Should i stay or should i go?

Abstract

Sammanfattning: Should I stay or should I go? 1 Introduktion 1.1 Av doktorander för doktorander och utveckling av forskarutbildningen 2 Metod 2.1 Population och urval 2.2 Frågeformulär 2.3 Deltagande 4 Epilog och diskussion: Should I stay or should I go?

‘Joining the BBC (British Bottom Cleaners)’: Zimbabwean Migrants and the UK Care Industry

“…Since deportations have been suspended, however, there have been demonstrations demanding the right to work for failed asylum-seekers. The exploitation of overseas qualified nurses in the course of their adaptation courses has attracted more attention (Anderson and Rogaly 2005;Buchan et al 2005), yet they are less vulnerable than those entering the unskilled job market informally.…”

“…Yet, as Yeates (2004) has argued, there is a need for more attention to institutional contexts providing care, to other population groups (in the British context particularly Africans, black British and recent migrants from the Caribbean and Eastern Europe), and to men as well as women. Meantime, public debate over staff shortages in health and social care has been dominated by controversy over the recruitment of skilled health professionals, and has overlooked migrants working in unskilled care jobs (Buchan 2003;Buchan et al 2005;Hardshill and Macdonald 2000;Raghuram and Kofman 2002). Though recent legislation has also opened up legal channels for unskilled migrants to come to Britain, these measures have been limited in scope, and have ignored the care sector.…”

Transformations in Network Governance: The Case of Migration Intermediaries

“…It is safe to conclude then that the migrant's access to quality and efficient service is directly dependent on available financial resources. The use of services offered by migration agents is captured in studies by Hardill and MacDonald (2000) and Buchan et. al.…”

“…Forde and Mackenzie (2011, 33) note that a business case logic to employment agency operations has served to consolidate race, gender and class divisions and therefore labour market segmentation along these lines, a point which is illustrated in the following example drawing on migrant nurses. Newland (2013, 9) argues that in spite of the implementation of agreements established to monitor employment agents, "… the bilateral agreement between the government of the United Kingdom and the Philippines resulted in only 200 nurses recruited into the UK National Health Service; while private medical facilities, which were not covered by the agreement, recruited 2,000 Filipino nurses in the same period" (see also Buchan 2001;Buchan et al 2005). While the market mechanism can act in the interests of many skilled migrants, particularly in areas of high demand, it can also result in a pecking order of attraction and therefore segmentation based on ethnicity for instance, emphasising that dependence on commercially-driven intermediaries may result in a reinforcement and reproduction of structural inequalities.…”

Diversity within the Health Service workforce: raising the aspirations of migrant housekeeping workers

“…The major focus of debate about staff shortages in the Health Service has been on skilled workers (Connell et al 2007;Buchan, Jobanputra, and Gough 2005), and this is supported by a recent Department of Health publication which highlights the need to recruit more staff from abroad to bridge the gap in skills shortages (2002). Little attention has been focused on migrant workers undertaking unskilled jobs, despite the fact that the health and social care sectors within the UK face staff shortages of both skilled and unskilled workers (McGregor 2007).…”