EASWork

The aim was therefore not only to promote fairness, but to support long-term integration by ensuring that migrant workers are given the tools and environment needed to succeed. In the long run, this benefits both employees and employers, enhancing individual well-being while also increasing workforce stability and productivity at a societal level.

One of the most unexpected challenges encountered, particularly in Estonia, was the issue of self-selection among companies. Those organisations that could have benefited the most from cooperation, and had the potential to positively impact large numbers of migrants and refugees, proved the most difficult to reach. Many showed little interest in the topic, possibly due to perceived administrative burdens or even because they benefited from maintaining the status quo. These companies often declined to engage, even at the level of initial discussion.

In contrast, companies already investing in DEI efforts, cultural sensitivity, and the employment of international staff were the most open to collaboration. However, these organisations often had limited room for additional improvements, as their structures and practices were already relatively inclusive. It became clear that without direct economic incentives, even strong arguments and research-backed recommendations could not persuade those who needed anti-discrimination reforms the most.

Additionally, the project faced a structural challenge due to a miscalculation in the application phase: the Estonian partner was tasked with the same number of interviews and company collaborations as two Finnish partners combined. This imbalance became more evident as the project progressed and influenced the overall implementation capacity across borders.