Barriers for Highly Qualified A8 Immigrants in the UK Labour Market

Sirkeci, İbrahim; Acik, Necla; Saunders, Bradley; Přívara, Andrej

doi:10.1177/0950017017726912

Cited by 20 publications

(31 citation statements)

References 39 publications

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“…Separate models are estimated for each of the different forms of self-reported discrimination and the full coefficients for each model are reported in the online appendix. To draw comparisons to unexplained penalties approaches (Kislev, 2016;Prokic-Breuer and McManus, 2016;Sirkeci and Acik, 2018), estimates for migrant status, sex and age differences are further considered. A variable indicating job sex composition was also included in the model examining sex differences to consider whether people in female dominated industries experience greater training deficits such as due to the withholding of training.…”

Section: Methodsmentioning

confidence: 99%

“…A further limitation of past studies is that, largely due to survey limitations, direct or self-report measures of discrimination are not used. Discrimination instead is typically inferred from between-group differences or "penalties" that remain unexplained after applying statistical controls (Heath and Cheung, 2006;Johnston et al, 2010;Sirkeci and Acik, 2018). Broader criticism surrounding inferring discrimination from regression adjusted employment and wage gaps centres on how unmeasured factors beyond discrimination may contribute to such differences, rendering them open to wider interpretation (Pager and Shepherd, 2008;Rubery, Grimshaw, and Figueiredo, 2005;Blank et al, 2004).…”

Section: Introductionmentioning

confidence: 99%

“…To date, this research largely centres on disadvantages experienced by ethnic minorities or migrants (O'Reilly et al, 2015). Ethnic minorities have a higher risk of over-qualification and this finding holds for both migrant (Aleksynska and Tritah, 2013;Chiswick and Miller, 2009;Galgóczi and Leschke, 2016;Kler 2010;Prokic-Breuer and McManus, 2016;Reitz, 2001;Thomas, 2010Thomas, , 2015 and domestic born populations (Johnston et al, 2010;Sirkeci and Acik, 2018;Rafferty, 2012, Dale et. al., 2008.…”

Section: Introductionmentioning

confidence: 99%

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Skill Underutilization and Under-Skilling in Europe: The Role of Workplace Discrimination

Rafferty

2019

Work, Employment and Society

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This article examines the effects of discrimination based on race, ethnic background, nationality, religion, sex, age, disability and sexual orientation on skill under-utilization and under-skilling in 30 European countries using the European Working Conditions Survey.People who experienced a variety of forms of workplace discrimination were more likely to report over-skilling, defined as having skills for more demanding roles than required for their job. Paradoxically, some forms of labour market discrimination were also linked to underskilling where people report requiring more training to fulfil their job role. The findings are explained in terms of how discrimination in the labour market can have differential impacts on access to career progression and training opportunities across organisations. Differences between self-report and statistical estimates of discrimination are observed, holding potential broader implications for the interpretation of statistical models in discrimination research.

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Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Skill Underutilization and Under-Skilling in Europe: The Role of Workplace Discrimination

Rafferty

2019

Work, Employment and Society

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“…According to the 2011 UK Census, there were 48,308 Hungarian nationals; 57,824 Slovak nationals; 38,778 Czech nationals in England and Wales (ONS, 2013). About 80% of them arrived in between 2004 and 2011 (Sirkeci et al, 2018). The number of immigrants from the three eastern European countries seemingly has remained sizeable since 2004 (McCollum and Finlay, 2011: 83).…”

Section: Overview Of the Recent Labour Migrations From Czech Republicmentioning

confidence: 99%

Labour Market Disadvantages Faced by Migrant Workers from Czech Republic, Hungary, and Slovakia in Britain

Přívara

Rievajová²,

Yüceşahin

2019

Migrat. Lett.

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Britain saw, between 2004 and 2014, a large number of movers arriving from the new member states of the European Union in Eastern Europe. Polish movers, being the largest national group, received much attention from academia, media and the wider public. Nevertheless, the movers from smaller nations, the Czech Republic, Hungary, and Slovakia, the A3 countries, have been overlooked. This article explores the labour market outcomes in relation to qualifications for migrant workers from these three countries in Britain. Our analysis is based on the 2012 Annual Population Survey data. Findings show that there were significant differences indicating possible disadvantages and discrimination faced by these migrant workers. Over-qualification was relatively high among the movers from the three selected countries.

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“…Pešek & Kraft, 2019). This trend is accompanied by adverse labour market issues, such as disadvantages faced by immigrants, overeducation and qualification recognition across borders (Přívara, 2019;Přívara et al, 2019;Sirkeci et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Attracting High Skilled Individuals in the EU: The Finnish Experience

2020

Self Cite

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The ageing population, demographic change and a lack of skilled labour in the EU are increasingly provoking governments to apply direct measures to aggressively recruit economic migrants, particularly high skilled individuals (HSIs). As most countries in the EU face similar challenges, attracting HSIs from the third countries are predominantly vital. One of the EU-wide programs to attract skilled professionals is the Blue Card program, which was introduced in 2009 as part of the European Council Directive to focus on highly qualified employment, aimed at making Europe an appropriate host region for qualified workers from the non-EU countries. The EU Blue Card programme is adopted by 25 EU member states, apart from Ireland, Denmark and the United Kingdom. In this article, we discussed underlying features of the EU Blue Card program with a particular focus on the Finnish experience as one of the most successful the EU countries in attracting and retaining talent and HSIs.

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Barriers for Highly Qualified A8 Immigrants in the UK Labour Market

Cited by 20 publications

References 39 publications

Skill Underutilization and Under-Skilling in Europe: The Role of Workplace Discrimination

Skill Underutilization and Under-Skilling in Europe: The Role of Workplace Discrimination

Labour Market Disadvantages Faced by Migrant Workers from Czech Republic, Hungary, and Slovakia in Britain

Attracting High Skilled Individuals in the EU: The Finnish Experience

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