Calls for Action
National governments should provide incentives for companies in countries with labour shortages to hire remote workers from countries with high unemployment through tax breaks, subsidies, or grants to encourage companies to engage in cross-border remote work arrangements.
National governments should provide funding, regulatory support, and infrastructure to facilitate the agency's operations.
Taxation and social security contributions for remote work would be determined based on relevant laws, treaties, and compliance requirements in the countries involved.
Local governments should facilitate access to language and skills training through various means (see Appendix I - What programs do countries offer to immigrants and remote workers and how does it affect brain drain?)
Government agencies can collaborate with educational institutions, vocational training centres, and online learning platforms to offer language and skills training programs tailored to the needs of remote workers.
Government agencies can provide subsidies or grants to support remote workers in accessing language and skills training programs.
Governments can offer tax incentives or deductions to employers who invest in training and upskilling their remote workforce.
Labour unions should advocate for policies and regulations that facilitate remote work and entrepreneurship in less developed areas; by implementing initiatives such as tax incentives, flexible labour laws, and investment in digital infrastructure.
A Global Job Agency for remote work has the potential to counteract the effects of brain drain on countries such as Romania and India by providing access to remote work opportunities that allow individuals to work for companies located in other regions without needing to relocate. (see Appendix I - What programs do countries offer to immigrants and remote workers and how does it affect brain drain?)
The agency can serve as a platform where companies seeking remote workers can connect with talent from countries experiencing brain drain. By matching individuals with suitable remote work opportunities based on their skills, experience, and preferences, the agency can help retain talent within these countries and prevent the loss of skilled workers to emigration.
Advocate for policies and initiatives that promote inclusive access to remote work opportunities and address barriers to participation for individuals in technologically underserved regions. E.g advocating for investment in digital infrastructure, expanding access to education and training programs, and promoting diversity and inclusion in remote work hiring practices. (see Appendix I - What programs do countries offer to immigrants and remote workers and how does it affect brain drain?)
Introduce remote work visas or special immigration programs that allow individuals from countries with high unemployment to work remotely for companies in countries experiencing labour shortages. This can facilitate legal employment arrangements and ensure compliance with immigration regulations. (see Appendix I - What are the differences in immigration law that makes remote work unavailable for people? AND Why is Digital Nomad visa a perfect opportunity for brain gain and how does it counterbalance brain drain?)
Countries With Relevant Policies/Strategies Relating to Remote Work
Main Outcomes
Remote workers can expect to receive fair and competitive compensation for their work, as clear policies and procedures are in place to ensure proper payment.
Access to robust technology infrastructure enables remote workers to have more flexibility in how and where they work. They can choose the tools and platforms that best suit their work style and preferences, leading to greater autonomy and work-life balance.
Remote workers gain access to a broader range of job opportunities beyond their local or regional job markets. They can explore job openings from companies located in countries experiencing labour shortages, expanding their options for employment.
Panel Discussion Summary
The moderator set the stage for the discussion by shining a spotlight on the profound global transformations brought about by the COVID-19 pandemic. From remote work becoming the new norm to the widespread adoption of mask-wearing, society has rapidly adapted to a new way of life.
Mark Donfried highlighted the transformative impact of remote work, particularly in challenging cultural norms and habits, as exemplified by the global response to COVID-19. He emphasised the potential for remote work to foster cultural diplomacy and break down borders, envisioning it as a key element of a truly free market economy. However, he acknowledged the complexities of implementation, especially in highly regulated countries like Germany, where issues such as taxation, reporting requirements, and regulation pose significant challenges. Mark raised critical questions about the creation of a global job agency, taxation, and cross-border regulation, seeking insights from the panellists on navigating these obstacles to realise the potential of remote work on a global scale.
Nadia Harris emphasised the advantages of remote work beyond flexibility and called for a global perspective to access talent pools and challenge biases. She stressed the importance of global regulations to reduce risks for employers and employees, and advocated for leveraging technology to create equitable opportunities on a global scale.
Lorraine Charles highlighted the benefits of remote work for marginalised groups, such as refugees and people living in the Global South. She explained that remote work can provide them with opportunities to work and earn money without having to migrate. Lorraine also talked about how remote work can create virtual communities and challenge the idea that workplaces need to be centralised. She believes that global companies should recognize the talent that comes from diverse backgrounds. However, Lorraine also pointed out that displaced people face obstacles when it comes to remote work, such as visa restrictions and recognition of qualifications. To address this issue, she suggested that agencies should help connect talented people with companies, while also mitigating risks for employers.
Sarah Horowith emphasised the importance of rethinking economic development with a mutualist perspective, highlighting the crucial role of local communities in promoting solidarity, sustainable economic exchange, and self-organisation. For Sarah, avoiding the division between different worker groups and promoting social organisation are essential to achieving systemic reforms, complemented by government involvement. She also discussed practical initiatives, such as Freelancers Union, that seek to address global issues like fair payment and benefits for freelance work through market-based solutions and legal changes.
As the discussion unfolded, it became evident that the panellists were eager to explore the implications of these changes on a broader scale. They questioned how remote work could potentially reshape the future of work and how policymakers could step in to facilitate a smoother transition. Ultimately, the panellists emphasised the need for a collaborative effort to navigate the complexities of remote work and ensure that talent remains unrestricted and valued in the global workforce.