Suchergebnisse

Euro-Mediterranean Consortium for Applied Research on International Migration (CARIM) ; Libya, a country that gained independence in 1951, has known only two contradictory regimes: a monarchy from 1951-1969, and a revolution since 1969. With oil as its main source of revenue, and after ten years of UN backed-sanctions, in addition to a decade of public sector dominance, Libya suffers from both brain drain and brain waste. The active Libyan market of today, after its return to the international community, and given decades of economic and administrative instability, requires skilled and unskilled labour. Libya's labour policies have always been motivated by politics. There has not been a labour strategy, and the need for skilled labour has been a constant in a rich country with only six million inhabitants.Libya today is country full of promise that offers opportunities to its own citizens. It is still, however, unable either to contain brain waste, or to stop brain drain, especially in the medical field. The private sector which has been reactivated after years of public sector dominance is hungry for labour and regulation is imminent. Economic activities, in infrastructure and building for example, need the labour market, private and public, to be properly regulated. La Libye, devenue indépendante en 1951, n'a connu que deux régimes opposés : une monarchie de 1951 à 1969 et une révolution depuis 1969. Avec le pétrole comme principale source de revenu, après dix ans de sanctions onusiennes, et une décennie de prédominance du secteur public, la Libye subit à la fois une fuite et un gaspillage des cerveaux. Le marché du travail libyen actuel requiert de la main d'oeuvre qualifiée et non qualifiée depuis son retour sur la scène internationale après des décennies d'instabilité économique et administrative. Les politiques de l'emploi libyennes ont toujours été motivées par la politique. En l'absence de stratégie de l'emploi, le besoin de main d'œuvre est une constante dans ce pays riche pourvu de seulement six millions d'habitants.La Libye d'aujourd'hui est un pays plein de promesses, porteur d'opportunités pour ses citoyens. Elle est cependant encore incapable de réduire le gaspillage des cerveaux et de stopper la fuite des cerveaux, surtout dans le domaine médical. Le secteur privé, réactivé après des décennies de domination publique, a faim de main d'œuvre et la régulation est imminente. Les activités économiques, dans les infrastructures ou le bâtiment par exemple, ont besoin d'un marché du travail, public comme privé, réglementé.

AbstractIn the integration of highly skilled refugees, recognition of their prior learning is a key factor. One concern is the object of the recognition process, the formal and the actual competence of the individual. Another concern is the subject of the process, the refugee. Starting from the individual and her/his experience and competence entails a different process and results than starting from professional regulations and labour market needs. A final concern is the process of recognition. Recognition processes could be seen solely as a matter of classification and assessment, but this misses that fact that the recognition process also means a learning process for the individual. This article discusses problems and opportunities relating to the recognition of prior learning targeting highly skilled refugees in relationship with these three concerns of object, subject and process of recognition.

In recent years, Japan has increased its efforts to recruit highly qualified Chinese migrants; on the other side of that coin, China has also made efforts to bring its highly qualified emigrants back home. These students and workers fulfill important functions connecting the two countries economically, culturally and academically. Yet, it is not clear how migrants decide where and when to move. This paper focuses on individual decision-making processes and analyzes the importance of family responsibilities, social and professional networks, and career planning in a life-course framework. (Asien/GIGA)

This article examines recent policy developments concerning highly skilled migration in Japan with a particular focus on the newly introduced points system. After numerous debates, the Japanese government introduced the points system in 2012 to attract more foreign professionals. The Japanese points system differs from those adopted in other countries in that it does not serve as an entry-screening mechanism. Rather, it aims to narrow down the definition of "highly skilled migrants" and promote their settlement by offering them more incentives and privileges. While this is one of the most significant reforms in the country's postwar immigration policies, the analysis suggests that the impact of the existing points system is likely to remain limited. This article identifies the limits of the points system and argues for more fundamental reforms in Japanese corporate practices, integration programs, institutional systems, and more fundamental actions against anti-migrant movements.

CARIM-India: Developing a knowledge base for policymaking on India-EU migration ; CARIM-India is co-financed by the European University Institute and the European Union

CARIM-India: Developing a knowledge base for policymaking on India-EU migration ; CARIM-India is co-financed by the European University Institute and the European Union

CARIM-India: Developing a knowledge base for policymaking on India-EU migration ; CARIM-India is co-financed by the European University Institute and the European Union

Euro-Mediterranean Consortium for Applied Research on International Migration (CARIM) ; This article is on highly-skilled migration in Sudan. Given the fact that there have not been systematic efforts to study and document highly-skilled migration in this country, and also due to the fact that reliable data on the numbers, categories and distribution of skilled migrants hardly exist for Sudan, the article represents a preliminary effort that attempts to provide a reliable picture for highly-skilled Sudanese migrants. The article starts with a general historical overview of skilled migration, particularly to the oil-producing Gulf countries, and examines the link between higher-education policies and the increase in the number of Sudanese migrants, categories of skilled migrants and their destination. The link between higher-educational policies and migration is tackled. The migration of medical professionals is used to illustrate the extent of skilled-labour migration in Sudan. The article also discusses the policies of the Sudanese government with a view to determining its impact on highly-skilled migration. The main finding of the article is that, apart from the migration of medical specialists, highly-skilled Sudanese migrants do not constitute brain drain. Higher-educational institutions provide more highly-skilled workers than the local labour market can absorb. La migration des travailleurs qualifiés du Soudan est étroitement liée au développement des pays du Golfe. Cette forme de migration économique qui date du dernier quart du 20ème siècle est liée à des facteurs régionaux et domestiques tels la flambée du pétrole dans les pays du Golfe et la détérioration des conditions économiques au Soudan. D'autres formes de migration qui ne sont pas motivées par des raisons économiques sont apparues au tournant du siècle mais ces formes ne seront pas abordées par cette note analytique qui se focalisera sur la migration des travailleurs qualifiés au Soudan tout en évaluant si cette forme de migration représente un gain ou une perte/hémorragie. Eu égard aux difficultés causées par l'absence de documentation et de statistiques précises sur l'effectif, les catégories et la distribution des migrants qualifiés, l'article pourvoit une analyse préliminaire visant à mettre en lumière le phénomène de la migration de la main d'œuvre qualifiée du Soudan. La note esquisse dans un premier temps un aperçu historique de l' émigration de la main d'oeuvre qualifiée, notamment vers les pays du Golfe, puis examine le lien entre les politiques relatives à l'enseignement supérieur et l'effectif ainsi que les catégories des migrants soudanais qualifiés dans les pays de destination. La note se penche également sur les politiques gouvernementales mises en place en vue de montrer leur impact sur le phénomène. Les sources sur lesquelles cette note se base sont diverses. Citons le Bureau Central des Statistiques, le Conseil de la Population au Soudan, le Ministère de l'Intérieur, le Ministère du Travail et du Développement des Ressources Humaines ainsi que le Secrétariat des Soudanais à l'Etranger. En guise de conclusion, l'étude déduit que l'émigration des travailleurs qualifiés ne peut être considérée comme une fuite de cerveaux car les établissements d' enseignement supérieur mettent chaque année sur le marché du travail plus de travailleurs qualifiés que le marché ne peut absorber.

Europe is home to a globally unique area where the barriers of transnational migration have been largely removed. This article focuses on Finnish highly skilled, intra-European migrants and their labour market situation immediately following the economic crisis of 2008. Based on two consecutive online surveys (carried out in spring 2008 and summer 2010) of tertiary educated Finns living in other EU countries, the article examines the effects of the global economic downturn on the careers of these highly skilled migrants. Only 16 per cent of the respondents report that their labour market situation had worsened. A higher percentage (24%) felt that their situation had improved and the majority (54%) had either experienced no change in their situation or stated that their reasons for changing jobs or moving had nothing to do with the crisis. The article concludes that these migrants were protected from the full force of the crisis by their high human capital, flexibility of alternating between studying and work, employment in international workplaces and their intra-European migrant status.

Tutkimuksen maantieteellinen konteksti on Euroopassa, jossa on viimeisten 60 vuoden ajan poistettu työvoiman liikkuvuuden esteitä tiettyjen maiden väliltä. Suuri osa eurooppalaisista voi nykyään opiskella, työskennellä, tai viettää eläkepäiviään missä tahansa 28 Euroopan unionin (EU) jäsenmaasta tai asettua asumaan Sveitsiin, Norjaan, Islantiin tai Liechtensteiniin. Euroopassa sijaitseekin globaalisti ainutlaatuinen vapaan liikkuvuuden alue, jonka merkitys näkyy myös Suomesta muihin Euroopan maihin suuntautuvan muuttoliikkeen kasvuna Suomen liityttyä Euroopan talousalueen jäseneksi vuonna 1994 ja EU:n jäseneksi vuonna 1995. Tämä sosiologian tieteenalaan kuuluva tutkimus käsittelee yhden Euroopan sisällä muuttavan ryhmän, EU15 maihin muuttaneiden korkeasti koulutettujen suomalaisten, työmarkkinakokemuksia. Tutkimus pohjaa kahteen Working in Europe (2008 ja 2010) verkkokyselyyn sekä 18 ulkomaille muuttaneen suomalaisen haastatteluihin. Tutkimus pyrkii vastaamaan kolmeen empiiriseen kysymykseen: "Miksi korkeasti koulutetut osaajat muuttavat ulkomaille?", "Kuinka korkeasti koulutetut osaajat löytävät töitä ulkomailta?", ja "Minkälaiset taidot ja kvalifikaatiot edesauttavat tai vaikeuttavat kohdemaan työmarkkinoille siirtymistä ja minkälaisissa työpaikoissa nämä suomalaiset työskentelevät?". Olemassa olevien taitojen, koulutuksen ja aikaisemman työkokemuksen tunnustaminen on tärkeää erityisesti korkeasti koulutetuille muuttajille, jotka hakevat töitä ulkomailta. Tässä tutkimuksessa näihin tietoihin ja taitoihin viitataan kulttuurisen pääoman käsitteellä ja tutkimuksen teoreettinen tutkimuskysymys käsittelee tuon pääoman siirtymistä eurooppalaisten rajojen yli. Tutkimuksessa käytetty lähdekirjallisuus käsittelee kolmea teemaa: korkeasti koulutettujen osaajien muuttoliikettä, Euroopan sisällä tapahtuvaa liikkuvuutta sekä kulttuurista pääomaa ja muuttoliiketutkimusta. Tutkimus tarkastelee korkeasti koulutettujen suomalaisten työmarkkinakokemuksia ulkomailla. Vaikka tutkimuksen fokus on siten yksittäisten muuttajien tasolla, myös monet historialliset prosessit, kuten globalisaatio ja Euroopan integraatiokehitys, sekä kulttuuriset ja taloudelliset ilmiöt, vaikuttavat ulkomaille muuttoa harkitsevan päätöksentekoon. Siten myös yksilöä itseään laajemmat rakenteelliset ilmiöt osaltaan vaikuttavat siihen, miksi Suomesta muutetaan ulkomaille, milloin muutto tapahtuu sekä minne se suuntautuu. Tutkimuksessa todetaan, että kansainvälisesti suuntautuneille, suhteellisen nuorille ja hyvin koulutetuille Euroopan kansalaisille muutto EU:n sisällä on yksi mahdollinen väylä työmarkkinoille. Ulkomaille muutto nähdään usein kokeiluna, jota motivoivat erilaiset elämäntapaan ja henkilökohtaiseen kasvuun liittyvät tekijät eivätkä pelkästään urakehitys tai mahdollisuus parempiin ansioihin. Tutkimuksessa käytetään status-siirtymän käsitettä kuvaamaan sitä aikaa, jolloin koulutettu osaaja työskentelee koulutustaan vastaamattomissa töissä, opiskelee, on työttömänä tai hakee ulkomailta töitä Suomesta käsin. Status-siirtymää, jonka jälkeen muuttaja työllistyy koulutustaan ja/tai kokemustaan vastaaviin tehtäviin, tarkastellaan sekä sen ajallisen keston että työpaikan saamiseksi vaadittavien ponnistelujen kautta. Valtaosalle tämän tutkimuksen osallistujista tuo status-siirtymä oli ollut lyhytkestoinen ja sopivan työpaikan löytäminen ulkomailta oli ollut suhteellisen helppoa. Tutkimuksen osallistujat olivatkin hyvin tyytyväisiä työmarkkinatilanteeseensa ulkomailla. Osa tutkimukseen osallistuneista oli siirtynyt ulkomaille työnantajansa lähettäminä, ja osa oli rekrytoitu Suomesta suoraan johonkin tehtävään. Itsenäisesti ulkomailta töitä hakeneiden kokemuksissa oli yhtäläisyyksiä, vaikka tutkimukseen osallistuneet suomalaiset edustavatkin kovin erilaisia ammatteja ja koulutustaustoja. Työnhakutilanteissa esimerkiksi seuraavilla tekijöillä on ollut merkitystä: 1) tutkimukseen osallistuvien hyvä kielitaito oli auttanut heidän kulttuurisen pääomansa arvon määrittelyssä, 2) osallistujien suomalaisuus ja skandinaavisuus oli nähty positiivisen stereotypian kautta, 3) osallistujat olivat hakeneet työtä kansainvälisistä yrityksistä tai järjestöistä, joissa muutkin työntekijät ovat ulkomaalaisia ja 4) osa osallistujista oli löytänyt kilpailuetua siitä, että he kuuluvat pieneen muuttajaryhmään, joka osaa harvinaisia kieliä (suomi ja ruotsi). Tutkimuksen tulosten perusteella voidaan todeta, että korkeasti koulutettujen osaajien kulttuurinen pääoma siirtyy eurooppalaisten rajojen yli suhteellisen helposti, ainakin jos muuttaja on kotoisin Suomen kaltaisesta Pohjoismaasta. Ulkomailta töitä hakevan täytyy kuitenkin olla joustava ja valmis mukautumaan kohdemaan olosuhteisiin. Tähän tutkimukseen osallistuneet suomalaiset käyttivät kolmea eri strategiaa pyrkiessään kohdemaan työmarkkinoille: sopeutumista, erottautumista ja uudelleen orientaatiota. Tutkimuksen mukaan korkeasti koulutetut suomalaiset osaajat eivät kohtaa ylitsepääsemättömiä esteitä hakiessaan työtä muista EU-maista, mutta osaamista ja koulutusta vastaavan työpaikan löytäminen vaatii sopeutumista, määrätietoisuutta ja joskus jopa hakeutumista kokonaan toiselle ammattialalle. ; The geographical context of the study lies in Europe, where over the past 60 years a progressive lessening of restrictions on labour mobility between certain countries has taken place. It is possible for the majority of Europeans to study, work, or retire in any of the 28 European Union (EU) member states, as well as in Switzerland, Iceland, Norway, and Liechtenstein. Europe is thus a unique area, where sovereign states have given parts of their legislative power to supranational institutions and have given up one of the fundamental rights that define a nation state – that of deciding who can cross its borders. Increased mobility to other EU member states after Finland joined the European Economic Area (EEA) in 1994 and the EU in 1995 testifies to the fact that also Finns are taking advantage of the free movement regime. This sociological study examines the labour market experiences of one intra- European migrant group: highly skilled Finns who have moved to other EU15 countries. Based on two consecutive Working in Europe online surveys (2008, 2010) and 18 migrant interviews, this study addresses three empirical questions: "Why do highly skilled Finns move abroad?", "How do highly skilled Finns find work in the EU15 countries?", and "What kinds of skills and qualifications ease or impede labour market access and what kinds of jobs do these Finns work in?" The recognition of skills, educational qualifications and work experience, i.e. one's cultural capital, is a key question for any migrant and especially so for highly educated professional migrants. The main theoretical question asked therefore is: "How does the cultural capital of the highly skilled migrants transfer across intra-European borders?" The study engages with three related literatures focusing on highly skilled migration, intra-European mobility, and cultural capital during migration. The study examines the personal experiences of highly skilled Finns and thus the main focus of the study is on the micro level of international mobility. Yet also various historical processes, such as globalisation and Europeanisation, cultural phenomena, and economic developments outside the control of individual migrants influence the reasons why particular individuals decided to move, where they moved to and when they moved. The study concludes that for internationallyminded, relatively young and well-educated European citizens mobility in the EU area is one possible path among many, and experimenting with living abroad may be motivated by a range of different reasons related to lifestyle and personal growth that are not directly linked with one's professional career or the possibility of earning a better salary. The concept of status passage, i.e. a transitional period that is spent doing lowskilled jobs, studying, in unemployment, or continuing to work in Finland while applying for highly skilled jobs abroad, is used to describe how the Finns of the study entered the labour market of their destination country. It is examined through two dimensions: as the effort required in finding a job and in terms of its duration in time. The duration of the status passage had been short for most participants of the study and finding a highly skilled job had been relatively easy. The respondents were therefore quite content with their labour market situation in the new country. While many of the highly skilled Finns of the study moved abroad to continue on their professional career as intra-company transferees or because they were headhunted to a particular company, the study also notes four interrelated reasons for the experienced labour market success of those, who had looked for work on their own. First, their good language competence helped negotiate the value of their cultural capital abroad; second, participants were often seen through a positive Finnish or Scandinavian stereotypic image; third, the ease of finding work had often been based on applying for jobs in international workplaces; and fourth, the participants had found advantages from belonging to a small national group with skills in rather rare languages, Finnish and Swedish. Based on the results of this study it can be concluded that the cultural capital of highly skilled intra-European migrants' transfers across national borders rather smoothly, at least when they originate from a Scandinavian country such as Finland. Yet transnationally mobile individuals, however highly skilled and educated they are, must be willing and able to adapt to the situation in the local labour market. The Finns of this study used three strategies to facilitate labour market entry: adaptation, distinction, and re-orientation. The results of this study demonstrate that highly skilled Finns do not face insurmountable barriers when they enter the labour market of another EU country, but they are also not welcomed with open arms as brains gained: finding a highly skilled job in the country of destination demands adaptation, perseverance, and sometimes even a total re-orientation of one's career.

AbstractThis article introduces a special issue on the labour market integration of highly skilled refugees in Sweden, Germany and the Netherlands, three countries that received a large number of asylum seekers in the mid‐2010s. Authorities have devised various policies that aim to speed up the labour market integration process for refugees. This article critically examines normalized assumptions about refugees and the causes for their low employment rates that inform existing labour market integration initiatives. We pay particular attention to highly skilled refugees, who generally want to work but tend to experience difficulties finding employment commensurate with their educational attainment and professional expertise. This issue warrants more attention as one in five refugees in Europe has completed a tertiary education.

Despite the fact that many countries target highly skilled migrants for recruitment in the global labour market, few of those migrants are able to take full advantage of their educational and professional qualifications in their new homes. Work in Transition examines this paradox, using extended narrative interviews that focus on the role that cultural capital plays in the labour market.Comparing the migrant experience in Germany, Canada, and Turkey, Work in Transition shows how migrants develop their cultural capital in order to enter the workforce, as well as how failure to leverage that capital can lead to permanent exclusion from professional positions. Exposing the mechanisms that drive inclusion and exclusion for migrants from a transatlantic comparative perspective, this book provides a unique analytical approach to an increasingly important global issue