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Labour Market Integratio n in Europe

Labour Market Integratio n in Europe. Dr Ave Lauren EMN Estonia. Overview. Background Challenges General trends Good practices. Background. Main reasons migrants come to Europe : family reasons (44 %) ; work ( 33 % , out of those only 24% come with a job offer ) ;

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Labour Market Integratio n in Europe

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  1. Labour Market Integration in Europe Dr Ave Lauren EMN Estonia

  2. Overview • Background • Challenges • General trends • Goodpractices

  3. Background • Main reasonsmigrantscometoEurope: • family reasons (44%); • work (33%, out of thoseonly 24% comewith a joboffer); • education (8%), asylum (6%) and other reasons (5%).

  4. Challenges • Whydo migrant workersfindithardtogain and keep employment in the EU? • Language • Accreditation of qualifications • Assessment of skills • Discriminationwithinrecruitmentprocesses and in thesocietyas a whole • Limitedawareness of supportservices • Largeinflux of migrants (orworkers in general) with a similarskillset at thesametimemaylimitopportunities

  5. Whatisbeingdone in Europe? • EUlabour market integration policies tend to have a two-fold objective:attract and control • Public sector integration measures in Europe focus primarily on the phase prior to accessingemployment. • Privatesectorfocuses on workplaceonboarding and interculturalrelations.

  6. Professional languagetraining • Measures tosupportlanguagetraining in a professionalfield, sometimescombinedwithprofessionalnetworking, forinstance: • Professional Swedish for Immigrants/Yrkessvenska (Sweden) • Connect2Work/C2W (Belgium) • La FabriqueNOMADE (France)

  7. Skillrecognition and in-housetrainingtobridgegaps • Measures toprovideevidence of skills, trainingtobridgepotentialgaps and industrialplacements, forinstance: • MySkills (Germany) • IQNetwork (Germany) • Privatesectormeasurestobridgethegaps and build talent in-house: • ENGIE (Belgium) offeringtrainingcoursesfor migrant women

  8. Thankyou!ave.lauren@tlu.ee

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