Behind Migrant and Non-Migrant Worktime Inequality in Europe: Institutional and Cultural Factors Explaining Differences

Migrants often work longer hours than their non-migrant counterparts. In this article, we examine reasons behind this inequality, arguing that institutional working time configurations at the country level have impact on worktime inequality. Our cross-country comparative study uses data from the European Labour Force Survey. We focus on France, Sweden, Austria and the UK as archetypal examples of working time configurations and breadwinner models in Europe. Our findings indicate that institutional and cultural factors play a role in working hour differences between migrants and non-migrants. We conclude that more centralized worktime regulation and bargaining foster equality, and we suggest several avenues for future research

Balls, Barbecues and Boxing : Contesting gender regimes at organizational social events

What do the relaxed social events held by companies and organizations do for continued gender inequality? This article argues that outings, barbecues and parties offer opportunities for members of an organization to challenge unequal gender regimes. But they can also end up maintaining these inequalities instead. The article draws on Joan Acker’s theory of gendered organizations, and Judith Butler’s notion of gender performativity. Based on 208 accounts of organizations’ social events, it identifies the following four areas of gender performativity and their varying significance in reaffirming or challenging unequal gender regimes: gender images, status differences, the body and sexuality. The findings indicate that practices reaffirming unequal gender regimes outnumber practices that possibly balance or break them. Paradoxically, practices that challenge unequal gender regimes, when joined with powerful responses from the hitherto privileged party, can form a vicious circle which again ends up continuing unequal gender regimes. The article provides a more nuanced understanding of ambivalences and the contested nature of gender regimes which is important in identifying avenues for gender equality

Der Staat als Arbeitgeber von Beschäftigten mit Migrationshintergrund: eine empirische Analyse von Personalpraktiken in der öffentlichen Verwaltung Österreichs

"In diesem Beitrag werden Besonderheiten des Staates als Arbeitgeber von Personen mit Migrationshintergrund untersucht. Ziel ist es zu analysieren, inwieweit ausgewählte Personalpraktiken und Argumentationsmuster das politische Ziel Österreichs, die Integration von Personen mit Migrationshintergrund in der öffentlichen Verwaltung zu fördern, unterstützen bzw. konterkarieren. Dafür wird vor dem Hintergrund der Konzepte der Repräsentativen Bürokratie und des Diversity Managements eine empirische Fallstudie in zwei Organisationseinheiten der öffentlichen Verwaltung Österreichs durchgeführt. Die Ergebnisse weisen darauf hin, dass einschlägige Institutionen wie ein Leitbild oder ein Diversity-Beauftragter nur sehr schwache Wirkung haben. Darüber hinaus dominieren in der Praxis ökonomische Argumente über gesellschaftspolitische Argumente, und neben formalen Verfahrensweisen existieren weitgehende informelle Personalpraktiken - beides Aspekte, die eine Integration von Personen mit Migrationshintergrund in die öffentliche Verwaltung eher behindern als fördern." (Autorenreferat)"This article addresses the peculiarities of the state as an employer of migrants. It analyses the potential inherent in specific human resource practices and in specific patterns of theoretical reasoning regarding the integration of migrants into public administration. On the basis of the concepts of representative bureaucracy and of diversity management, the authors conduct an empirical case study in two Austrian administrative units. The results point to the low effectiveness of institutions like a mission statement or a diversity officer. In addition, in practice economical arguments dominate, whereas socio-political arguments can only seldom be found. Moreover, in the public administrations studied informal practices are quite prevalent, thereby hampering full integration of migrants as employees of public administration." (author's abstract

Do Austrian Programmes Facilitate Labour Market Integration of Refugees?

This study examines two programmes aimed at integrating refugees into the Austrian labour market: a short-term Skills Assessment and a longer-term Integration Year that includes an internship and training. The theoretical framework draws on the concepts of social field and forms of capital proposed by Pierre Bourdieu. Using data from a large-scale refugee survey in early 2019, we find that Austria’s short-term Skills Assessment fails to increase refugees’ employment chances. The Integration Year positively helps employment, but this outcome is limited to refugee women. We conclude that integration programmes only help if they provide refugees with both cultural and social capital. Implications for research and practice are dis- cussed

Diversity und Diversity Management in Berliner Unternehmen: im Fokus: Personen mit Migrationshintergrund ; Ergebnisse einer quantitativen und qualitativen empirischen Studie

"Das vorliegende Buch befasst sich mit der betrieblichen Integration von Personen mit Migrationshintergrund. Im Zentrum stehen die Ergebnisse einer telefonischen Befragung von Personalverantwortlichen in 500 Berliner Unternehmen sowie von 40 darauf aufbauenden Tiefen-Interviews mit verschiedenen betrieblichen Akteuren aus sechs Unternehmen, die zu Fallstudien verdichtet wurden. Damit wird aus Diversity-Perspektive beleuchtet, inwieweit sich die Vielfalt auf dem Berliner Arbeitsmarkt in der Personalstruktur der Unternehmen widerspiegelt und welcher personalpolitische Umgang damit verbunden ist. Auf der Basis der empirischen Befunde sowie weiterer Konzepte zur Förderung von Chancengleichheit werden zudem Ansatzpunkte für das Personalmanagement aufgezeigt: Durch eine entsprechende Organisationsanalyse kann der Handlungsbedarf ermittelt werden. Gezielte Maßnahmen können dann darauf hinwirken, dass die Vielfalt im Unternehmen erhöht wird, Personen mit Migrationshintergrund besser integriert und die Potenziale der Vielfalt genutzt werden." (Autorenreferat

Temporal pattern in number of staff on sick leave: the effect of downsizing

The pattern of absenteeism in the downsizing process of companies is a topic in focus in economics and social science. A general question is whether employees who are frequently absent are more likely to be selected to be laid off or in contrast whether employees to be dismissed are more likely to be absent for the remaining time of their working contract. We pursue an empirical and microeconomic investigation of these theses. We analyse longitudinal data that were collected in a German company over several years. We fit a semiparametric transition model based on a mixture Poisson distribution for the days of absenteeism per month. Prediction intervals are considered and the primary focus is on the period of downsizing. The data reveal clear evidence for the hypothesis that employees who are to be laid off are more frequently absent before leaving the company. Interestingly, though, no clear evidence is seen that employees being selected to leave the company are those with a bad absenteeism profile. Copyright 2004 Royal Statistical Society.

Job quality of refugees in Austria: Trade-offs between multiple workplace characteristics

Do employers tend to exploit refugees or do they offer them high-quality jobs? This article examines the job quality of refugees from Afghanistan and Syria working in Austria. It uses unique survey data of 316 refugees and cluster analysis to identify job quality profiles. Drawing on well-established job quality frameworks, it considers multiple dimensions of job quality, including pay, job security, overqualification in terms of level and content area, learning opportunities, at-home feeling and health aspects. The findings reveal four job quality profiles with considerable trade-offs or compromises between job quality dimensions. Furthermore, the job quality profiles are associated with the methods refugees use to find a job. The study enhances understanding of labour market integration of refugees and the associated role of human resource management.(VLID)493731