Abstract The thesis concerns how diversity management can create upward mobility amongst ethnic minorities in the Danish labour market. Ethnic minorities have a weaker affiliation to the labour market than ethnic Danes and work mostly within jobs sensitive to market fluctuation, where they are the last to be hired and the first to be fired. The thesis analyses how diversity management initiatives enhance ethnic minorities labour market attachment. In order to answer the research question I deploy a case study of a service sector company ISS, which has initiated the Mesterlæreuddannelse, an apprenticeship in order to improve the representation of ethnic minorities in leading positions on the lower organizational levels. The empirical sources consist mainly of qualitative interviews with employees. Furthermore I draw on quantitative statistical material on the effects of the Mesterlæreuddannelse on mobility and retainment of employees within ISS. The theoretical framework combines two perspectives. One directs attention to the organisational level through theory of diversity management. Focus is on whether there is a contradiction between the business rationale and equal opportunities in the workplace. The second perspective aims at shedding light on the social processes in the labour market. The analytical framework of Pierre Bourdieu is applied in order to analyse which mechanisms of change affect ethnic minorities’ self-understanding and their possibilities in the Danish labour market. This perspective is combined with network theory, which illustrate how strong and weak social networks amongst ethnic minorities have an influence on upward mobility. The thesis concludes that the most important rationale behind the initiation of the Mesterlæreuddannelse is shortage in labour supply. However this does not conflict with the aim of enhancing equal opportunities for mobility in ISS. Furthermore the thesis illustrates how such initiatives make it possible to loosen the strong and bonding social networks in order to enhance bridging social networks, since they are vital for mobility. It is important that resourceful persons within the organisation participate in this process, together with specific initiatives like the Mesterlæreuddannelse and supportive company policies. In the light of the analysis recommendations are directed at companies and politicians for a further effort in terms of how to enhance ethnic minorities’ labour market affiliation through initiatives that focus on upward mobility.
|Uddannelser||Forvaltning, (Bachelor/kandidatuddannelse) Kandidat|
|Udgivelsesdato||7 maj 2009|
- etniske minoriteter