Transcript title author date place - Deutsche Gesellschaft fu\u0308r

Study on the Social and Labour Market
Integration of Ethnic Minorities
Contract No. VC/2006/0309 of the European Commission
Institute for the Study of Labor (IZA)
December 3, 2008
Bremerhaven
The Study
Conducted October 2006 - December 2007 by the
Institute for the study of Labor (IZA) for the HLG and EC
Project team
Core research team
Prof. Dr. Klaus F. Zimmermann
Dr. Martin Kahanec
Prof. Dr. Amelie Constant
Prof. Dr. Don DeVoretz
Liliya Gataullina, B.A.
Dr. Anzelika Zaiceva
Affiliations
IZA, DIW Berlin, Bonn University
IZA
IZA, DIW DC, Georgetown University
IZA, Simon Fraser University
IZA, DIW Berlin
IZA, University of Bologna
Advice and support
Fourteen experts and specialists
External Experts
Ten country experts
2
Outline of the Study
1.
2.
3.
4.
5.
6.
7.
Ethnic Minorities in the European Union: An Oveview
Country Studies
Attitudes
IZA Expert Opinion Survey
A Policy Matrix
Evaluation of Integration Initiatives
Policy Conclusions
3
Ethnic Minorities in European Union:
An Overview
• Severe lack of data
• However, no picky
debate about
measurement concepts
can hide the worrisome
reality of ethnic
minorities in Europe
• Ethnic minorities tend to
have
– higher unemployment
rates
– lower occupational
attainment and wages
– lower participation
rates
Country
Minority/majority
group
Participation Unemployment
ratea)
rate
Hourly
wageb)
Denmark
Total Population
Turks
Iraqis
BosniaHerzegovinians
Other non-Western
76.3
62.2
37.7
57.2
4.5
17.8
26.9
12.9
278.3
170.7
138.4
177.4
55.8
28
164.8
9
21
27
16
22
10.4
7.1
6.9
8.5
8
3.8
6.4
12.8
19.4
8.3
11.0
11.8
11.8
12.2
10.2
10.1
10.2
11.4
9.9
NL
Dutch Majority
Turks
Moroccans
Surinamese
Antilleans
UK
White Majority
Population
Indians
Pakistanis
Bangladeshis
Other Asians
Black Caribbeans
Black Africans
81.8
80.1
55.2
48.7
75.1
81.0
77.7
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Ethnic Minorities in European Union:
An Overview
• In Western Europe the at-risk ethnic minorities are
typically of immigrant origin
• In Central and Eastern Europe it is the (indigenous) Roma
that face the most serious risks of exclusion
Spain
Romania
Hungary
Activity rate
Roma
Majority
69.3
56.1
22.9
41.6
21.9
40.5
Unemployment rate
Roma
Majority
13.8
10.4
28.5
11.5
53.9
9.8
5
Country Studies
• Surveyed countries:
– Denmark, France, Germany, Hungary, Latvia, The Netherlands, Romania,
Slovakia, Spain, The United Kingdom
• Key observations:
– Main integration barriers include human capital gap, the lack of language
skills, and discrimination (in the labor market and beyond)
– Economic growth seems to reduce but not eliminate labor market gaps
– Immigration policy and self-selection of immigrants are some of the key
determinants of immigrants’ labor market integration
– Immigration and integration policies vary, more recently language
courses and entry requirements applied
• The main integration barriers in Germany
– Neglect of integration issues under the misperception of the temporary
character of migration
– Low human capital (e.g. lack of vocational training) of immigrants
– Concentration in parts of Germany undergoing restructuralization
– Often negative attitudes
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Country Studies: Germany
• Unemployment: Positive and growing labor market gap
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Attitudes
• Negative attitudes one of the greatest integration barriers
– Self-reported ethnic discrimination in % of total population,
European Social Survey (ESS)
8
Attitudes
– Self-reported discrimination in % of minority population,
ESS
• Analytical results using the ESS
– Young, educated, or working people have more positive
attitudes
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IZA Expert Opinion Survey
• Insights into the opinions of various expert stakeholders
– non-governmental organizations
– governmental institutions
– employers’ and employees’ associations
• Threefold objective:
– measure the experts’ perceptions and concerns about the labour
market integration of ethnic minorities
– capture the experts’ opinions about the perceptions of ethnic
minorities in their country on various issues concerning their
labour market integration and integration policy initiatives
– identify business and private, non-governmental, and public
initiatives aimed at labour market integration of ethnic minorities
and evaluate their success.
• Online questionnaire
– 215 experts from 27 EU countries (almost 30% ethnic minority)
– 192 integration initiatives
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Risk of Exclusion: Level
• Medium to high. Social and labor market exclusion a serious
problem
60
50
40
30
20
10
0
No risk
Low risk
Medium risk
All respondents
High risk
Very high risk
Minority respondents
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Risk of Exclusion: Trend
• This risk is increasing
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Minorities at Greatest Risk
• Africans and Roma or Sinti
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Changes Desired?
• Almost all minorities want to change their situation
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Where Changes Desired?
• Especially in paid employment, attitudes, education and
housing
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Who is Responsible for Changes?
• National and local governments, but also the EC and EU and
minority representatives
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Preferred Policy Principles
• Equal treatment
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Integration Barriers
• Discrimination, education, language, institutions (legal provisions)
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Desired Intervention
• Especially public
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Integration Initiatives: Success Factors
• Besides the usual efficiency factors, acceptance by minority
and majority, fair treatment, and communication are essential.
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The Policy Matrix
Trend
Germ any
3
ex-Soviet
Union
2
ex-Yugoslav
Africans
Turks
1
1
3
5
Risk
Slovakia
• A tool to compare and
scale the minorities’
situation
• Measures the risk of
LM exclusion risk and
its trend
• IZA Expert Opinion
Survey, 4 largest m.
• The NE corner requires
most policy attention
Trend
3
Asians
2
Ruthenians
and
Ukrainians
1
1
Roma
Hungarians
3
5
Risk
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Case Studies: Integration Initiatives
• Qualitative approach
– 22 examples of integration initiatives successful in some aspects
– Covers all regions of the EU, small and large companies, mostly
business initiatives
• Good practice
– Fairness vis-à-vis all partners and transparent rules facilitate trust,
social relationships and positive perceptions
– Voluntary participation and strict and transparent selection rules
ensure motivation and positive image.
– Fair and equal treatment mitigates resentment, facilitates public
support, and alleviates stigmatization of the minority
– Positive action is accepted as a transitory measure to overcome
exclusion
– Merit based remuneration creates feelings of self-worth, prompts work
discipline, and strengthens the support of the majority
– Cooperation between stakeholders breeds functional relationships
– Long term commitment is on of the most important success factors
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Policy Conclusions
• The situation is worrisome
• Integration is possible
– Targeted action is necessary, must take into account specific issues
– General integration measures serve to combat discrimination and
create environment empowering stakeholders to take targeted action
– General and targeted actions need to be balanced, complementary
and reinforcing
– All measures need to be persistent to allow for time necessary to
become effective and flexible to account for changes in the society
– Persistence is especially important when tackling cultural issues
such as perceptions and attitudes.
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Martin Kahanec
(IZA)
IZA, P.O. Box 7240,
53072 Bonn, Germany
Phone: +49 (0) 228 - 38 94 -529
Fax: +49 (0) 228 - 38 94 180
E-mail: [email protected]
http://www.iza.org