Evaluation of literature use in the Home/Work Study

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1 CubanandSpiliopoulos2/10,Home/Work EvaluationofliteratureuseintheHome/WorkStudy A salient part of the research has been the reviewing of current and past literature on a numberofrelatedtopicsthatconcernthestudy.areviewofpertinentliteraturehashelped informallthreestrandsofthisproject,andwaspartofstrandoneoftheproject,called,an, environmentalscan. Theotherpartofstrandoneincludedinterviewingexpertsinfields relatingtomigration,care,esol,andothers.strand2involvedinterviewingandobserving migrantcarersintheirworksettingswhilestrand3focusedondevelopingasupportmodel forworkplaceesoleducationbyusingthelessonsgleanedfromtheethnographicresearch andthentriallingittoseewhetherornotthemodelwaseffective(strand3). Asthefocusisonmigrantcareworkersresidinginruralareasandattemptingtoadvance outside of the care sector, the literature review was based around the larger contexts of theirstrugglesandworkcontexts,withcategoriesfor:ageing,migrantworkers,socialcare, unions/labourandworkplace.thisprocesstookplacebetweenearly2008andmid2009. Theresearchthatwasgatheredwasfromsourcesinbooks,printandonlinejournals,webbased statistical sources from major UK and EU organisations, and newspapers as well as conferencepresentationsandlistsofsimilarprojectsandtheirwebsites.thiswasseparate fromthetheoreticalreview,whichfocusedonselectedtheoreticalframeworksthatrelated tothestudy,ratherthanempiricalstudiesperse(seeappendixforalistofotherprojects andimportantstatistcs). Tobetterunderstandandanalyzetheinformationprovidedintheliteraturereviewsources, a matrix was designed with intersecting topics focusing on the ways the literature connected to the expert interviews, as well as other strands of the project, the use of metaphors and images in the literature, important quotes, and a brief description all of which were synthesized in to the Grounded Theory process. The foci chosen and the connections made with the differing components of the project assisted in a better understandingofsocialcareandtheimpactthatmigrantcarershaveintheindustry.inthis way,highlightingtheagencyandskillsthatmigrantworkersbringtothesocialcaresectoras well as the inequalities that surface with their joining this industry can be compared with researchfindingstoaddtofurtherdiscussionofpertinentissues. Oneofthemainfocalpointsoftheliteraturereviewwasgatheringliteratureonsocialcare, asitiscurrentlyundergovernmentscrutinyandtherearemanychangesoccurringinit.the articles that were used to gain a better understanding of social care discussed issues of commissioning care (personalization and its complexities, bureaucracy, care gap, tightening of eligibility criteria), care giving (cases of negligence, unprofessional relationships developing, training needs, credit crunch/staffing shortages), housing(threat ofeviction,needforstaffforhousingschemes),needs centreddecision making(cateringfor oldercouples,shortageofspecializedcarehomesinruralareas).agingwasanotherfocal pointofsignificanceandtheelderlypersons needsforindependence,choice,flexibilityin carebeingofferedandinformation.thus,problematicissuesarebeingtargetedbyservice

2 CubanandSpiliopoulos2/10,Home/Work usersandotherhealthcareprofessionalsandmadepublic,whilstassistinginthegainingof adeeperinsightofthehealthcaresectorforolderadultsandpotentialpressuresinflicted on migrant carers. Furthermore statistics on these issues assisted in the understanding of theselargerissues. Additionally,lookingatthecircumstancesunderwhichthemigrantcarersareworkinginthe UK,theareasofmigration,workplaceissuesandunion/labourissueswerealsoexamined. By searching through media reports and academic materials, the problems that were discussed were: knowledge of language, power structures, transnationalism (advantages anddisadvantages),discrimination,exploitationoftemporarystaff,petrolcrisis(pressures onworkersandlocalcouncils),needforamigrantcareworkforce(duetoaperceivedlackof interestfromlocalworkforce)andthenfearssurroundingthesafetyofelderlypersonsby discussing their vulnerability and fears of migrant carers potential criminal histories. In theseaccounts,migrantcareworkersareportrayedaseitherneedingprotectionorbybeing potentially dangerous, these tendencies reflecting a broader discussion on migration especiallyinthemedia.theworkenvironmentsofmigrantcareworkersisusefulasoneof thelensesofinquiryintotheirroleinthecaresectorandtheirtreatment.mediaresponses alsotendedtofocusonnoveltyissuesincare,suchasshouldcouplesbesplitup,petrol,and other logistical issues to give the human face that sidelines a more critical analysis of the caresystem,includingitsdeficits.havingsaidthis,differentmediahaddifferentanglesand itwasimportanttokeepfollowingstories,pasttheliteraturereviewdeadline.balitapinoy, anewspaperfornewsaboutthephilippinesandforfilipinosinbritain,forexamplefocused onthetrainingscandalscams,andhowmigrantcarerswerevictims,whilstnewspaperslike thedailymailfocusedonthewaystheywerescammingolderclientsornotfulfillingtheir requisite criminal records checks (see: /Foreign care home workers dont criminal record checks.html) AnothermajorareaintheliteraturereviewthatwascoveredwasthefieldofESOL,which many migrants use for advancement purposes. The history of ESOL was examined for the waysthatitincludedskilledmigrants,liketheparticipantsinthestudywhohadagraspof standardenglishandacademicliteracy,butwantedtolearnfurthergrammar,business,and medical Englishes and other related topics related to professional development. In particular workplace literacy proved to be a battleground, for who would sponsor it. Additionally, new ESOL policies in 2009 focused on ESOL as part of vocational objectives (better workers) or social cohesion (citizenship) rather than professional advancement, whichmanyoftheparticipantswanted.afurtherstudyofesolworkplaceeducationwas commissioned to a consultant who analyzed the ways that the deskilling discourse is not includedinesol;migrants,whilerecognizedinstudies,ashighlyqualifiedarestillsubjectto being in the lowest skilled and lowest paying jobs. ESOL policies don t intervene on this trend.

3 CubanandSpiliopoulos2/10,Home/Work Reviewing the literature on the above issues has supplemented the expert interviews in the fields of social care, ageing, ESOL, and others. The issues that are under discussion assistedinthedesigningoftheenvironmentalscanandareasoftopics(social,technology, political, economic, environmental, organizational, policy, gender/race/class) and the comparisonoffindings theprioritiesandforecastingthroughusingadelphistudymethod and the information gathered from media and academic materials. There was little literature specifically on gender and migrant carers, which is the focus of this study. The expertsdidcommentonthistopicmore,butnotwithoutprodding. The literature review often produced more abstract issues (general statistics and data) which,whilebeneficialfordevelopingatheoreticalframeworkpaper(alsoconductedasa separateproject)didnotdealwithmanyoftheclose rangeissuesofthecarersthemselves, nor of the experts, especially those whose work was most closely connected to the care work sector and to migrants. For example, cultural issues, discussed at length in the literature were vague, and anecdotal with little systematic analysis. Similarly, the Delphi studyalsoillustratedatendencyforexpertstobeabstractandconsidermorecloselytopdownissuesthangrassrootsones.butatleasttheygavemoreexamplesanddiscussedthe effects. The literature also had a strategic angle, where the benefits and values of supply anddemandfeatureswerefocusedonwithrelationtoeconomicsoverhumanrights/social justice;argumentstendedtofocusonpoliciesthatwerecomingintoplace. Therewaslittleinformationondeskillingofcareworkersandissuesaroundtheiradvocacy thatstemmedfromgrassrootssolutions.conclusively,socialcareandmigrationareunder careful examination and discussion by government bodies and the media. By scrutinizing the materials available on these subjects we can deduce that the adult care sector is currently under strain and reform is needed; alongside this need for change, the migrant workforceisbeingusedfortheirskillsandavailabilitybutwithoutrecognizingtheiragency andcapabilitiesofofferingmorespecializedcare.thestigmaattachedtotheprofessionof careworker coupledwiththepracticalitiesoflongworkinghoursandlittlepayputmore pressureontheavailablemigrantcareworkersandthushelpstorealizebroaderdifficulties in their use of their skills and knowledge and how to overcome obstacle in their social mobility.

4 CubanandSpiliopoulos2/10,Home/Work Appendix1 CurrentProjectsWithSimilarTopicstoHome/Work Bureau of gender equality of ILO on migration: PSI Migration and Women Health workers: 1&ContentID=18920 Preequal: and Equip: European Qualifications in Home Care for Older People: European Feminist Forum: (Migrant Feminist Agenda) INSTRAW Gender and Migration Virtual Community: community) Femmage project: ESF SCH/SCSS Exploratory Workshop: A Caring Europe? Care, Migration and Gender Milton Keynes, UK,12-13 November 2009 : Migrant Labour in the Elder Care Sectors. Social Policy and Ageing Research Centre. Virpi Timomen and Martha Doyle Williams & Lutz. Migration and networks of care in Europe. see also: International Conference on Care and Migration at Goethe University: (April ) Dyer, McDowell, Batnitsky. Gender inequality in production and reproduction. Gordolan, Anderson, Gava. Who Cares? The Needs of Migrant Carers and the Oxfam report and see also: Hussein, Manthorpe, Stevens, Martineau. International Social care workers: outcomes, experiences, and future expectations: Spencer, Martin (COMPAS), The Role of Migrant Health and Social Care Workers in Ageing Societies: Planning for the Future see also report from Cangiano, Shutes, Slauson, Gordolan, Spencer: %20website%20version.pdf Huxley, Evans, Munroe. International Recruitment to the UK Dyck, Gendered experiences of immigration and settlement, including work and health Datta McIlwaine, Evans, Herbert, May, and Wills, J (2006) Work, care and life among low-paid migrant workers in London: towards a migrant ethic of care Global cities at work

5 CubanandSpiliopoulos2/10,Home/Work Wolf, Evans Enhancing Skills for Life: Adult Basic Skills and Workplace Learning Toward a Vision of Sexual and Economic Justice Parrenas: Institute for Prospective Technological Studies: Research on "The role of ICT and migrants for addressing long term care challenges in an ageing society" EC, JRC, Institute for Prospective Technological Studies and Linda McDowell: Gender, Ethnicity, Migration and Service Employment:

6 CubanandSpiliopoulos2/10,Home/Work Care Appendix2 Relevantstatistics(inprogress) By2022,20%oftheEnglishpopulationwillbeover65.By2027,thenumberofover85year oldswillhave increasedby60% (DoH2009:2) FROM:DepartmentofHealth(2009) Puttingpeoplefirst Asharedvisionandcommitmenttothe transformationofadultsocialcare 119.pdf(accessedon18/2/10) AccordingtoCangianoetal.(2009),18%ofallcarersaremigrants,apercentagelargerthanthemigrant labourforceinthecountry(13%)(in2008,accordingtothelabourforcesurvey)andmuchhigherthanin 1998(8%).Fornursesinthehealthsectoragainthepercentagehasincreased,from13%in1998to23%in 2008.Ahigherconcentrationofmigrantsappearinthecareforolderadultsincomparisontothehealth sector;in2008asurveybycompasfoundthatinresidentialandhomecareprovidersemployedasignificant numberofmigrantsandintheirsamplethepercentageswere28%over19%forcarestaffand45%over35% amongstnurses.recentrestrictionsinimmigrationpoliciesandfocusontraininghome grownnurseshave impactedonthenumberofmigrantsenteringtheuktoworkinthehealthsector;thenmcregisterrecorded 67,237nursesfortheperiodbetween ,whilstfor thenumberdroppeddramaticallyto 4,181.Regardingimmigrationstatus,theauthorsusedLFSandCOMPASresearchfindingsandestimatedthat for %wereEUnationals,19%haveworkpermit,14%areunderIndefiniteLeavetoRemain,9% arestudents,7%aredependentontheirspousesand2%areunderothervisacategories.finally,regarding placeofworkintheuk,fornursesthehighestpercentage(30%)workinlondon,17%insoutheast,10%in NorthWest,9%SouthWest,7%WestMidlandsand27%restofUK;forcarers,25%workinSouthEast,25%in London,8%inSouthWest,7%WestMidlands,7%NorthWest,28%restoftheUK,thelatterbeingthehighest percentage. FROM:CangianoA.,ShutesI.,SpencerS.andG.Leeson(2009) MigrantCareWorkersinAgeingSocieties: ResearchfindingsintheUnitedKingdom,ESRCCentreonMigration,PolicyandSociety(COMPAS),University ofoxford. ForJanuary2010,fromatotalof450,163workersinthecaresectorinEngland,62%arewhite,4%Asianor BritishAsianand6%BlackorBritishBlack.Fromatotalof8,297firstlinemanagers,77%arewhite,2% Asian/BritishAsianand4%Black/BritishBlack.Fromatotalof258,517careworkers,58%arewhite,4% Asian/BritishAsianand7%Black/BritishBlack.Finally,fromatotalof17,369community/outreachworkers, 70%arewhite,2%Asian/BritishAsian,5%Black/BritishBlack. IntheNorthWestofEngland,fromatotalof56,421workers,65%arewhite,3%Asian/BritishAsianand3% Black/BritishBlack.Fromatotalof1,089firstlinemanagers,81%arewhite,1%Asian/BritishAsianand1% Black/BritishBlack.Fromatotalof29,957careworkers,63%arewhite,2%areAsian/BritishAsianand3%are Black/BritishBlack.Finally,fromatotalof3,507community/outreachworkers,79%arewhite,2% Asian/BritishAsianand3%Black/BritishBlack. FROM:SkillsforCare(2010) NationalMinimumDataSetforSocialCare sconline.org.uk/research/researchdocs.aspx?id=9(accessedon23/2/10) Migration

7 CubanandSpiliopoulos2/10,Home/Work IncreaseinnumberofA8migrantsintheUKbetween2004and2008from167,000to689,000,whilstlargest groupwerebetweentheagesof16and29. FROM: Office for National Statistics(2009) National Statistician s annual report on UK population statistics, PopulationTrendsNo.138, Increaseofnon BritishEUmigrantsbetween2003(14,000)and2004(74,000)becauseofEUexpansion;in 2004thedifferencebetweenin migrationandout migrationwas223,000(morein migrantsthanout ) FROM: Office for National Statistics (2005) International migration Net inflow rose in 2004, Between 1991 and 2001 in England the majority population growth was 0.2% whilst the minority ethnic groups growthwas39.1% FROM:RaymerJ.andC.Giulietti(2009) EthnicmigrationbetweenareagroupsinEnglandandWales,Area, vol.41,no.4,pp It is estimated that worldwide the number of international migrants is 214 million, 3,1% of total global population.additionally,itisestimatedthatin2008usd444billionwereremittedworldwide,whilstusd338 billionhelpedsupportadvancingcountries. FROM: International Organization for Migration (IOM) Facts and Figures migration/facts and figures/lang/en(accessedon23/2/10) It is estimated that in 2010 there are 69.3 million migrants, a 9.5% of the total population. Also, it is estimated that the UK is hosting 6.5 million migrants in In 2005 it was estimated that the three countries with most sending migrants, these being China, India and the Philippines had sent 35 million, 20 millionand7millionmigrantsrespectively. FROM:InternationalOrganizationforMigration(IOM) RegionalandCountryFigures migration/facts and figures/regional and country figures(accessedon 23/2/10) In2008netmigrationfellto118,000,whilstin2007netmigrationwas209,000.Regardingmigrantsfrom the A8 countries, it is estimated that they have paid more in taxes and received through benefits; [I]n 2008/09,contributiontotaxrevenuesexceededexpenditurebyaratioof1.37 (UKBA2009:5).Additionally, accessionmigrantsarestill13%lesslikelytoclaimbenefitsand28%lesslikelytoliveinsocialhousing (p.8)in comparisontothenativepopulation. FROM:UKBA(2009) FactsandFigures November Gender Ethnicminoritywomen semploymentstatus(agedbetween19and59years)changeswithenteringmarital status and family life; differences between different ethnic groups. Between 1992 and 2002 there is an increase of ethnic minority women entering full time work. Black minority women have the largest percentage of full time work (45%) whilst women from Bangladesh (14%) and Pakistan (9%) the smallest. Between 2000 and 2002 the highest percentage for lone parents working full time was 33% for Black Caribbeanwomenandforpart timeemployment30%amongstwhitewomen,followedby21%forbothblack CaribbeanandIndianwomen.Forwomenundertheageof35andwithnochildren,thehighestpercentageof singlewomeninfulltimeworkwasforwhitewomen(70%),followedbyindianwomen(63%),andworkingin

8 CubanandSpiliopoulos2/10,Home/Work part time employment was Black African women (29%); women with partner and no children, highest percentagesforfull timeemploymentwereforwhiteandblackcaribbeanwomen(84%forboth),followedby Indianwomen(71%),whilstforpart timeemployment,thehighestpercentagewasforblackafricanwomen (22%).Lindleyetal.(2004)concludethatthelikelihoodofwomenbeinginfull timeemploymentatdifferent stages of family life is increased for Black Caribbean women and for part time work for White and Indian women;otherfactorssuchashumancapitalandageofmigrationwillalsoimpactonemploymentstatusand changeovertime. FROM:LindleyJ.,DaleA.andS.Dex(2004) Ethnicdifferencesinwomen sdemographic,familycharacteristics and economic activity profiles, 1992 to Labour(seealsoCaresectionabove) Foremployedmenagedbetween19and64yearsofageandemployedwomenbetween19and59yearsof age,betweenoctoberanddecember2009,73.5%wereuknationalsand67%non UK. FROM:OfficeforNationalStatistics(2010) Workingageemploymentratesbycountryofbirthandnationality According to Lindley and Lenton(2006), ethnic minority members were significantly over qualified for the work roles they had taken in comparison to white populations; [T]hey ranged from 37 per cent for White nativemento79percentforafricannativemenandfrom56percentforimmigrantwhitemento84per centforafricanimmigrantmen.therangeswerenarrowerforwomenbuthigherforimmigrantthannative, lowest for White women and highest for African women (Dex and Lindley 2007:7). Dex and Lindley(2007) pointed out that women in professional occupations are mostly Chinese and Indian (14%), White women mostlyoccupymanagerialpositions(9.2%),bangladeshiwomenpresentedthehighestpercentage(21.6%)for occupations with lower status such as sales and finally Black African women (21%) for occupations with a personal/protective aspect. When exploring occupations and qualifications for men, white men (12.4%) seeminglyhavethelowestpercentageinprofessionalworkpostsincomparisontoethnicminoritymen(for example Chinese men 23.1% and Indian men 21.6%) but held the highest percentage in managerial posts (18.4%). Additionally, [E]mployed Black African (28.3%), Bangladeshi (24.5%) along with Black Other men (22.9%)hadveryhighpercentagesinthelowerlevelelementaryoccupations (DexandLindley2007:15).Dex andlindley(2007)pointedoutthatbeingover qualifiedisrelatedtorecently(undertwoyears)migratingto the UK and that the White population being more mobile than the ethnic minority one as possible explanationsforthediscrepanciesregardingbeingoverqualifiedforaworkposition. DexS.andJ.Lindley(2007) LabourmarketjobmatchingforUKminorityethnicgroups,SheffieldEconomic Research Paper Series, SERP Number , (accessedon17/2/10) SectiontobeUpdated Internalmigration AccordingtoRaymerandGiulietti(2009),bycomparingWhite(majority)populationandethnicpopulation,it would seem that between 1991 and 2001 the ethnic minority population was increased from 5.9% to 8.7%, withthehighestconcentrationsbeinginsideandaroundthelondonarea;whitemajoritypopulationsseemed to be migrating to small prosperous towns and coastal/countryside towns. Regarding education and employment, the white population s migration tended to be towards more prosperous areas and was facilitatedthroughhigheducationstatusandunemployment,bothfactorsmakingthechoicemoreselective;

9 CubanandSpiliopoulos2/10,Home/Work forethnicminorities,educationdidnotappeartoinfluencemigrationandunemploymentmademembersof ethnicminoritieslessselectiveaboutmigrating,withthetendencybeingtowardsurbancentres. FROMRaymerJ.andC.Giulietti(2009) EthnicmigrationbetweenareagroupsinEnglandandWales,Area, vol.41,no.4,pp. Gender - Possiblythemoststrikingfeatureofthesocialcareworkforceisitshorizontalandverticalgender segregation.accordingtonmds SCdata,womenareestimatedtoconstitutearound85percentofthesocial careworkforce,withevenhigherproportionsamongcareworkers(88percent),seniorcareworkers(88per cent)andregisterednurses(89percent).however,womenmakeupasmallerproportionofseniormanagers (71percent).Theoverallratioof4:1infavourofwomenisconsistentacrosstheUK(DepartmentofHealth SocialServicesandPublicSafety2006;ScottishExecutive2006b;CareCouncilforWalesn.d.). Whilethehugegenderimbalanceisrootedinthetraditionalperceptionofcarejobsaslow status,low paid and women s work, a closer look at NMDS SC workforce data discloses interesting patterns behind the gender differentials. For example, a breakdown by type of employment shows that part time work is less attractivetomen,whoseshareinthefull timeworkforce(19percent)istwiceashighasthatamongparttimeworkers(9percent).menalsomakeupahigherproportionofworkerswithinmicroemployers(fewer than 10 employees), and a lower percentage in domiciliary care which may again be related to the parttime/variable hours nature of such work, as well as to a preference on the part of users for female care workersinthisrole(skillsforcare2008b).thegenderbreakdownoftheworkforcebyyearfirstworkedinthe caresectorshowsthatthesectormaybebeginningtoattractmoremaleworkers:oneinfiveofthosewho joinedin2005/6weremen withahigherproportion(31percent)foundamongrecentmigrants(seesection 4.6).However,itistooearlytosaywhetherthisisasustainabletrendwhichwillcontributetoredressingthe genderimbalance(skillsforcare2008b). FROM:CangianoA.,ShutesI.,SpencerS.andG.Leeson(2009) MigrantCareWorkersinAgeingSocieties: ResearchfindingsintheUnitedKingdom,ESRCCentreonMigration,PolicyandSociety(COMPAS),University ofoxford. Ethnicminoritywomen semploymentstatus(agedbetween19and59years)changeswithenteringmarital status and family life; differences between different ethnic groups. Between 1992 and 2002 there is an increase of ethnic minority women entering full time work. Black minority women have the largest percentage of full time work (45%) whilst women from Bangladesh (14%) and Pakistan (9%) the smallest. Between 2000 and 2002 the highest percentage for lone parents working full time was 33% for Black Caribbeanwomenandforpart timeemployment30%amongstwhitewomen,followedby21%forbothblack CaribbeanandIndianwomen.Forwomenundertheageof35andwithnochildren,thehighestpercentageof singlewomeninfulltimeworkwasforwhitewomen(70%),followedbyindianwomen(63%),andworkingin part time employment was Black African women (29%); women with partner and no children, highest percentagesforfull timeemploymentwereforwhiteandblackcaribbeanwomen(84%forboth),followedby Indianwomen(71%),whilstforpart timeemployment,thehighestpercentagewasforblackafricanwomen (22%).Lindleyetal.(2004)concludethatthelikelihoodofwomenbeinginfull timeemploymentatdifferent stages of family life is increased for Black Caribbean women and for part time work for White and Indian women;otherfactorssuchashumancapitalandageofmigrationwillalsoimpactonemploymentstatusand changeovertime. Lindley J., Dale A. and S. Dex(2004) Ethnic differences in women s demographic, family characteristics and economic activity profiles, 1992 to SectiontobeUpdated Internalmigration

10 CubanandSpiliopoulos2/10,Home/Work AccordingtoRaymerandGiulietti(2009),bycomparingWhite(majority)populationandethnicpopulation,it would seem that between 1991 and 2001 the ethnic minority population was increased from 5.9% to 8.7%, withthehighestconcentrationsbeinginsideandaroundthelondonarea;whitemajoritypopulationsseemed to be migrating to small prosperous towns and coastal/countryside towns. Regarding education and employment, the white population s migration tended to be towards more prosperous areas and was facilitatedthroughhigheducationstatusandunemployment,bothfactorsmakingthechoicemoreselective; forethnicminorities,educationdidnotappeartoinfluencemigrationandunemploymentmademembersof ethnicminoritieslessselectiveaboutmigrating,withthetendencybeingtowardsurbancentres. RaymerJ.andC.Giulietti(2009) EthnicmigrationbetweenareagroupsinEnglandandWales,Area,vol.41, no.4,pp