Foreign workers and those with a migrant background represent a structural component of the Italian labor market and its supply chains. According to the “2025 Report on the Economics of Immigration – From Foreigners to New Italians: How Immigration Is Evolving,” published by the Leone Moressa Foundation, there are 5.3 million foreign citizens in Italy—accounting for 8.9% of the population—with approximately 2.51 million employed, representing 10.5% of the total workforce.
Demographic shifts, which inevitably affect the labor market, make the issue of inclusion a central concern for businesses—not least because this presence can also be viewed as an opportunity. To implement this, the private sector is called upon to integrate the perspectives of migrant workers into human rights due diligence processes, in order to identify and manage the specific risks associated with them.
Risks associated with migrant workers
Migrant workers do not, in themselves, pose a risk to businesses; rather, it is the discrimination and/or labor exploitation—to which they are more highly exposed—that must be addressed. In fact, a number of external factors encountered throughout the migration process render these workers particularly vulnerable.
These include:
- In the country of origin: geopolitical situation, family responsibilities, socioeconomic hardships, and illicit recruitment fees;
- During the journey or in transit countries: abuse, violence, deception, and intermediary costs;
- In the destination country: debts incurred for the journey, precarious migration status, limited knowledge of the language and one’s own rights, and difficulties in accessing services.
Diversity as a strategy
Workforce diversity is now a reality for many companies. The challenge lies in transforming this into concrete inclusion practices—creating an environment where every individual can perform their work safely, consciously, and autonomously.
In this process, certain traits—stemming from the workers' migration experiences, such as adaptability, flexibility, and problem-solving skills—can be recognized and leveraged by organizations, even serving as a competitive advantage.
Good practices for inclusion
During the webinar “Human Rights Due Diligence Centered on Migrants,” organized by the UN Global Compact Network Italy in collaboration with the International Organization for Migration (IOM), several examples of good practices that companies can adopt to foster inclusion were presented.
- Provide clear and accessible information—in the languages most commonly spoken within the company—regarding employment contracts, procedures, health and safety, and how to read a payslip;
- Assign a mentor to support integration into the workplace, help the employee understand the organization’s formal and informal rules, and—where possible—provide guidance on local community services;
- Adopt a multicultural calendar to foster mutual understanding, and consider introducing "floating holidays" to acknowledge and respect various religious and cultural observances.
Where to start? Understand, engage, act
The approach proposed by the IOM can be summarized in three actions: understand, engage, and act. "Understand" means grasping who the migrant workers within an organization are, as well as the specific vulnerabilities or needs they may have. "Engage" means listening directly to these individuals, valuing their experiences, voices, and needs. Finally, "act" means progressively integrating concrete inclusion measures into company policies and practices.
On one hand, understanding the specific vulnerabilities of migrant workers makes risks more predictable; on the other, taking action—by incorporating a migrant-centered perspective into Human Rights Due Diligence (HRDD)—strengthens overall risk management and helps build more resilient and competitive organizations.
The dialogue with the IOM on this topic will continue in November through two sector-specific peer-learning sessions, designed for Italian companies participating in the UN Global Compact that operate within the fashion/textile and agri-food industries. By leveraging the IOM’s expertise and engaging in peer-to-peer exchange, these companies will have the opportunity to delve into the key risks and responsibilities concerning migrant workers, with a specific focus on their respective sectors.
For more information on the peer-learning sessions: Stella Sigillò, Senior Programme Manager, Social Area:
For more info: Business & Human Rights Navigator - Migrant workers
Business & Human Rights Accelerator
Fonte immagini: Pexels