Ireland: The occupational promotion of migrant workers

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This national study examines the occupational promotion of migrant workers in Ireland as of May 2008. It is concluded that there is an occupational gap in Ireland, in the sense that many migrant workers are employed in occupations that are lower skill relative to their educational attainments. Given that much inward migration into Ireland has taken place during the course of the past ten years, it will take more time to fully understand barriers to occupational promotion of migrant workers and how to remove them.

1. The workplace promotion of migrant workers: current evidence

Please provide all available information on workplace promotion and careers of migrant workers in individual workplaces, and specifically indicate workplace- and/or employee-based data over the period 2003-2007 (or latest available) with respect to:

Ireland’s independent Economic and Social Research Institute (ESRI) is the main source of survey data on the occupational promotion of migrant workers.

Types of contract (irregular, temporary, permanent) of migrant workers, by gender (workplace distribution and/or individual careers). Please include reference data for all workers to appreciate existing differences;

There are no precise figures available, but it is safe to assume that the employment contracts of migrants tend to be more open-ended and precarious than for Irish nationals. For instance, they are more likely to be agency workers and/or on atypical/temporary/fixed-term contracts.

Tenure (years, months) of migrant workers with same employer, by gender (workplace average and/or individual distribution). Please include reference data for all workers to appreciate existing differences;

No data.

Occupation (ISCO-88) of migrant workers, by gender (workplace distribution and/or individual careers). Please include reference data for all workers to appreciate existing differences;

The ESRI estimate that 59% of immigrants are male and 41% female, compared to 52% male and 48% female for native Irish.

It is clear that migrant workers in Ireland are disproportionately concentrated in what are widely perceived to be lower skill occupations in hotels/restaurants, construction, other production industries, and wholesale and retail, where demand for labour cannot be filled by indigenous workers. A 2007 ESRI study entitled Are Ireland’s immigrants integrating into its labour market?, concludes that the occupational attainment of Ireland’s immigrants relative to natives - controlling for age and education - is lower for more recent arrivals. This is deemed to be related to changes in the national composition of the immigrant inflow into Ireland:

Immigrants from the EU’s new Member States (NMS) are heavily represented among the most recent arrivals and they suffer the largest occupational gap [in terms of their occupational attainment relative to native Irish, with immigrants, on average, less likely to be in high-level occupations, such as the professions]. In addition, there appears to be no lessening over time in the occupational gap experienced by immigrants from the NMS.

Accordingly, the authors of the ESRI study did not find evidence of immigrant labour market integration over time, in the sense of significant numbers of immigrants moving up the ladder into higher status occupations.

The ESRI provides the following occupational distribution of immigrants and natives in Ireland. Columns 2 and 3 compare occupational categories for Irish and immigrants as a whole, and columns 4 to 8 give a breakdown of immigrants, as follows (4 = UK) (5 = old EU 13) (6= new EU 10) (7 = non-EU, English speaking) (8 = non-EU, non English speaking).

Occupation	(2)Irish	(3) Imm	4	5	6	7	8
(1) Managers and administrators	9.6	6.5	11.9	7.5	1.5	11.0	2.2
(2) Professional	21.3	19.5	22.2	24.8	5.2	32.9	22.7
(3) Associate professional and technical	9.7	9.5	12.1	12.7	3.5	13.7	8.8
(4) Clerical and secretarial	21.8	15.5	17.3	28.0	9.7	20.3	8.8
(5) Craft and related trades	6.9	7.1	4.9	1.8	15.3	2.2	6.7
(6) Personal and protective services	5.9	7.7	5.0	4.1	8.3	3.6	14.6
(7) Sales	6.4	5.5	5.8	3.7	7.0	4.7	5.0
(8) Plant and machine operatives	9.4	11.9	10.8	6.3	22.3	4.4	8.7
(9) Other	9.0	16.9	10.0	11.3	27.3	7.4	22.5
Total	100.0	100.0	100.0	100.0	100.0	100.0	100.0
N	45,079	4,729	1,443	735	1,119	365	1,067

Level of education/qualification (ISCED) of migrant workers, by gender (workplace distribution and/or individual careers). Please include reference data for all workers to appreciate existing differences;

In an ESRI study, published in June 2007, entitled Are Ireland’s immigrants integrating into its labour market?, the report’s authors point to the fact that immigrants from the NMS have the lowest level of educational attainment, as measured by the proportion with third-level degrees. As the report concludes: ‘This implies that the changing national mix is contributing to a reduced educational attainment for the newest arrivals in Ireland and also a lower occupational attainment, controlling for education.’ Nonetheless, with respect to educational qualifications, it is noted that the overall proportion of immigrants with degree-level qualifications, at 31.8%, is identical to the proportion with third-level qualifications in the native Irish population. For this reason, the report argues that it should not be concluded that immigration into Ireland is becoming increasingly low skilled. Instead, ‘the more modest conclusion’ drawn is that the generally exceptionally high-skilled nature of earlier waves of immigration is being diluted as a result of increased lower-skilled immigration from the NMS.

The ESRI provides the following educational breakdown for migrants:

Distribution of Educational Attainment for Natives and Immigrants

	Primary	Secondary	Post sec. Degree		Postgrad	Total	N
Irish	7.6	37.1	10.2	35.5	9.6	100	45,079
Immigrants	6.5	24.2	15.3	39.9	14.1	100	4,729
of which
UK	6.0	29.8	14.4	36.6	13.2	100	1,443
EU 13	5.0	18.1	10.7	41.8	24.4	100	735
EU 10	6.8	27.6	28.2	28.4	8.9	100	1,119
Non-EU/English speaking	2.7	19.7	6.6	52.1	18.9	100	365
Non-EU/Non-English speaking	9.1	18.8	9.1	51.1	11.9	100	1,067

Over-qualification of migrant workers (i.e. they possess an educational degree/professional qualification of higher level than that required for the job they hold), by gender (workplace incidence and/or individual transitions). Please include reference data for all workers to appreciate existing differences;

There is clear evidence in Ireland that large numbers of migrant workers possess educational qualifications higher than that required for the job they hold. A 2006 discussion paper, Immigrants in a Booming Economy: Analysing their Earnings and Welfare Dependence (published by the Bonn based Institute for the Study of Labour (IZA) and written by Alan Barrett (IZA and the Irish Economic and Social Research Institute [ESRI] and Yvonne McCarthy [ERSI [) found that immigrants from the 10 new EU member states were earning in a range of between 30-45% below ‘what their qualifications would entitle them to earn’. This was because many high-skilled immigrants were not working in jobs commensurate with their skills, but were concentrated at the lower end of the scale.

Participation to training of migrant workers by type of training (employer-funded, paid by the employees, publicly-funded), by gender (workplace rate and/or individual careers). Please include reference data for all workers to appreciate existing differences;

No data.

Competence development, skill and qualification advancements of migrant workers, by gender (workplace rate and/or individual careers). Please include reference data for all workers to appreciate existing differences;

No data.

Career advancements in terms of job positions of migrant workers, by gender (workplace rate and/or individual careers). Please include reference data for all workers to appreciate existing differences;

Same as occupational advancement in c) above.

Salary progressions of migrant workers in percentage of the basic wage, by gender (workplace average and/or individual careers). Please include reference data for all workers to appreciate existing differences.

The ESRI published a study in April 2008, entitled: The Immigrant Earnings Disadvantage across the Earnings and Skills Distributions: The Case of Immigrants from the EU’s New Member States in Ireland. The ESRI found that the average earnings difference between immigrants from the New Member States and native Irish is between 10 percent and 18 percent. However, the difference is found to be either non-existent or low for people with low skill levels and for people at the lower end of the earnings distribution. Salary differences are higher for those at the upper ends of the skills and earnings distributions. This suggests, the ESRI conclude, that the transferability of human capital is a crucial determinant of the immigrant-native earnings gap for NMS.

The ESRI have provided the following earnings differentials by hour for Irish and migrant workers:

Average Earnings per hour (€) for Natives and Immigrants by Gender

	Total	Male	Female
Irish	19.86	21.15	18.48
Sd	15.40	16.90	13.46
N	45,079	23,435	21,644
Immigrants	15.63	15.85	15.34
Sd	12.15	13.09	10.75
N	4,729	2,792	1,937
of which
UK	19.62	20.82	18.24
Sd	15.48	17.94	11.91
N	1,443	837	606
EU 13	17.10	17.77	16.41
Sd	13.91	16.38	10.76
N	735	386	349
EU 10	11.40	11.99	10.48
Sd	4.47	4.42	4.39
N	1,119	737	382
Non-EU/English speaking	22.39	24.14	20.48
Sd	19.29	19.74	18.65
N	365	180	185
Non-EU/Non-English speaking	13.81	13.09	15.04
Sd	8.02	7.49	8.73

2. Public policies for the promotion of migrant workers at the workplace

Please indicate whether there are specific public policies to foster the workplace promotion of migrant workers and specifically:

Yes. In particular, the Irish Government launched a new public policy in April 2008. ‘Migration Nation’, the policy statement launched by the Minister for Integration, represents a clear policy shift, placing the emphasis on the migrant fitting into Irish society and workplaces, rather than emphasizing the differences between migrants and the indigenous population. Social and other services are to be more closely aligned in order to provide integrated services for both the migrant and indigenous populations, thereby avoiding separate systems. The new policy, Migration Nation: statement on integration strategy and diversity management, emphasizes a new ‘two way’ street approach involving rights and duties for migrants who reside, work and in particular those who aspire to be Irish citizens. Citizenship and long-term residency will be contingent on the proficiency of skills in the spoken language of the country. Key roles are also envisaged for local authorities, major sporting organisations, political parties and faith-based groups.

The Minister’s statement of policy envisages the following actions which he believes the Government, public bodies and society need to do to achieve migrant integration:

• A clear commitment to Immigration Laws that control and facilitate access to Ireland for skilled migrants with a contribution to make.

• A formal pathway to Permanent Residency and Citizenship for those who qualify.

• A streamlined asylum process which progressively reduces inordinate administrative and legal delays.

• Specific funding from Government and the philanthropic sector to support diversity management in Local Authorities, political parties, sporting bodies and faith-based groups, who deal with migrant needs on a daily basis.

• Citizenship and long-term residency to be contingent on proficiency of skills in the spoken language of the country.

• More targeted support for teachers and parents dealing with diversity in the classroom or school setting.

• Enhanced institutional and legislative measures to be in place to combat exploitation or discrimination against migrants, in the context of the Government’s implementation of the national social partnership agreement ‘Towards 2016’.

• New structures to assist and reflect the changed dynamic of migration into Ireland, i.e. a standing Commission on Integration, a Ministerial Council on Integration and a Task Force to establish future policy needs.

In view of this, the Minister for Integration suggests that the key principles which will inform and underpin State policy with regard to integration are as follows:

• A partnership approach between the Government and nongovernmental organisations, as well as civil society bodies, to deepen and enhance the opportunities for Integration.

• A strong link between integration policy and wider state social inclusion measures, strategies and initiatives.

• A clear public policy focus that avoids the creation of parallel societies, communities and urban ghettoes, i.e. a mainstream approach to service delivery to migrants.

• A commitment to effective local delivery mechanisms that align services to migrants with those for indigenous communities.

The Irish Government’s new integration policy proposes new integration structures, notably a Commission on Integration: The report finds there is a need to create an expert Commission to review, on a regular basis, progress in the field of integration. Its functions will include providing advice to the Minister on issues affecting integration will be appointed, conducting research in the field of integration and promoting understanding of integration through publications, seminars, etc. As well as an expert Commission, a Ministerial Council on Integration will be appointed, to give advice to the Minister directly on issues faced by migrants. Furthermore, a Task Force will be appointed consisting of about 12 people charged with examining the issues and challenges arising from the integration of communities in Ireland. It will be representative of Irish society in general.

Rules on the recognition of educational credentials, diplomas and skills of migrant workers and whether the existing situation hinders the full utilisation of their qualifications.

As in other EU countries, there are still problems in Ireland concerning the recognition of educational credentials acquired by migrants in their country of origin, especially if achieved outside the EU. Existing public policy mechanisms in Ireland governing recognition of educational credentials may frequently penalise migrants, and this is even more crucial considering that, in recent years, Ireland has been trying to attract highly qualified workers. In view of this, the ESRI has concluded that, in the context of existing public policy on recognition of educational qualifications, ‘It could be that employers in Ireland discount educational qualifications earned outside of Ireland and so will offer a lower occupational grade to an immigrant relative to a similarly qualified Irish national’.

Specific education and training programmes, including on health and safety issues, targeted to employed migrant workers. If present, please briefly illustrate such programmes by indicating: i) the target groups (all migrant workers or only specific groups, such as low-skilled, women, etc.), ii) the nature and content of such programmes; iii) their impact in terms of skill upgrading.

The Government’s new integration policy places a very important emphasis on improving language training for employed migrant workers – one of the contributors to the occupational gap identified by the ESRI.

Rules, policies and programmes which try to promote equal opportunities of migrant workers at the workplace. If present, please briefly illustrate such programmes by indicating: i) the target firms (all companies, only in certain sectors – like the public sector, or above a size threshold), ii) the nature and content of such programmes; iii) their impact in terms of equality.

Ireland has well-developed equality legislation, which prohibits discrimination on grounds of nationality and provides equal treatment rights. Beyond legal rights, there are few public policy measures specifically designed to promote equal opportunities for migrant workers at the workplace. However, the Government’s new integration policy may seek to address equal opportunities for migrants.

3. Collective bargaining and HRM initiatives

3.1 Please indicate whether multi-employer collective bargaining addressed the workplace promotion of migrant workers: If present, please briefly illustrate the scope and content of such collective agreements by indicating:

the prevalent level of bargaining (intersectoral, sectoral, local);

No data.

the target groups (all migrant workers or only specific groups, such as low-skilled, women, etc.);

No data.

the focus of such agreements (employment contracts, working time and leave, education and training, including on health and safety issues, equal opportunity at the workplace);

No data.

if assessment analyses were carried out, their impact on migrant workers’ promotion.

The most important studies/reports on collective bargaining initiatives as they relate to migrant workers have been produced by Ireland’s National Economic and Social Council (NESC), which advises the Irish Government on policy. NESC reports traditionally summarize progress on issues such as migration, and their findings then influence the content and outcomes of national multi-employer bargaining in social partnership talks between Government, employers and trade unions. For instance, the 2006 NESC report, ‘Migration Policy’, concluded that the main results of migration have been increased economic activity, enhanced skills and the widening of the range of services available, although the future effects of this migration on Ireland’s long-run prosperity and social cohesion remains uncertain. The NESC report cautions that migration could prove damaging if the demand for migrant labour is confined to the low-wage and low-skilled sectors of the economy, and also warns that migration has the potential to undermine the rule of law. The reports clearly establish that migration is most likely to enhance Ireland’s economic and social development when it: supports an upgrading of the economy, skills and work and is characterised by mobility and integration. It should also support an enhanced Developmental Welfare State and become associated with a narrowing of income distribution. Some high level policy recommendations were proposed by NESC:

• A focus on three broad goals - economic and social development, the rule of law, and the integration of migrants.

• A more broadly defined migration policy which includes issues such as labour market policies and standards, social policies and measures to ensure integration.

• A ‘whole-of-government’ approach to migration policy.

According to the Director of NESC, ‘the employment of migrant workers has, in some instances, not conformed to the labour standards which Irish society considers acceptable’. In relation to this, the NESC report notes that only 14% of immigrants are trade union members. Instead of viewing migration and labour standards in terms of the race to the bottom or as a major threat to Irish flexibility, the NESC report suggests a unified view of economic and social development which accepts the many challenges facing the Irish labour market and workplace governance and sees migration within this context. The NESC report endorsed the ‘compliance regime’ on core employment rights and standards which was agreed by the social partners under the last phase of the ‘Towards 2016’ national multi-employer bargaining agreement and is close to final implementation.

It is early days, but it is also evident that some of the NESC recommendations are reflected in the Government’s new integration policy outlined above. Further, NESC proposals will shape whatever emerges in relation to migration policy out of negotiations between Government, employers and unions under the next stage of ‘Towards 2016’ in 2008. In this regard, in spring 2008, the Minister for Integration said that national bargaining between the social partners offer an opportunity for reviewing policies on integration and that his office will be putting forward proposals for integration, especially regarding protection of migrant workers from exploitation.

3.2 Please indicate the role of company-level collective bargaining in fostering the workplace promotion of migrant workers. If such role is significant, please briefly illustrate the scope and content of such collective agreements by indicating:

the diffusion of such agreements in terms of sectors, companies and workers covered;

No data.

the target groups (all migrant workers or only specific groups, such as low-skilled, women, etc.);

No data.

the focus of such agreements (employment contracts, working time and leave, education and training, including on health and safety issues, equal opportunity at the workplace);

No data.

if assessment analyses were carried out, their impact on migrant workers’ promotion.

No data.

3.3 Please indicate the role of company HRM initiatives in fostering the workplace promotion of migrant workers. If such role is significant, please briefly illustrate the scope and content of such initiatives by indicating:

the diffusion of such initiatives in terms of sectors, companies and workers covered;

No data.

the target groups (all migrant workers or only specific groups, such as low-skilled, women, etc.);

No data.

the focus of such initiatives (employment contracts, working time and leave, education and training, including on health and safety issues, equal opportunity at the workplace);

No data.

if assessment analyses were carried out, their impact on migrant workers’ promotion.

There remains little detailed research examining the role of company-level collective bargaining/HRM in fostering the workplace promotion of migrant workers. This partly reflects the fact that collective bargaining on migrant worker policy primarily occurs through national level social partnership. There are very few company-level agreements promoting migrant workers. This relates to the fact that it is estimated that only 14% of migrant workers are union members, and that migrants are less likely to experience sophisticated HRM practices than native Irish workers. Plus it is often hard to lift the lid on what is happening in man companies where significant proportions of migrant workers are employed.

Some studies in Ireland are pessimistic about company-level industrial relations/HRM migration policy. For example, a 2006 study by researchers from NUI Galway on immigration and industrial relations patterns in Ireland suggests that many immigrant workers have been subject to extensive employer control. The study was conducted by Tony Dundon, Maria-Alejandra Gonzalez-Perez, and Terrence McDonough, NUI Galway.

A more mixed picture of HRM practice emerged in an in-depth study of Ireland's increasingly ethnically diverse workplaces published in late 2007 by researchers from the European Intercultural Workplace Project at the Dublin City University School of Applied Language & Intercultural Studies. The DCU team prepared the Irish national report, which will form part of a ten-country EIW partnership examining issues of workplace integration. Focusing on a number of key sectors, including construction, the hospitality sector and the health service, the DCU-based research team examined the way managements and employees, Irish and foreign, are responding to the new challenges posed by multiculturalism and large scale immigration. It is clear that work relationships and HR management, at times, can be difficult, the authors conclude. Much work remains to be done to ensure that real integration and relationship building is secured. However, the overall message is a positive one. Management and workers alike are feeling their way forward through often unfamiliar, obstacle-strewn territory. The DCU researchers conclude that Irish employers may need to develop more formal and in depth HRM approaches aimed at fostering good relationships between Irish workers and overseas-born colleagues, and management.

4. Good practices and examples

4.1 Please provide information on existing analysis or repertories of good practices on workplace promotion of migrant workers by indicating:

The content and focus of such good practices

No data.

How these good practices have been identified and selected;

No data.

Who carried out the analysis and/or built the repertory.

There are few studies in Ireland analysing good practice on workplace promotion of migrant workers. However, in one study on good HRM practice, a team of researchers from the University of Limerick identified positive links between sophisticated HRM/diversity management strategies and business performance. The Limerick researchers examined diversity management policies in 132 large Irish firms. Their questions centred on whether, when combined with high performance work systems as part of a solid HRM strategy, the management of diversity could add to overall productivity and performance. The answer was yes - diversity management does add to business success, in particular when problem solving skills are required. The impact was positive, in terms of reducing staff turnover and improving productivity and innovation. The main findings were: 40% of the 132 companies surveyed have designated a senior manager to champion diversity and equality; 40% of the companies have a written HR policy on diversity/equality; 25.3% of employees receive diversity/equality training; 20.8% of companies monitor recruitment and selection of employees based on gender, age etc. Also, 13.1% of companies monitor promotion through gender, and 3.9% through ethnic background, disability and age; 3.4% of companies monitor pay rates by gender, ethnic background, disability and age; 25.3% of employees receive diversity/equality training; 20.8% of companies monitor recruitment and selection of employees based on gender, age etc.

4.1 Please provide information on at least two examples of successful workplace promotion of migrant workers by indicating:

Basic data about the workplace (type of organisation, sector, size, location);

No data.

A brief description of the initiatives regarded as successful and how they emerged, which should include: i) the dimensions of workplace promotion involved (employment contracts, working time and leave, tenure, education and training, including on health and safety issues, competence development, career advancements, salary progressions), ii) the target groups (all migrant workers or only specific groups, such as low-skilled, women, etc.), iii) the initiators and the actors involved (the company management, trade unions, employer organisations, etc.);

No data.

On which basis this experience is regarded as successful (i.e. its results and impacts).

There is a small but growing number of examples of successful workplace promotion of migrant workers, notably under the heading of diversity management policies.

At Dublin’s Temple Street Hospital, a major effort has been put into managing workplace diversity issues. Back in 2000, the hospital, which is unionised, established a multidisciplinary steering committee to ‘improve ways of working within cultural diversity’. The hospital is located in a catchment area which has been transformed in recent years. Dublin city centre now contains around 60 different ethnic groups. Not merely are the hospital’s employees drawn from all over the world, so are its client-patients. In September 2000, staff had discovered that they were unable to identify patients’ nationalities, a previously unknown situation. The concern was that as a result, ‘ethnic ghettoism’ was on the increase. The response was to introduce ‘basic front line training with a huge emphasis on communication’. Some of the challenges faced were medical ones. Diseases cross national boundaries, but racial groups are susceptible to particular diseases. For example, sickle cell disease can potentially affect up to 85% of the African population, but just 15% of white Caucasians. Translators were required. It was decided to outsource linguistic services, in view of the sheer number of languages encountered. The need for cultural mediation was recognised: in Roma culture, for example, everything is communicated through the man and must be catered for by male communicators. In some cultures, a particular fear of needles must be overcome. In many cultures, particular respect for notions of female bodily modesty must be observed. Muslim women are loath to subject themselves to examinations by male doctors, for example. In some African cultures, exorcism is seen as necessary for the treatment of epilepsy.

Internal staff relations and HRM practice has also been reviewed at the hospital, while dealing with problems that might arise. A number of East European staff were allowed extra weeks’ leave to travel home. Local Irish staff argued that the policy was discriminatory, so it was revoked. Instead, East Europeans were allowed to take two weeks’ extra unpaid holidays. The core principle is that ‘there could be no special deals or favours. Everyone had to be treated equitably without hints of discrimination’. Halal food has now been introduced for Muslim staff and there are plans to provide ethnic kitchens and menus for everyone. The integration appears to be working. The Hospital was voted among the top 50 companies to work for in 2005 and was listed among the top 100 companies in Europe in 2006.

In addition, former state, and now private sector, unionised telecommunications company, Eircom has developed a diversity strategy and a 'dignity at work' programme. Significantly, it has a specialist diversity manager whose role is to promote diversity issues. The aims of Eircom's diversity strategy are to:'capitalise on a diverse workforce to fulfil our business goals and leverage the new psychological contract; develop effective strategies to tap into the talents and potential of all employees - no one is excluded; develop a range of work-life initiatives to suit the business objectives and the employee needs; [and] deploy diversity philosophy into the customer care area to enhance customer loyalty and satisfaction.' Eircom claim that its diversity strategy is helping achieve the following benefits: retention of experienced employees; an edge in recruitment; reductions in labour costs; improvements in productivity, job satisfaction and commitment; and enhanced customer service and retention.

5. Commentary by the NC

5.1 Please provide your own comments on the present state of workplace promotion of migrant workers and on the presence and scope of initiatives to promote such promotion in your country.

Migrant workers now play a significant role in the Irish economy. According to Ireland’s Central Statistic Office, there are 334,000 non-Irish workers now employed in Ireland – estimated as amounting to 15.6% of the 2,138,900 total employed. Most migrant workers have only arrived in Ireland over the course of the past decade many following EU enlargement in May 2004. Therefore, inward migration to Ireland is a recent phenomenon, and the impact and implications are still working their way through. The labour market profile of immigrants in Ireland has shown them to be a primarily young and quite highly educated group. However, it appears that immigrants experience an occupational gap, in terms of having lower occupational attainment relative to natives and relative to their own educational qualifications. Many immigrants, especially from the NMS, are concentrated in lower skill occupations such as hotels/catering, construction, wholesale and retail, and other production industries. There is limited evidence of upward job mobility and integration. No definitive conclusions have emerged as to whether the cause of the occupation gap relates to English language skills, inefficient job search on the part of the immigrants, non-recognition on the part of employers in relation to non-Irish qualifications, or discrimination.

From a public policy perspective - and as the Economic and Social Research Institute has pointed out - the lessons from the recent pattern of inward migration are two-fold. First, while Ireland has benefited from a high-skilled inflow in recent times, there is no guarantee that the inflow will continue to be high skilled. Second, the observation by the ESRI that many high-skilled immigrants are not employed at occupational levels that reflects their educational attainment points to a potential problem. But as inward migration is largely a recent phenomenon, it may be some years yet before the full impact of this influx of new workers and their families on Irish society can be assessed. Accordingly, whether the lack of labour market integration of migrants is a short term or long term matter, it is not yet possible to gain a clear sense of what might be causing this problem. A key issue for researchers and policy-makers will be to identify barriers to mobility in Ireland so that any such barriers can be lowered, thereby allowing Ireland to avoid the difficulties experienced by other countries in terms of immigrant integration.

Tony Dobbins (IRN)

• ID: IE0807039Q
• Author: Tony Dobbins
• Institution: IRN
• Country: Ireland
• Language: EN
• Publication date: 04-05-2009