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Improving Access to Labour market Information for migrants and employers 180 of the meetings is to create dialogue and exchange experience of working with discrimination cases and active measures (Equality Ombudsman, 2012). A method to reduce discrimination that has been tested in recent years is that of anonymous application forms where data revealing, for example, the applicant’s ethnicity or country of birth has been removed. Evaluations show that the method can increase migrants’ chances of securing a job interview, but not the probability of getting a job offer. The method is also perceived as burdensome and complicated (Nordström Skans, 2007; 2008 and Swedish Agency for Public Management, 2008). 4. Conclusions and recommendations New rules for labour migration came into force in December 2008 with the aim to introduce a demand-driven labour migration system. Now it is the employer, not state agencies, that determines the need for labour. There are no restrictions in regard to occupational categories or sectors and there are no quantitative restrictions in the form of quotas. The main condition is that the level of pay is in line with applicable collective agreements and general insurance conditions. The number of labour migrants from third countries was between 13,600 and 14,800 from 2009 to 2011. The labour migrants can roughly be divided into three major categories: skilled, low-skilled and seasonal. Many of the migrants work in occupations with a need for labour. This especially applies to computing professionals, engineers and technicians but also seasonal migrants in the berry-picking industry. At the same time, many migrants come to work in the service sector where there is a big surplus of available workers. There are many advantages of a demand-driven labour migration system like the Swedish one, but also some shortcomings. The most obvious advantage is its simplicity. The system is the same for all forms of labour migration and for all sectors and occupations. The waiting times are, despite some complaints from employers and employees, short in an international context. The system also provides great flexibility for employers. Companies can quickly respond to all forms of labour demand, especially larger companies who are certified and given priority by the Migration Board. The problem is that it is virtually only larger companies with access to international networks that can utilize the system’s advantages. With the exception of employers with a foreign background, small and medium-sized companies have a hard time finding potential employees. Much needs to be done if employers and employees without international networks are going to be able to find each other. The excellent information at www.workinginsweden.se, about why and how to move to Sweden and how to apply for work permits, needs to be complemented with a centralized portal with actual job vacancies directed to potential employees in third countries. Another issue is that the system, which is supposed to be driven by demand, actually allows for a substantial labour migration to sectors and occupations with a large
surplus of native workers. Labour migration in those sectors and occupations too often involves problems with sham contracts and the exploitation of migrant workers. Since the state has handed over the responsibility for matching to the market, there is no room for cooperation between origination and destination countries such as international agreements, organized pre-departure training and educational programmes. This makes it virtually impossible to recruit personnel to shortage occupations, for example doctors and nurses, who require training and supplementary education in order to work in Sweden. References Andersson Joona, P. and E. Wadensjö 2011 Attström, K. Rekrytering av utländsk arbetskraft: Invandrares arbetsmiljö och anknytning till arbetsmarknaden i Sverige, Rapport 2011:1, Stockholms universitets Linnécentrum för integrationsstudier (SULCIS). 2007 Discrimination against Native Swedes of Immigrant Origin in Access to Employment: A research study on Stockholm, Malmö and Gothenburg: utilizing the ILO discrimination practice testing approach, International Migration Papers 86E, International Labour Organization. Åslund, O. et al. 2009 Seeking Similarity: how immigrants and natives manage at the labour market, IFAU Working paper 2009:24. Bemanningsföretagen 2012 Bemanningsindikatorn: Årsrapport 2011. Carlsson, M. and D. Rooth 2006 Evidence of Ethnic Discrimination in the Swedish Labour Market Using Experimental Data, IZA DP No. 2281. Confederation of Swedish Enterprise 2012a Rekryteringsenkäten 2012: Missade möjligheter. 2012b Analys av Migrationsverkets statistik av arbetstillstånd. Employment Service 2010 Var finns jobben: Bedömning för 2010 och en långsiktig utblick. 2012a Arbetsförmedlingen in brief 2011/2012. 2012b Labour Market Outlook, spring 2012, Ura 2012:3. 2012c Var finns jobben? Bedömning för 2012 och första halvåret 2013. 2012d Annual Report of the Swedish Public Employment Service 2011. 2012e Arbetsförmedlingens Återrapportering – Strategi för ökade informationsinsatser om arbetskraftsinvandring från tredjeland, Bilaga, 2012-10-15. Equality Ombudsman 2012 Årsredovisning 2011. European Migration Network 2012 Jusek Satisfying Labour Demand through Migration: Sweden. 2009 Khosravi, S. Invandrade akademiker – hur tufft är det? 2008 På undantag i folkhemmet: irreguljära immigranter i Sverige, Socialförsäkringsrapport 2008:4, Försäkringskassan. country studIes – SWEDEN 181
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International Organization for Migr
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tAbLe of contents EXECUTIVE SUMMARY
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3.1. Assessment and validation of f
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Acronyms ACS American Community Sur
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NOC(S National Occupation Classific
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LIst of tAbLes Table 7.1: Legal pro
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GERMANY 6 Amelie f. constant and ul
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and Zimmermann (2012) explain the G
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Recent legal changes and amendments
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Some public initiatives that should
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to an unlimited time period. No fur
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about foreign educational systems,
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of the total net immigration. Afric
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country, the number of high-skilled
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International migration largely occ
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provide indirect evidence on this i
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the placement of such persons into
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caution since their positive effect
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youths require more time to turn su
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largely prevents easy and comprehen
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DIHK 2012 Integration sichert Zukun
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ITALY 7 francesco fasani 26 Abstrac
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1.1. Labour market trends Current t
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only in 1998 with the Turco-Napolit
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Table 7.1: Legal provisions for the
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The situation is different for medi
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training institutions, and so forth
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Table 7.4: Planned non-seasonal hir
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Allasino, Reyneri, Venturini, and Z
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share of positive answers of Italia
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Table 7.5: Job search strategies of
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Table 7.7: Job search strategies of
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Table 7.9: Main channels used to fi
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As far as formal channels of job se
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level of education, undocumented mi
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How did you find your current or la
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other network members are already e
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Bertrand, M. and S. Mullainathan 20
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Moual, K. 2012 August 28 Immigrati,
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POLAND 8 maciej duszczyk 61 Abstrac
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Page 155 and 156: Annex Annex 3.I: Interviews on acce
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Page 163 and 164: driven by demand. The biggest chang
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Page 167 and 168: At the same time there are several
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Page 191 and 192: Medium-term employment outlook Look
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