DUBAI: "It is your passport and not your qualifications that determines your wage levels in the United Arab Emirates," says a worker at the international airport here.
"Very often, it is the country of origin stated in your passport that determines how much you get," added the worker. In a country heavily dependent on foreigners where some 90 per cent of the 1.7 million workers in the United Arab Emirates (UAE) are migrants, this issue is treated with great sensitivity here.
Remittances sent home by migrant workers reached 80 billion dollars in 2002, up from 60 billion dollars in 1998. These payments have become more important sources of finance for developing countries than private lending or official development assistance.
But despite their value to both their home countries and the societies in which they work, many migrant workers in UAE suffer from discrimination, exploitation and abuse.
Salaries in the United Arab Emirates (UAE) are decided by the employers and very often, it is the country of origin stated in the passport that determines the wages and benefits offered.
"Labour laws in the UAE are wide, but they do not protect workers from pay discrimination or any discriminatory practices by employers if the workers involved accept employment contracts that are binding," says Safiyya, a Filipino human resources executive based here.
Ramesh Natarajan, an Indian civil engineer, narrates his story. "In India, when I received an offer of 3,500 dirhams (around 950 dollars) from a Dubai-based company, I was elated as it translated into nearly 45,000 Indian rupees," he tells IPS.
"But it was only when I reached here that I realized that my Arab colleagues were getting more than double. With my salary, I can't even bring my family over as the minimum wage requirement for a family visa is 4,000 dirhams (around 1,100 dollars)," laments Natarajan. "And imagine my state when I learnt that my predecessor, who was a Westerner, was being paid three times more with a wide range of benefits in spite of having lesser qualifications and experience," he reveals.
International Labour Organization (ILO) rules state that each member country must ensure that all workers are covered by the principle of equal remuneration for men and women for work of equal value.
"Appropriate action should be taken, after consultation with the employers' and workers' organizations, to ensure the application of the principle of equal remuneration," says the ILO.
According to the ILO, members are required to abolish all discrimination among workers on grounds of race, colour, sex, belief, tribal association or trade union affiliation in "respect of wage rates, which shall be fixed according to the principle of equal pay for work of equal value in the same operation and undertaking."
"Private sector employees do get opportunities to air their grievances," says an official at the Ministry of Labour and Social Affairs. "We intend to implement a mutually accepted wage for foreign and local workers, after active dialogue between workers, employers and the government.
The aim is also to enhance the quality of management of foreign workers and promote the employment of nationals," he adds. But according to Saffiya, many Asian readily accept lower wages as they are desperate for an overseas job.
"They just want the job and even if the wage levels are low here, it's better than what they would be getting at home if they manage to overcome the unemployment barrier," she says.
Adds Saffiya: "There are workers from the Indian sub-continent who work for amounts between 300 to 400 dirhams (around 80 to 90 dollars) a month." But the UAE government is aware of the problem and plans to implement a 13-point package to improve the lot of private-sector workers. This will be included in a draft law that may be approved by the end of the year or early next year.
The proposed changes include permitting workers to establish labour organizations; increasing maternity leave to 56 days from 45, and during that time a woman cannot be dismissed or threatened with dismissal.
Also workers would still be entitled their salary if they had been suspended from work - provided that the worker is accused on the basis of a complaint from the employer.
In the meantime, workers have to be provided with compensatory days off for public holidays that fall on a Friday. But workers still want other measures implemented. "Such measures are highly essential as also is a minimum wage structure," says Rekha Nair, a Dubai-based Indian publishing professional.
"When I started looking for a job in Dubai, I was very disheartened to realise I was being offered lesser salaries than my Filipino, Arab and Western counterparts despite having more experience," she tells IPS.
"I was even told by recruitment agencies that I should be dressed in western clothes for interviews if I wanted to be considered for high-profile jobs by the private sector. This is plain discrimination!"
But the Labour Ministry official says the government is looking into the matter. Employers in Dubai, however, had differing viewpoints. "It is true that there is discrimination based on country of origin, but that is not always the case.
But perhaps a minimum wage limit will prevent exploitation and attract better and more efficient workers," says Heena Ahmed, the owner of a computer firm in Sharjah (another emirate). But Mohamed Al Muhairi, a UAE national and a businessman, seems apprehensive, "A standard minimum wage structure could backfire as locals might get disheartened.
Moreover, more wages to expatriates means more money gets sent out of the country and potential investments could get side tracked. One has to carefully study the options and the results and then decide," he said. -Dawn/The Inter Press News Service.
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