Socio‐Cultural Incorporation of Skilled Migrants at Work: Employer and Migrant Perspectives
| Author | Scott Basford,Alana Burnham,Micheline Riemsdijk |
| Published date | 01 June 2016 |
| Date | 01 June 2016 |
| DOI | http://doi.org/10.1111/imig.12221 |
Socio-Cultural Incorporation of Skilled
Migrants at Work: Employer and Migrant
Perspectives
Micheline van Riemsdijk*, Scott Basford*and Alana Burnham*
ABSTRACT
Migration studies have predominantly investigated the socio-cultural incorporation of low-
skilled migrants and refugees, fuelled by concerns that these migrants may pose a burden on
the state and a threat to social cohesion. Few studies have investigated the socio-cultural incor-
poration of skilled migrants, perhaps assuming that they will fare well in a country of destina-
tion. Using the petroleum industry in Norway as a case study, this article examines the
workplace as a key site of transmission of norms and values of the host society. We investi-
gate firm initiatives for the socio-cultural incorporation of skilled migrants and analyse the
challenges that these workers experience in the workplace. We then discuss the roles of non-
state actors in the incorporation process and offer suggestions that may enhance the socio-cul-
tural incorporation of skilled migrants into the host society.
INTRODUCTION
Debates about immigrant integration have intensified as destination countries have received a grow-
ing number of international migrants from a broader array of source countries (OECD, 2013).
Growing social and cultural diversity raises questions of immigrant incorporation, belonging, and
inclusion. Scholars, policymakers, and the media have predominantly focused on the integration
and incorporation of low-skilled migrants, refugees, and their family members, who may experience
economic and/ or practical difficulties when they settle in a country of destination. However, few
studies and policies have addressed the long-term incorporation of skilled migrants, which likely
stems from the assumption that these migrants are more self-sufficient (Alba and Nee, 1997; Portes
and B€
or€
ocz, 1989). Although some “elite”skilled migrants live lavishly in secluded international
communities (see for example Beaverstock, 2011), the majority are so-called “middling transnation-
als”who are often middle class, highly educated workers (Conradson and Latham, 2005). This arti-
cle focuses on long-term, non-elite skilled migrants, whose socio-cultural incorporation matters for
social cohesion and economic growth.
We define skilled migrants as workers who have ‘a university degree or extensive/ equivalent
experience in a given field’(Iredale, 2001:8 cited in Cerna, 2010). This definition, however, has its
shortcomings as the formal qualifications of foreign-born workers are often undervalued or they
are employed below their skill level in the host society. In human resource management, the term
“expat”refers to workers who are sent abroad by their employers for a fixed term. These intra-
company transferees often enjoy considerable privileges, including firm-provided housing, private
*University of Tennessee, Knoxville,
doi: 10.1111/imig.12221
©2015 The Authors
International Migration ©2015 IOM
International Migration Vol. 54 (3) 2016
ISS N 00 20- 7985 Published by John Wiley & Sons Ltd.
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