Promoting workplace inclusion and self-efficacy among skilled migrant workers in Australia

Abstract

PurposeAlthough skilled migrants have a high capacity for integration, many report experiences of exclusion which impacts their ability to contribute fully to the host country. This experience of exclusion, which can diminish their self-efficacy at work, is especially acute for skilled migrants from non-English speaking backgrounds when functioning in a new or exclusionary environment. In this paper, we explore the relationship between workplace inclusion and self-efficacy and identify factors that contribute to perceived inclusion for skilled migrant workers.Design/methodology/approachParticipants were recruited through social network groups representing migrant workers via LinkedIn. Through snowball sampling, participants were asked to recommend recent (3–5 years) skilled migrants to participate. A total of 210 skilled migrant workers to Australia completed the survey. Structural equation modelling (SEM) is used to test our model on the relationship between inclusion and self-efficacy.FindingsMigrants' perceptions of inclusion at work are related to their self-efficacy at work. We also find that some dimensions of inclusion are more important than others in enhancing self-efficacy for skilled migrants. Meaningful exchanges with supervisors, a sense of belonging at work and workgroup cohesion (being accepted by co-workers) are more important than senior management support or getting involved in organizational social activities as determinants of perceived inclusion.Social implicationsAlthough skilled migrants are often assumed to be a self-select group of highly motivated, high achieving workers, many experience poor adjustment and feel excluded after arriving in the host country. Public policies have limited effects in promoting inclusion of skilled migrant workers in organizations. These policies may be supplemented with an inclusive organizational climate to improve migrant worker success. Organizations and employers are thus critical partners in fostering migrant workers' sense of inclusion and supporting the career outcomes of skilled migrant workers in the host country.Originality/valueThis study supports the link between perceived inclusion and self-efficacy among skilled migrant workers. It also sharpens the evidence of organizational-level factors that contribute to perceived inclusion for migrant workers.

Migrant Worker Research in the Field of Hospitality and Tourism: State of the Art and Future Perspectives

“…However, there is not enough evidence about the reflections of these problems on the H&T industry. Similarly, there is not enough research on workforce inclusion strategies (Ng, Rajendran, & Waheduzzaman, 2022), the voice of migrant workers (Le, Nielsen & Noblet, 2022) in the field of H&T. It would be beneficial for H&T researchers to investigate these issues.…”

“Whether you like my skin or not, I am here”: skilled racial minority migrant women's experiences of navigating career challenges in the White Icelandic labor market

“…From the managerial perspective, Janssens and Zanoni (2014) identified intolerance of discrimination as the most important diversity management practice to enable equality in the workplace and it is critical for the development of inclusive climate for skilled migrant workers (Ng et al. , 2022; Nishii, 2013).…”

“…From the managerial perspective, Janssens and Zanoni (2014) identified intolerance of discrimination as the most important diversity management practice to enable equality in the workplace and it is critical for the development of inclusive climate for skilled migrant workers (Ng et al, 2022;Nishii, 2013). Erskine and Bilimoria (2019) outline how white women in positions of power and ethnic privilege can foster solidarity and allyship with SRMM women in the workplace, but Holck and Muhr (2017) warn against the paternalizing tendencies of benevolent racial majority managers that may further marginalize racial minority employees.…”