 I would like to thank you and Wider in Ghana Research Center for inviting me for this conference. I would like to focus to South migration, but specifically targeting women migrant workers from South Asia to Middle East. As you know that Asia consists of more than half migrants, migrant population, and Asia itself is very, very dynamic, and because of the disparities that we have, there are a lot of mobilities of African migrants, but also irregular migration. And I would also talk about the challenges, some of the policy framework that we work, and possible solutions in linking with what IOM does. So first of all, I would like to show you, share this table, which shows the migration from South Asia to the Middle East. The reason that I put this figure is that while there are a lot of South Asians going to East Asia and Southeast Asia, the labor market demands in the Middle East is still huge, and there are a lot of concerns of the migrant conditions, living and working conditions, which was my focus of the paper, a vulnerability of women migrants. So although some of the Middle Eastern countries, especially with the Gulf Corporation Councils, they have this nationalization program, which is to encourage their nationals to be employed and reduce the numbers of foreign workers as much as possible, but then there are still large demand for foreign workers. And especially with regards to women migrant workers, it's huge. In terms of domestic workers, there are large numbers of women domestic workers heading to the Middle East. And for Middle Eastern countries, trying to seek labor from South Asia, from some countries like Bangladesh, it's new because some issues, human rights issues that they had, for example, Indonesian migrants beheaded or the Philippines, and these governments, they put restrictions on sending their workers to, you know, Saudi Arabia, for example. So these some Middle Eastern countries, they are now looking into some new labor markets in South Asia. So what kind of profile are we looking at? As many of you know, there are these women, the migrant workers, most vulnerable, and this table shows you some profile. And the age group, for example, the average age ranges from 15 to 34 years, but generally less than 30 for women. Education levels, lower secondary, secondary average levels are lower for women, mostly primary education. Nature of work, low-skilled and semi-skilled levels, women are mostly unskilled. Sectors of works that they are engaged are manual labor, domestic work, some cases, construction, factories, services, women migrate primarily for domestic work. And we see a lot of vulnerabilities during their time in destination countries, but my findings and many of us and many research point out are the vulnerability starts from origin countries. Many women migrants, they go from rural communities they have and they seek means to be employed. I put some of the factors on these women migrant workers, the profiles. Poor education training, as I said, family background, such as different class, economically lower income, little work experiences, although they seek employment opportunities abroad, very often these women migrants, they don't have work experiences. And I have also encountered women who experienced physical and psychological abused, gender-based violence, sexual discrimination, and one of the reasons that I interviewed from the interview that I had with returned women migrants were that they had to seek, they had to run away because of these reasons being abused and often divorced. Low level of financial literacy such as they do not have bank account, knowledge about money transfer, saving investment very little, little awareness of recruitment procedures and this becomes that they often become exploited during the recruitment phase. And they don't know how to access to justice, cultural and gender prejudices, no little experiences to go abroad, little knowledge about human rights, so they do not very often they do not know what to ask for. Low level of trust understanding toward government, many women come from villages as I said where they do not have interactions of central government, fear for police, no work at their home countries and there is no urgent need to earn money for their families who either remain at home. So what are the policy response that are happening now to address these women's problems? And of course there are different levels of migration governance that we try to enhance. The global governance level, international conventions, UN convention, ILO's convention, domestic workers convention which was created recently. Also sustainable development goals, we were able to integrate specific objectives on goals. Now we are looking at global compact on migration, I think the previous speaker talked about it, but this was the initiative that came from New York Declaration September 2016 and what's going on right now are that the national level consultations happened and happening and regional level consultations are happening at the regional level globally in preparation for the global arena. There are numbers of national and regional governance framework and of course the national development goal, mainstream migration into development, many countries of origin of Asia for example they have labor migration policies. Very interestingly this is something that we support greatly is regional consultative processes. For example, Colombo process, Abu Dhabi dialogue, Bali process, because very often migration become very sensitive matter they do not have, the governments they do not have a formal binding process. So what international community proposed was this informal non-binding processes to share good practices but seek collaboration. For example, Colombo process which is a ministerial consultation of labor sending countries. So 11 main labor sending countries of Asia they get together, the concept is rather than compete against each other, let's unite, let's collaborate and work together to ensure the rights of migrants. So these are very, very important initiatives that they have and in addition to that in case of Asia we have, there are regional organizations for example, Asen and Sark and they are committed to protect the rights of migrants. So there are instruments like Asen declaration of protection of promotional rights of migrants and also Sark on child trafficking for example. But the important thing is how these policy framework and policy measures can be translated into local, national and local level. I will not get into this because these are the SDG targets I think we can share my presentation later. So what I want to discuss and this is my final part as a practical recommendation that we are working on is to establish a tool for recruiters and the vulnerability of women migrant workers. It is very important to look into recruitment phase in the case of South Asia because there are a lot of exploitation happening. There are layers of sub-Asians and there are charging fees that are often illegal. Of course not to mention some countries they allow recruiters to charge money but many women that I encountered they said that they had to pay huge extra money. So this is as a suggestion to come up with a tool for recruiters to self-monitor as a self-monitoring tool for recruitment and placement agencies to provide services to women migrant workers to reduce vulnerability. And this tool we are thinking as a e-platform but this will consist of company profile, the national law according to the countries that recruiters are registered and provide information on international guidelines and tools for example Convention 181, ILO's General Principles, IOM's International Recruitment Integrated System which is a multi-stakeholder certification for recruiters and DACA principle for migration with dignity which was proposed by IHRB. The self-assessment tool is going to provide tool for recruiters to check whether they did the due diligence and they did their best to ensure the gender sensitivity in terms of recruiting migrant women. And this tool we are going to have a simple registration system and self-assessment check and test and this can be an e-course to provide ultimately certificate or credential. Many recruiters, they often have a very bad reputation and we have this platform called OESPA which is the network of association of recruitment agencies from a Colombo process country. So we have this network of recruiters to encouraging them to register themselves and to go through the self-assessment tool and this will give the recruiters to improve their self-awareness and educate themselves what the international standards, guidelines and tools and this is going to be a tailor made targeting some South Asian countries. So these are the questions that I have but I'm not going to go through because of the time limitation but each recruiter, they will go through the self-assessment tool and they will check and this will give you, this will give them a link to what kind of national legislations international standards that they have. So in conclusion, I would like to just highlight four points here which is importance in practical solution converting global governance to the local national, local level which provides a direct assistance to migrants and their families. Before the enhancement, support the capacity of government stakeholders in managing migration, this is constantly important, engage multistakeholders, private sector, in this case that I discussed is engaging the private sector, NGO, more and more diaspora migrants associations, they are playing a bigger role in migration issues and continue to facilitate bilateral and multilateral dialogues. So this concludes my presentation and I'm happy to discuss further if there are any clarities, needs and if there are any suggestions that you would like to make. Thank you.