanced by the fact that certificates are consistent and legitimate thanks to the harmonisation of course lengths and examination criteria.
Annexure I: India’s outbound blue-collar workforce halved between 2015 and 2017
Image 4: India’s outbound blue-collar workforce halved between 2015 and 2017
The number of Indians granted permission to work in 18 countries, including key West Asian nations like Saudi Arabia, the UAE, Kuwait, Bahrain, Oman, and Qatar, has shown a decline, dropping from 7,82,083 in 2015 to 3,91,024 in 2017. Saudi Arabia, once the primary destination with over 3.2 million Indian workers, saw a significant decrease in job opportunities for Indians, from 3,06,642 in 2015 to 78,611 in 2017. The UAE remained the top destination, though the number of Indian blue-collar workers finding jobs decreased from 2,25,512 in 2015 to 1,49,962. Factors contributing to the decline include a slowdown in West Asian construction business and efforts by some countries to prioritize job opportunities for their own nationals, impacting the availability of jobs for foreign workers. Oman, for instance, has announced plans to create 25,000 new jobs for its citizens amidst a challenging job crisis. Despite the decline, experts note that nationalization schemes may take time to effectively reduce reliance on foreign labor in the region.
Annexure II: The State of the Blue-Collar Gig Economy in India
Image 5: The State of the Blue-Collar Gig Economy in India
The gig economy in India is witnessing rapid growth, projected to reach 2.35 crore workers by 2029–30. The symbiotic relationship between companies and gig workers has led to a surge in moonlighting, mass resignations, and layoffs. The pandemic has further accelerated the adoption of gig work, especially in the blue-collar sector, which comprises 450 million workers.
This is ripe time for Indian gig workers to rise up to the global challenge and via effective skill and habit realignment, be in a position to improve not just their family lives but also usher in cultural renaissance in Europe by illustrating the glorious civilisational tales and art forms of this holy land.