Estonian Human Development Report

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Table 4.5.2. The prospects of non-Estonians of working on the top positions and the risk of unemployment in case of equal preconditions with Estonians 24 In case of each group – non- Estonians compared to Estonians in case of equal preconditions a : Entire non-Estonian workforce (15–74-year-olds) …incl. those who have good Estonian language proficiency … incl. those who have poor Estonian language proficiency …incl. those who have Estonian citizenship Risk of unemployment How many times greater is the probability for non- Estonians Managers and professionals How many times smaller is the probability for non- Estonians 1.67*** 2.23** 1.22*** 1.55** 1.93*** 2.86*** 1.42*** 1.82** …incl. those who are stateless 1.82*** 2.95*** …incl. those who have Russian citizenship ... incl. those who have good Estonian language proficiency and also have Estonian citizenship All non-Estonian young people (20–34-year-olds) …incl. those who have good Estonian language proficiency … incl. those who have poor Estonian language proficiency …incl. those who have Estonian citizenship 2.08*** 2.82*** 1.23** 1.61*** 1.38*** 2.31*** 0.85 2.00*** 1.74*** 2.66*** 0.97 2.10*** …incl. those who are stateless 1.66*** 2.58*** …incl. those who have Russian citizenship ... incl. those who have good Estonian language proficiency and also have Estonian citizenship 2.03*** 2.71*** 0.89 2.04*** a As equal preconditions, the following factors have been included in the logistic regression model: educational level, age, company’s area of activity (branch of the economy); sector (working in the private or state sector); residence (Tallinn, Ida-Viru County or the rest of Estonia); gender, period which the data characterizes (2001–2003) (2004–2006). *** significant difference (significance level
ment and the opportunities based thereon. Nevertheless, a great difference in expectations and actual achievements may cause dissatisfaction with opportunities in the labour market. From Figure 4.5.1., it appears that the salary expectations of non-Estonians are more differentiated than those of Estonians – when looking for work, they often ask for higher salaries (more than 4 times the minimum wage) and somewhat more often for lower salaries (less than 2 times the minimum wage) compared to Estonians. The number of young people who are satisfied with lower wages does not differ by ethnic group. Generally the salary expectations of older people were the most modest, whereas 60–75-year-old non-Estonians have particularly low salary expectations, with almost half asking a maximum of twice the minimum wage for their work. The assessments of non-Estonians and Estonians regarding the opportunities for using the educational potential they have acquired differs little, while the differences are significant in younger age groups (Figure 4.5.2.). Compared to their Estonian contemporaries, 15– 24-year-old non-Estonians are less likely to accept jobs that require an educational level lower than the one they have. The positive attitude of young non-Estonians is not shared by older non-Estonians, and even 25–39-year-old non-Estonians are more likely than Estonians to accept jobs that are below their educational potential. One of the reasons for the greater positivism on the part of non-Estonians in the younger age group may be the lack of experience in actual labour market competition, which means that their assessment may be based on expectations rather then actual experience. Nevertheless, this group is most likely to have Estonian citizenship and good Estonian language proficiency, which may be the basis for their expectations. From Figure 4.5.2., it also appears that the assessments of the oldest group of Estonians and non-Estonians do not differ substantially as an approximately similar percentage of older people in both ethnic groups would accept jobs that presume lower educational levels than the ones they have. Estonians consider their skills/knowledge to be sufficient for finding suitable jobs somewhat more often than non-Estonians (see Figure 4.5.3.). Although young non-Estonian are characterized by high salary expectations, and greater demands regarding the correspondence between the job and educational level, their assessment of the adequacy of their skills for finding acceptable work is considerably more pessimistic. Figure 4.5.3. shows that about half of 15–24-year-old non-Estonians believe that their skills are inadequate for finding a suitable job (among Estonians this percentage is 38%). Young non-Estonians’ negative opinion on the adequacy of their skills may also be related to generally high expectations, although this nevertheless demonstrates greater uncertainty among young non-Estonians regarding their work-related knowledge. Compared to older age groups, young people generally give the adequacy of their skills a more negative assessment, although this may also be caused by lack of work experience, or by the fact that the young people who are still studying do not consider their skills to be adequate for getting an acceptable job. Similar to young non-Estonians, more than half of the oldest age group of non-Estonians assesses their work-related Figure 4.5.1. Salary expectations of Estonians and non-Estonians by age group, % 15–24 25–39 40–59 60–75 All Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Up to twice the minimum wage More than 4 times the minimum wage 52 8 30 13 21 14 28 16 20 12 40 13 23 18 25 17 20 75 50 25 0 25 50 Source: Integration of Estonian Society: Monitoring 2008. Figure 4.5.2. The assessment of Estonians and non- Estonians to use their educational potential (willing to accept a job that assumes a lower education level than the one they possess) by age group, % 15–24 25–39 40–59 60–75 All Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Source: Integration of Estonian Society: Monitoring 2008. 55 59 63 64 58 62 59 55 46 49 75 50 25 0 25 50 75 14 37 6 34 10 14 11 3 3 6 28 2 2 21 21 22 23 15 12 13 17 10 15 17 17 24 27 22 27 23 17 43 35 45 41 37 36 42 38 41 45 47 20 54 51 47 49 27 54 54 58 59 58 Willing to accept a job that assumes a lower education level Not willing to accept a job that assumes a lower education level Figure 4.5.3. Assessments of Estonians and non- Estonians regarding their work-related skills/knowledge, by age group, % 15–24 25–39 40–59 60–75 All Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians Non- Estonians Estonians 75 50 25 0 25 50 75 100 Generally insufficient Totally insufficient Generally sufficient Totally sufficient Source: Integration of Estonian Society: Monitoring 2008. 97 |
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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
Page 48 and 49: 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 100 and 101: Figure 4.5.4. Certainty of Estonian
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
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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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