The Discrimination In Workplace Of Migrants
First-generation migrant refers to a foreign-born resident who has now naturalized in their chosen country after relocating. Feedback effect is a result of migration systems theory which argues that workplace migration happens as a result of existing links between sending and receiving countries such as colonisation, investments, familial ties including social networks. Human migration generally is described as “an economic, political, social, educational and cultural processes” caused by family, friendships or a search for better circumstances and opportunities.
The United Kingdom 66.02 million population consists of just under 9.4 million (14%) foreign born migrants in 2017(Clegg, 2018). There are 3 types of migration; Legal –immigrant & migrant, illegal-refugee, asylum seekers and undocumented.
In the U.K migrants are broken down into visa tiers except for EU nationals who get a permanent residence document. Working age migrants in employment between January to March 2018 accounts for 81.9% of the EU nationals in employment, 63% for non-EU nationals (Clegg, 2018). In 2010 the Equality act was passed making discrimination against, age, disability, gender, sexual orientation, marital status, and religion unlawful and punishable by employment tribunal.
To understand the experience of all first-generation migrants in the workplace, this essay aims to provide a discussion into first-generation migrants’ experience of discrimination looking at migrants in low sector, and high sector jobs.
The current debate about workplace discrimination against migrants identifies an interesting viewpoint, with immigration labor used extensively in most low paying and some high paying sectors in the U.K (Ruhs and Anderson, 2010).
A study carried out in 2009, on Nepalese immigrants working in low sector jobs in the U.K highlighted a number of workplace discrimination faced. To begin, underemployment was an issue faced by the migrants whose qualifications were not recognized despise their experience in their home country. They were often overqualified for roles they are found in, a problem prevalent with first generation migrants. Additionally, most high skilled migrants are required to obtain further qualification as a result of the same issue. With
First-generation migrant refers to a foreign-born resident who has now naturalized in their chosen country after relocating. Feedback effect is a result of migration systems theory which argues that workplace migration happens as a result of existing links between sending and receiving countries such as colonisation, investments, familial ties including social networks. Human migration generally is described as “an economic, political, social, educational and cultural processes” caused by family, friendships or a search for better circumstances and opportunities.
The United Kingdom 66.02 million population consists of just under 9.4 million (14%) foreign born migrants in 2017(Clegg, 2018). There are 3 types of migration; Legal –immigrant & migrant, illegal-refugee, asylum seekers and undocumented.
In the U.K migrants are broken down into visa tiers except for EU nationals who get a permanent residence document. Working age migrants in employment between January to March 2018 accounts for 81.9% of the EU nationals in employment, 63% for non-EU nationals (Clegg, 2018). In 2010 the Equality act was passed making discrimination against, age, disability, gender, sexual orientation, marital status, and religion unlawful and punishable by employment tribunal.
To understand the experience of all first-generation migrants in the workplace, this essay aims to provide a discussion into first-generation migrants’ experience of discrimination looking at migrants in low sector, and high sector jobs.
The current debate about workplace discrimination against migrants identifies an interesting viewpoint, with immigration labor used extensively in most low paying and some high paying sectors in the U.K (Ruhs and Anderson, 2010).
A study carried out in 2009, on Nepalese immigrants working in low sector jobs in the U.K highlighted a number of workplace discrimination faced. To begin, underemployment was an issue faced by the migrants whose qualifications were not recognized despise their experience in their home country. They were often overqualified for roles they are found in, a problem prevalent with first generation migrants. Additionally, most high skilled migrants are required to obtain further qualification as a result of the same issue. With this in mind, being in low income jobs eliminated access to opportunities that could lead to progression.
Building on from the idea that legal migrants experienced workplace discrimination, this section illustrates how undocumented migrants experience exclusion from social rights, welfare rights and the legal labor market. In Feb 2008 a law was passed, stating employers’ will be liable for £10,000 and face possible jail time if caught employing an undocumented migrant.
Due to mass miseducation on the U.K ever changing immigration policies, most private sectors shy away from certain migrant groups in order to avoid the outcome mentioned above from their encounter with the government.
In a study carried out on Polish migrants who were in 2011 the ‘largest group of international workers in the U.K’, found that employees in low skill sectors such as hospitality target migrants due to their stereotyped work ethic. Continual familial and social referral for jobs like cleaning, hospitality, care and waiting which migrant are predominately found in requiring human capital this is not reflected in the wages earned.
Although most research shows that all migrants experience discrimination in the workplace. Some evidence agree that first generation migrants provide support for their native communities when settling, create social networks and channels for recruitment and often go into self-employment creating jobs for other migrants.
