Unemployment is on the rise in most African countries. In the case of Zimbabwe, the country experienced some unprecedented economic challenges in the 2000’s which resulted in a massive external brain drain i.e qualified and experienced employees emigrating to countries with more stable economies. Another aspect of the brain drain was an internal one i.e. many qualified professionals leaving formal employment to become self employed taking advantage of foreign currency shortage, basic commodities shortages and foreign currency parallel markets in the informal sector. However, things have not been rosy in the informal sector and many of the qualified professionals are now seeking to re-enter the formal job market.
Research and evidence have shown that informal employment thrives in a context of high unemployment, under-employment and poverty. This precisely explains why the informal sector has grown significantly in the past years in Zimbabwe.
In view of the recent work deficits in the formal economy breaking out of the informal sector is increasingly seen as a principal development challenge. While decent work is at the heart of global discussion as Economists discuss the global development framework, the chances of getting decent work in the formal sector are next to none. Experience suggest that, while globally trends are indicating a need for integrated, coherent policies aimed at moving economic units into formal economy , transitioning from the informal to formal employment is a huge challenge as the affected people are facing a number of obstacles.
The key questions asked by those professionals eagerly wanting to join the formal sector have remained unanswered. Rhetoric questions related to competency deficiencies, Employer biases and other factors continue bothering them. Have employers developed perceptions that have stereotyped the unemployed professionals? On the other hand, the unemployed, competent professionals are also wondering whether the preconception in Employers has to do with their behaviour and conduct in the past. One does not really know the reason why reintegration is such a challenge. The puzzle gets more complex when one sees those in employment changing jobs. Where one is fortunate to compete for an opening, preference is given to someone who is wanting to change a job and the unemployed professional perpetually remains in their situation and neither are they offered the left vacant job. It’s a catch-22 situation for them.
There are a myriad of lens to this hula baloo. At times these unemployed feel employers have a perception that the unemployed are so accustomed to doing things in their time and in their way hence competencies like reliability, punctuality and general social behaviour may be difficult to manage in such a person. Why is getting back into a job that you did for years so taxing now? Jobs are scarce yes, but the continual failure when attempting to get a job becomes more of a mystery than anything. Consequently, the unemployed suffers poor levels of self-image and self-esteem which have also affected further their chances of finding employment. Lack of confidence/ self-esteem and a long period of unemployment has made the professionals struggle to go back into the job environment as a result of their long absence in the job market. Our experience and observations suggest that the longer one has been out of employment, the lower their confidence. Being unemployed has created that perception that the workplace is an unfamiliar environment and makes them lose the confidence to meet other people and such a psychological barrier has had negative repercussions.
Another big contributing factor to the reintegration challenges may have to do with previous bosses who give adverse reference checking reports. An employee would have worked for an organisation for a period of ten plus years and because of other circumstances they are forced to leave the organisation. We have come across cases where some unprofessional Managers have been known to swear in Boardrooms that once an employee messes up with them, they would have messed up with the whole sector.
Our articles on Bullying and Victimisation have raised some of these challenges as real in the job market. The unfortunate thing is, the reference checking process does not get a weighted view of the issue but only considers the boss’s view as divine. Knells have been sounded for people despite them being alive and because of the limited jobs a missed opportunity makes a living impact on a person.
When some people come in an employees’ way to integration, the psychological consequences are far reaching. Situational barriers like the current economic climate or just not being shortlisted have a role to play also: the damage is of a lesser magnitude than that based on individual perceptions. Employer’s negative perceptions have contributed immensely to the uphill struggle of reintegration. While others might argue that lack of links to a network of Employers also contributes to reintegration, the challenge heightens when one’s chances of rejoining the sector are blocked.
Emmanuel Jinda is the Managing Consultant of PROSERVE Consulting Group, a leading supplier of Professional Human Resources and Management services locally, regionally and internationally. He can be contacted at This email address is being protected from spambots. You need JavaScript enabled to view it. Tel: 263 773004143 or 263 4 772778 or visit our website at www.proservehr.com