Vulnerabilities of Highly Skilled Immigrants in Canada and the United States

Somerville, Kara; Walsworth, Scott

doi:10.1080/02722010902848169

Cited by 32 publications

(18 citation statements)

References 18 publications

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“…However, despite the rigorous assessment of migrants' qualifications and experiences, research suggests that skilled migrants from nonEnglish speaking backgrounds (NESBs) are less successful in finding employment that matches their skills than their English-speaking counterparts . Such underutilization is common in Western countries, including Britain (Qureshi et al, 2013), Canada (Somerville and Walsworth, 2009) and France (Ramboarison-Lalao et al, 2012).…”

Section: Introductionmentioning

confidence: 99%

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Almeida

Fernando

Hannif³

et al. 2015

The International Journal of Human Resource Management

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Human capital theory presumes that skill-accredited immigrant professionals can access positions in the labour market to match their skills and qualifications. It implies that employers have little power to influence the labour market outcomes of immigrant professionals. Using social identity theory, we examine the influence of similarity effect in recruitment decision-making involving immigrant information technology (IT) professionals in New South Wales, Australia. We assess how decision makers (N = 331) hiring IT professionals need to associate and identify with people that resemble themselves in some way more than those that do not, can influence their perception of the immigrant candidate's fit into their organisation. Particularly, we examine how the level of exposure to diversity, the decision maker's origin and the diversity of clientele can moderate the assessment of the candidate's fit to the organisation. We also assess how attire, name, accent and any overtly expressed religious affiliations influence employer perceptions. The findings indicate decision makers with lower levels of exposure to diversity or working in organisations with mostly Anglo clients tend to be more concerned of the fit regarding the Indians, South-east Asians and the Chinese. They were also more likely to be negatively influenced by the non-Anglo personal attributes.

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Section: Introductionmentioning

confidence: 99%

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Almeida

Fernando

Hannif³

et al. 2015

The International Journal of Human Resource Management

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“…Might there be other characteristics that make it easier to enter, but more difficult to exit, a team? Investigating these would extend the literature regarding newcomer socialization, but could also have implications for research domains as far-reaching as expatriate adjustment and integration of skilled immigrants in the workplace (Dietz et al, 2015; Kostenko et al, 2012; Somerville and Walsworth, 2009). In each case, the worker may be leaving a team and joining a new team, only to return and re-enter their old team when back in their country of origin.…”

Section: Discussionmentioning

confidence: 99%

Crossing team boundaries: A theoretical model of team boundary permeability and a discussion of why it matters

Dibble

Gibson

2017

Human Relations

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Given the context in which teams work today, many teams are necessarily dynamic and permeable; that is, workers must be able to move quickly and easily in and out of teams, across team boundaries. We develop a model of team boundary permeability that incorporates the features of the team that give rise to boundary permeability, the outcomes experienced by teams with permeable boundaries, and moderators that serve to enhance the benefits and mitigate the liabilities of boundary permeability. In doing so, we extend theory on the fluid nature of teams. We conclude with implications for theory, directions for future research and implications for practice.

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“…Moreover, institutions that govern labour regulations, including professional accreditation programs, remain powerful in determining the ability of internationally trained professionals to work in particular contexts (Bauder 2003). The vast literature on the problems of professional accreditation suggests that migrants trained and experienced in the creative (and other) occupations are likely to face difficulty with career continuity between their 'home' and 'host' countries (Somerville and Walsworth 2009). Immigrant deskilling, particularly among professional women, continues to be widespread (Iredale 2005).…”

Section: Embedded Inequality In the Conceptual Spaces Of The Creativementioning

confidence: 99%

Social Justice and the Creative City: Class, Gender and Racial Inequalities

Leslie¹,

Catungal²

2012

Geography Compass

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Richard Florida’s creative class theory has recently been adopted by many municipal governments as a key urban economic development policy. This trend, as others have noted, has significant implications for social justice in the creative city, particularly by continuing and even deepening class inequality. This paper shares in the spirit of these class‐based critiques, but goes beyond them to argue that gender and racial equality is also at stake in the creative city. We point in particular to three particular geographies of the creative city – (1) the conceptual spaces of the creative class idea, (2) the workplaces of the cultural and creative industries and (3) the amenity and public landscapes of the creative city – as sites where class, gender and racial inequalities are maintained and exacerbated as a result of creativity‐led urban economic development policies.

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Vulnerabilities of Highly Skilled Immigrants in Canada and the United States

Cited by 32 publications

References 18 publications

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Crossing team boundaries: A theoretical model of team boundary permeability and a discussion of why it matters

Social Justice and the Creative City: Class, Gender and Racial Inequalities

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