Canada: the comparative perspective

We use Canada as a valuable heuristic benchmark example. There are a number of comparative insights that can be derived from three successful case studies in Canada, a prototype immigration country that takes pride in its successful multicultural society (D7.20-22). The cases analysed in this study reflect the selective Canadian immigration policy that treats skilled immigrants preferably. In particular, the focus of the covered initiatives is on the integration of skilled immigrants into professional organizations and the availability of employment opportunities for minorities. These initiatives demonstrate that labour market integration may be difficult not only for low, but also for high skilled immigrants. If a disadvantaged group’s most able members have difficulties integrating into the local labour market, it likely makes integration even harder for those further down the skill distribution. This perspective needs to be investigated in the European context. Specifically, it may be useful to direct some of the integration efforts in Europe to skilled immigrants and foster the positive spillover effects that their integration may have on their less skilled counterparts.

From a different perspective, the Canadian liberal tradition demonstrates – according to the view of the leaders of the studied Canadian initiatives – that the Canadian labour market is a successful paradigm to the broader integration challenges. In a similar vein, active management of ethnic diversity at the labour market level as well as at level of the company’s services or products is seen as essential to business success. In turn, business success means employment opportunities for minorities and stable jobs as well as availability of competitive goods and services for the minority community. If this is the case, the end result is a win-win situation for the economy, the businesses and the minorities in their function as consumers and factors of production.

7.5 Summary and discussion

Social and labour market integration of ethnic minorities is undoubtedly one of the Europe’s paramount challenges. Integration of ethnic minorities is certainly a prime moral imperative. Nevertheless, its economic benefits must not be overlooked. In a study on the Roma integration in Bulgaria, the authors report that the benefits of the Roma’s labour market integration in terms of the personal income of the integrated workers, social insurance contributions paid from their salaries, and employers’ profits would amount to as much as 810 to 1,727 million Bulgarian leva per year, which is about 2 to 4% of the country’s gross domestic product annually (Bogdanov and Angelov, 2006). If one would take the risk of extrapolating these figures to the European Union, the benefits from labour market integration of European ethnic minorities would amount to as much as 291 to 581 billions of Euros annually (2 to 4% of the European Union’s gross domestic product in 2006). In this sense, the labour market integration of ethnic minorities should not be seen

STUDY ON THE SOCIAL AND LABOUR MARKET INTEGRATION OF ETHNIC MINORITIES

only as a social and moral issue, but as an economic and developmental issue as well. It is this perspective that helps us understand the context of the discussed integration initiatives.

While we observe large variations in integration initiatives and contexts, there are a number of universal principles that emerge from this broad evaluation of initiatives. Fairness vis-à-vis all partners and transparent rules facilitate building trust, forging social relationships and adopting positive perceptions that greatly ease integration and guarantee minority incorporation prospects. Voluntary participation and strict and transparent selection rules are seen as crucial to ensuring the motivation of the target population and creating a positive image of the initiatives. Fair and equal treatment (e.g. merit based remuneration) after initial exclusion has been surmounted mitigates conflict and resentment, facilitates support by the majority and alleviates stigmatisation of the minority. Positive action is accepted as a transitory measure in the state of exclusion. Furthermore, merit based remuneration creates feelings of self-worth, prompts work discipline and further support by the majority. Cooperation between private, public and non- governmental organizations breeds a functional relationship and is necessary in the case of extraordinarily segregated minorities. The integration of children is also an important investment and imperative in achieving successful minority integration in the long run.

Sustainability of integration initiatives remains one of the main concerns of minority integration in Europe. Too often integration initiatives depend on funds from a single source, this often being the European Union, and too seldom is the funding permanent. From the studied cases it appears that a strong and enduring commitment on the side of the lead organization can surmount such difficulties and perpetuate integration activities by securing funds of limited duration repeatedly over long periods of time. However, diversification of funding and involvement of businesses are also essential.

Regrettably, the benefits of integrating minorities are not always fully noticed or appreciated by the business world. If they are acknowledged, however, sustainability of the integration initiative is likely. In particular, integration initiatives seem to deliver positive results if ethnic minorities are perceived as full-fledged citizens and powerful economic actors, that is, as consumers and potential employees. In this regard, adopting workforce diversity and minority integration as a measure of business performance promotes the integration of ethnic initiatives and fosters their sustainability.

Long-term commitment is perhaps one of the most important determinants of integration success. It ensures that trust is forged and social relationships are smooth; they are necessary to overcome integration barriers that often result from complex and inert social processes. Furthermore, it permits more energy and resources to be devoted to actual work and less to fundraising and advertising. Another important factor that is a function of long-term commitment is the accountability and moral mandate of integration initiatives with respect to the target populations. Involvement of the target population in decision- making is of paramount importance. It boosts their confidence, ignites their desire to better their plight, to be responsible and make a difference on their own. It also fosters trust and mutual support between the involved parties and thus the sustainability of the integration initiative.

The role of the state seems to be mainly providing the appropriate laws like anti- discriminatory legislature, low-barrier employment accessibility, and a welfare system that aim to ensure transition and integration into employment. Beyond the enforcement of laws

STUDY ON THE SOCIAL AND LABOUR MARKET INTEGRATION OF ETHNIC MINORITIES

and other benevolent social actions, the prerequisite of successful governmental measures is the support for economic development and flexible healthy labour markets. Governmental actions should (i) be based on sound economic theory, eliminate pitfalls, and avoid unintended consequences, (ii) involve communication at all levels (local, national, and federal), and (iii) work together with the private sector and non- governmental agencies. Within the general guidelines, there must be some room for flexibility in the sense that, as we deal with people and situations often change, we must be able to adjust to new situations. The role-model function of the public agencies must not be overlooked, either. Besides the involved business and non-governmental parties, it is especially the state and the public sector in general that should foster the long-run commitment to the integration of ethnic minorities.

One of the important challenges in providing and making employment opportunities accessible is the trade-off between no employment and low quality employment and between stringent selection of participants into the integration programs and inclusion of all members of ethnic minorities. Some of the prospective approaches to these important issues involve the efficient management of ethnic minorities’ careers, including providing them with further education, and keeping the doors open to ethnic minorities not yet selected. A further challenge is to ensure the role model function of the selected individuals for their broader communities.

In general, there is a long way to go in terms of integration initiatives. The observed cases from Western Europe exhibit a relatively high degree of formalization, institutionalization and awareness. However, the experience of our interviewers points at some risk of excessive formality and red tape in some initiatives. In Central and Eastern Europe, in contrast, we observe a growing attention and responsiveness to the ethnic integration issues but the observed initiatives exhibit a lesser degree of maturity. The initiatives in these countries seem to be less frequent and less formalized. Nonetheless, the interviewed individuals seem to exhibit genuine motivation to facilitate the labour market integration of ethnic minorities.

STUDY ON THE SOCIAL AND LABOUR MARKET INTEGRATION OF ETHNIC MINORITIES