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My research builds upon masculinity studies as well as migration and gender theory to evaluate emerging strategies of gendered labor control at work sites within temporary worker programs. In particular, my multisite ethnography consisting of 97 interviews with US guest workers, oil industry employers, and Indian labor brokers shifts focus to the recruitment of male workers into the US oil industry. The study evaluated a multi-country recruitment chain from India to the Middle East and into the US Guest Worker Program. Findings identified a relationship between the construction of masculinities and employer strategies for labor control. The article addresses the following question: how is hegemonic masculinity used as a strategy for labor control? The study identifies the double bind of hegemonic masculinity within contingent employment relationships as a means of labor control for curbing male migrant dissent.

The aim of this article is to analyse how different policies and actors have structured the current migrant labour regime in the Finnish construction sector and to discuss the consequences for migrants. Our study shows that a strong industrial relations system such as in Finland is able to curb the posting of workers regime (the most disadvantageous for migrant workers). The position of labour migrants has become more diverse in the segmented labour market, although it remains inferior compared to that of the natives. Consideration of the policy development revolving around the changing migrant labour regimes constitutes the first part of the analysis and is based on government and trade union officials’ accounts. The more substantial part of the study draws upon biographical interviews with Estonian construction workers and analyses the division of migrant labour according to their employment in four ‘patterns of firm ownership’ that range from the most unfavourable to most favourable position: workers posted by Estonian firms; workers employed by firms registered in Finland but operated by Estonians; self-employed/small business owners and workers employed by Finnish firms. The structuring of the regime according to the pattern of firm ownership can be interpreted as a manifestation of employers’ intentional strategies to adapt to or avoid national regulations and to some extent as also reflecting workers’ individual and collective agency.

This chapter reviews the historical and political context of immigration to Norway, patterns of ethnic inequality in the labour market, as well as how ethnic discrimination has been legislated, publically debated and studied in the Norwegian context. Drawing on the findings of a multimethod study of discrimination in the Norwegian labour market, combining a field experiment with employer-interviews, the chapter furthermore clarifies the extent of discrimination in ethnic minority applicants’ access to the labour market and discusses what mechanisms influence the level of ethnic discrimination ‘at work’. The field experiment reveals that young Norwegians of Pakistani heritage – the by far largest group among immigrant descendants in the country – face substantial discrimination when applying for work. However, it also demonstrates striking differences in the scope of discrimination between the public and the private sector, as well as across occupational contexts, indicating that discrimination should not be seen as mere reflections of individual bias, ethnic preferences or statistical uncertainty, but rather that such individual-level dispositions are mediated through factors at the organizational level. This conclusion has important implications for our theoretical understanding of why discrimination occurs, as well as for the further development of anti-discrimination measures.

Germany has become one of the major destination countries for labour migration within the European Union. The German government introduced temporary restrictions on labour migration after the eastern enlargement rounds of 2004 and 2007. These barriers had little impact on the overall volume of labour mobility. Rather they were accompanied by new “atypical” forms of mobility through the posting of workers, self-employment and seasonal workers, which according to EU rules are covered only by a minimum of host country regulations. The combination of temporary restrictions on regular migration and the opportunities through atypical mobility created strong incentives for companies to engage in ‘regime shopping’ strategies. This contributed to a considerable growth in outsourcing, subcontracting and flexible use of external labour added to pre-existing dynamics of low-wage competition, segmentation and fragmentation in the German labour market. Using data on the different forms of intra-EU migration to Germany, the article analyses the different paths that labour migration has frequently used since the fall of the Iron Curtain. First, it maps the changes in magnitude, character and direction of intra-EU labour mobility to Germany and the relative weight of the different channels through which such movements occurred from 2000 to 2015. Second, the article discusses the various responses by the government by the extension of collective agreements and the statutory minimum wage.

The growing foreign labor population has become a major political issue in Taiwan. However, there has been a lack of understanding about foreign laborers in Taiwan from foreign laborer perspectives. This ethnographic case study focuses on foreign laborer perspectives and examines social contexts, conditions, and support for Filipino and Thai laborers at a meatpacking factory in rural southern Taiwan. The findings suggest that foreign laborers are pushed by family financial needs and pulled by higher wages and labor shortages in Taiwan meatpacking factories. Also, these laborers work and live under difficult conditions and lack social welfare and support.

Over the last few decades, internationalization has become one of the major aspects of many universities’ development agenda. Such internationalization initiatives as study abroad and dual degree programs create greater academic mobility; however, they frequently present a risk of potential brain drain. Brain drain is commonly defined as the emigration of well-educated and skilled individuals from their home to another country, with less developed countries suffering from this phenomenon to a greater extent. Higher education institutions and national governments across the world have been trying to retain these individuals through improving the system of higher education, and increasing job advancement and research opportunities. This chapter examines the phenomenon of brain drain as well as its current trends and implications in the higher education sector. It pays particular attention to the case of Russia with its increased emigration of highly educated and skilled professionals over the last two decades, while also drawing on examples from other countries’ policies and practices. The chapter explores different programs and initiatives introduced on institutional and governmental levels to address the issue of brain drain in the context of internationalization of higher education.

The export of contract labor as a strategy for stimulating domestic market conditions is a primary feature of Philippine economic policy. Since the 1970s, millions of Filipinos have responded to slow economic growth at home by taking advantage of non-permanent job opportunities abroad. This paper investigates how the efforts and earnings of overseas contract workers (OCWs) affect their communities and households of origin. Specifically, it considers the degree to which Filipino households depend on cash remittances as an important source of income and how household revenues are used by contract workers and their kin in the local context. The study examines the experience of approximately 100 demographically diverse households in San Fernando City, La Union.

Diversity management in the United Arab Emirates (UAE) is of particular importance given the fact the UAE is the sixth country in the world for hosting the largest number of international migrants in 2017. The purpose of this exploratory study is to understand how diversity is managed in the public and private sector and to identify the most important factors to diversity manangemet in the UAE context.

A Grounded Theory approach to research was used to explore this very sensitive issue for the case study. In the absence of robust data on diversity management in the UAE, this inductive qualitative method was preferred since it does not presuppose a hypothesis and allows a contextually relevant theory to be derived from the data, which were collected through interviews with the participants from the public and private sector. An open-ended interview schedule was emailed to the purposefully selected group. Careful thematic analysis was undertaken to identify the resonant issues related to diversity management in this context.

This heralds increased demographic diversity in the public sector, even if only at a strategic level in order to achieve political and social objectives. Further, as the UAE embarks on being a Smart nation, successful diversity management will be a critical indicator of public sector reform.

The study analyzed the perceptions of the participants using a qualitatitve method which might not be considered to be as objective. Hence a confirmatory follow up study using quantitatve design will be required to verify the findings.

This chapter will explore the diversity management in the public and private sectors of the UAE, the role leaders and managers have to play, challenges faced, and what is on the horizon in this new public–private partnership environment.

This chapter suggests the need for a unified understanding of diversity management among leaders in the public and private sector of the UAE as a crucial enabler of productivity, development and social cohesion.

This heralds increased demographic diversity in the public sector, even if only at a strategic level in order to achieve political and social objectives. Further, as the UAE embarks on being a Smart nation, successful diversity management will be a critical indicator of public sector reform. This chapter will explore the diversity management in the public and private sectors of the UAE, the role leaders and managers have to play, challenges faced, and what is on the horizon in this new public–private partnership environment.