The unanticipated road to skills wastage for skilled migrants: the non-recognition of overseas qualifications and experience (ROQE)

Cameron, Roslyn; Farivar, Farveh; Dantas, Jaya A R

doi:10.1080/10301763.2018.1554098

Cited by 21 publications

(22 citation statements)

References 29 publications

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“…Normality is thus not simply what people are used to and what unfortunately hampers them from seeing the merits of migrants in recruitment and promotion (e.g. Cameron et al, 2019;Crowley-Henry and Al Ariss, 2018). Normality is valued more highly than the diversity that migrants can bring to the organization (see Horverak et al, 2013), indicating the existing power inequality present in society and organizations alike.…”

Section: Discussionmentioning

confidence: 99%

“…Almeida et al, 2015). At the organizational level, most research centres on corporate recognition of migrants' forms of knowledge or human capitals (Almeida et al, 2019;Cameron et al, 2019;Crowley-Henry and Al Ariss, 2018), based on the argument that, in the case of migrants, this recognition is hampered simply because these capitals differ from the organization's perception of the normal. In other words, it is assumed that organizations are willing to hire migrants, but it is the psychology of recruiters or corporate limitations in assessing candidates' potential that stop them from doing so.…”

Section: Organizational Factors Influencing the Perceived Employabilimentioning

confidence: 99%

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Underemploying highly skilled migrants: An organizational logic protecting corporate ‘normality’

Risberg

Romani

2021

Human Relations

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Why do highly skilled migrants encounter difficulties getting a skilled job? In this study, instead of searching for an answer in migrants’ characteristics, we turn to organizations and ask: why do organizations underemploy migrants? With an in-depth qualitative study of a program for highly-skilled migrants’ labour integration in Sweden, we show that highly skilled migrants are perceived as a potential threat to organizational norms and habits. Using the relational theory of risk – approaching risk as socially constructed – the study provides a novel explanation for highly-skilled migrants’ underemployment. It shows an organization logic protecting corporate practices seen as ‘normal’ from a perceived disruption that employing highly-skilled migrants could possibly cause. Theoretical contributions to the understanding of highly-skilled migrants’ employability are threefold: (1) the field assumption that organizations are favorable to hiring migrants is challenged, (2) highly-skilled migrants’ underemployment is explained through a protective organizational logic, and (3) we stress the necessity to problematize an implicit reference to organizational normality when recruiting.

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Section: Discussionmentioning

confidence: 99%

Section: Organizational Factors Influencing the Perceived Employabilimentioning

confidence: 99%

Underemploying highly skilled migrants: An organizational logic protecting corporate ‘normality’

Risberg

Romani

2021

Human Relations

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“…The recognition of qualifications and experience has been identified as a -central immigration issue of the new century … in all post-industrial societies receiving immigrants‖ (Cameron et al, 2019). The development of workforce skills is an important asset for migrants' work and social integration and plays a vital role in productivity enhancement and sustainability in both countries of destination and origin.…”

Section: Recognition and Accreditation Of Migrant Groups' Skillsmentioning

confidence: 99%

“…Those whose qualifications and work experience are not adequately -if not at all-recognised in host countries will often experience skill wastage and exploitation. For many skilled migrants, refugees, asylum seekers, this creates a barrier for securing employment commensurate with qualifications and experience and thereby creates skills wastage and downward mobility (Cameron et al, 2019). It is acknowledged that migrant groups possess competencies and abilities acquired in their home country or in the hosting countries, which are not formally mapped, assessed, certified or acknowledged.…”

Section: Recognition and Accreditation Of Migrant Groups' Skillsmentioning

confidence: 99%

Universal Skills Framework for Migrants, Asylum Seekers and Refugees – A Mapping on the Required Skills While Entering the European Labour Market

Tountopoulou¹,

Vlachaki²,

Triantafillopoulou³

2021

IJSSS

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Migration flows are steadily increasing worldwide. Especially in Europe, the percentage of immigrants from third countries generally ranges from 9% to 17%. As one of the main factors that plays an important role in the overall integration of migrant groups in host countries is their ability to work, there is an emerging need for effective policies and mechanisms to identify and certify skills and qualifications of migrants, asylum seekers and refugees in order to enable them to integrate effectively into the labor market.Many existing skills frameworks at European and international level emphasize the importance of cognitive skills as well as non-cognitive skills, attitudes and also the crucial role of personality traits that determine the success and employability of the workforce. A framework for universal skills is proposed based on a thorough literature review of the existing international frameworks and of the skills and competencies required to integrate into the labor market. In addition, a field survey with a structured questionnaire was conducted with both employers and migrant groups, to capture the views of both on the selected skills included in the framework and to confirm the extent to which those skills are considered important towards the labor market integration of migrant groups in the host countries.The results of the research highlighted on one hand the importance of hard skills required to perform a task and on the other hand the soft skills that are of particular importance regardless of the profession. Moreover, a high majority of both groups stated that skills profiling and online assessment tools that matches skills with labour market needs would be valuable in recruiting procedures.

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“…In 2017, the Temporary Skill Shortage Visa (subclass, 482) replaced the 457 visa and allowed the sponsorship of skilled migrants by employers for either 2 or 4 years (Australian Government, 2019). While skilled migration is a key element in Australia’s strategy to address major human capital issues and imperatives, underutilisation and atrophy of professional migrant skills remain critical problems (Cameron, Farivar, & Dantas, 2019). Research into skilled migration policy and practice highlights the need for greater assistance and support in terms of pre-arrival and post-arrival settlement and employment information; income support; professional and peer support and community contact, networking and social support (Cameron, 2011).…”

Section: Introductionmentioning

confidence: 99%

Women Migrants in Western Australia: Case Studies of Resilience and Empowerment

et al. 2020

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This article presents findings from an exploratory research using descriptive case studies of 12 migrant women in Western Australia. The purposive sample represents the government, academia, the private sector, community, civil society and not-for-profit organisations and is ranged in age from the late 20s to the 70s. Underpinned by theoretical frameworks of resilience and empowerment, women have shared their personal case narratives, and five case studies are presented in this paper. Our findings resonate with the vital and uncontested importance of education, the desire to be empowered, the capacity to be resilient and adaptive and the importance of giving back to the community. Key recommendations include the need for migrant women’s continued access to avenues of empowerment and furthering education. The provision of adaptive structures builds resilience and grows strong communities where women feel empowered. We propose that women migrants, through alliances and collaboration, cross borders of learning and work towards generating change and transformation.

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The unanticipated road to skills wastage for skilled migrants: the non-recognition of overseas qualifications and experience (ROQE)

Cited by 21 publications

References 29 publications

Underemploying highly skilled migrants: An organizational logic protecting corporate ‘normality’

Underemploying highly skilled migrants: An organizational logic protecting corporate ‘normality’

Universal Skills Framework for Migrants, Asylum Seekers and Refugees – A Mapping on the Required Skills While Entering the European Labour Market

Women Migrants in Western Australia: Case Studies of Resilience and Empowerment

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