Here are 3 areas we can improve on to create a smooth onboarding process and inclusive environment for internationals in Norway and the Nordics
Siw Andersen
CEO at Oslo Business Region - culture, innovation and entrepreneurship to create positive change. Global affairs | Talent attraction | Place |
Companies, cities and countries are fighting for the best talent to secure future economic growth and prosperity.
The global talent gap
According to Abelia and NHO 's recent report, "Kompetansebarometeret" 6 out of 10 companies in Norway lack the talent they need to grow and many attract or attempt to attract from abroad. By 2030, Norway will lack 40.000 technology and IT professionals. Sweden needs 70.000. Danish Life Science alone needs 30.000 skilled professionals. And the EU needs 20 million technology specialists. The pressure is on to step up our game to attract international startup founders, software developers, AI experts and sales managers
Skilled people is our competitive advantage
The Nordics and our innovation ecosystems are dependent upon the people that drive it. Currently, 14,300 people are employed by a startup or scaleup in Oslo, and based on interviews we've done in Oslo Business Region immigrants represent an estimated 20 percent of this workforce. Internationals play an important role in or job and value creation.
Why we must better support international talent in Norway to compete globally
We need to go all in to entice international candidates to pick Oslo and Norway. In a highly competitive market from Spain to Singapore, career opportunities, work-life balance and proximity to nature aren’t enough to ensure Oslo and our companies can attract the international talent we need.
Oslo is not the top choice for many internationals. Some find their way here randomly, perhaps by luck or love. They might stay after their studies. Others land here because they happen to like metal music or Scandinavian design.
At the same time we know internationals are facing a lot of challenges, both in Oslo and the Nordics. A few months ago, my LinkedIn post about how we can support internationals in the Nordics drew a lot of engagement, comments and DMs (linked below under sources). I have spent some time digesting the feedback and am highlighting the main points here.
The key issues for international business professionals in Norway are in these 4 areas
And I believe that there are similar issues in the other Nordic countries.
Bureaucratic hurdles
Issues with documentation, banking, and legal processes for starting a business and settling in Norway. The process can be complex, confusing, and slow with limited transparency about the process and individual wait times.
Workplace diversity and inclusion
The need for inclusive hiring practices, cultural sensitivity, and support for international talent in the workplace. This is not just a Nordic challenge, but clearly needs to be prioritised.
?Integration and inclusion challenges
Difficulties faced by non-European citizens and non-white people in navigating bureaucratic processes, social integration, and workplace culture in Oslo.
?Social and cultural barriers
Challenges in socialising and cultural integration for internationals, especially outside of work environments. In other words, making new friends can be difficult. Where do you find people who are open, accepting and will make time for newcomers?
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?The good thing about having identified these challenges is that we can start addressing them.
Here are 3 areas we - the bigger we - can improve on to make life easier for internationals in Norway and the Nordics
Easier documentation processes and better information
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Managers and colleagues can make it easier for internationals in the workplace
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Life is more than work, and these are some of the issues we all can improve on outside of the workplace
Yes, it really is a collaboration
We say it all the time but it really is. The talent crisis cannot be solved by the employer or the government only. A lot of things are important when talent consider relocating. Some mentioned in the visual below. Talent choose the job and its benefits, but the location of the job also plays a significant role.
Thank you for your attention. Please comment if you have ideas to how we - the bigger we - can improve on supporting internationals in the Nordics - or you found this blog post useful.
Let’s keep the conversation going!
I would like to thank all the people who commented on my LinkedIn post and sent me comments and DMs. Also thank you, Andrea Nylund , Fredrik Salberg , Eirik Stroem and Jan Kuijken for your input in the process.
Sources
Hello! ?? Your post resonates so well with what Treegens believes in – fostering growth and sustainability, not just of nature, but of talent and innovation. As Steve Jobs once said, "Innovation distinguishes between a leader and a follower." It's fantastic to see such dedication toward nurturing talent in Norway and the Nordics. Speaking of growth and sustainability, we're excited to share an upcoming opportunity linked to the Guinness World Record of Tree Planting, fostering community and environmental well-being. Think your network might be interested? Dive in here for a greener future: https://bit.ly/TreeGuinnessWorldRecord ???? Keep inspiring!
Forbes 30 Under 30 & Entrepreneur | E-commerce & SaaS Expert | Tech CMO & Head of Product (Digital Marketing, Data-Driven Strategies) / CMO, CPO & Managing Director for E-commerce & SaaS at Marketing & Product Management
1 年As a marketer with extensive experience, including founding and selling a startup and being recognized in Forbes 30 Under 30, I offer insights to enhance Norway's appeal to international talent. Segmentation & Specialization: Identifying international talents' groups—settled, considering, or not considering moving—is vital. Knowing the market's needs helps focus efforts to attract suitable professionals. Community Building: Events and campaigns by expats can enlighten potential migrants about life in Norway, leveraging expats' cultural insights and addressing common concerns. After living in Norway for three months, I tested the job market without Norwegian language skills. Despite sending 30 applications in tech, I only secured one interview, ended by language barriers. This highlights the language's crucial role in employment, posing a challenge for international talents. Questions Arise: The reluctance to explore non-Norwegian experiences is perplexing. Direct interaction with experienced individuals might offer invaluable insights, suggesting a need for greater openness in professional environments.
??? Absolutely, fostering international talent is vital for innovation and growth! As Steve Jobs once said, “Innovation distinguishes between a leader and a follower.” Your efforts in highlighting the importance of this in Norway and the Nordics is commendable. Let's keep pushing the boundaries to attract, nurture, and retain the brightest minds! ???? #Innovation #GlobalTalent
Marketing Campaign Manager | W&C City Lead | PWN Mentor
1 年As I was reading through, I was like, "What about the pay gap for non-EU/Norwegians vs Norwegians?" and then bam- "Salary" is the #2 factor for coming to Norway/staying in Norway. I keep getting messages that say (basically), "You're lucky to be here; that should be enough." Nah. A good read, thanks!
Product Manager | Sustainable Finance | Founder | Board Member
1 年The article touches upon some relevant points, but it does not capture the full picture of the immigrant/expat experience in Norway. My perception as a foreigner in Norway is that the very first step to be taken is to decide whether Norway actually wants to have an active immigration policy or not, like Canada or Germany do. Everything else stems from this decision. Assuming that Norway does want to pursue an active immigration policy, then it needs to realize a few facts: 1) EEA citizens have access to a 400 million people market where they can work and live without any visa requirements. What is Norway's unique advantage compared to those countries? How do you propose to lure more qualified, experienced professionals in the tech industry to choose Oslo instead of Berlin, Paris, Milan, etc? 2) Have a coherent approach when it comes to language requirements in the workplace. If mastering Norwegian is a must have skill in order to succeed in Norway, then you need an approach that is not 100% reliant on professionals using up their personal time and private money to reach a B2 or C1 level. How many companies in Norway provide or pay for language classes? How many companies tie employee performance to language acquisition?