This paper examines the reasons for the invisibility of skilled female migrants in studies of skilled migration in Europe. The choice of research agendas has played a major part in rendering women invisible. The emphasis has generally been on transnational corporations, which, especially in their higher ranks, remain resolutely male-dominated. The presence of migrants in welfare sectors (i.e. education, health and social services), which are strongly feminised, has been ignored. Feminist research has also tended to obscure the role of skilled migrants in its emphasis on the unskilled. Theoretical and methodological developments in studies of migration have also made few inroads into our understanding of skilled migration.

The invisibility of skilled female migrants and gender relations in studies of skilled migration in Europe

Der Verhaltenskodex der WHO (2010) fur die internationale Anwerbung von Gesundheitsfachkraften (WHO Global Code of Practice on the International Recruitment of Health Personnel) enthalt umfangreiche Empfehlungen fur eine faire, transparente und nachhaltige internationale Rekrutierung von Gesundheitsfachkraften. Die GOG erhebt im BMG-Auftrag Daten zu aus dem Ausland stammenden Personen in Gesundheitsberufen. Osterreich ubermittelt - wie die anderen Mitgliedstaaten der WHO - seit dem Jahr 2012 alle drei Jahre einen Bericht zum Umsetzungsstand des Kodex. Ziel ist, sowohl in der nationalen Gesetzgebung, als auch in europaweiten politischen Entscheidungsprozessen, den ethischen Umgang in der Anwerbung von Gesundheitspersonal zu verankern.

WHO Global Code of Practice on the International Recruitment of Health Personnel

Language lies at the heart of international business (IB) activities, yet language as a key construct in the field of IB has not been sufficiently articulated or theorized Language presents itself in forms such as national, corporate, technical or electronic, in functions in terms of defining hierarchies, exercising power or facilitating integration and in features such as the use of mixed syntax or gender-marking Understanding the complex interplay between the multiple facets of language and how they affect day-to-day operations is becoming increasingly critical to global business effectiveness The purpose of this special issue is, therefore, to catalyze and set a course for the development of a new domain in IB scholarship originating from an explicit focus on language

https://link.springer.com/content/pdf/10.1057%2Fjibs.2014.24.pdf

The multifaceted role of language in international business: Unpacking the forms, functions and features of a critical challenge to MNC theory and performance

This article seeks to explore the world of the gynaecology nurse. This world defines the gendered experience of nursing; that is, women in a women's job carrying out 'women's work'. It is also a world that receives scant public recognition due to its association with the private domain of women's reproductive health. Many issues dealt with on a daily basis by gynaecology nurses are socially 'difficult': cancer, infertility, miscarriage and foetal abnormalities; or socially 'distasteful': termination of pregnancy, urinary incontinence, menstruation and sexually transmitted disease. The 'tainted' nature of gynaecology nursing gives it the social distinction of 'dirty work' but does not deter the gynaecology nurse from declaring her work as 'special', requiring distinctive knowledge and skills. Qualitative data collected from a group of gynaecology nurses in a North West National Health Service hospital displays how they actively celebrate their status as women carrying out 'dirty work'. Through the use of ceremonial work that continually re-affirms their 'womanly' qualities the gynaecology nurses establish themselves as 'different', as 'special', as the 'other'.

Women's Work, Dirty Work: The gynaecology nurse as 'Other'

Although skilled migration now represents the only ‘acceptable’ form of migration into the UK there has so far been little analysis of the ways in which the shift in the skills of the primary migrant reconfigures family migration. In this paper I outline some reasons for this neglect, highlighting the ways in which two related sets of debates, that on gender and international migration into Europe and that on tied migration, have not yet adequately addressed the changing role of migrant women in contemporary labour markets. Both offer a critique of patriarchy within the household but neither have examined the ways in which immigration regulations intersect with labour market conditions in influencing family strategies around labour market participation of men and women in migrant households. Through the example of medical labour markets I argue that such an analysis is necessary for understanding family migration amongst the skilled.

The difference that skills make: gender, family migration strategies and regulated labour markets

HARDILL I. and MACDONALD S. (2000) Skilled international migration: the experience of nurses in the UK, Reg. Studies 34, 681-692. This paper reports on a study of the most feminized of professions, nursing. Current shortages of nurses within the UK National Health Service (NHS) have resulted in the recruitment of increasing numbers of overseas-qualified nurses. The study is based on the biographies of overseas-qualified nurses, obtained through in-depth interviews carried out in one case study hospital. Using these personal narratives, this paper illuminates the complex interweaving of economic and non-economic factors involved in migration decisions. Most nurses migrated as solos, experienced downward occupational mobility, and are used as a temporary stop-gap to fill labour shortages. HARDILL I. et MACDONALD S. (2000) La migration internationale des ouvriers qualifies: etude de cas des infirmieres britanniques, Reg. Studies 34, 681-692. Cet article fait un compte-rendu d'une etude de la profession la pl...

Skilled International Migration: The Experience of Nurses in the UK

The globalization of production and services has accelerated the demand for expatriate workers. Using the household as the basic social unit, we examine the effects of participating in this global labour market for men and for women. In the international labour market women are often excluded or marginalised and their household work may go unrecognised and unrewarded. Organisational attempts to make relocations acceptable may be inadequate or subject to recessionary pressures. We draw on interviews carried out with 30 dual-career households working in the Greater Nottingham area to explore the labour market experiences of a subset —of expatriate managers and professionals and their partners—the differential effects on their careers and the decision-making process involved in their relocations.

Choosing to relocate

This paper explores a night nursing sub-culture which is struggling to survive. The context is the NHS in the UK. This exclusively female group within an organization numerically dominated by women evokes hostile reactions from other cultural groups within the NHS, based on its perceived espousal of ‘female’ ways of being. Increasingly threatened by the new managerialism of the NHS, the permanent night shift faces extinction as a group. This paper describes the night nurse culture as it exists in a general hospital and offers some insights into the way that gender relations evolve to sustain male power in an organization where women are numerically dominant.

‘Doing Life’: Gender Relations in a Night Nursing Sub‐Culture

Incivility in practice - incidence and experiences of nursing students in eastern Canada: A descriptive quantitative study.

Despite the importance of using foreign languages as a means of increasing competitiveness in overseas markets, there is little empirical data on how firms use languages and access training as part of a competitive strategy. Based on interviews with the owner/managers of 14 firms in Northamptonshire, this paper considers their use of language training. A detailed investigation was carried out of the type of training used in the surveyed firms. Through the use of in‐depth interviews, the diverse strategies used by the firms were revealed. The implications for local training providers are also discussed.

An exploration of the use of language training in exporting firms. Case studies from Northamptonshire

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