Denna studie handlar om invandrare med olika akademisk bakgrund såsom exempelvis läkare, ingenjörer, jurister, lärare, revisorer och sjuksköterskor. Syftet med uppsatsen är att undersöka upplevelser hos invandrare med akademisk utbildning, i vilken de har fått med sig från sina hemländer. Vi vill således se hur deras situation ser ut på den svenska arbetsmarknaden, avseende inkludering och strategi. Därtill vill vi ta reda på informanternas synpunkter på möjligheterna att lyckas eller misslyckas med att etablera sig inom ett kvalificerat yrkesområde. Vi har använt oss utav en kvalitativ metod. Valda teorier lyfter upp relevanta synpunkter för inkludering på arbetsmarknaden hos invandrarakademiker i denna studie. I teorikapitlet redovisas Stigma- inkludering, och Strategier för kapitalökning.  I vår studie visar resultatet på att våra informanter upplever svårigheter i sin strävan att nå en optimal arbetsposition som är i linje med deras tidigare utbildning från sitt hemland, och där de många gånger får arbeta med lägre kvalificerade yrken än vad de är utbildade till. Hälften av våra informanter är dock på väg att nå sina önskade positioner på arbetsmarknaden, och andra har redan lyckats med detta med hjälp av ett socialt nätverk. Trots detta tyder resultaten på att många upplever att vägen in till en arbetsmarknadsinkludering är svår, oavsett utbildning eller om man gått en yrkesutbildning i Sverige. En möjligen väg, och ett steg till inkludering på arbetsmarknaden, är att tro på sig själv, kämpa och inte ge upp.  Andra faktorer som kan ha betydelse för hur det går för individer med annan etnisk bakgrund på arbetsmarknaden kan givetvis också hänga samman med om det finns ett socialt nätverk kring dessa människor samt vilken efterfrågan som finns på arbetsmarknaden. Denna grupp av invandrare med akademisk bakgrund har i regel mindre socialt nätverk än övriga i majoritetssamhället. En möjlig förklaring till detta kan vara att det är ett nytt land med en annan kultur vilket kan innebära att de inte har många andra sociala relationer förutom kontakter med myndigheter och statliga institutioner. Detta kan fungera som en maktmekanism som både kan möjliggöra och begränsa utrymmet på arbetsmarknaden för denna grupp. / This study takes a look at immigrants with an academic background in various specializations such as medical, engineering, law, education, auditing and nursing. The purpose of this paper is to examine the experiences of immigrants with university education from their home countries, using the theoretical concepts of inclusion and strategy to assess their employment situation in Sweden. Furthermore, we have sought to explore informants´ views regarding opportunities to succeed or fail with establishing themselves in qualified occupation. We have used a qualitative method. The chosen theories offer perspectives useful for this study with regards to inclusion in the labor market of immigrants with university education. The theory chapter presents stigma-inclusion and strategies for capital increase.    Our study shows that on the path to inclusion in the labor market our informants experience difficulties in striving to reach their desired occupational positions corresponding to their education level acquired in their home country or through vocational training in Sweden. A step towards inclusion on the labor market is taken by “believing in yourself, struggling and not giving up”.  Also demand on the labor market is of importance, especially for the immigrant group struggling with achieving employment. Half of our informants are about to reach their desired positions in the labor market, while others already have achieved this by utilizing social networks. This strategy may be different from the rest of the population as a more limited social network for this group of immigrants. One possible explanation for this may be that there is a new country with a different culture which may mean that they do not have many other social relations besides contacts with authorities and government institutions. This can act as a power mechanism that can both enable and constrain the labor market for this group.

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No. of bitstreams: 1 arquivototal.pdf: 3083946 bytes, checksum: 992873321990f47d0eb9ffd5925fe127 (MD5) Previous issue date: 2015-02-27 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The main objective of this study is to analyze the configuration of the policies and practices of personnel management aimed at people with disability in João Pessoa-PB, with regard to their insertion and inclusion in the workplace. There was an effort to identify the perception of people with disability about the policies and practices of personnel management offered by the organizations where they work; to verify, from the perception of employees with disability, which inclusive policies and practices are adopted by the organizations; and to compare the perception of employees with and without disability on policies and Human Resources practices. The theoretical framework covers four sections: (a) people with disability and initial definitions; (b) the paradigms of people with disability; (c) the labor market, the perspectives and challenges for this population; and (d) policies and practices of personnel management focused on people with disability. In order to facilitate the achievement of the objectives, a descriptive quantitative survey has been carried out. The research was made with people with and without disability, working and living in João Pessoa-PB. In total, 90 people participated – 45 with a disability and 45 without. The questionnaire was administered face-to-face as well online, using Google Docs. Data analysis was made using the software SPSS, which was used for descriptive analysis, the factor analysis, the analysis of variance (ANOVA), the non-parametric test Kruskal- Wallis and the median. The results indicate that, in addition to being indifferent to the policies and practices of personnel management, people with disability do not see the applicability of these policies. Also, companies do not implement any inclusive policy. It was also observed that people with disability better notice the applicability of special policies and practices than people without disability. Only the construct Recognition has significant difference between the two groups. The results revealed that, despite the fact that the individuals with disability can perceive changes in the policies and practices developed for them in the organizations, those are still not sufficient to ensure that people with disability will be included in the job market. / O objetivo central deste estudo é analisar como se configuram as políticas e práticas de gestão de pessoas voltadas às pessoas com deficiência em João Pessoa-PB, no que se refere à sua inserção e inclusão no trabalho. Buscou-se identificar a percepção das pessoas com deficiência acerca das políticas e práticas de gestão de pessoas oferecidas pelas organizações onde trabalham; verificar a partir da percepção dos trabalhadores com deficiência, quais políticas e práticas inclusivas são adotadas pelas organizações; e comparar a percepção de funcionários com e sem deficiência acerca das políticas e práticas de Recursos Humanos. A fundamentação teórica compreende quatro seções: (a) as pessoas com deficiência e suas definições iniciais; (b) os paradigmas sobre as pessoas com deficiência; (c) o mercado de trabalho, as perspectivas e desafios para essa população; e (d) as políticas e práticas de gestão de pessoas voltadas as PcD. Para viabilizar a consecução dos objetivos, foi realizada uma pesquisa do tipo quantitativa, de caráter descritivo, utilizando o método survey. A pesquisa foi desenvolvida com pessoas, com e sem deficiência, que trabalham e residem em João Pessoa-PB. No total, participaram 90 pessoas, sendo 45 com deficiência e 45 sem deficiência. O questionário foi aplicado presencialmente e disponibilizado através do sistema do Google Docs, via internet. A análise dos dados contou com o auxílio do SPSS, e subsidiou a realização da análise descritiva, análise fatorial, análise de variância (ANOVA), do teste não paramétrico, Kruskal-Wallis e da mediana. Os resultados apontam que além de serem impassíveis as políticas e práticas de gestão de pessoas, as pessoas com deficiência, não percebem a aplicabilidade de duas políticas. Além disso, as empresas não adotam nenhuma política inclusiva. Observou-se também que as pessoas com deficiência percebem melhor a aplicabilidade das políticas e práticas de GP do que as pessoas sem deficiência, e que apenas o construto Reconhecimento sinaliza diferença significativa, entre os dois grupos. Os achados revelaram que apesar dos respondentes com deficiência perceberem evoluções nas políticas e práticas de gestão de pessoas desenvolvidas pelas organizações, esses ainda não se apresentam como suficientes para assegurar a efetivação do processo de inclusão das pessoas com deficiência no mercado de trabalho. Palavras-chave: Pessoas com Deficiência. Inclusão no Mercado de Trabalho. Políticas e Práticas de Gestão de Pessoas.