The Role of Expatriates and Immigrants in the UK Workforce

According to the Office for National Statistics (ONS), the UK has seen a significant increase in the number of foreign-born workers over the past two decades. As of 2023, over 9 million people in the UK were born abroad, accounting for roughly 14% of the population. Many of these individuals came to the UK for professional opportunities, bringing with them high levels of education, expertise, and ambition. From IT professionals and engineers to healthcare workers and academics, expatriates and immigrants are contributing significantly to the UK economy.

Despite these contributions, research shows that expatriates and immigrants often face unique challenges in the workplace that can affect their sense of inclusion and belonging. For example, a 2021 study by the Chartered Institute of Personnel and Development (CIPD) found that foreign-born workers in the UK were more likely to report experiencing discrimination, exclusion from informal networks, and challenges with career progression compared to their UK-born colleagues.

The Link Between Expatriate Status and Workplace Inclusion

When Divrsity asks the question, "Do you live in the same country where you were raised or went to school?" it is probing a deeper issue: the potential for expatriates and immigrants to experience the workplace differently due to their status as foreign-born workers. This question allows companies to segment their survey responses by expatriate status and identify whether there are significant differences in the experiences of these employees compared to those who were raised in the UK.

Several studies have shown that expatriates and immigrants often face barriers to inclusion that UK-born employees may not encounter. These include:

1. Cultural Barriers: Even in cosmopolitan cities like London, expatriates may experience cultural misunderstandings or a lack of awareness about their background, which can lead to feelings of exclusion or being "othered." These subtle forms of bias can affect how comfortable expatriates feel in their workplace, particularly when it comes to expressing their opinions or contributing to decision-making processes.
2. Language Differences: For many expatriates and immigrants, English may not be their first language. Although most professionals in the UK are fluent in English, subtle language nuances and idiomatic expressions used in day-to-day communication can sometimes make it harder for non-native speakers to fully integrate into the workplace culture. This can lead to misunderstandings and feelings of isolation.
3. Lack of Networks: Employees who have been raised and educated in the UK often have access to established professional and social networks that can help them navigate their careers more easily. Expatriates and immigrants, on the other hand, may not have these same connections, which can affect their access to mentorship, sponsorship, and career advancement opportunities.
4. Bias and Stereotyping: Unfortunately, expatriates and immigrants may also encounter explicit or implicit biases based on their nationality, ethnicity, or immigration status. This can range from microaggressions to more overt forms of discrimination, such as being overlooked for promotions or being paid less than their UK-born peers for the same work.

By asking whether employees live in the same country where they were raised or went to school, Divrsity allows organisations to uncover whether these barriers are affecting their expatriate and immigrant employees. It helps HR teams and leadership understand whether their D&I initiatives are truly inclusive of all employees, or whether certain groups are being left behind.

Why This Question Matters for Equity, Bias, and Belonging

Diversity and Inclusion are not just about ensuring that there are people from different backgrounds in the workplace—they are about ensuring that all employees, regardless of their background, have equal access to opportunities and feel like they belong. When expatriates and immigrants face barriers like those mentioned above, it can lead to a lack of equity and a feeling of being marginalised in the workplace.

Equity goes beyond equality by recognising that different groups may need different resources or support to succeed. For example, an expatriate employee may need more time to adjust to UK workplace norms, or they may require access to additional training to overcome language barriers. A survey question that identifies expatriates can help HR teams understand whether these employees are receiving the support they need to thrive.

In terms of bias, this question allows companies to investigate whether expatriates and immigrants are being unfairly treated or judged based on stereotypes. For instance, are foreign-born employees being passed over for leadership roles despite having the necessary qualifications and experience? Are they being excluded from informal networks that could help them advance in their careers? These are the kinds of questions that can be answered by cross-referencing expatriate status with other D&I survey responses, such as those related to career progression, pay equity, and feelings of belonging.

Belonging is a key outcome of a successful D&I strategy. Employees who feel like they belong are more likely to be engaged, productive, and committed to their employer. However, research shows that expatriates and immigrants often struggle with belonging more than their UK-born counterparts. A 2022 report by McKinsey highlighted that foreign-born employees in the UK were more likely to report feeling "alienated" or "different" in the workplace. By identifying expatriates in D&I surveys, companies can take targeted actions to improve their sense of belonging, such as creating expatriate affinity groups, providing cross-cultural training, or offering mentorship programmes.

The UK Context: Immigration, Brexit, and Workplace Diversity

The UK’s relationship with immigration has been a hot topic, particularly in the context of Brexit. Since the 2016 referendum, there has been increased scrutiny of the UK’s immigration policies and how they impact the workforce. Many expatriates, especially those from the European Union, have had to navigate new visa requirements and changes in their rights to work and live in the UK. This has created additional stress and uncertainty for many foreign-born employees, particularly those who were already in the UK when Brexit occurred.

Furthermore, the UK's shifting immigration policies have led to changes in the composition of the expatriate workforce. While the number of EU-born workers has declined, there has been an increase in employees from non-EU countries, particularly in sectors such as healthcare, IT, and engineering. These changes in the expatriate workforce make it even more important for companies to understand how these employees are experiencing their workplace.

In a post-Brexit world, where immigration is increasingly politicised, companies must ensure that they are fostering an inclusive environment for all employees, regardless of where they were born or raised. Asking the right questions in D&I surveys, such as whether an employee is living in the country where they were raised or went to school, is an essential step in achieving this goal.

Using Divrsity's Insights to Drive Action

At Divrsity, we believe that data-driven insights are the key to driving meaningful change in workplace diversity and inclusion. By asking whether employees live in the same country where they were raised or went to school, we provide companies with a powerful tool to identify whether expatriates and immigrants are facing unique challenges that need to be addressed.

Once these challenges have been identified, Divrsity’s AI-powered platform goes further by analysing the survey results and generating tailored action plans that address the specific needs of expatriate and immigrant employees. This can include recommendations such as:

• Providing cultural competence training for all employees to reduce misunderstandings and foster a more inclusive workplace culture.
• Implementing mentorship or sponsorship programmes specifically for expatriates to help them build the networks they need to succeed in their careers.
• Offering additional support for expatriates who are adjusting to life in the UK, such as language training or guidance on navigating UK workplace norms.
• Ensuring that pay equity audits take expatriate status into account to identify and address any disparities in compensation.

These actions can help companies create a more equitable and inclusive environment for all employees, ensuring that expatriates and immigrants feel valued, included, and supported in their careers.

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Conclusion

The question "Do you live in the same country where you were raised or went to school?" may seem straightforward, but its implications are profound. For companies committed to diversity, inclusion, equity, and belonging, understanding the experiences of expatriates and immigrant employees is crucial. These employees bring unique perspectives and skills, but they also face distinct challenges that can impact their sense of inclusion and belonging in the workplace.

By including this question in its D&I surveys, Divrsity empowers companies to identify and address these challenges,

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