Skill Requirements and Employment of Immigrants in Swedish Hospitality

PublikationBokkapitel
Karl Wennberg

Sammanfattning

This chapter examines sorting of workers from various immigrant groups in Sweden into sectors and jobs comparing these patterns to jobs held by natives in the same sectors. A specific focus is put on the skill composition of jobs and how this differs among migrants’ and natives’ job sorting. We use matched data on jobs, employers, and workers in Swedish hospitality, construction, and retail sectors to document patterns of country of origin-based segmentation. Results show that immigrants primarily enter routine jobs requiring a higher level of technical skills compared to natives who are more often found in non-routine jobs requiring interpersonal skills. In construction and retail, immigrants and natives work mostly in non-routine jobs. These stark patterns of job segregation suggests that education and training efforts among migrant workers should consider the acquisition of language and interpersonal skills in addition to formal training and education.

Kazlou, A., & Wennberg, K. (2023). Skill requirements and employment of immigrants in Swedish hospitality. In Migration and Integration in a Post-Pandemic World: Socioeconomic Opportunities and Challenges.


Liknande innehåll

Mot en mer produktiv innovationspolitik?
Artikel (utan peer review)Publikation
Broström, A., & Wennberg, K
Publiceringsår

2025

Publicerat i

Eonomisk Debatt

Sammanfattning

I vår underlagsrapport till regeringens produktivitetskommission (Broström och Wennberg 2024) diskuterar vi hur forskning och innovation driver produktivitet, och vilka slags reformer som kan förstärka innovationsdriven ekonomisk tillväxt. En central fråga är vad innovationspolitik kan och bör vara. Vi pekar på att åtgärder för att stärka kompetensförsörjning, handel och väl fungerande marknader hör till de allra mest centrala frågorna i en politik för innovation som driver produktivitet. Men även mer riktade åtgärder som skatteincitament för FoU och statliga investeringar i forskning och tidig utveckling har en naturlig roll att spela. Det är dags att revitalisera innovationspolitiken och återfinna fokus.

Vår underlagsrapport till regeringens produktivitetskommission (Broström och Wennberg 2024) diskuterar (i) vilka möjligheter som finns att genom offentliga reformer stimulera produktivitetsdrivande privata investeringar i forskning och utveckling, samt (ii) vilka slags statliga satsningar som bäst kan stimulerar produktivitetstillväxt genom att komplettera privata investeringar i forskning och utveckling. I denna artikel summerar vi rapportens huvudsakliga delar, med fokus specifikt på delar där vi tror att Sverige genom renodling samt benchmark med framstående länder kan förbättra sin innovationspolitik.

Kunskap som drivkraft för produktivitet bygger framför allt på forskning vid lärosäten och myndigheter samt det privata näringslivets investeringar i forskning och utveckling (FoU). FoU är den främsta källan till långsiktig produktivitetsutveckling och en grund för svenska företags internationella konkurrenskraft.

Dynamics of founding team diversity and venture outcomes: A simulation approach
Artikel (med peer review)Publikation
Sundriyal, V. K., Lévesque, M., Wennberg, K., & Norgren, A.
Publiceringsår

2024

Publicerat i

Strategic Entrepreneurship Journal

Sammanfattning

Research summary

Entrepreneurship research overlooks the dynamics of changing diversity in founding teams. Our simulations calibrated from existing studies suggest that founding teams that change diversity exhibit greater discounted performance for their ventures due to being less diverse and thus their ventures surviving longer, compared to teams that maintain their diversity. Moreover, discounted performance is higher for teams changing diversity due to other teams’ performance than due to their own poor performance. Simulating without membership changes the interdependence between team diversity, venture performance, and team disruption, we find that while team diversity is overall performance-enhancing, this association differs across contexts and its impact varies as ventures mature. Founding team diversity should thus be seen as a continuum where moderate diversity can best serve teams in turbulent environments.

Managerial summary

We simulated the behavior of founding teams over time to show that compared to teams that do not change their diversity, those who do experience greater discounted performance for their business ventures. This improvement stems from the increased longevity, and thus greater accumulated performance, for teams that switch since they are more rather than less homogeneous. Our investigation also indicates that ventures led by teams that change diversity because they aspire to outperform other teams, tend to exhibit greater discounted performance than those that change diversity to outperform themselves. When we investigate the interconnectedness of teams’ diversity, ventures’ performance, and disruption, albeit without allowing for any changes in team diversity, we find that while diversity usually helps, teams moderately diversified tend to perform best in turbulent times.

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