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This study examines the tensions between newcomer migrants and established immigrants in the workforce in the United Kingdom. Semi-structured interviews were conducted with 23 participants in a food-manufacturing company to investigate how solidarity and conflict among groups of migrants impact their ability to integrate into the workplace. The research found that heightened levels of conflict occur between new and long-term immigrants. This engenders segregation as well as discrimination within the immigrant groups, which then hampers their career growth opportunities. The results have important consequences for diversity and inclusion in the workforce. The study shows that diversity needs a greater and wider focus than the current emphasis on the local population vs. immigrant paradigm. More attention should be devoted to tackling tensions between groups of immigrants. [ABSTRACT FROM AUTHOR]

An accurate estimation of international migration is hampered by a lack of timely and comprehensive data, and by the use of different definitions and measures of migration in different countries. In an effort to address this situation, we complement traditional data sources for the United Kingdom with social media data: our aim is to understand whether information from digital traces can help measure international migration. The Bayesian framework proposed is used to combine data from the Labour Force Survey (LFS) and the Facebook Advertising Platform to study the number of European migrants in the United Kingdom, with the aim of producing more accurate estimates of the numbers of European migrants. The overarching model is divided into a Theory-Based Model of migration and a Measurement Error Model. We review the quality of the LFS and Facebook data, paying particular attention to the biases of these sources. The results indicate visible yet uncertain differences between model estimates using the Bayesian framework and individual sources. Sensitivity analysis techniques are used to evaluate the quality of the model. The advantages and limitations of this approach, which can be applied in other contexts, are discussed. We cannot necessarily trust any individual source, but combining them through modeling offers valuable insights. [ABSTRACT FROM AUTHOR]

The migration of health care professionals exposes the individual to a variety of challenges as they adjust to the host country's workforce system. While there is a growing body of literature on the individual transition stage of internationally qualified health care professionals, little is known about the overall process and how each stage interacts with the others. To examine what is known about factors impacting transition experiences of internationally qualified health care professionals at various stages from pre- to post-arrival in their new country. Scoping review incorporating narrative synthesis was conducted. A range of databases were searched, including CINAHL, Medline, Scopus, and ProQuest, as well as reference lists. The adapted framework methodology described by the Joanna Briggs Institute informed this review. The review included qualitative and quantitative primary peer-reviewed research studies focusing on transition experiences of internationally qualified health care professionals. Included studies were analysed and synthesised using a three-step narrative synthesis. A total of 48 studies were included in the review from nursing, medicine, dentistry, physiotherapy, occupational therapy, and midwifery, with the majority from nursing. The majority of the internationally qualified health care professionals migrated from Philippine, India, and South Africa to the US, UK, Canada, and Australia. Four themes emerged from the review: misguided migration (pre-arrival), a shocking reality (early arrival), challenging accreditation and orientation (registration), and multidimensional work challenge (post-registration). Identified issues impacting the transition experience of internationally qualified health care professionals across different disciplines and nations were generally similar. Misinformation resulted in unexpected realities upon arrival in destination countries, ineffective accreditation procedures during registration and inadequate support in destination countries led to workplace challenges. With ongoing recruitment of international health care workers, a holistic approach that considers the various stages of transition is necessary to assist in establishing new identities and integrating into the destination country's workforce. This includes informing internationally qualified health professionals accurately about professional and cultural expectations in host countries prior to migration, implementing culturally specific training upon arrival in the destination country, developing and implementing effective accreditation and registration policies, and providing structured mentorship and support following employment. [ABSTRACT FROM AUTHOR]