How has globalisation influenced the flow of talent globally?

Does migrants' liability of

foreigness always disadvantage migrants in the migrant receiving country? What can
migrants and migrant receiving country do to mutually benefit from the migration process?
(Note: You can present a NZ specific viewpoint or a more general argument to present your
ideas)

Im particularly excited about the writing this essay, this is because Im part of the
statistic in this topic. However, I will be discussing the topic on a much narrow view that is in
the context of Asian migrant in particular Malaysian and Singapore to New Zealand.
Sutcliffe and Glyn (2003), define globalization as the increasing international
integration of economic activity. If goods and services can move freely, why not people?
Todays knowledge-based economy also force corporations to compete in a more complex
and dynamic environment, which increase the demand for talents workforce to achieve
sustainable growth. For example, as corporations expand into new markets such as Brazil,
China, India and Russia, they need to have executives that are willing and able to work
within the cultural context of these countries. This require talented executive not only with
an international mind set but also the understanding of local customers and business
culture. With New Zealand placing great emphasis on the development of a knowledge
economy, attract talents will remain a biggest challenge (Bedford, Ho and Lidgard, 2001).
Previous scholastic research have recognize that migration is driven by economic
factors, most notably wage differentials between countries. In context of Malaysia, the
factor underpinning Malaysians' migration is the discontentment with the political economy
policy which resulted in intra-ethnic and inter-ethnic inequality and has only benefited the
elite class (Joseph, 2008). Globalisation have created regional economic differences such as
comparative gaps in real wage rate (Pritchett, 2006). Large number of Malaysian are
working in countries like Singapore because of this wages gap. Beside Singapore which is
geographically nearest to Malaysia, Australia and New Zealand are among the top
destination for Malaysian diaspora. Globalisation also changes the mobility of people across
permeable geographic and cultural boundaries (Baruch et al., 2006). Migration flow
particularly Asian countries to New Zealand increase significantly after the introduction of
the Immigration Policy Review in 1986, which abolished the traditional origin preference
for British and European migrants. Thus, country like New Zealand is now part of this
globalisation phenomenon and commonly referred to as a nation of immigrants (Jaeger and
Vitalis, 2005).
With these labour competition and border mobility are possible with lower
immigration and emigration barriers, people are more willing to relocate outside their home
countries (Tung and Lazarova, 2007). It is now impossible to separate the globalization of
trade and capital from the global movement of people (The Economist, 2002). Thus, the
course of globalization have significant impacts on this skill workers flows or sometimes
being labelled talent flow (Landis, 2008). This category of skill workers includes highly
skilled specialists, independent executives and senior managers, specialized technicians or
tradespersons, investors, businesspersons, and sub-contract workers. However, the
discussion of migration in relation to globalisation is seldom discuss by scholars, as there is a
possibility that any discussion of the topic will brand them as anti-immigration (Landis,
2008)
Over the past decade, the settlement countries of Australia, Canada, New Zealand
and the United States, as well the United Kingdom saw significant rises in their intake of
these highly skilled migrants (Chaloff & Lematre, 2009). Most migrants comes from
developing countries such as Malaysia, which is estimated to lose 10% to 30% of skilled
workers and professionals through migration. For receiving country like New Zealand, this is
a good news which help propel New Zealands quest towards knowledge economy. This a
brain exchange for New Zealand, with foreign talent replacing Kiwis who left to cross the
Tasman. Thus, New Zealand like other countries, particularly in the Western world, is
becoming an increasingly multicultural society (Jones, Pringle, & Shepherd, 2000). New
Zealand now has representatives from more than 200 nations (Statistics New Zealand, 2003).
However, the question which I would like to have an answer to is, Are Asian
migrants discriminated against in the labour market? There are various studies that has
pointed out the concerns about the fairness of opportunities available to migrants in host
country (Sayed, 2008; Joseph, 2013). Foreignness is a relative concept that defines these
alien actors as foreign outsiders in relation to native (i.e., local) actors (Luo & Mezias,
2002). The disadvantages that migrant encounter in their destination countries when
competing against the locals may be used as a basis to reflect migrants liability-of-
foreignness (LOF). Since the largest portion of migration to New Zealand are skill migrant
category, thus the discussion here will focus on how LOF effects migrant employment
prospects and societal context.
In terms on employment prospects, there are issues such the recognition of migrant
qualification, skill accreditation and work experience that might affect career trajectory of
migrant. In simplify matter, the discussion here will be narrow down specifically to the
financial sector. It is disappointing to find that the treatment of foreign qualification and
work experiences, particularly from developing countries such as Malaysia and ironically
even Singapore, as less worthy than local qualification and work experience. There are
arguments that state that migrants from third world societies (such as Malaysia) are
considered as inferior in comparison to those from western modernity (Spivak, 1990).
However, in my opinion, the problem very much lies in the recruitment process. Since most
employers in New Zealand engage the service of recruitment agencies, which could lead to
potential miss interpretation against these migrants skills and experiences. This also may
prevent potential companies who are actively seeking talent from finding the right
candidate as the so called HR experts or consultants in recruitment agency might not
have a full understanding of the hiring company requirements.
Skill migrants from Malaysia and Singapore, are thought to be lack of local
experience. However, I think that the recruitment agencies are getting it wrong as the
experiences gain in the financial sector from these labour markets should be comparable if
not better than New Zealand. This is because the labour markets here are very dynamic and
with plenty of multinational operating in both capital cities as compared to New Zealand. In
general, Singapore is known as the financial hub in South East Asia while Kuala Lumpur can
be regarded as the largest Islamic-compliance financial market in Asia. Malaysia and
Singapore are an ex-British colony, thus the institutional frameworks and usage of English
are influence by colonial culture legacies which is more or less similar to New Zealand. As
quoted by Middleton (2005),
For many job-seeking skilled migrants, there is nothing more frustrating, humiliating and
esteem-sapping than the words no New Zealand experience.
What is with this non-sense? Skilled migrants are trap in a catch-22 situation,
where they need to have New Zealand experience to qualify for an employment, while they
cant gain the experience without a job in the first place. Recruitment agencies in their
professional capacity should be promoting these skill migrants to prospect employer by
convincing employer of the skill and appropriate experience that migrants bring along with
them. Rather, the situation now, recruitment agencies are turning down migrants which
does not have New Zealand experience in favour of easy business with employers.
These recruitment agencies which simply act as a contractor for the employer, thus this
practice would not absolve the employer of liability (Fang, Samnani, Novicevic and Bing,
2013).
Unfortunately for most migrants, despite being approved for immigration because of
their education and skills, they should consider themselves lucky enter the workforce at a
lower level post-migration compared to their pre-migration occupation level. Some scholars
have attributed this situation to entrenched discrimination, which restricts skilled migrants'
entry into competitive job markets in the host economy (Iredale, 1997). In my experience
here as a migrant in New Zealand, these are the exact words from one of the recruiter:
I was in your shoes previously (she was a migrant from the UK and has just only been
in New Zealand for a year) and I truly understand your situation (i.e. newbie to New Zealand)
now. Your CV is great but they (recruiters) tend to make things hard for people like you (i.e.
Asian migrant).
Thus migrants from non ESANA or Europe, South Africa, and North America, typically
Asian are constructed as a secondary labour pool. According to Choudry et. al. (2009),
immigration policies are not neutral and exist within a racialized framework: skilled
immigrant workers are often employed in the lowest sectors of the workforce despite their
prior education and skills. This would means that the full potential of this group of migrant
might not be fully tap by host country, New Zealand.
While language proficiency, professional qualifications and experiences are crucial for
employment success post migration, equally important is the cultural fit or similarity in
cultural background that facilitates successful employment transition post migration (Colic-
Peisker, 2011). The existence of socio-cultural stereotypes (i.e., ideas about members of
particular groups based primarily on membership in that group) also affect migrants'
employability (Syed, 2008). For example, Tatli et al. (2012) show that in Germany, in
response to employers hesitance to hire migrants, policy-makers tend to focus on
improving migrants language skills, rather than addressing systemic discrimination on the
part of employers. Although, there are anti-discrimination legislation in New Zealand such
as the Human Rights Act 1993, Equal Pay Act 1972 and the Employment Relations Act 2000.
However, all this legislation are passive in nature and are driven by complains rather than
proactive eradication (Thornton, 2006). Furthermore, migrants from developing countries
are particularly disadvantaged because usually they have limited resources or awareness
about how to pursue a legal case (Syed, 2008). The process of thru lawsuit is enough to
break the courage of migrant, what more the expensive legal fees involve. The development
of anti-immigrant attitude crate more challenges for skilled migrants. This group of skill
migrant is hurt most when being stereotyped as unskilled, illegal residents. I must agree that
the attitude towards Asian migrant in New Zealand are way much better compared Australia
and other OECD nations.
Moving forward, it is suggested that New Zealand immigration policies should both
control immigration to manageable levels and adopt explicit melting pot strategies
designed to facilitate the integration and assimilation of new-comers into the social and
economic fabric of their adopted countries. New Zealand Immigration together with
relevant agencies, should work on more public education and awareness programs that
stress both the need for, and the national benefits of a control immigration. This will help to
combat stereotyping and employment bias. As suggested by Wilson et. al. (2005),
recruitment HR specialists should be constantly reminded that employment discrimination
will remain a problem, both from a social perspective, as well as from an employment
perspective. Not hiring on the basis of ethnicity or migration status is not just bad business,
it is clearly illegal under the Human Rights Act (1993). Indeed, national culture influences
organizational culture and values. In turn, organizational values affect job design, job
specifications and the prototypes of ideal job applicants (Syed, 2008). As a result, there may
be a list of disadvantage for migrants whose culture differ from host country. However as
globalisation take place and being good global corporate citizen, organisation has to play a
critical role to play in developing and implementing work routines and structures which are
inclusive for skilled migrants as well as other disadvantaged groups. The goal of an
organisation is far more beyond making profit for stakeholders, without the support of the
community that business operate in, an organisation is just a shell without life.



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I would also have to agree with Bedford, Ho and Lidgard (2001) that the actual experiences
of migrants in the New Zealand labor market and business environment were much less
positive.
In a multicultural workforce such as New Zealands, cultural stereotyping, prejudice and
discrimination have an impact on migrants' labour market participation (Colic-Peisker, 2011;
Ho & Alcorso, 2004).
Nevertheless, a typical outcome of such practices is that immigrants are often discriminated
against because they are offered lower pay than natives for the same type of job (Fang,
Samnani, Novicevic, & Bing, 2013)
Emigration to Australia, Europe and North America will clearly be an option for educated
and skilled New Zealanders

Malaysia's worldwide diaspora is estimated at 1 million people in 2010 and is geographically
concentrated in Singapore and Australia (World Bank, 2011). Most of the Malaysian
diaspora are of Chinese ethnicity, with a smaller number of Indians.
In a multicultural workforce such as Australia's, cultural stereotyping, prejudice and
discrimination have an impact on migrants' labour market participation (Colic-Peisker, 2011;
Ho & Alcorso, 2004).

While language accents and proficiency, professional qualifications and experiences are
crucial for employment success post migration, equally important is the cultural fit or
similarity in cultural background that facilitates successful employment transition post
migration (Colic-Peisker, 2011).

soft skills, which cover social dimensions including organizational fit, local experience,
communication, and cultural knowledge, are linked to covert and subtle forms of
institutional or systemic discrimination (Joseph, 2013).
Immigrant workers are a socio- economic category created by national and transnational
policies to keep a constant flow of menial and domestic labor to advanced western
countries. Immigrants are constructed as a secondary labor pool, and shaped through
social processes (Shan, 2009, p.2).
Most migrants, despite being approved for immigration because of their education and skills,
enter the workforce at a lower level post-migration compared to their pre-migration
occupation level (Choudry et al., 2009).
Knowledge, skills and cultural resources of migrants that are underutilized in the receiving
nations have detrimental social and economic effects to migrants, communities and the
nation-state (Meares, 2010; Iredale, 2005). Brain waste (Liversage, 2009), or the loss and
sub-optimal use of the valuable knowledge and skills of highly skilled Asian migrant women
have major economic and social consequences for both the countries of destination and the
migrant workers them- selves.

migrated to New Zealand after the introduction of the Immigration Policy Review in 1986,
which abolished the traditional origin preference for British migrants.
A macro-national context characterized by anti-immigration attitudes intensifies the
challenges skilled migrants face. Skilled, legal migrants are most hurt when stereotyped as
unskilled, illegal residents (Syed, 2008)
There is indeed no comprehensive system in place to proactively monitor and impose a
penalty for discrimination against any individual or group. Rather, the law requires
individuals take action in the form of lawsuits to seek redress for discrimination. Such
lawsuits are often expensive to litigate and extremely difficult to win. In addition, Migrants
from developing countries are particularly disadvantaged because usually they have limited
resources or awareness about how to pursue a legal case (Syed, 2008).
Employers usually treat foreign qualification and work experience, particularly from
developing countries, as less worthy than local qualification and work experience (Syed,
2008)
With globalisation, organisations around the world are adopting a more standard set of
business skills and operations procedure. For example, an accountant which are train in
Malaysia with CPA would be able to work in Australia or New Zealand that practice the same
business requirement. These sort of standardization of skills set have motivated migration in
recent years.

Globalisation has created various global organisation or better known as Multinational
National Corporation (MNC) such as KPMG, IBM, PWC and etc. The skilled migrant labor
force is a significant potential resource for these international organizations (Carr, Inkson
and Thorn, 2005).

National immigration policies should both limit immigration to manageable levels and adopt
explicit melting pot strategies designed to facilitate the integration and assimilation of
new-comers into the social and economic fabric of their adopted countries. They should also
include ongoing public education programs that stress both the need for, and the national
benefits of, limited immigration.

The main objectives of this approach are to discourage the development of persistent
immigrant enclaves, to accelerate immigrants' development of a sense of identity with the
larger society, and to improve public understanding of the modern role of immigration.
Strong social cohesion is necessary to facilitate the implem

The real motivator of migration, according to Homer-Dixon (1999) is the gap between the
potential migrants' current level of satisfaction and the level they expect to attain in a new
land. The larger the gap, the greater the incentive to migrate (Homer-Dixon, 1999, p. 110,
quoted in Nierenberg, 2002).
Skilled workers have been defined as having a university degree or extensive experience in a
given field (Iredale, 2001).

Journal to be find:
Poot, J. (1993). Adaptation of migrants in the New Zealand labor market. International
Migration Review, 121-139.
Winkelmann, R. (2001). Immigration policies and their impact. International Migration:
Trends, Policy and Economic Impact, 1.
Zodgekar, A. (2005). The changing face of New Zealand's population and national identity.
New Zealand identities: Departures and destinations, 140-154.
Winkelmann, R. (1999). Immigration: The New Zealand Experience (No. 61). IZA Discussion
paper series.

Workforces around the world have become larger, increasingly diverse, more educated, and
more mobile (Briscoe, Schuler, & Claus, 2009; Friedman, 2005).
Globalization, with increasing economic integration across nations, profoundly impacts
labor supply and the talent war.
This global environment has not only changed the way business is conducted, but also
influenced the flow of talent globally.
Inter-country and regional economic and demographic differences also stimulate labor flows
such as comparative gaps in real wage rates and differences in labor-force age profiles
(Pritchett, 2006).