riano vienna_challenges & opportunities for web page filepd dr. yvonne riaño seminar on highly...
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PD Dr. Yvonne Riaño Seminar on Highly Skilled Migrant Women, Vienna, 14.10.2013
Skilled Migrant Women‘s Integration in the Labour Market: Challenges and Opportunities
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Structure
1. Research basis
2. Situation in the labour market
3. Challenges
4. Creating opportunities?
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1. Research projects
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“Understanding the (Un)equal Situations of Skilled Professionals in the Swiss Labour Market: The Role of Gender and Origin” (2011-2013)
Quantitative: Analysis of the Swiss Labour Force Survey and the Swiss Income Structure Survey (2008)
Qualitative: 80 biographical interviews and 3 MINGA workshops with native and foreign-born men and women (EU- & non-EU)
“Gaining Access to the Labour Market in Switzerland: Experiences & Strategies of Skilled Migrant Women” (2008-2010)
Qualitative: 60 biographical interviews and 12 MINGA workshops with women from Latin America, the Middle East and South East Europe study, marriage, asylum, work / various professions
© PD Dr. Yvonne Riaño
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140 Biographical interviews: 106 Women & 34 Men
41 native-born and 99 foreign-born 35 Couples (with children), 15 Single-parents
Tertiary education or vocational training, 35+ years old, 14 Swiss cantons
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2. Skilled migrant women‘s situation in the labour market: a comparative perspective
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Table 1. Residents of Switzerland with tertiary education by gender and origin, 2008
Source: SFSO: Swiss Labour Force Survey 2008; own calculations Bühler & Riaño (Ausb_1)
Men %
Women %
Native-born 36 20
Foreign-born 33 28
EU-Born 40 33
Other-Europe born 11 10
Non-EU born 43 40
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Table 2. Labour market status of highly-skilled population aged 15-60 by origin and gender, Switzerland, 2008
Source: SFSO: Swiss Labour Force Survey 2008; own calculations Bühler & Riaño (Eb_5a)
Unemployed- and lacking an income (unpaid work)
Men %
Women %
Gender gap
Native-born 13 23 +10
Foreign-born 15 31 +16
EU-Born 11 23 +12
Other-Europe born 20 40 +20
Non-EU born 18 37 +19
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Table 3. Average yearly gross income of full-time employees with a leadership position by origin and by gender, Switzerland, 2008
Source: SFSO: Swiss Labour Force Survey 2008; own calculations Bühler & Riaño (Es_8)
Men %
Women %
Gender gap
Native-born 88,000 68,000 -20,000
Foreign-born 72,000 58,000 -14,000
EU-Born 78,000 65,000 -13,000
Other-Europe born 66,000 51,000 -15,000
Non-EU born 72,000 59,000 -13,000
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Over-qualification rate of employed population aged 25-54 by origin and by gender, EU countries, 2008
Native-born EU-born Non-EU born
Total 19% 29% 36%
Men 19% 27% 35%
Women 19% 30% 38%
Source: Eurostat, Labour Force Survey 2008
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3. Challenges that skilled migrant women face, a comparative perspective
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Professional biographies in comparative perspective: Agronomist & Forest Engineer
© PD Dr. Yvonne Riaño
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Professional biographies in comparative perspective: Agronomist & Forest Engineer
© PD Dr. Yvonne Riaño
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Professional biographies in comparative perspective: Agronomist & Forest Engineer
© PD Dr. Yvonne Riaño
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Professional biographies in comparative perspective: Agronomist & Forest Engineer
© PD Dr. Yvonne Riaño
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Professional biographies in comparative perspective: Agronomist & Forest Engineer
© PD Dr. Yvonne Riaño
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Professional biographies in comparative perspective: Agronomist & Forest Engineer
© PD Dr. Yvonne Riaño
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Labour-market participation of skilled migrant women: typology of situations
a) Lacking access to paid work Homework
Unemployed
b) Access to paid work, but
jobs below qualifications
Short-term employment
Long-term employment
c) Access to paid work, jobs
according to qualifications
Short-term employment
Long-term employment
Source: Riaño 2011
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1. Challenges tied to origin
• Lacking professional networks and local know-how
• Lacking language proficiency for highly-skilled jobs
• Lacking family networks
• Lacking valuation / recognition of foreign skills & qualifications
2. Challenges tied to gender
• Lacking sufficient & affordable child-care infrastructure
• Balancing family & career: migrant woman‘s double burden
• Prevailing view of men as main bread-winners
© PD Dr. Yvonne Riaño
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1. Challenges tied to policy frameworks
• Lacking explicit recognition of family migrants as workers
• Disadvantages created by dual system of migrant rights
• Lacking counselling oriented to prevent de-skilling
• Lack of independent right to stay for marriage migrants
2. Challenges tied to geographical location
• Disadvantages created by peripheral locations: longer travelling time to study and work, lacking public transport facilities, lacking child-care infrastructure, lacking counselling facilities
?
? Economic integration
HSM LSM
FM LM
© PD Dr. Yvonne Riaño
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4. Avoiding brain waste & creating opportunities
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What strategies and what actors? Origin
Lacking professional networks & lack of value given to foreign skills
• “Returnship” programmes: acquiring local work experience and helping break down prejudice regarding foreign skills
• Mentoring programmes: mentees can access their mentor's professional networks and benefit from their experience
Employers
Gender equality
Migrant integration • Diploma recognition standards / bridging programmes
Educational institutions
© PD Dr. Yvonne Riaño
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What strategies and what actors? Origin
Migrant integration
Profess. associations and finance sector
Lacking language skills and job opportunities
• Language courses aimed at highly-skilled jobs, in cooperation with professional associations
• Migrant women’s own initiatives: Supporting, accompanying, monitoring entrepreneurial activities
© PD Dr. Yvonne Riaño
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What strategies and what actors? Gender
Family & career as double burden for skilled migrant women
• Family friendly work environments: e.g. part-time for skilled men, job sharing schemes, support for dual career families, smooth transitions to and from parental leave for women & men
• Work friendly child-care programmes & infrastructure: extensively available in both rural & urban areas, affordable, flexible
• Raising awareness within families: conscious reflecting on possible consequences of a couple‘s choices (division of work, place to live) for the woman‘s personal & professional future (de-skilling, autonomy, self-esteem)
Employers
Gender equality
Family
• Programmes to increase geographical mobility in peripheral areas so as to reduce travel time to work thus making it easier for migrant women to reconcile family and career
Regional planning
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What strategies and what actors? Policy frameworks
Lacking programmes for skilled migrants / supporting women’s careers
Gender equality
• Gender- & highly-skilled oriented integration and counseling programmes: preventing women’s de-skilling, encouraging their career advancement; viewing family migrants as workers
Migrant integration
Social institutions
© PD Dr. Yvonne Riaño
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Individual
Employers Gender equality
Migrant integration
Social institutions
Regional planning
Educational institutions
Family
Finance sector & prof. associations
Creating opportunities: Cooperation between all actors involved
© PD Dr. Yvonne Riaño
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References Riaño Yvonne (2011): "Drawing New Boundaries of Participation: Experiences and Strategies of Economic Citizenship among Skilled Migrant Women in Switzerland". Environment and Planning A. London, Volume 43: pp. 1530-1546.
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Thanks for your attention! [email protected]