Challenges faced by new migrants entering existing workplace communities in the UK

Abstract

Despite the benefits of workforce cultural diversity, media and societal structure biases have led to a failure to recognise any internal attitude differences towards migrant communities (Hack-Polay, 2006), leading to a lack of migrants’ opportunities being manifested internally rather than across national boundaries (Anderson, 2010). Based on migrants’ lived experiences, while profit maximisation enabled by their presence in the workforce is valued, institutional structures to aid integration of new migrants remain lacking (Alberti, 2016; Fernández-Reino et al., 2020; Holgate, 2018; McDowell et al., 2008; Portes, 2018). Prevailing literature mainly focuses on the native population and migrants rather than also considering relations within organisations’ migrant communities: a gap this study aims to fill. Hence, this research investigates whether attitudinal conflicts exist between new migrants and long-term immigrants by exploring working relationships in FoodPro.Co (anonymised) a major UK food producer. To identify and explore barriers and facilitators, the impact of organisational policies on new migrants’ workplace integration is further questioned. This qualitative cross-sectional case study, within a critical realist philosophy, depicts migrant lives via semi-structured interviews at all occupational levels. The themes developed comprise: 1) Challenges Faced by FoodPro.Co; 2) Working Relationships and Attitudes; and 3) Motivations, Opportunities and Costs. Contrary to existing literature which suggests unity among diverse labour in precarious working conditions (Wills et al., 2009; Roy, 1973), the interview data portray the obvious presence of conflict between long-term immigrants and new migrants, specifically between different ethnic groups, driven by ethnicities and language, thereby fuelling discrimination and segregation attitudes. This study’s contemporary stand, examining UK migrant labour market patterns, is crucial in the ever-changing global environment and encourages academia to delve into in-group workplace dynamics between migrant groups. The main recommendations, from key insights, comprise further diversity and inclusion training, and emphasis on employee well-being, engagement, and equality in practice.