Although there is increasing demand for domestic workers both in Uganda and abroad, the available workers lack the prerequisite practical skills to work in modern homes that are usually demanding for such services. This is particularly due to the fact that most of such workers come from poor households in rural areas with limited exposure to modern facilities and equipment available in most homes where they seek employment.  Migrant domestic workers further face challenges of cultural diversity and language barriers.

Also, the lack of formal institutions that provide apprenticeship skills has led to domestic work being undervalued by the labour market resulting in low wages and poor working conditions. Employers are increasingly seeking workers who possess a mix of transversal and vocational or technical skills. For example, employers look for domestic workers who can clean the house, use various household appliances, manage gadgets, and take care of the elderly, children and persons with disabilities without close supervision.

Most of the young people seeking domestic workers do not have the pre-requisite training.  While some are School drop-outs, others are University graduates who have pursued various professions but have failed to access employment.  These categories of people require context-specific training. However, there exist few service providers to offer such training.

The local domestic labour industry remains completely informal. The continuous invisibility and hidden nature of domestic work have left DWs isolated, unable to access information on their rights and institutions of redress.

There is a need to set up a curriculum to skill domestic workers with adequate skills. This will help improve the skills and competencies of domestic workers both at home and abroad, ensure employers’ satisfaction, improve working conditions, and empower domestic workers, including Migrant Domestic Workers (MDW) to negotiate for good working and observation of their rights by the employers.

The Ministry of Gender, Labour and Social development passed new guidelines that require all migrant domestic labour recruitment agencies to offer mandatory pre-departure orientation training for migrant domestic workers.

Challenge(S)

There is currently a challenge with pre-departure training programs that tend to have a one-size-fits-all design. Gender responsiveness too is particularly important due to special challenges faced by young female domestic workers.

Further, only mandatory Female Migrant Domestic workers training exists. The none female migrant workers have no set or required training, yet challenges to this other category are immense.

EXPLORER DUBAI LTD TRAINING APPROACH AND FRAMEWORK

We offer a clear set of training, skill and gender-specific programs through orientation training for migrant workers both domestic and non-domestic workers based on a comprehensive training curriculum. The training curriculum provides migrant workers with new skills and competencies, including languages, workplace skills, and even entrepreneurial skills to enable them to utilize their earnings responsibly.

Training classes are organized based on the destination country, job/skills and gender.

In addition to the mandatory curriculum by the Ministry of Gender, Labour and Social Development (MGLSD), for female Migrant Domestic workers; we provide other life experience skills needed for migrant domestic workers and non-domestic migrant workers. The curriculum is to build the skills and competencies of the Migrant Workers and make them psychologically ready for the challenges related to domestic labour employment.

OBJECTIVES

The Objectives of pre-departure orientation and training services are to: –

  • Introduce workers to the social, legal, and political norms as well as values of the prospective host country;
  • Assist workers understand the challenges of living in a foreign country;
  • Facilitate smooth cross-cultural adjustment and immersion;
  • Provide workers with basic job-specific competencies;
  • Help workers understand their rights and obligations under the contract of employment;
  • Help the workers understand the obligation of the local recruitment companies to the foreign recruitment agencies;
  • Assist workers understand the available channels of redress;
  • Offer information on personal safety and protection (basic physical drills);
  • Provide financial education and mother home orientation services to returnees from overseas; and
  • Provide any other information/consultancy services as requested by the concerned.

We train two major categories of Domestic Workers. The course is structured under two major themes. Each theme has different subjects trained in.

CATEGORY OF TRAINEES

  • Migrant Domestic Workers (MDWs). These undergo mandatory pre-departure orientation training
  • Non-Domestic Workers (MNDWs). For these, we have our in-house customized training.

SUBJECTS-GENERAL

We customize the subjects depending on the nature of work and country.

Pre/Post-Departure Orientation Subjects

  • Psych-Social, Culture & Social Orientation
  • Legal Aspects and Labour Market
  • Occupational Health & Safety at Work
  • First Aid
  • Hygiene (Personal Hygiene & Appearance)
  • Nutrition (Food Hygiene & Handling)
  • Housekeeping
  • Customer Care
  • Children, the Elderly and PWD
  • Financial Literacy
  • Travel Guide
  • Basic Security
  • Physical Fitness and Drill
  • Basic Firefighting
  • Motivational and inspirational talks
  • Family planning
  • Pets management and appreciation
  • Flowering and gardening management.

Returnee/reintegration orientation subjects

  • Contract debriefs
  • Principles of doing a successful business/project
  • Viable and feasible investment/ enterprise options
  • Coping mechanism/challenges back home
  • Appreciation/Recommendation document

The methods of instruction through the course are as follows:

  • Lesson
  • Demonstration
  • Exercise
  • Discussion

GRADING/ASSESSMENT

The program is assessed in groups of five based on:

  • Physical presentation including smartness
  • Confidence
  • Teamwork
  • Demonstrations
  • Stress management

The programme curriculum is divided into two broad parts. The first one is a theory, which accounts for 30% of the total hours/days required for each programme. The second is supervised practical training or work experience, which accounts for 70% of the total hours/days required for the programme.

The training requires hands-on apprenticeship and is with local instructors.

The pass mark is 50%. The program is assessed in groups of five based on:

  • Physical presentation including smartness
  • Confidence
  • Teamwork
  • Demonstrations
  • Stress management

The programme curriculum is divided into two broad parts. The first one is a theory, which accounts for 30% of the total hours/days required for each programme. The second is supervised practical training or work experience, which accounts for 70% of the total hours/days required for the programme.

The training requires hands-on apprenticeship and is with local instructors.

The pass mark is 50%. DAILY TIMETABLE A timetable is drafted to accommodate lesson plans and also manage the facilitators/instructor’s input. There are 45 periods of 45 minutes each per week for day activities. Weekdays run from Monday to Friday and weekends may be used to cater for time deficiencies and Personal Administration. The program is tabulated as follows:

S/NO.TIMEDESCRIPTION
a0600 – 0645HrsPhysical fitness
b0645 – 0730HrsPersonal Administration
c0735 – 0755HrsRoll call / Register at the parade
d0800 – 0845Hrs1st Period
e0850 – 0935Hrs2nd Period
f0940 – 1025Hrs3rd Period
g1030 – 1100HrsBREAKFAST
h1105 – 1150Hrs4th Period
j1155 – 1240Hrs5th Period
k1245 – 1330Hrs6th Period
l1335 – 1435HrsLUNCH BREAK
m1440 – 1525Hrs7th Period
n1530 – 1615Hrs8th Period
o1620 – 1705Hrs9th Period
p1710 – 1810HrsPhysical Fitness
q1810 – 1910HrsPersonal Administration
r1910 – 2010HrsSupper
s2230- 0530HrsLights off

TRAINING PERIOD/ DURATION Explorer Dubai Limited allocates Seven (7) days to both MDWs and MNDWs in order to achieve comprehensive training that meets the job market competencies.

Half an extra day shall be provided to those returnees for reintegration purposes.

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