Caught between norm and difference: narratives on refugees’ inclusion in organizations

Abstract

Purpose In this study the authors show how discursive spaces both enable and constrain the inclusion of first-generation refugees. For this purpose the authors analyzed a triptych of narratives from first-generation refugees, employers, and mediators (mediating between organizations and job-seeking refugees). The authors adopted a critical studies approach, paying particular attention to the ways in which meanings are embedded within the normalizing discursive processes. The purpose of this paper is to show the maneuvering capacities of three different groups concerning the inclusion of first-generation refugees. Design/methodology/approach The data consist of a selected number of narratives from three groups of actors (refugees, mediators and employers) with the ambition of contrasting their discursive positionings. By including multiple positionings in the process, the authors aimed to reveal “the power effects of particular discursive formations,” which Alvesson et al. (2008) refer to as “positioning practices.” To investigate these patterns, the authors used in-depth interviews and employed an interpretive approach with the focus on the narrations of inclusion and exclusion. Findings The major constraint the authors discovered was that, in spite of the “good will” of all parties involved, the normalizing impact of the dominant discourses on migrants and refugees (discourse of lack) often works against other approaches (added value). This creates contradictory expectations toward refugees, limiting the possibilities of inclusion within organizations. The findings of this research show that diversity and inclusion can only be successful in conjunction with critical reflection that questions the taken-for-granted position of privileged groups as a norm reproduced by dominant societal discourses. Research limitations/implications In the light of growing urgency for the inclusion of refugees in the European context, it is crucial to rethink the notions of inclusion and exclusion from a critical perspective. The authors believe that the findings of the study could have implications which goes beyond the particular experiences presented in this study. Originality/value The authors conclude that diversity talk and practice which does not include reflection on the normalizing power of discourses of otherness does not have a chance of making a long-term impact on inclusion. Although there is a growing body of literature on this topic within critical organization studies, there has been no attention so far for the position of refugees in organizations which makes this paper both unique and urgent.

Job quality of refugees in Austria: Trade-offs between multiple workplace characteristics

“…This study adds to employer engagement research by providing empirical evidence concerning refugees, who constitute a particularly vulnerable group. Echoing previous research that pointed out refugees’ relatively poor job quality (Bakker et al, 2017; Colic-Peisker and Tilbury, 2006; Knappert et al, 2018; Ponzoni et al, 2017; Van Tubergen, 2011), our study too identified a large cluster of ‘Bad jobs’, where all job quality dimensions are below average.…”

“…This research consistently shows that refugees earn lower wages than natives and non-refugee migrants (Bakker et al, 2017; Brücker et al, 2019; Giri, 2018), and that they are more often overqualified for their job (Lamba, 2003; OECD, 2016). Furthermore, there are qualitative studies indicating that refugees feel de-valued at work (Baranik et al, 2018; Eggenhofer-Rehart et al, 2018; Knappert et al, 2018; Ponzoni et al, 2017), and that particularly women experience exclusion at work (Knappert et al, 2018; Tomlinson, 2010).…”

“…Moreover, language problems further complicate information signalling and assessment. Finally, on the side of the organizations, lacking knowledge of foreign educational and vocational training systems or ethnic biases in recruiting procedures often lead to less-than-optimal selection decisions (Derous and Ryan, 2018; Ponzoni et al, 2017).…”

“…Research on the role of personal networks in job search by refugees mostly draws on social capital theory and the influential work of Granovetter (1974) on the importance of social ties in finding a job. Whereas many individuals can act as ‘first connectors and translators’ (Ponzoni et al, 2017: 228), there are differences between such social contacts which refugees have with native-born locals and those with co-ethnic people. Locals have been found to better help refugees find any kind of job (Brücker et al, 2019; De Vroome and Van Tubergen, 2011), to find a job where they can make better use of their qualifications (Gericke et al, 2018) and to achieve higher occupational status (De Vroome and Van Tubergen, 2011).…”

Introduction: Critically interrogating inclusion in organisations

“…They demonstrate how organisations can present themselves as inclusive employers and have a range of inclusive practices, yet their inclusion efforts and policies may still be insufficient to address the hierarchies between the groups of employees. Ponzoni et al (2017) also show that in the case of migrant populations, exclusionary elements are still present, despite organisational intentions to include marginal populations. Dahl's (2014) study suggests that organisational policy may even 'make up' a certain category of workers in striving for inclusion, but in spite of this it also shows that employees may avoid or resist these categories that carry unfulfilled promises of inclusion.…”