Leading Change
Integration of Immigrants in the Labour Market : Comparative Results from Germany and Canada
Paper Presentation in a Themed Session Silvia Annen
The following research derives from a project, which investigates the usability of foreign qualifications and work experience in the German and Canadian labour market by using a mixed methods approach (quantitative analyses of the PIAAC data; case studies). The analysis focuses on the strategies and rationales of employers and employees within the recruiting process. The signaling and the screening approach, the Bourdieusian concept of social and cultural capital, as well as the concept of social closure build the theoretical references. This paper focuses on the German in contrast to the Canadian approach towards the recognition of foreign qualifications. Selected results of twelve case studies conducted in hospitals and ICT companies in both countries are presented. The results prove the assumption of a more difficult access to the labour market within the health sector than within the ICT sector, primarily due to the stronger regulations in health. Furthermore, the results give insights that the labor market access in the health sector is strongly depending on formal qualifications while work experience is an essential prerequisite to enter the ICT-labor market. In the latter, recent work experience matters considerably due to the dynamic nature of the industry and the prevalence of innovation, while in the health sector the depth of work experience and subsequent routine building are valued. The investigations clearly indicate the high relevance of the national labour market situation on the recruiting processes and decisions. Besides, national migration laws highly affect the individuals’ recognition and integration process.
Inclusion at Work
Paper Presentation in a Themed Session Lisa Annese
Diversity Council Australia (DCA) has been at the forefront of diversity and inclusion initiatives for over thirty years. Yet, until now there has been little Australian statistical research to prove the value of inclusion to Australian workplaces. DCA wanted to bridge this gap with a nationally representative survey to measure just how inclusive Australian workplaces are, and the impact that inclusion has on employees and Australian organisations. What we found was enlightening. This report provides the first national snapshot of experiences of inclusion by Australian workers and provides an undeniable evidence base for the importance of inclusion to Australian organisations. DCA-Suncorp’s Inclusion@Work Index shows once and for all that inclusion is more than just the latest buzzword in business circles. Inclusion is good for employees, good for business, and helps prevent discrimination and harassment. And in a world first – we found that the vast majority of Australian workers support workplaces taking action to be more inclusive. Inclusion at work matters, and ultimately benefits everyone.
Measuring Inclusive Leadership
Paper Presentation in a Themed Session Marcelle Davis
Today's global marketplace has caused the borders between countries to function in a fluid manner. To that end, the dimensions of diversity have moved beyond race and gender and now include many identifiers that are both visible and invisible to the naked eye including, but not limited to, religion, education, family status, sexual orientation, and culture. In order to effectively respond to the needs of their diverse audience, leaders must demonstrate inclusive behavior in a manner that is easily recognizable by anyone who is exposed to them. The leadership model, Grounded, Receptive, Agile, Curious, and Ethical (G.R.A.C.E.), is universal, user friendly, and designed to measure inclusive leadership regardless of industry. It provides a platform for assessment to occur in a manner that is concise and comprehensive regardless of who is leveraging the tool. This paper discusses the G.R.A.C.E model in detail, the benefits of using it, and how it measures up to other leadership models in the marketplace.
