A migration industry for skilled migrants: the case of relocation services

Tissot, Florian

doi:10.33182/ml.v15i4.4

Cited by 11 publications

(8 citation statements)

References 29 publications

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“…They may also offer an introduction to living and working in the receiving society, discussing working culture and professional habitus. Relocation agencies have local knowledge (about the housing market, schools, the transportation system), are aware of national policies and regulations, and know how to navigate the local administration (Tissot, 2018). Thus, the relocation agents link the migration regulations at the national level with the local administration and the needs of employers and foreign-born workers.…”

Section: Relocation Agenciesmentioning

confidence: 99%

Integration of Highly Skilled Migrants in the Workplace: a Multi-level Framework

Riemsdijk

Basford

2021

Int. Migration & Integration

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This article combines literatures on immigrant integration and migration intermediaries to add a skilled perspective to theories of immigrant integration. Using a case study of foreign-born engineers in the Norwegian oil and gas industry, we develop a multi-level conceptual framework of actors that are involved in the integration of foreign-born engineers. We identified integration actors through in-depth, semi-structured interviews with human resource managers, foreign-born workers, and other integration actors. The framework is intended as a tool to move beyond single-level, unidirectional studies of immigrant integration and to provide a more in-depth understanding of the integration of highly skilled migrants in the workplace. We find that state actors fail to assist with the long-term integration for highly skilled migrants. Instead, private and voluntary actors provide information about work regulations and working life. In addition, employers and coworkers play an important role in the integration of highly skilled migrants in the workplace. We also find that highly skilled migrants can be agents of integration as they “scale up” initiatives to higher levels of decision-making.

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Section: Relocation Agenciesmentioning

confidence: 99%

Integration of Highly Skilled Migrants in the Workplace: a Multi-level Framework

Riemsdijk

Basford

2021

Int. Migration & Integration

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“…In addition, sociological thought conventionally refers to formal organisations that are based on formal membership as the mesolevel of social life (Weick, Sutcliffe, & Obstfeld, 2005). When we analyse social practices of doing migration in the context of organisations, we have to direct our attention to organisational routines and organisational knowledge (e.g., of foreign offices, schools, hospitals, economic organisations and organisations associated with what is sometimes referred to as the ‘migration industry’; Tissot, 2018), which generate distinctions between ‘migrants’ and ‘nonmigrants’. In addition, the microlevel of interactions refers to face‐to‐face encounters between social actors (Garfinkel, 1967).…”

Section: The Conceptual Foundations: Elements Of the Doing Migration mentioning

confidence: 99%

After the reflexive turn in migration studies: Towards the doing migration approach

Amelina

2020

Population Space and Place

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What processes transform (im)mobile individuals into ‘migrants’ and geographic movements across political‐territorial borders into ‘migration’? Addressing this question, the article develops the doing migration approach that combines socio constructivist, praxeological and the sociology of knowledge and performativity perspectives. ‘Doing migration’ starts with the processes of social attribution that separate between ‘migrants’ and ‘nonmigrants’ and that are embedded into institutional, organisational and interactional routines which generate unique social order(s) of migration. Illustrating these conceptual ideas, the article provides insights into the elements of the contemporary European order of ‘migration’. The institutional routines contribute to the emergence of the European migration regime that includes narratives of economisation, securitisation and humanitarisation. The organisational routines of European migration order realise bordering, surveillance and othering contributing to the disciplining effects on those defined as ‘migrants’. Furthermore, the routines of daily face‐to‐face interactions generate various microforms of ‘migration’ by stigmatisation, while also giving the potential to resist the social attribution as ‘migrant’.

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“…It indicates whom the employers are most willing to attract in spite of the administrative hurdles of the admission process. Moreover, such an examination hints at who obtains smoother access to Swiss territory because the relocation support provided by employers also aims to facilitate transitions between places and to ease adjustment processes (Tissot 2018;Ravasi et al 2015).…”

Section: Defining the "Wanted" Migrantsmentioning

confidence: 99%

“…After the relocation, services such as spouse employment support and payment for language courses can facilitate adaptation to the new environment. These services enable employers to attract and keep the employees they want most by constructing migration as a smooth and easy process (Tissot 2018). Moreover, they contribute to positioning the people who benefit from such services in a privileged social situation in comparison to other migrants.…”

Section: Access To Support: Data Variables and Hypothesismentioning

confidence: 99%

Who Receives More Help? The Role of Employer Support in Migration Processes

Sandoz¹,

Santi

2019

IMISCOE Research Series

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Research on migration usually focusses on the role of states in defining the “wanted” migrants who receive facilitated access to specific national territories. However, many countries apply a demand-driven admission policy in which employers play a central role in selecting candidates for migration. This article investigates the role of employers in the Migration-Mobility Nexus by analysing the relocation support they provide to different groups of migrants. We use a mixed-method approach based on a qualitative analysis of ethnographic data and a quantitative analysis of the Migration-Mobility Survey to observe who has more power to negotiate advantageous relocation conditions and in this sense represents a more “wanted” migrant for profit-oriented actors. Via a logistic regression model, we show that, all other variables being equal, employers tend to favour highly qualified men from Anglo-Saxon countries, whereas non-single women and people of West African and Portuguese origins have a much lower probability of receiving support from their employer. This article adds to the literature on the construction of migrant categories by showing that highly qualified men from rich Anglo-Saxon countries are actively given the possibility to become “expats”, whereas people with similar levels of qualification and experience but with a different gender, nationality or background have fewer opportunities to access employers’ support and migrate. In this sense, the very notion of “expat” is a construction that reflects power relations at a global level.

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A migration industry for skilled migrants: the case of relocation services

Cited by 11 publications

References 29 publications

Integration of Highly Skilled Migrants in the Workplace: a Multi-level Framework

Integration of Highly Skilled Migrants in the Workplace: a Multi-level Framework

After the reflexive turn in migration studies: Towards the doing migration approach

Who Receives More Help? The Role of Employer Support in Migration Processes

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