Workplace integration: the lived experiences of highly skilled migrants in Australia

Abstract

Purpose The purpose of this paper is to explore how highly skilled migrants to Australia integrate into the workplace, focussing on the factors that foster or hinder that integration. Design/methodology/approach An inductive method using an interpretive methodological approach was employed. In-depth interview data were analysed thematically. Findings Informal workplace practices, such as informal peer mentoring and having an “empathetic” supervisor, also assisted with integration, as did migrant self-help strategies. Factors hindering integration included structural barriers outside the organisation and workplace factors such as racism, cultural barriers and individual factors that centred on the migrants themselves. Research limitations/implications While the exploratory qualitative enquiry sheds light on issues of concern regarding workplace integration of skilled migrants, further studies with diverse migrant groups would be required to understand if the findings could be replicated. An industry or sector-wise migrant study would shed more light on the issues. Practical implications Fostering and hindering factors identified through the lens of four workplace integration theories can inform workplace integration strategies and related policy formulation. Originality/value Informed by four theories of integration, the findings shed light on the everyday workplace experiences of linguistically competent, self-initiated, highly skilled migrants from diverse ethnic/cultural backgrounds in Australian workplaces in a range of industries. While previous research has identified problems experienced by migrants at work, this paper explores factors fostering and hindering workplace integration through the lens of the lived experiences of skilled migrant workers.

Australians’ Views on Cultural Diversity, Nation and Migration, 2015-16

“…Such negative perceptions of particular groups within the multicultural landscape are problematic as they have 'the potential to generate substantial inter-communal tensions in the workplaces and other public realms of Australian society' (Dunn et al 2004, p.425) as evidenced in everyday experiences of racism and marginalisation (Essed 1991;Essed 2002;Dunn et al2007;Fozdar and Terezani 2008;Dunn et al 2015;Rajendran 2017). Therefore, we reiterate Dunn et al's (2004) assertion from over a decade ago that 'the confrontation of this sociobiological and pessimistic [and narrow] understanding of nation remains an unfinished public policy imperative of Australian multicultural policy' (p.426).…”

Workforce Localization in the Arab Gulf Countries: How Do Organizations Socialize the Members of a Powerful Minority?

“…A formal induction program is usually the first socialization experience for the new employee [51], and has been found to facilitate employees' socialization in multiple and diverse contexts. For example, induction programs fostered migrants' integration into their Australian [52] and Finnish [53] workplaces. At the induction stage, all new employees should be introduced to the company's policies regarding diversity, and the way to report any discriminatory misconduct.…”

Determinants of Migrant Career Success: A Study of Recent Skilled Migrants in Australia

“…Many highly skilled and highly educated migrants – particularly those from non‐English speaking backgrounds (NESBs) – face barriers to participating fully in the Australian economy. We know from past research that migrants experience discrimination due to a lack of recognition or discounting of foreign qualifications, very limited or no prior work experience in Australia, and poor English fluency (Sardana et al., ; Rajendran et al., ). This has led to persistent underemployment and a waste of human capital for many highly skilled and highly educated individuals (Reid, ; Tian et al., ).…”

“…These successes can be attributed to implementing the right public policies, such as English language testing, more rigorous screening, and a two‐step migration process (retention of temporary workers and international students who have studied in Australia) (Miller, ; Hawthorne, , ). Personal agency such as hard work, learning about the Australian culture, and fostering a positive attitude also contribute to the success of skilled migrants (Rajendran et al., ). Organizations and employers may also play a key role in fostering migrant career success; however, little is known about this since Australia – unlike the US or Canada – does not have a formal affirmative action policy for migrants or racial and ethnic minorities (Metz et al., ; Sardana et al., ).…”

“…As an example, migrants with foreign sounding names (i.e., non‐Anglos) receive fewer call backs for job interviews (Booth et al., ). Issues related to discrimination in the workplace can be partly addressed through integration policies such as affirmative action and equal employment opportunities – an area that has developed a sizable research literature (see Kosny et al., ; Rajendran et al., ; Li, ). The current study builds on previous work exploring the influence of individual differences (e.g., race, gender) on migrant career success by investigating a broader subset of variables spanning micro‐, meso‐, and macro levels.…”