Volume 11 - Issue 56
/ August 2022
9
https://www.amazoniainvestiga.info ISSN 2322- 6307
DOI: https://doi.org/10.34069/AI/2022.56.08.1
How to Cite:
Bannikova, K. (2022). Ukrainian refugees and the European labor market: socio-cultural markers of interaction. Amazonia
Investiga, 11(56), 9-17. https://doi.org/10.34069/AI/2022.56.08.1
Ukrainian refugees and the European labor market: socio-cultural
markers of interaction
Los refugiados ucranianos y el mercado laboral europeo: marcadores socioculturales de la
interacción
Received: September 12, 2022 Accepted: October 5, 2022
Written by:
Kateryna Bannikova1
https://orcid.org/0000-0002-5696-1033
Abstract
The study aims to identify the main aspects of the
influence of the socio-demographic and cultural
characteristics of migrants from Ukraine on their
integration into the labor market in Europe.
The methodology of the research is based on the
methods of systematic approach and structural-
functional analysis with the use of general
scientific methods of SWOT-analysis,
description, analysis and synthesis, comparison,
and generalization. The use of these methods
allowed for an analysis of the totality of
statistical data and the results of sociological
research on migrants, the peculiarities of national
culture in Ukraine as a general environment of
professional activity of migrants from Ukraine,
their system of values in comparison with similar
characteristics of Europeans.
As a result, the conclusion is that most Ukrainian
refugees will face a mismatch with the needs of
the European labor market due to the difference
in their usual prevailing type of organizational
culture and value system, which causes the need
for an adaptation policy. It is shown that the risks
of mismatch should be identified, controlled, and
avoided by means of developed public policies,
including special communication campaigns.
Keywords: values, culture, management,
refugees, foreign workers, labor market.
Introduction
Russia launched a full-scale military invasion of
Ukraine in 2022. This event radically affected the
1
PhD, Sociological sciences. 22.00.04 - Special and sectoral sociologies V. N. Karazin Kharkiv National University (Kharkiv)
Director of Talent Acquisition and Human Resources, Ukraine.
European and world economies, in particular the
labor market. A situation has emerged that is
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characterized primarily by the abundance and
unusual composition of Ukrainian refugees in
European countries. Whereas in previous periods
migrants were predominantly men, who traveled
purposefully to earn money to meet labor market
needs, now it is mostly women, children, and the
elderly (Oxford Analytica, 2022). Researchers
note that this war was the most serious refugee
crisis in Europe since World War II (Leon et al.,
2022). However, due to the fact that events are
unfolding very rapidly, and the situation is
constantly changing, there have not yet been
studies that have thoroughly and
comprehensively examined this topic, and in
particular the conditions, influencing factors, and
prospects for the integration of Ukrainian
refugees into the European labor market. This
issue, therefore, has so far not only been
unresolved but not even sufficiently addressed.
This study is an attempt to do just that.
With this in mind, the study aimed to identify the
main aspects of the influence of socio-
demographic and cultural characteristics of
migrants from Ukraine on their integration into
the labor market in Europe. Achieving this goal
required focusing on the following main research
tasks, the implementation of which are outlined
in the relevant sections of this article: to provide
a theoretical basis for highlighting the influence
of national values on the conditions and results
of work of Ukrainian refugees in Europe; to
improve the methodology of research of this
influence; to identify features of this influence; to
develop recommendations for optimization of
approaches to the integration of Ukrainian
refugees in the labor market in Europe.
Theoretical Framework
In our opinion (and this is the main hypothesis of
the study), the main problem of integration of
Ukrainian refugees into the European labor
market is the need to overcome certain
discrepancies between the values, norms, and
behavior patterns inherent in the organizational
culture that accompanied the professional
activities of migrants in Ukrainian companies on
the one hand, and their European patterns, on the
other. Therefore, we consider it expedient to go
out in our study according to the concept of
G. Hofstede (Hofstede, Hofstede, & Minkov,
2010), who developed his own concept of
national cultures and proposed six dimensions of
it, which are:
1. Power distance, associated with different
solutions to the basic human problem -
inequality.
2. Uncertainty avoidance associated with the
level of stress in society in front of an
unknown future.
3. Individualism vs. collectivism related to the
integration of individuals into primary
groups.
4. Masculinity vs femininity, related to the
distribution of emotional roles between
women and men.
5. Long-term and short-term orientation
related to the choice of focus for people's
efforts in relation to the future, present, or
past.
6. The indulgence associated with pleasure
versus control of the basic human desire
associated with the enjoyment of life.
On the other hand, it is important to pay attention
to the opinion of S Schwartz (2006), according to
which cultural value orientations are a tool of
conceptualization and operationalization of the
key element of culture. These orientations
characterize cultures, not individuals.
Evaluations of a country are not preserved in the
mind of any individual, nor do differences
between any pair of individuals fix cultural
distances between societies (Lassalle et al., 2020).
These orientations are basic, they justify and give
coherence to the ways in which social systems
function. They are external to individuals and are
expressed in the distribution of expectations and
opportunities faced by members of a cultural
group (ILO, 2022).
An important theoretical foundation for the study
of this range of issues is that institutional and
group differences cause social tension, conflict,
and cultural change. Distinguishing cultural
orientations from basic individual values allows
us to investigate the impact of societies'
normative culture on the values of their members.
Cultural value orientations are an aspect of
societies' cultural system; core values are an
aspect of individuals' personality system
(Schwartz, 2007). If we distinguish between
them, we can use them together to gain a much
deeper understanding of human behavior in
different societies (Bannikova, 2016). For this
purpose, the work applies factual and statistical
material contained in the studies of a number of
authors (Beaumont, 2022; Berezivska, 2022;
Chaliuk, 2022; De Coninck, 2022).
Methodology
To achieve the goals of the study, a systematic
approach and structural-functional analysis were
used with the use of general scientific methods of
SWOT-analysis, description, analysis and
Bannikova, K. / Volume 11 - Issue 56: 9-17 / August, 2022
Volume 11 - Issue 56
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synthesis, comparison, and generalization.
Thanks to this methodological basis based on
processing statistical material and the results of
sociological research, the characteristics of
migrants from Ukraine were systematized and
the range of countries for which the issue of
integration policy for the labor market is of
paramount importance was determined. Based on
the comparison of value components of the
business culture of Ukrainian companies and
common values of Ukrainians with similar
European values outlined zones and countries of
potential contradictions. This made it possible to
identify with which of the European labor
markets the Ukrainian value type of
organizational culture (as a generalized model)
and the general value system can best be
integrated.
To solve the research tasks, we applied the
concepts of Hofstede and Schwartz to data from
sources containing statistical information
concerning Ukrainian refugees (Beaumont,
2022; Berezivska, 2022; Chaliuk, 2022; De
Coninck, 2022). Further use of the author's
methodology proposed and tested by us
(Bannikova, 2016), as well as the methods of
other scholars, in particular Lybanova (2018),
Sokołowicz & Lishchynskyy (2018) and Lassalle
et al., (2020) allowed to make theoretical and
practical conclusions.
Note that the results obtained were comparable to
those of other researchers. It was taken into
account that the situation we studied is quite
different in its qualitative and quantitative
indicators from the situations investigated by
other scientists. So appropriate corrections were
made, taking into account which conclusions
were made.
Research Results
At the first stage of the study, we will
characterize the group of migrants from Ukraine.
For this purpose, we analyzed and summarized
data on migration from Ukraine after February
24, 2022. The basic quantitative indicators
obtained in the course of this stage of the study
are presented in Table 1.
Table 1.
Number of refugees who left Ukraine as of June 21, 2022, persons
Country
Number of
registered refugees
from Ukraine in
countries
Number of refugees
granted temporary
protection status
Number of
border
crossings with
Ukraine
Number of
border
crossings to
Ukraine
Republic of
Poland
1 180 677
1 180 677
4 146 144
2 073 052
Republic of
Moldova
85 797
no data available
507 552
138 488
Romania
82 733
40 202
691 413
370 707
Slovak
Republic
78 972
78 782
525 620
254 316
Hungary
25 042
25 042
814 607
no data
available
Belorussia
9 006
no data available
16 660
no data
available
Russian
Federation*
1 305 018
no data available
1 305 018
no data
available
Total
2 767 245
1 324 703
8 007 014
2 836 563
* expected projected number of refugees
Source: Ukraine refugee situation (Operational data portal, 2022).
The main primary recipient countries of migrants
from Ukraine were those with which it borders.
During the first days of the war, these countries
greatly simplified the border crossing procedure.
Most Ukrainian citizens were accepted by
Poland, which accounted for about 60% of all
refugees. Much less went to Romania and other
neighboring countries (UNHCR, 2022).
It should be borne in mind that such statistical
analysis only characterizes border crossings, not
the “completion of the migration line”.
Obviously, eight million border crossings with
Ukraine and the number of those remaining in the
primary recipient countries provide an
opportunity to talk about at least two million who
have moved on. The main “final migration
destination” countries were Poland (1.3 million),
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Germany (656,000), and the Czech Republic
(427,000). Spain, Moldova, Bulgaria, Canada,
Finland, Romania, Slovakia, Hungary, Italy,
USA, France, Belgium, Netherlands, Sweden
and Portugal, Great Britain, etc. were also final
destinations (IOM, 2022).
In support of Ukrainian refugees, as of April 8,
2022 39 countries have introduced a total of 519
measures, most of which relate to areas such as
education, health care, or access to other key
services. Cash and in-kind social protection
payments account for approximately 30% of
these measures. At the EU level, granting
temporary protection status to Ukrainian
refugees grants them rights including the right to
residence, access to the labor market and
housing, medical care, and access to education
for children. According to (Martin, 2022), in
order to be successful, a country's migration
policy should include a set of measures aimed at
ensuring that migrants are not only involved in
the labor market of the country they arrived in,
but also integrated into its society.
With regard to the labor market, as Anderson &
Poeschel & Ruhs (2021) note, there is no
universally accepted definition of a labor or skills
“shortage”. From the perspective of employers, a
“labor shortage” usually means that the demand
for labor exceeds the supply. There are currently
almost 5.3 million refugees from Ukraine in
Europe (Operational data portal, 2022).
According to statistics from the Office of the
United Nations High Commissioner for
Refugees, as of June, there were approximately
4.9 million refugees from Ukraine in 44
European countries in need of such integration
(International Monetary Fund Blog, 2022).
Along with this, researchers note that the size and
speed of this migration has taken Europe by
surprise (Adler, 2022). Most recipient countries
lack the necessary facilities and infrastructure to
accommodate the large numbers of refugees now
crossing their borders. Many European countries
have responded to the lack of housing in these
countries: efforts to (temporarily) house large
numbers of Ukrainian refugees continue in many
European countries (European Commission,
2022; Walker, 2022a). In addition, in early
March 2022, the European Union (EU) activated
a provision of the 2001 Temporary Protection
Directive that provides for the unlimited
admission of certain types of refugees (in this
case Ukrainians) during a crisis and the
immediate and automatic admission of refugees
not in need of asylum (Walker, 2022b). Thus,
Ukrainian refugees avoid the lengthy
administrative process of recognition and receive
quick access to basic services and a work permit
for an initial period of three years (Martin, 2022;
Walker, 2022b).
To analyze the risks arising in recipient countries
in the labor market, on the one hand, the
characteristics of migrants from Ukraine are
important. Thus, among refugees, there are
predominantly women, children (about 80%),
and people over 60 years old. Among the total
number of refugees, approximately 2.75 million
are of working age. Of these, 43.5%, or 1.2
million, worked before the conflict began and left
or lost their jobs during the conflict. Of these,
more than 87% used to work full time. The vast
majority (88%) were employees of businesses,
while the remaining 12% were self-employed.
Two-thirds had a college degree and 49% had a
high-skilled occupation; only 15% had a low-
skilled occupation (ILO, 2022). Along with this,
according to ILO, almost 53% of migrants from
Ukraine will not have any relationship with the
labor market. This is a separate challenge for
recipient countries.
To date, about ten countries have groups of
migrants from Ukraine potentially important to
their labor market. Note that the situation in
Poland, the Czech Republic, Spain, and Germany
is critical for finding solutions and strategies,
given the number of migrants.
Poland now has 410,000 previously employed
refugees, including 200,000 highly skilled
workers, 146,000 with medium qualifications,
and 64,000 with low qualifications. According to
Polish researchers, 76 percent of Ukrainian
refugees in Poland have higher education. Higher
education is a kind of indicator that a person can
master the language, can think, and can learn a
new profession (Miroshnychenko, 2022).
Thus, the basic characteristics of migrants are
potentially acceptable for the
possibility/necessity of their integration into the
labor markets of recipient countries.
The next stage of analysis should be the labor
markets of these countries. The most relevant for
these labor markets in the discussions of recent
years is the problem of labor shortages. Along
with this, as Anderson & Poeschel & Ruhs
(2021) point out, there is no universally accepted
definition regarding “shortages” of labor or
skills. From the perspective of employers, a
“labor shortage” usually means that the demand
for labor exceeds the supply of labor. Some
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employers may be unwilling or unable to meet
the demand and pay higher wages.
This situation is fundamentally different from the
Ukrainian labor market before February 24,
2022, where the number of applicants far
exceeded the number of vacancies (Work.ua,
2021), which can lead to contradictions in the
interaction of migrants from Ukraine and the
labor markets of recipient countries or their
harmonization.
We agree with Miroshnychenko (2022) about the
fact that the labor market of some EU member
states may “absorb” Ukrainian refugees of
certain professions, actualizing the professional
segment of migration. It is known that today's
European labor market requires migrant workers.
Approximately 18.3 million workers in EU
member states are migrants (i.e., 8% of the labor
market). In Germany, some sectors depend on
migrant workers by 20-30%. In Spain, due to the
shortage of 500 thousand construction workers,
developers are forced to slow down the
implementation of a number of projects. In
France, due to a shortage of nurses and
paramedics, 20% of hospital beds are not used.
This situation is characteristic of many EU
member states.
At the same time, professional affiliation is not
the only criterion by which to judge the success
or failure of integrating migrants into the labor
market. Today the question of in which country
it is easiest for Ukrainian refugees to integrate
into the local labor market is mostly considered
by Ukrainian researchers. We agree with the
opinion of Filipchuk et al., (2022), according to
which at this stage Poland is the most favorable
for Ukrainians, through the higher standard of
living, historical connections, similar language,
large Ukrainian diaspora. A significant factor is
the similarity of Ukrainian and Polish cultures.
But not everything is as it seems at first sight.
An important issue of attracting migrants to the
labor market at their place of residence is the
question of values, which also belongs, after all,
to the cultural sphere. The basic document that
defines EU values, and which Ukrainian refugees
must consider, is Article 2 of the Treaty on the
European Union. It states that the EU is built on
values that include: respect for human dignity;
freedom; democracy; equality; the rule of law;
respect for human rights, including minority
rights. According to the Treaty, several EU
values are common to society. These are:
pluralism, non-discrimination, tolerance, justice,
solidarity, and equality between women and men
(Mtchedlishvili, 2018).
The latest World Values Survey (WVS) 2020,
suggests that there are certain contradictions
between European (EU) and Ukrainian value
systems. According to the study, Ukraine has
clearly declared a European path of development,
but its value and the normative system is one of
the barriers to movement in this direction.
Already in 2020 the Ukrainian society was
characterized by changes, negative for
democratic development, in particular the growth
of xenophobia (the share of those who do not
wish to live next door to immigrants increased
from 19% to 27.1%, with people of other
nationalities - from 17% to 24.8%); an increase
in the prevalence of gender stereotypes that
university education is more important for a boy
than for a girl, from 18% to 24.5%; that “if a
woman earns more money than a man, it tends to
cause problems” - from 20% to 30.9%; decrease
of the share of those who support the fact that
“not the government, but independent experts
make decisions based on what they think is best
for the country” - from 65% to 46.2%; increase
of the share of those who support military
management of the country, from 13% to 21.1%;
decrease of trust to the majority of state
institutions (courts, government, Verkhovna
Rada, educational institutions, public institutions
and services in general) - except the Armed
Forces and National Police, trust to which has
increased. Trust in public organizations and big
business has also decreased (Danyuchenko,
2020).
The World Values Survey 2020 also provides an
opportunity to draw basic parallels along two
value lines (traditional versus secular and
survival versus self-expression values) that are
important for understanding societies and the
people who live with them as they relate to those
countries where most migrants from Ukraine
turned out. The study showed that the
resemblance of Ukrainians to residents of
European countries exists in only one - the
second vector. And the greatest correspondence
is with France, Austria, Andorra, Spain,
Hungary, and Slovenia. But none of these
countries is the leader in terms of the presence of
migrants from Ukraine. At the same time, leading
recipient countries have significant differences in
value systems with migrants from Ukraine,
which can be a source of potential risks in the
labor markets and public life.
Accordingly, potential contradictions in the
interaction of migrants with Ukraine and the
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societies of the EU countries are already at the
basic value level. Note that cultural differences
can be an important criterion in the choice of
destination for migrant workers. They also often
determine the length of stay.
In our opinion, we should also note that an
important factor for the development of effective
strategies and solutions for providing refugees
with jobs is the following value-cultural level -
elements of organizational culture common to
Ukrainian migrants and common to European
companies, which contribute to the efficiency of
the labor process. Using the various cultural
dimensions presented in Hofstede, G., Hofstede,
G. J. & Minkov (2010), as well as our improved
methodology for researching organizational
cultures of international companies (Bannikova
& Mykhailova, 2019), organizations need to
check the suitability of job applicants with the
values of the organizational culture and thus
determine and understand whether the recruiting
of employees will have a positive effect on the
functioning of the company.
Earlier we proved that the mechanism of
organizational identification plays a special role
in this case. In Ukraine, there is a specificity of
the formation of organizational culture, and the
main factors of its formation are: the behavior
and values of the top management, general
economic conditions, the scope of the
organization's activities, the strategy of the
organization's development, the size of the
organization (Bannikova & Mykhaylyova,
2017).
That is why even though migrants can positively
influence the work of organizations, they can
also be a source of conflicts, misunderstandings,
and communication problems (Klimas, 2019;
Rakowska, 2019). We should not forget, in our
opinion, that there is a high risk of prejudice and
stereotypes towards migrants, as well as artificial
divisions between workers within the
organization. Undoubtedly, this affects the work
atmosphere and interpersonal relationships,
which in turn affects job performance. This leads
to further consequences in the form of the
fundamental question of whether it is worth
staying in a particular country, whether it is better
to look for a more culturally similar country or
return to one's home country (Sandilya, Deleva
& Deleva, 2022, March 10). Therefore, the
cultural (and more specifically cultural-
organizational) aspect may be a decisive factor
for Ukrainian workers, which confirms our
hypothesis.
Discussion
In general, we can say that forced migration from
Ukraine forms not only negative but also positive
potentials for the EU countries. A systematic
analysis of these potentials allows us to point out
the following (Table 2):
Table 2.
Impact of migration of Ukrainian refugees to the EU: A SWOT analysis
STRENGTHS
1) A special system of measures is introduced in
the EU countries in order to integrate Ukrainians
into the labor market of these countries. 2) A special and effective system of coordination
and management has been developed and
implemented in the EU countries at the national
and local levels to address the problem of
Ukrainian refugees.
WEAKNESSES
1) Lack of people with sufficient professional
qualifications and training among Ukrainian
refugees. 2) Ukrainian refugees have to undergo a
complex process of verification and confirmation
of their professional qualifications.
OPPORTUNITIES
1) Integration of Ukrainian refugees into the EU
countries can be an important factor that will
positively affect the sustainable functioning of
healthcare, as well as social and food sectors in
these countries. 2) Increased labor supply and employment in the
host countries.
THREATS
1) Due to the integration of Ukrainian refugees
into the European labor market, the level of
expenditures on social needs may increase in the
EU countries. 2) Due to the increased demand for skills and
insufficient supply of skills in EU countries, an
imbalance may arise, resulting in an increase in
unemployment among immigrants.
Source: author's development.
When analyzing statistical and sociological data,
one should keep in mind that for the economies of many EU countries, Ukrainian refugees can be
both a burden and a lifesaver. According to
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Goldman Sachs, the four largest EU countries
(Germany, Poland, France, Sweden) will spend
almost 0.2 percent of GDP to support refugees.
The budget deficits of these countries will grow
by 1.1% of GDP in 2022.
Note that the goal of the current EU migration
policy is to select the most active and able-bodied
people. For this purpose, some countries do
everything possible to identify such people and
offer them jobs. In Germany, for example, they
facilitate the employment of Ukrainian medical
personnel, help them pass language exams, and
get used to them. French and Polish
organizations offer free language courses and
introduce them to the local culture.
The solution of issues of establishing relations
between migrants from Ukraine and EU
countries should concern not only labor relations,
taking into account the structure of migrants
described above. At the same time, this structure
also requires addressing issues of providing
places in kindergartens and schools. After all,
women migrated with children mostly without
men, so many of them will find it difficult to find
official employment since they will not be able
to leave their children by themselves. Public
kindergartens in Poland already do not have
enough places for all children from Ukraine, and
the cost of private ones is too high.
Conclusions
Thus, having investigated the situation resulting
from Russian aggression in Ukraine, as a result
of which millions of Ukrainian refugees found
themselves outside their country, we have
identified the main aspects of the influence of the
socio-demographic and cultural characteristics of
migrants from Ukraine on their integration into
the labor market in Europe.
First of all, the structure of migrants determines
different vectors of work with them: from
professionally differentiated (depending on the
needs of the labor market of the recipient
country) to the social welfare of “non-labor
categories of migrants”. In this aspect, it has been
established that many Ukrainian refugees face a
mismatch of available skills with the needs of the
labor market, which determines the need for
professional retraining. In addition, additional
measures should be taken to prevent threats such
as exploitation in the workplace, bullying, or
sexual harassment, which may arise in relation to
migrants as a socially vulnerable category of
workers. These risks should be identified,
monitored, and addressed through well-
developed public policies, including special
communication campaigns. Questions regarding
the details of the content of such public policies
and special communication measures should be
the subject of further research.
The development of public policy toward
migrants should take into account value
differences at different levels: societal,
organizational, and personal, which involves
monitoring migrants' values and measures to
address the differences.
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