Transcript Growth in international student enrolments at the

Growth in Two-Step Migration to Australia
Lesleyanne Hawthorne
University of Melbourne
Asia-Pacific Skilled Migration to Australia Workshop
Macquarie University, 19-20 April 2007
Australia’s Growing Reliance on OverseasBorn Professionals by Field (2001)
Occupation
Engineering
Computing
Medicine
Science
Commerce/ business
Architecture
Accountancy
Dentistry
Arts/ humanities
Nursing
Teaching
Australia-Born
52%
51%
54%
63%
64%
64%
64%
65%
69%
76%
80%
Overseas-Born
48%
48%
46%
37%
36%
36%
36%
35%
31%
24%
20%
Source: Labour Market Outcomes for Migrant Professionals – Canada and Australia Compared, L
Hawthorne, Statistics Canada and Citizenship and Immigration Canada, June 2007
Professional
Admin/
Management
Associate
Professional
Any work S/TOTAL
Unemployed
Not in Laborforce
Number
Differential Labour Market Outcomes for DegreeQualified 1996-2001 Arrivals, Australia Versus
Canada (2001)
Overseas
(Canada)
Degree
Post-sec. with dip
Post-sec. w/o dip
High school/ less
29.8
10.3
4.9
1.6
5.0
5.1
3.8
2.4
6.3
7.1
3.8
1.4
64.9
61.5
57.1
44.8
14.7
13.0
12.9
10.6
20.4
25.5
30.0
44.6
266,109
108,059
103,199
249,514
Overseas
(Australia)
Degree
Diploma
Skilled vocation
Other
31.4
13.5
3.6
3.4
13.8
12.3
13.3
5.9
6.2
7.4
9.3
3.7
65.9
56.6
73.0
40.5
7.8
8.2
7.8
8.7
26.2
34.9
19.0
49.4
126,470
51,379
34,603
271,269
Birthplace
ot
St
at
ed
N
um
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r
N
N
IL
F
pl
oy
ed
ne
m
U
O
w
n
Pr
of
es
s
O
th ion
e
Pr r
of
es
s
A
dm io
n
M i n/
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ag
Su em
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bt
Pr
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es
s
O
th ion
er
Differential Outcomes for Degree-Qualified Migrants
1996-2001 Arrivals by Select Country of Origin
(2001)
South Africa
UK/Ireland
New Zealand
USA/Canada
India
Philippines
China (exc. Taiwan)
Malaysia/HK/Singapore
Lebanon
Viet Nam
Iraq
Indonesia
Taiwan
Other
23.6%
22.2%
19.2%
14.4%
12.9%
9.3%
9.2%
9.2%
8.7%
5.9%
5.7%
4.7%
3.8%
10.1%
19.2%
22.5%
17.7%
21.2%
12.3%
5.8%
8.7%
8.0%
7.7%
7.2%
3.7%
4.2%
6.9%
10.1%
14.0%
12.9%
11.3%
14.2%
3.6%
1.7%
3.3%
3.1%
2.6%
0.6%
0.3%
2.2%
4.3%
4.7%
10.2%
9.2%
10.8%
8.2%
5.6%
5.7%
5.1%
3.9%
7.2%
4.6%
2.4%
3.4%
2.9%
5.4%
14.3%
15.9%
25.6%
12.7%
31.7%
42.5%
24.3%
11.7%
25.7%
25.8%
18.6%
26.8%
12.1%
25.4%
4.4%
4.0%
4.7%
4.4%
10.8%
7.9%
10.0%
7.7%
9.6%
13.5%
26.4%
11.4%
7.0%
9.2%
13.5%
12.5%
9.9%
23.7%
21.4%
26.0%
38.0%
55.8%
36.7%
41.6%
42.4%
46.5%
62.2%
33.7%
0.9%
0.8%
0.9%
1.2%
1.6%
1.2%
1.2%
0.6%
2.0%
0.8%
0.5%
0.8%
0.8%
1.5%
Average
11.4%
11.1%
5.6%
6.0%
22.4%
9.4%
33.1%
1.1%
9097
26595
14957
8565
14626
6566
14039
13011
586
1552
1904
7198
2229
56921
Differential Training Systems/ Resources
Ranking of top 500 world universities (Shanghai Jiao Tong 2006:

206 in Europe - overwhelmingly located in North West Europe, including 43
in the UK, and 40 in Germany

197 in the Americas -167 in the US, 22 in Canada, and just 7 in all Central
or South America [including 1 in the top 150]

92 in the Asia-Pacific - 32 in Japan, 16 in Australia, 14 in China (none
ranked in the top 150, and with 2 of the top 4 ranked institutions in Hong
Kong), 9 in South Korea, 7 in Israel, 5 in New Zealand, 4 in Taiwan, 2 in
Singapore, and just 2 in India (neither ranked in the top 300)

5 in the Africas - 4 in South Africa, 1 in Egypt, with no other African or
Middle Eastern country listed) (Jiao Tong University 2006)
Medical institution case study (Boulet 2005)
Major Source Countries for Skilled Migrant PA’s
Versus Sources with Fastest Access to Professional
Employment (Canada and Australia)
Receiving
Country
Canada
Australia
Top 5 Source
Countries:
Economic Migrants
(PA’s) 2004-05
China (18%)
India (11%)
Philippines (7%)
Pakistan (4%)
Romania (4%)
Top 5 Source Countries:
Professional Employment,
First 5 Years Post-Arrival
UK/Ireland (25%)
India (13%)
China (11%)
South Africa (5%)
Malaysia (5%)
UK/Ireland (51%)
South Africa (50%)
New Zealand (48%)
US/ Canada (40%)
North West Europe (39%)
South Africa (+60%)
Australia/ NZ (about 60%)
UK/Ireland (+50%)
North West Europe (+50%)
US (about 50%)
6
Employment Barriers: The Research
Evidence (1990s+)
1. Supply and demand in the Australian workforce (‘niche’
economies)
2. English/ effective communication skills in a ‘lean’ workforce
without ‘backroom’ jobs
3. Credential recognition
4. Technological ‘fit’ (eg engineering, medicine, nursing)
5. Ancillary professional knowledge:




Management style
Industrial relations/union issues
Occupational health and safety
Duty of care (etc)
6. Interview style (type and location of information)
7. Discrimination, labour market protectionism etc (challenge
of effective measurement)
Addressing Perceived ‘Deficits’ (Case Study:
Migrant Engineer Employment Bridging Courses)
1.
Language: English for engineers
2.
Employment: Job-seeking strategies for engineers,
including orientation to professional engineering in Australia
3.
Technical upgrades: Computer skills for engineers (eg
AutoCAD)
4.
Career conversion: IT graduate diplomas or Management
degrees
5.
Accreditation : Institution of Engineers Australia or
technical accreditation training (eg taking 2-4 additional
subjects in local civil engineering standards)
6.
Examination preparation: Intensive training to prepare for
pre-registration examinations
7.
Further engineering study (PG): eg Masters of Computer
Engineering, PhD
Cost and Demand for Labour Market Bridging
1. Cost:

Spending on preparatory English programs balloons from $A36 million in
1982/3 to c$A150 million 1992/3, and rising

Spending on labour market programs for migrants grows to $A142 million
by 1992/3, and rising
2. Bridging program outcomes:

Remaining limited
3. Level of demand:

1996-2001: 3276 bridging course places funded, to cater to all professions
(600 places per year)

1994-2001 (Nursing): 336 NOOSR funded bridging course places
available, in period when 12,000+ nurses arrived

Potential demand: 35,000 skill migration places in 1998/9 cf 53,520 in
2001/2
Skilled Migration Selection Changes in
Australia: 1999-August 2007
Reduction of human capital model of selection:
1.
Mandatory pre-migration English language testing for all
Principal Applicants:

Independently validated
2. Mandatory

pre-migration qualifications screening:
By relevant professional or trade regulatory body, where these have the power to
control access to employment
3. ‘Select for success’ among potential applicants:

Privileging of former students (now over 50% of all skill migration applicants): young,
recognised qualifications, competent English ability

Trained to employer requirements
4. Factor labour demand into field-specific selection:

Return of ‘occupations in demand’; bonus points for job offer, local experience etc
5. De-regulation of temporary flows including opportunities for twostep migration
Employment Outcomes by Migration Category 6
Months Post-Arrival (LSIA): Mid 1990s cf 2000
100
% employed to population ratio
75
50
25
C
To
ta
l
an
ita
ria
n
H
um
Sk
i
s
ne
s
us
i
B
Pr
ef
er
en
tia
lF
am
lls
ily
nt
In
de
pe
nd
e
on
ce
s
si
o
na
l/S
k
ill
ed
Fa
m
ily
0
1993/5
1999/2000
1993/5
1999/2000
Impact of Improved Screening: % Economic PA’s
Employed 6 Months Post-Arrival in Australia (1993-5
and 1999/2000) by Select Origin (LSIA)
Birthplace of Skill
Principal Applicants
UK/Ireland
South Africa
North West Europe
Philippines
India
HK/Malaysia/Singapore
China
M East/ N Africa
N, SE & C Asia
Eastern Europe
Employment Within 6 Months Employment Within 6 Months
(1993-95 Arrivals)
(1999-2000 Arrivals)
85%
86%
89%
76%
83%
73%
76%
57%
73%
56%
68%
53%
61%
45%
72%
42%
77%
40%
79%
31%
Source: Labour Market Outcomes for Migrant Professionals: Canada and Australia
Compared, L Hawthorne, Statistics Canada, Ottawa (forthcoming 2007)
The Policy Attractions of Temporary
Migration
Intensification 1996+:

Government philosophy: market-driven

De-regulation and fluidity

Employer-driven (eg source countries, selection)

Potential to by-pass regulatory barriers

Constrained locational choice (eg doctors)

Malleability (eg economic cycles: engineering, IT)
Case Study 1: The Rise of Temporary Medical
Migration to Australia (5,583 TR and 350 PR in 200506)
1. Growing medical shortages:



Demographic shift: doctor and patient base
Reduction in 1996 of local university places
Doctors barred from skilled migration to 2004 (25 point negative weighting)
2. Medical workforce maldistribution:

Rural and regional locations

Public sector medicine (eg hospital junior registrar positions)
3. Speciality workforce:

Insufficient in select fields, eg Psychiatry, Surgery, Emergency Medicine
Current strategy to address medical shortages

New medical schools (Notre Dame x2, Deakin, Western Sydney,
Wollongong, Bond)

Growing reliance on foreign medical graduates and former international
medical students for at least the next 10 years
Impact of Demographic Transition: Surgeon
Age in Australia (42% aged 55 or older)
Number of Surgeons by Specialty and Age Group, Australia (2003)
Main Specialty
General Surgery
Cardiothoracic
Neurosurgery
Orthopaedic
Otolaryngology
Paediatric
Plastic &
Reconstructive
Urology
Vascular
Other
Australia Total
Number
1,119
110
126
756
279
84
32-34
4
1
3
2
5
1
239
218
72
13
3,016
2
3
0
0
3
% by age group
35-44 45-54 55-64
23
26
32
28
37
25
35
29
23
34
30
22
28
24
33
24
26
36
33
33
21
0
28
25
28
18
8
27
31
27
54
62
29
65+
15
8
10
13
10
13
Total
100
100
100
100
100
100
10
9
7
31
13
100
100
100
100
100
Source: Review of the Australasian Surgical Workforce, Royal Australasian College of
Surgeons, B Birrell& L Hawthorne 2003
Impact of Demographic Transition: Number of
Surgical Operations by Patient Age (2001 versus
1991)
Rate of Surgical Procedures Per Thousand Persons by Age Group,
Victoria, 1993-94 Compared to 2000-01
Age Group
00-04
05-09
10-14
15-19
20-24
25-29
30-34
35-39
40-44
45-49
50-54
55-59
60-64
65-69
70-74
75-79
80-84
85+
Total
1993-94
2000-01
51
36
27
43
54
63
70
72
75
80
87
94
114
137
149
178
175
157
75
54
35
26
41
48
57
70
79
80
86
99
113
133
166
208
254
263
222
87
Source: ‘The Outlook for Surgical Services in Australasia’, B Birrell, L Hawthorne and V
Rapson, Royal Australasian College of Surgeons, May 2003
Degree of Australian Reliance on OTDs
Compared to the US, UK and Canada (2005)
No.
1.
2.
3.
4.
5.
6.
7.
Sending Countries
to
United States
India:
40,838 (4.9%)
USA-trained IMGs:
25,380 (3.0%)
Philippines:
17,873 (2.1%)
Pakistan:
9,667 (1.2%)
Canada:
8,990 (1.1%)
China:
6,687 (0.8%)
USSR:
5,060 (0.6%)
Sending Countries
to
United Kingdom
India:
15,093 (10.9%)
Ireland:
2,845 (2.1%)
Pakistan:
2,693 (1.9%)
South Africa:
1,980 (1.4%)
Egypt:
1,592 (1.1%)
Nigeria:
1,529 (1.1%)
Germany:
1,525 (1.1%)
Sending Countries
to
Australia
UK:
2,735 (4.0%)
South Africa:
1,754 (2.6%)
India:
1,449 (2.1%)
Ireland:
1,164 (1.7%)
Saudi Arabia (a):
658 (1.0%)
Egypt:
558 (0.8%)
USA:
519 (0.8%)
Sending Countries
to
Canada
UK:
4,664 (8.6%)
India:
2,143 (4.0%)
New Zealand:
1,742 (3.2%)
South Africa:
1,253 (2.3%)
Sri Lanka:
627 (1.2%)
Egypt:
545 (1.0%)
Singapore:
438 (0.8%)
Source: Adapted from data provided in ‘IMGs at Home and Abroad: A Challenge to USA Medical Educators’, F Mullan, 2005
Medical Migration Trends

Sources: Eg India

Hyper-mobility of overseas trained doctors (Hawthorne et al 2003)

Growing global competition for doctors (West, Gulf States, Africa)

Temporary flows ↑
–
–
–
–
–

Attraction to government/ employers
Multiple players (eg ‘Recruit-a-Doc)
Bypass standard accreditation processes
Comparison: Canada, UK (NHS and Skilled Temporary Migration Program)
International medical students and internships (Hawthorne & Hamilton 2007)
Permanent flows ↑
– Migration Occupations in Demand List

Differential patterns and strategies by state:
– Eg WA ‘adventure medicine’

Net gains versus losses in retention:
– Highest retention for Middle East, South Asia, SE Asia, NE Asia
The Shift to Temporary Overseas Trained
Doctors
The Registration and Training Status of Overseas Trained
Doctors in Australia
L Hawthorne, G Hawthorne & B Crotty, Department of Health and
Ageing, 2007, 157pp
Analysis of:
1.
All medical migration flows
2.
All Australian Medical Council examination data from 1978-2005
3.
Mailout survey of 3,000 recent OTDs (42% response rate)
4.
Analysis of State Medical Board data for all categories of OTDs:
NSW, Victoria, WA
5.
Commissioned state case studies and x30 interviews with key
informants
Temporary Entry Medical Visas
Visa subclass 422 (‘Area of need’):
(Birrell & Schwartz 2005)

1,419 in 1999-2000

2,496 in 2003-03

2,428 in 2003-04

3,074 in June 2005 (up from 1,636 in June 2003 and 1,237 as of
June 2001)
Visa subclass 442 (‘Occupational Trainee’):

↑2,437 in June 2005 (cf 1,237 in June 2001), primarily to
Queensland, WA and Victoria

Recent increase in NSW: June 2004 = 1,202 (Most as HMOs)
Variation in ‘Area of Need’ Demand for
Temporary OTDs by State
Number of 422 ‘Area of Need’
Nominations by State 2000-2001
to 2002-2003
State
2000- 2001- 200201
02
03
W Australia
456
472
597
Victoria
406
508
581
NSW
58
89
176
Tasmania
94
82
89
S Australia
60
68
133
ACT
7
12
50
N Territory
84
98
97
Queensland
899
716 1,016
Total
2,062 2,045 2,739
Source: Department of Immigration
Multicultural and Indigenous Affairs 2004
Major Source Countries of ‘Area of Need’ for
Temporary Doctors
Over 27 countries by 2001 (growing diversity):
By-pass ‘mandatory’ credential examination
requirements
UK/Ireland (1226)
India (423)
Malaysia (230)
Sri Lanka (191)
China (94)
Germany (83)
USA (56)
Philippines (55)
South Africa (45)
Canada (35)
Etc…
Sources of Medical Migration to Australia (19962001) and Employment Outcomes by 2001
Employed
Arrival
Date
1996/2001
Birth
Country
Australia/NZ
Med
82.3
Other
Other
Prof/Man
8.4
UK/Ireland
83.3
USA/Canada
52.9
South Africa
80.7
South Eastern Europe
35.5
Eastern Europe
23.5
North West Europe
52.4
India
65.8
Other S/Central Asia
39.0
HK/Malaysia/Singapore
58.6
China (exc. Taiwan)
5.1
Taiwan
57.1
Philippines
33.3
Iraq
36.9
Other M East/N Africa
36.1
Central & South
Americas
45.7
Other
36.1
TOTAL MIGRANTS
(Exc. NZ)
Source: L Hawthorne, from Australia Census data (2001)
Other
Work
3.6
SubTotal
94.3
Unemp
0.6
NLF
5.1
Number
26658
8.7
11.6
5.8
5.8
5.3
20.9
6.5
2.3
4.3
20.4
0.0
7.4
3.8
11.6
1.8
8.7
5.0
14.8
18.2
5.9
4.2
13.8
6.4
26.8
0.0
13.6
3.8
12.5
93.8
73.2
91.5
56.1
47.0
79.2
76.5
55.1
69.3
52.3
57.1
54.3
44.5
60.2
0.7
5.8
0.8
12.3
12.4
1.5
10.2
10.9
2.1
8.4
0.0
7.4
24.4
12.4
5.5
18.3
7.7
31.6
40.6
19.4
12.6
32.4
28.6
39.1
42.9
38.3
31.3
27.4
857
104
363
155
170
206
430
516
140
489
21
81
160
241
8.6
7.4
8.6
10.4
62.9
53.9
0.0
5.9
37.1
40.2
35
424
4392
OTD Study: AMC Exam Outcomes
1978-2005 (Hawthorne et al 2007)
Candidates: 139+ source countries
Top sources: India (14%), Sri Lanka (8%), Egypt (7%), Bangladesh (5%),
China (5%), UK (5%), Iraq (4%), South Africa (4%), Philippines (4%),
Pakistan (3%)
Pass rates (MCQ): 81% of attempters (51% on 1st attempt, 47% on 2nd
attempt)
Pass by origin (MCQ): UK/Ireland (95%), South Africa (86%), North
America (86%), SE Asia non-Commonwealth (70%), East Europe
(70%), Other Americas (67%)
Pass rates (Clinical): 86% of attempters (but just 53% of all MCQ
attempters go on to attempt and pass)
Overall pass rates (MCQ and Clinical): South Africa (66%), UK/Ireland
(64%), Central Asia (49%), %), South East Europe (49%), Other
Americas (41%), SE Asia non-Commonwealth (38%)
Age, English and recency of training highly significant: Harder to pass
for older candidates
OTDs, Age and AMC Pass Rates – MCQ
Exams (Hawthorne et al 2007)
Table 3.6: CE pass rate by region and MCQ age tertile, percentages
Region
Australasia
Oceania
UK/Ireland
North West Europe
South East Europe
East Europe
North Africa/ & Middle East
South East Asia-Commonwealth
South East Asia-Other
North East Asia
South Asia
Central Asia
North America
Other Americas
South Africa
Other Africa
Age at 1st MCQ, tertiled
<32
32 to 36
37+
57%
63%
66%
66%
59%
60%
71%
61%
40%
63%
60%
54%
73%
45%
74%
65%
60%
59%
69%
56%
56%
60%
63%
52%
50%
57%
59%
46%
55%
47%
65%
67%
50%
51%
50%
34%
40%
44%
46%
39%
31%
41%
44%
50%
51%
34%
47%
18%
Temporary Resident OTDs: An Emerging
Two Tier Medical Workforce
Government and employer goals = Two step migration
Attraction of international medical students: 60% per annum
Location: Constrained
Salaries: ‘A saving’
Patients: Differentiated for select groups (eg Indigenous populations)
Assessment:

Just 26-33% of all OTDs encounter the AMC
Alternatives:

Growing use of RACGP and specialist pathways - but fast declining pass rates (61% [1999] →
40% [2004])
Impact of accreditation status on employment outcomes (high demand):

78% of OTD survey respondents working
Differential patterns and data by state:

Level of OTDs conditionally registered

Characteristics (country of training, AMC status, actual credentials etc)

Practice status
Case study: ‘Non-accredited surgical registrars’ (eg NSW)
Case Study 2: Scope for Two-Step Migration
in Select Other Professions
Engineering:

2003-04 1,543 temporary arrivals

2003-04 3,342 TR compared to

2004-05 3,553 TR arrivals

International student course pipeline
IT:
Accounting:

Massive current growth
Recent Two-Step Migration Applications:
Accounting, IT, Engineering and Building,
Cooks (2004-05)
Australian Dependence on Temporary and
Permanent Nurse Migration (1983-2000)
8000
7000
6000
5000
4000
Numbers
3000
2000
1000
0
-1000
-2000
-3000
-4000
-5000
-6000
-7000
1983/6
1986/9
1989/2
1992/5
1995/8
Year
Overseas qualified nurse arrivals
All nurse departures
Net nurse gain/loss
1998/2000
Demand for Overseas Temporary and Permanent
Nurses (5,000 TR and PR per year by 2005-06)
Year
1995/6
1996/7
1997/8
1998/9
1999/2000
Total
Permanent Nurse Arrivals
1064
881
933
1032
1102
5012
Long-Term Nurse Arrivals
1142
1185
1319
1461
1638
6745
Total Nurse Arrivals
2206
2066
2252
2493
2740
11757
Source: ‘Barriers Confronting Overseas Qualified Nurses’, L Hawthorne, Nursing Inquiry, Vol 8 Issue 4, 2001
Employer Choice (in the context of credential
recognition rates for migrant nurses by select
country of origin: 1990s)
Former Yugoslavia - 0% (total n = 19)
Poland - 3% (total n = 39)
Fiji - 4% (total n = 113)
West Germany - 10% (total n = 39)
India - 10% (total n = 173)
Philippines - 15% (total n = 531)
Malaysia - 25% (total n = 157)
Singapore - 31% (total n = 98)
Denmark - 40% (total n = 50)
Hong Kong - 53% (total n = 963)
Cf
UK/Ireland = 97% recognition
100
80
Attraction of ‘Turning On/Off the Tap’: Impact of Demand on
Employment Outcomes in Australia (1996-2001 IT Arrivals
Versus Other Fields by Country of Origin (2001)
Employment rate in IT
Employment rate in all other professions
70
60
% employed
50
40
30
20
10
a
et
na
In
m
do
ne
si
a
Ta
iw
O
an
th
er
A
si
a
Vi
A
si
q
Ira
SE
er
th
O
In
K
/M dia
al
/S
in
g
H
SE
Eu
ro
U
p
K
/Ir e
el
an
d
S
A
fr
ic
E
a
O
E
th
u
r
er
op
A
e
m
e
N
ew rica
Ze s
a
U
SA lan
d
/C
an
M
ad
Ph
id
dl
a
il i
e
Ea ppi
n
st
/N e s
A
O
fr
i
th
er ca
A
fr
ic
a
C
hi
Le na
ba
no
n
0
Case Study 3: International Students as a
Source of Skilled Migrants (DEST 2007)
2005
Nationality
2006
Enrolments Growth on 2004 Enrolments Growth on 2005
China (38% migrate)
81,730
15.8%
90,287
10.5%
India (66% migrate)
27,605
33.0%
39,166
41.9%
Republic of Korea (South)
26,319
10.5%
31,257
18.8%
Hong Kong
21,343
-7.1%
20,523
-3.8%
Malaysia
19,362
-3.2%
19,166
-1.0%
Thailand
16,514
1.2%
17,889
8.3%
Japan
19,053
-4.9%
17,804
-6.6%
Indonesia
16,121
-11.1%
15,038
-6.7%
United States of America
12,585
-1.6%
12,045
-4.3%
7,081
49.7%
10,190
43.9%
98,366
3.3%
110,453
12.3%
346,079
6.4%
383,818
10.9%
Brazil
Other nationalities
Total
International Students = Australia’s Primary Source of
Economic Applicants (2005, B Birrell)
18,000
15,000
Other occupations
12,000
Tradespersons
9,000
6,000
Professionals
3,000
Managers
0
Offshore
Onshore
Engineers Australia: Assessment of Applications by
Month (including former international students)
Applications by Month 2000-2005
800
700
600
2000
500
2001
2002
400
2003
2004
300
2005
200
100
December
November
October
September
August
July
June
May
April
March
February
January
0
The Impact of the Migration Occupation in Demand
List: The Growth of Trades (1999 Versus 2005+)
Year
Professions
1999
(June)
IT, Accountancy, Physiotherapist, Registered
Nurse, Sonographer
2005
(Nov)
Accountant
Civil, Mining, Petroleum, Chemical Engineers
General Practitioner, Anaesthetist, Dermatologist,
O&G, Ophthalmologist, Emergency, Paediatrician,
Pathologist, Psychiatrist, Specialist Physician,
Radiologist, Surgeon, Registered Nurse, Midwife,
Mental Health Nurse, Dentist, Dental Specialist,
Hospital Pharmacist, Retail Pharmacist,
Occupational Therapist, Physiotherapist, Speech
Therapist, Podiatrist, Radiographer, radiation
Therapist, Nuclear Medicine Technologist,
Sonographer
Computing professionals specialising in CISSP,
E-commerce security, network security, SAP and
SIEBEL (added by January 2006)
Trades and Vocational
Occupations
Boilermaker, Machinist, Pastry
Cook, Refrigeration & Air
Conditioning Mechanic, Welder
Chefs, Fitter, Metal Machinist,
Toolmaker, Metal Fabricator,
Welder, Sheetmetal Worker,
Motor Mechanic, Automotive
Electrician, Panel Beater, Vehicle
Painter, General Electrician,
Electrician, Refrigeration &
Airconditioning Mechanic,
Electrical Powerline
Tradesperson, General Electronic
Instrument Tradesperson,
Electronic Equipment
Tradesperson, Carpenter &
Joiner, Fibrous Plasterer,
Bricklayer, Solid Plasterer,
General Plumber, Pastrycook,
Cook, Cabinetmaker,
Hairdresser, Furniture
Upholsterer
International Student Enrolment Trends by
Sector (DEST 2007)
2005
Sector
2006
Enrolments Growth on 2004 Enrolments Growth on 2005
Higher education
163,779
8.1%
172,297
5.2%
VTE
66,556
12.7%
83,685
25.7%
ELICOS
64,998
5.1%
77,468
19.2%
Schools
25,156
-8.0%
24,717
-1.7%
Other*
25,590
0.1%
25,651
0.2%
346,079
6.4%
383,818
10.9%
Total
Top 10 Skilled Migration Source Countries to
Australia (2005-06)
2003-04
India
China
UK
Malaysia
Indonesia
Singapore
Hong Kong
Korea
Sri Lanka
Philippines
No.
%
7103
5506
4698
2029
1990
1490
1199
1033
925
919
19%
15%
13%
6%
5%
4%
3%
3%
3%
3%
2004-05
UK
India
China
Malaysia
Indonesia
Hong Kong
Singapore
Sri Lanka
Philippines
Korea
No.
%
5959
5145
4338
1947
1525
1439
1242
1028
986
856
18%
15%
13%
6%
5%
4%
4%
3%
3%
3%
Source: Adelaide Skilled Processing Centre, supplied December 2005
2005-06
July-Nov
India
China
UK
Malaysia
Philippines
Indonesia
Hong Kong
Korea
Sri Lanka
Singapore
No.
%
2363
2258
2071
536
431
430
404
391
331
291
19%
18%
16%
4%
3%
3%
3%
3%
3%
2%
But - International Student Issues (2006)
1.
2.
3.
4.
5.
6.
7.
8.
Calibre of courses and vocational training: Variable
Student readiness to undertake course: Prior English and academic
training
Enrolment: Capacity to prevent dual-course enrolment
‘Accelerated’ courses: eg 16 month Masters Degrees (definition;
acceptability to employers?)
‘Outsourcing’ of courses: Eg ‘university’ course outsourced to TAFE
college
Regulation: Capacity for rogue providers to cross state boundaries,
re-invent curricula, go off-shore (keeping ahead of regulatory
processes)
Differential training standards: eg Lack of standard on- the-job
experience to support technical courses
Suitability of premises
→ Impact on employment outcomes?
The Latest Australian Data: LSIA Wave 3
(Birrell, Hawthorne & Richardson 2006)
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Employed
72%
99%
Unemployed
77%
83%
82%
69%
23%
20%
11%
13%
12%
1%
Offshore
Australian
Sponsored
Offshore
Offshore
Skilled
Onshore
Business Independent Designated Business and
ENS/RSMS
Area
ENS/RSMS
Sponsored
Onshore
Former
Overseas
Students
Impact of ‘Migration Occupation in Demand’
on Earnings 6 Months Post-Arrival (2005)
30%
27%
Not MODL
MODL
25%
20%
15%
10%
16%
13%
12%
11%
9%
6%
5%
9%
10%
13%
14%
15%
6%
8%
6%
4%
2%
0%
$0-$385
$386$481
6%
$482$577
$578$673
$674$769
$770$961
$962$1499
$1500$1999
$2000+
New Zealand and Two-Step Migration
(Bedford 2006)
2004-05:

82,497 temporary visas
Categories:

Labour market tested work permits: 28,317 (UK 22%, China 12%,
India 7%, US 7%, South Africa 7%)

Working holidaymakers: 21,025 (UK 35%, Japan 16%, Germany
11%, Ireland 9%, Canada 5%)

International students: 77,563 (China 44%, South Korea 15%,
Japan 6%, US 4%, India 3%)
Two-Step Migration:

88% of 2004-05 skilled migrant PAs = former temporary visas

‘An integral part of the transition to residence’
Canada and UK Trends
Two-Step Migration: Select Benefits and
Issues
Proliferation of the trend:

Eg US →India and China higher degree students
Potential benefits to migrants:

Access, settlement, accreditation, social networks (etc)
Benefits to employers and governments:

De-regulation; location and salary, field and numbers control
Potential hazards:

Uncertainty of long-term status (eg Gulf State residence)

Level of host government commitment (eg EU guestworker legacy)

Compromised work and accreditation standards (eg OTDs in
Australia)
September 2007+ policy developments