Purpose Using a Bourdieuian perspective, the purpose of this paper is to analyse how highly skilled migrants (HSMs) from transition economies develop their careers by accumulating and using career capital upon migration. Design/methodology/approach An interpretative approach was chosen to depict the career patterns of 18 HSMs from Southeast Europe. Semi-structured interviews were used to gather data about their career experiences in Western Europe and their home countries. Findings Findings reveal four different career patterns that show how individuals develop their careers and adjust to the work environment by accumulating and using career capital. Building up country-specific work-related social contacts and gaining work experience in local companies were found to represent key elements in their adjustment process. Additionally, the findings show that organisational support facilitates the processes of individual adjustment. Originality/value This paper emphasises that individuals do not always have to assimilate to the work environment of the host country but can also bargain over the value of their career capital in their adjustment process. Contrasting with previous literature this perspective presents a novelty.

Migrants often work longer hours than their non-migrant counterparts. In this article, we examine reasons behind this inequality, arguing that institutional working time configurations at the country level have impact on worktime inequality. Our crosscountry comparative study uses data from the European Labour Force Survey. We focus on France, Sweden, Austria and the UK as archetypal examples of working time configurations and breadwinner models in Europe. Our findings indicate that institutional and cultural factors play a role in working hour differences between migrants and non-migrants. We conclude that more centralized worktime regulation and bargaining foster equality, and we suggest several avenues for future research.

Purpose-Focusing on an international trainee-and internship programme, this paper aims to propose a new framework that links organisational strategies regarding ethnic diversity with career competencies of the programme participants. Design/methodology/approach-The paper adopts a case study design. It examines the interplay of the perspectives of the organisation, which is an Austrian bank, and of the programme participants, who are university graduates from SouthEastern Europe. It draws on the typology of diversity strategies by Ortlieb and Sieben (2013) and the categorisation of individual career competencies by DeFillippi and Arthur (1994). Findings-Thebankbenefitsfromtheprogrammeparticipants'competencieswithregardtoSouth-EasternEurope and increased legitimacy gained from the public. Programme participants acquire many knowing-how, knowing-why andknowing-whomcompetencies,especiallyifthebankpursuesaso-calledlearningstrategytowardsethnicdiversity. On the other hand, individual knowing-how competency supports an organisation's antidiscrimination strategy, whereasknowing-whyandknowing-whomcompetenciesbenefittheorganisationallearningstrategy. Research limitations/implications-Although the paper builds on a single case study and the ability to generalise is limited, the findings imply that future human resource development concepts should jointly consider the perspectives of both organisations and individuals. Practical implications-Owing to their high strategic relevance, organisations should look into the competencies of skilled migrants and evaluate the critical resources they offer. Both organisational learning and an organisation's strategic development are key concerns. The proposed framework helps to effectively design trainee-and internship programmes and simultaneously anticipate organisational and individual consequences thereof at an early stage. Originality/value-The proposed framework concerning the interplay between organisational and individual perspectives as well as the regional focus on SouthEastern Europe present novelties.

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