J
Julia Borgianni-Batho
About
Detail
Chief Executive Officer
Portugal
Résumé
Jobs
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Deputy Chief ExecutiveInstitute for Human Rights and BusinessApr 2022 - Current (4 years 4 months)- Head of Labour RightsInstitute for Human Rights and BusinessJan 2021 - Mar 2022 (1 year 3 months)
- Labour Rights AdvisorInstitute for Human Rights and BusinessJul 2019 - Dec 2020 (1 year 6 months)
- Research fellow - migrant workers; forced labour; ethical recruitmentInstitute for Human Rights and BusinessAug 2018 - Jun 2019 (11 months)
- Southeast Asia Regional Advisor, Migrant Workers ProgrammeInstitute for Human Rights and BusinessOct 2017 - Jul 2018 (10 months)
- Independent Consultant - forced labour, trafficking in persons, migrant workers' rightsInternational Labour OrganizationMar 2015 - Jun 2018 (3 years 4 months)Research, capacity building, training development, policy advocacy. Publications: * Situation and gap analysis on the ILO Protocol of 2014 to the Forced Labour Convention, 1930, and the fishing and seafood processing industries in Thailand. (2017) * Prison labour and employment conditions of convicts in Mongolia: An empirical study. (2016) * Compulsory military service and conscript labour in Mongolia: A review of policy and practice. (2016) * Preventing forced labour in the textile and garment supply chains in Viet Nam - Guide for Trainers. (2016) * Preventing forced labour in the textile and garment supply chains in Viet Nam - Guide for Employers. (2016) * Workshop report, Sub-Regional Consultation Workshop on SDG 8.7 on eradication of fo
- Legal Officer - International Labour Standards Department (Child Labour and Forced Labour branch)International Labour OrganizationJul 2014 - Dec 2014 (6 months)
- Technical Officer - Special Action Programme to Combat Forced Labour (SAP-FL)International Labour Organization ILOJan 2014 - Jul 2014 (7 months)
- Legal Officer - International Labour Standards Department (Equality and Migrant Workers branch)International Labour Organization ILOSep 2013 - Dec 2013 (4 months)
- Human Rights and Labour Standards AnalystVerisk MaplecroftJun 2012 - May 2013 (1 year)
- Legal Officer - International Labour Standards Department (Forced Labour branch)International Labour Organization ILOOct 2010 - Dec 2011 (1 year 3 months)
- Intern - Special Action Programme to Combat Forced Labour (SAP-FL)International Labour Organization ILOAug 2009 - Dec 2009 (5 months)
- QResearcherQueens University Belfast Human Rights CentreMar 2009 - Jun 2009 (4 months)Research group submitting motion as “amicus curiae” before the International Criminal Court in the case The Prosecutor v. Germain Katanga and Mathieu Ngudjolo Chui (ICC-01/04-01/07/1257 and ICC-01/04-01/07-1257-Anx).
- OInternOffice of the Prosecutor rd Criminal CourtFeb 2004 - Nov 2004 (10 months)
- CResearch AssistantConselho de Defesa dos Direitos da Pessoa Humana do Brasil Brazilian Human Rights CommissionMar 2003 - Apr 2003 (2 months)Special Commission for the investigation of summary executions in the cities of Ribeirão Preto and Guarulhos
Education
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- Bachelor of Laws - LLB, LawUniversidade Presbiteriana Mackenzie
- Specialist, International LawUniversitá degli Studi di Firenze
- EMaster's degree (E.Ma, Human Rights and DemocratisationEuropean Interuniversity Centre EIUC
Projects (professional or personal)
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- TThe IHRB Global Forum for Responsible RecruitmentAn annual conference bringing together business, civil society and UN organisations and Governments to discuss latest developments impacting the recruitment of migrant workers globally
- TThe Dhaka Principles For Migration With DignityA framework for understanding the human rights challenges facing migrant workers and those who recruit and employ them.
- TThe Employer Pays PrincipleThe Employer Pays Principle. No worker should pay for a job. The costs of Recruitment should be borne not by the worker but by the employer. It is included in the codes and policies of over 400 leading companies. The expression Employer Pays Principle is frequently used as a simple reference to the ethical recruitment of migrant workers in which no recruitment fees costs or charges are made to workers but, as a business cost, are clearly seen as the responsibility of the employer. Ensuring workers do not pay these fees is a key way that companies can ensure that workers are not indebted and vulnerable to exploitation including modern slavery.