The Asian Workforce in New Zealand's Economy

Significant changes in the composition of New Zealand’s population over the last two decades have resulted in greater ethnic diversity in New Zealand, especially in our workforce. These changes have several labour market implications such as changing attitudes, values and approach to work. The 2006 Census showed that Asians comprised the fourth largest major group of ethnicities in New Zealand, comprising 9.2 percent of our population. This proportion is expected to increase to approximately 15 percent by 2026 – which will almost equal the Maori workforce. As it is important to understand and improve the performance of New Zealand’s labour market, the Department of Labour has recently released a report, The Asian Workforce: a critical part of New Zealand’s current and future labour market, which examines the characteristics of the Asian workforce in New Zealand.2 This looks at their qualifications and skills; and the distinct areas of the labour market they occupy. This report also makes an attempt to disaggregate the collective term ‘Asian' into four sub­groups: North Asian, Southeast Asian, South Asian and Other Asian in order to provide a better understanding of each of these diverse subgroups. Asians are a growing part of the New Zealand population. Understanding their contribution to the future workforce and the skills they will bring will help support the government’s economic growth agenda, by ensuring New Zealand has the skills it needs

Women, Skills and Global Mobility: A Study of Changing Patterns of Gendered Skilled Migration into New Zealand

According to the 2003 ILO report, female migrants constitute nearly 51 percent of all migrants in developed countries and about 46 percent of all migrants in developing countries. The global presence of women in migration is also reflected in the increase of women using what have been male dominated migration streams (UN World Survey 2004). Skilled migration flows in New Zealand is important to the Department of Labour’s goal of building New Zealand’s workforce and attracting (and retaining) top talent in New Zealand to contribute to New Zealand’s economic transformation. This paper looks at trends in the proportion of female and make principal applicants who have migrated to New Zealand through the General Skills and Skilled Migrant Category from 1997/98 to 2005/06. It also examines changes in source countries of these female migrants and examines gender differences in outcomes for skilled migrants. From 1997 /98 to 2001/02 the number of female and male migrants entering New Zealand through the skilled categories increased exponentially. Although the proportion of female to male migrants for the skilled categories is low (1:2) throughout the 1997/98 to 2005/06 period, the number of women to men from certain source countries (for example, China, Philippines and Japan) increased or remained high during this period. Results from the Department of Labour’s Settlement Experiences Feedback Survey (survey sent to Skilled/Business stream migrants) shows that while the majority of both female and male principal applicants were employed (94%) there are substantial differences in occupation, industry and incomes between female and male skilled migrants. This paper shows that there is huge diversity of flows by gender and nationality. However, the data show that overall women are critical players in the migrations process and are a significant component of skilled migrants in New Zealand. Gender differences need to be considered when developing policies or programmes to attract skilled migrants as well as with their successful settlement

The future supply of caregivers for the elderly: should Australia and New Zealand look to the Pacific?

No abstract availabl

The Origin, Family Structure and Labour Supply of Overseas Born Nurses

Although a third of nurses in New Zealand are born overseas, little is known about their composition. Among OECD countries, the reliance on overseas trained health professionals is currently strong and growing. Globally, as the population ages, and fertility rates decline, the demand for health professionals, particularly doctors and nurses is projected to increase over the next 20 years. It is estimated that in the OECD countries, 11 percent of employed nurses and 18 per cent of employed doctors were foreign born, however there are significant differences between the foreign-born and foreign-trained health professionals (OECD 2007). The purpose of this paper is to gain an understanding of the origin of overseas-born nurses, their labour market outcomes and their family structures. In the OECD countries, the main countries of origin of foreign-born doctors and nurses are India and 1he Philippines respectively. In New Zealand nurses from Great Britain form the largest supply of migrant nurses followed by the Philippines. Overall, nurses were more likely to migrate as part of a family unit compared to other occupational groups like doctors, however differences were observed by nationality. The proportion of international nursing students has also grown, from 1 percent (of total enrolments) in 1995 to 7 percent in 2006. The proportion of registered nurses who were born in New Zealand has also changed and decreased from 82 percent in 1991 to 72 percent in 2006. These differences are more evident when examined by age groups. Our study illustrates that severe staff and skill shortage within the health systems of developed countries such as New Zealand has led to the rise in migration of nurses, leading to significant changes in the proportion of nurses who were horn in New Zealand and overseas. The shift from a primarily New Zealand born to an increasingly diverse nursing workforce raises some challenges and opportunities when delivering services to a diverse range of clients

The Asian Workforce in New Zealand's Economy

Significant changes in the composition of New Zealand’s population over the last two decades have resulted in greater ethnic diversity in New Zealand, especially in our workforce. These changes have several labour market implications such as changing attitudes, values and approach to work. The 2006 Census showed that Asians comprised the fourth largest major group of ethnicities in New Zealand, comprising 9.2 percent of our population. This proportion is expected to increase to approximately 15 percent by 2026 – which will almost equal the Maori workforce. As it is important to understand and improve the performance of New Zealand’s labour market, the Department of Labour has recently released a report, The Asian Workforce: a critical part of New Zealand’s current and future labour market, which examines the characteristics of the Asian workforce in New Zealand.2 This looks at their qualifications and skills; and the distinct areas of the labour market they occupy. This report also makes an attempt to disaggregate the collective term ‘Asian' into four sub­groups: North Asian, Southeast Asian, South Asian and Other Asian in order to provide a better understanding of each of these diverse subgroups. Asians are a growing part of the New Zealand population. Understanding their contribution to the future workforce and the skills they will bring will help support the government’s economic growth agenda, by ensuring New Zealand has the skills it needs

Women, Skills and Global Mobility: A Study of Changing Patterns of Gendered Skilled Migration into New Zealand

According to the 2003 ILO report, female migrants constitute nearly 51 percent of all migrants in developed countries and about 46 percent of all migrants in developing countries. The global presence of women in migration is also reflected in the increase of women using what have been male dominated migration streams (UN World Survey 2004). Skilled migration flows in New Zealand is important to the Department of Labour’s goal of building New Zealand’s workforce and attracting (and retaining) top talent in New Zealand to contribute to New Zealand’s economic transformation. This paper looks at trends in the proportion of female and make principal applicants who have migrated to New Zealand through the General Skills and Skilled Migrant Category from 1997/98 to 2005/06. It also examines changes in source countries of these female migrants and examines gender differences in outcomes for skilled migrants. From 1997 /98 to 2001/02 the number of female and male migrants entering New Zealand through the skilled categories increased exponentially. Although the proportion of female to male migrants for the skilled categories is low (1:2) throughout the 1997/98 to 2005/06 period, the number of women to men from certain source countries (for example, China, Philippines and Japan) increased or remained high during this period. Results from the Department of Labour’s Settlement Experiences Feedback Survey (survey sent to Skilled/Business stream migrants) shows that while the majority of both female and male principal applicants were employed (94%) there are substantial differences in occupation, industry and incomes between female and male skilled migrants. This paper shows that there is huge diversity of flows by gender and nationality. However, the data show that overall women are critical players in the migrations process and are a significant component of skilled migrants in New Zealand. Gender differences need to be considered when developing policies or programmes to attract skilled migrants as well as with their successful settlement

The Origin, Family Structure and Labour Supply of Overseas Born Nurses

Although a third of nurses in New Zealand are born overseas, little is known about their composition. Among OECD countries, the reliance on overseas trained health professionals is currently strong and growing. Globally, as the population ages, and fertility rates decline, the demand for health professionals, particularly doctors and nurses is projected to increase over the next 20 years. It is estimated that in the OECD countries, 11 percent of employed nurses and 18 per cent of employed doctors were foreign born, however there are significant differences between the foreign-born and foreign-trained health professionals (OECD 2007). The purpose of this paper is to gain an understanding of the origin of overseas-born nurses, their labour market outcomes and their family structures. In the OECD countries, the main countries of origin of foreign-born doctors and nurses are India and 1he Philippines respectively. In New Zealand nurses from Great Britain form the largest supply of migrant nurses followed by the Philippines. Overall, nurses were more likely to migrate as part of a family unit compared to other occupational groups like doctors, however differences were observed by nationality. The proportion of international nursing students has also grown, from 1 percent (of total enrolments) in 1995 to 7 percent in 2006. The proportion of registered nurses who were born in New Zealand has also changed and decreased from 82 percent in 1991 to 72 percent in 2006. These differences are more evident when examined by age groups. Our study illustrates that severe staff and skill shortage within the health systems of developed countries such as New Zealand has led to the rise in migration of nurses, leading to significant changes in the proportion of nurses who were horn in New Zealand and overseas. The shift from a primarily New Zealand born to an increasingly diverse nursing workforce raises some challenges and opportunities when delivering services to a diverse range of clients

Paid caregivers and domestic workers: some policy issues in relation to meeting future demand in New Zealand

In this paper we turn to two somewhat overlapping areas where we see potential future demand for lower-skill workers. These are domestic workers and caregivers for the elderly. In contrast to workers brought from overseas to pick fruit or prune vines, the workers we consider are either directly or indirectly caring for people. In this paper we consider the future demand for such workers; how we might meet this demand, particularly through migration; and, if we increasingly rely on migration, what are some of the key policy issues to consider