The National Survey of vacancies in the private non-agricultural sector undertaken in late1999/early 2000 indicated that some 16 per cent of all firms with current job vacancies were attempting to recruit abroad, compared with 13 per cent in an earlier survey conducted in 1998/99. The highest incidence of overseas recruitment activity occurred in high-technology manufacturing (30 per cent) and in transport, personal and other services (29 per cent) (Williams et al. 2001: 35).
Immigration accounted for only a small part of total labour force growth in recent years, adding 48,500 to the population of working age between 1994 and 2000 (NESF 2000: 29). Available projections of labour supply to 2005 point towards a significant dependence on continued immigration if projected labour force requirements are to be met (Table A2.2.20). The projected short-term downturn could temporarily end net immigration, but medium-term projections envisage a continuing but declining flow from this source of labour supply (ESRI Medium-Term Review 2001-2007: chs.4 and 5).
A gross immigration inflow of 162,000 was projected between 1998 to 2005 (Sexton et al. 2001: 31). The activities most dependent on immigration involve skilled occupational categories: managers, professionals, associate professionals, skilled manual workers and craft workers. Significant immigration flows are also projected to be required in sales and clerical activities. The more rapid economic growth and employment growth, the greater will be the dependence on immigration (NESF 2000: 33-4). It has been projected that it is unlikely that the other available sources of labour supply will be able fully to meet increased labour demand over the medium term, particularly in those activities where the most acute needs are likely to arise (Sexton et al. 2001: 39-40).
Irish nationals have typically accounted for about 50 per cent of annual migration inflows, although in recent years their share has fallen to 43 per cent. Over time as the available pool of potential Irish immigrants declines, the composition of immigration by country of origin can be expected to change
(NESF 2000: 29). No detailed data are available on the country or region of origin of immigrants, and hence on the composition of the immigration flow and changes therein. Nationals of the European Economic Area (EEA), comprising the EU plus Norway, Iceland and Liechtenstein are legally entitled to work in Ireland without prior authorisation. The granting of renewable work permits provides an indication of the trend in immigration among non-EEA nationals. These are granted in circumstances where employers establish that it has not been possible to fill vacancies with Irish persons or other persons for whom a work permit is not required.3 In 2000 the Government introduced a new Work Authorisation/Work Visa Scheme for qualified persons with an offer of a job in a designated occupation (NESF 2000: 106-7).
Data on work permits indicate the sharp rise that has occurred in non-EEA immigration since the mid 1999s, and, in particular since 2000 (Table A2.2.21). Data on work visas/authorisations also show growing numbers of immigrants joining the workforce from this programme, although the numbers are substantially smaller (Table A2.2.22). When viewed in the context of the data on immigration flows in Table A2.2.20, these data indicate that the flow of immigrants into the workplace has become more diverse (see also IBEC 2000: 4). Data are available for a sample of 250 companies in sectors where the employment of non-EU immigrants or refugees was known or thought to be concentrated. This shows that in the region of 40 per cent of companies employed immigrants/refugees. Sixty-three per cent of these were in a range of services, especially hotels and catering. In manufacturing the largest concentration of companies (13 per cent) was found in electronics and telecommunications (IBEC 2000: 2).
These trends and migration projections point towards growing diversity in employment in enterprises and workplaces across a wide spectrum sectors and activities. Adapting to growing diversity represents a challenge, and one with little precedent in Irish employment relations. Among the specific challenges arising at these levels are:
— Developing polices to prevent discrimination or harassment on grounds of race in compliance with the Employment Equality Act of 1998 and the
3 Several categories of immigrants are exempt form this requirement. Employees of multinationals operating in Ireland posted on transfer and secondment are exempt for a fixed period, as are people granted leave to take up employment by virtue of being a spouse or parent of an Irish national, or allowed to remain in Ireland on humanitarian grounds.
Equal Status Act of 2000. The legislation covers discrimination in the areas of recruitment, as well as employment and training opportunities and general terms and conditions of employment.
— Developing policies to promote the integration of racial minorities in the workplace.
— Identifying best practice and models for the management of diversity and their dissemination across enterprises and workplaces.
— Developing an anti-racism policy and procedures for handling grievances and complaints of a race-linked nature.
— Developing training programmes addressing the implications of diversity for all human resource and industrial relations systems, policies and practices.
— Developing the potential of a diverse workforce for improving business performance and for enhancing the quality of working life of all sections of the workforce.
— Growing diversity in the workplace also raises a series of issues for deliberation at national level, some already subject to deliberation by the social partners. These include the operation and consequences of schemes permitting immigrants to avail of employment opportunities.