Introduction
Over the past few years, there has been an increased change in the structure of the workforce due to an increase migration throughout the world. This change has given rise to global debates about migrants in the labor force. Today, the topic is highly discussed on the policy plan for various reasons. First, integrating the labor market is a major condition for ensuring the immigrants fully participate in society. However, several challenges arise from the level of migration and differences in ethnicity, race, and religion of the migrants. Second, some countries are experiencing labor and skills shortages due to high numbers of the aging population (Kokkonen et al., 2014). To address this, countries are recognizing the skills of migrants and even going to the extent of enhancing others. Therefore, the ability to transfer and apply different skills acquired from the country of origin has become a relevant issue. Additionally, many people believe bring unnecessary competition for the available positions to the destination country populations, especially those from disadvantaged groups. Due to these factors, migration status has become a basis for diversity and inequalities. This paper will use the existing research to establish whether and how migration affects the diversity of the workforce.
Literature Review
Theories of Migration
There are several reasons as to why people migrate. These differences have an impact on the general process of migration. The circumstances in which a migrant enters a destination country can have far-reaching consequences for all involved parties. Ernest Ravenstein is largely considered the first migration theorist. Ravenstein developed his “Laws of Migration” using census data from England and Wales. He concluded that migration is driven by a “push-pull” dynamic, in which unfavarable conditions in one location “push” people out while favorable conditions in another “pull” them out (O’reilly, 2015). Everett Lee modified Ravenstein’s approach to emphasize internal causes. Lee also discussed how intervening constraints affect the migration process. He claimed that distance, physical and political constraints, and having a family might slow or even prevent migration.
Other researchers have created several theories to explain migration patterns. First, according to neoclassical economic theory, international migration is linked to global labor supply and demand. Second, the segmented labor-market theory claims that First World economies are organized so that a certain level of immigration is required (Wickramasinghe & Wimalaratana, 2016). Third, according to world-systems theory, international migration results from the global capitalist system.
Types of Migration
Because migration takes place through time and space, it is defined by distance and time in migration’. A nation-state boundary must be crossed for international migration, albeit this is not as simple as it may initially appear, because such boundaries can come and go, have various ‘thicknesses,’ and thus be ‘open’ or ‘closed’ migration borders. The statistical criterion for recognizing migration is commonly set at one year in the destination country, although there are huge variations beyond that: from one-year temporary migrants to those staying for five or ten years to permanent residents (George, 2013). Temporary migration usually leads to return migration, although permanent migrants may return to their native country occasionally. Seasonal migrants, critical to particular economic areas such as agriculture, tourism, and construction, are not included in the one-year criterion.
Another problem is that the previous description presupposes that migrants migrate between two nations, A and B: migrants either settle in B permanently, return to A at some point, or cycle between the two. Onward migration occurs when a shift from nation A to country B is followed by a move to country C, while transit migration occurs when migrants attempting to migrate from country A to country B spend significant time moving through or being trapped in one or more intermediate countries (Bodvarsson et al., 2015).
Diversity at the Workplace In Terms Of Migration
According to research, since 1980, about 220 million people have crossed borders. This makes up about 3.5 % of the world population. It is also noted that most migrants move from developing countries to richer ones or from less prosperous regions to the most prosperous, indicating that most migrations are due to economic reasons (Matejskova & Antonsich, 2015).. However, not only are people looking for a better economy that migrates, for instance, but the most educated people are also likely to migrate more than the less educated.
Most of the existing literature on migration focuses on international migration, even though migration exists with a country. The literature also puts major emphasis on migrants’ status as migrants. The researchers on migration have rarely investigated race, ethnicity, and gender differences which are strengths of workforce diversity literature. Migration literature has tended to highlight national-level impacts; however, these are not always the same effects. Labor economists have focused on the effects of migration on native workers in destination nations, with much of the debate defined by whether migrants are replacements or additions to native labor. Development economists have investigated the effects of human emigration and cash inflows on sending economies (Appave et al., 2017). Sociologists have focused on the extent and nature of migrants’ assimilation into the new community and economy.
Political theorists and political sociologists have studied the drivers of national-level immigration policies. Despite the national scale’s dominance, some academics have upscaled to the international or global level or specific labor markets or professions. The last generalization regarding the prevailing themes in the existing migration research is that most writers structure their analyses regarding migrants’ equality of opportunity, natives’ well-being, or a balance between the two (Al-Jenaibi, 2012). This is a field of study where key social goals are widely perceived to be at odds.
One of the most important factors influencing social and workforce diversity is migration patterns. Factually, the term diversity was first employed concerning the increased number of women occupying positions in the workforce. Mostyn Bird, in his book, explained how women occupying leadership positions and workplaces were contributing to the transformation of cities. During the 1970s and 1980s, a higher percentage of women were in the workforce, giving rise to the issues of gender discrimination, equality, and gaps (De Jong, 2016). Currently, women account for about 45 percent of the world workforce, and in OECD countries, they occupy most of the government workforce positions. More research has been conducted recently on diversity in the minority ethnic groups.
Methodology
This research will utilize Google research to explore the available literature on the relationship between migration and the labor force. The work will involve the synthesis of information from different researchers to establish whether migration affects the diversity of the labor force.
Findings and Discussion
One of the most important impacts of migration on economic growth is its effect on the destination country’s levels of diversity. Migrants, in reality, promote societal diversity, and while not all immigrants are culturally different from the native people, ethnic diversity in today’s society is largely fueled by the rising tide of immigration. Moreover, even in the absence of new migration inflows, ethnic diversity is anticipated to rise in the years ahead due to immigrants’ frequently greater birth rates than natives.
Immigrants bring different skills and ideas, necessary for development. More than their absolute number, their mix appears to be a critical factor in accelerating the rate of technological growth in the host country. Indeed, a huge amount of research, especially at the micro-level, backs up the assumption that diversity enhances productivity. Workers from various backgrounds bring their various talents, experiences, and abilities to the day-to-day interactions, which may increase a team’s effectiveness. The migration of people from one country to another leads to transfer of new skills and ideas, which are necessary of technological developments and economic growth. On the other hand, an increase in diversity results to weak social cohesiveness, cooperation difficulties and negative impact on economic growth,
Conclusion
In conclusion, research has shown that migration impacts the diversity of the labor force. Migrations occur every day in different places worldwide, and people migrate for different reasons. The migration of people from one country to another leads to transfer of new skills and ideas, which are necessary of technological developments and economic growth. More than their absolute number, their mix appears to be a critical factor in accelerating the rate of technological growth in the host country.
Recommendation
Integration necessitates the host society and the migrants’ efforts, commitment, and cooperation. States must recognize the economic, demographic, social, and cultural contributions migrants contribute to their countries. Throughout the migration process, both sending and receiving countries must participate in preserving migrants’ rights. To ensure access to the provision of protection and fight discrimination, mechanisms and institutions must be put in place.
References
Al-Jenaibi, B. (2012). The scope and impact of workplace diversity in the United Arab Emirates–A preliminary study. Geografia, 8(1).
Appave, G., David, I., McAuliffe, M., & Solomon, M. K. (2017). Integration that values diversity-exploring a model for current migration dynamics. Migration Research Leaders’ Syndicate: Ideas to Inform International Cooperation on Safe, Orderly and Regular Migration, 159-167.
Bodvarsson, Ö. B., Simpson, N. B., & Sparber, C. (2015). Migration theory. In Handbook of the economics of international migration (Vol. 1, pp. 3-51). North-Holland.
De Jong, S. (2016). Converging logics? Managing migration and managing diversity. Journal of Ethnic and Migration Studies, 42(3), 341-358.
George, P. (2013). Types of migration of the population according to the professional and social composition of migrants. Readings in the Sociology of Migration: The Commonwealth and International Library: Readings in Sociology, 39.
Kokkonen, A., Esaiasson, P., & Gilljam, M. (2014). Migration‐based ethnic diversity and social trust: A multilevel analysis of how country, neighbourhood and workplace diversity affects social trust in 22 countries. Scandinavian Political Studies, 37(3), 263-300.
Matejskova, T., & Antonsich, M. (Eds.). (2015). Governing through diversity: Migration societies in post-multiculturalist times. Basingstoke: Palgrave Macmillan.
O’reilly, K. (2015). Migration theories: A critical overview. Routledge handbook of immigration and refugee studies, 49-57.
Wickramasinghe, A. A. I. N., & Wimalaratana, W. (2016). International migration and migration theories. Social Affairs, 1(5), 13-32.
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