The Middle East has long been a significant destination for migrant workers, particularly from South Asia. Bangladesh, one of the largest labour-exporting countries in the region, has a substantial stake in the Middle East labour market. With over 15 million Bangladeshi workers employed abroad, the Middle East accounts for nearly 70% of these overseas employment opportunities. However, the market in the Middle East is evolving due to economic diversification, technological advancements and shifting geopolitical dynamics. For Bangladesh to ensure durability and expansion in this market, it must adopt strategic measures to address these challenges and leverage opportunities. So, this article explores how Bangladesh, through various initiatives and strategies, can ensure the durability and expansion of the on-going demand of the labour market in the Middle East.

Current state of the Middle Eastern market

The Middle Eastern labour market highly depends on foreign labour, especially in industries like construction, hospitality, healthcare and domestic work. The KSA, the UAE, Qatar and Oman are among the top destinations for Bangladeshi workers. Bangladesh Bureau of Manpower, Employment and Training (BMET) reported that Saudi Arabia alone employs more than 2.2 million workers, making it the region’s largest employer of Bangladeshi labour.

However, the Middle Eastern market is undergoing significant changes. Its economy is diversifying and moving away from reliance on oil through programmes like the KSA’s Vision 2030 and the UAE’s Vision 2031. These initiatives focus on industries that need a highly trained workforce in sectors like technology, tourism, renewable energy and finance. Furthermore, the COVID-19 pandemic has driven up digitisation and automation, which has decreased the need for low-skilled workers in traditional sectors.

Obstacles for Bangladeshi workers

Remittances from the Middle East constitute a vital source of foreign exchange for Bangladesh, with an annual contribution of over $22 billion, which accounts for approximately 6% of the nation’s GDP. Any labour market turmoil, like the workers’ repatriation brought on by COVID-19, might have serious economic repercussions.

The majority of Bangladeshi workers in the Middle East are employed in low-skilled jobs. There is a growing demand for skilled individuals in IT, engineering, healthcare and finance as the area transitions to a knowledge-based economy. In contrast, barely 20% of Bangladesh's migrant workers have technical or vocational training, making the country's workforce entirely unprepared for this change.

Another matter of concern is that many Bangladeshi workers face exploitative practices, including wage theft, long working hours and inhumane living conditions. According to a 2022 report by Human Rights Watch, migrant workers in the Gulf countries often experience labour rights violations, with Bangladeshi migrants being particularly vulnerable due to weak legal protections and enforcement. Apart from this, geopolitical and economic uncertainty is another issue for Bangladeshi labourers because the Middle East is a volatile region with ongoing conflicts, fluctuating oil prices and changing immigration policies.

Initiatives and strategies for durability and expansion

Bangladesh must adopt a multifaceted approach that addresses these challenges. Bangladesh must invest in technical and vocational education and training (TVET) to equip its workforce with market-based skills. The government, in collaboration with the private sector, should establish training centres that offer courses in IT, healthcare, engineering and renewable energy. For example, the UAE’s demand for skilled professionals in artificial intelligence and robotics presents an opportunity for Bangladesh to train workers in these emerging fields. Additionally, the government might collaborate with nations in the Middle East to create customised training initiatives.

Corruption and exploitation are common problems in the hiring process for migrant workers. Many workers are indebted even before they start their careers because they pay middlemen excessive fees. To ensure openness and lessen the need for middlemen, the government therefore can set up a centralised online hiring platform.

To protect the rights of its workers, the government must establish more robust bilateral agreements with Middle Eastern nations. These agreements should include provisions for fair compensation, decent working conditions, and legal recourse in the event of abuse. The government should also employ labour attachés in key areas to monitor workers' welfare and promptly address complaints.

Moreover, to represent the interests of its employees, Bangladesh needs to improve its diplomatic relations with the Middle East. Issues like labour quotas, worker welfare and visa restrictions can be discussed at high levels.

The drive for digitalisation in the Middle East offers Bangladesh a chance to establish itself as a supplier of a tech-savvy workforce. The government should support its employees’ acquisition of digital skills. This change can be facilitated by collaborations with IT firms and academic institutions. Furthermore, Bangladesh can lessen its need for conventional hiring methods by using digital platforms to link employees and employers directly. Bangladeshi workers can demonstrate their abilities and get higher-paying positions using platforms like LinkedIn and specialist employment portals.

Even though the Middle East is still a crucial market, Bangladesh should look at prospects to lessen its reliance on a particular geographic area. Countries in Southeast Asia, Europe and North America are increasingly looking for experienced and semi-skilled workforce in industries like healthcare, construction and information technology. Bangladesh can lessen the risks by diversifying its manpower export destinations.

The writer is a lecturer, Department of Business Administration, Rabindra Maitree University, Kushtia