Managing diverse human capital for the Western Sydney region's economic and social development

Abstract

The purpose of this qualitative research was to uncover barriers to culturally and linguistically diverse (CALD) job candidates gaining employment for which they hold relevant qualifications in the Western Sydney area. The research was motivated by data and debate about the underutilisation of the region's migrant human capital in the context of predicted strong population growth in the region. The research explains the experiences of eight qualified CALD job candidates in the context of the policy and practices of two large organisations in the Western Sydney region, presented as case studies. That is, consideration was given to both the supply-side and the demand-side of the labour market, in line with the insights from literature on labour market theory and theoretical and empirical literature about human resource management and diversity management specifically with regard to CALD. In appreciation that many factors shape labour market patterns, qualitative methodology was selected as appropriate for investigating the factors underpinning recruitment and selection outcomes in the Western Sydney region. Human resource management policy and practice, diversity management policy and practice, and candidates' approaches and performance during recruitment and selection processes were considered. The contextualised empirical findings from interviews with eight CALD job candidates, two diversity management experts, and two case studies of Western Sydney organisations were analysed drawing on theories of labour market segmentation, human resource management, building inclusion in the workplaces and diversity management. Equal employment opportunity, anti-discrimination laws, and affirmative action were also considered as facets of diversity management. Practices to reduce barriers, particularly on the demand-side, were identified. The most significant barrier among the qualified CALD job candidates was their lack of local experience. Other barriers were networking and communication, foreignness - which includes language, accent and culture, and ineffective human resource professionals and recruiters were other significant barriers identified in this research. In illuminating these hurdles this research contributes to extending understanding on how to address the underutilisation of human capital through improving diversity management practices, which has significance for the region's economic and social development.

Date of Award	2018
Original language	English