Estonian Human Development Report
Estonian Human Development Report - Eesti Koostöö Kogu
Estonian Human Development Report - Eesti Koostöö Kogu
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ment and the opportunities based thereon. Nevertheless,<br />
a great difference in expectations and actual achievements<br />
may cause dissatisfaction with opportunities in the labour<br />
market.<br />
From Figure 4.5.1., it appears that the salary expectations<br />
of non-<strong>Estonian</strong>s are more differentiated than<br />
those of <strong>Estonian</strong>s – when looking for work, they often<br />
ask for higher salaries (more than 4 times the minimum<br />
wage) and somewhat more often for lower salaries (less<br />
than 2 times the minimum wage) compared to <strong>Estonian</strong>s.<br />
The number of young people who are satisfied<br />
with lower wages does not differ by ethnic group. Generally<br />
the salary expectations of older people were the<br />
most modest, whereas 60–75-year-old non-<strong>Estonian</strong>s<br />
have particularly low salary expectations, with almost<br />
half asking a maximum of twice the minimum wage for<br />
their work.<br />
The assessments of non-<strong>Estonian</strong>s and <strong>Estonian</strong>s<br />
regarding the opportunities for using the educational<br />
potential they have acquired differs little, while the differences<br />
are significant in younger age groups (Figure<br />
4.5.2.). Compared to their <strong>Estonian</strong> contemporaries, 15–<br />
24-year-old non-<strong>Estonian</strong>s are less likely to accept jobs<br />
that require an educational level lower than the one they<br />
have. The positive attitude of young non-<strong>Estonian</strong>s is not<br />
shared by older non-<strong>Estonian</strong>s, and even 25–39-year-old<br />
non-<strong>Estonian</strong>s are more likely than <strong>Estonian</strong>s to accept<br />
jobs that are below their educational potential. One of the<br />
reasons for the greater positivism on the part of non-<strong>Estonian</strong>s<br />
in the younger age group may be the lack of experience<br />
in actual labour market competition, which means<br />
that their assessment may be based on expectations rather<br />
then actual experience. Nevertheless, this group is most<br />
likely to have <strong>Estonian</strong> citizenship and good <strong>Estonian</strong> language<br />
proficiency, which may be the basis for their expectations.<br />
From Figure 4.5.2., it also appears that the assessments<br />
of the oldest group of <strong>Estonian</strong>s and non-<strong>Estonian</strong>s<br />
do not differ substantially as an approximately similar<br />
percentage of older people in both ethnic groups would<br />
accept jobs that presume lower educational levels than the<br />
ones they have.<br />
<strong>Estonian</strong>s consider their skills/knowledge to be sufficient<br />
for finding suitable jobs somewhat more often<br />
than non-<strong>Estonian</strong>s (see Figure 4.5.3.). Although young<br />
non-<strong>Estonian</strong> are characterized by high salary expectations,<br />
and greater demands regarding the correspondence<br />
between the job and educational level, their assessment<br />
of the adequacy of their skills for finding acceptable<br />
work is considerably more pessimistic. Figure 4.5.3.<br />
shows that about half of 15–24-year-old non-<strong>Estonian</strong>s<br />
believe that their skills are inadequate for finding a<br />
suitable job (among <strong>Estonian</strong>s this percentage is 38%).<br />
Young non-<strong>Estonian</strong>s’ negative opinion on the adequacy<br />
of their skills may also be related to generally high expectations,<br />
although this nevertheless demonstrates greater<br />
uncertainty among young non-<strong>Estonian</strong>s regarding their<br />
work-related knowledge. Compared to older age groups,<br />
young people generally give the adequacy of their skills<br />
a more negative assessment, although this may also be<br />
caused by lack of work experience, or by the fact that the<br />
young people who are still studying do not consider their<br />
skills to be adequate for getting an acceptable job. Similar<br />
to young non-<strong>Estonian</strong>s, more than half of the oldest<br />
age group of non-<strong>Estonian</strong>s assesses their work-related<br />
Figure 4.5.1. Salary expectations of <strong>Estonian</strong>s and<br />
non-<strong>Estonian</strong>s by age group, %<br />
15–24<br />
25–39<br />
40–59<br />
60–75<br />
All<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Up to twice the<br />
minimum wage<br />
More than 4 times<br />
the minimum wage<br />
52 8<br />
30 13<br />
21<br />
14 28<br />
16 20<br />
12 40<br />
13 23<br />
18 25<br />
17 20<br />
75 50 25 0 25 50<br />
Source: Integration of <strong>Estonian</strong> Society: Monitoring 2008.<br />
Figure 4.5.2. The assessment of <strong>Estonian</strong>s and non-<br />
<strong>Estonian</strong>s to use their educational potential (willing<br />
to accept a job that assumes a lower education level<br />
than the one they possess) by age group, %<br />
15–24<br />
25–39<br />
40–59<br />
60–75<br />
All<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Source: Integration of <strong>Estonian</strong> Society: Monitoring 2008.<br />
55<br />
59<br />
63<br />
64<br />
58<br />
62<br />
59<br />
55<br />
46<br />
49<br />
75 50 25 0 25 50 75<br />
14 37 6<br />
34<br />
10<br />
14<br />
11<br />
3<br />
3<br />
6<br />
28<br />
2<br />
2<br />
21<br />
21<br />
22<br />
23<br />
15<br />
12<br />
13<br />
17<br />
10<br />
15<br />
17<br />
17<br />
24<br />
27<br />
22<br />
27<br />
23<br />
17<br />
43<br />
35<br />
45<br />
41<br />
37<br />
36<br />
42<br />
38<br />
41<br />
45<br />
47<br />
20<br />
54<br />
51<br />
47<br />
49<br />
27<br />
54<br />
54<br />
58<br />
59<br />
58<br />
Willing to<br />
accept a<br />
job that<br />
assumes<br />
a lower<br />
education<br />
level<br />
Not willing<br />
to accept<br />
a job that<br />
assumes<br />
a lower<br />
education<br />
level<br />
Figure 4.5.3. Assessments of <strong>Estonian</strong>s and non-<br />
<strong>Estonian</strong>s regarding their work-related skills/knowledge,<br />
by age group, %<br />
15–24<br />
25–39<br />
40–59<br />
60–75<br />
All<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
Non-<br />
<strong>Estonian</strong>s<br />
<strong>Estonian</strong>s<br />
75 50 25 0 25 50 75 100<br />
Generally insufficient Totally insufficient Generally sufficient Totally sufficient<br />
Source: Integration of <strong>Estonian</strong> Society: Monitoring 2008.<br />
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