Strict Finnish Language Fluency In The Labour Market: Smoke Screen Or Barrier?
It goes without saying that language unites a nation and it is an integral part of the people’s national identity. It is undoubtedly important that new members of such a society endeavour to learn the local language, not only to ease communication, but also to help with smooth integration into the society. In Finland, Finnish and Swedish are the two official languages. Internationals in Finland are encouraged to learn at least one of the local languages, as this would facilitate the building of a career in Finland. One of the major challenges Finland faces today is the shortage of skilled labour.
It is the talk of the day that Finnish or Swedish language proficiency is the reason why internationals cannot easily access the Finnish labour market. This is even more pronounced for highly skilled or expert positions. However, there is a disproportionate inattention to the other factors that have nothing to do with language. While we acknowledge that language proficiency is an advantage, we wonder if there are other factors hidden behind this language requirement.
In addition to suggestions to be more flexible with language requirements, there are systemic limiting provisions which are not language-related. For instance, according to the Alien’ s Act , (Ulkomaalaislaki), the practice is that an EU or EEA citizen must be the first choice for a vacancy. The availability assessment is made by the Employment Office, which assesses whether it would be possible to find a suited candidate who is a Finnish citizen or from elsewhere in the European Economic Area within a reasonable time for the vacancy.
Theresia Bilola (PhD Social Sciences)
Sustainability Policy Expert
Deputy Councillor (Turku City Council)
Member (Turku Multicultural Council)
These availability considerations do not apply to all sectors. For example, no consideration will be given to researchers, athletes, or those working in “specialist positions requiring special skills.” Occupations that are not considered for availability are defined separately in the Aliens Act.
However, this a systemic form of labour market discrimination that does not apply to language proficiency. It also sets an arbitrary glass ceiling on the career aspirations of internationals who do not have Finnish, EU or EEA citizenship.
Making amendments to this particular provision will increase the chances of International talents in Finland who are from outside of the EU or EEA transitioning into the workforce.
The labour shortage in Finland is being discussed on almost every relevant platform by different stakeholders. At the same time, there is also overwhelming evidence that the internationals living in Finland face huge challenges to get into the job market. There have been many publications sharing the job search experiences of internationals. For instance Antonino Incoronato in the Helsinki Times’ article on, ‘Language barrier hampering prospects of foreign job-seekers grows’ could not easily find a job despite his long work experience in a field where there are claims of labour demand.
According to a survey by the Finland’s Chambers of Commerce, three out of four companies suffer from a shortage of employees in Finland. The situation will worsen as more and more professionals retire. The labour shortage will not end just by lowering language skill requirements. In the survey, companies estimate that only eight percent of recruitment challenges are due to applicants’ lack of fluency. But lowering the language requirements would help thousands of companies get the much-needed workforce and at the same time employ a larger number of immigrants.
Olivia Kumpula
Lawyer (LLB, BL, MICLaw)
Economic Justice Advocate
Founder/Chairperson of International Professionals Finland ry
Paradoxically, the employment rate of internationals already living in Finland or of international graduates who have studied in Finland is 20% lower than that of those born in Finland. The number of people with a foreign background has tripled in the last twenty years (Statistics Finland, 2018).
In her contribution to a publication by the Finnish National Agency for Education, Anni Kalio states: “Language skills are very important from the point of view of integration. But university degrees do not always accommodate enough language teaching for students to achieve the level of language skills required in working life in Finnish. The language studies included in the studies do not always go beyond the basic level. The best way to increase language skills would be in working life: you learn by doing.”
Anni adds that: “The requirement of employers to have complete proficiency in the Finnish language is not always justified. The reason for this may be more about the unknown, as there are many positions that can be effectively filled with basic or no language skills. Language skills accumulate all the time when you just get to work. In the case of employers, therefore, a change in attitude is needed: the courage to hire international experts and to see the benefits they can bring to the company or to working life.”
There are a huge number of International talents in Finland who have the needed skills but cannot use these due to the required level of Finnish or Swedish language fluency. Language skills are just the tip of the iceberg. In a report published by Academic Engineers and Architects in Finland TEK newsletter, many of the disadvantages that internationals face in the labor market are direct results of discrimination and prejudice in recruitment practices and hiring on the part of employers.
Now the questions remain: Should fluency in the language be a requirement to enter into the labour market? Should lack of knowledge of the local language truly limit the utilization of International talents existing in the country, or is this just a smoke screen to distract and redirect attention from the real barriers to entering the Finnish labour market?
It is understood that the work language is Finnish and it is expedient that employees are able to communicate with the company’s clients and work colleagues. However there are a lot of companies in Finland where the job tasks do not require fluency in Finnish language. In addition, a good number of Finns can effectively communicate in English. Therefore, it is a wonder when some Finnish employers require fluency in Finnish language even in such roles. Many International talents in Finland get their job applications tossed to the bin or a response that Finnish language skills are a must. One cannot help but wonder if there is more to this than meets the eye.
Some get lucky enough to be called for an Interview but do not get past that stage. Only a very few internationals in Finland have landed jobs through this means. A huge number of them would tell you that they have gotten their current jobs through other means, network and connections being top on the list.
Recommendations
– To the employment services: The Language classes provided through the Integration training in most cities usually stop at B level. The problem with this is that the training rolls out graduates with inadequate Finnish language skills. The skills acquired from the Integration classes are not enough to get you a high paying job or high skilled job. You only get menial jobs, if you are lucky enough. Those who decide to apply to study in Finnish at the university may not get into the desired courses because most of those programs have advanced Finnish language skills as an entry requirement.. The employment services repeatedly tell internationals who are stuck in this phase that the integration courses end at B level and after that they are “done with you.”
This is a major cause of the current situation where highly skilled internationals in Finland are unable to transition into the workforce. The recommendation is that the employment services should have opportunities for internationals to learn the Finnish Language to the Advanced C level.
– At policy level the planning and implementing of integration should include provisions for different groups for internationals. For instance international students who remain in Finland after their studies, highly educated internationals who do not have access to the traditional integration courses should be factored in the employment services.
– To international talents: Despite these stumbling blocks, it is imperative to be proactive already during your studies. For instance, taking advantage of the Finnish for Foreigner courses offered at the university if you are a student, or signing up for flexible online Finnish language courses in order to improve your language skills and increase your chances.
– To employers: It is unnecessary to insist on excellent Finnish skills in job roles that do not require that for task execution. Employers need to lower the bar on language requirement so they can harness the wealth of skills and talents inherent amongst the International community in Finland.
Authors:
Theresia Bilola (PhD Social Sciences)
Sustainability Policy Expert
Deputy Councillor (Turku City Council)
Member (Turku Multicultural Council)
Olivia Kumpula
Lawyer (LLB, BL, MICLaw)
Economic Justice Advocate
Founder/Chairperson of International Professionals Finland ry
Other references on the topic:
https://yle.fi/uutiset/osasto/news/im_broken_depressed_foreigners_struggle_to_find_work_in_finland/10641139
– https://yle.fi/uutiset/osasto/news/researcher_if_theres_a_worker_with_a_finnish_name_theyll_probably_be_hired/11026589
