Estonian Human Development Report

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Figure 4.5.4. Certainty of Estonians and non-Estonians regarding finding an acceptable job in Estonia or abroad by age group; percentage of those answering definitely yes 60 50 40 30 20 10 0 Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Source: Integration of Estonian Society: Monitoring 2008. Non- Estonians Estonians Non- Estonians All 15–24 25–39 40–59 60–75 In Estonia 41 29 46 40 52 36 39 28 23 15 Abroad 14 15 26 20 19 20 11 16 1 4 Table 4.5.3. Assessment of non-Estonians regarding their personal opportunities in the labour market compared to Estonians in the case of similar preconditions In the case of each group – non- Estonians compared to Estonians in the case of equal preconditions a : Labour force Young people (15–24) In Tallinn In Ida- Viru County Elsewhere in Estonia SALARY DEMANDS Low salary (up to 2 minimum wages) Non-Estonians generally, incl. + ++ … with Estonian citizenship ++ … without Estonian citizenship + … with good Estonian language proficiency ++ … with poor Estonian language proficiency + High salary (over 4 minimum wages) Non-Estonians generally, incl. ++ − + … with Estonian citizenship + ++ + − + … without Estonian citizenship − … with good Estonian language proficiency ++ ++ + ++ … with poor Estonian language proficiency DEMANDS FOR JOB AND EDUCATION CORRESPONDENCE Non-Estonians generally, incl. − −− … with Estonian citizenship … without Estonian citizenship − −− … with good Estonian language proficiency … with poor Estonian language proficiency − −− − EDUCATION AND SALARY DEMANDS High Non-Estonians generally, incl. −− … with Estonian citizenship … without Estonian citizenship − −− … with good Estonian language proficiency − … with poor Estonian language proficiency − − Low Non-Estonians generally, incl. ++ … with Estonian citizenship … without Estonian citizenship ++ … with good Estonian language proficiency … with poor Estonian language proficiency + ++ CERTAINTY OF FINDING AN ACCEPTABLE JOB Non-Estonians generally, incl. −− −− −− − … with Estonian citizenship −− … without Estonian citizenship −−− −−− −− − … with good Estonian language proficiency −− … with poor Estonian language proficiency −−− −− −− − a As equal preconditions, the following factors have been included in the logistic regression model: educational level; age; economic status; residence (Tallinn, Ida-Viru County or the rest of Estonia); gender. −−− significant difference (significance level
est of Estonia, non-Estonians living in Tallinn who have obtained country-specific human capital are more likely to want salaries equalling at least four times the minimum wage, but there is also an opposite trend – when seeking work, non-Estonians with Estonian citizenship or language skills are also more likely to ask for the lowest pay despite their equal preconditions. These findings show that the expectations of non-Estonians with Estonian citizenship or Estonian language proficiency in Tallinn are firmly differentiated, depending apparently on factors not controlled in the analysis, such as the existence of a useful social networks. However, generally in Tallinn, the certainty of non-Estonians that they can find acceptable jobs is lower than that of Estonians despite their Estonian citizenship and language skills. The analysis carried out regarding Ida-Viru County shows that in the case of good Estonian language skills, the demands of non-Estonians with respect to salary as well as correspondence between education and job are not as high as those of Estonians. When looking for work, the non-Estonians in Ida-Viru County are unlikely to ask for higher salaries than Estonians, despite their Estonian citizenship. Therefore the job expectations of non-Estonians with Estonian citizenship and good Estonian language skills are somewhat lower than expectations of Estonians. Elsewhere in Estonia, Estonian language skills and Estonian citizenship (along with Russian language skills) are a beneficial resource for non-Estonians, on which their high salary demands may be based. These three regions also denote different models of coexistence between non- Estonians and Estonians: Tallinn, which is based on individual as well as communal competition; Ida-Viru County, which is a model of relatively isolated community existence; and the rest of Estonia, which is a model of individual integration. Assessment of equal opportunities In the developed societies of the West, the perception of equal opportunities is considered to be an important basis for the functioning of the market economy and the legitimacy of the society as a whole 25 . In the case of legitimate economic orders, even those that find themselves in unfavourable situations feel they have sufficient opportunities. The data presented in Figure 4.5.5. confirms that the majority of Estonians believe that the opportunities for non-Estonians to find good jobs in private enterprise are equal to those of Estonians, while the non-Estonians are considerably more pessimistic. Yet the pessimistic assessments of non-Estonians regarding equal opportunities compared to Estonians do not depend directly on their personal position in the labour market. No matter how favourable the personal preconditions of a specific non-Estonian for competing with Estonians in the labour market are, they share the assessment of less successful “compatriots”, since their assessments differ greatly from those of Estonians. Therefore one can say that all non-Estonian groups share a critical assessment of the equality of their opportunities, Figure 4.5.5. Assessment of the equality of labour market opportunities, by ethnicity, % 15–24 25–39 40–59 60–75 All 15–24 25–39 40–59 60–75 All Opportunities for finding a good job in private enterprise Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians 61 Source: Integration of Estonian Society: Monitoring 2008. 60 54 54 58 25 16 19 20 20 21 25 24 22 26 23 27 25 25 30 75 50 25 0 25 50 75 100 Opportunity of getting a management position in national or local government agencies Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians equal 29 28 29 33 33 11 13 5 11 5 8 16 12 slightly better for Estonians 4 6 30 75 50 25 0 25 50 75 100 34 36 38 38 16 12 15 20 17 52 59 57 54 74 41 87 49 84 38 34 29 81 29 80 much better for Estonians although those with the most resources are actually capable of competing with Estonians and do so. A comparison of age groups confirms that non-Estonians belonging to the youngest age group give a somewhat more optimistic assessment of the equality of opportunities compared to other age groups. However, a third of them also think that Estonians have better opportunities for getting good jobs in private enterprise. Estonians do give a considerably more critical assessment of the opportunities for non-Estonians to get management positions in national or local government agencies. Less than a third of Estonians believe that both ethnic groups have equal opportunities. However, among non-Estonians only 6% are optimistic. Again, 15–24-year-old non-Estonians are slightly less critical, although nine-tenths of them do not believe in equal opportunities. There are several reasons why non-Estonians do not believe that the rules of the Estonian labour market pro- 25 According to American political scientist R.E. Lane (1986) the distribution mechanism of the market is considered to be fair if two procedural rules apply: (1) opportunities must be perceived as sufficiently open and (2) diligence must be important on the market, i.e. the principle of merit must apply. 99 |
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Estonian Human Development Report
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Estonian Human Development Report T
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4.2. Ethnic differentiations in sat
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Preface This year, the Estonian Hum
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CHAPTER 1 Estonian Human Developmen
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Figure 1.1.3. Life expectancy in co
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Figure 1.2.2. Life expectancy at bi
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to reality. The greatest inaccuracy
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Figure 1.2.9. Internal migration ev
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12. Marksoo, A. 1992. “Dynamics o
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Table 1.3.1. PISA 2006 study result
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Table 1.3.2. Number of students in
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1.4. The gross domestic product and
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Figure 1.4.3. Estonian GDP (right a
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1.5. Changes in the Estonian Human
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2.2. Health of Estonian residents i
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Table 2.2.4. Differences in life ex
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Figure 2.4.1. Healthy life years of
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Figure 2.4.4. Various accidents, tr
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2.5. Lifestyle and behaviour as a s
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Figure 2.5.5. Smoking in Estonia in
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Figure 2.6.1. Overview of the compo
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Table 2.6.2. Use of specialized med
Page 50 and 51: dren. The majority of services are
Page 52 and 53: Figure 2.8.2. How much a health dis
Page 54 and 55: 2.10. Policy recommendations aimed
Page 56 and 57: CHAPTER 3 Quality of life and life
Page 58 and 59: Table 3.2.1. Characteristics of liv
Page 60 and 61: Table 3.2.4. An assessment of the e
Page 62 and 63: Figure 3.2.4. Difference in the job
Page 64 and 65: Table 3.2.6. Agreement with stateme
Page 66 and 67: Figure 3.3.1. Satisfaction with lif
Page 68 and 69: Figure 3.3.4. Percentage of people
Page 70 and 71: Figure 3.4.1. Types of quality of l
Page 72 and 73: Figure 3.5.1. Percentage of teenage
Page 74 and 75: Figure 3.5.4. Percentage of respond
Page 76 and 77: Arieh A., Conti C., Kutsar D., Nicg
Page 78 and 79: Figure 3.6.2. Subjective quality of
Page 80 and 81: Pieper, A. Sixsmith, Care related q
Page 82 and 83: Figure 3.7.1. The placement of Euro
Page 84 and 85: Figure 4.2.1. Life satisfaction by
Page 86 and 87: Table 4.2.1. Factors forming genera
Page 88 and 89: Annexes Annex 4.2.1. Socio-demograp
Page 90 and 91: Figure 4.3.1. Changes in the assess
Page 92 and 93: Figure 4.3.4. Attitudes of the Esto
Page 94 and 95: olds considered themselves to be pa
Page 96 and 97: Table 4.4.3. Agreement of the Russi
Page 98 and 99: Table 4.5.2. The prospects of non-E
Page 102 and 103: mote equal opportunities. At the (e
Page 104 and 105: CHAPTER 5 Quality of life in a cons
Page 106 and 107: Figure 5.2.1. GDP and AIC per capit
Page 108 and 109: Figure 5.2.3. Distribution of consu
Page 110 and 111: Figure 5.2.4. Indexes of environmen
Page 112 and 113: Table 5.3.1. Comparison of countrie
Page 114 and 115: Figure 5.3.3. Comparison of types o
Page 116 and 117: Table 5.3.5. Connections between po
Page 118 and 119: Table 5.4.1. Who and what are the f
Page 120 and 121: Table 5.4.3. Young people’s asses
Page 122 and 123: Figure 5.4.6. Time spent on the con
Page 124 and 125: Table 5.4.6. The perception of prob
Page 126 and 127: 5.6. Summary To briefly summarize t
Page 128 and 129: Table 6.2.1. Objective and subjecti
Page 130 and 131: Figure 6.2.4. Relationship between
Page 132 and 133: Figure 6.2.7. Difference between th
Page 134 and 135: Figure 6.3.1. GDP, government secto
Page 136 and 137: Figure 6.3.3. Employed 15-74-year-o
Page 138 and 139: Figure 6.3.8. Percentage of social
Page 140 and 141: References 1. Aaviksoo, A., G. Paat
Page 142 and 143: Figure 6.4.1. Labour market flexibi
Page 144 and 145: Figure 6.4.3. Creations of jobs ind
Page 146 and 147: Figure 6.4.5. Public expenditures o
Page 148 and 149: Figure 6.4.6. Ratio of the particip
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6.5. Cities as development engines
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Table 6.5.2. Existence of developme
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have been underfinanced or are not
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Table 7.1. Factors that favour and
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Table 7.2. Potential economic devel
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Authors Chapter 1 Ene-Margit Tiit,
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Margit Keller (PhD) is a Senior Res
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Special prizes Estonian Human Devel
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Estonian Human Development Report H
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Estonian Human Development Report H
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Honorable mentions Estonian Human D
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Estonian Human Development Report P
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Estonian Human Development Report A
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Estonian Human Development Report

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