Read more.... - Arnhem International School

Transcription

Feeling at home? Facilitating expats in the
process of settling, working and living
in the City Region Arnhem Nijmegen
A study on the composition, perceptions and needs
of expats and their employers
Final report
This study was assigned by City Region Arnhem Nijmegen in
cooperation with the Municipality of Arnhem and the Municipality
of Nijmegen
drs. B.J. Buiskool
drs. L. Boer
Project number: B3459
Zoetermeer, September 18, 2008
The responsibility for the contents of this report lies with Research voor Beleid. Quoting of
numbers and/or text as an explanation or support in papers, essays and books is permitted
only when the source is clearly mentioned. No part of this publication may be copied and/or
published in any form or by any means, or stored in a retrieval system, without the prior
written permission of Research voor Beleid. Research voor Beleid does not accept responsibility for printing errors and/or other imperfections.
2
Preface
As highly skilled, technically educated employees are scarce, the international market increasingly becomes an important source to recruit knowledge workers. Currently, the local
governments of Arnhem and Nijmegen strongly focus on the importance of attracting and
embedding expats to the region. This focus is being realised through the development of
new policy and in the B4YOU program. The B4You program—with the help of 21 regional
partners, including the initiators of this study—want to enhance the cooperation between
companies, educational and research institutes, and the government1. The central goals of
B4You are (1) to increase the number of technical students by 20 percent at both a highschool and higher education levels by 2015, and; (2) to become one of the Netherlands’
most innovative regions by 2015. One of B4You’s five action programmes aims to make the
City Region Arnhem Nijmegen a more attractive place to live for expats.
To effectively attract and keep expats, it is important to understand their needs and expectations when it comes to working and living. The City Region Arnhem Nijmegen currently
lacks information on these matters. This study serves as a basis for new policy and investigating new ways of meeting the needs of expats and their employers and explores the expectations and perceptions of expats in the region.
The report consists of three parts. Part A includes a short version of the report with the
main findings, which can be used for communication purposes to relevant stakeholders like
policy-makers, employers, and expats themselves. Part B includes the main report with all
the data collected during the research process. It consists of five chapters. In chapter one
an overview is given of the background and goals of this study. In addition, the methodological approach is described. Chapter two provides an overview of the number and composition of the group of expats working in the City Region. Subsequently, in chapter three, an
overview is given of the current supply of facilities for expats in the region. Chapter four
relates expats’ opinions on settling, working and living in the region, while chapter five discusses employers’ perceptions on attracting and embedding expats in the City Region. Finally part C introduces some points for discussion for further policy making.
This study would not have been possible without the help of the business community and
(quasi-) public organisations, and of course, the expats working in the City Region Arnhem
Nijmegen. Therefore we would like to thank the all who participated in this study by completing the web survey.
Research voor Beleid
1
In B4You the following 21 partners cooperate: Platform Bèta Techniek, Kenniscentrum Bètatechniek, Hogeschool Arnhem and Nijmegen, ROC Nijmegen, Rijn Ijssel, Arentheem College, Quadraam, Montessori College,
Scholengroep Rijk van Nijmegen, Alliantie Voortgezet Onderwijs voor Nijmegen en het Land van Maas en
Waal, Scholengroep Over- en Midden Betuwe, LINDUS, MKB NL, Industriële Kring voor Nijmegen e.o., Kamer
van Koophandel Centraal Gelderland, OKA, VNO-NCW Arnhem Nijmegen, Gemeente Arnhem, Gemeente Nijmegen, City Region Arnhem Nijmegen.
3
4
Contents
Part A
Executive summary / samenvatting
7
Summary
Part B
1
4
23
25
1.1
Policy context
25
1.1.1
The importance of expats to the City Region Arnhem Nijmegen
25
1.1.2
A strong focus: B4YOU
26
1.2
Aim of the study
27
1.3
Defining expats and the City Region Arnhem Nijmegen
27
1.3.1
Defining expats
27
1.3.2
Defining the broader City Region Arnhem Nijmegen
28
Methodological approach
29
1.4.1
Research methods
29
1.4.2
Response
29
1.4.3
Some methodological considerations
30
Number and composition of expats in the City Region
31
2.1
Estimated number of expats working in the City Region
31
2.2
Background characteristics of expats working in the City Region
35
2.2.1
Gender and age
35
2.2.2
Nationality and country of origin
36
2.2.3
Bringing in family to the City Region
37
2.2.4
Level of education of expats in the City Region
39
2.3
3
Main report
Background, aims and research questions
1.4
2
9
Patterns of mobility of expats working in the City Region Arnhem Nijmegen
40
2.3.1
Motivation and nature of source and destination
41
2.3.2
Channels or mechanism
42
2.3.3
Date of arrival and expected stay
44
Facilities for expats in and outside the City Region
47
3.1
Public facilities
47
3.2
Private facilities and initiatives
48
3.2.1
Settling
48
3.2.2
Living
52
Settling, working and living in the City Region
4.1
55
Settling in the City Region Arnhem Nijmegen
55
4.1.1
Guidance by employers
55
4.1.2
Guidance by a relocation bureau
57
4.1.3
Guidance by government services
58
5
4.2
4.3
5
Working in the City Region Arnhem Nijmegen
59
4.2.1
Professional profile
60
4.2.2
Type of contract and income
60
4.2.3
Professional climate in the City Region
62
Living in the City Region Arnhem Nijmegen
66
4.3.1
Housing situation in the City Region Arnhem Nijmegen
66
4.3.2
School and childcare facilities in the City Region Arnhem Nijmegen
73
4.3.3
Leisure facilities and services in the City Region Arnhem Nijmegen
78
4.3.4
Social contacts
83
4.3.5
Infrastructure and transport
84
4.3.6
Medical system and services
85
4.3.7
Other service providers
86
Employers’ perspective on attracting and embedding expats
5.1
Attracting expats to the City Region Arnhem Nijmegen
89
5.2
Facilitating expats in the process of settlement
90
5.3
Quality of facilities in the region
91
5.4
Obstacles and suggestions for improvement
92
Discussion
95
Part C
6
89
Discussion and suggestions for short-term improvements
Annex 1
Nederlandse samenvatting
97
101
Annex 2
Respondents interviews
107
Annex 3
Data specified for Arnhem, Nijmegen and the City Region
109
Annex 4
Participating organisations
121
6
Part A
Executive summary / samenvatting
7
8
Summary
1
new policy and in the B4YOU program. To effectively attract and keep expats, it is important to understand their needs and expectations when it comes to working and living. The
City Region Arnhem Nijmegen currently lacks information on these matters. This study
serves as a basis for new policy and investigating new ways of meeting the needs of expats
and their employers and explores the expectations and perceptions of expats in the region.
Estimating the number of expats working in the City Region Arnhem Nijmegen
In order to achieve an overview of the number of expats in the City Region Arnhem
Nijmegen and the future job growth of this particular group of workers, a survey was organised among a select group of organisations where most expats were expected to
work. In total 44 of the 58 organisations (76 percent) provided information on the number of expats working for their organisation. With these results, this study can strictly
speaking only make reliable judgments for the number of expats working for these 44
organisations and not for the total population of expats working in the City Region.
Therefore the presented number of expats has to be seen as the minimum number of
workers working in the City Region. However, in order to give a rough estimation of the
total number of expats we raise the total number of expats with a factor 1,25 because
we assume that the responded organisations include 80 percent of the expats working in
the City Region Arnhem Nijmegen (see box below). Based on this calculation, in 2008,
there are approximately 1,650 expats working in the City Region Arnhem Nijmegen
(Arnhem: 150 expats; Nijmegen: 850 expats; rest of the City Region including Boxmeer,
Oss and Wageningen: 600 expats ) and the estimation is that this group will grow to approximately 2,200 expats by 2013 (33 percent). All together, these numbers show that
demand for expats will increase and emphasises the importance of formulating a targeted policy to attract and retain this group of workers
E
Background characteristics of expats
The majority of expats working in the City Region Arnhem Nijmegen are male (approximately 60 percent). Comparing the results of the group of expats working in the private
sector with those working for the university, one sees that the private sector is dominated by men (70 percent), while the distribution of sexes within the university is more
balanced (50 percent).
Looking at the age structure of the total group of expats, one sees that more than half
of them are less than 30 years old. Around a quarter of the expats are between 30 and
40 years old, while a small group of about one tenth is aged 40 and above. These numbers clearly indicate that expats are relatively young (especially the group of expats
working for the university).
A quarter of the expats brought their partner and children to the Netherlands. Almost
one fifth of the expats brought only their partner, while very few expats brought only
their children.
1
A Dutch version of this summary is provided in annex 1
9
Two thirds of the expats working in the private sector have children, while one fifth of
those working for the university have children. Of those with children, approximately
half have two children. Expats working for the private sector tend to have more children
than those working for the university.
Most expats have a Master degree or Ph.D. (approximately 81 percent). Almost one fifth
of the expats have a Bachelor or professional degree. If one compares the level of education of the expats working for the private sector with those working for a university,
one sees that the latter group are higher educated (Master or Doctoral degrees).
Mobility pattern of expats working in the City Region Anrhem Nijmegen
Two thirds of the expats decided to work in the City Region because they considered it
as a career opportunity. One third of the expats stated that the attractive scientific climate was the reason for deciding to work in the region. Almost one fifth of them indicated that study was the reason. Other reasons mentioned by around one tenth of the
expats were: the social, economic, political and cultural climate in the Netherlands; a
strategy to gain international experience; “forced” mobility by employer; the region as
place of residence; and family and / or friends living in the region.
Almost half of the expats used academic or professional contacts to get information
about their current job. The internet (job searching sites / organisation sites) was mentioned by four tenths of expats, and personal contacts were used by approximately one
third. About one tenth of the expats made use of transfer mechanisms within the company or a network of university contacts. These numbers show that most of the information about their job is provided by informal contacts between colleagues, academics or
acquaintances. Information via more traditional recruitment channels like vacancy notes
in newspapers, job centres, recruitment fairs and advertising campaigns were used to a
lesser extent (between one and three percent).
Almost half of the expats working in the City Region Arnhem Nijmegen came to the
Netherlands in the last three years (since 2006) and approximately 84 percent somewhere between 2000 and present. A relatively small group of expats came to the Netherlands before the year 2000.
One fifth of the expats expect to stay in the Netherlands less than two years. Almost one
third of the expats expect to stay between two and five years, while approximately
13 percent expect to stay between five and ten years. Around 16 percent of the expats
indicated that they are planning to stay longer than 10 years. One fifth of them have no
idea how long they expect to stay and work.
Facilities for expats in the City Region Arnhem Nijmegen
The local governments in the City Region Arnhem Nijmegen offer several facilities for expats, such as information on settling, working and living. Nijmegen is currently best
equipped for expats with its English-language website, Hospitality Centre and Meeting
Point. The Municipality of Arnhem recently launched a website for expats in English and
German. In addition to the Region branding Cool Region Web site, the Municipality of Arnhem, the Municipality of Nijmegen and City Region are cooperating on expanding facilities
for expats.
Private initiatives, apart from the relocation bureaus that offer assistance regarding settling, working and living, mainly offer guidance and information on childcare and education
as well as socialising and leisure activities. The Arnhem International School is the only international school in the area. Radboud University offers accommodation for visiting scholars. At the regional level, the Foreign Exchange, the Arnhem International School International Parents’ Council (IPC) and the Nijmegen-Arnhem Chaplaincy of the Anglican Church
10
offer social activities for expats from both Arnhem and Nijmegen. In Nijmegen, expats can
join the Nijmegen Expat American Meetup Group.
The majority of expats believe that their employer gave sufficient support with visas,
work permits, health insurance, and social security (such as pensions). Expats have
more diverse opinions regarding the support of their employers on procedures to bring
family to the Netherlands, on culture and society, on childcare and schooling, as well as
on tax issues. The expats were relatively less positive about the support of their employer in establishing their personal lives.
A quarter of expats were supported by a relocation bureau when moving and settling
into the City Region. Differences exist between those working in the private sector versus those at the university. Half of the expats working for the private sector used a relocation bureau compared to almost none at the university. Three quarters of expats who
used a relocation bureau received help in finding a house and information on the local
culture. More than half of the expats received help to get established by arranging practical issue such as TV services, utility services, insurance, and a car.
Around one third of expats believe that the provision of information regarding official
procedures was poor to very poor. This included information on local taxes and local services; procedures for getting visas, resident permits and extensions; and the procedures
for bringing family to the Netherlands. An equal group thinks that the information provided is good to very good. Assessing the community services in general, one sees that
the majority of expats consider these as good to very good.
An overview of the suggestions to improve employer support and government services is
provided in the box below.
Support of the employer in the process of settlement
More guidance by the employer in the process of settlement and living in the Netherlands, before and
upon arrival, particularly regarding translation of contracts, immigration, visa procedures, housing,
pension and health insurance
Offer more possibilities to learn Dutch and/or accept English as the second language at the workplace
Welcome expats and help them socialize and network by for example providing a welcome package,
organizing after work parties or informing them about other international companies in the region*1
Government services
Provide more information in English about the process of settling in the Netherlands (for example, a
welcome package) and have government web sites, forms and brochures available in English
Reduce bureaucracy and simplify procedures
Government organisations, such as the IND, need to be more customer friendly / service oriented and
understand expat needs*
Facilitate friends and family visiting for a short term better*
Longer opening hours of city hall*
Open a central point for expats for support and guidance: ‘One-stop shopping’*
1
The boxes showing suggestions for improvement comprise the suggestions most often mentioned by expats
and fewer mentioned suggestions representing interesting ideas. Suggestions mentioned less than 5 times
are indicated by a *.
11
For most expats, their current employer is the first employer they worked for during
their stay in the Netherlands (approximately 79 percent). Almost one fifth of expats
have worked for two employers in the Netherlands and approximately 5 percent for more
than three employers.
Almost half of the expats have a temporary contract, while the other half have a permanent contract. Fewer expats are working on a secondment or internship basis. Comparing expats working in the private sector with those working for a university, one sees
that the latter group has a high percentage with a temporary contract, while the former
often have a permanent contract.
For policy-makers it is useful to make an inventory of professional conditions that need
to be improved, expanded, maintained or monitored in the coming years so that the region can stay attractive to expats. Priorities can be made by comparing the average
score of satisfaction with the average score of importance (see figure below). The figure
shows that for almost all categories, the satisfaction score is lower than the importance
score. Dividing the matrix in four quadrants one sees that the item “career opportunities” needs improvement, while the items scientific climate and quality and content of
work may be expanded. The international business climate and the primary and secondary package of benefits need to be monitored in the coming years.
Professional conditions in Arnhem Nijmegen Region
90%
85%
Priority IV: Maintain
Priority II: Expand
Quality and content of your
work
80%
Scientific climate
Satisfaction %
75%
70%
Career Opportunities
65%
60%
Primary and secondary
package of benefits
55%
International business climate
50%
Priority III: Monitor
Priority I: Improve
45%
40%
50%
55%
60%
65%
70%
75%
80%
85%
90%
Importance %
An overview of the suggestions to improve the professional conditions for expats in the City
Region Arnhem Nijmegen is provided in the box below.
12
Attract more international, high tech and R&D businesses to the region
Create more business networking opportunities in order to gain better access to learning institutes; support each other and better understand the Dutch business culture, by, for example, organizing after work
parties
Stimulate an international environment and enhance international cooperation*1
Develop a consistent, long-term policy with regards to high-tech businesses with an active role of the
Radboud University*
Career opportunities
More information (in English) on career prospects and job opportunities in the region*
Create better opportunities to get a permanent research and teaching contract at the university*
Attract more international employment agencies or head hunters for the region*
Scientific climate
Organise international conferences or events to provide a forum for the world’s leading scientific and
technical communities*
Primary and secondary package of benefits
Increase competitiveness of job opportunities by expanding relocation packages*
Quality and content of the work
More working in teams and groups rather than individual projects; more contact between researchers*
The fact that expats are less satisfied with the career opportunities in the region corresponds with the results of other studies on this topic2. Eastern Netherlands is generally considered to offer fewer job opportunities for (international) knowledge workers than Western
Netherlands or abroad since less large, international companies are based in the Eastern
part of the country.
Housing situation in the City Region Arnhem Nijmegen
One third of the expats are living in a flat. One fifth of expats live in a single semidetached family dwelling. Comparing the results of expats working in the private sector
with those working for the university, one can see that in the private sector, most expats are living in a single-family dwelling (a total of 69 percent), almost equally spread
between detached, semi-detached, corner and terraced house. One third of expats working for the university are living in a room, dependent housing unit or student house.
Most expats rent the accommodation in which they are living (67 percent), while almost
one third (28 percent) of them own their accommodation. Almost five percent live in accommodation which is rented or owned by their employer.
Approximately 60 percent of expats took less than half a year to find suitable accommodation and for almost one third it took more than six months. One tenth of the expats
have not yet found suitable accommodation3. Comparing the outcomes of expats working
1
2
3
Research voor Beleid, Knowledge workers in Eastern Netherlands (May, 2008)
n=17
13
for the private sector with those working for the university, one sees that almost one
fifth of the latter group have not yet found suitable accommodation.
More than half of the expats consider the price level of houses to be poor to very poor
(and 70 percent at the university). A number of expats assesses the number and diversity (37 percent), the information facilities concerning the housing supply (34 percent),
the quality of real estate agents and the quality of housing supply (31 percent and 23
percent, respectively) to be poor. Expats are generally satisfied with their current housing situation and the quality of the living environment in their neighbourhood (60 and 73
percent of the expats, respectively, assess them as good to very good).
An overview of the expats’ suggestions to improve the housing situation is provided in the
box below.
Number, diversity and quality
Expats find it extremely difficult to find suitable (rental) housing in the City Region Arnhem Nijmegen
quickly. Therefore, the supply of (rental) accommodations for expats needs to be increased, especially
in the city centre and the better neighbourhoods of Nijmegen and near the Arnhem International
School.
Set up priority for newcomers to find housing as quick as possible*1
Price level
Decrease prices for both renting and buying
Issue some form of state or municipality control of rental prices*
Real estate agents and accommodation agencies
More information on the housing market in English (web sites, news, media)
The municipality should play a direct role in offering (independent) information and advice on housing
Shorten the waiting lists of accommodation agencies*
Some real estate agents should focus on expats (such as Remax Nijmegen)*
Make Dutch mortgages more suitable for expats*
More accommodation should be government-owned rather than be expensive private organisations*
Employer
Accept flexi- and tele-working, which gives expats more flexibility when it comes to selecting a house
further away from the office*
Other
Pick up bio-garbage more often, especially during summer*
The 30 percent rule reduces the tax-return on mortgages, which makes buying less attractive for expats*
Improve public transport in order to give expats more flexibility when it comes to selecting a house*
1
14
Schools in the City Region Arnhem Nijmegen
Almost half of the expats who send their children to a school in the City Region Arnhem
Nijmegen send their children to a Dutch primary school. About one third send their children to the Arnhem International School’s (AIS) primary department. About one tenth of
this group of expats send their children to a Dutch secondary school, while four tenths of
them send their children to the AIS secondary department. A percentage of approximately six percent send their children to an institute providing tertiary education. Comparing the group of expats working in the private sector with those for the university,
one sees that hardly any expats working for the university send their children to the
AIS. Expats working for the private sector, on the other hand, are more likely to send
their children to the AIS (almost half of them).
The main reason for not sending children to the AIS is proximity (mentioned by 57 percent of the expats) and the importance of learning Dutch (mentioned by 44 percent of
the expats). Approximately 26 percent mentioned the student fee as a reason for not
sending their children to the Arnhem International School. On the other hand, the main
reasons for sending their children to the AIS was the standard of the programmes in
terms of content, methods and curriculum (mentioned by 51 percent of the expats), the
international environment (mentioned by 78 percent of the expats), and their proximity
(mentioned by 24 percent of the expats).
Concerning primary school, expats are generally satisfied with the standard of the programmes, teaching staff, proximity, safety, and the communication policy. Differences
can be seen comparing the group of expats sending their children to the AIS primary department and those to the Dutch primary school. The group of expats who are sending
their children to the primary department of the AIS are more negative about the quality
of the building (around 40 percent thinks it is poor to very poor), hygiene (38 percent
thinks it is poor to very poor), after-school childcare (53 percent think it is poor to very
poor), and student fees (20 percent thinks it is poor to very poor).
Concerning secondary school, expats are generally satisfied with the standard of the
programmes, safety, and hygiene. However, differences can be seen comparing the
group of expats sending their children to the AIS secondary department and those to a
Dutch secondary school. The group of expats who are sending their children to the secondary department of the AIS are more negative about the quality of the building
(around 35 percent thinks it is poor to very poor), teaching staff (19 percent thinks it is
poor to very poor), after school childcare (33 percent thinks it is poor to very poor),
communication policy (20 percent poor to very poor), and student fees (27 percent
thinks it is poor to very poor).
AIS wishes to expand social activities and improve the school’s accomodation in the
(near) future. Municipality of Arnhem, Municipality of Nijmegen and other regional governments and partners are interested in discussing these ideas with AIS.
An overview of suggestions for improvements of schools is provided in the box below.
15
Pre- and after-school care (buitenschoolse opvang or BSO):
Reduce the waiting list for pre- and after-school care by increasing the number of places*
Reduce the price for pre- and after-school care*
Offer more flexibility in the hours of pre- and after-school care*
Arrange bus service to bring children to school and back*
Arnhem International School:
Improve the facilities and buildings of the primary school (Slochterenweg) by updating equipment,
expanding the building and classrooms as well as creating a larger and safer play area
Hire more qualified, international staff
Communicate with parents more frequently and improve the communication on curricula, teaching
hours and schedules*
Combine the primary and secondary school into one building, modelled on, for example, schools in
Rotterdam, Dusseldorf and Wassenaar*
Lower school fees to the level of Dutch schools*
Offer supplementary Dutch-language teaching and integration courses for children*
Other:
Enable expats to choose by setting up an international school or bilingual programs in Nijmegen
Increase the information about schooling and childcare facilities in the region*
Leisure activities in the City Region Arnhem Nijmegen
Expats are, in general, satisfied with all leisure facilities, services and events in the City
Region Arnhem Nijmegen. For policy-makers it is useful to make an inventory of the facilities and services that need to be improved, expanded, maintained or monitored in the
coming years so that the region can stay attractive to expats. Priorities can be made by
comparing the average score of satisfaction with the average score of importance (see
figure below).
Facilities and services in the Arnhem Nijmegen Region
90%
Natural environment
85%
80%
Priority II: Expand
Shopping facilities
75%
Non-organised sports activities
Satisfaction %
Pubs/nightlife/restaurants
Cinema
70%
Library
Amusement parks and play
areas
65%
Festivals/events
Museum
60%
Theatre
55%
Classical concerts
Organised sports activities
Popular concerts/ (pop, rock,
jazz)
50%
45%
Priority I: Improve
Religious services (e.g.
churches, mosque)
40%
50%
55%
60%
65%
70%
Importance %
16
75%
80%
85%
90%
The figure shows that the natural environment, library, cinema, (non) organised sport activities, festivals and events were considered as very important for the attractiveness of the
City Region to expats, while museums, amusement parks, play areas, shopping facilities and
popular concerts were considered as moderately to very important. Dividing the matrix into
four quadrants, one sees that none of the items needs improvement. The natural environment may be expanded in order to promote the region. The shopping facilities can be maintained at the same level, as the satisfaction score is higher than the importance score. This
means that for these facilities, there is no immediate need to improve their quality. The
other facilities need to be monitored carefully to make sure the satisfaction score does not
lower. Religious services, classical and popular concerts, theatre, museums, play grounds,
organised sport activities, festivals / events, and the library may require special attention
because they show a gap between the level of satisfaction and level of importance (five to
15 percent).
An overview of the suggestions for improvements is provided in the box below.
Offer more information in other languages than Dutch such as English and French
Longer opening hours for (outdoor) swimming pools, shops and museums to meet needs of working
expats
Create more sports facilities such as swimming pools, fitness schools and common recreational outdoors activities*
Internet (approximately 91 percent) and personal contacts (approximately 57 percent) are
most frequently used for getting information on leisure activities. Newspapers, brochures,
and e-mail / digital newsletters are used by 20 to 40 percent of expats. Almost one fifth of
expats use an intranet at work or local television. A minor group of expats use information
from the radio or other sources.
The box below lists what expats would like to see improved regarding the way they are informed about leisure activities in the City Region.
An up-to-date Web site listing all events in the City Region Arnhem Nijmegen; the link of this Web site
should be given to each expat before or upon arrival
A monthly or quarterly (e-)newsletter with activities, facilities and events sent to everyone registered
as an expat
Provide welcome and information packages when an expat registers at city hall *
Postings on a school bulletin board, which is ‘the link to the world for most expat moms’ *
For tips on how to inform expats in the City Region Arnhem Nijmegen, take a look at expat books published by the American Women’s Club in The Hague (Life in Holland) and the KidGids.*
17
Social contacts in the City Region Arnhem Nijmegen
Hardly any differences in opinion can be seen between expats working for the private
sector and those working for the university. Expats rate their social contacts at work and
with other international workers as good (70 percent of the expats considered the quality of these social contacts to be good to very good). Around half of the expats also feel
positive about their social contacts within religious organisations, clubs / associations,
their neighbourhoods, with local people, and third persons like shop keepers. Around one
fifth assesses these contacts as poor to very poor.
Almost 60 percent of the expats rate the politeness of the local population as good to
very good. A percentage of almost 10 considers the politeness to be poor to very poor.
Some remarks were made by the expats in the survey about the lack of openness and
acceptance of foreigners into the Dutch society. In general, other studies show, expats
find Dutch people are very friendly in day-to-day interaction. However, to move beyond
this superficial level can be very difficult 1.
Leisure activities in the City Region Arnhem Nijmegen
Logistics in the City Region Arnhem Nijmegen
Most expats are satisfied with the traffic infrastructure, public transport facilities and the
international connectivity in the City Region Arnhem Nijmegen. Almost one fifth of the
respondents rate the quality of international connectivity as poor to very poor; approximately one tenth thinks the traffic infrastructure and the public transport is poor. Naturally, this latter group would like to see better public-transport facilities (reducing the
costs and more supply), traffic infrastructure (less traffic in the city, improved fluidity)
and international connectivity (direct connection by train and airplane).
Healthcare in the City Region Arnhem Nijmegen
Expats have a diverse opinion on social security and medical insurance systems in the
Netherlands. One third of the expats is satisfied with this system (good to very good),
one fifth consider the quality to be poor or very poor.
Almost 40 percent of the expats consider the quality of the medical services to be good
to very good. A quarter of them assesses these services to be poor or very poor. Most
complaints about the medical system and services relate to the inflexibility of the medical-insurance system and waiting lists.
Banking and insurance in the City Region Arnhem Nijmegen
Most expats are satisfied with financial-service providers. Almost half of them assesses
their services as good to very good. One tenth of the expats thinks that the quality of
the providers is poor to very poor.
1
Buiskool, B.J., Grijpstra, D., Attracting and embedding inter-national knowledge workers in the Eindhoven
Region: A study on the composition, perceptions and expectations (Research voor Beleid, 2006)
18
Perception of employers on attracting and embedding expats
Approximately 38 percent of employers find it easy to attract expats; about 14 percent
think it is difficult. Almost half of the respondents think it is neither difficult nor easy to
attract expats.
In order to attract expats, organisations use a wide range of instruments. Networks of
university or business contacts and advertising campaigns are the most popular recruitment strategies amongst employers (67 percent and 62 percent, respectively), followed
by transfers within the company itself (43 percent). Employers also attend recruitment
fairs (38 percent). Foreign recruiters are the least popular (10 percent).
Over 80 percent of the responding employers feels responsible and invests in giving
adequate support to expats. Five percent does not feel responsible and 10 percent is undecided on this topic.
Most employers facilitate expats when relocating to the City Region Arnhem Nijmegen,
and they always support expats when applying for a work and residence permit and in
administrative issues concerning the local government. Except for finding a house and
support in childcare, two thirds of the employers (mainly) facilitate expats themselves.
External parties such as relocation bureaus, real-estate agencies and law firms are more
often hired in case of relocating or moving, finding a house and dealing with financial issues.
Employers feel the most positive about the scientific climate of the City Region Arnhem
Nijmegen, followed by the offer of primary and secondary schooling and finally cultural
activities. Employers are generally less satisfied with housing, community services and
the international investment climate. The standard of housing in the region shows the
lowest score; housing is perceived as ‘poor’ or ‘very poor’ by one third of the respondents, 57 percent consider it average. Ten percent perceives housing as good. Community services are evaluated ‘poor’ by 19 percent of the responding employers; 43 percent
consider it ‘average’ and 29 percent as ‘good’.
The box below provides an overview of obstacles employers face in the process of attracting expats and also offers potential solutions. Most suggestions were mentioned by employers once or twice.
19
Bottlenecks 1
Recommendations
1. Immigration procedures and work permit:
1. Housing
·
·
·
·
·
Procedures (for non-EU persons
Legalization of certificates)*
·
·
Suitable housing for expats which is immediately
available upon arrival*
Procedures take a very long time)*
Bureaucracy of the IND)*
Reasonably priced housing
·
Possibility of long-term contracts of apartments
instead of temporary contracts*
Lack of a central desk of information on procedures)*
2. (Centralized) Offer of information and support
2. Dutch language*, for example:
·
·
kinds of problems, including housing*
Dutch language used by government authorities)*
Central, specialised department to help with all
·
‘One-stop shopping’ for all procedures related to
expats*
3. Finances, for example:
·
·
Tax structure)*
Rent and buying prices too high)*
Good information and support from city hall*
Support for subscribing to social facilities
(toeslagen) *
Opening bank accounts )*
4. Housing
·
·
·
·
3. More (positive) attention for expats
·
In general, positive culture / attitude towards
foreigners*
Lack of housing available on short term)*
·
Meet & greet programs*
5. Professional environment, for example:
·
Reputation of research group and research
facilities)*
·
Competition of other countries and regions in
hiring highly qualified employees)*
Other, for example:
·
·
International school in Nijmegen*
Public transport to Winkelsteeg / Noviotech
Campus*
Other, for example:
·
High expenses for travelling and connection by
public transport to outer industrial zone)*
Discussion and suggestions for short-term improvements
An interesting question for policy-makers is how to interpret the outcomes of this study.
Does the City Region Arnhem Nijmegen perform well or are the outcomes disappointing?
Which fields need to be improved or developed in order for the region to stay attractive for
expats? Ideally, these outcomes would need to be compared with studies in other regions
inside and outside the Netherlands, which compete with City Region Arnhem Nijmegen to
attract and retain expats (according to the principle of benchmarking).
This study named a number of activities, facilities and services for settling, working and living in the City Region that could be improved. Some problems are difficult to solve on short
term because they need concrete changes in policy or need long term investments and
therefore careful consideration of government priorities (like e.g. building houses). Others
are easier to solve like improving information facilities for expats in order to help them organise their lives in the Netherlands. From the web surveys and the suggestions made by
1
20
expats and their employers themselves a number of possible short-term and low-cost improvements can be derived. These improvements primarily concern communication and information. The responsibility for these improvements lies with several actors (local government, employers, Arnhem International School, Real Estate Agents, “woningbouwcooperaties”, head hunters and job agencies)
In formulating a targeted policy for expats working and living in the City Region Arnhem
Nijmegen, policy-makers must be aware that two distinct groups of expats exist: expats
working for the private sector and those working for the university. Each group differs in
their composition, perceptions and expectations. In general, expats from the university are
much younger because this group mainly consists of Ph.D. students or post-docs, and they
therefore have other needs and exhibit different behaviour.
From the perspective of good policy-making, it is advisable to set targets, and monitor
them. Monitoring the group makes it possible to evaluate the specific policy measures
which have been put into place to attract and retain expats to the City Region Arnhem Nijmegen (input, resources, output, results, effects and impact). Organising this study on expats is a first step, as it identifies indicators in the professional, social and regional environment and measures them for the first time. Repeating similar measurements in the future would provide policy-makers more precise information on the effectiveness, efficiency
and point for improvements of policy.
21
22
Part B
Main report
23
24
1
Background, aims and research questions
1.1
Policy context
1.1.1
The importance of e xpats to t h e C i t y R e g i o n Ar n h e m N i jm e g e n
The City Region Arnhem Nijmegen can be described as highly urbanised and knowledgeintensive. On a map showing the density of knowledge-based industries in the Netherlands,
the region clearly stands out (see Figure 1.1). The region is characterized by a concentration
of innovative and scientific companies, educational establishments and research institutes.
The health sector in particular has a strong presence, represented by organisations like the
UMC St. Radboud hospital, the Canisius Wilhelmina Hospital, the St. Maartensclinique, the
Hogeschool Arnhem-Nijmegen (HAN), Mercachem and NXP Semiconductors. For this reason,
regional and national governments consider the area to be one of the three knowledgeintensive regions in Eastern Netherlands and is often called Health Valley1.
Figure 1.1
The density of knowledge-based industries in the Netherlands
(Bureau Louter, 2002)2
Source: Technopolis, Eastern Netherlands: a top technological region? (Ministry of Economic Affairs, 2005)
1
2
As part of the regional viewpoint of the ‘Triangle’ and the national subsidy program Pieken in de Delta, three
areas in Eastern Netherlands have been designated as ‘peeks’ or ‘knowledge concentrations’. Besides Health Valley, there is Food Valley (Wageningen) and Innovationplatform Twente or Technology Valley (Twente, Enschede).
Bureau Louter considers the following sectors and industries to be knowledge intensive: the pharmaceutical industry (part of the chemical industry), machinery, electro-technical engineering, as well as the car and aircraft
industry (part of the transport industry).
25
For employers, with the exception of large multinationals, it is not always easy to attract
and keep knowledge workers1. The presence of several top educational establishments secures the region with a sufficient supply of highly trained scientists. However, many young
knowledge workers move abroad or to the conurbation of Western Netherlands (Randstad)
after finishing their education. As a result, Eastern Netherlands suffers from a ‘brain drain’
(see Box 1) 2. Employers in the City Region Arnhem Nijmegen also meet with difficulties because of this.
Causes ‘brain drain’ in Eastern Netherlands
The ‘brain drain’ in Eastern Netherlands is caused by a number of factors:

Less favourable career prospects for knowledge workers, caused by:
¾
a disadvantage in Research & Development. Like the rest of the Netherlands, the East falls behind most
EU and OECD countries when it comes to private investments in R&D activities. Therefore, working
abroad, where companies invest more and where innovative activity is more intense, becomes more attractive for knowledge workers.
¾

in comparison to the West and South, few large multinationals are based in Eastern Netherlands.
A negative perception of the region as a place to live. Young knowledge workers, for whom a high-quality
urbanized environment is important, find the region less dynamic than the conurbation of the West. Also,
among international-knowledge workers, the cities Arnhem and Nijmegen are not well known.
Source: Knowledge workers in Eastern Holland: listing bottlenecks, a study by Research voor Beleid
1.1.2
A strong focus: B4YOU
new policy and in the B4YOU program. The B4You program—with the help of 21 regional
partners, including the initiators of this study—want to enhance the cooperation between
companies, educational and research institutes, and the government3. The central goals of
B4You are (1) to increase the number of technical students by 20 percent at both a highschool and higher education levels by 2015, and; (2) to become one of the Netherlands’
most innovative regions by 2015. One of B4You’s five action programmes aims to make the
City Region Arnhem Nijmegen a more attractive place to live for expats.
To effectively attract and keep expats, it is important to understand their needs and expectations when it comes to working and living. The City Region Arnhem Nijmegen currently
lacks information on these matters. This study serves as a basis for new policy and investigating new ways of meeting the needs of expats and their employers and explores the expectations and perceptions of expats in the region.
1
2
3
Boer, L., Buiskool, B.J., Wils, J., Knowledge workers in Eastern Holland: listing bottlenecks (2008)
Twenteindex 2006
In B4You the following 21 partners cooperate: Platform Bèta Techniek, Kenniscentrum Bètatechniek, Hogeschool Arnhem and Nijmegen, ROC Nijmegen, Rijn Ijssel, Arentheem College, Quadraam, Montessori College,
Scholengroep Rijk van Nijmegen, Alliantie Voortgezet Onderwijs voor Nijmegen en het Land van Maas en
Waal, Scholengroep Over- en Midden Betuwe, LINDUS, MKB NL, Industriële Kring voor Nijmegen e.o., Kamer
van Koophandel Centraal Gelderland, OKA, VNO-NCW Arnhem Nijmegen, Gemeente Arnhem, Gemeente Nijmegen, City Region Arnhem Nijmegen.
26
1.2
Aim of the study
The aim of this study is threefold:
to gain insight into the number, composition, experiences and expectations of organisations employing expats in the (broader) City Region Arnhem Nijmegen;
to gain insight into the number, composition, experiences and expectations of the expat
population in the (broader) City Region Arnhem Nijmegen
to gain insight into the facilities for expats in the region, in particular the (non-) use of
the Arnhem International School
From these aims, the following research questions were derived:
1 Which needs do organisations employing expats have concerning the support of expats
during settlement in the City Region Arnhem Nijmegen?
2 How many expats are employed in the region?
3 What is the composition of this group?
4 How do expats experience the living and working environment of the region?
5 Which facilities are currently available to expats? How does the Arnhem International
School (AIS) function in this context?
6 On which aspects can the City Region Arnhem Nijmegen be improved to make it more
attractive to expats?
A sub-goal of the study is to create a database containing contact information of expats in
the region. In the future, such a database will enable the City Region to inform expats
about activities.
1.3
Defining expats and the City Region Arnhem Nijmegen
1.3.1
Defining expats
In various studies expats are defined as ‘foreigners who settle in the Netherlands for a short
or extended period of time for the purpose of / motivated by employment’1. However, applying this definition risks including foreign semi- and unskilled workers in the study. As the
study means to focus on foreign, highly educated employees working in the City Region
Arnhem Nijmegen, we limit our definition of ‘expat’ to mean ‘international knowledge
worker’ (see box 2)2.
1
2
The concept of ‘expats’ is often associated with employers working for private enterprises. In this study,
however, we also mean expats working for (semi-) public organisations (such as government, hospitals and
research institutes).
The concept ‘knowledge worker’ can be defined in several ways. A well-known definition is the one based on
HRST education and professions. Our study of the international mobility of knowledge workers as well as our
study of knowledge workers in Eastern Holland define HRST professions as ‘the sum of high level and scientific
professions in accordance with the CBS standard Classification of Professions (SBC92), levels 6-7-8-9’ 2. HRST
education is defined as high-level and academic education.
27
Box 2: Working definition of expat
The concept “expat” in this study covers international (European and non-European) employees:
who migrated to the Netherlands to enter into employment
with a foreign nationality and not born in the Netherlands
at higher educational level (higher education diploma / certificate)
working in higher / academic profession (for the university, the scientific staff)
being on any type of contract with a minimum stay of 6 months
Our point of departure is expats who work in the City Region Arnhem Nijmegen, possibly living outside the region. This definition also encompasses cross-border workers who live in
Germany. Foreign students studying for a bachelor or masters degree are not included in
the definition; research students and assistants are.
1.3.2
Defining the broader City Region Arnhem Nijmegen
In this study, the City Region Arnhem Nijmegen includes 20 municipalities (see figure 1.2;
area highlighted in dark blue). In addition, organisations and companies are included which
are based in the broader City Region Arnhem Nijmegen such as Wageningen, Oss en Boxmeer (area highlighted in light blue), but whose employees are likely living in the region
itself.
Figure 1.2
28
Defining the City Region Arnhem Nijmegen
1.4
Methodological approach
1.4.1
Research methods
The box below summarises the research methods used in this study.
Summary of research methods
Desk research and interviews with 4 organizations to determine the current supply of facilities for expats in the region;
Web survey among organisations to collect a sample of e-mail addresses, the number of employees
and to gain insight into the experiences of organisations in attracting and facilitating expats;
Web survey amongst expats to gather information on this specific target group and their perception on
settling, living and working in the City Region.
To get a clear picture of the number, composition and perceptions of expats and their employers, collecting information from all (or a random sample of) expats working in the region is preferable. This would require (e-mail) addresses of the total population. Up until
now, such a file did not exist. Therefore, the data collection consisted of two steps (using a
multi-stage sampling technique):
First, employers in the City Region that employ expats, needed to cooperate by giving
employee e-mail addresses and information about the total number of their employees
(including the number of international and Dutch knowledge workers). We decided to approach a sample of organisations based in the broader region that are considered to be
the most internationally orientated and expected to employ a expats. In general these
organisations conduct international operations, have subsidiaries in more than one country and actively invest in research and development (R&D). Of these organisations, we
approached the director or the HRM coordinator, requesting them to fill in an online web
survey. The web survey had three objectives: (a) to determine the volume of the expat
population in the region; (b) to gather information on how organisations attract and facilitate expats; (c) to ask the organisations for their cooperation in the approach of expats.
Second, the sample of e-mail addresses was used to approach the expats with an invitation to complete an online questionnaire concerning their personal background and perceptions of several aspects of the City Region.
1.4.2
Response
A list of 58 organisations was drawn up, where the steering group of this study expected to
find the largest number of expats in the City Region Arnhem Nijmegen. These organisations
were approached and invited to complete an online questionnaire. Out of these organisations, 23 completed the web survey (a response rate of 43 percent). Of these 23 organisations, six were prepared to cooperate in the next phase of the study. Additionally, three organisations that did not complete the web survey were willing to provide e-mail addresses of
expat employees.
Together, these organisations enabled us to approach a total of 690 expats. In total 215 respondents completed the web survey (a response rate of 31 percent). The composition of
29
the net response was weighted based on the relative share of expats per sector (private
versus university).
1.4.3
Some methodological conside r ations
The approach described above has some important consequences for the reliability of the
estimation of the total number of expats working in the City Region Arnhem Nijmegen.
Strictly speaking, this study can only make reliable judgments about the selected organisations and the expats employed by these organisations and not about the total population of
organisations and expats in the region. However, the assumption is that this selection includes the most important groups of expats and that the outcomes of this study will give a
rough sketch of the number, composition and perceptions of the group of expats in the City
Region Arnhem Nijmegen.
Regarding the quantitative data presented in the graphs, it has been subject to statistical
analysis to compare significant differences between the responses of expats working in the
private sector and those working for the university (and those sending their children to the
Arnhem International school and those to a Dutch school). Where in the report the term
“significant” or “statistically significant” is used it refers to p≤ 0.05 significance threshold.
In statistics, a result is called significant if it is unlikely to have occurred by chance. "A statistically significant difference" simply means there is statistical evidence that there is a difference. If the level is 0.05 or lower, then the results are only 5 percent or less likely to be
as extraordinary as just seen, given that the null hypothesis is true. The lower the p value
the more significant the difference. Where the term “significant” is not mentioned but differences are signaled they refer to statistically non-significant differences, that, however,
are very close to the adequate p value.
The sampling could provide for opinion biases, because from the officials who have been
invited to participate in the survey the total response on the web survey has been 35 percent. The response per category varies between 30 percent (private sector) and 33 percent
(university). This is sufficient to provide reliable results that reflect the target population,
however, it can be assumed that people with genuine interest for the study’s subject have
responded. It is important to consider that expats who are particularly interested in the
City Region Arnhem Nijmegen might have more elaborated or extreme opinion about certain matters than the average expat population.
30
2
Number and composition of expats in the City
Region
This chapter provides an overview of the number and the composition of the group of expats working in the City Region Arnhem Nijmegen. First of all, an estimation is given of the
total number of expats employed in the City Region (paragraph 2.1). Subsequently, section 2.2 presents an overview of the composition of the group of expats. Finally, in section 2.3 gives an overview of the origin of this group of expats and their mobility.
2.1
Estimated number of expats working in the City Region 1
In order to achieve an overview of the number of expats working in the City Region Arnhem
Nijmegen and the future job growth of this particular group of workers, a survey was organised amongst a select group of organisations where we expected to find the largest
number of expats. In total, 58 organisations were approached by mail and asked to provide
information about the total number of employees, the total number of expats, and the total
number of Dutch knowledge workers employed in 2003, 2008 and 2013. Almost half (43
percent) of these 58 organisations have completed the organisation questionnaire 2.
Of the remaining 33 organisations (the non-response group), we tried to get as much information as possible on the number of expats working for these organisations by carrying
out additional telephone interviews, of which 19 provided additional information on the
number of expats in 2008. Table 2.1 provides information on the number and percentage of
employers who provided (an estimation) of the number of expats employed by their organisation in the City Region Arnhem Nijmegen
1
2
Based on an inventory of several secondary data sources like the “Labour Force Survey” of the CBS, data of
the CWI (Centrum voor Werk en Inkomen) and the GBA (gemeentelijke basisadministratie) it became clear
that these sources give no lead for future research on the volume (and composition) of expats living and
working in the City Region Arnhem Nijmegen.
The number of expats employed differs strongly per organisation. Some organisations such as the Radboud
University Nijmegen, University of Wageningen or NXP Semiconductors employ a large number of expats,
while most organisations employ a limited number of expats (between one and 20).
31
Table 2.1
Estimated number of expats employed by the surveyed organisation in the
City Region Arnhem Nijmegen
Rest of the re-
Sample
Response
Total number of
Arnhem
Nijmegen
gion
Total
22
15
21
58
17 (77 %)
10 (67%)
17 (80%)
44 (76%)
109
699
498
1306
expats
Source: Web survey and additional telephonic interviews (Research voor Beleid, 2008)
Table 2.1 shows that in total 44 of the 58 organisations (76 percent) included in the sample
provided information on the number of expats working for their organisation (for an overview see annex 4). With these results, this study can strictly speaking only make reliable
judgments for the number of expats working for these 44 organisations and not for the total population of expats working in the City Region. Therefore the presented number of expats has to be seen as the minimum number of workers working in the City Region. However, in order to give a rough estimation of the total number of expats we raise the total
number of expats with a factor 1,25 because we assume that the responded organisations
include 80 percent of the expats working in the City Region Arnhem Nijmegen (see box below).
Number of expats in selected sample
Number of expats =
0,8 (correction factor)
According to above described calculation, in 2008, there are working approximately 1,650
expats in the City Region Arnhem Nijmegen. Specifying the numbers for Arnhem, Nijmegen
and rest of the City region one see that approximately 150 expats are working in Arnhem,
850 expats in Nijmegen, and 600 expats in the remaining part of the City region (most of
the latest group are working in Wageningen)1.
One interesting fact is how the percentage of expats compare to the total number of staff
working in the surveyed organisations. Figure 2.1 provides an overview of the relative
share of expats to total staff for the private sector as well as the university sector.
1
These numbers are rounded off to the nearest 50.
32
Figure 2.1
Percentage of expats on total staff and knowledge workers
(private sector and university)1
18%
17%
16%
14%
12%
10%
University
Private sector
8%
7%
6%
5%
4%
2%
2%
0%
Percentage expats to total staff
Percentage expats to total knowledge
workers
Source: Research voor Beleid (web survey employers, 2008)
Figure 2.1 shows that a higher percentage of expats to total staff can be found in the university sector compared to the private sector. Within the surveyed organisations almost
one fifth of knowledge workers consist of expats, while this percentage is much lower for
the private sector. Figure 2.2 shows the expected growth of the number of expats, total
employees, and Dutch knowledge worker in the City Region Arnhem Nijmegen, based on
the information given by the organisation that filled in the questionnaire.
Figure 2.2
Estimated growth of expats, total employees, and Dutch knowledge
workers within the surveyed organisations (in terms of percentage)
10%
Total number of Dutch
knowledge workers
17%
-6%
8%
Total number of
employees
Growth 2003-2013
4%
Growth 2008-2013
4%
Growth 2003 -2008
78%
Total number of
expats
33%
33%
-20%
0%
20%
40%
60%
80%
100%
1
The percentage of expats to the total number of knowledge workers for the university sector is only based on
the data from the Radboud University Nijmegen.
33
Figure 2.2 shows the growth in percentage terms of the total number of employees, expats
and Dutch knowledge worker in the City Region Arnhem Nijmegen between 2003, 2008 and
2013 (based on a comparison of the cumulated number of employees in a given year). This
graph indicates a growth rate of 33 percent of the number of expats in the City Region in
the period between 2003 and 2008. Surveyed employers estimate that the total number of
expats will grow with the same percentage in the period between 2008 and 2013. Overlooking the total period between 2003 and 2013, the number of expats in the City Region will
grow by 78 percent. Comparing the growth of the number of expats with the growth of the
total number of employees and Dutch knowledge workers, one sees that the latter group
will increase more slowly than the group of expats.
Relating the above mentioned percentages of growth to the estimated number of expats in
the City Region for 2008 one can calculate the expected absolute number of expats in 2013
(see figure 2.3)
Figure 2.3
Estimated number of expats in the City Region Arnhem Nijmegen
in 2003, 2008 and 20131
2500
2200
2000
1650
1500
1250
1000
500
0
2003
2008
2013
Estimated number of expats
Source: Research voor Beleid (2008)
Figure 2.3 shows that the employers expect that the total number of expats will increase in
the coming years. The calculation shows that in 2013 approximately 2,200 expats are
working in the City Region. The final number of expats in 2013 will probably exceed this estimation due to the prediction that labour shortages in the Netherlands and especially in
highly skilled labour will increase. This development will force employers to seek talented
people outside the Netherlands in order to meet demand. This especially counts for the City
Region Arnhem Nijmegen, which forms a gravitational pull on technical knowledge workers
through the presence of high tech industry. The question is how far the respondents have
taken this issue into account in predicting the future numbers of expats working for their
organisation.
All together, these numbers show that there is an increasing demand for expats in the future and emphasises the importance of formulating a targeted policy to attract and retain
this group of workers.
1
These numbers are rounded off to the nearest 50.
34
2.2
Background characteristics of expats working in the
City Region
This section provides an overview of the composition of the group of expats working in the
City Region Arnhem Nijmegen. Subsequently we will discuss their gender, age, nationality,
country of origin, family structure, and education level. In the figures and tables we will
specify, where relevant, the type of employer the expat is working for. Two groups can be
identified that strongly differ in their composition, perceptions and expectations: (1) expats
working for the private sector and (2) scientific staff working for the university.1
2.2.1
Gender and age
The majority of the group of expats working in the City Region Arnhem Nijmegen are male
(approximately 60 percent) 2. Comparing the results of the group of expats working in the
private sector with those working for the university one sees significant differences. The
population of expats working in the private sector is dominated by men (70 percent), while
the distribution of sexes within the university is more balanced (50 percent). An overview
of the age structure of expats is provided in figure 2.4.
Figure 2.4
Age of expats working in the City Region Arnhem Nijmegen
100%
90%
12%
11%
14%
80%
70%
11%
26%
38%
50 years and older
60%
50%
41%
40%
30%
30 till 40 years
Less than 30 years
40%
20%
10%
40 till 50 years
42%
33%
22%
10%
0%
Private companies
University
Total
Source: Research voor Beleid (survey expats, 2008)
Figure 2.4 shows that, looking at the age structure of the total group of expats, more than
half are less than 30 years old (approximately 63 percent). Around a quarter of the expats
are between 30 and 40 years old (approximately 26 percent), while those aged 40 and
above are underrepresented (approximately 11 percent). These numbers clearly indicate
that the group of expats working in the City Region Arnhem Nijmegen is relatively young.
1
2
the survey had a response of 33 percent amongst the expats working for the Radboud University Nijmegen
(total 315 expats)
For the readability of this report the term expats is used, instead of the respondents. When we describe certain percentages of expats, we mean the percentages of total respondents in the survey.
35
Distinguishing between the private sector and the university, one sees significant differences. The expats working for the private sector are slightly older. Half of the expats working for the private sector are less than 30 years old, compared to three quarter at the university. Almost 40 percent of expats working in the private sector are between 30 and 40
years old, while only a small group of expats working for the university fall within this
category (approximately 14 percent).
2.2.2
Nationality and country of origin
To get a picture of the expats’ origin, they were asked to indicate the country in which they
were born and their nationality. In figure 2.5, the nationalities are grouped together by
neighbouring countries (Belgium, Germany and the UK), rest of Europe, North America,
Middle and South America, Asia and Oceania, Africa and the Middle East.
Figure 2.5
Nationality of expats in the City Region Arnhem Nijmegen
45%
40%
35%
30%
Private companies
25%
University
20%
Total
15%
10%
5%
0%
e
dl
id
M
a
h
ut
So
i
an
ce
O
st
Ea
d
an
d
an
a
ic
er
es
B
,G
um
gi
el
a
ic
er
Am
t ri
un
co
pe
ro
Eu
Am
of
a
ri c
Af
ia
As
th
or
t
es
g
in
ur
bo
gh
ei
e
dl
id
M
N
R
N
..
an
m
er
Source: Research voor Beleid (Web survey expats, 2008)
Figure 2.5 shows that two thirds of the expats have a European nationality (neighbouring
countries 25 percent; rest of Europe 42 percent) and one fifth of them have a nationality
from Asia and Oceania. A small percentage has a North American, Middle and South American, and African nationality. Comparing the percentages of expats working in the private
sector with those working for the university, one sees no big differences.
More detailed information about the division of nationalities is provided in table 2.2, which
provides information on the ten most encountered nationalities of expats working in the
City Region Arnhem Nijmegen.
36
Table 2.2
Top ten nationalities of expats working in the City Region Arnhem Nijmegen
Nationality
Private sector ( %)
University ( percent)
Total ( percent)
5%
15 %
10 %
France
10 %
5%
8%
United Kingdom
11 %
3%
7%
Italy
5%
7%
6%
India
8%
2%
5%
Netherlands1
8%
2%
5%
United States
5%
5%
5%
China, mainland
1%
7%
4%
7%
4%
Germany
Pakistan
Source: Research voor Beleid (Websurvey expats, 2008)
Table 2.2 shows that the top-ten nationalities are dominated by Europe. An exception is the
great share of Indian (5 percent), American (5 percent), and Chinese (4 percent) in the
group of expats. Table 2.2 shows that within the private sector, high percentages of expats
can be found with a British and French nationality. Expats with a Chinese nationality are
lower in the private sector. A high percentage of the expats working for the university have
a German, Italian, Chinese, and Pakistani nationality.
Bringing in family t o the City Region
2.2.3
Although this study focuses on expats working in the City Region Arnhem Nijmegen, it is interesting to know whether expats have brought their partners and children with them when they
moved to the Netherlands. After all, taking into account these family members, the number of
“expats” (foreign inhabitants) in the region is considerably higher. Figure 2.6 provides an overview of the percentage of expats that brought their partner and children to the Netherlands.
Figure 2.6
Percentage of expats that brought their partner and children to the
Netherlands
100%
90%
My partner brought me to the
Netherlands
80%
Not applicable
70%
None of them
60%
50%
Yes, my partner and my children
40%
30%
Yes, my children
20%
Yes, my partner
10%
0%
Private
companies
University
Total
1
Expats with a Dutch nationality represent expats who married a Dutch man or woman.
37
Figure 2.6 shows that one third (approximately 31 percent) of the expats, did not have a
partner or children at the moment of moving. Around one fifth of the expats (approximately
22 percent) did not bring their partner as well as their children, while a quarter of the expats (approximately 24 percent) brought their partner as well as their children to the Netherlands. Almost one fifth of the expats (about 16 percent) brought only their partner with
them, while very few expats brought only their children. Analysing the outcomes of expats
working in the private sector and university separately, one sees significant differences.
Expats working in the private sector are more often faced with the question whether they
should bring their partner and / or children to another country because they have a partner
and / or children (lower percentage not applicable). Moreover, in the cases where they
have a partner and / or children this group is more inclined to bring them. These percentages are not surprising because expats working in the private sector are in general older
and are therefore more inclined to start a family, while many expats at the university are
just at the beginning of their career.
The above is illustrated by the percentage of expats having children, where significant differences can be detected between the expats working for the private sector and those
working for the university. Two third of the expats (approximately 67 percent) working in
the private sector have children, while one fifth of the expats (approximately 20 percent)
working for the university have children. Figure 2.7 provides an overview of the number of
children expats have.
Figure 2.7
Number of children per expat in the City Region Arnhem Nijmegen
100%
90%
17%
23%
80%
52%
70%
5 children
60%
50%
49%
48%
3 children
2 children
40%
1 child
30%
48%
20%
10%
4 children
32%
27%
0%
Private companies
University
Total
Figure 2.7 shows that of the group of expats having children, approximately half have two
children (for expats working in the private sector as well as the university). Comparing the
private sector with the university, one sees differences. Expats working for the private sector tend to have more children than expats working for the university. Differences also appear comparing expats living in Arnhem and those living in Nijmegen (see Annex 3). Approximately 85 percent of expats living in Arnhem have children, compared to around 24
percent of those living in Nijmegen)
38
2.2.4
Level of education of expats in the Cit y Region
An important contribution that expats bring is knowledge and expertise to the region. The
level of education is an important indicator to measure the level of knowledge and skills an
expat possesses. Figure 2.8 provides an overview of the highest level of education of the
expats working in the City Region Arnhem Nijmegen.
Figure 2.8
Educational level of expats working in the City Region Arnhem Nijmegen
100%
90%
80%
Other
70%
Doctorate degree / PhD
60%
Professional degree
Master's degree
50%
Bachelor's degree
40%
Associate degree
30%
Some college no degree
20%
Elementary / secondary school
10%
0%
Private
companies
University
Total
Figure 2.8 shows that most expats have a Master or PhD degree (approximately 81 percent). Almost one fifth of the expats (approximately 16 percent) have a bachelor or professional degree. If one compares the level of education of the expats working in the private
sector with those working for the university, one sees significant differences. The latter
group is higher educated (Master’s and PhD degree). For the City Region Arnhem Nijmegen
it is, also important to attract expats who have education in specific fields that match the
supply side of the labour market (more technology-orientated fields). Figure 2.9 provides
an overview of the field of interest of the highest level of education of the expats working
in the City Region Arnhem Nijmegen.
39
Figure 2.9
Fields of interest of highest level of education of expats working in the City
Region Arnhem Nijmegen
Food, Hospitality and Personal
Services
100%
90%
Creative Arts
80%
Society and Culture
70%
Management and Commerce
60%
Education
50%
Health
40%
Agriculture, Environmental and
Related Studies
30%
Architecture and Building
20%
Engineering and Related
Technologies
10%
Information Technology
0%
Private
companies
University
Total
Natural and Physical Science
Source: Research voor Beleid ( Web survey, 2008)
Figure 2.9 shows that most expats gained their highest degree in “engineering and related
technologies” (approximately 27 percent), “natural and physical science” (approximately
23 percent), and “society and culture”. Approximately one tenth of the expats studied information technology and almost the same percentage of expats studied management and commerce (approximately eight percent) and “agriculture, environmental and related studies” (approximately six percent). When one compares the fields of interest of expats working in the
private sector with those working for the university, one can see significant differences. Within
the private sector, a high percentage of expats studied engineering and related technologies.
2.3
Patterns of mobility of expats working in the City Region
Arnhem Nijmegen
The literature on the mobility of knowledge workers demonstrate different typologies for categorising professional migrants, such as by motivation, nature of source and destination, channel or mechanism, length of stay, and mode of incorporation in the destination economy. Even
though there is considerable overlap, the typologies provide a useful mechanism for analysing
the flows of expats to the City Region Arnhem Nijmegen. The first three typologies are discussed in this section. The incorporation of expats in the destination economy will be discussed in chapter 4 (settling, working and living in the City Region).
40
2.3.1
Motiva tio n and nature of source and destination
In order to gain insight into the motivation of expats who decided to work in the City Region
Arnhem Nijmegen, they were asked to identify their reasons to work in the region (see figure
2.10).
Figure 2.10 Reasons of expats for deciding to work in the City Region Arnhem Nijmegen
80%
70%
60%
50%
Private companies
University
Total
40%
30%
20%
10%
0%
l
oo
s
ch
y
nd
ls
el
rla
na
am
he
io
et
at
,n
N
rn
er
e
e
t
th
th
in
O
n
i
of
e
ng
nc
ce
i
liv
de
en
si
es
ds
re
Pr
en
of
fri
e
or
ac
pl
i ly
m
as
n
Fa
io
eg
R
y
y
n
l it
e
ge
ud
bi
e
o
St
nc
ijm
rie
lm
N
e
pe
na
at
em
ex
i to
lim
al
nh
sa
n
lc
ni
Ar
tio
ra
ga
na
l tu
or
r
cu
te
al
in
rn
nd
te
in
la
In
ga
ca
to
it i
ol
gy
,p
te
ic
ra
m
e
St
at
no
li m
co
c
,e
s
ss
al
fit
ci
ne
ne
si
te
So
a
be
bu
of
lim
e
c
iv
e
c
ct
ag
ifi
tra
nt
ck
ie
At
pa
sc
y
e
ar
iv
nd
ct
co
tra
se
At
d
an
y
ty
ar
ni
im
tu
Pr
or
pp
ro
ee
ar
C
Figure 2.10 shows that two thirds of the expats decided to work in the City Region because
they considered it as a career opportunity. One third of the expats stated that the attractive
scientific climate was the reason for deciding to work in the region, while almost one fifth of
them indicated that study was the reason. Other reasons mentioned by around one tenth of the
expats were: the social, economic, political and cultural climate in the Netherlands; a strategy
to gain international experience; “forced” mobility by employer; the region as place of residence; and family and / or friends living in the region. Figure 2.11 provides more information
on the exact role the City Region played, as place to live, in the decision to move to the region.
41
Figure 2.11 The role of the City Region Arnhem Nijmegen as place to live, in the decision
of expates for moving to the region
100%
9%
90%
12%
7%
80%
10%
13%
19%
21%
70%
Don't know
25%
60%
29%
50%
Unimportant role
30%
Moderately Important role
40%
26%
30%
Very unimportant role
Important role
Very important role
21%
20%
20%
17%
15%
10%
13%
0%
Private companies
4%
8%
University
Total
Source: Research voor Beleid (web survey expats, 2008)
Figure 2.11 shows that expats have a diverse opinion on the role of the City Region as place
to live in their decision to move to the region. A quarter of the expats thought it played an
important role, while an equal percentage thought the region played a moderately important
role. One third believed that the region played an unimportant role in their decision to move
to the region.
2.3.2
C h a n n e l s o r m e c h an i s m
In order to attract expats, it is important to gain insight into the channels they use to find
information on job opportunities in another country. Therefore expats were asked to sum
up the channels they used to collect information about their current job (see figure 2.12).
42
Figure 2.12 Recruitment channels used by expats for finding information on their
current job (percentage on total respondent)
Other, namely
A dvertising campaigns
Fo reign recruiters
Transfer within co mpany
Netwo rk o f university co ntacts
Total
A ttendance o f recruitment fairs
University
Jo b centres
Private companies
Newspapers
Internet (jo b searching sites /
o rganisatio n sites)
P erso nal co ntacts
Scho larship o r o ther o rganised
arrangement fro m ho me univers
A cademic / pro fessio nal co ntacts
0%
10%
20%
30%
40%
50%
60%
70%
80%
Figure 2.12 shows that almost half of the expats used academic and / or professional contacts to get information about their current job. The Internet (job searching sites/ organisation sites) was mentioned by four tenths of expats and personal contacts were used by
approximately one third. About one tenth of the expats used transfer mechanisms within
the company or a network of university contacts. These numbers show that most of the information about their job is provided by informal contacts between colleagues, academics
or acquaintances. Information via more traditional recruitment channels like vacancy notes
in newspapers, job centres, recruitment fairs and advertising campaigns were used to a
lesser extent (between one and three percent). Comparing a group of expats working for
the private sector with those working for the university, one sees that the latter group are
using more academic/professional contacts, while expats from the private sector are more
using the opportunity to transfer within the company and foreign recruiters.
43
2.3.3
D ate of arrival and expected stay
Besides attracting expats, it is also important to retain this group for a longer period. Figure
2.13 provides an overview of the year in which expats started working in the Netherlands.
Figure 2.13 Year that expats started working in the
100%
3%
90%
13%
10%
6%
7%
10%
18%
22%
80%
70%
60%
50%
40%
30%
25%
11%
8%
7%
7%
11%
10%
24%
22%
23%
14%
15%
14%
Private companies
University
Total
5%
6%
10%
20%
10%
before 1995
1995 - 1999
2000 - 2003
2004
2005
2006
2007
2008
0%
Figure 2.13 shows that almost half of the expats working in the City Region Arnhem
Nijmegen came to the Netherlands in the last three years (since 2006) and approximately
84 percent since the year 2000. A relatively small group of these workers came to the
Netherlands before the year 2000. This means that a huge part of the group of expats is
relatively new in the Netherlands. A reason could be that expats are generally considered as
highly mobile, working in different places, and on short-term contracts during their career.
Comparing the group of expats working in the private sector with those working for the university, no significant differences can be detected. This is remarkable because one can expect the university to have a large group of young professionals, like PhD students and post
docs. Most of these workers will work for the university for two to five years and leave the
country after the end of their contract1.
Despite the fact that most expats are very mobile in terms of job and geography, the City
Region Arnhem Nijmegen aspires to retain this group of workers. In order to gain insight
into their future mobility, expats were asked how long they expect to stay and work in the
Netherlands from this moment (figure 2.14).
1
Research voor Beleid (2005), de internationale mobiliteit van kenniswerker sin het hoger onderwijs, Nuffic
44
Figure 2.14 Expected time to stay and work in the Netherlands
100%
90%
24%
18%
21%
80%
16%
70%
17%
13%
31%
12 months to 2 years
28%
30%
5 to 10 years
2 to 5 years
19%
40%
Don't know
10 years and longer
8%
60%
50%
16%
6 to12 months
Less than 6 months
24%
14%
20%
12%
10%
9%
0%
4%
3%
4%
7%
3%
Private companies
University
Total
10%
Figure 2.14 shows that one fifth of expats expect to stay in the Netherlands less than two
years. Almost one third of the expats expect to stay between two and five years, while approximately 13 percent expect to stay between five and ten years. Around 16 percent of
the expats indicated that they are planning to stay longer than ten years. One fifth have no
idea how long they expect to stay and work in the Netherlands. Comparing expats working
for the private sector and those working for the university no significant differences can be
seen.
45
46
3
Facilities for expats in and outside the City
Region
When moving to another country, it is crucial to know where to find information on aspects
such as housing, social security, learning the language, bringing family, finding a job for a
partner and socialising. The City Region Arnhem Nijmegen offers various public and private
facilities and sources of information for expats, which are described in this chapter.
3.1
Public facilities
The local governments in the City Region Arnhem Nijmegen offer several facilities for expats (such as information on settling, working and living).
Facilities offered by the local and regional government
Municipality of Nijmegen
Nijmegen City Hall recently opened a service desk for expats, the Nijmegen Hospitality Center. Also, the Municipality of Nijmegen added an English-language section to its local government website aimed at expats.
The web site offers information on a wide range of topics such as legal documents, finance and insurance,
housing, utilities and communications, education and childcare, as well as waste and recycling in the Municipality of Nijmegen 1.
Of late, the Municipality also organises social gatherings for expats living in Nijmegen: expats in Nijmegen
can meet up four times a year at the so called Meeting Point events. Meeting Point was the result of a study
of the needs of expats commissioned by the Municipality of Nijmegen in 2007. The meetings combine socializing with informing expats about the city of Nijmegen. Examples of activities are visits to museums, companies or important places. Usually, more than 100 expats visit a Meeting Point event2.
Municipality of Arnhem
The Municipality of Arnhem recently launched a website for expats with information on living in, visiting, and
doing business in the city in English and German 3. Expats can further request information at the service
desks of Arnhem City Hall and Kronenburg.
City Region Arnhem Nijmegen: Regionbranding Cool Region
Four regional partners—the Chamber of Commerce, the regional bureau of tourism KAN, City Region Arnhem
Nijmegen and VNO-NCW—developed a project that aims to promote the City Region Arnhem Nijmegen
among businesses and expats, Regionbranding Cool Region. On the website www.coolregion.nl one can find
information on visiting, living, learning, researching and doing business in the City Region Arnhem Nijmegen
as a whole 4.
1
2
3
4
http://english.nijmegen.nl/business
Source: website Gemeente Nijmegen (29 July 2008)
http://www.arnhem.nl/english and http://www.arnhem.nl/deutsch
www.coolregion.nl
47
3.2
Private facilities and initiatives
Next to relocation bureaus that support expats in all three areas of settling, working and
living, such as Paragon Relocation, while several other private initiatives in the region offer
support in the realms of settling and living.
Facilitation by relocation bureaus: Paragon Relocation
Paragon Relocation is one of the relocation bureaus active in the City Region Arnhem Nijmegen. Amongst its
customers are NXP, Akzo Nobel and Interfed or Schering/Plough. At the time of the interview, Paragon was
supporting several dozens of expats; over the past six months, the bureau supported around 200 expats.
The group of expats is very diverse with nationalities varying from Asia to Canada and the United States to
Europe. Asians are usually young, recently graduated, highly trained technical workers. Amongst Paragons’
customers are relatively many families with children (40 percent-60 percent).
Paragon offers several service packages for supporting expat employees. The most extensive package for the
entire family includes a wide range of facilities and modes of support for expats, including Visa & Immigration, housing, getting to know the City Region Arnhem Nijmegen and meeting people, retirement, taxes and
finances. Paragon supports expats for a short period of time, but remains available for the expat up to six
months after finding suitable housing if requested by the employer. Paragon also offers aftercare to partners
of expats by finding employment agencies, volunteer work and even a coach or therapist.
3.2.1
S e ttl i n g
Radboud University Guesthouse
A Guesthouse is located on the Radboud University Campus, offering 71 apartments for
rent for a maximum period of one year to both Dutch and foreign new employees, visiting
researchers and lecturers. The Guesthouse harbours 51 single apartments and 20 apartments suitable for one or two adults with children. The apartments are fully furnished with
carpets and fittings1.
Childcare and schooling: Arnhem International School
The region harbours one specialized, international school offering education in English to
international students on primary and secondary level: the Arnhem International School
(AIS). According to the Municipality of Arnhem, AIS is an important pull factor for foreign
businesses and expats2. AIS is based in Arnhem but serves as the international school for
the broader region and teaches children of about 45 different nationalities. AIS is not an
independent international school, but a department of Dutch schools. Its primary department is located on the premises of the Dr. Aletta Jacobsschool at Slochterenweg in Arnhem; the secondary department is part of the Lorentz Lyceum.
The primary school offers a British and international curriculum in English to 90-110 pupils.
The curriculum is taught by 6 full-time and 2 part-time teachers. School fees are € 2650
euros per year. The secondary department offers secondary international education in English and is qualified IB World School (MYP and DP) and IGCSE. The secondary school has 25
teachers available for about 100 students. School fees are € 4,400.- (MYP/IGCSE) and €
1
2
More information: http://www.ru.nl/guesthouse/
Nota Gemeente Arnhem on expat policy
48
4,650.- (IB) per year1. Next to providing international education, AIS organizes Drama,
Project afternoons, MUN, Public Speaking, field trips, excursions, sports, integration activities with the Dutch school, Dutch lessons and social events for expat parents2.
AIS wishes to expand social activities and improve the school’s accomodation in the (near)
future. The Municipality of Arnhem, the Municipality of Nijmegen and other regional governments and partners are interested in discussing these ideas with AIS3.
Other (public) international education in the City Region
In Nijmegen, the Kandinsky College offers lessons in English at a secondary level4. In Arhem, Lorentz Lyceum (to which AIS is linked) offers bilingual, secondary education. High
level education in English is offered at Radboud University, Wageningen University and hogeschool Arnhem Nijmegen (HAN).
The Foundation ‘Bevordering Internationaal Onderwijs Gelderland’ is promoting the extension of international education in the province.
Other international schools in the Netherlands
AIS is one of many (independent) international schools in the Netherlands (see Box below).
In this subparagraph, we highlight a two other schools in West Netherlands and two schools
in East and South East Netherlands, namely:
the American International School in Rotterdam (AISR);
the British School in the Netherlands in The Hague (BSN);
the International School Twente in Enschede (IST);
the International Secondary School in Eindhoven (ISSE).
American International School in Rotterdam (AISR)
AISR is located at a new campus in Rotterdam and offers education in English from PreKindergarten level One (age 3) through High School (IB and American High School Diploma
programs). The school is accredited by the New England Association of Schools and Colleges (NEASC) in the United States and the European Council of International Schools
(ECIS) in England. The facilities include 43 classrooms, 3 science labs, computer center, 2
art rooms, a library, sports complex, cafeteria and a classroom for domestic science and a
bus service. AISR campus can harbour 500 students. The school has about 55 teachers. For
grades 5-8 school fees are € 14,600.- per year, for grades 9-12 € 15,700.- per year.
British School in the Netherlands in The Hague (BSN)
The BSN is an non-profit, independent group of British international schools located in The
Hague and region. BSN consists of a Day Care, a Foundation school, 4 Junior Schools, a
Senior School and Language Center. The Language Center offers guidance and a variety of
courses for children and Dutch and English courses for adults. BSN offers British and International education (GCSE, followed by A Levels or the IB Diploma). Facilities of the British
Schools include music rooms, drama studios, library and IT suites, rooms equipped for Design & Technology, Art and Science, a cafeteria, a sports hall or gymnasium and a fully
equipped medical room staffed by qualified school nurses. BSN offers an bus service.
School fees are for the Foundation school (full-time) Nursery €11,040.- per year and Re1
2
3
4
Source: www.arnheminternationalschool.nl, www.sio.nl (10 september 2008)
Source: www.arnheminternationalschool.nl, www.sio.nl (10 september 2008)
Source: Municipality of Arnhem, Policy paper expat policy
Study Stec Groep on expats in Nijmegen
49
ception € 10,890.- per year; for the Junior School €10,890.- per year; and the Senior
school € 15,750 per year1.
International School Twente in Enschede (IST)
IST, part of the Prinseschool, is one of 11 state funded international primary schools in the
Netherlands. IST is located in Enschede and recently opened its doors in August 2008. Secondary education is under construction. International School Twente is funded by the Dutch
government and sponsored by the SIO Twente charity, the Province of Overijssel, the
Twente region and several companies in the region. As a result, the web site states, IST is
‘able to provide high quality international education without extremely high school fees’.
Currently, IST has 25 pupils and 2,5 teachers. The school does not offer a bus service.
School fees are € 2500 per year2.
International Secondary School in Eindhoven (ISSE)
ISSE exists since 1974 and offers secondary education in English (International Baccalaureate Middle Years and Diploma Programmes) and has recently been accredited by CIS and
NEASC. The ISSE is part of a foundation of Dutch state secondary schools, the Stedelijk
College Eindhoven. This arrangement, the head of school states on the web site, ‘allows the
Dutch government to provide a certain amount of funding for each student, and the Eindhoven City Council to provide the building’. A few years ago the city of Eindhoven provided
ISSE with a separate building. Facilities include 30 classrooms, (including 4 science laboratories, 3 art and design workrooms, 2 computer rooms and a music room), a media centre/library and a multipurpose hall with canteen. ISSE harbors about 270 students of 40
nationalities and 45 teachers. The school does not offer a bus service. School fees are approximately € 4000 per year3.
International schools in the Netherlands4
Listing:
Department of Dutch school
Independent intl. school
City
School
Amsterdam
Amsterdam International Community School
British School of Amsterdam
International School of Amsterdam
The Japanese School of Amsterdam
Annexe du Lycée français Vincent van Gogh
ROC of Amsterdam
Almere
International School Almere
International Primary School Letterland
Arnhem
Arnhem International School/ Primary Department at Dr. Aletta Jacobsschool
Arnhem International School/Secondary Department at Lorentz Lyceum
1
2
3
4
Assen
The British School, junior school Assen
Bergen
European School
Den Bosch
Koning Willem 1 College
Brunssum
AFNORTH International School
Source:
Source:
Source:
Source:
50
www.sio.nl and www.britishschool.nl
www.sio.nl and www.istwente.nl
www.sio.nl and www.isse.nl
Listing incorporated directly from www.sio.nl (9 September 2008)
Eindhoven
The International Secondary School Eindhoven
Regional lnternational School
Enschede
International School Twente
Groningen
International Department of Groningse Schoolvereniging
International School Groningen
Den Haag
The American School of The Hague
The British School in The Netherlands Foundation School
The British School in The Netherlands Junior School Diamanthorst
The British School in The Netherlands Junior School Vlaskamp
Mondriaan International Hotel and Management School
Mondriaan International Business School (MIBS)
Deutsche Internationale Schule Den Haag
HSV/The Hague International Primary School
The International School of The Hague
Lighthouse Class (Lighthouse Special Education)
Lycée français Vincent van Gogh
Polish School in The Hague
Hilversum
International school Hilversum "Alberdingk Thijm"
Violenschool International Primary School
Leiderdorp
Elckerlyc - Leiden International Primary School
Maastricht
International School Maastricht
Joppenhof International Department
Nijmegen
ROC Nijmegen, sector Economics
Oegstgeest
Het Rijnlands Lyceum International School
Ommen
International School Eerde
Rotterdam
Albeda Business College
American International School of Rotterdam
De Blijberg
Stichting The Japanese School of Rotterdam
Rotterdam International Secondary School WvB
Zadkine Trade and International Business School
Voorschoten
The British School in The Netherlands Senior School
Wassenaar
(for The American School of The Hague see Den Haag)
The Indonesian School in The Netherlands
Zwolle
Deltion College
51
3.2.2
L i vin g
For socializing, recreating and meeting others, expats in the City Region Arnhem Nijmegen
can contact various private organisations on a regional level as well as in the cities of Arnhem and Nijmegen.
Regional level
Foreign Exchange, Nijmegen
Foreign Exchange is a non-profit organization which provides information and assistance to the Englishspeaking community in the Netherlands, specifically in the Arnhem-Nijmegen area.
AIS International Parents’ Council (IPC), Arnhem
The International Parents’ Council (IPC) of the Arnhem International School is part of its O.R. (ondernemingsraad) and works closely with the teaching staff, school management and the school Foundation.
The IPC is active in many areas including the maintenance of educational standards as well as extracurricular activities and financial resources. It also tries to strengthen the ‘sense of community’. The IPC organizes
social activities throughout the school year specifically meant for the international families1.
Nijmegen-Arnhem Chaplaincy of the Anglican Church, Rheden
The Nijmegen-Arnhem Chaplaincy of the Anglican Church in Rheden provides Sunday services in English
(once every two weeks) as well as social activities for expats (and others) of all nationalities and denominations.
Nijmegen
Nijmegen Expat American Meetup Group / Nijmegen English speaking
Expats Group
In most larger cities in the Netherlands, expat groups are formed. American- or English-speaking expats in
Nijmegen can contact the Nijmegen Expat American Meetup Group, also known as the Nijmegen English
speaking Expats Group. The purpose of this group is for American- or English-speaking expats in the Nijmegen area to get together for a ‘little socializing and fun’2. The group currently has 76 English-speaking
members.
Table 3.1 presents the facilities for expats in the City Region Arnhem Nijmegen together
with facilities on a national level as well. Facilities highlighted in green are primarily focused on expats, based in the region.
1
2
More information: http://ais.nijmedia.nl/showsite.asp?map_id=8075
More information: http://american.meetup.com/204/
52
Table 3.1
Facilities for expats in the City Region Arnhem Nijmegen in context
Facilities
Public
Private
Information1
Qualifications: Nuffic
Qualifications:
Eramore
Job for partner: CWI
Global Connection
Expatica
Netherlands Foreign Invest-
Job for partner:
Eracareers
ment Agency
C&G Career Services
Holland Handbook
Undutchables Recruitment
http://english.nijmegen.nl/
Agency
business
General:
Van Velzen cs
Eramore (Nuffic)
IND, Netherlands Foreign
KPMG
Expatica
Investment Agency
Kroon & Maes
Eracareers
Relocation bureaus
Holland Handbook
Prior to arrival
Job search
www.coolregion.nl
MVV / VVR
Legalisation documents:
www.ind.nl/en
Ministry of Foreign Affairs
www.nfia.com
Handing in legal documents:
business
Bringing partner /
family
IND
Van Velzen cs
Eramore (Nuffic)
ACCESS
Expatica
Relocation bureaus
Eracareers
www.ind.nl/en
Prior to and after
arrival
Culture and society
Meeting Point
KIT
Eramore (SenterNovem)
Nijmegen Hospitality
ITIM
Expatica
Center
@Globe
Eracareers
Talencentrum / ICB
Holland Handbook
ACCESS
Relocation bureaus
business
Registration address:
Housing associations
Eramore
Real estate agencies
Expatica
ACCESS
Eracareers
Relocation bureaus
www.coolregion.nl
Housing
Radboud Universiteit Guest- business
house Campus
www.coolregion.nl
Regina Coeli
Eramore (Nuffic)
HorizonInterlingua
Expatica
Learn Dutch
Eracareers
Nederlands als Tweede
www.coolregion.nl
After arrival
Language courses
-
Taal
Taalthuis
ACCESS
Relocation bureaus
1
Many facilities on a national level are described in: Quarles van Ufford, F., Human Resource Management –
Handboek Inzendingen, 2006
53
Facilities
Taxes
Retirement
Public
Private
Information
Belastingdienst
Various:
Eramore (VSNU)
(Buitenland)
Ernst & Young
Expatica
Ministry of Financial Affairs
PriceWaterhouseCoopers
Eracareers
Netherlands Foreign In-
Deloitte & Touche
Holland Handbook
vestment Agency
BOX2
www.belastingdienst.nl/e
Loyens&Loeff
nglish
Relocation bureaus
www.minfin.nl/en/home
ABP (university fund)
-
employer
Eramore (VSNU)
Expatica
Eracareers
Health and
insurance
Social security
employer
Health insurers:
Eramore (Nuffic)
Achmea (Zilveren Kruis)
Expatica
CZ
Eracareers
ACCESS
Holland Handbook
Relocation bureaus
www.minvws.nl/en
SVB
Various:
Eramore (VSNU)
UWV
Ernst & Young
Eracareers
PriceWaterhouseCoopers
Deloitte & Touche
BOX2
Relocation bureaus
Childcare &
education
Nuffic
Various:
Eramore (Nuffic/VSNU)
SIO
IBO
Expatica
Committee Dutch Interna-
Newcomers’ club
Eracareers
tional Primary Schools
Childcare at university
Holland Handbook
Kandinsky College
Relocation bureaus
www.sio.nl
Arnhem International
www.ibo.org
Lorentz Lyceum
School (AIS):
- primary
- secondary
AIS International
Parents’ Council (IPC)
Patents
AOMB: Algemeen Octrooi-
-
Merkenbureau
www.intschools.nl
www.minocw.nl/english/
education
www.coolregion.nl
Eramore
Eracareers
Octrooicentrum Nederland
Socializing
Meeting Point
Nijmegen Expat American
Expatblog: www.expat-
AIS International Parents’
Meetup Group / Nijmegen
blog.com/en/directory/we
Council (IPC)
English speaking Expats
stern-europe/netherlands
Group
Expat platform:
Foreign Exchange
www.xpat.nl
Nijmegen-Arnhem Chaplaincy of the Anglican Church
www.coolregion.nl
International drivers’
Relocation bureaus:
General government
license:
Crown
information:
RDW / Belastingdienst
T&A relocation
www.overheid.nl/english
www.fexchange.net
Other
Medical examination:
GG&GD
Social security number:
De Gruijter & Co.
ACCESS
Holland relocation
Paragon Relocation
Drivers’ license:
www.rijbewijs.nl
Expatblog: www.expat-
Belastingdienst
blog.com/en/directory/we
stern-europe/netherlands
Expat platform:
www.xpat.nl
www.coolregion.nl
54
4
Settling, working and living in the City Region
Attributes and perceptions of expats themselves are important determinants of their organisational commitment. This chapter provides an overview of the perception, expectations,
and improvements on the following levels:
4.1
The moment someone has decided to move and settle in an new country, many things need
to be organised, such as finding a home, sending their children to a good school, learning about
the public transport, buying a car, opening a banking account, and discovering where to shop. It
would be ideal to make arrangements before an expat moves.
However, for expats, making arrangements can be difficult if one is not familiar with the new environment; help from external parties may be necessary. This is confirmed by different studies on expats that show the level of support of the employer to international newcomers is
an important factor. This paragraph provides more information on the perception of expats on
the process of settling in the City Region Arnhem Nijmegen.
4.1.1
Guidance by employers
For a lot of expats, their new employer is the first contact they have with the City Region.
Therefore, it is important that the employer supports their new foreign employees during
the first few days in the Netherlands and helps them to find their way. The question is
whether the expats are sufficiently supported by their employer in the process of settlement in the City Region, and if so, how they rate this support. To assess the support they
received, expats were asked to indicate the level of agreement on the following statement:
“My employer provided for adequate support in the process of settlement in the Netherlands with regards to the following items” (see figure 4.1).
55
Figure 4.1
Expats’ opinion whether their employer provided adequate support in the
process of settlement in the Netherlands
Visa regulations: Private companies
University
Total
Work permit: Private companies
University
Total
Procedures about bringing family: Private companies
University
Total
Culture and society: Private companies
University
Total
Health and Insurance: Private companies
University
Total
Social security / Pension schemes: Private companies
University
Total
Accommodation: Private companies
University
Total
Day care and schooling: Private companies
University
Total
Tax issues: Private companies
University
Total
Establishing your life: Private companies
University
Total
-60%
-40%
-20%
0%
20%
40%
60%
80%
100%
(strong) disagree <-------> agree (strong)
Figure 4.1 shows that the majority of expats believe that their employer gave sufficient
support with visas, work permits, health insurance, and social security (such as pensions).
Expats have more diverse opinions regarding the support of their employers on procedures
to bring family to the Netherlands, on culture and society, on childcare and schooling, as
well as on tax issues. The expats were relatively less positive about the support of their
employer in establishing their life. Comparing the opinions of expats working for the private
sector with those working for the university one sees significant differences on the items
visa regulations, work permit, procedures about bringing family, day care and schooling,
and tax issues.
56
An overview of the suggestions to improve employers support in the process of settlement
is provided in the box below.
Support of the employer in the process of settlement
More guidance by the employer in the process of settlement and living in the Netherlands, before and
upon arrival, particularly regarding translation of contracts, immigration, visa procedures, housing, pension and health insurance
Offer more possibilities to learn Dutch and/or accept English as the second language at the workplace
Welcome expats and help them socialize and network by for example providing a welcome package, organizing after work parties or informing them about other international companies in the region*1
4.1.2
Guidance by a relocation bureau
In the Netherlands, a large variety of private relocation bureaus help expats to settle in the
Netherlands. The survey shows that a quarter of expats were supported by a relocation bureau when moving and settling in the City Region. However, significant differences in how
those bureaus were used exist between those working in the private sector versus those at
the university. Half of the expats working for the private sector used a relocation bureau
compared to almost none at the university. Therefore we only provide information on the
activities that were supported by a relocation bureau for the group of expats working in the
private sector (see figure 4.2)
Figure 4.2
Activities that were supported by a relocation bureau in the process of
settling in the City Region Arnhem Nijmegen (private sector)
80%
75%
75%
70%
60%
55%
50%
40%
30%
32%
23%
20%
23%
19%
17%
11%
9%
10%
0%
1
57
Figure 4.2 shows that of expats who used a relocation bureau, 75 percent received help in
finding a house and 75 percent got information on the local culture. More than half of the expats received help to get established by arranging practical issues such as TV services, utility
services, insurance, and a car.
4.1.3
G u i d a n c e b y g o v e r n m e n t s e r vi c e s
In the process of settling a lot of things have to be arranged with various government services, like reporting to immigration services (IND), and applying for a tax file number (local
tax office). Furthermore, the government has an important function with respect to providing
expats with information about community and government procedures. In order to gain insight
into the quality of the government services from the perception of expats, they were asked to
give their opinion on different elements of the government like information provided, immigration procedures and the community service in general (see figure 4.3).
Figure 4.3 Expats opinion on the quality of government services
Provision of information regarding local taxes and local
services: Private companies
University:
Total:
The procedure of getting visas, residence permits and
extensions: Private companies
University:
Total:
:The procedure to bring family to the Netherlands
Private companies
University:
Total:
The community services in general: Private companies
University:
Total:
-50% -40% -30% -20% -10% 0%
10% 20% 30% 40% 50% 60%
(ver y) poor <-------> good (ver y)
Source: Research voor Beleid ( Web survey expats, 2008)
58
Figure 4.3 shows that around one third of expats thinks that the information provided on local taxes and local services is good to very good, while an equal group believe that the provision of information was poor to very poor. Similar outcomes can be seen on expats opinion
on procedures for getting visas, resident permits and extensions and the procedures for
bringing family to the Netherlands. Assessing the community services in general, one sees
that the majority of expats consider these as good to very good. Comparing the opinions of
expats working for the private sector with those working for the university, one sees significant differences in their perceptions of the procedure to bring family to the Netherlands. No
differences can be detected comparing the opinion of expats living in the Arnhem and those
living in Nijmegen.
An overview of the suggestions to improve government services in the process of settlement is provided in the box below.
Improvement regarding public services of local government
Provide more information in English about the process of settling in the Netherlands (for example, a
welcome package) and have government web sites, forms and brochures available in English
Reduce bureaucracy and simplify procedures
Government organisations, such as the IND, need to be more customer friendly / service oriented and
understand expat needs* 1
Facilitate friends and family visiting for a short term better*
Longer opening hours of city hall*
Open a central point for expats for support and guidance: ‘One-stop shopping’*
When asked for suggestions for improvements, expats plead for more information about
regulation, procedures and services to be printed in English and be readily available on Municipality websites and at city hall. One expat noted that all letters from the local government were written in Dutch. Also, several expats would like to see one, central office where
they can arrange all procedures necessary for settlement in the Netherlands (‘one-stop
shopping’). In addition, expats suggest decreasing paperwork and simplifying procedures.
Civil servants should be more customer friendly and be better equipped to service expats.
According to several respondents, city hall should extend its opening hours.
4.2
The professional situation is an important factor for attracting and binding expats to a certain organisation or region. Studies of factors that make knowledge workers come and stay
show that the following aspects are most important2: competitive pay packages, performance related bonuses, freedom to plan and organize work independently, challenging work
and top management support. This paragraph describes the current professional situation
of expats working in the City Region Arnhem Nijmegen.
1
2
Horwitz, Cheng and Quazi, Human Resource Management, 2003
59
4.2.1
Professional profile
For most expats, their current employer is the first employer they worked for during their
stay in the Netherlands (approximately 79 percent). Almost one fifth of expats have already
worked for two employers in the Netherlands and approximately five percent for more than
three employers. Figure 4.4 provides an overview of what kind of staff positions the expats
have in their organisation.
Figure 4.4
Staff positions of expats in working in the City Region Arnhem Nijmegen
Other, namely
100%
Professional / sales and
marketing
90%
80%
Professional / administration
70%
Professional / legal and finance
60%
Professional / design and
creative industry
50%
40%
Professional / human resources
30%
Professional / technicians and
engineering
20%
Professional / research and
development
10%
0%
Private
companies
University
Total
Middle management
Top management
Figure 4.4 shows that more than half of the expats are working as a professional in the
field of research and development. Almost one fifth of the group of expats are working in a
middle or senior management position. Comparing the group of expats working for the private sector with those working for the university one sees significant differences. A large
share of the last group consists of professionals’ research and development (PhD’s and Post
Docs). Expats’ positions working for the private sector vary more.
4.2.2
Type of contract and income
As described earlier, good primary and secondary benefit packages (contract and income)
are an important factor in attracting expats. Figure 4.5 provides an overview of the kind of
contracts expats have.
60
Figure 4.5
Type of contract of expats
100%
90%
Other, namely
80%
70%
Freelance basis
60%
Internship
50%
On secondment
40%
Permanent contract
30%
Temporary Contract (including
PHD)
20%
10%
0%
Private
companies
University
Total
Figure 4.5 shows that almost half of the expats have a temporary contract, while the other
half have a permanent contract. Fewer expats are working on a secondment or internship
basis. Comparing expats working in the private sector to those working for a university,
one sees significant differences. The latter group has a high percentage with a temporary
contract, while the former often have a permanent contract.
Figure 4.6 shows an overview of the annual gross income of the expats in the City Region
Arnhem Nijmegen
Figure 4.6
Annual gross income of expats working in the City Region Arnhem Nijmegen
Total
University
Private companies
0%
.
10%
20%
30%
40%
50%
Source: Research voor Beleid ( web survey expats, 2008)
61
Figure 4.6 shows that more than one tenth of the expats preferred not to answer this question. Approximately one fifth of the expats earns less than €30,000 per year. To a great extent this covers the group working for the university and those working for the private sector younger than 30 years old. Comparing the outcomes of expats working in the private
sector with those working for a university, one sees significant differences. A higher percentage of expats working for the private sector are earning an income above €45,000/yr
than those working for the university.
4.2.3
P ro f e s s i o n a l c l i m a t e i n t he Ci t y Regi o n
In order to get an impression of the expats’ perception on the professional conditions in the
City Region Arnhem Nijmegen, respondents were asked to rate the quality of various aspects of the professional climate (career opportunities, primary secondary package of benefits, quality and content of work, scientific climate and international business climate). The
respondents were also asked to score the importance of these aspects. In figure 4.7 the
average level of importance is related to the average satisfaction score per aspect1.
1
100 percent importance is equal to the category very important, while 0 percent importance is equal to the
category not important. The same has been done with the satisfaction score.
62
Figure 4.7
Perception of expats on the professional situation in the City Region
Career o ppo rtunities: P rivate
co mpanies
University:
To tal:
P rimary and seco ndary package
o f benefits: P rivate co mpanies
University:
To tal:
Quality and co ntent o f yo ur
wo rk: P rivate co mpanies
University:
To tal:
Scientific climate: P rivate
co mpanies
University:
To tal:
:Internatio nal business climate
P rivate co mpanies
University:
To tal:
-40%
-20%
0%
20%
40%
60%
80%
100%
(very) po o r <-------> go o d (very)
Figure 4.7 shows that expats were most satisfied with the “scientific climate” and the “quality and content of their work”. “Primary and secondary package of benefits”, “career opportunities” and “international business climate” scored between average and good. Comparing
the opinions of expats working for the private sector with those working for the university,
one sees significant differences on the items primary and secondary package of benefits,
scientific climate, and international business climate. The fact that expats are less satisfied
with the career opportunities in the region corresponds with the results of other studies on
this topic1. Eastern Netherlands is generally considered to offer fewer job opportunities for
1
Research voor Beleid, Knowledge workers in Eastern Netherlands (May, 2008)
63
(international) knowledge workers than Western Netherlands or abroad since less large, international companies are based in the Eastern part of the country.
For policy-makers it is interesting to make an inventory of professional conditions that need
to be improved, expanded, maintained or monitored in the coming years so that the region
can stay attractive to expats. Priorities can be made by comparing the average score of satisfaction with the average score of importance (see figure 4.8). The priority matrix can be
understood as follows:
Improve: high importance, low satisfaction: item may need extra attention and improvement;
Expand: high importance, high satisfaction: the item may be expanded and used to
promote the region;
Maintain: low importance, high satisfaction: due to low importance score, item does not
need extra attention, but may be maintained at the same level in order to keep satisfaction high;
Monitor: low importance, low satisfaction: due to low importance score, item does not
need more attention, but may need monitoring to prevent satisfaction to deteriorate.
Figure 4.8
Priority matrix for improving the professional situation for expats in the City
90%
85%
Priority II: Expand
work
80%
Scientific climate
Satisfaction %
75%
70%
65%
60%
package of benefits
55%
50%
Priority I: Improve
45%
40%
50%
55%
60%
65%
70%
75%
80%
85%
90%
Importance %
Figure 4.8 shows that for almost all categories, the satisfaction score is lower than the importance score. Dividing the matrix in four quadrants one sees that the item “career opportunities” needs improvement, while the items scientific climate and quality and content of
work may be expanded. The international business climate as well as the primary and secondary package of benefits needs to be monitored in the coming years.
64
Besides providing a satisfaction score, respondents were also asked what they consider to
be the most important points for improvement of the professional conditions in the City Region Arnhem Nijmegen. An overview of the suggestions most often mentioned is provided
in the box.
Expats’ suggestions for improving professional conditions in the City Region
Arnhem Nijmegen
Attract more international, high tech and R&D businesses to the region
Create more business networking opportunities in order to gain better access to learning institutes; support each other and better understand the Dutch business culture, by, for example, organizing after work
parties
Stimulate an international environment and enhance international cooperation*1
Develop a consistent, long-term policy with regards to high-tech businesses with an active role of the
Radboud University*
Career opportunities
More information (in English) on career prospects and job opportunities in the region*
Create better opportunities to get a permanent research and teaching contract at the university*
Attract more international employment agencies or head hunters for the region*
Scientific climate
Organise international conferences or events to provide a forum for the world’s leading scientific and
technical communities*
Primary and secondary package of benefits
Increase competitiveness of job opportunities by expanding relocation packages*
Quality and content of the work
More working in teams and groups rather than individual projects; more contact between researchers*
Although the expats were asked to provide suggestions for improvement with regards to
the professional situation, about half of the respondents commented on other aspects such
as housing, transportation, bureaucracy, childcare and schooling, the social and cultural
climate, the communication of Dutch government organisations, facilities to learn Dutch,
contact points to communicate with other knowledge workers and so on. Possibly, expats
consider these factors to be in more need of improvement than the professional conditions
in the City Region Arnhem Nijmegen.
1
65
4.3
Literature increasingly emphasizes that quality of living is presumably an important element in attracting knowledge workers. Quality of life is a subjective concept. However,
high-quality houses, attractive city parks and natural surroundings, and a rich variety of
cultural institutions can be assumed to be important elements. Good facilities such as (international) schools are important as well. In addition, to generate a good urban quality of
life, traffic systems—such as highways and airports—should not generate too much air- and
noise pollution 1.
This paragraph describes the quality of several social and regional facilities in the City Region Arnhem Nijmegen and the level of satisfaction of the expats regarding these facilities:
Housing situation
School and childcare facilities (Arnhem International School)
Recreation, sports, culture and religious facilities
Social contacts
Infrastructure and transport
Medical system and services
Each subsection includes the responding expats’ suggestions for improvements of the facility at hand.
4.3.1
H o u s i n g s i t u a t i o n i n t h e C it y R e g i o n A r n h e m N i j m e g e n
In this study expats were included who are working in the City Region Arnhem Nijmegen.
Figure 4.9 provide the geographical distribution of the place of residence of this group of
expats.
1
van den Berg (1987), Castells (2000) and Florida (2002)
66
Figure 4.9
Place of residence of expats working in the City Region Arnhem Nijmegen
100%
7%
90%
80%
24%
15%
70%
Outside of region
60%
50%
Region
38%
85%
40%
63%
Nijmegen
Arnhem
30%
20%
34%
10%
17%
2%
0%
Private companies
University
Total
Figure 4.9 shows that most of the expats working in the City Region are living in Nijmegen,
while almost one fifth are living in Arnhem. Almost an equal percentage are living in the
remaining part of the City Region. However, one might expect the percentage of expats living in Arnhem to be higher because the expats working in the Municipality of Arnhem were
somewhat underrepresented in the sample. Comparing the group of expats working for the
private sector and those working for the university, one sees significant differences. Most of
the expats working for the university are living in Nijmegen. Figure 4.10 provides information on the kind of accommodation expats are living in.
67
Figure 4.10 Housing situation of expats working in the City Region Arnhem Nijmegen
Other
100%
90%
Hotel / Bungalow Park
80%
Student house / Nursing house
70%
Room / dependent housing unit
60%
Country house
50%
40%
Apartment / flat
30%
Single-family dw elling, terraced
house
20%
Single-family dw elling, corner
house
10%
0%
Private
companies
University
Total
Single-family dw elling, semi
detached
Single-family dw elling, detached
Figure 4.10 shows that one third of the expats are living in a flat. One fifth of expats live in
a single semi-detached family dwelling. Comparing the results of expats working in the private sector with those working for the university one sees significant differences. In the
private sector, most expats are living in a single-family dwelling (a total of 69 percent),
almost equally spread between detached, semi-detached, corner and terraced house. On
the other hand, one third of expats working for the university are living in a room / dependent housing unit and student house. Comparing the group of expats living in Arnhem
with those living in Nijmegen one also see significant differences (see annex 3). In Arnhem
approximately three quarter of the expats are living in a single family dwelling, while
around a quarter of them are living in an apartment. On the other hand, A quarter of the
expats living in Nijmegen are living in a single-family dwelling, while almost half of them
are living in an apartment. Almost one third is of the expats living in Nijmegen are living in
room / student house. These differences are the result of the large proportion of expats living in Nijmegen working for the university.
An interesting question is whether expats are renting or owning their accommodation (see
figure 4.11).
68
Figure 4.11 Owner of the accommodation in which the expat is living
100%
90%
24%
32%
28%
80%
70%
I am the ow ner
60%
I am renting the accommodation
50%
40%
73%
67%
7%
4%
5%
Private
companies
University
Total
61%
My employer lets / ow ns the
accommodation
30%
20%
10%
0%
Figure 4.11 shows that most expats rent the accommodation in which they are living (67
percent), while almost one third (28 percent) of them own their accommodation. Almost
five percent live in an accommodation which is rented or owned by their employer. The
share of rented accommodation is not surprising because the previous chapter already concluded that a large part of expats have a temporary contract and most of them are planning to stay in the Netherlands for a fixed period. The accepted wisdom is that buying a
house only becomes worthwhile for someone planning to stay in the Netherlands for more
than three years. The considerable initial costs attached to buying a house are offset by tax
deductions on the interest, but these only cumulatively reach a “break even” level after approximately three years.
69
Figure 4.12 provides an overview of the time it took the expats to find accommodation
which satisfied their needs.
Figure 4.12 Time to find a suitable accommodation
100%
2%
6%
90%
9%
17%
10%
6%
80%
12%
70%
6%
8%
I haven't found suitable
accommodation yet
15%
2 years or more
7%
18%
60%
Betw een 1 and 2 years
50%
Betw een 6 and 12 months
50%
42%
40%
34%
Betw een 1 and 6 months
30%
Less than a month
20%
21%
19%
20%
Private companies
University
Total
10%
0%
Figure 4.12 show that approximately 60 percent of expats took less than half a year to find
suitable accommodation and for almost one third it took more than six months. One tenth
of the expats have not yet found suitable accommodation. Comparing the outcomes of expats working for the private sector with those working for the university one sees significant differences. Almost one fifth of the latter group have not yet found suitable accommodation. Analysing the differences between expats living in Arnhem, Nijmegen en the Stadsregio separately one sea that a higher percentage of expats living in Arnhem it took less
time to find suitable accommodation, than for those living in Nijmegen and the City Region.
In order to get an impression of expats’ perception on the housing situation in the City Region Arnhem Nijmegen, respondents were asked to rate various aspects of its quality (see
figure 4.13).
70
Figure 4.13 Level of satisfaction of expats on the housing situation in the City Region Arnhem Nijmegen
The vo lume and diversity o f ho using supply?: P rivate co mpanies
University:
To tal:
The quality o f ho using supply?: P rivate co mpanies
University:
To tal:
The quality o f services o f real estate agents?: P rivate co mpanies
University:
To tal:
Info rmatio n facilities abo ut the supply o f ho using?: P rivate
co mpanies
University:
To tal:
The price level o f ho uses / apartments?: P rivate co mpanies
University:
To tal:
Yo ur current ho using situatio n?: P rivate co mpanies
University:
To tal:
:?The quality o f the living enviro nment in the neighbo urho o d
P rivate co mpanies
University:
To tal:
-80% -60% -40% -20%
0%
20%
40%
60%
80%
100%
71
Figure 4.13 shows that more than half of the expats consider the price level of houses to be
poor to very poor (and 70 percent at the university). A number of respondents also assesses
the number and diversity (37 percent), the information facilities concerning the housing supply (34 percent), the quality of real estate agents and the quality of housing supply (respectively 31 percent and 23 percent) to be poor. Expats are generally satisfied with their current
housing situation and the quality of the living environment in their neighbourhood (respectively, 60 and 73 percent of the expats assess them as good to very good). Comparing the
opinions of expats working for the private sector and those working for the university, one
sees significant differences on the items “quality of services of real estate agents”, “information facilities about the supply of housing”, and “price level of houses / apartment”.
Comparing expats perception on the housing situation between those living in Arnhem and
those living in Nijmegen one sees that the latest group is less satisfied with the quality, the
price level and the information facilities (see annex 3)
An overview of the expats’ suggestions for improvements of the housing situation is provided
in the box below, starting with the improvements mentioned most often.
Improvements of the housing situation in the Arnhem Nijmegen region
Number, diversity and quality
Expats find it extremely difficult to find suitable (rental) housing in the City Region Arnhem Nijmegen
quickly. Therefore, the supply of (rental) accommodations for expats needs to be increased, especially in
the city centre and the better neighbourhoods of Nijmegen and near the Arnhem International School.
Set up priority for newcomers to find housing as quick as possible*1
Price level
Decrease prices for both renting and buying
Issue some form of state or Municipality control of rental prices*
Real estate agents and accommodation agencies
More information on the housing market in English (web sites, news, media)
The Municipality should play a direct role in offering (independent) information and advice on housing
Shorten the waiting lists of accommodation agencies*
Some real estate agents should focus on expats (such as Remax Nijmegen)*
Make Dutch mortgages more suitable for expats*
More accommodation should be government-owned rather than be expensive private organisations*
Employer
Accept flexi- and tele-working, which gives expats more flexibility when it comes to selecting a house
further away from the office*
Other
Pick up bio-garbage more often, especially during summer*
The 30 % rule reduces the tax-return on mortgages, which makes buying less attractive for expats*2
Improve public transport in order to give expats more flexibility when it comes to selecting a house*
1
2
For certain ‘extraterritorial employees’ or expats, bringing in knowledge that is scarce in the Netherlands,
there is a special regime called the "30% ruling”. The 30% ruling allows an employer to provide the employee
a tax-free allowance of up to 30% of his wages for extraterritorial costs.
72
At this moment, a mismatch exists between supply and demand on the housing market.
Expats are particularly critical of the rent prices and the lack of quickly available housing.
Because expats are in urgent need of finding accommodation as quickly as possible after
arrival in the Netherlands, the lack of readily available housing is a problem to them. The
high rent prices are a problem for PhD’s especially, because they earn less income than the
average expat.
A lack of information in English decreases the chance of finding housing quickly, according
to respondents. Expats would like to be better informed about housing conditions in the region through, for example, brochures in English or the establishment of a central office for
expats dealing with housing issues (guidance and more transparency).
Finally, expats are rather critical of real estate agents and accommodation agencies. Respondents perceive private agencies to be maintaining rental prices high, not targeting on
the specific needs of expats (lack of information in English) and having long waiting lists, in
particular for public housing corporations (“woningbouwverenigingen”). Some expats plead
for the local government to step in by enforcing rent control and acting as a central, independent help desk offering information and advice on finding a house on areas to live and
the availability of housing. Also, according to some expats, more accommodation should to
be government owned rather than by expensive private organisations.
4.3.2
School and childcar e facili tie s in the C ity Region Ar nhem
N i jm e g e n
Making the right choice of school is one of the most important decisions expat parents have
to make. In the previous chapter it already became clear that two third of the expats
(67 percent) working in the private sector have children, while one fifth of the expats
(20 percent) working for the university have children (while approximately 85 percent of expats living in Arnhem have children, compared to around 24 percent of those living in Nijmegen). For them, it is important to choose between an international school and a regular
Dutch school. In order to gain an impression of the extent to which expats make use of
school facilities in the City Region Arnhem Nijmegen, expats with children were asked about
the kind of school their children are attending. Approximately 69 percent of the expats with
children send their children to a school in the City Region Arnhem Nijmegen. Figure 4.14
provides an overview to which schools this group of expats are sending their children.
73
Figure 4.14 Use of school facilities by expats in the City Region Arnhem Nijmegen
100%
91%
90%
80%
70%
60%
Private companies
49%
50%
40%
44%
42%
University
40%
Total
34%
33%
27%
30%
20%
11%
9%
7%
10%
5%
6%
0%
%
%
%
%
%
Dutch
primary
school
Dutch
secondary
school
AIS (primary)
AIS
(secondary)
Tertiary
education
Figure 4.14 shows that almost half of the expats who are sending their children to a school
in the City Region Arnhem Nijmegen send their children to a Dutch primary school, while
about one third send their children to the AIS primary department. About one tenth of this
group of expats send their children to a Dutch secondary school, while four tenths of them
send their children to the AIS secondary department. A small percentage of approximately
six percent send their children to an institute providing tertiary education. Comparing the
group of expats working in the private sector with those for the university, one sees significant differences. Hardly any expats working for the university send their children to the
AIS. Expats working for the private sector, on the other hand, are more likely to send their
children to the AIS (almost half of them).
Comparing the outcomes of expats living in Arnhem, Nijmegen or the City Region one sees
significant differences (see annex 3). The results show that in Nijmegen approximately 94
percent of the expats, who are having children, send their children to the Dutch primary
school, while 13 percent send them to a Dutch secondary school. None of these expats
send their children to the primary department of AIS, while approximately 12 percent send
their children to the secondary department of AIS. On the other hand, a high percentage of
expats living in Arnhem are sending their children to the AIS (approximately 59 percent of
them send their children to the primary department as well as the secondary department).
However, this percentage is most probably lower, because the group of expats who are
sending their children to the AIS was overrepresented, as consequence of including the addresses of the parents who are sending their children to the AIS in the total sample. Expats
living in the remaining part of the City Region are sending their children to Dutch schools
and the AIS.
In order to identify the motivations and barriers for sending their children to a Dutch or international school, we asked expats to specify the reasons why they decided (not) to send
their children to the Arnhem International School (see figure 4.15).
74
Figure 4.15
Reasons for (not) sending children to Arnhem International school
90%
80%
70%
60%
50%
Drivers
40%
Barriers
30%
20%
10%
0%
Bu
Co
A
O
Hy
Sa
Ge
U
T
U
I
S
S
Ot
he
mm tude ntern se o se o nly
gie ft er
fe
ild tand eac
o
r,
ing
sc
ne
f D opt
fE
ard hin grap ty
at i
nt
un
h
g
o
ion nam
f
n
o
u
h
e
i
na
ca
of
t
i ca
sta
g
o
e
c
l
ely
l
s
i
ha
le
tio
in
sh
t he
ch
lp
ff
n
n
th
ildc
t
a
rox
vi r
p ro
on t int e Dut c e reg
are polic
im
gra
me
ity
y
rna h s
ion
mm
nt
c
tio
es
na hool
l sc
ho
ol
Figure 4.15 shows that the main reason for not sending children to the AIS is proximity
(mentioned by 57 percent of the expats) and the importance of learning Dutch (mentioned
by 44 percent of the expats). Approximately 26 percent mentioned the student fee as a
reason for not sending their children to the Arnhem International School. The main reasons
for sending their children to the AIS was the standard of the programmes in terms of content, methods and curriculum (mentioned by 51 percent of the expats); the international
environment (mentioned by 78 percent of the expats); and their proximity (mentioned by
24 percent of the expats). Comparing the outcomes of expats living in Arnhem, Nijmegen
or the City Region one sees that two third of the expats that are living in Nijmegen indicate
that geographical proximity as reason for not sending their children to the AIS (see annex
3).
The expats whose children made use of the education supply in the City Region Arnhem
Nijmegen were asked to indicate their level of satisfaction on different aspects of the school
their child are attending. In figure 4.16, a comparison is made between the Dutch primary
school and the primary department of the Arnhem International School.
75
Figure 4.16 Level of satisfaction of expats on primary education in the City Region
Arnhem Nijmegen
B uilding (e.g. scho o l building, spo rt facilities, library): Dutch primary
A IS primary
Standard o f the pro grammes (co ntent/metho ds/curriculum): Dutch primary
A IS primary
Teaching staff: Dutch primary
A IS primary
Geo graphical pro ximity (distance fro m yo ur ho use): Dutch primary
A IS primary
Safety: Dutch primary
A IS primary
Hygiene: Dutch primary
A IS primary
A fter scho o l childcare: Dutch primary
A IS primary
Co mmunicatio n po licy (e.g. to parents): Dutch primary
A IS primary
Student fees: Dutch primary
A IS primary
-80%
-60%
-40%
-20%
0%
20%
40%
60%
80%
100%
120%
Source: Research voor Beleid ( Web survey expats, 2008)
Figure 4.16 shows that concerning the primary school, expats are generally satisfied with
the standard of the programmes, teaching staff, proximity, safety, and the communication
policy. However, significant differences can be seen comparing the group of expats sending
their children to the AIS primary department and those to the Dutch primary school. The
group of expats who are sending their children to the primary department of the AIS are
more negative about the quality of the building (around 40 percent thinks it is poor to very
poor), hygiene (38 percent thinks it is poor to very poor), after-school childcare (53 percent think it is poor to very poor), and student fees (20 percent thinks it is poor to very
poor).
In figure 4.17 a comparison is made between the Dutch secondary school and the secondary department of the Arnhem International School.
76
Figure 4.17 Level of satisfaction of expats on the secondary school in the City Region Arnhem Nijmegen
B uilding (e.g. scho o l building, spo rt facilities, library): Dutch
secundary
A IS secundary
):Standard o f the pro grammes (co ntent/metho ds/curriculum
Dutch secundary
A IS secundary
Teaching staff: Dutch secundary
A IS secundary
Geo graphical pro ximity (distance fro m yo ur ho use): Dutch
secundary
A IS secundary
Safety: Dutch secundary
A IS secundary
Hygiene: Dutch secundary
A IS secundary
A fter scho o l childcare: Dutch secundary
A IS secundary
Co mmunicatio n po licy (e.g. to parents): Dutch secundary
A IS secundary
Student fees: Dutch secundary
A IS secundary
-60%
-40%
-20%
0%
20%
40%
60%
80%
100%
120%
Figure 4.17 shows that concerning secondary school, expats are generally satisfied with the
standard of the programmes, safety, and hygiene. However, significant differences can be
seen comparing the group of expats sending their children to the AIS secondary department and those to a Dutch secondary school. The group of expats who are sending their
children to the secondary department of the AIS are more negative about the quality of the
building (around 35 percent thinks it is poor to very poor), teaching staff (19 percent
thinks it is poor to very poor), after school childcare (33 percent thinks it is poor to very
poor), communication policy (20 percent poor to very poor), and student fees (27 percent
thinks it is poor to very poor).
An overview of the most mentioned suggestions for improvements of schooling and day
care in the City Region Arnhem Nijmegen is provided in the box below.
77
Improvements of school and childcare facilities
Pre- and after-school care (buitenschoolse opvang or BSO):
Reduce the price for pre- and after-school care
Reduce the waiting list for pre- and after-school care by increasing the number of places
Offer more flexibility in the hours of pre- and after-school care
Arrange a bussing service to bring children to school and back*
Improve the facilities and buildings of the primary school (Slochterenweg) by updating equipment,
expanding the building and classrooms as well as creating a larger and safer play area
Hire more qualified-international staff
Communicate with parents on a more frequent basis and improve the communication on curricula,
teaching hours and schedules
Avoid mixing children of different ages*
Combine the primary and secondary school into one building, modelled on, for example, schools in
Rotterdam, Dusseldorf and Wassenaar*
Lower school fees to the level of Dutch schools*
Offer supplementary Dutch-language teaching and integration courses for children*
Other:
Enable expats to choose by setting up an international school or bilingual programs in Nijmegen
Increase the information about schooling and childcare facilities in the region*
When asked to suggest improvements for childcare in the region, respondents do not comment on the quality of day care (one respondent states that ‘day care here is wonderful!’).
Several expats would like to see lower costs, more places and more flexibility in the hours
of pre- and after school care (buitenschoolse opvang, BSO).
Regarding the AIS, several responding parents express serious concerns about the quality
of the facilities and building of the primary school, located at Slochterenweg. They call for
the updating of equipment, expanding the building and classrooms, as well as creating a
larger and safer play area. Some suggest a combination of the primary and secondary
school into one building.
Also, several parents have noticed a high turnover of staff and think the AIS should hire
more qualified, international staff. In addition, they would appreciate teacher-parent communication to be more frequent and the communication on curricula and teaching schedules
to improve. For some parents the lack of options regarding international schools poses a
problem. These parents opt for an additional international school or bilingual programs in
Nijmegen. To expand choices, some suggest increasing the information in English about
other (Dutch) schools and childcare facilities in the region. Some respondents feel the AIS
school fees should be lowered to the level of Dutch schools.
As noted in Chapter 3, AIS wishes to expand social activities and improve the school’s accomodation in the (near) future. The Municipality of Arnhem, the Municipality of Nijmegen and
other regional governments and partners are interested in discussing these ideas with AIS 1.
4.3.3
Leisure facilit ies an d services in t h e C i t y R e g i o n A r n h e m N i j m e g e n
Besides a decent accommodation to live in and a well-organised education supply, the quality
of leisure activities is of great importance to expats as well. In order to get an impression of
the perception of the expats with regard to the recreational, cultural, sport, and religious
1
Source: Municipality of Arnhem, Policy paper expat policy
78
supply in the City Region Arnhem Nijmegen, expats were asked to give their opinion on the
quality of several facilities in the region (see figure 4.18).
Figure 4.18 Perception of expats on several leisure facilities in the City Region
Library: P rivate co mpanies
University:
To taal:
M useum: P rivate co mpanies
University:
To taal:
Theatre: P rivate co mpanies
University:
To taal:
Cinema: P rivate co mpanies
University:
To taal:
Festivals/events: P rivate co mpanies
University:
To taal:
Classical co ncerts: P rivate co mpanies
University:
To taal:
P o pular co ncerts/ (po p, ro ck, jazz): P rivate co mpanies
University:
To taal:
A musement parks and play areas: P rivate co mpanies
University:
To taal:
Natural enviro nment: P rivate co mpanies
University:
To taal:
Religio us services (e.g. churches, mo sque): P rivate co mpanies
University:
To taal:
Organised spo rts activities: P rivate co mpanies
University:
To taal:
No n-o rganised spo rts activities: P rivate co mpanies
University:
To taal:
Sho pping facilities: P rivate co mpanies
University:
To taal:
P ubs/nightlife/restaurants: P rivate co mpanies
University:
To taal:
-40%
-20%
0%
20%
40%
60%
80%
100%
(very) po o r <-------> po o r (very)
79
Figure 4.18 shows that, in general, expats are satisfied with all the facilities, services and
events in the City Region Arnhem Nijmegen. For each category, more than 50 percent of
expats indicate that they judge the quality of facilities, services and events from good to
very good. Expats are in particular satisfied with the natural environment, library, organised and non organised sport activities (more than 70 percent of the expats assess these
items as good to very good). More than one tenth of the expats consider the quality of the
museum and theatre, classical concerts, popular concerts, religious services, shopping facilities, and pubs / nightlife/ the restaurants below average (poor to very poor). Comparing
the opinions of expats working for the private sector and those working for the university
one sees only a significant difference on the item “amusement parks and play areas”.
Comparing expats opinion of those living in Arnhem with those in Nijmegen one sees no big
differences, with the exception that expats living in Arnhem are slightly more positive
about theatre facilities, classical concerts, amusement parks and play areas, natural environments, and religious services in the City Region.
For policy-makers it is interesting to make an inventory of the facilities and services that
need to be improved, expanded, maintained or monitored in the coming years so that the
region can stay attractive to expats. Priorities can be made by comparing the average score
of satisfaction with the average score of importance (see figure 4.19). Please see figure 4.8
for an explanation of the terms used in the matrix.
Figure 4.19 Priority matrix for improving the facilities for expats in the City Region
Arnhem Nijmegen1
90%
Natural environment
85%
80%
Priority II: Expand
Shopping facilities
75%
Satisfaction %
Cinema
70%
Library
areas
65%
Festivals/events
Museum
60%
Theatre
55%
Classical concerts
jazz)
50%
45%
Priority I: Improve
churches, mosque)
40%
50%
55%
60%
65%
70%
75%
80%
85%
90%
Importance %
1
100 percent importance is equal to the category very important, while 0 percent importance is equal to the
category not important. The same has been done with the satisfaction score.
80
Figure 4.19 shows that the natural environment, library, cinema, (non) organised sport activities, festivals and events were considered as very important for the attractiveness of the
City Region to expats, while museums, amusement parks and play areas, shopping facilities
and popular concerts were considered as moderately to very important. Dividing the matrix
in four quadrants one sees that none of the items needs improvement. The natural environment may be expanded in order to promote the region. The shopping facilities can be maintained at the same level, as the satisfaction score is higher than the importance score.
This means that for these facilities, there is no immediate need to improve their quality. The
other facilities need to be monitored carefully to make sure the satisfaction score does not
lower. Religious services, classical and popular concerts, theatre, museums, play grounds,
organised sport activities, festivals / events, and the library may require special attention
because they show a gap between the level of satisfaction and level of importance (five to
15 percent).
An overview of the suggestions for improvements mentioned by expats is provided in the
box below.
Suggestions for improvements of recreation, sports, culture and religious facilities
Offer more information in other languages than Dutch such as English and French
Longer opening hours for (outdoor) swimming pools, shops and museums to meet needs of working expats
Create more sports facilities such as swimming pools, fitness schools and common recreational outdoors
activities* 1
When asked for suggestions for improvements of recreational, sports, cultural and church
facilities, a number of expats state they are satisfied with the region’s facilities. They are
positive about Nijmegen’s historical and green environment as well as its cultural facilities
in particular. The suggestion for improvement most often mentioned by responding expats
is to offer more information in other languages. Several responding expats would like to
see longer opening hours for shops, museums and fitness schools. Some expats mention
more sports facilities such as swimming pools, fitness schools and common recreational
outdoors activities.
It is important that the expats are informed about the offer of the above described facilities, activities and events. Therefore it is important to have insight into the channels expats use to search information about recreational, cultural, sports, religious and other activities (see figure 4.20).
1
81
Figure 4.20 Media channels used for searching information on leisure activities in the City
100%
91%
90%
80%
70%
57%
60%
50%
Private companies
University
38%
40%
Total
32%
25%
30%
17%
20%
17%
4%
10%
5%
ad
io
Lo
ca
lT
V
Br
oc
hu
re
O
s
th
er
,n
am
el
y
R
In
te
rn
et
ne
w
Pe
sl
et
rs
te
on
rs
al
co
nt
ac
N
ts
ew
sp
ap
er
s
ig
ita
l
Em
ai
l
/D
In
tra
ne
t-
w
or
k
0%
Figure 4.20 shows that internet (approximately 91 percent) and personal contacts (approximately 57 percent) are most frequently used for getting information on leisure activities. Newspapers, brochures, and e-mail / digital newsletters are used by 20 to 40 percent
of expats. Almost one fifth of expats make use of an intranet at work or local television.
A small group of expats use information from the radio or other sources.
The box below lists what expats would like to see improved regarding the way they are informed.
Suggestions for improvements of the way expats are informed
An up-to-date Web site listing all events in the City Region Arnhem Nijmegen; the link of this Web site
should be given to each expat before or upon arrival
A monthly or quarterly (e-)newsletter with activities, facilities and events sent to everyone registered
as an expat
Provide welcome and information packages when an expat registers at city hall*1
Postings on a school bulletin board, which is ‘the link to the world for most expat moms’*
For tips on how to inform expats in the City Region Arnhem Nijmegen, take a look at expat books published by the American Women’s Club in The Hague (Life in Holland) and the KidGids.*
Expats would like to receive more information in English or French, particularly on theatre
performances and religious services with sermons in English. Though websites with information on cultural activities are available (expat websites of the Municipalities of Arnhem
and Nijmegen, the Regionbranding Cool Region website) several respondents are not aware
of these sources of information; respondents suggest several times the setting up of a
1
82
website listing events in the region in English. As another improvement of communication
about cultural events, respondents mention the distribution of an (e-)newsletter.
4.3.4
Social con tacts
Embedding expats in the City Region Arnhem Nijmegen also means that they have to integrate on a social and cultural level within the community, their work, and in social organisations, in order to feel at home in the Netherlands. In order to gain insight into the level
of social contacts of expats, they were asked to rate their social contact / situation in the
City Region on different levels (see figure 4.21).
Figure 4.21 Social contacts of expats in the City Region Arnhem Nijmegen
Social contacts in the neighbourhood: Private companies
: University
: Total
Social contacts at work: Private companies
: University
: Total
Social contact with other international workers: Private
companies
: University
: Total
Social contacts with local people: Private companies
: University
: Total
Social contacts with third persons: Private companies
: University
: Total
Social contacts in a club or association (sport or culture related):
Private companies
: University
: Total
Social contacts in a religious organisation: Private companies
: University
: Total
Politeness of the local population: Private companies
: University
: Total
-60%
-40%
-20%
0%
20%
40%
60%
80%
(very) poor <-------> good (very)
83
Figure 4.21 shows that expats rate their social contacts at work and with other international workers as good (70 percent of the expats considered the quality of these social contacts to be good to very good). Around half of the expats also feel positive about their social contacts within religious organisations, clubs / associations, their neighbourhoods, local
people, and shop keepers. Around one fifth of them assess these contacts as poor to very
poor.
Almost 60 percent of the expats rate the politeness of the local population as good to very
good. A percentage of almost 10 considers the politeness to be poor to very poor. Comparing the opinions of expats working for the private sector with those working for the university one sees significant differences on their perceptions on social contacts in the
neighbourhood, social contacts with local people (third persons), social contacts in a club or
association and the politeness of the local population. Hardly any differences in opinion can
be seen between expats working for the private sector and those working for the university.
Comparing the outcomes of expats living in Arnhem with those living in Nijmegen one sees
that for the latest group a slightly higher percentage is more satisfied about the social contacts in the neighbourhood. On the other hand expats living in Nijmegen are more satisfied
with social contacts with local people.
Some remarks were made by the expats in the survey about the lack of openness and acceptance of foreigners into the Dutch society. In general, other studies show, expats find
Dutch people are very friendly in day-to-day interaction1. However, to move beyond this
superficial level can be very difficult.
4.3.5
Infr astr uctur e and tr anspor t
For the City Region Arnhem Nijmegen it is important to be an accessible place, meaning
good public transport, infrastructure and a international connectivity with other parts of the
world. In order to gain insight into perceptions of expats on these aspects, they were asked
to give their opinion on the quality of the traffic infrastructure, public-transport facilities,
and international connectivity (see figure 4.22)
1
Buiskool, B.J., Grijpstra, D., Attracting and embedding inter-national knowledge workers in the Eindhoven
Region: A study on the composition, perceptions and expectations (Research voor Beleid, 2006)
84
Figure 4.22 Opinion of expats on the infrastructure in the City Region Arnhem Nijmegen
Traffic infrastructure: Private
companies
University:
Total:
Public transport facilities: Private
companies
University:
Total:
International connectivity by air
and railw ay: Private companies
University:
Total:
-40%
-20%
0%
20%
40%
60%
80%
Figure 4.22 shows that most expats are satisfied with the traffic infrastructure, public transport facilities and the international connectivity in the City Region Arnhem Nijmegen. Almost
one fifth of expats rates the quality of international connectivity as poor to very poor. Approximately one tenth thinks the traffic infrastructure and the public transport is poor. Naturally, this latter group would like to see better public-transport facilities (reducing the costs
and more supply), traffic infrastructure (less traffic in the city, improved fluidity) and better
(international) connectivity (direct connection by train and airplane) to Schiphol, Weeze Airport, Germany and Amsterdam and connections later at night. Two expats suggest setting up
an NS HiSpeed service desk at Nijmegen central station, like at Arnhem central station. Comparing the opinions of expats working for the private sector with those working for the university one sees significant differences on their perceptions on traffic infrastructure.
4.3.6
Medical s y stem and services
Expats working and living in the Netherlands must have health insurance. Figure 4.23 provides an overview of the perception of the expats with regard to the medical system and services.
85
Figure 4.23 Opinion of expats on the quality of medical system
So cial security and medical
insurance system: P rivate
co mpanies
University:
To tal:
,M edical services (e.g. ho spitals
family do cto r): P rivate co mpanies
University:
To tal:
-40%
-30%
-20%
-10%
0%
10%
20%
30%
40%
50%
Figure 4.23 shows that expats have a diverse opinion on social security and medical insurance systems in the Netherlands. One third of the expats is satisfied with this system (good
to very good); one fifth considers the quality to be poor or very poor. Almost 40 percent of
the expats consider the quality of the medical services to be good to very good; a quarter
assesses these services to be poor or very poor. Complaints about the medical system and
services relate to the inflexibility of the medical-insurance system and waiting lists.
Comparing the outcomes of expats living in Arnhem with those living in Nijmegen one sees
that for the latest group a slightly higher percentage is more satisfied about the social security and medical insurance systems and the quality of the medical services in the Netherlands.
4.3.7
While settling in the City Region, expats have to arrange all kind of financial issues, like
opening a bank account and conclude different insurance policies. Figure 4.24 provides an
overview of the perception of the expats with regard to the providers of these services.
86
Figure 4.24 Opinion of expats on financial service providers
,Service providers (banks
insurance): Private companies
University:
Total:
-20%
-10%
0%
10%
20%
30%
40%
50%
60%
Source: Research voor Beleid (web survey, 2008)
Figure 4.24 shows that most expats are satisfied with financial-service providers. Almost
half of them assess their services as good to very good. A small group (one tenth of the
expats) thinks that the quality of the providers is poor to very poor. Comparing the outcomes of expats living in Arnhem with those living in Nijmegen one sees that for the latest
group a slightly higher percentage is more satisfied about the financial-service providers.
87
88
5
Employers’ perspective on attracting and
embedding expats
This chapter provides an overview of how employers attract expats and how they support
them when settling in the region. Also, this chapter describes the employers’ opinion on the
attractiveness of the City Region Arnhem Nijmegen for foreign employees. In what way
does the region offer opportunities for attracting and supporting expats and what are its
major obstacles? Finally, the chapter describes the employers’ opinion on what can be done
to remove these obstacles.
5.1
Attracting expats to the City Region Arnhem Nijmegen
Attracting and supporting expats is of great importance for most organisations involved in
this study. Figure 5.1 provides an overview on how employers perceive attracting expats to
their organisation.
Figure 5.1
Employers perception on attracting expats to their organisation
Difficult; 14%
Easy; 38%
No t difficult, no t easy;
48%
Figure 5.1 shows that almost one third of the employers find it easy to attract expats;
about 14 percent thinks it is difficult. Almost half of the respondents think it is neither difficult nor easy to attract expats. Figure 5.2 shows that organisations use a wide range of instruments to attract expats. Networks of university or business contacts and advertising
campaigns are the most popular recruitment strategies amongst employers (67 percent and
62 percent, respectively), followed by transfers within the company itself (43 percent).
Employers also attend recruitment fairs (38 percent). Foreign recruiters are the least popular (10 percent).
89
Figure 5.2
Recruitment channels used by employers for attracting expats
38%
Atte nda nce of re cruitme nt fa irs
62%
Ne tw ork of unive rs ity / busine ss conta cts
43%
Tra nsfe r w ithin compa ny
Fore ign re cruite rs / re cruiting compa nie s
10%
Adve rtising (ne w spa pe r, journals , inte rne t
e tc.)
67%
Othe r, na me ly
14%
0% 10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
90 100
% %
5.2
Facilitating expats in the process of settlement
Employers play an important role in the social and professional embedding of expats from
the moment they decide to move to the City Region Arnhem Nijmegen. To gain insight into
the role of employers, they were asked to indicate their level of agreement on the following
statement: “Our organization feels responsible for and invests in giving adequate support
to expats in the process of settling in the City Region Arnhem Nijmegen” (see Figure 5.3).
Figure 5.3
Employers’ opinion on facilitating expats in process of settlement
Disagree; 5%
Undecided; 10%
Strongly agree;
19%
Agree; 67%
Figure 5.3 shows that over 80 percent of the responding employers feel responsible and invest in giving adequate support to expats. Five percent does not feel responsible and 10
percent is undecided on this topic. Figure 5.4 includes information on the type of activities
are supported by employers and whether these activities were carried out by themselves or
other external parties.
90
Figure 5.4
Supporting activities provided by the employer and other external parties
Suppo rt fo r a pplica tion te w e rkste llingsve rgunning a nd
ve rblijfsve rgunning
62%
33%
52%
Suppo rt in re lo ca tio n / moving
38%
Support in finding a house
38%
48%
Support in finding school / childca re for childre n
52%
Suppo rt in finding your w a y in the Arnhe m Nijme ge n Re gion
10%
43%
62%
Support in a dministra tive issue s of the loca l go ve rnme nt
10%
52%
48%
Support in fina ncia l / ta x issue s
5%
10%
33%
29%
19%
5%
24%
29%
0%
Ye s, (ma inly) by my o w n orga nisa tion
10% 20% 30% 40% 50% 60% 70% 80% 90% 100
%
Ye s, (ma inly) by a n e xte rna l pa rty (e .g. re loca tio n bure a u) Not a t a ll
Figure 5.4 shows that most employers facilitate expats when relocating to the City Region
Arnhem Nijmegen. They always support expats when applying for a work and residence permit
and in administrative issues concerning the local government. Except for finding a house and
support in childcare, two thirds of the employers (mainly) facilitates expats themselves. External parties such as relocation bureaus, real-estate agencies and law firms are more often
hired in case of relocating or moving, finding a house and dealing with financial issues.
Employers facilitating expats
Companies such as KEMA and Teijin make most arrangements for expat employees themselves. These arrangements range from (temporary) housing, childcare and education to health insurance and finances. Specialized human resource managers or divisions within these companies function as helpdesk and support for
expat employees. Only procedural matters these companies cannot arrange, such as visa and working permits, are delegated to a relocation bureau in the region.
5.3
Quality of facilities in the region
In addition to the employer, the social, cultural and living environment of the region can
play an important role in attracting and supporting expats. To determine to what extent
employers think the region offers opportunities for attracting and supporting expats, respondents were asked to evaluate the standard of several conditions and facilities for expats in the City Region Arnhem Nijmegen (see Figure F).
91
Figure 5.5
Standard of general conditions and facilities fort expats in the City Region
Arnhem Nijmegen according to employers
Ca re e r opportunitie s
Ho using
Co mmunity se rvice s (o ffice sta dsw inke l / burge rza ke n e tc.)
Scho ols (primary, se co ndary)
Childca re
C ulture a nd Socie ty
Scie ntific clima te
Inte rna tional inve stme nt clima te
-40% -30% -20% -10%
0%
10% 20% 30% 40% 50% 60%
As presented in figure 5.5, employers are the most positive about the scientific climate of
the City Region Arnhem Nijmegen, followed by the offer of primary and secondary schooling
and finally cultural activities. Employers are generally less satisfied with housing, community services and the international investment climate. The standard of housing in the region shows the lowest score; housing is perceived as ‘poor’ or ‘very poor’ by one third of
the respondents, 57 percent consider it average. Ten percent of respondents perceives
housing as good. Community services are evaluated ‘poor’ by 19 percent of the responding
employers, 43 percent considers it ‘average’ and 29 percent as ‘good’.
5.4
Obstacles and suggestions for improvement
The respondents were asked what they consider to be the major obstacles in the process of
attracting expats and what they see as potential solutions (see box below). The box below
provides an overview of obstacles employers face in the process of attracting expats and
also offers potential solutions. Most suggestions were mentioned by employers once or
twice.
92
Bottlenecks 1
Recommendations
1. Immigration procedures and work permit:
1. Housing
·
·
·
·
·
Procedures (for non-EU persons
Legalization of certificates)*
·
·
Suitable housing for expats which is immediately
available upon arrival*
Procedures take a very long time)*
Bureaucracy of the IND)*
Reasonably priced housing
·
Possibility of long-term contracts of apartments
instead of temporary contracts*
Lack of a central desk of information on procedures)*
2. (Centralized) Offer of information and support
2. Dutch language*, for example:
·
·
ties)*
Central, specialised department to help with all
kinds of problems, including housing*
Dutch language used by government authori-
·
‘One-stop shopping’ for all procedures related to
expats*
3. Finances, for example:
·
·
Tax structure)*
Rent and buying prices too high)*
Good information and support from city hall*
Support for subscribing to social facilities
(toeslagen) *
Opening bank accounts )*
4. Housing
·
·
·
·
3. More (positive) attention for expats
·
In general, positive culture / attitude towards
foreigners*
Lack of housing available on short term)*
·
Meet & greet programs*
5. Professional environment, for example:
·
Reputation of research group and research
facilities)*
·
Competition of other countries and regions in
hiring highly qualified employees)*
Other, for example:
·
·
International school in Nijmegen*
Public transport to Winkelsteeg / Noviotech
Campus*
Other, for example:
·
High expenses for travelling and connection by
public transport to outer industrial zone)*
Most responding organisations do experience certain problems. Immigration procedures and
arranging work permits are most frequently mentioned as a factor complicating or slowing
down the attraction of expats. In the respondents’ opinion, these procedures are bureaucratic
and time consuming. Respondents also think the activities of the IND could be more customer-orientated2. Finances, the Dutch language and finding suitable housing are other obstacles mentioned by employers. Two financial obstacles mentioned are the Dutch tax structure and problems opening a bank account.
The attractiveness of the region is mentioned only once and is apparently not considered a
major obstacle by employers. One respondent states that competition from other countries in
hiring highly qualified employees complicates attracting expats: ‘For example, for an MSc in
electronics from India, the USofA [sic] is still the promised land’.
1
2
The study of Expats in the Eindhoven region, shows employers from this region have similar opinions about
procedures of immigration and visas (Research voor Beleid, 2005, expats in Eindhoven)
93
Besides the obstacles the organisations were also asked what they consider to be important
improvements of the conditions and facilities in the City Region Arnhem Nijmegen in order
to attract and support expats more effectively. Most comments were made about the improvement of the housing situation, which is perceived as too expensive. Another problem
employers experience is the lack of short-term housing. One respondent stated that in the
event housing is available in the short term, often only temporary contracts lasting a couple of months are possible.
Several employers would like to see a central, specialized department or service desk
where they may find information and help, or as one respondent phrased it, a ‘one stop
shop’ for all procedures related to expats. Related to this point of improvement are the
suggestions for improvement of the offer of information and support from city hall and support for subscribing to social facilities (toeslagen).
Some employers ask for more (positive) attention for expats. They feel that the general attitude towards foreigners could be more positive, both of Dutch citizens and the government. Meet & greet programs may help expats to feel more welcome. Other improvements
mentioned by the responding employers are setting up an international school in Nijmegen
and organizing public transport to Winkelsteeg / Noviotech Campus. Both of these suggestions were mentioned once.
94
Part C
Discussion
95
96
6
Discussion and suggestions for short-term
improvements
This study was developed to gain more information on the composition, experiences and
expectations of the expats working in the City Region Arnhem Nijmegen so as to formulate
a targeted policy to attract and retain this group of workers. So what does this all mean for
policy making in the City Region Arnhem Nijmegen and the direction it should take? An interesting question for policy-makers is how to interpret the outcomes of this study. Does
the City Region Arnhem Nijmegen perform well or are the outcomes disappointing? Which
fields need to be improved or developed in order for the region to stay attractive for expats? Ideally, these outcomes would need to be compared with studies in other regions inside and outside the Netherlands, which compete with City Region Arnhem Nijmegen to attract and retain expats (according to the principle of benchmarking).
Although these kinds of studies are limited in the Netherlands, some studies do offer a basis for comparison, such as a study of IOSA-NL (2005), in which staff members from international organisations were asked about their view of life in the Netherlands; a study of
Nuffic (2004) on obstacles to foreign researchers’ mobility in the Netherlands; and a study
of Research voor Beleid (2005) on attracting and embedding International Knowledge
Workers to the Eindhoven Region. These studies revealed some similar outcomes with regards to negative experiences with macro-level issues, such as government administration,
visas, pensions, tax issues, health, insurance and social security. Dealing with the most of
these pressing difficulties would require policy change on a national level. One such example is the difficulty connected to the long wait for a residence permit, which was mentioned
in all these studies as an important problem and the immediate cause for other problems.
Only the last-mentioned study on International Knowledge Workers in the Eindhoven region
provides information on the opinion of a similar group employees working and living in their
region. Comparing the outcomes of the study in Eindhoven with the study in the City Region Arnhem Nijmegen, one see much overlap relating to the background characteristics of
foreign staff (they are young and male dominated), mobility patterns (expats are highly
mobile), professional situation (contract status, income and the number of employers they
had in the Netherlands) and their perception regarding working and living in the region. In
both regions one sees that expats are less satisfied with the international business climate,
primary and secondary package of benefits, and career opportunities, while they are more
satisfied with the scientific climate and quality and content of their work. A similar situation
can be seen concerning expats opinion on the housing situation. In both regions expats are
less satisfied with the price level, volume, diversity and quality of housing supply, information facilities concerning the housing supply, and the quality of real estate agents, while
they are satisfied with their current housing situation and the quality of the living environment in their neighbourhood. Comparing expats opinion on different leisure facilities one
sees that on average those working in the City Region Arnhem Nijmegen are more satisfied
with the museum, theatre, natural environment, shopping facilities, and pubs / Night life
restaurants, than those working in the Region Eindhoven. On the other hand, expats working in the Eindhoven Region are on average more satisfied with religious services and organised sport activities, than those working in the City Region Arnhem Nijmegen. No big
differences can be seen comparing expats opinion on government services infrastructure
and transport medical systems and services and social contacts. The similarities between
97
expats opinion in both regions can be possibly explained by the fact that both regions
shows similarities concerning their geographical location (in the periphery of the Netherlands) and social economical context (presence of university and high-tech companies and
institutions).
However, this study named a number of activities, facilities and services for settling, working and living in the City Region that could be improved in the immediate future. Examples
include better support from employers in the process of settlement and better government
services (especially communication). Aspects that need improvement are the international
business climate, primary and secondary package of benefits, and career opportunities.
Other improvements are related to the housing situation in the City Region (high prices,
low diversity, lack of information, and poor quality real-estate agents) and the schools
(quality of the buildings, hygiene, after school childcare, and student fees). Concerning leisure the following items do not completely fulfil the wishes of the expats and need attention in the coming years: religious services, classical and popular concerts, theatre, museums, play grounds, organised sport activities, festival / events, and the library. Of primary
concern in relation to leisure activities is the lack of English-language information on provision.
Some problems are difficult to solve on short term because they need concrete changes in
policy or need long term investments and therefore careful consideration of government
priorities (like e.g. building houses). Others are easier to solve like e.g. providing better
information facilities for expats in order to help them organise their lives in the Netherlands. From the web surveys and the suggestions made by expats and their employers a
number of possible short-term and low-cost improvements can be derived. These improvements primarily concern communication and information. The responsibility for these improvements lies with several actors:
Local government:
Hand out a welcome package in English during registration at City Hall;
Make the existence of the English government web sites, the Cool region web site and the Nijmegen service desk more widely known among expats by communicating through Meeting Point
meetings, posting announcements on the AIS bulletin board and AIS web site and through HRM
managers with organizations employing expats.
Expand Meeting Point to Arnhem and the City Region;
Involve HRM managers of companies employing expats when designing new policy; organize a
working group of HRM managers, consisting of for example at least NXP, Radboud University and
the AIS.
Periodically send out a (e-)newsletter with information on leisure activities, facilities and events to
everyone registered as an expat;
Have important government organisations’ forms and brochures readily available in English at City
Hall;
Send government letters in English;
Create a guide to get through, step by step, administrative and procedural tasks needed when settling in the City Region.
Employers:
Help ease the process of settling in the region by informing new expat employees where to find
information on housing, the local government, cultural, recreation, sports and other facilities before arrival in the Netherlands;
Inform expats about business networking possibilities in the region, for example in cooperation
with Oost NV, Health Valley or Food Valley.
98
Although the survey shows that parents are satisfied with AIS communication, both the survey and
the expat suggestions for improvements signal that parents are concerned about the state of the
current facilities. Therefore, it is important to involve parents more, inform them and keep them
informed in the future about the AIS wish to increase social activitities and to improve the school’s
accommodation.
Real estate agents and woningcooperaties:
Provide more information on the housing market in English;
Some real estate agents may want to focus on expat needs (such as Remax Nijmegen).
Head hunters and job agencies:
Provide more information on job opportunities in English.
In formulating a targeted policy for expats working and living in the City Region Arnhem
Nijmegen, policy-makers must be aware that two distinct groups of expats exist: expats
working for the private sector and those working for the university. Each group differs in
their composition, perceptions and expectations. In general, expats from the university are
much younger because this group mainly consists of Ph.D. students or post-docs, and they
therefore have other needs and exhibit different behaviour.
From the perspective of good policy-making, it is advisable to set targets, and monitor
them. Monitoring the group makes it possible to evaluate the specific policy measures
which have been put into place to attract and retain expats to the City Region Arnhem Nijmegen (input, resources, output, results, effects and impact). Organising this study on expats is a first step, as it identifies indicators in the professional, social and regional environment and measures them for the first time. Repeating similar measurements in the future would provide policy-makers more precise information on the effectiveness, efficiency
and point for improvements of policy.
99
100
Annex 1
Nederlandse samenvatting
Dit onderzoek, in opdracht van Stadsregio Arnhem Nijmegen, Gemeente Arnhem en Gemeente Nijmegen, heeft beoogd de verwachtingen en percepties van expats in de regio te
peilen en nieuwe manieren te verkennen om aan hun behoeften tegemoet te komen. Daarmee dient dit onderzoek als basis voor nieuw beleid.
Schatting van het aantal expats werkzaam in de Stadsregio Arnhem Nijmegen
Om een beeld te verkrijgen van het totaal aantal werkzame expats in de Stadsregio Arnhem Nijmegen, is een internetonderzoek gehouden onder 58 organisaties waar, naar
verwachting, de meeste expats werkzaam zijn. Van deze 58 organisaties gaven er 44 informatie over het aantal werkzame expats (respons van 76%). Deze studie kan in principe alleen betrouwbare uitspraken doen over het aantal expats die voor deze 44 organisaties werken en niet over het totaal aantal expats in de Stadsregio. Om een (ruwe)
schatting te kunnen maken van het totaal aantal expats, is het aantal expats werkzaam
bij de 44 responderende organisaties vermenigvuldigd met 1.25. Die factor is gebaseerd
op de aanname dat de steekproef 80% van de expats omvat. Op grond van deze aanname werken er (in 2008) ongeveer 1.650 expats in de Stadsregio (Arnhem: 150 expats; Nijmegen: 850 expats; rest van de Stadsregio, inclusief Boxmeer, Oss en Wageningen: 600 expats). Naar schatting neemt dit aantal toe met 33% naar 2.200 in 2013.
Daarmee neemt het belang toe van beleid specifiek gericht op deze groep.
Achtergrond en kenmerken van expats
Een meerderheid (ongeveer 60%) van de expats is man. In de private sector zijn relatief
veel mannen (70%) werkzaam. Bij expats werkzaam voor de universiteit is de verdeling
praktisch gelijk (50%).
De expats zijn relatief jong, met name op de universiteit. De helft van alle expats is jonger dan 30 jaar. Een kwart is tussen de dertig en veertig jaar.
Van een kwart van de expats zijn partner en kinderen naar Nederland overgekomen. In
nog eens een vijfde van de gevallen ging het alleen om de partner. Het laten overkomen
van alleen de kinderen komt nauwelijks voor.
Twee van de drie expats in de private sector hebben kinderen, en één op de vijf expats
die werkzaam zijn op de universiteit.
De meeste expats (ongeveer 81%) hebben ten minste een Mastertitel. Op de universiteit
ligt het opleidingsniveau van de expats hoger dan in de private sector.
Mobiliteitspatroon van expats in de Stadsregio Arnhem Nijmegen
Twee van de drie expats zijn in de Stadsregio gaan werken omdat zij dit als een carrièrekans beschouwen. Een derde heeft aangegeven dat het aantrekkelijke wetenschappelijke klimaat de reden was zich in de regio te vestigen. Bijna een vijfde van hen zegt
dat de studie de reden was. Andere genoemde redenen, genoemd door een tiende van
de expats, zijn: het sociale, economische, politieke en culturele klimaat in Nederland;
een kans om internationale ervaring op te doen; “gedwongen” mobiliteit door de werkgever; de regio als woon- en leefomgeving; de aanwezigheid van familie en/of vrienden
in de regio.
De cijfers laten zien dat de meeste informatie is uitgewisseld tijdens informele contacten
tussen collega’s, academici en vrienden/kennissen. Ongeveer de helft van de expats
heeft academische of professionele contacten gebruikt om informatie over hun huidige
101
baan te krijgen. Internet (vacaturesites en bedrijfspagina’s) is door tweevijfde genoemd,
een derde heeft informele persoonlijke contacten gebruikt.
Bijna de helft van de expats is na 2006 naar Nederland gekomen. Ongeveer 16% kwam
al voor het jaar 2000.
Een vijfde verwacht korter dan twee jaar in Nederland te blijven. Een derde denkt aan
een periode tussen twee en vijf jaar, terwijl ongeveer 13% tussen de vijf en tien jaar wil
blijven. Ongeveer 16% noemt een periode langer dan tien jaar. Eén op de vijf heeft geen
idee.
Faciliteiten voor expats in de Stadsregio Arnhem Nijmegen
De lokale autoriteiten bieden allerlei informatie aan over wonen, werken en leven. Nijmegen is op dit moment het beste toegerust met een Engelstalige website, een Hospitality Centre en een Meeting Point. Arnhem heeft recentelijk een Engelstalige website
voor expats gelanceerd. Arnhem en Nijmegen werken samen met de Stadsregio om
nieuw beleid te ontwikkelen en (eventueel) de faciliteiten voor expats uit te breiden.
Los van de herplaatsingsbureaus die assisteren bij wonen, werken en leven, bieden particuliere initiatieven vooral hulp bij en informatie over zowel kinderopvang en onderwijs,
als sociale activiteiten en vrije tijd. De International School in Arnhem is de enige internationale school in de regio. De Radboud Universiteit biedt bezoekende studenten accommodatie aan. Op regioniveau faciliteren o.a. de Foreign Exchange, de International
School in Arnhem en de Internationale Ouderraad van AIS sociale activiteiten voor expats. In Nijmegen bestaat een lokale Amerikaanse Meetup Group.
Vestiging in de Stadsregio Arnhem Nijmegen
De meeste expats vinden dat hun werkgever voldoende ondersteuning heeft geboden
wat betreft visas, werkvergunningen en verzekeringen op het gebied van ziektekosten en
sociale premies (zoals pensioenopbouw). De expats zijn iets minder positief over de
ondersteuning door hun werkgever op een meer persoonlijke niveau (wonen en leven).
Een kwart van de expats is tijdens de verhuizing naar de Stadsregio ondersteund door
een herplaatsingsbureau. Tussen werknemers van bedrijven en de universiteit bestaat
een groot verschil. Waar de helft van de expats in dienst van bedrijven ondersteund is
door een dergelijk bureau, kwam dit bij werknemers van de universiteit vrijwel niet voor.
Een op de drie expats heeft naar eigen zeggen ontoereikende tot zeer ontoereikende informatie gekregen over officiële procedures. Een even grote groep vindt de informatie
juist goed toereikend tot zeer goed toereikend. Over het algemeen is de meerderheid
tevreden over gemeentelijke diensten.
Werken in de Stadsregio Arnhem Nijmegen
De meeste expats (79%) zijn sinds hun aankomst in Nederland niet van baan gewisseld.
De helft van de werknemers werkt op tijdelijke basis, de andere helft heeft een vast contract. Werknemers in dienst van de universiteit hebben vaker een tijdelijk contract.
Voor beleidsmakers is het nuttig de professionele condities in kaart te brengen die de
komende jaren verbeterd, uitgebreid, behouden of gemonitord dienen te worden om de
regio aantrekkelijk te houden voor expats. Door het belang te combineren met de mate
van tevredenheid, kunnen prioriteiten worden benoemd. De onderstaande figuur laat
zien dat de tevredenheid op vrijwel alle aspecten achterblijft bij het belang dat men aan
die aspecten hecht. Met name carrièrekansen zijn vatbaar voor verbetering. Tegelijk is
het nuttig te bekijken hoe het wetenschappelijk klimaat en kwaliteit/inhoud van het werk
102
verder zijn te verbeteren. Het internationale bedrijfsklimaat en (primaire en secundaire)
arbeidsvoorwaarden zijn onderwerp van monitoring.
Dat expats minder tevreden zijn met carrièrekansen, komt overeen met de bevindingen
uit ander onderzoek over dit onderwerp. Omdat minder grote bedrijven zich vestigen in
het Oosten van Nederland, is het carrièreperspectief voor (internationale) kenniswerkers
in die regio relatief laag vergeleken bij de Randstad of het buitenland.
90%
85%
Priority II: Expand
work
80%
Scientific climate
Satisfaction %
75%
70%
65%
60%
package of benefits
55%
50%
Priority I: Improve
45%
40%
50%
55%
60%
65%
70%
75%
80%
85%
90%
Importance %
Wonen in de Stadsregio Arnhem Nijmegen
Een derde van de expats woont in een flat, een vijfde in een eengezinswoning. Van de
expats in dienst van bedrijven woont 69% in een eengezinswoning. Een derde van de
expats in dienst van de universiteit heeft een kamer, een sociale huurwoning of woont in
een studentenhuis.
Van de expats huurt 67% woonruimte, terwijl 28% eigenaar van een woning is.
Voor 60% van de expats kostte het minder dan een half jaar om geschikte woonruimte
te vinden, bij 30% rest was dat langer.
Ruim de helft is (zeer) ontevreden over de woningprijzen. Bij werknemers aan de universiteit is dit percentage nog hoger (70%). Een deel van de expats is verder ontevreden over het aantal woningen en de diversiteit daarvan (37%), de informatie in het
Engels over de woningvoorraad (34%) en de kwaliteit van makelaars (31%) en aangeboden woningen (23%). Over de kwaliteit van hun huidige woning is 60% tevreden. Ook
de kwaliteit van de leefomgeving beoordeelt men overwegend (73%) als goed of zeer
goed.
Scholen in de Stadsregio Arnhem Nijmegen
Bijna de helft van de expats met schoolgaande kinderen stuurt deze naar een Nederlandse basisschool en ongeveer een derde stuurt naar de Arnhem International School
(AIS) primary department. Een tiende van de expats heeft kinderen in het Nederlandse
voortgezet onderwijs, terwijl vier tiende schoolgaande kinderen heeft op de AIS secondary department. Kinderen in het tertiair onderwijs komen voor bij 6% van de expats.
103
Werknemers van universiteiten sturen hun kinderen nauwelijks naar AIS, terwijl de helft
van de werknemers van particuliere bedrijven dat wel doet.
Afstand is voor 57% van de expats een belangrijke reden om kinderen niet naar een internationale school te sturen. Het belang van de Nederlandse taal wordt genoemd door
43%. Ook de kosten spelen een rol (26%). Van de expats die hun kinderen wel naar AIS
sturen, vindt 51% de kwaliteit van het lesprogramma doorslaggevend en 78% de internationale omgeving. Fysieke nabijheid wordt genoemd door 24%.
Ten aanzien van basisschoolonderwijs zijn expats over het algemeen tevreden over de
kwaliteit van het lesprogramma, de lerarenstaf, de fysieke nabijheid, veiligheid en de
communicatie naar ouders toe. De groep expats met kinderen op de internationale basisschool zijn minder tevreden over de kwaliteit van het gebouw (door 40% onvoldoende
beoordeeld), hygiëne (53% onvoldoende) en studiekosten (20% onvoldoende).
Ten aanzien van basisschoolonderwijs zijn expats over het algemeen tevreden over de
kwaliteit van het lesprogramma, veiligheid en hygiëne. De groep expats met kinderen op
een internationale middelbare school zijn minder tevreden over de kwaliteit van het gebouw (door 35% onvoldoende beoordeeld), de lerarenstaf (19% onvoldoende),
naschoolse opvang (33% onvoldoende), communicatie (20% onvoldoende) en studiekosten (27% onvoldoende).
De AIS heeft de wens om sociale activiteiten uit te breiden en de huisvesting te verbeteren. Arnhem en Nijmegen en andere regionale overheden en partners zijn geinteresseerd en willen in overleg met de AIS over deze ideeen.
Vrije tijd in de Stadsregio Arnhem Nijmegen
Expats zijn overwegend tevreden over de mogelijkheden voor vrijetijdsbesteding, de organisatie en de evenementen in de regio. Onderstaande figuur toont mogelijke prioriteiten voor beleidsmakers.
90%
Natural environment
85%
80%
Priority II: Expand
Shopping facilities
75%
Satisfaction %
Cinema
70%
Library
areas
65%
Festivals/events
Museum
60%
Theatre
55%
Classical concerts
jazz)
50%
45%
Priority I: Improve
churches, mosque)
40%
50%
55%
60%
65%
70%
75%
80%
85%
90%
Importance %
De figuur laat zien dat de natuurlijke omgeving, bibliotheek, bioscoop, al dan niet georganiseerde sportmogelijkheden, festivals en evenementen als erg belangrijk worden
beschouwd voor de aantrekkelijkheid van de regio voor expats. Musea, pretparken,
speelvelden, winkelcentra en populaire concerten werden iets minder belangrijk gevon-
104
den. De figuur laat zien dat geen van de aspecten direct verbetering behoeft. Wel kan
(nog) meer nadruk worden gelegd op de natuurlijke omgeving om de regio verder te
promoten. Het is belangrijk de winkelmogelijkheden op hetzelfde niveau te handhaven.
Omdat de tevredenheid met de huidige voorzieningen groter is dan het toegekende
belang, is uitbreiding niet nodig. Van de andere aspecten is het zaak in de gaten te
houden of de tevredenheid niet zakt. Speciale aandacht is nodig voor religie, klassieke
en populaire concerten, theater, musea, speelvelden, georganiseerde sport, festivals en
evenementen en de bibliotheek, omdat er een gat van 5% tot 15% zit tussen de mate
van tevredenheid en de mate van belang.
De meest gebruikte bron om informatie te vinden over vrijetijdsbesteding is het internet
(19%), op ruime afstand gevolgd door persoonlijke contacten (57%). Kranten, folders en
e-mail/digitale nieuwsbrieven worden gebruikt door 20% tot 40% van de expats. Bijna
een vijfde gebruikt internet op het werk en gebruikt lokale televisie.
Sociale contacten in de Stadsregio Arnhem Nijmegen
Expats beoordelen hun sociale contacten op het werk en met andere kenniswerkers
overwegend (70%) als goed tot zeer goed. Tussen werknemers op universiteiten en in
het bedrijfsleven zit geen verschil. Ongeveer de helft van de expats is tevens positief
over hun sociale contacten binnen religieuze organisaties, clubs/verenigingen, buurt,
met mensen uit de regio, en personen met wie alleen oppervlakkig contact bestaat
(zoals winkeliers). Daar staat tegenover dat één op de vijf expats deze contacten juist
als onvoldoende bestempeld.
De meerderheid (60%) vindt de vriendelijkheid van de lokale bevolking goed tot zeer
goed. Nog geen 10% vindt de mate van vriendelijkheid onder de maat.
Een aantal expats heeft opmerkingen gemaakt over het gebrek aan openheid en acceptatie van vreemdelingen in de maatschappij. Andere studies laten zien dat expats goed
zijn te spreken over de omgang met Nederlanders in de dagelijkse omgang. Zij ervaren
echter wel problemen om meer dan oppervlakkig contact met ze te krijgen.
Andere vormen van dienstverlening in de regio
De meeste expats zijn tevreden met de verkeersinfrastructuur, het openbaar vervoer en
de internationale verbindingsmogelijkheden in de regio. Ongeveer een vijfde van de respondenten is ontevreden over de aansluiting op internationaal vervoer, een tiende over
de verkeersinfrastructuur en eveneens een tiende is niet tevreden met het openbaar
vervoer.
De meningen van expats over gezondheidszorg en medische verzekeringen lopen uiteen.
Eén op de drie is tevreden en één op de vijf is ontevreden.
Bijna 40% van de expats beoordeelt de kwaliteit van medische diensten goed tot zeer
goed, terwijl een kwart ontevreden is. De meeste klachten houden verband met de lange
wachtlijsten en de inflexibiliteit van verzekeringen/verzekeringsmaatschappijen.
Expats zijn overwegend tevreden over de aanbieders van financiële diensten. De helft
beoordeelt die diensten als goed tot zeer goed.
Mening van werkgevers over het aantrekken en inbedden van expats
Ongeveer 38% van de werkgevers heeft geen moeite met het aantrekken van expats tegenover 14% die het wel moeilijk vindt. De rest zit daar tussenin.
Om expats aan te trekken gebruiken werkgevers zeer uiteenlopende instrumenten. Het
meest populair zijn het eigen netwerk binnen de universitaire wereld of het bedrijfsleven
(67%) en advertenties (62%), gevolgd door mobiliteit binnen het eigen bedrijf (43%).
105
Ook zijn er bedrijven die premies uitloven voor het werven van nieuwe werknemers
(38%). Het minst gebruikt zijn buitenlandse intermediairs (10%).
Meer dan 80% van de werkgevers voelt zich verantwoordelijk voor het bieden van voldoende ondersteuning aan expats en investeert daar ook in.
De meeste werkgevers bieden ondersteuning bij een verhuizing naar de Stadsregio. Zo
ondersteunen zij de werknemer bij vergunningen op het gebied van wonen en werken en
andere administratieve zaken die met de lokale autoriteiten geregeld moeten worden.
Afgezien van het vinden van een huis en kinderopvang, biedt tweederde van de bedrijven zelf de ondersteuning. Het inhuren van externe partijen (zoals een verhuisbedrijf,
makelaar, notaris) gebeurt vooral bij de verhuizing zelf, het vinden van woonruimte en
het afwikkelen van financiële zaken.
Het meest tevreden zijn werkgevers over het wetenschappelijk klimaat in de Stadsregio,
gevolgd door het aanbod van (primair en secundair) onderwijs en daarnaast culturele activiteiten. Minder tevreden zijn ze met het woningaanbod, publieke dienstverlening en
het internationale investeringsklimaat. De kwaliteit van de woonomgeving scoort het
laagst; een derde noemt het (zeer) onvoldoende, 57% gemiddeld, 10% goed. De
publieke dienstverlening scoort 19% onvoldoende, 43% gemiddeld en 29% goed.
Discussie
Een interessante vraag voor beleidsmakers is hoe de uitkomsten van dit onderzoek zijn
te interpreteren. Doet de Stadsregio het goed of zijn de uitkomsten teleurstellend? Op
welke terreinen moet de regio progressie boeken om aantrekkelijk te blijven voor expats? Idealiter zouden deze uitkomsten in een benchmark moeten worden vergeleken
met onderzoeken in andere, concurrerende regio’s binnen en buiten Nederland.
Deze studie noemt een aantal faciliteiten, activiteiten en vormen van dienstverlening
gericht op de vestiging, het werk en leven van expats in de Stadsregio die kunnen
worden verbeterd. Sommige knelpunten zijn alleen op de lange termijn oplosbaar, omdat
hiervoor concrete aanpassingen van beleid of duurzame investeringen nodig zijn (bijvoorbeeld huizenaanbod). Voor lange termijn verbeteringen is het nodig dat de lokale
overheden eerst hun prioriteiten bepalen. Uit het internetonderzoek en de suggesties
voor verbeteringen van expats en hun werkgevers, komen wel een aantal korte termijn
oplossingen naar voren, die tegen relatief lage kosten kunnen worden gerealiseerd. Het
gaat met name om verbeteringen in communicatie en informatievoorziening richting expats. De verantwoordelijkheid voor deze verbeteringen ligt bij verschillende actoren (lokale overheden, werkgevers, AIS, makelaars en woningbouwverenigingen, head hunters
en uitzendbureaus).
Bij het formuleren van gericht beleid is het onderscheid van belang tussen expats die
werken in het bedrijfsleven en voor de universiteit. Deze groepen verschillen van elkaar
zowel in samenstelling als percepties en verwachtingen.
Voor het maken van effectief beleid is het raadzaam om doelen te stellen en deze te
monitoren. Monitoring van de groep expats in de Stadsregio maakt het mogelijk om
beleidsmaatregelen te evalueren. Deze studie naar de behoeften en wensen van expats
is een eerste stap. Het herhalen van dergelijke metingen in de toekomst verschaft
beleidsmakers meer gedetailleerde informatie over de effectiviteit en efficiëntie van het
beleid.
106
Annex 2 Respondents interviews
Arnhem International School (AIS)
Mw. A.M. van Lanen, Head AIS Secondary
KEMA
Mw. T. Boer, HRM
Teijin Aramid
Mw. B. Beumer, HRM
Paragon Relocation
Dhr. R. van Niele, manager
107
108
Annex 3 Data specified for Arnhem, Nijmegen and
the City Region
Housing situation
In what kind of accommodation are you currently living?
Outside of
Arnhem
Nijmegen
Region
region
Total
%
12%
2%
27%
29%
9%
%
27%
13%
36%
41%
20%
%
15%
3%
9%
house
%
18%
8%
6%
9%
10%
Appartement / flat
%
27%
42%
14%
11%
34%
Country house
%
Room / dependent housing unit
%
16%
Student house / Nursing house
%
12%
Hotel / Bungalow Park
%
Other
%
Single-family dwelling, detached
Single-family dwelling, semi detached
Single-family dwelling, corner
house
6%
Single-family dwelling, terraced
Total
3%
0%
10%
3%
8%
3%
4%
0%
11%
3%
%
100%
100%
100%
100%
100%
Unw. count
40
130
34
10
214
Is your current home let or owned?
Outside
Arnhem
Nijmegen
Region
of region
Total
9%
67%
My employer lets / owns the accommodation
%
12%
3%
9%
I am renting the accommodation
%
62%
80%
35%
5%
I am the owner
%
25%
17%
56%
91%
28%
%
100%
100%
100%
100%
100%
40
130
34
10
Unw.
214
count
109
How long did it take to find an accommodation which satisfied your needs?
Outside of
Arnhem
Nijmegen
Region
region
Total
%
27%
19%
18%
11%
20%
%
48%
39%
53%
28%
42%
%
15%
18%
6%
ars
%
5%
6%
18%
2 years or more
%
5%
8%
3%
11%
3%
42%
9%
%
100%
100%
100%
100%
100%
Unw. count
40
130
34
10
214
Less than a month
Between 1 and 6
months
Between 6 and 12
months
15%
Between 1 and 2 ye20%
8%
6%
I haven't found suitable accommodation
yet
%
Total
What do you think of the housing conditions in the Arnhem Nijmegen Region, with regards to:
Very Good
Good
Average
Poor
Very Poor
housing supply?
3%
15%
51%
26%
5%
The quality of housing supply?
3%
25%
59%
11%
3%
3%
26%
47%
16%
8%
3%
28%
41%
23%
5%
10%
60%
17%
12%
12%
50%
35%
2%
28%
40%
27%
5%
housing supply?
6%
18%
36%
24%
15%
7%
30%
38%
16%
8%
6%
27%
33%
20%
14%
2%
28%
33%
23%
14%
The volume and diversity of
The quality of services of real
estate agents?
Arnhem
Information facilities about the
supply of housing?
The price level of houses /
apartments?
Your current housing situation?
The quality of the living environment in the neighbourhood?
estate agents?
Nijmegen
supply of housing?
apartments?
2%
7%
28%
31%
33%
12%
44%
34%
6%
5%
25%
44%
28%
2%
1%
housing supply?
6%
28%
35%
19%
13%
9%
22%
43%
19%
6%
3%
16%
50%
27%
4%
Region
estate agents?
110
Very Good
Good
Average
Poor
Very Poor
7%
8%
53%
26%
7%
19%
15%
53%
13%
22%
51%
21%
6%
42%
41%
15%
3%
supply of housing?
apartments?
housing supply?
56%
33%
31%
33%
13%
33%
estate agents?
21%
Outside of
region
supply of housing?
58%
16%
21%
16%
50%
18%
13%
42%
15%
18%
66%
16%
31%
69%
apartments?
29%
School facilities
Do you have children?
Outside of
region
Total
Yes
%
85%
24%
70%
59%
43%
No
%
15%
76%
30%
41%
57%
%
100%
100%
100%
100%
100%
40
131
34
10
215
Total
Arnhem
Nijmegen
Region
Unw.
count
How many children do you have?
Outside of
region
Total
1
%
21%
41%
26%
67%
32%
2
%
47%
57%
46%
33%
49%
3
%
29%
3%
24%
4
%
3%
5
%
Total
Arnhem
Nijmegen
Region
17%
1%
4%
1%
%
100%
100%
100%
100%
100%
Unw. count
34
32
24
6
96
111
How many of your children are part of your household (actually living in your own house)?
Arnhem
Nijmegen
Region
0
%
6%
15%
17%
1
%
27%
38%
30%
67%
34%
2
%
50%
44%
41%
33%
45%
3
%
15%
3%
12%
4
%
3%
%
100%
100%
100%
100%
100%
Unw. count
34
32
24
6
96
Total
Outside of region
Total
11%
9%
1%
What kind of school(s) do your child(ren) attend in the Arnhem Nijmegen Region?
Arnhem
Nijmegen
Region
Outside of region
Total
Dutch primary school
%
7%
94%
48%
100%
44%
Dutch secundary school
%
3%
13%
22%
11%
%
59%
31%
34%
School (secundary)
%
59%
12%
36%
Tertiary education
%
7%
7%
5%
%
100%
100%
100%
100%
100%
Unw. count
29
16
19
2
66
School (primary)
Total
47%
6%
Based on number of respondents
What kind of school(s) do your child(ren) attend in the Arnhem Nijmegen Region? Please specify the number of children per type of school
Arnhem
Nijmegen
Region
Outside of region
Dutch primary school
Mean
0,75
1,29
1,21
0,65
Dutch secondary school
Mean
0,33
0,61
1
0
Mean
1,29
0
1,26
0
(secondary department)
Mean
1,28
0,57
1,35
0,47
Tertiary education
Mean
1
0,52
0,47
0
Arnhem International School
(primary department)
Arnhem International School
112
40%
Please specify the reasons why you decided not to send your children to the Arnhem international school?
Outside of
Arnhem
Nijmegen
Region
region
Total
11%
47%
16%
Standard of the programmes (content / methods /
curriculum)
%
19%
Teaching staff
%
12%
6%
Geographical proximity
(distance from your house)
%
67%
40%
After school childcare
%
6%
10%
Communication to parents
%
6%
Student fees
%
13%
International environment
%
13%
Important to learn Dutch
%
53%
Other, namely
%
67%
13%
29%
%
100%
100%
Unw. count
3
15
Total
33%
100%
57%
6%
3%
49%
47%
26%
41%
53%
44%
100%
100%
100%
10
2
30
7%
23%
Based on number of respondents
Cultural and recreational facilities
How do you rate the quality of supply of the following facilities, services and events in Arnhem
Nijmegen Region, with regard to recreation, culture, sports and religion?
Very
Good
Good
Average
Poor
Very Poor
Library
31%
45%
17%
3%
3%
Museum
26%
49%
20%
6%
Theatre
12%
63%
15%
9%
Cinema
11%
61%
22%
6%
Festivals/events
17%
53%
28%
3%
Classical concerts
17%
59%
14%
7%
13%
46%
37%
areas
32%
44%
19%
Natural environment
61%
37%
3%
3%
Popular concerts/ (pop,
rock, jazz)
Arnhem
3%
3%
3%
5%
churches, mosque)
5%
65%
10%
15%
43%
29%
14%
14%
vities
31%
40%
17%
8%
3%
Shopping facilities
27%
40%
26%
5%
3%
17%
40%
38%
6%
Library
27%
51%
19%
3%
Museum
12%
47%
32%
8%
2%
Theatre
8%
41%
41%
9%
1%
Cinema
24%
45%
24%
7%
Festivals/events
23%
48%
24%
3%
5%
43%
37%
15%
Non-organised sports acti-
Nijmegen
Classical concerts
1%
113
Very
Good
Good
Average
Poor
Very Poor
17%
50%
19%
13%
areas
19%
34%
39%
6%
1%
Natural environment
38%
46%
13%
2%
1%
churches, mosque)
16%
37%
31%
12%
5%
20%
51%
24%
5%
vities
15%
58%
19%
6%
1%
Shopping facilities
18%
38%
32%
10%
2%
14%
44%
30%
9%
3%
Library
13%
51%
36%
Museum
6%
61%
29%
4%
Theatre
3%
39%
44%
10%
Cinema
19%
40%
38%
Festivals/events
12%
47%
37%
4%
27%
65%
4%
7%
38%
41%
10%
4%
6%
50%
37%
3%
3%
31%
51%
12%
3%
3%
rock, jazz)
Classical concerts
4%
3%
3%
rock, jazz)
Region
areas
Natural environment
churches, mosque)
26%
74%
8%
55%
34%
vities
15%
49%
33%
4%
Shopping facilities
11%
39%
38%
12%
6%
4%
3%
51%
41%
Library
21%
18%
39%
Museum
18%
82%
Theatre
21%
39%
39%
Cinema
15%
69%
15%
Festivals/events
15%
29%
42%
Classical concerts
21%
61%
18%
39%
42%
21%
13%
rock, jazz)
18%
Outside of re-
gion
areas
19%
41%
41%
Natural environment
23%
37%
13%
21%
39%
18%
21%
vities
29%
40%
15%
15%
Shopping facilities
13%
56%
31%
56%
44%
27%
churches, mosque)
50%
50%
114
How important do you consider the facilities and services for the Arnhem Nijmegen Region to be
an attractive place for Expats, with regards to culture, sport and religion?
Very Im-
Impor-
Moderately
Unimpor-
Very Unim-
portant
tant
Important
tant
portant
Library
35%
35%
20%
10%
Museum
10%
55%
30%
5%
Theatre
10%
47%
33%
7%
Cinema
20%
50%
27%
2%
Festivals/events
21%
42%
35%
2%
Classical concerts
5%
40%
43%
10%
7%
43%
40%
10%
play areas
38%
37%
20%
5%
Natural environment
68%
27%
5%
15%
25%
35%
15%
10%
27%
45%
20%
2%
5%
activities
30%
55%
12%
2%
2%
2%
rock, jazz)
Amusement parks and
Arnhem
churches, mosque)
Non-organised sports
Shopping facilities
43%
40%
17%
18%
52%
25%
2%
2%
Library
26%
39%
25%
8%
2%
Museum
18%
30%
37%
14%
1%
Theatre
12%
31%
38%
16%
2%
Cinema
24%
41%
27%
6%
1%
Festivals/events
17%
43%
31%
8%
1%
Classical concerts
11%
29%
36%
19%
4%
12%
34%
37%
12%
5%
play areas
25%
26%
22%
20%
6%
Natural environment
61%
29%
8%
2%
18%
18%
25%
18%
20%
12%
39%
35%
9%
5%
rock, jazz)
Amusement parks and
Nijmegen
churches, mosque)
Region
activities
21%
44%
28%
4%
2%
Shopping facilities
31%
46%
19%
2%
1%
21%
46%
26%
6%
1%
Library
21%
38%
32%
6%
3%
Museum
15%
38%
45%
Theatre
3%
50%
35%
9%
3%
Cinema
7%
58%
26%
6%
3%
Festivals/events
9%
47%
41%
Classical concerts
6%
33%
44%
11%
6%
3%
29%
53%
9%
6%
play areas
11%
53%
32%
Natural environment
44%
53%
3%
3%
3%
rock, jazz)
Amusement parks and
3%
115
Very Im-
Impor-
Moderately
Unimpor-
Very Unim-
portant
tant
Important
tant
portant
9%
14%
32%
15%
31%
6%
55%
23%
9%
6%
3%
churches, mosque)
activities
16%
52%
20%
9%
Shopping facilities
24%
61%
12%
3%
14%
62%
23%
41%
20%
30%
Library
Museum
9%
59%
30%
11%
Theatre
21%
29%
30%
11%
Cinema
11%
79%
11%
Festivals/events
20%
49%
21%
11%
Classical concerts
11%
41%
20%
29%
11%
41%
20%
18%
11%
play areas
11%
29%
41%
11%
9%
Natural environment
39%
51%
9%
30%
11%
30%
29%
39%
32%
9%
rock, jazz)
Amusement parks and
Outside of region
churches, mosque)
29%
activities
9%
39%
51%
Shopping facilities
9%
61%
21%
9%
11%
49%
30%
11%
Other public and private services
How do you rate the quality of the following public and private services offered on regional / national level?
Very Good
Good
Average
Poor
Very Poor
24%
36%
33%
6%
9%
40%
28%
22%
6%
16%
47%
13%
19%
6%
16%
68%
3%
6%
6%
14%
50%
22%
8%
5%
29%
44%
16%
5%
Provision of information
Arnhem
regarding local taxes and
local services
The procedure of getting
visas, residence permits
and extensions
The procedure to bring
family to the Netherlands
Social security and medical insurance system
Medical services (e.g.
hospitals, family doctor)
Service providers (banks,
insurance)
116
Very Good
Good
Average
Poor
Very Poor
Traffic infrastructure
15%
31%
39%
10%
5%
Public transport facilities
19%
57%
21%
3%
15%
39%
33%
10%
3%
3%
51%
41%
3%
3%
9%
25%
41%
14%
12%
8%
29%
34%
19%
10%
2%
35%
32%
19%
12%
6%
36%
35%
15%
8%
8%
35%
30%
17%
9%
insurance)
10%
39%
39%
7%
4%
19%
40%
32%
7%
2%
16%
45%
30%
7%
1%
21%
35%
25%
15%
4%
7%
38%
49%
3%
3%
18%
39%
29%
14%
19%
66%
10%
5%
27%
34%
33%
5%
4%
30%
50%
13%
4%
3%
48%
27%
16%
6%
3%
47%
47%
3%
11%
35%
27%
22%
6%
19%
46%
13%
20%
3%
15%
40%
27%
15%
3%
44%
47%
9%
International connectivity
by air and railway
The community services in
general
local services
and extensions
Social security and mediNijmegen
cal insurance system
by air and railway
general
local services
and extensions
Social security and mediRegion
insurance)
by air and railway
general
117
local services
42%
58%
and extensions
100%
77%
23%
Social security and mediOutside of region
42%
39%
18%
27%
46%
27%
insurance)
13%
40%
46%
13%
50%
13%
12%
13%
50%
25%
12%
13%
47%
13%
27%
42%
58%
12%
by air and railway
general
Social contacts
How do you rate the quality of your social contacts / situation in the Arnhem Nijmegen Region,
with regards to:
Very Good
Good
Average
Poor
Very Poor
10%
38%
30%
15%
7%
5%
57%
31%
8%
13%
48%
27%
11%
8%
23%
45%
16%
38%
43%
19%
42%
38%
17%
3%
6%
29%
53%
6%
6%
20%
43%
25%
5%
7%
8%
22%
37%
20%
12%
20%
46%
28%
5%
2%
24%
44%
17%
11%
4%
Social contacts in the neighbourhood
Social contacts on your work
Social contact with other international workers
Social contacts with the autochthonous people
Arnhem
8%
Social contacts with third
persons
Social contacts in a club or
association (sport or culture
related)
Social contacts in a religious
organisation
Politeness of the local population
Nijmegen
Social contacts in the neighbourhood
118
Very Good
Good
Average
Poor
Very Poor
15%
32%
32%
15%
6%
9%
34%
39%
11%
7%
8%
36%
36%
10%
9%
11%
44%
31%
5%
9%
23%
37%
32%
7%
1%
bourhood
15%
46%
25%
15%
15%
64%
12%
6%
3%
21%
53%
14%
6%
7%
18%
47%
20%
6%
9%
49%
42%
9%
4%
38%
37%
16%
4%
25%
18%
41%
8%
8%
12%
38%
38%
9%
3%
bourhood
16%
68%
16%
38%
37%
25%
25%
12%
27%
12%
23%
65%
33%
67%
28%
48%
23%
38%
persons
related)
organisation
Social contacts in the neigh-
Region
persons
related)
organisation
Social contacts in the neigh-
Outside of
region
37%
persons
related)
24%
38%
119
120
Annex 4 Participating organisations
1 Aiesec
2 AkzoNobel afdeling AHR-IA
3 Alewijnse Holding B.V.
4 ALSI B.V.
5 Arcadis
6 ARCADIS afdeling HRM
7 BASF
8 BBP Turbine Services BV
9 Campina
10 Colbond
11 Corus Tubes
12 CP Kelco
13 CTA
14 Electrabel
15 Eromes Projectinrichters B.V.
16 Essent trading BV C4 HR EMG
17 Euroconsult Mott MacDonald
18 Fiftytwodegrees
19 Firestone
20 Giesbers-Wijchen Bouw B.V.
21 IF Technology
22 ING Bank
23 Instalat B.V.
24 Kikkoman
25 Langenpac N.V.
26 Marin
27 Max-Planck-Institute
28 MercaChem B.V.
29 Norske Skog
30 Novartis
31 NRG Arnhem
32 NXP Semiconductors
33 Organon / Schering Plough / Intervet
34 Paragon Relocation
35 Plant Prod. Syst., Wageningen
36 Radboud Universiteit
37 Rijnstate Ziekenhuis
38 Royal Haskoning
39 RVS Schadeverzekeringen
40 STORK
41 Teijin Aramid
42 Underwriters Laboratories
43 Universiteit Wageningen
44 Wetlands International
121
122
Research voor Beleid
Bredewater 26
Postbus 602
2700 MG Zoetermeer
tel: 079 3 222 222
fax: 079 3 222 212
e-mail: [email protected]
www.research.nl
123