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Ethnic minority self-employment
In many countries, ethnic minority groups are over-represented in self-employment compared with the majority community. The kind of work done by minority entrepreneurs can therefore be an important driver of the economic well-being of their ethnic group. Furthermore, growing the self-employment sector is a policy objective for many governments, which see it as a source of innovation, economic growth, and employment. While self-employment might offer economic opportunities to minority groups, it is important to understand the factors that underlie the nature and extent of ethnic entrepreneurship to evaluate whether policy measures should support it.
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Labour migration to the UK from Eastern partnership countries
In: IZA journal of European Labor Studies, Band 3, Heft 1
ISSN: 2193-9012
Labour migration to the UK from Eastern partnership countries
In: IZA Journal of European Labor Studies, Band 3, Heft Art. 15, S. 19
Labour migration to the UK from Eastern partnership countries
In: IZA journal of European Labor Studies, Band 3, S. 19
ISSN: 2193-9012
UK Migration Policy and Migration from Eastern Partnership Countries
This paper examines UK migration policy and recent migration flows from Eastern Partnership (EaP) countries to the UK. Although inflows of migrant workers were relatively large in the mid-2000s, especially amongst Ukrainians, these have fallen following changes to UK immigration policy, especially the Seasonal Agricultural Workers Scheme and the introduction of the Points Based System. As a result, the stock of migrants from EaP countries resident in the UK is small, especially in comparison to migrants from the new member states that joined the EU in 2004 (EUA8 countries). Migrants from the EaP countries also have an older age profile then EUA8 migrants. Employment rates are lower for migrants from EaP countries but they have fairly similar occupational attainment to other European migrants. This may be due to the high average levels of education amongst migrants since a relatively large proportion of migrants to the UK from EaP countries are highly educated. The paper is completed by a discussion of the skill needs of the UK economy. Our conclusions suggest that despite there being scope for increased migration from the EaP countries to help fill skill gaps, it seems very unlikely that the UK will allow large numbers of migrants from the EaP countries to enter the UK in the near future. This is because of the continued sluggish performance of the UK economy and the attitudes towards (increased) immigration displayed by political parties/the current government, as well as the general public.
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The labour-market performance of recent migrants
In: Oxford review of economic policy, Band 24, Heft 3, S. 495-516
ISSN: 1460-2121
AN INVESTIGATION OF HOUSEHOLD REMITTANCE BEHAVIOUR: EVIDENCE FROM THE UNITED KINGDOM*
In: The Manchester School, Band 75, Heft 6, S. 717-741
ISSN: 1467-9957
Overseas remittances are a vital source of income for many developing economies. In this paper we empirically model the remittance behaviour of a diverse set of ethnic minority households in England and Wales using survey data. Our results indicate that the probability of remitting is higher for richer households and for those containing more immigrants. Measures of social distance also appear to influence the sending of remittances. Significant ethnic differences in the incidence of remitting and the timing of payments remain after controlling for these and other factors.
Immigrant labour market assimilation and arrival effects: evidence from the UK labour force survey
We estimate models of earnings and employment outcomes for a sample of white and non-white male immigrants drawn from the Labour Force Survey between 1993 and 2002. Immigrants who arrived to enter the labour market are distinguished from those who arrived to complete their education. Diverse patterns of labour market assimilation are found depending on ethnicity and immigrant type. Whites tend to do better than non-whites and labour market entrants do worse than education entrants. There is some evidence of unemployment rates at time of entry to the labour market being associated with permanently lower earnings for non-white immigrants.
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Good Job, Bad Job, No Job? Ethnicity and Employment Quality for Men in the UK
In: IZA Discussion Paper No. 15099
SSRN
Ethnic minority self-employment
In: IZA world of labor: evidence-based policy making
Opportunities and challenges doing interdisciplinary research: what can we learn from studies of ethnicity, inequality and place?
In: Journal of ethnic and migration studies: JEMS, Band 45, Heft 17, S. 3173-3187
ISSN: 1469-9451
Labor Mobility as an Adjustment Mechanism in the UK During the Great Recession
In: Labor Migration, EU Enlargement, and the Great Recession, S. 139-162
Migration, Economic Crisis and Adjustment in the UK
We examine changes in migration to the UK in the period leading up to the Great Recession and in its immediate aftermath. In so doing, we pay particular attention to the changing countries of origin of recent migration flows to the UK, especially in relation to migration from other parts of the EU. The evolving patterns of migrants' socio-economic characteristics and labour market outcomes are also analysed, including how these relate to changes in the economy and migration policy. Finally, we review evidence on the impact of migration on the UK labour market and government finances.
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THE DETERMINANTS OF LATENESS: EVIDENCE FROM BRITISH WORKERS
In: Scottish journal of political economy: the journal of the Scottish Economic Society, Band 52, Heft 2, S. 282-304
ISSN: 1467-9485
AbstractUsing a sample of male and female workers from the 1992 Employment in Britain survey, we estimate a generalised grouped zero‐inflated Poisson regression model of employees' self‐reported lateness. Lateness is higher for males, private sector workers and in service industries. Reflecting theoretical predictions from both psychology and economics, we model lateness as a function of incentives, the monitoring of, and sanctions for, lateness within the workplace, job satisfaction and attitudes to work. Various aspects of workplace incentive and disciplinary policies turn out to affect lateness; however, controlling for these, an important role for job satisfaction remains.