Migration into the UK has become a hot topic of the moment
mainly because of the low employment rates among UK nationals. Recent data
shows that unemployment now stands at 2.6 million, the highest level since 1994
(Source: BBC).
Unemployment seems to be particularly troublesome between the ages of 18 and
24. Mayor Boris Johnson has added to the debate by claiming that the youth find
themselves in this predicament because they lack the energy, drive and
determination that so many of the migrants have. But is it really that simple?
Is it just a case of cultural differences and expectations that prevent UK
nationals seeking employment?
I must admit that to a certain degree there is a case to be
heard here. The different characteristics of migrants and UK nationals do play
a role in how they respond to current job opportunities. Several studies have confirmed this. Migrants
have been noted to be more flexible and entrepreneurial, factors which can go a
long way in locking down a job. More importantly however, studies also
highlight that migrants tend to have a higher level of education, which would
explain why migrants have higher paying jobs than UK nationals in some sectors.
In general, most research has shown that migration into the
UK has little effect overall on UK resident’s wages. Although if separate
industries are put under analysis, individuals in the higher paid jobs tend to
benefit whilst those at the lower end of the pay spectrum loose out. I guess
this is the main reason why there is much concern about “migrants taking jobs
away”. In this instance, where competition is stronger, an increase in the
labour supply will depress wages for everyone. If this has the effect of reducing
the wages below a point where UK nationals are willing to work, then it could
increase unemployment. However, there is also evidence that shows this effect
is very minimal.
So what does this all mean for UK nationals? Should we all
try and find a new lease of life, become more self-confident and flexible? Even
if that was the case, there are still no guarantees that we would get the job. A
recent article published in the Evening Standard (23/01/2012) entitled “Why
can’t a Brit get a Job at Pret?” (available here) describes how a British brand only has 19% of its staff as
British. The Evening Standard follows the application of 4 British young
workers as they try and get a job within the chain. But they all fall at the
first hurdle and none are invited for interview. Joshi Hermann, the writer of
the article, gets the opportunity to work in one of the stores and explains
quite interestingly that an applicant’s final fate rests in the hands of the
current staff. Pret calls this a democratic process. Now, if the majority of
staff members are from one region, wouldn’t they tend to side with someone that
they have some type of cultural affinity with? Even if it is unspoken.
Without concrete figures, this is all speculation.
For further information see articles by Glover et. al,
Dustmann and the UK Border Agency.
