Professional Documents
Culture Documents
Confidential
G. Gurucharan & K.A.Ganai
2. There is, however, no great Indian Diaspora. In fact there are communities
within communities, each differentiated by time and distance and with distinct
expectations from the home country. The need therefore, is to develop an inclusive
agenda that will draw on this eclecticism, provide for the wide range of roles and
expectations and maximize its development impact. Overseas Indians can and do
individually and sometimes collectively invest time, effort, knowledge and
resources in their country of origin. The challenge, however, is to transform this
propensity into an institutional development strategy that can achieve targeted and
measurable development outcomes.
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strategy perspective the stakeholder analysis and their ability and willingness to
influence outcomes is set out below:
Stakeholder Map
Host country
Governments
Political parties NRI/OI
/Groups Associations
Trade
State
Governments /Business
Associations
Know ledge
Students groups
MOIA Universities
NGOs
and colleges
Other
Ministries Emigrants
(GOI)
Recruiting Families of
Agents Emigrants
Vulnerable
overseas Returnee
Indians and Emigrants
women
Ability to Engage
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who are high on ability and high on willingness (professional groups such as
the American Association of Physicians of Indian Origin (AAPI), The Indus
Entrepreneurs (TiE), Asian American Hotel Owners Association (AAHOA),
academics, scientists and technologists). We must establish a robust partner
institution programme that will constitute the platform for engagement. The
second target group would be those in quartile B, who are high on ability but
low on willingness. This group (including potential investors, philanthropists)
needs to be incentivised to engage with India. This incentivisation must be by
creating transparent institutional support and demonstrated good practices.
Those in the third quartile C are high on willingness but low on ability. We must
seek to facilitate their engagement. This will require developing creative
programmes and products that can be offered to them, including through the
principle of mutualisation.
Vision:
Mission:
Objectives:
i Engage the global Indian across sectors, activities and geographies and
offer them a wide variety of services in economic, social and cultural
matters.
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iii Strengthen the bond between India and its diaspora by recognizing and
celebrating its success and achievements.
7. Towards this end the institutional arrangements established till date include:
The Prime Minister’s Global Advisory Council, to serve as a high level body
to draw upon the talent of the best overseas Indian minds wherever they
might reside.
The Overseas Indian Facilitation Centre (OIFC), a not for profit trust in
partnership with the Confederation of Indian Industry (CII), to serve as a one
stop shop for economic engagement, investment and business. The OIFC
provides a wide variety of business advisory and handholding services.
(www.oifc.in)
The India Development Foundation (IDF), a not for profit trust to serve as a
credible single window to facilitate Diaspora philanthropy and lead overseas
Indian philanthropic capital into India’s social development effort.
The Indian Council of Overseas Employment (ICOE), a not for profit society
to serve as a strategic ‘think-tank’ on matters relating to overseas
employment markets for Indians and overseas Indian workers.
8. In our assessment the Ministry has articulated its vision, mission and
objectives in its Results Framework Document, succinctly and with clarity. We
believe that these capture the mandate and role of the Ministry in substantial
measure. The Ministry has also strived to establish a reasonably robust
institutional framework based, statedly, on the three principles of building
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knowledge partnerships, enlisting states as stakeholders and staying small while
driving policy changes.
SWOT ANALYSIS
Strengths Weakness
•Clear Identity •Low Budget
•Clear Mandate •Low Prestige
•Lean organisation •Less Manpower
•High political support •Low geographical spread
•Stake holder acceptability •Low Skills
•Bureaucratic structure
•Legal hurdles
•Unclear Investment Policies
•No Single Window Clearance
Opportunities Threats
•Over 25 million OIs/NRIs •Free Market competition
•Investments potential of OIs/NRIs •Recessionary trends
•Technical/Non-Technical expertise of OIs/NRIs •Protectionist Policies
•Philanthropic potential of OIs/NRIs •Conflict zones (Middle east, South-East Asia, Africa)
•Scope for Enhanced engagement •Rising new economies (China, Brazil, South Africa,
•Citizenship of OIs Indonesia, Malaysia)
•Non-Protectionist trade Policies •Law & order (terrorism)
•Globalization •Conservative Immigration Policies
•Demand for skilled Manpower outside India
•Business partnerships for Indian companies
•New Markets through OIs/NRIs
•Image building for India
11. The challenge therefore is to transform them from being mere savers
to become investors. The overseas Indian perspective on investing in India
should now transform to invest on a longer-term basis. This will be a function of
several factors, not least, the governance standards and the investment policy
regime, but perhaps, from a strategy perspective, the degree of convergence that
the Ministry’s efforts have at an economy wide level.
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12. In our assessment, the performance of the Ministry in the first five
years has been commendable. Besides giving main stream attention to the
overseas Indian community, it has established a brand identity, built credibility
with its principal stakeholders – the OI community and the states – and has
gained valuable experience in matters relating to international migration and
protection and welfare of overseas Indian workers. Yet, it must be said that the
Ministry has not thus far projected the Overseas Indian Community as a
strategic resource or pursued strategic goals. We asked the question what can
be strategic about India’s engagement with the Diaspora?
13. To our mind, the strategic dimensions of engagement that the Ministry
must recognize include: the size, spread and the growing influence of the
Overseas Indian community; the steady emergence of India as growing power
seeking its legitimate place at the global high table; the fact that for the
youngest country that we will be, the economy will not be able to generate
enough jobs and hence overseas employment should constitute a real option;
global demographics and ageing societies in several parts of the world resulting
in structural shortages in the international labour market and the humungous
need for energy, natural resources and food security that India will have to
ensure. The strategic role that the Indian Diaspora can play in all of these
dimensions cannot be overstated. We will now consider these aspects
14. A moot question is whether the Ministry of Overseas Indian Affairs has
been able to, through its institutional structure, its programme content, its
outreach capabilities and intra government consultation processes, establish
India’s engagement with its overseas community on a robust path of
convergence on a government-community wide basis?
The diagram below sets out the operational environment that needs to be
considered to achieve its mandate from a strategic perspective.
Purpose of Strategy
(Achieving Convergence)
Understanding the Understanding the
Environment Organisation
System of
Is this the right
Multiple Plausible distinctive
organisation for
Futures competencies
these future
environments
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In the sections that follow, we will deal with the key elements of strategy.
However, while this has helped strengthen the economic, social and
cultural bond between India and its overseas community, India is yet to fully reap
its full benefits. Equally, while the problems and concerns of overseas Indians are
now beginning to be addressed, considerable work remains to be done. Simply
put, engaging the Global Indian is yet a work in progress and there are a slew of
challenges that need to be addressed.
Less Predictable
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It can also ensure optimal results in the design quality of the policy regime
as well as the programmatic interventions that the Ministry can provide. We have
postulated four possible scenarios that could emerge over the next five years. This
provides an analytical framework for the Ministry to fine-tune the elements of its
strategy as well as its operational priorities suitably.
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A key constraint germane to policy discourse as well as the design and
execution of policies, programmes and institutional interventions is that Diaspora
and Migration Policy are not mainstreamed into Development Policy on a
Government wide basis. Engaging the Global Indian is often seen as the concern
solely of one ministry, and as running counter to the priorities of other ministries
that are part of the engagement, while in fact, the success or failure of a new
programme or initiative depends on the active participation of the related
ministries. The absence of coherence in the policy on engaging the Global Indian
has resulted in a fragmented approach.
Simply put, our national development strategy does not yet recognize the
Overseas Indians as formal partners. This is perhaps a dim view to take but one
that, I am sure, all of us see across sectors and geographies in our work. While it
is easy to dream and to talk of what might be done, it is immensely hard to
actually get things done. To quote T.S Eliot “Between the idea/And the reality/
Between the motion/ And the Act/ falls the shadow”. This perhaps epitomizes a
lot of what we do, perhaps with good reason. Addressing this challenge, in our
view constitutes the pre-requisite to transform ideas into initiatives; programmes
into outcomes and to engage overseas Indians as partners in development.
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oversee its implementation. Currently it serves more as a ceremonial
body.
Key overseas Indian institutions that could constitute partners for the
specific areas of engagement are identified and formally inducted as
partners with the requisite resource and institutional support.
IV. Six fundamental strategic goals to be led by MOIA but owned and
supported on a government wide basis:
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capacity of the home country to establish conditions and identify institutions for
application of this knowledge in spheres germane to the development imperatives.
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The flow of philanthropic capital has been fragmented and dispersed
across several social causes and geographies with less than optimal
outcomes and hindered the process of attaining critical mass.
The vast majority of the overseas Indian middle class, despite strong
philanthropic propensities find it difficult to fulfill the requirements of the
FCRA and often choose not to participate. As a consequence the large
overseas Indian philanthropist middle class remains outside this area of
engagement.
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of Indian origin who are serving in the higher echelons of government in these
countries and can if engaged sagaciously, provide India a relative competitive
advantage.
As India takes its place at the global high table, overseas Indians,
individually and collectively must be mobilized on issues that are of global
significance to India and in forums where our voice needs to be heard.
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labour supply gaps are expected to emerge. This asymmetry in the demand for
and supply of workers will be structural problem not a cyclical one. Most ageing
economy will therefore have to source foreign workers. If India needs to seize
this opportunity we must focus on building a large work force that can meet the
International standard of skills. This will require significant domestic, bilateral and
multilateral interventions over the short to medium term.
On the bilateral front, India must forge partnerships across the key areas
of migration. Bilateral social security agreements and labour welfare and
protection agreements that the Ministry has concluded will doubtless play an
important role. However, the next step should be to pioneer a new instrument –
‘Human Resource Mobility Partnerships’ – with countries of strategic interest to
us.
India must pursue a strategic action plan that will entail identification of select
sector and select skill set in which we have competitive advantages and
implement a ‘skills for employment abroad’ programme over the next 5-10 years.
The second element of the strategy should be to identify the select destination
countries where on a demand driven basis, we can then match the skill-set
required over the medium to long term. Focus for us should be on the healthcare
sector to produce the best para-medics and nurses, a hospitality sector to
produce the best chefs and front-office staff, the automotive sector to produce
the best mechanics and tool and dye maker and the construction sector to
produce the best carpenter, electrician, mason and steel scaffolding workers.
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22. Fifth - Establishing strategic economic depth in new destination countries
India is a rapidly rising economic power and will also by 2020 be the
youngest country in the world. This will be a time when its working age
population (18-59) will be the highest as a percentage of its population. This will
potentially give it great appetite for savings and investments. But it will also mean
that as a nation, we will have a humungous appetite and demand for energy (oil,
gas, and nuclear power), food, natural resources and jobs.
This will simply mean that we must gain strategic economic depth in
countries that are resource rich and relatively under-developed. The African
continent beckons in this regard. Our economic migration priorities must
subsume the need to diversify our destination base – going beyond the traditional
countries in the Middle East, South East Asia and the Western World – and
include select countries in Africa, the Caribbean and Latin America. Gaining
strategic economic depth will also imply that there has to be a change in the
patterns of ‘out-migration – going beyond blue collared, grey collared and white
collared workers – to include the migration of farmers, small and medium
entrepreneurs and service providers.
There is a need for the MOIA to be the refuge of the first resort for
overseas Indians in distress across the world, especially women. A strategic
intervention capability to reach out to those in need, intervene with the host
government or extend emergency relief as well as extend travel advisories
should be developed. This will presuppose the development of an extensive data
base of OI’s, through a registration process and designing outreach as well as
support programmes as might be appropriate.
24. This strategy paper sets out the macro strategy that can be deployed by
the Ministry to fulfill its mandate in a substantial manner. The deployment of this
strategy presupposes finalization of a detailed implementation plan comprising –
capacity building and training, tactics, logistics, a responsibility matrix, a
monitoring and oversight mechanism as well as mid-course correction.
Developing such an implementation plan will require the Ministry to adopt an
analytical framework that will address all elements of the strategy set out in this
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paper. Such an analytical framework must enable the Ministry to assess
periodically the fit between its mandate, the strategy that it pursues and its
operational environment.
25. In operationalising the strategy set out in this paper, we would recommend
that the Ministry adopt the Mckinsey 7-S framework given below. This would
enable the Ministry to address and find answers to key implementation issues
listed by us as pre-requisites for effective implementation.
Mckinsey 7- S Framework
Structure
Strategy System
Shared
Values
Skills Style
Staff
What might be the best strategy for an outreach programme that will
enable the Government of India to reach out to the largest numbers of the
overseas Indian community besides our missions? (Strategy & Staff)
How can we partner with the overseas Indian community to leverage the
demographic dividend and position India as a global supplier of skilled and
trained workers and professionals in key sectors in which we have
competitive advantages? (Systems, Skills, Structure & Style)
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Can we consider setting up an Overseas Indian Volunteers Corps to
encourage active young overseas Indians – students, entrepreneurs,
academics, to spend some part of the year for voluntary work in India on
issues like water, environment, wild life protection, teaching etc? (Shared
Values)
What new opportunities and ideas can we consider for expanding our
engagement and how? (Strategy and Shared Values)
26. This paper recommends five key strategic interventions that must be led
by the Ministry of Overseas Indian Affairs and supported on a government wide
basis. It is our considered view that all five interventions are eminently suitable,
feasible and acceptable. They must together constitute the priorities of the
Ministry over the next five years and in our view are to be ranked as high priority.
27. The pursuit of the strategy set out in this paper and the five key strategic
goals recommended should be reflected in the Results Framework Document of
the Ministry over the period 2012-2017, which is also the 12th plan period. We
refrain from going into implementation details, lest we be guilty of micro
management. We might add that the Ministry by definition must have the
flexibility to alter the tactics and logistics that will best serve pursuit of the
strategy. Indeed, we must conclude with the caveat that the strategy itself is not
cast in stone and must be reviewed periodically.
28. Finally, the success of this strategy is best measured by the outcomes
achieved in the five key strategic goals. We do not venture to quantify the
activities and targets or indeed the time lines for achieving specific milestones
towards reaching the strategic goals, which in our view will go beyond the five
year horizon. We cannot over emphasise the importance of government-wide
ownership, policy coherence and convergence of resources and efforts in
achieving these goals we therefore commend strong capacity building and
sensitization efforts across key government departments at the centre and the
states.
29. We also commend a strong oversight mechanism that will hold the
executive accountable for effective, transparent and timely implementation. An
outline responsibility matrix is given below to illustrate the point. In our view an
empowered Committee of secretaries (ECOS), chaired by the Cabinet Secretary
with representatives of key government Ministries will be necessary to ensure
sustained and effective implementation. The ECOS can then report progress to
the apex policy body – the Prime Minister’s Global Advisory Council of Overseas
Indians.
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Strategic Plan: Implementation Responsibility and Oversight Matrix
30. We would like to place on record our deep appreciation of several stake
holders that we consulted including OI associations, states, members of the Ad
Hoc Task Force and senior officers of the MOIA in the preparation of this strategy
paper. We do hope that this will serve as useful inputs to the Ministry in particular
and the Government of India in general.
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