International Organization for Migration (IOM)

Improving Access to Labour market Information for migrants and employers
210
specific origin countries and the United Kingdom for the job role in question. For
example, research focusing on the social work sector has highlighted a preference
for social workers from countries such as Australia, New Zealand, South Africa
and the USA, on the basis that in these countries social work education and practice
resembled that in the United Kingdom (Hussein et al., 2010). Endorsing the
importance of English language skills outlined in Chapter 1, command of English
was also highlighted as an underlying reason for preference for some migrant workers
over others. This underlines the significance of competence in English as a key factor
in determining whether, and how well, migrants’ skills are matched to the jobs they
perform.
The European Integration Fund (EIF) has been used in the United Kingdom to
promote third-country legal migrant integration. EIF-funded projects include the
delivery of English for Speakers of Other Languages (ESOL) and life skills courses,
computer training, introductory programmes informing new arrivals of the systems
and norms of the United Kingdom, mentoring schemes, ‘Life in the UK’ classes and
community events to promote contact and understanding between communities.
Local authorities and community organizations also play a role here.
In relation to migrants, under the Equality Act 2010 protected categories are race,
colour, nationality, ethnic or national origins and religion or belief. In order to avoid
discrimination (whether direct or indirect) employers’ organizations and government
agencies emphasize the need for employers to treat all applicants in the same way at
each stage of the recruitment process (Davies and Owers, 2012).
There are examples of specific initiatives designed to help migrants in job-seeking
and to help employers recruit a diverse workforce. One such is the Ethnic Jobsite, 135
established in 2000, which aims to provide effective online recruitment solutions for
members of minority groups through access to vacancies and information regarding
job search. For individuals from minority groups drivers for usage include access to
information to better understand employers’ recruitment behaviour and selection
practices, and to help with job applications (for example how to construct CVs,
information on job search, and so on) and customized access to vacancies. The Ethnic
Jobsite also provides resources to employers – through assistance in advertising
vacancies to minority groups – to help ensure that recruits (and workforces) are an
accurate reflection of diversity within British society. Specifically, the Ethnic Jobsite
aims to broker enhanced job matches (through information and communication
technology-enabled information and recruitment services) for individuals from
minority groups and to help employers reach potential applicants from minority
groups. It has introduced a SMS Alert Campaign broadcasting SMS text messaging
service direct to job-seekers’ mobile phones. Via this route employers and advertisers
can directly target specialist audiences from minority groups. By using the Ethnic
Jobsite employers advertise themselves and are branded as equal opportunities
employers promoting workforces and welcoming applicants from minority groups.
135 http://www.ethnicjobsite.co.uk/aboutus.php.