Ethnic niching and metropolitan labor markets

Moving in and moving around: immigrants, travel behavior, and implications for transport policy

“…Studies show that many immigrants find employment-particularly their first jobs-through friends and relatives (Tilly, 1990) who may also reside in their neighborhoods. Immigrants also are highly likely to find employment in jobs at worksites that consist mainly of co-ethnics, employees who share common racial, national, religious, linguistic, or cultural heritage (Catanzarite and Aguilera, 2002;Wilson, 2003). Additionally, culturally-based gender roles may influence travel behavior.…”

Los determinantes de la concentración étnica en el mercado laboral español

“…el denominador representa la razón entre los trabajadores pertenecientes a otros colectivos (nativos y de otros grupos inmigrantes) que se encuentran en una determinada categoría ocupacional (o t ) y los trabajadores de estos orígenes que trabajan en otras ocupaciones (O 1-t ) (Wang y Pandit 2007;Wilson 2003).…”

“…Dado su peso en el conjunto de la fuerza de trabajo y su impacto sobre las políticas sociales, se ha prestado una mayor atención a los fenómenos de confinamiento de los inmigrantes en los puestos de trabajo caracterizados por unos ingresos reducidos, bajo prestigio y escasa deseabilidad social. No obstante, existe una abundante evidencia empírica que señala que la concentración étnica se produce también en algunos empleos que sitúan a determinados colectivos de inmigrantes en las partes superiores de la jerarquía ocupacional (Waldinger 1996;Wilson 2003) 3 . Por otra parte, se observa que varones y mujeres presentan distintos niveles de concentración y se agrupan en distintas ramas 1 Este artículo se enmarca en el proyecto de investigación "Encuesta Nacional de Inmigrantes (ENI): Explotación con Perspectivas Comparativas Nacionales e Internacionales" financiado por el Ministerio de Ciencia e Innovación (CSO 2008-03616/SOCI).…”

Multiskilling in Construction ‐ a Strategy for Stable Employment

“…The image is low even among construction industry workers themselves to the extent that the majority of construction crafts workers (of various ages and experience) would never recommend their trade to their children (Liska 2002); -the high mobility of construction workers as a result of the unattractive image, unsafe working conditions, the lack of respect and inadequate opportunities for training. Site safety and the quality of works are always the last to be considered as the conflict of interests in "earning" and "speed" arises (Ahmed et al 2000;Fung et al 2008;Idoro 2008;Navon and Kolton 2006;Tam et al 2001); -dissatisfaction with the way in which labour is organised, especially the unstable workload which has been cited as the principal reason for release by relieved workers (Cahuc and Postal-Vinay 2002;Haas et al 2001;Kazaz et al 2008;Smithers and Walker 2000); -a set of problems related to issues of women in construction which deserve special attention from researchers (Charlesworth and Baird 2007;Dainty et al 2000;Elvitigalage et al 2008); -globalisation has added an often negative ethnic characterisation of labour forces and therefore consideration of cultural differences within multi-lingual construction teams is increasingly important (Belić 2002;Bust et al 2008;Jaselskis et al 2008;Wilson 2003); -the migration of the workforce to countries offering better wages (for example, the drain of the workforce from Eastern European countries since joining the European Union (EU). The combination of these factors has led to a labour market reliant upon a casual workforce, incorporating high levels of self-employment, low levels of training investment and, hence, low quality skills (Briscoe et al 2000;Dainty et al 2004;Kashiwagi and Massner 2002).…”