How ‘best fit’ excludes international graduates from employment in Australia: a Bourdeusian perspective
How ‘best fit’ excludes international graduates from employment in Australia: a Bourdeusian perspective
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“最适合”如何将国际毕业生排除在澳大利亚就业之外：布多斯的观点
DOI：
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发表时间：
2019
影响因子：
1.4
通讯作者：
M. Rahimi
中科院分区：
文献类型：
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作者：
J. Blackmore;M. Rahimi
摘要 很少有组织，甚至是本地企业，能够免受全球经济活动或国际教育等广泛的全球移民计划的社会和文化影响的影响。尽管如此，既定的招聘流程仍然顽固地局限于本地，使符合“像我们这样的人”标准的候选人享有特权，以与现有劳动力产生“良好契合”。在一项为期三年的研究中，调查了从澳大利亚大学护理、工程和会计专业毕业的国际学生的就业结果，我们采访了潜在雇主（跨国、中型和小型），了解他们的招聘做法。我们发现雇主认为证书表明了技术能力，而签证资格和英语语言能力（语言资本）等明显客观的标准往往会过滤掉许多国际学生候选人。此外，在学历主义兴起的背景下，雇主还寻求就业能力或 21 世纪的“软技能”，这些技能被认为可以从教育转移到工作中。但申请人之间的最终区别形式是基于申请人是否“适合”组织文化和现有团队。尽管雇主们同意管理层的言论，赞扬劳动力多元化在性别、文化和语言资本方面的好处，但招聘实践中却出现了针对国际毕业生的无意识偏见，从而复制了单一文化而不是包容性的组织。
ABSTRACT Very few organisations, even local firms, are insulated from global economic activity or the social and cultural consequences of widespread global migration programs such as international education. Nonetheless, established recruitment processes remain stubbornly local, privileging candidates who conform to the criterion of ‘people like us’ to produce a ‘good fit’ in relation to the existing workforce. In a three-year study investigating the employment outcomes of international students graduating from Australian universities in nursing, engineering and accounting, we interviewed potential employers (multinational, medium and small) regarding their recruitment practices. We found employers considered the credential indicated technical competence while the apparently objective criteria like visa eligibility and English language ability (linguistic capital) often filtered out many international student candidates. Additionally, in the context of rising credentialism, employers additionally looked for dispositions of employability or 21st century ‘soft skills’ considered to be transferrable from education into work. But the final form of distinction between applicants was based on whether the applicant would ‘fit in’ to the organisational culture and existing teams. Despite employers agreeing with management discourses extolling the benefits of workforce diversity with regard to gender, cultural and linguistic capitals, recruitment practices saw unconscious bias exercised against international graduates, thus reproducing monocultural rather than inclusive organisations.