A STUDY OF NEEDS ANALYSIS ON INTERCULTURAL TRAINING

Transcription

1 A STUDY OF NEEDS ANALYSIS ON INTERCULTURAL TRAINING Synthesis reprt Elabrated by: IDEC SA This prject has been funded with supprt frm the Eurpean Cmmissin. This publicatin [cmmunicatin] reflects the views nly f the authr, and the Cmmissin cannt be held respnsible fr any use, which may be made f the infrmatin cntained therein

2 Table f cntent Intrductin... 3 The main sectrs in which migrant s wrk... 5 Results f questinnaires... 8 Results frm the survey fr the c-wrkers... 8 Results frm the survey fr the wrkers Results frm the survey fr emplyers Cmparisn results Results f in depth interviews Results f fcus grups Cnclusins and remarks Index f tables Table 1: Activity rate f persns aged by grups f cuntry f birth, gender and duratin f residence in the receiving cuntry, EU-27, 2008 (%)... 4 Table 2: Unemplyement rate f persns aged by grups f cuntry f birth, gender and duratin f residence in the receiving cuntry, EU-27, 2008 (%)... 5 Table 3: Tp 10 principal sectrs f emplyment f native-brn and freign brn persns aged by gender, in EU-27 (% f ttal crrespnding ppulatin)... 6 Table 4: Overqualificatin rate f persns aged by grups f cuntry f birth, gender and duratin f residence in the receiving cuntry, EU-27, 2008 (%)... 7 Index f figures Figure 1: Statistic data n immigrant ppulatins in partners cuntries... 3

3 % f freign brn n ttal ppulatin Intrductin In 2010, 47.3 millin peple lived in the EU, wh were brn utside their resident cuntry. This crrespnds t 9.4% f the ttal EU ppulatin. Of these, 31.4 millin (6.3%) were brn utside the EU and 16.0 millin (3.2%) were brn in anther EU member state. The largest abslute numbers f peple brn utside the EU were in Germany (6.4 millin), France (5.1 millin), the United Kingdm (4.7 millin), Spain (4.1 millin), Italy (3.2 millin), and the Netherlands (1.4 millin). Immigratin in EU cuntries Brn in ther EU state (%) Brn in a nn-eu state (%) Austria Sweden Spain Italy Greece Figure 1: Statistic data n immigrant ppulatins in partners cuntries Surce: Eurstat, Katya Vasileva 34/2011 Activity rate is defined as the rati between the ecnmically active ppulatin (i.e. emplyed and unemplyed persns), and the ttal ppulatin (i.e. active and inactive ppulatin). The activity rate f migrants depends n the reasn f migratin and there is a difference f at least seven percentage pints higher fr men than that f freign-brn wmen.

4 Table 1: Activity rate f persns aged by grups f cuntry f birth, gender and duratin f residence in the receiving cuntry, EU-27, 2008 (%) Native-brn Freign- Of which brn EU-27 brn Nn EU-27 Of which frm cuntries brn with High HDI Lw and medium HDI EU Men Wmen Recent migrants Settled migrants Surce: Eurstat, LFS 2008 Labur market disadvantages fr freignbrn persns are mre visible when unemplyment rates are analysed. Given the imprtance f educatin fr successful integratin int the labur market, it is useful t cntrl fr educatinal attainment when examining the perfrmance f migrants in the labur market. Regardless f the level f educatin, the unemplyment rates f freign-brn persns are systematically higher than the rates fr native-brn persns. This is the case fr bth men and wmen. Nn-EU-27-brn wmen with lw educatinal attainment had the highest rate f unemplyment.

5 Table 2: Unemplyement rate f persns aged by grups f cuntry f birth, gender and duratin f residence in the receiving cuntry, EU-27, 2008 (%) Native-brn Freign- Of which brn EU-27 brn Nn EU-27 Of which frm cuntries brn with High HDI Lw and medium HDI EU Men Wmen Recent migrants Settled migrants Surce: Eurstat, LFS 2008 The financial crisis in 2009 has increased the unemplyment level in Eurpe especially amng the immigrants with lw educatinal backgrund. The main sectrs in which migrant s wrk Depending n their gender, migrants are mre present than native-brn persns in certain sectrs. Fr example, freign-brn men are 1.4 times mre likely t wrk in cnstructin than native-brn men. Mre than 10 % f emplyed freign-brn wmen wrked in activities f husehlds, while nly 1 % f emplyed native-brn wmen aged wrked in this sectr. Fr bth genders, migrants are mre likely than native-brn persns t wrk in the fd and accmmdatin service sectr.

6 Table 3: Tp 10 principal sectrs f emplyment f native-brn and freign brn persns aged by gender, in EU-27 (% f ttal crrespnding ppulatin) Native-brn Freign-brn Men Manufacturing Cnstructin Whlesale and retail trade, repair f mtr vehicles and mtrcycles Accmmdatin and fd service activities 2 8 Transprtatin and strage 8 8 Administrative and supprt service activities 3 5 Human health and scial wrk activities 4 4 Prfessinal, scientific and technical activities 5 4 Infrmatin and cmmunicatin 4 3 Public administratin and defense; cmpulsry scial security 8 3 Wmen Manufacturing Cnstructin Whlesale and retail trade, repair f mtr vehicles and mtrcycles Accmmdatin and fd service activities 4 10 Transprtatin and strage 1 10 Administrative and supprt service activities 4 8 Human health and scial wrk activities 12 7 Prfessinal, scientific and technical activities 5 4 Infrmatin and cmmunicatin 3 4 Public administratin and defense; cmpulsry scial security 8 4

7 Surce: Eurstat, LFS 2008 With an verqualificatin rate f 34%, freign-brn persns are clearly mre likely t be verqualified than native-brn persns, wh registered a rate f nly 19 %. This difference indicates a ptential misuse f migrants skills and qualificatins. This issue was mre acute fr nn-eu migrants, fr whm verqualificatin reached 36 %. This may be a cnsequence f the greater difficulties encuntered by third-cuntry migrants in having educatinal qualificatins and skills earned abrad recgnised in the receiving cuntry. Table 4: Overqualificatin rate f persns aged by grups f cuntry f birth, gender and duratin f residence in the receiving cuntry, EU-27, 2008 (%) Native-brn Freign- Of which brn EU-27 brn Nn EU-27 Of which frm cuntries brn with High HDI Lw and medium HDI EU Men Wmen Recent migrants Settled migrants Surce: Eurstat, LFS 2008

8 Results f questinnaires The purpse f this survey was t explre perceptins and experiences f the relatinship between Migrant Wrkers (MWs) and their c-wrkers (indigenus and f ther natinalities) and emplyers and supervisrs. The survey was carried ut in five Eurpean cuntries (Italy, Sweden, Austria, Greece, and Spain). Results frm the survey fr the c-wrkers Ttal answers: 202 The c-wrkers that respnded t the survey are mstly wmen (53%), aged between 26 and 45. The majrity is wrking in SMEs (57%) and a significant 24% is wrking in industries. Regarding the inclusin f MWs, c-wrkers believe in general that is very gd. They think that MWs cmply with safety regulatins, they cperate prductively with c-wrkers and that they adapt easily t the behaviur n the wrkplace. The negative aspects are the language skills f MWs and the fact there are nt training curses availably fr emplyees teaching hw t manage diversity. The main challenges that MWs have t face, based n their c-wrkers pinin are: 1. Learning t d their jb 2. Punctuality and attendance 3. Rights and duties n the emplyment relatinship 4. Getting alng with clleagues and supervisr 5. Pursuing its wn rights n the wrkplace 6. Language skills As less imprtant challenges are cnsidered the fd, the religin, the bdy language and the relatins with the ther gender. C-wrkers believe that MWs are wrking in teams willingly and that they shw adequate wrking behaviur e.g. punctuality, teamwrk etc. They als think that MWs have their wn pinin and have n fear in expressing it. Finally, abut the measures adpted t imprve MWs wrk inclusin, they state that MWs tasks, rights and respnsibilities are clearly frmulated, that the enterprise prvides strict activity

9 rganisatin prcedures t fllw and that MWs are praised fr a well-dne task. Leisure time activities are nt fstered and there is n training fr migrants n the wrking reality f the hst cuntry. Prfile f respndents Cuntry f rigin Other 1 Sweden 35 Spain 43 Italy Greece Austria Gender Wman Man N answer 2% 45% 53%

10 Age 45,00% 40,00% 35,00% 30,00% 25,00% 20,00% 15,00% 10,00% 5,00% 0,00% t 25 years frm 26 t 35 years frm 36 t 45 years frm 46 t 60 years ver 60 years N answer Wrking sectr SMEs Industries Other N answer 12% 7% 24% 57%

11 C-wrkers pinin abut hw gd in general is the inclusin f Migrant Wrkers (MWs) in the wrkplace Hw gd is the inclusin f MWs There are training curses available fr emplyees teaching hw t manage diversity 21,29% 35,15% 40,59% MWs have gd language skills 22,77% 46,04% 29,70% There is a need t cntrl MWs, suggest and explain fr them cnstantly 48,02% 33,66% 16,34% MWs are interested t raise their qualificatins, learn new wrk methds and technlgies 44,55% 50,99% MWs cmply with safety regulatins 63,86% 32,67% MWs cperate prductively with cwrkers MWs are able t interact with peple frm freign cultures MWs adapt easily t the behavir n the wrkplace MWs are well-aware f the issues regarding their jb psitin MWs carry ut the assigned tasks successfully 54,95% 39,11% 52,97% 48,51% 47,03% 42,57% 55,45% 43,07% 47,03% 49,01% YES, it crrespnds PARTLY crrespnds NO, it des nt crrespnd N answer

12 What c-wrkers think are the main challenges in wrk inclusin f migrants with indigenus cwrkers, with migrants f ther natinalities, with emplyers and supervisrs Main challenges in wrk inclusin f migrants Negtiating cnstructively Respecting ther peple beliefs and principles Language skills Feeling as a migrant Relatins with the ther gender Religin n the wrkplace Bdy language Fd Dress cdes Pursuing its wn rights n the wrkplace Getting alng with clleagues Getting alng with the supervisr Learning t d yur jb Punctuality and attendance First day n the jb Rights and duties n the emplyment relatinship Understanding the emplyment relatinship Develping cultural awareness 52,97% 39,11% 69,31% 26,24% 71,29% 22,77% 23,27% 48,51% 25,25% 23,27% 46,04% 26,73% 11,39% 27,72% 56,93% 18,32% 41,09% 36,63% 10,89% 26,73% 57,92% 32,67% 40,10% 25,74% 77,72% 17,33% 78,71% 17,82% 74,26% 21,78% 85,15% 11,88% 82,18% 14,36% 72,77% 19,80% 82,18% 13,86% 65,35% 31,68% 40,59% 53,96% Very imprtant Partly imprtant Nt very imprtant N answer

13 Hw the c-wrkers think that the wrk behaviur f MWs is influenced MWs behaviur MWs shw adequate wrking behavir (punctuality, teamwrk, mtivatin) MWs have the required scial cmpetences in the wrkplace MWs seek t imprve their qualificatin and t develp their cmpetence MWs willingly share their knwledge and experience MWs slve cnflicts cnstructively 52,48% 32,18% 33,66% 48,51% 29,70% 43,07% 59,41% 59,41% 43,56% 61,88% Mst MWs d nt want changes 32,67% 49,01% 16,34% MWs have their wn pinin and have n fear in expressing it 49,01% 47,03% MWs are wrking in teams willingly 57,92% 36,14% The level f mutual trust and the supprt between emplyees is high 25,25% 70,30% MWs mstly blame their bad wrk results n the negative envirnmental cnditins influence 13,86% 53,96% 30,69% YES, it crrespnds PARTLY crrespnds NO, it des nt crrespnd N answer

14 Measures that have been adpted t imprve the situatin fr MWs Measures adpted t imprve MWs wrk inclusin MWs frm different departments, wrk teams, shifts cperate with each ther 29,21% 63,86% Traditins f leisure time activities are fstered in the enterprise 11,88% 29,21% 56,93% Managers alng with ther emplyees discuss and evaluate reasns f the unfulfilled tasks 25,74% 61,39% 10,40% The main mtivatinal factr is material cmpensatin 46,53% 46,53% MWs' tasks, rights and respnsibilities are clearly frmulated 55,45% 38,12% MWs are praised fr a well-dne task 52,48% 41,58% MWs participate in discussins regarding tasks, ways and terms t fulfill them 35,64% 54,95% Enterprise prvides strict activity rganizatin prcedures t fllw 52,48% 43,56% MWs are trained t the wrking reality in the hst cuntry 34,16% 49,50% 14,36% Infrmal discussins where the prblems related t wrk issues and persnal matters are discussed 41,09% 47,03% 9,90% YES, it crrespnds PARTLY crrespnds NO, it des nt crrespnd N answer

15 Results frm the survey fr the wrkers Ttal answers: 202 The majrity f the migrants that respnded t the survey are male (55%), aged frm 26 t 25 years. They are currently emplyed (65%), wrking in SMEs (49%) and in industries (31%). Almst all f them (70% ttally agree and 21% partly agree) that the behaviur n the wrkplace is explained. They als agree that the supervisr gives clear directives n the jb tasks and that the tasks and respnsibilities are clearly explained. It is very psitive that 62% ttally agree that they are aware f their rights n the wrking place. On the cntrary, it is a barrier fr their inclusin that there are n training curses available fr emplyees teaching hw t manage diversity and there are limited pssibilities fr them t participate in qualificatin curses r visit exhibitins, fairs etc. MWs state as main challenges that they have t face, first f all the punctuality and attendance, learning hw t d their jb, rights and duties n the emplyment relatinship and understanding the emplyment relatinship. Very imprtant challenges fr them are als getting alng with clleagues/ supervisr, the first day n the jb and pursuing their wn rights n the wrkplace. As less imprtant they state the religin, the feeling as migrant, the fd and the relatins with the ther gender. Regarding their behaviur at wrk, they feel that they shw adequate wrking behaviur (punctuality, teamwrk, mtivatin) and that they seek t imprve their qualificatin and t develp their cmpetence. They wrk in teams willingly and they feel scial cmpetent. They are als willing t undertake mre difficult tasks. The majrity f the respndents are satisfied with the level f mutual trust and supprt between emplyees, feel that supervisrs and clleagues respect their beliefs and principles and hat their clleagues willingly share with them their knwledge and experience. Hwever 36% f the respndents have fear in expressing their wn pinin ver a 27% that feels cnfident in expressing it. As measures adpted fr the imprvement f their inclusin, MWs recgnize that they are evaluated based n their wrk results, that the enterprise is seeking t prvide all technical-rganizatinal cnditins fr successful tasks and that the enterprise prvides strict activity rganizatin prcedures t fllw. The main mtivatinal factr fr the majrity f the respndents is the material cmpensatin. 55% f the respndents state that they have been trained t the wrking reality in the hst cuntry. The less frequently adpted measures are leisure time activities, infrmal discussins with managers and encuragement f persnal initiatives.

16 Prfile f respndents Cuntry f residence Sweden 24 Spain 42 Italy Greece 40 Austria Gender 3% Wman Man 42% N answer 55%

17 Age 45,00% 40,00% 35,00% 30,00% 25,00% 20,00% 15,00% 10,00% 5,00% 0,00% t 25 years frm 26 t 35 years frm 36 t 45 years frm 46 t 60 years ver 60 years N answer Current status Emplyed Unemplyed Currently in training N answer 2% 1% 32% 65%

18 Wrking sectr SMEs Industries Other N answer 2% 18% 49% 31%

19 Migrant wrkers pinin abut hw gd in general is their inclusin in the wrkplace Hw gd is the inclusin f MWs The supervisr gives clear directives n the jb tasks 68,72% 24,62% The tasks and respnsibilities are clearly explained 66,15% 26,15% There is training prvided n terminlgy t help yu imprve yur language skills n the jb 26,67% 32,82% 35,90% Yu are trained n cultural habits and bjectives 28,72% 31,28% 36,41% Yu are prvided with the pssibilities t participate in qualificatin curses, t visit exhibitins, fairs etc 24,62% 33,33% 37,95% Yu are aware f yur rights n the wrking place 62,05% 28,72% There are training curses available fr emplyees teaching hw t manage diversity 21,03% 24,10% 51,79% The behavir n the wrkplace is explained (dress cde, wrking hurs, fd, safety regulatins etc.) 70,26% 21,03% There is a training perid fr new emplyees t learn t d their jb and n the cuntry-specific knw-hw 43,08% 33,33% 21,03% There are intrductry prgrammes fr newly arrived migrants easing their inclusin in the wrk place 34,36% 20,00% 41,54% YES, it crrespnds PARTLY crrespnds NO, it des nt crrespnd N answer

20 What are the main challenges in wrk inclusin f migrants with indigenus c-wrkers, with migrants f ther natinalities, with emplyers and supervisrs Main challenges in wrk inclusin f migrants Negtiating cnstructively Respecting ther peple beliefs and principles Language skills Feeling as a migrant Relatins with the ther gender Religin n the wrkplace Bdy language Fd Dress cdes Pursuing its wn rights n the wrkplace Getting alng with clleagues Getting alng with the supervisr Learning t d yur jb Punctuality and attendance First day n the jb Rights and duties n the emplyment relatinship Understanding the emplyment relatinship Develping cultural awareness 49,74% 35,38% 66,67% 25,13% 69,23% 25,64% 27,18% 33,33% 33,33% 34,36% 34,36% 26,15% 20,00% 23,59% 52,82% 35,90% 34,36% 23,08% 30,26% 30,77% 34,36% 45,13% 33,33% 17,44% 70,77% 22,05% 73,85% 20,00% 73,33% 21,03% 80,00% 16,41% 81,54% 15,38% 73,33% 21,03% 75,90% 18,97% 75,90% 18,97% 50,26% 36,41% Very imprtant Partly imprtant Nt very imprtant N answer

21 Hw the wrk behaviur is influenced MWs behaviur Supervisrs and clleagues respect yur beliefs and principles Yu can negtiate cnstructively 55,90% 48,21% 37,44% 43,08% Yu have t face issues such as clichés, racism and xenphbia Yu shw adequate wrking behavir (punctuality, teamwrk, mtivatin) 22,05% 32,31% 71,79% 41,54% 24,62% Yu feel scial cmpetent in the wrkplace 66,15% 29,74% Yu seek t imprve yur qualificatin and t develp yur cmpetence Yur clleagues willingly share their knwledge and experience 70,26% 54,87% 24,10% 35,90% Yu are able t slve cnflicts cnstructively 54,87% 34,87% Yu can easily adapt t changes n the jb 53,33% 40,00% Yu can suggest new ideas and imprvements 50,77% 35,90% Yu are willing t undertake mre difficult tasks 58,46% 33,33% 4,10% Yu have n fear in expressing yur wn pinin 27,18% 33,85% 35,90% Yu agree with the principle: managers task is t think,emplyees task is t carry ut 33,33% 48,21% 14,36% Yu are wrking in teams willingly 68,21% 27,69% The level f mutual trust and the supprt between emplyees is high 57,95% 33,33% 5,64% YES, it crrespnds PARTLY crrespnds NO, it des nt crrespnd N answer

22 Measures that have been adpted t imprve the situatin fr MWs Measures adpted t imprve MWs wrk inclusin Emplyees frm different departments, wrk teams, shifts cperate with each ther 44,10% 43,59% Yur persnal initiatives are encuraged in varius ways 33,33% 40,00% 21,03% Yu can talk abut persnal prblems with managers 32,82% 38,46% 24,10% Traditins f leisure time activities are fstered in the enterprise Managers alng with ther emplyees discuss and evaluate reasns f the unfulfilled tasks The main mtivatinal factr f yur activity is material cmpensatin Yu are evaluated accrding yur prfessinal cmpetence 25,13% 26,67% 40,51% 52,31% 47,69% 44,10% 42,56% 11,28% 40,00% 43,59% 4,62% Yu are praised fr a well-dne task 48,21% 42,56% 6,15% Yu participate in discussins regarding tasks, ways and terms t fulfill them Enterprise prvides strict activity rganizatin prcedures t fllw Wrk results are the main criteria when yu are evaluated Yu are trained t the wrking reality in the hst cuntry Enterprise is seeking t prvide all technicalrganizatinal cnditins fr successful tasks In case f a prblem, yu can slve it withut frmal restrictins f bligatin rights Infrmal discussins where the prblems related t wrk issues and persnal matters are discussed 48,21% 57,95% 63,08% 55,38% 57,95% 46,15% 44,10% 36,41% 12,31% 35,38% 31,28% 25,13% 15,38% 36,92% 37,44% 34,36% 10,77% YES, it crrespnds PARTLY crrespnds NO, it des nt crrespnd N answer

23 Results frm the survey fr emplyers Ttal answers: 187 The managers and supervisrs that respnded t the survey are mainly men (63%), aged between 36 t 60 years. The vast majrity (69%) is wrking in SMEs. In general they seem satisfied with the inclusin f MWs at the wrkplace. They think that the supervisrs give clear directives n the jb tasks, the tasks and respnsibilities and als the behaviur are clearly explained. They agree that MWs cperate prductively with their c-wrkers, they fllw the directives given by the supervisr, they carry ut the assigned tasks successfully, they cmply with the safety regulatins and that they are aware n the issues regarding their rights n the wrking place. The negative remarks are the nt s gd language skills and the missing f the cuntry-specific knw hw. As stated by the majrity, there are n training curses available fr emplyees teaching hw t manage diversity, there n intrductry prgrammes fr newly arrived migrants, MWs are nt trained n cultural habits and bjectives and there is n training prvided n terminlgy. As main challenges in wrk inclusin f migrants, they recgnise: 1. Learning t d their jb 2. Punctuality and attendance 3. Getting alng with clleagues/ supervisr 4. Rights and duties n the emplyment relatinship 5. Language skills 6. First day n the jb 7. Understanding the emplyment relatinship 8. Respecting ther peple beliefs and principles 9. Pursuing their wn rights n the wrkplace Emplyers are satisfied with the behaviur f MWs. They agree that they shw adequate wrking behaviur, they are wrking in teams willingly, they have their wn pinin and they have n fear in expressing it. They dn t think that MWs have t face issues such as clichés, racism etc. and they dn t think that MWs blame their bad wrk results n negative wrking envirnment. Hwever, the results are nt very psitive fr the creativity f MWs and the generatin f new ideas. The majrity f the respndents partly agrees that MWs fllw the principle managers task is t think, emplyees task is t carry ut.

24 Regarding the measures adpted t imprve MWs wrk inclusin, managers state that the tasks, rights and respnsibilities are clearly frmulated and that the enterprise is seeking t prvide all technical-rganisatinal cnditins fr successful tasks. The wrk results are the main criteria when evaluating MWs and the cmpensatin system evaluates als their skills and cmpetences. It is als mentined that the enterprise prvides strict activity rganisatin prcedures t fllw and the managers alng with ther emplyees discuss and evaluate reasns f the unfulfilled tasks. Prfile f respndents Cuntry f rigin Sweden 24 Spain 40 Italy 35 Greece 40 Austria 43 Gender Wman Man N answer 6% 31% 63%

25 Age 45,00% 40,00% 35,00% 30,00% 25,00% 20,00% 15,00% 10,00% 5,00% 0,00% t 25 years frm 26 t 35 years frm 36 t 45 years frm 46 t 60 years ver 60 years N answer Wrking sectr SMEs Industries Other N answer 9% 6% 16% 69% Emplyers pinin abut hw gd in general is MWs inclusin in the wrkplace

26 Hw gd is the inclusin f MWs MWs have gd language skills 18,18% 56,15% 24,60% MWs are missing the cuntry-specific knw hw 19,79% 45,45% 32,09% There is a need t cntrl MWs, suggest and 27,27% 35,29% 34,76% MWs are interested in custmers' requests 47,59% 39,04% MWs use learning pssibilities actively 36,36% 50,80% MWs raise their qualificatins, learn new wrk 40,11% 47,59% MWs crdinate their persnal interest t the 45,99% 45,45% MWs are lyal t the cmpany 52,41% 40,64% MWs cmply with safety regulatins 64,17% 33,69% MWs fllw directives given by the supervisr 66,84% 30,48% MWs cperate prductively with cwrkers 67,38% 30,48% MWs are able t interact with peple frm freign 57,75% 38,50% MWs adapt easily t the behavir n the wrkplace 56,68% 37,97% MWs are well-aware f the issues regarding their 63,64% 31,55% MWs carry ut the 65,24% 32,09% The supervisr gives clear directives n the jb tasks 87,17% 11,23% The tasks and respnsibilities are clearly explained 82,35% 15,51% 0,53% There is training prvided n terminlgy t help 26,20% 32,09% 40,64% MWs are trained n cultural habits and bjectives 12,30% 43,85% 42,25% MWs are prvided with the pssibilities t 33,16% 38,50% 26,74% There are training curses available fr emplyees 12,30% 23,53% 62,57% The behavir n the wrkplace is explained (dress 82,35% 14,44% There is a training perid fr new emplyees t 42,25% 34,22% 20,86% There are intrductry prgrammes fr newly 22,46% 27,27% 46,52% YES, it crrespnds PARTLY crrespnds NO, it des nt crrespnd N answer

27 What emplyers think are the main challenges in wrk inclusin f migrants with indigenus cwrkers, with migrants f ther natinalities, with emplyers and supervisrs Main challenges in wrk inclusin f migrants Negtiating cnstructively Respecting ther peple beliefs and principles Language skills Feeling as a migrant Relatins with the ther gender Religin n the wrkplace Bdy language Fd Dress cdes Pursuing its wn rights n the wrkplace Getting alng with clleagues Getting alng with the supervisr Learning t d yur jb Punctuality and attendance First day n the jb Rights and duties n the emplyment relatinship Understanding the emplyment relatinship Develping cultural awareness 44,39% 43,85% 60,96% 32,09% 68,98% 24,06% 19,25% 43,32% 35,29% 40,11% 41,71% 16,04% 19,79% 27,27% 50,80% 27,27% 45,45% 25,67% 13,37% 41,18% 42,78% 43,32% 38,50% 17,11% 55,08% 39,04% 81,82% 15,51% 65,78% 31,55% 93,05% 5,88% 89,30% 8,56% 67,38% 24,60% 81,82% 13,37% 65,78% 29,95% 35,29% 51,34% Very imprtant Partly imprtant Nt very imprtant N answer

28 Hw the wrk behaviur f MWs is influenced MWs behaviur Supervisrs and clleagues respect their beliefs and principles MWs can negtiate cnstructively MWs have t face issues such as clichés, racism and xenphbia MWs shw adequate wrking behavir (punctuality, teamwrk, mtivatin) MWs have the required scial cmpetences in the wrkplace MWs seek t imprve their qualificatin and t develp their cmpetence MWs willingly share their knwledge and experience MWs slve cnflicts cnstructively 39,04% 34,76% 17,65% 32,09% 55,61% 41,18% 36,90% 34,22% 27,27% 56,15% 58,82% 41,18% 43,32% 49,20% 52,41% 62,03% Mst MWs d nt want changes 22,46% 47,59% MWs are creative, generating new ideas 26,74% 51,87% MWs are willing t undertake mre difficult tasks 32,62% 58,82% MWs have their wn pinin and have n fear in expressing it 45,99% 43,32% 9,09% MWs fllw the principle: managers task is t think,emplyees task is t carry ut 27,27% 57,75% MWs are wrking in teams willingly 47,59% 48,13% The level f mutual trust and the supprt between emplyees is high MWs mstly blame their bad wrk results n the negative envirnmental cnditins influence 16,58% 40,64% 40,11% 53,48% 41,18% YES, it crrespnds PARTLY crrespnds NO, it des nt crrespnd N answer

29 Measures that have been adpted t imprve the situatin fr MWs Measures adpted t imprve MWs wrk inclusin Emplyees frm different departments, wrk teams, shifts cperate with each ther MWs persnal initiatives are encuraged in varius ways Traditins f leisure time activities are fstered in the enterprise Managers alng with ther emplyees discuss and evaluate reasns f the unfulfilled tasks The main mtivatinal factr f emplyees' activity is material cmpensatin MWs tasks, rights and respnsibilities are clearly frmulated The cmpensatin system evaluates MWs' skills, cmpetences and results MWs are evaluated accrding yur prfessinal cmpetence 40,11% 50,27% 31,02% 48,66% 16,58% 13,37% 45,99% 38,50% 52,94% 40,64% 43,85% 41,18% 12,83% 79,14% 15,51% 60,96% 31,55% 75,40% 19,25% 2,67% MWs are praised fr a well-dne task 54,55% 37,97% 3,74% MWs participate in discussins regarding tasks, ways and terms t fulfill them Enterprise prvides strict activity rganizatin prcedures t fllw Wrk results are the main criteria when evaluating MWs MWs are trained t the wrking reality in the hst cuntry Enterprise is seeking t prvide all technicalrganizatinal cnditins fr successful tasks In case f a prblem, MWs slve it withut frmal restrictins f bligatin rights Infrmal discussins where the prblems related t wrk issues and persnal matters are discussed 44,92% 60,96% 69,52% 42,25% 74,87% 42,78% 48,66% 41,18% 10,16% 29,95% 25,67% 40,11% 15,51% 23,53% 47,59% 39,57% 9,63% YES, it crrespnds PARTLY crrespnds NO, it des nt crrespnd N answer

30 Cmparisn results Opinins abut hw gd in general is the inclusin f MWs Bth emplyers and MWs agree that the behaviur n the wrkplace is explained, that the supervisr gives clear directives n the jb tasks and that the tasks and respnsibilities are clearly explained. They als agree that they are aware n their rights n the wrking place. Emplyers and c-wrkers agree that MWs cmply with safety regulatins, they c-perate prductively and adapt easily t the behaviur n the wrkplace. The majrity als feels that MWs carry ut the assigned tasks successfully. Hwever, bth grups are partly satisfied with the language skills f MWs. Emplyers evaluate mre psitively the perfrmance f MWs cmparing t their cwrkers wh are less satisfied with the ability f MWs t interact with peple frm freign cultures, their cllabratin with them and they feel that there is a need t cntrl MWs and explain fr them cnstantly. All three grups state that in mst cases there are nt training curses available fr emplyees teaching hw t manage diversity and there are n intrductry curses fr newly arrived migrants easing their inclusin in the wrk place.

31 Hw gd is the inclusin f MWs MWs have gd language skills MWs are missing the cuntry-specific knw hw There is a need t cntrl MWs, suggest and explain fr them cnstantly MWs are interested in custmers' requests MWs use learning pssibilities actively MWs raise their qualificatins, learn new wrk methds MWs crdinate their persnal interest t the cmpany's interest MWs are lyal t the cmpany MWs cmply with safety regulatins MWs fllw directives given by the supervisr MWs cperate prductively with cwrkers MWs are able t interact with peple frm freign cultures MWs adapt easily t the behavir n the wrkplace MWs are well-aware f the issues regarding their jb psitin MWs carry ut the assigned tasks successfully The supervisr gives clear directives n the jb tasks The tasks and respnsibilities are clearly explained There is training prvided n terminlgy t help yu imprve yur language skills n the jb MWs are trained n cultural habits and bjectives MWs are prvided with the pssibilities t participate in qualificatin curses, t visit There are training curses available fr emplyees teaching hw t manage diversity The behavir n the wrkplace is explained (dress cde, wrking hurs, fd, safety regulatins etc.) There is a training perid fr new emplyees t learn t d their jb and n the cuntry-specific There are intrductry prgrammes fr newly arrived migrants easing their inclusin in the wrk migrants c-wrkers emplyers

32 Opinins abut the main challenges in wrk inclusin f migrants The answers given frm all three grups are quite similar. There are sme issues such as the relatins with the ther gender, the religin, the bdy language, the fd and the dress cde that are cnsidered mre imprtant fr migrants and emplyers than the c-wrkers realize. MWs seem less cncerned abut their rights n the wrking place, learning t d their jb and their rights and duties than emplyers and c-wrkers think they are. On the cntrary they are mre cncerned abut understanding the emplyment relatinship and develping cultural awareness. Fr all three grups, the mst imprtant challenges are learning t d the jb, punctuality and attendance and getting alng with clleagues. The situatin in Spain is particular because mre than 50% (26 ut f 40) f the respndent MWs cme frm Spanish speaking cuntries, s they dn t face the challenge f the freign language.

33 Main challenges in wrk inclusin f migrants Negtiating cnstructively Respecting ther peple beliefs and principles Language skills Feeling as a migrant Relatins with the ther gender Religin n the wrkplace Bdy language Fd Dress cdes Pursuing its wn rights n the wrkplace Getting alng with clleagues Getting alng with the supervisr Learning t d yur jb Punctuality and attendance First day n the jb Rights and duties n the emplyment relatinship Understanding the emplyment relatinship Develping cultural awareness migrants c-wrkers emplyers Opinins abut hw the wrk behaviur f MWs is influenced In general MWs evaluate mst psitively their behaviur than their emplyers and c-wrkers. Mrever, emplyers are mre satisfied with the behaviur f MWs than their clleagues. MWs seem very cnfident that they have the required scial cmpetences, they seek t imprve their qualificatin, they generate new ideas and they are willing t undertake mre difficult tasks. They als find the level f supprt between emplyees much higher than their c-wrkers. The pinins f c-wrkers and emplyers are much mre similar. All three grups agree that MWs shw adequate wrking behaviur, are wrking in teams willingly and willingly share their knwledge and experience.

34 Regarding the statement that MWs have t face issues such as clichés, racism and xenphbia, the average percentage fr all participant cuntries is relatively lw (less than 20%). Hwever, it shuld be nticed that in Austria while the vast majrity f emplyers and supervisrs (74%) say that this des nt crrespndent at all, MWs mainly think that this crrespnds partly (50,00%) t very much (47,73%). Supervisrs and clleagues respect their beliefs and principles MWs can negtiate cnstructively MWs have t face issues such as clichés, racism and xenphbia MWs shw adequate wrking behavir (punctuality, teamwrk, mtivatin) MWs have the required scial cmpetences in the wrkplace MWs seek t imprve their qualificatin and t develp their cmpetence MWs willingly share their knwledge and experience MWs slve cnflicts cnstructively Mst MWs d nt want changes MWs are creative, generating new ideas MWs are willing t undertake mre difficult tasks MWs have their wn pinin and have n fear in expressing it MWs fllw the principle: managers task is t think,emplyees task is t carry ut MWs are wrking in teams willingly The level f mutual trust and the supprt between emplyees is high MWs mstly blame their bad wrk results n the negative envirnmental cnditins influence MWs behaviur migrants c-wrkers emplyers

35 Opinins abut measures adpted t imprve MWs wrk inclusin There are n big differences in the answers f the three target grups, althugh emplyers d recgnize mre measures adpted. Fr bth emplyers and migrants, the mst imprtant measure is that the tasks, rights and respnsibilities are clearly frmulated and als that the enterprise prvides strict activity rganisatin prcedures. All three grups state that leisure time activities are nt fstered in mst cases.

36 Measures adpted t imprve MWs wrk inclusin Emplyees frm different departments, wrk teams, shifts cperate with each ther MWs persnal initiatives are encuraged in varius ways Traditins f leisure time activities are fstered in the enterprise Managers alng with ther emplyees discuss and evaluate reasns f the unfulfilled tasks The main mtivatinal factr f emplyees' activity is material cmpensatin MWs tasks, rights and respnsibilities are clearly frmulated The cmpensatin system evaluates MWs' skills, cmpetences and results MWs are evaluated accrding yur prfessinal cmpetence MWs are praised fr a well-dne task MWs participate in discussins regarding tasks, ways and terms t fulfill them Enterprise prvides strict activity rganizatin prcedures t fllw Wrk results are the main criteria when evaluating MWs MWs are trained t the wrking reality in the hst cuntry Enterprise is seeking t prvide all technicalrganizatinal cnditins fr successful tasks In case f a prblem, MWs slve it withut frmal restrictins f bligatin rights Infrmal discussins where the prblems related t wrk issues and persnal matters are discussed migrants c-wrkers emplyers

37 Results f in depth interviews Prfile In depth interviews have been carried ut in rder t deepen sme f the mst imprtant aspects f the questinnaires. All partners interviewed in ttal 45 persns: 15 migrants, 14 emplyers, 15 cwrkers and 1 representative f the trade unin. The interviewees, they all wish t be annym, but want t cntribute fr the prject implementatin. Key pints: - What is intercultural cmpetence n the wrkplace? By the majrity f the interviewees, the general pinin is that n the wrkplace, interculturality is nt an issue t deal with. All wrkers are nly cncerned t fulfil their wn tasks and nbdy expects a different treatment because f his/her natinality. Bth migrant wrkers and native wrkers feel equal and believe that they are evaluated nly based n their results. The interviewees are nt sure hw intercultularity can be taught, they cnsider it as a cmpetence that the persn already has r nt. - Hw can integratin be imprved? There is a difference in the pinins between migrants, c-wrkers and emplyers. Migrants are dubtful abut the ptential that the sciety can change its perceptin and attitude twards migrants. C-wrkers seem mre cnvinced that the migrants get what they deserve, either gd r bad, depending n their wn behaviur, they dn t agree that natives and migrants wrkers shuld be treated differently. Emplyers agree that training n intercultularity wuld imprve the cllabratin and the perfrmance f migrants but they think it shuldn t cst anything, bth mney and time. - Why is it imprtant? The representatives f emplyers acknwledge the imprtance f intercultural cmpetences fr their staff but still dn t knw hw imprtant it culd be fr them and what culd be the added value t their cmpanies. Mst f the c-wrkers are nly cncerned abut the jb that has t be dne, with r withut intercultural training. Fr them, if every player in the team des his/her jb well, there wn t be any need fr this kind f questins.

38 Fr migrant wrkers, the training seems t be imprtant, but they als dn t want t risk their psitins in the cmpanies. - Main differences Generally the results f the interviews are very clse t thse frm the questinnaires. The main gap is between the pinin f the emplyers and the migrant wrkers abut their integratin. There is als a gap between C-Wrkers and migrant wrkers abut the behaviur f migrants at wrk. Hw gd in general is the inclusin f Migrant Wrkers (MWs) in the wrkplace? MWs In mst cuntries there are n intrductry prgrammes r training curses, nr n cultural habits, neither n specific terminlgy fr freign wrkers and there are n training curses available fr emplyees teaching hw t manage diversity. Mst f the wrkers learn as they g alng. They have t adjust t natinal regulatins and instructins, and learn this when facing these issues hands n. Fr sme MWs there was a shrt intrductin f ne r few days when they were infrmed abut the rganizatin, rules and regulatins, but als abut their rights as emplyees. They als was intrduced wrking alngside f mre experienced staff befre being able t wrk n their wn. C-wrkers As lng as emplyees are given tasks within their cmpetence range there are n prblems. Cwrkers express that they see n difference in newly emplyed depending n frm where they rigin. The cperatin with MWs wrks well, the ne thing that can be a prblem is the language issue, if the MWs language level is lw r insufficient fr the wrk, but als in general, in breaks etc. Regarding behaviral issues it can be difficult t detect, hwever cultural issues can and have ccurred, men frm ther cultures can find it difficult t wrk under a female freman r manager r perfrm tasks as they view typical fr females. Emplyers The existence f intrductry prgrams depends n the wrking sectr (e.g. there are sme intrductry prgrams in the educatinal and health care sectrs) and the size f the cmpany. The prgrams differ frm rganizatin t rganizatin, but referring t the emplyers they think that the larger the rganizatin the mre likely there is an intrductry prgram, nt specific fr MWs, but fr all staff. It is als expected that MWs have enugh language skills t manage n their wn when

39 starting t wrk in varius sectrs. There is als a cncern abut that migrants dn t learn enugh, nt nly language, but als abut sciety, i.e. civic knwledge. Mst MWs are seen as gd and lyal wrkers, nt afraid f taking initiatives, but they usually need mre time t feel cnfident enugh t d s. Emplyers als think they need t have knwledge abut migratin, different cultures and even nging and ld cnflicts arund the wrld when emplying peple frm ther cuntries wrking fr them. It is mre cmmn with cnflicts between different grups f MWs than between MWs and native wrkers. What are the main challenges in wrk inclusin f migrants? MWs It is difficult fr MWs t fully understand cdes and rules in the wrk place, where every wrk place has its wn set f infrmal and nn-frmal rules alngside the frmal rules. It takes time t fully learn thse rules r cdes fr all new emplyees, but especially fr MWs this takes time and smetimes causes frictin in the wrk grup r rganisatin. Als resistance in wrk-grups fr emplying migrants have been experienced, and this can be a prblem if the resistance is high r led by a strng c-wrker. Smetimes this ges away when they can see that the wrk is being dne in a prper fashin and that there is nthing t fear frm the MW. There have been cases when the MW has been relcated within the rganizatin, but als the reversed has happened. Lack f interest fr slving these issues with intrductin, n ne will take respnsibility fr any frmal intrductin and prductin cmes first hand. Cmmunicatin skills are essential regarding wrk perfrmance, and the higher level f L2 the migrant has, the better the wrk flw within the rganisatin r grup, and the less frictin there are the easier t get accepted. The trade unins have taken quite an interest in these issues with integratin in wrkplaces, at least where they are represented, they als develp prgrams fr this and arrange infrmatin meetings fr their members. MWs are satisfied with the level f mutual trust and the supprt between emplyees, wrking in team, and they feel cnfident t express their wn pinin, suggesting new ideas and imprvements. They wuld be willing t undertake mre difficult tasks, r partly, after the prvisin f a specific training curse. Mst f them answered that they adapt easily t changes, and n ne has faced any prblems with his/her clleagues such as clichés, racism, xenphbia, and they state that their clleagues share their knwledge and experience with them.

40 C-wrkers Mst wrkers seems t be indifferent as frm where their c-wrkers rigin, as lng as it desn t affect the perfrmance negatively. C-wrkers nrmally takes sme respnsibility fr the narrw intrductin f the wrk and, if needed als the training and language cnnected with the tasks t perfrm. Cmmunicatin is essential, at least n a basic level, depending n what kind f wrk it is abut. There are als differences in expectatins abut language skills depending n what kind f wrk we are talking abut. What is regarded imprtant is whether the MWs are able t, r willing t share the values and attitudes f the rganisatin they are wrking in, als the values and attitudes in the wrk grup. Accrding t c-wrkers, the main difficult fr migrant wrkers is the language cmpetences and the cultural differences, especially n religius aspects. Mrever, it is underlined hw migrant wrkers have mre difficulties n scialize n a deeper level with native c-wrkers, and in sme case migrants stay n their wn during breaks. Emplyers Generalisatin, meaning that emplyers tend t treat all MWs the same, regardless f frm where they rigin. This wuld lead t a lack f attentin t the needs f specific grups. Als a lack f understanding f cultural differences in wrkplaces is cming ut frm generalisatin, why MWs d and act as they d in certain situatins. S again, cmmunicatin is f essence, nt nly cmmunicatin frm the MWs, but als frm emplyers in their way f expressing messages t staff, including MWs. Frm the emplyers pint f view it is imprtant t wrk with the cnfidence f the MWs, fr them t be able t really shw their skills and cmpetences. Hw is the wrk behaviur influenced? MWs The behaviur n the wrk place is really influenced by hw the atmsphere is at the time f their start at the wrk place. MWs tries t adapt as much as pssible and as quick as pssible, because they think they have t in rder nt t stick ut t much frm the current nrm. As a MW yu have

41 t prve yurself mre than if yu are a native wrker befre yu get the feel that yu are trusted t perfrm. It takes sme time befre yu, as a MW, have gained the cnfidence t express yur pinin and t be listened t by yur c-wrkers. Yu als have t spend sme time with getting experienced with yur tasks befre yu share ideas abut imprvements in wrk. As a MW yu are met with bth curisity and suspicin, but it is nt always easy t determine whether it is meant seriusly in terms f racism r clichés, if it is hstile r friendly. This als inflicts that yu perhaps keep a mre lw prfile fr a lnger perid f time than yu nrmally wuld. Regarding the willingness t undertake mre difficult tasks this is cnnected t the cnfidence level with the MWs, but in general they say that they, as well as native wrkers, have a need fr develpment n a persnal level. C-wrkers Migrant c-wrkers nrmally needs mre time t pen up, t cmmunicate their pinins and thughts abut wrk and rganizatinal issues. Their willingness t wrk in teams is high, but als dependent n their ability t cmmunicate, hw well they speak the language and fr hw lng they have been emplyed in the rganizatin. It can be a gd idea t have sme mre experienced MWs t act like mentrs, and when needed as mediatrs, fr the mre recent emplyed MWs. N real cnflicts experienced, and minr disputes is slved in the same way regardless f frm where the emplyee rigins. In general, the wrk behavir f migrant wrkers is described as gd and efficient, and they wrk in teams willingly. Generally, they nt share their pinins, because they have a sense f inferirity, r because they haven t jb psitins f respnsibility r simply because they are intrverts. Migrant wrkers dn t trust easily and they are wary, because they are afraid f risks, s they tend t stay n their wn and dn t share ideas. They are very engaged n their jb and t the develpment f the enterprise. Emplyers The behaviur f MWs desn t differ much frm native wrkers, hwever nce we have learned t have peple frm ther cultures in the rganizatin, differences are perceived as smaller. There is always a learning curve in the rganizatin, its members. This has t d with prejudice, fear and ther factrs that have t be vercme. When thse factrs are minimized, things becme less cmplicated. We knw what t lk and ask fr and MWs will have a smther transitin int the wrkplace.

42 Emplyers interviewed agree in affirming that migrant wrkers are effective and prductive with their tasks, described as willing and cllabrative wrkers, eager t learn, t develp new skills and capable f sacrifices t achieve business gals. They are able t perfrm their tasks autnmusly. Sme f them, accrding t emplyers pinins, take the pssibilities available t imprve their skills, but there is a distinctin between Eurpean wrkers and nn-eurpean wrkers, wh generally cme t Eurpe t wrk fr a while and then cme back t their cuntries, s they aren t interested in making a career. They generally cperate prductively with their c-wrkers, and every emplyers and c-wrkers have experienced nly a few cases f cnflict r f behaviral issue, which were slved with infrmal and frmal discussin. Cnflict r behaviral issues were mre frequent in the past, and invlved mainly cmmunicatin and relatinships aspects amng emplyees. What measures have been adpted t imprve the situatin? MWs It wuld be gd t have sme persn t talk and discuss with n a regular basis, the same persn, like a mentr. T wrk with native speakers, and nt t create teams with nly MWs. Mst measures perceived cmes frm either made up plans frm the rganizatin r frm cwrkers taking respnsibility fr the integratin f MWs, nt seldm frm a strict perspective f prductin. The respndents answer that it will help mre initial and cntinuing training activities, and a majr scializatin, thrugh the rganizatin f leisure time activities with c-wrkers, in rder t learn the natinal culture and develp relatinships with clleagues fr a mre peaceful and respectful cexistence. C-wrkers Depending n rganizatin measures ranging frm nne t shrter inputs in frm f seminars and wrkshps, ften in cmbinatin with ther effrts and gatherings f staff. Other measures are mre dependent n persnal interest frm staff, sme staff take a great respnsibility and help MWs whenever needed, they als bring them int the grup r team. They act like infrmal mentrs, nt appinted by the rganizatin. Emplyers Amng the measures that emplyers have adpted t imprve the situatin fr the migrant wrkers inclusin, there are the use f initial infrmal interviews and discussin and the mentring practice t learn the jb. Wrkplace safety training curses are the nly curses ffered and there are n leisure time activities apart frm dinners rganized ne r three times during the year. Finally,

43 emplyers think that curses n language and cultural differences culd help the wrking inclusin f freign wrkers, which shuld be rganized by public institutins in cllabratin with trade assciatins, chambers f cmmerce and Industry. Mrever, rganizing leisure time activities which take int accunt cultural differences culd help migrant wrkers nt be excluded by scializing mment. Anther measure that emplyers try t implement is t create an understanding between ur different grups f wrkers, and t minimize the gap here in-between. In Sweden, and especially n the health sectr, prgrams are develped t imprve fr MWs, nt nly fr MWs, but fr all staff, t highlight cultural aspects, similarities and differences t bridge thse differences and create mutual understanding since this is nt a ne-way phenmenn. There are n specific cmpensatin r bnus-prgrams fr MWs, this is viewed as a wrng way t deal with integratin in the wrk place, n the ther hand bnus-system exists fr example certain grups in wrkplaces where all invlved get a bnus when perfrmance have been gd. Anther imprtant issue is that mst rganisatins d have an integratin plan, but very few implements it in their daily wrk. By really ding s things culd imprve significantly with quite a small effrt. Results f fcus grups Fcus grups have been rganised in all participant cuntries with representatives f trainers, mentrs f migrants, guidance cunsellrs and emplyment service fficers, members f assciatins, representatives f different SMEs and industrial cmpanies and lcal decisin makers in the area f vcatinal training, jb placement and public scial care. It was discussed with them abut the issue f intercultural training n the wrkplace and abut the results f questinnaires and interviews. Main bstacles fr the integratin f migrants in labur market Language skills Lack f available language curses fr migrants. Difficult t learn a new language given teaching methds used. Few ptins. Lng waiting times fr classes Mst jbs and higher studies require fluency in the natinal language even if jbs and classes are held in English.