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BUSINESS SERVICE POLITICS EDUCATION RESEARCH HOME CULTURE Insight& Influence Talentville of Tomorrow “Talentville is a place where creative people cluster. A community Insight& Insight& Influence Influence where growth and prosperity are driven by productive and talented Talentville of Tomorrow Talentville of Tomorrow people. Talentville is an inspiring community, one that embraces new ideas, new cultures and, not least, new residents. It is multicultural and multifaceted. Talentville is an achievable vision for the future - Talentville is the city at the end of the journey.” POLITICS 6 BUSINESS 8

Advisory Board, International Community Insight& Insight& Influence Influence Talentville of Tomorrow Talentville of Tomorrow

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NEXT STOP 28 On the Road to International Community Lighting the way Tiny Maerschalk Spouse Project Manager, International Community employment Public service The recipe for success in dealing “Involvement of local institutions is necessary InterCom, for internationals and businesses Talentville to assure sustainability in our work. Interna- alike. Behind the scenes however, a lot more fast and flexible Social and professional with global talent includes partner- ships, pragmatism and best practice tional Community has neither the financial is going on and the visibility and demand Network solutions. resources nor the physical facilities to lift for International Community’s services are What does it take for a city, a region In this magazine, we will share our experi- In short, Talentville is the city at the end of the Talent this task alone. We act as a facilitator, as an increasing every year. or a nation to attract, embrace ences, ideas and visions together with a wide journey. We believe that International Com- ’expat expert’, assisting our local partners and and hold on to the best global range of stakeholders and collaborators munity can play an important role in lighting strategies IB certified Established in 2008 to promote economic drafting the frameworks for new initiatives or International Community actively participates talent? The kind of talent who can within politics, business, public service, edu- the way to Talentville. growth and strengthen the international organising activities,” explains Maerschalk. in the public debate towards a more positive cation, research, culture and our international profile of the region, International Community approach to foreigners in Denmark, which, in strengthen­ our economy and our network. We will do this in the context of In times of global economic change, an aging schools has built up a long CV - in spite of being just More than a social network recent years, has focused largely on low re- businesses in the global market- focusing on the place where we believe we population, financial instability and weakening Information three years-old! Since 2008, the initiatives and activities source immigrants. According to Maerschalk place; who can contribute to a are heading. growth, we believe that getting to Talentville is launched by International Community have this does not reflect reality, because at prosperous society of knowledge more urgent than ever. in English “We have built up an extensive network and been numerous and widespread. One major present the majority of the foreigners coming and innovation; who can enrich our We call this place Talentville. we know the needs and challenges of the achievement was establishing the first to Denmark are skilled employees who work culture and create gateways to the We hope you will join us on the trip. expats very well by now. Where we detect ‘One Stop Shop’ in Denmark, which made and contribute to society. world around us? Talentville is a place where creative people a need, we promote an initiative,” says IC contact to Danish authorities much easier for cluster. A community where growth and pros- God rejse! project manager, Tiny Maerschalk, Interna- foreigners and the companies that employ perity are driven by productive and talented tional Community. them. Today, this initiative has developed International Community has been working on people. Talentville is an inspiring community, Advisory Board, International Community into four public International Citizen Service this question since 2008 as a common plat- one that embraces new ideas, new cultures Partnerships make it possible centres nationwide. About form for businesses, educational institutions and, not least, new residents. It is multicultural In keeping with the mission to promote International Community and public authorities in Business Region and multifaceted. economic growth and strengthen the interna- “International Community is much more than Aarhus. Our aim is to promote growth for tional profile of the region, one of International a social network for expats in Eastern Jutland. In early 2008, Aarhus Municipality, Vestas, businesses and strengthen the international Talentville is not Utopia, it is not fiction. We Community’s most important objectives is We collect and promote best practices Terma, Danisco, Aarhus University and profile of the region by developing best prac- see Talentville as an achievable vision for the to help link public and private sector organi- amongst our members and partners, primarily Erhverv Aarhus united their efforts to tices for attracting, receiving and retaining future if the decision makers and practition- sations with local authorities, institutions, the businesses. We also try to create more promote economic growth and strengthen global talent. International Community has ers who make the laws, lead the businesses, companies and associations. public and political awareness of the need the international profile of the region. The become a beacon for global mobility and an define the cultural and social institutions and for a solid framework for attracting, recei- European Social Fund has provided its important prerequisite for growth in Business set the public agenda are ready to meet the International Community supports its part- ving and retaining international talent,” says support from the fall of 2008. Region Aarhus. challenge. ners by providing best practice experience Maerschalk. More IB-certified schools, tailor and advice, marketing and networking. It is an made language courses and a national talent International Community has since be- extended HR service for businesses dealing strategy are amongst the goals. come the leading network for internation- with global mobility. als in Eastern Jutland and an important Wide-ranging activities partner for businesses, public authorities “Our approach is very ’hands-on’ and prag- International Community operates out of a and institutions. matic and our philosophy is that there is no recently renovated, rustic warehouse in the need for big expensive solutions. We try to harbour-area of Aarhus. A small, but very Today, there is more than 2,300 members find fields where little effort makes a huge dedicated, staff, with years of expat experi- counting companies, institutions, associa- impact, without compromising quality and ence themselves, take care of a wide-range tions, expats and Danes. ambition,” says Tiny Maerschalk. “There is an of activities. increasing awareness in society and amongst International Community is the lead part- the different stakeholders that we must Conferences on Danish culture and history, ner and coordinator on a new frontrunner cooperate if we want to be competitive in the guided visits to companies and associations, project for attracting and retaining global market for global talent.” seminars on networking or on job hunting talent in all 19 municipalities in the Central for spouses and practical assistance pro- Denmark Region in 2012-14. The project Broad involvement counts grammes are just a few of the activities. Inter- has a budget of 30 million DKK, partly Strong support from local authorities has national Community also publishes a weekly financed by the European Social Fund. been present from the beginning, as Interna- newsletter in English announcing events in tional Community was born out of need. the region and runs an on-line community,

TOP 10 CHALLENGES TOP 10 TRENDS

• Immigration law and public registration procedures. • Cultural diversity acknowledged as an economic asset. • Housing – short term/long term. • Competitive talent strategies. • Access to international schools. • Internationals in top management and boards of directors. • Social integration with Danes. • Tailor-made welcome packages. • Language barrier. • Spouses perceived as a valuable resource in the labour market. • Spouse employment. • Clubs and associations interested in attracting internatio­ • Tax level. nals. • Perception of internationals as a resource in local society. • Retention of international students/researchers already in • Recruitment and retention to small and medium sized com- Denmark. panies. • Network building between stakeholders. • Knowledge sharing on receiving and retaining internationals. • Creation of inclusive company cultures. • Short term recruitments.

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POLITICS POLITICS

Talentville in the heart of Central Denmark

Bent Hansen Chairman of the Central Denmark Region By Morten Østergaard, Minister for Science, Innovation and Higher Education “The Central Denmark Region is very pleased to be among the first movers when it comes to making it easier for the companies in our region Foto: Martin Dam Kristensen Jacob Bundsgaard to attract and retain international employees. International talent Mayor of Aarhus At the same time, we are very aware of the fact that we have to continue our effort to integrate “As the main growth centre in the Central Denmark Region, Aarhus not only international employees, but also their works closely with other cities in the region on common challenges. One families, because we know that the well-being of enriches Denmark important challenge is ensuring future growth in our region. The ability to the whole family is important for their decision constantly remain attractive for international talent plays an important role to stay in Denmark. in this. It is possible that – due to the financial situa- These days, the three P’s are decisive when it comes to growth: People, tion – most companies do not have the same If Denmark was a football team, I would the bureaucracy and time taken to review and places and perspectives. To ensure growth, cities need talented people acute need for international employees as they say that we’re actually quite good at at- process residence permit cases should be who are attracted to interesting places with perspectives for themselves did not long ago. But in a few years when the minimised. and their families. baby-boomers retire and we lack specific skills, tracting young foreign talents. But we’re we will be requiring talented international em- not so good at retaining them. The Danish businesses must also help create solu- This is why it makes perfect sense for us to team up with central actors in ployees! We have to prepare ourselves for that majority leave the country when they’re tions and be willing to offer student jobs to inter- working with attracting and retaining international talent – be it students situation – if we are not attractive to this group, finished on the training pitch of Danish national students. I believe that forging a connec- or employees. And, not least, to make their stay here pleasant and full of we will fall behind in the worldwide competition universities. Too few become part of tion with Danish businesses while still studying perspectives right from arrival until saying good-bye.” for a talented workforce.” the team in the Danish labour market. is crucial for international students considering Even though there’s nothing wrong with staying and working in Denmark. a good practice it is on the playing field Integrating international students with their that results are brought home. Danish counterparts is also an important task for educational institutions. A new study shows that We’re missing a golden opportunity, because many foreign students find it difficult to make they could be a great asset to the Danish labour Danish friends. I believe that institutions can do Morten Østergaard INTERNATIONAL COMMUNITY’S RESULTS INTERNATIONAL COMMUNITY’S RECOMMENDATIONS Minister for Science, Innovation and market. They are talented; they contribute with more to promote cooperation and interaction Higher Education international skills and understand Danish culture. between Danish and international students. • Partnerships: International Community is a strategic partner in • Politicians must focus on creating a national talent strategy to Aarhus Municipality’s Education and Talent Strategy 2011-14 and promote competitiveness and support economic growth. The I would like to stress that the government wants Danish educational institutions are already good Knowledge to Growth 2010-17-30. strategy must deal with how to attract and retain both Danish and to follow a new path in relation to Denmark and its at attracting students. Together we must make international talent. A national talent strategy must address the • Influence: International Community continuously strives to influ- international outlook. Our ambition is for Denmark an even better effort and ensure that the path to fields of education, immigration, tax and public service and focus ence national, regional and municipal decision makers. More than on measures to bring a more internationally oriented focus to to be an open nation that uses the opportuni- working in Denmark is an uncomplicated one for 70 meetings have been organized with ambassadors, ministries Danish society. All relevant stakeholders at national, regional and ties presented to us by globalisation. Talented international graduates. and regional and municipal institutions. local levels should be involved in the elaboration of this strategy. international students and a qualified workforce shouldn’t face a red card when they choose Den- If Denmark was a football team - and a team that • Media: Since 2008, International Community has appeared in more • Politicians and opinion makers should always involve expats in mark. They should be met with trust, recognition pursues success - we would have to attract and than 200 articles and features in papers, trade journals, TV and on their strategic policy planning and surveys. and opportunity. hold on to more international talent. International the internet. talent helps Danish educational institutions ad- • Faster and more flexible procedures for issuing a cpr-number to This requires an effort on the part of educational vance to a better league. They improve the com- • Cooperation: International Community works closely with Expat internationals. institutions, businesses and, naturally, also from petitiveness of Danish businesses and strengthen in Denmark and The Consortium for Global Talent, which is a politicians. the internationalisation of Danish society. In short joint initiative between 19 of the largest Danish and international • Many small steps today are better than a single big step tomor- – we need them more than they need us. companies in Denmark. The consortium aims to attract and retain row. Policy makers should, therefore, focus on initiatives and I want to extend the current Greencard scheme so skilled global professionals in Denmark by improving conditions activities where little effort and expense can have great impact. that international graduates have ample time to for this target group. Easy access to web information in English and more icons and find a job and settle down in Denmark. Moreover, street signs in English are just a couple of examples.

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BUSINESS BUSINESS

Cultural diversity a valuable resource

The research project Cultural Intelligence as a Strategic Resource, by professor Anne Marie Søderberg of Copenhagen Business School, examines how managers and employees at nine Danish companies and three public institutions experience and cope with cultural differences inter- Anna Marie Stenbæk nally. Vice President for Corporate Human Resources, Danfoss Danish companies increasingly operate International talent: and collaborate globally. It becomes more important to be culturally knowledgeable. The aim of the project is to provide tools to managers and employees to deal Part of the company strategy with cultural challenges and use cultural diversity as a resource and a platform for a more creative and innovative approach to problem-solving and knowledge develop- ment.

The research pinpoints the importance of ”It is a very natural development because Denmark’s largest international companies that this number must increase in the future challenges, and for many this means working For Denmark to ensure long term including international managers in strate- companies are expanding abroad and think- and the perfect example of a company fac- in order to remain competitive and globally in a truly global, multicultural organisation. growth and remain one of the gic considerations, such as the elaboration ing about their workforce on a global basis,” ing the challenges associated with a global oriented. In addition, it is important to signal The availability of an international school world’s most competitive nations, of corporate values. says Sarah Gade Hansen, Senior Advisor at workforce. to all Danfoss employees – the majority of nearby also counts and therefore Danfoss organisations must begin to think the Confederation for Danish Industry. “Com- whom work outside of Denmark – that being has been actively involved in its establish- One of the conclusions from the project even more strategically about in- panies have factories in China, management To address these challenges amongst other Danish is not a prerequisite for attaining a ment. is that multicultural teams are often more ternational talent, researchers say. in Denmark and markets in the United things, Danfoss introduced a new global top position at Danfoss. creative and innovative - when managed Simply put, companies need to cre- States and therefore it is imperative to think recruiting policy in December 2011 with the “Our experience is that international employ- appropriately. Another conclusion is that of the workforce as a shared organism. A intention of increasing diversity in its leader- New approaches ees quickly see the advantages of the flat ate a talent strategy that focuses in order to get the most out of international global workforce strategy and a strategy for ship. The new policy, according to Anna Danfoss has had a system of rotating leadership structure, with a high degree of on ensuring cultural diversity, employees’ experience and knowledge, recruiting the best international workers is an Marie Stenbæk, Vice President for Corporate employees to various global positions for trust between leaders and their staff, charac- innovation and a focus on foreign support from upper management and a extremely important tool today.” Human Resources, will focus on bringing new the past several years, sending both Danish- teristic for a Scandinavian company,” Sten- proper company strategy in the field are markets – a process that is already international talent and more women into based employees out and bringing key bæk says. “Many of the international leaders required. underway in some of Denmark’s This observation is supported by an ongoing Danfoss’ management teams in the future. leaders from other countries in – especially actually take the Scandinavian leadership largest international companies. research project undertaken by Professor from places like Asia. This will continue, but culture with them when they move on to new The message from Søderberg is clear: Anne-Marie Søderberg of Copenhagen Busi- ”We haven’t drawn up concrete percentage entirely new approaches have been added challenges so we are not that concerned when handled with care and cultural ness School, entitled Cultural Intelligence as goals, but we expect that our new recruiting with the new policy, says Stenbæk, such as that we will loose our Danfoss culture.” intelligence, cultural diversity is a valuable a Strategic Resource which examines how policy, which is being implemented globally a practice that the final three candidates for resource. a dozen Danish companies are dealing with at Danfoss, will encourage diversity in the any given management position must con- the process of internationalisation, see the entire organisation and also increase the sist of varying gender and nationalities. The results from the research will be box page 9. percentage of international leaders here in published in the spring of 2012 in the book Denmark as well,” she says. According to Stenbæk, the most important Global Collaboration – Intercultural Experi- Diversity at Danfoss part of recruiting these new leaders for Dan- ences and Learning. With 110 sales companies and 24,000 Stenbæk says that today about 5% of foss is that the organisation remains focused employees worldwide, Danfoss is one of management at Danfoss are non-Danish, but on offering them professional and career

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PUBLIC BUSINESS SERVICEBUSINESS

An international workforce contributes to economic growth

Smaller Companies Copenhagen Business School published a report under the guidance of Professor Jan Rose Skaksen in November 2011, which concludes that highly educated internationals contribute heavily to public finances:

• A highly educated international, who brings the family and stays for Collaboration eight years, contributes with approximately 1.9 million DKK to public leadsfinances. the way • An average highly educated international without an accompanying Bigger Large and small companies alike “Another big challenge thatfamily, we see who very stays in Denmarkand retaining for six topyears, executive contributes talent with from approxi other - mately 900,000 DKK to public finances. continue to face common challeng- often is that it takes two incomes to maintain parts of the world. es in recruiting and retaining top the same standard of living• An that average many of highly educated international on special tax pro- international talent in Denmark, but our candidates can have withgrammes one income without an accompanying“It is fairly new family,that we who are staysrecruiting in Denmark people in places like the US or the UK,” she says. on a higher level to Billund. Earlier, most of a common set of best practices for three years, contributes with approximately 650,000 DKK to “Explaining the tax system publicand finding finances. a the internationals were coming in as design- remains difficult to define. Since job for the spouse is of utmost importance ers, young people who came with their back- 2009, however, Danish companies for us. We are being challengedRead the on full this report one at www.di.dkpack earlier in their career and they were Challenges quite a lot.” fairly easy to handle. They were just glad to have begun combining their insight and influence to affect change. be working at LEGO and having it on their CV. In Talentville, not only big companies are hunting for global talent. Arriving in Talentville will require a Tailor-made solutions But our needs and the competition for top LEGO currently has about 250 international talent are changing, for sure.” continued pooling of efforts and employees in Billund, and 30 of them arrived knowledge. in 2011. Jørgensen says one of the reasons Beyond Danish borders best practices are so hard to define is that While standard best practices are difficult to Small to medium-sized workplaces, ”We decided that we needed to upgrade last background and they include students, expat ”The battle for global talent has intensified each type of job and each person has their find among Danish companies, companies which make up 60% of the Danish year and make one of our employees into a partners and other foreigners permanently markedly in recent years as the innovation own needs. in other countries are also facing challenges private job market, are also looking part-time relocation expert,” Johansen says, settled in Denmark. economy continues to evolve worldwide,” of their own. Studies from abroad suggest to internationals for help. For these adding that smaller companies considering says Karina Boldsen, Director, International Jørgensen, who previously worked exclu- that company strategies, internal workplace hiring internationals should consider the ”Growth companies like us, are always look- Mobility Development at Vestas. ”This is not sively with LEGO’s international assignees culture and involvement of top management businesses, recruiting and retaining same. He says that hiring people from out- ing for the right employees – it doesn’t mat- specific to any one workplace or industry, it worldwide, took over responsibility for help- are more important to ensure success with the right people is a key to growth side the EU’s Schengen countries is particu- ter where they come from,” says Johansen, affects the entire nation and will have even ing bring international local hires to Billund retaining international employees than ad- and export, but can also be an larly difficult in terms of administrative work. CLC Bio. ”But the competences required are greater effects on the Danish economy in just last year. That was when LEGO began hering to a standard best practice. abyss of administrative and practi- “Dealing with the immigration authorities is so specialised that we have to look globally. the future.” working more systematically with attracting Read more in the box below. cal work. a big challenge, it would be very nice that if It is amazing how much time the small details we had a system that actually could track the require. We couldn’t even setup bank ac- Boldsen says this is why Vestas was one status of an application along the way.” counts for one of our employees because of the founding sponsors of International ”It has taken much more time than we an- the system at the bank we were working with Community and why it has been active in ini- Recruitment & retention: ticipated,” says Kenneth Graabek Johansen, At Flintholm Global Telemarketing, Director couldn’t handle him being a foreigner. That tiatives like the Consortium for Global Talent, CFO at CLC Bio in Aarhus. ”I think by far the Michael Flintholm says that because his made it impossible to get a telephone, public which consists of 19 of the largest Danish most demanding task was actually doing a company primarily hires people who already services and everything else. So be ready and Danish-based international companies. Six key principles relocation package for each new employee, have work visas the administrative burden for the small things and focus on the long because people have very different views is not too demanding, but he recognizes the haul.” “If we talk about best practice, one of the A recent study involving researchers from with the culture of the company. Skills are on what it means to move to a new country. effort required in creating a robust interna- most important things happening right now INSEAD, Cornell, Cambridge and Tilburg easier to develop than personality traits, There is a big difference between hiring tional environment. is that organisations are pooling efforts, universities examines 33 multinational corpo- attitudes and values. rations in 11 countries and recommends in- or outside the EU, for instance Germany because a number of the biggest chal- 4. Management involvement: Executive that companies focus on adhering to six key versus Canada, which is our most recent “At FGT we have many years of experience lenges we face require the involvement of management must feel ownership to principles for recruiting and retention: scenario,” he says. with this and we have learned there are three politicians, social institutions and various global recruitment and retention. things that help,” he says. “We make sure parts of the public sector,” she says. “These 5. Balance of global and local needs: CLC bio is in many ways a model growth everything takes place in English so no one efforts help companies shape policy and 1. Alignment with strategy: Have a global Consider whether the company’s talent company. Founded in 2005, it develops is excluded; we try to be able to offer advice share experiences and resources on how to talent strategy that supports the overall policies and strategies are or should be highly specialized software used to analyse even if it isn’t directly related to work and best attract and maintain expat families to business strategy. data from DNA samples. Ninety-eight we plan social arrangements outside of the Denmark.” consistent worldwide. percent of its revenue comes from outside office.” 2. Internal consistency: If resources are 6. Employer branding through differentia- Denmark and CLC bio has offices in some Vivian Høgh Jørgensen, global mobility spent on recruiting global talent it should tion: Establish talent management poli- of the world’s most important biotech hubs, Flintholm says that on any given day, there manager at LEGO in Billund, says that LEGO be matched by equal focus on employee cies that are truly different from those of like Cambridge, Massachusetts. Of its 80 may be 20 different nationalities represented Kenneth Graabek Michael Flintholm considers itself more in the problem solving retention, competitive compensation and competitors in order to create loyalty and employees, 50 sit in Aarhus where 7 are at FGT’s offices in Aarhus. Employees work Johansen Director, Flintholm Global than best practice phase of the process career management. CFO, CLC Bio, Aarhus Telemarketing, Aarhus ensure retention. highly specialized international employees, primarily on a part-time or contract basis, right now. Over the past year and half, she 3. Cultural embeddedness: Consider how Johansen says. using their native language and cultural says, LEGO has begun recruiting more top Source: MIT Sloan Management Review, Winter 2012 well the employees and their family fit in executives from outside of Denmark.

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BUSINESS BUSINESS

Vox pop What should we focus on? Global Talent Race: Entrepreneurship: Kim Staack Nielsen - CEO, PID-Personalechefer i Danmark Watch out for multinationals in Jane Kallestrup - HR Consultant, City of Aarhus • Think global, act local. Great perspectives • We must support the accompanying spouses in • Be there, when you are needed - focus on the getting something meaningful to do, for instance developing countries jobs and the persons. volunteering. Global talent is becoming a scarce resource, and multinational companies all over the world are in hard compe- for global talent • Always be the open-minded support • Children can attend international kindergartens tition. Talented workers are looking to emerging markets where the business, and the money, is to be found. - we all look for a leading star. and/or schools. • Focus on the family - they will be your ambas By Sally Khallash • We must see the foreign workforce as a valuable- sador at home. - resource in our agenda aiming to be interna tional, innovative and open. When it comes to starting a Over the past 30 years the global mobile workforce has tripled. This What to do next? countries, requirements related to things Group Mobility Manager, Grundfos Ulla Kjær - Senior HR Manager, Arla Foods business, there is no place like Lone Skriver Pedersen - creates new growth opportunities for global companies able to Danish companies will have to adapt to these changes by strategi- Denmark. like annual revenue and insurance make it recruit cheap professionals from abroad or move business units to cally adapting to a more complex world of talent mobility. More difficult to maintain a business. Danish rules • See diversity as an asset for the company. • Thorough introduction to the company, the new emerging markets to take advantage of lower costs. Danish multina- specifically, Danish companies need to: have very few requirements. • Align expectations between the employee, the- position, the Danish labour market and Aarhus in tionals have been no exception. Such was the conclusion a global study in accompanying family and the company stake order to introduce the new employee the best way • Develop a strategic and flexible HR policy and practice close to the 2010 by George Mason University, in the Ninety per cent of the start-ups he works holders. possible to his or her new surroundings. Today, talent is quickly becoming a scarce resource. It is a major company core. US, that compared 71 countries world- with are not “growth-oriented”, meaning they • Prepare the company to work with non-Danish • Create an extra ”life line” in the company by provid growth constraint now and in the future. While we have heard of wide. Those working closest with Danish are one-person businesses. The majority of ing a colleague who can act as a sort of buddy or - • Employ a ‘defend and attract’ strategy protecting their company speaking staff. talent shortage in the industrialized countries, only a few in the West entrepreneurs on a daily basis share that them are service-related, which makes the mentor to the new employee. talent pool while at the same time recruiting internationally. and in Denmark are aware of the threat of talent shortage in the new conclusion and say that going the start-up language barrier less of an issue. Mogens Thomsen • Assure the best possible support to the spouse: markets. • Anticipate more fluctuations in the quality of talent because of skill route could provide a viable opportunity for Consultant, STARTVÆKST Aarhus Practical help with job search etc. differences globally and invest more heavily in in-house training. expat spouses­ with a dream of being self- ”I call them nomadic businesses, because Talent goes BRIC employed. a lot of the expats and foreigners living in Although China and India together account for 40 percent of the • Go for the ‘unusual suspects’ often untargeted by competitors, e.g. Denmark are globally mobile,” he says. ”The world’s workforce, they face a massive scarcity of labour. With com- high skilled female professionals or older, experienced workers. “Denmark is the easiest place in the world businesses that have the best chances are pany growth rates at three to four times higher than the GDP growth • Cooperate broadly with the government, municipalities, universities to start a business,” Mogens Thomsen says. those a person can take with them later on if rate, the supply of skilled labour cannot follow, neither in quantity or and other local companies in Denmark/Scandinavia to make our “Especially for foreigners!” they leave.” quality. This means that emerging market multinationals are increas- part of the world more attractive to skilled foreign labour. ingly in need of their own talent and of skilled labour from abroad. Thomsen, who has been a consultant with Arne Vesterdal, Director at Incuba Science The global talent race has intensified to a degree that the burning the business-development organization Park in Aarhus, works full time with start-ups INTERNATIONAL COMMUNITY’S RESULTS INTERNATIONAL COMMUNITY’S RECOMMENDATIONS Since companies in all BRIC countries (Brazil, Russia, India and China) platform is no longer in the distant future. It is burning our toes as we STARTVÆKST Aarhus since 1995, turned his and echos Thomsen’s opinion that self- prepare for harsh competition they are increasingly trying to attract speak! Before we end up further back in line it is time to recognize focus in 2010 to helping foreign entrepre- employment is a viable route for expats, their • Influence: International Community seeks influence and coopera- • Businesses should create a talent strategy that includes a plan for talent from local and Western competitors. Today, salary inflation our vulnerable position and start making changes to keep up with the neurs through a new initiative called Entre- spouses and other foreigners. He sees Dan- tions through meetings with companies, business councils and working with international employees and their families in every- has already reached the point where an investment banker is more global competition. preneurship in Denmark. Starting a business ish language as being a very small barrier. ­relevant organisations. Since 2008 more than 75 meetings have thing from recruitment to retention to leaving. expensive in Shanghai than in New York. in Denmark takes about 10 minutes, he says, been held with, among others, Danish Industry, Vestas, Djurs Wind- and self-employment offers great potential ”If you are selling directly in a B2B situation power and AmCham Denmark. • Businesses should also focus on how to exploit experience and China and India are now becoming net importers of skilled workers. also for solving the challenge of expat part- language is not a problem,” he says. ”In Arne Vesterdal qualifications that go beyond the strictly professional, which Dan- The quality of the talent pool in Western countries is among the best ners finding employment in Talentville. fact, in some cases, it might give an edge of Director, Incuba Science Park, Aarhus • Morning Seminars: Every other month, representatives from ish employees have acquired abroad or that foreign employees in the world with USA ranked as number 1, Denmark number 2 fol- 4 reasons why the global exclusivity.” private and public businesses as well as educational institutions can offer. lowed by the rest of the Nordic countries. Often a multinational can Thomsen points out that in many other discuss the conditions for international employees. Fourteen get cheaper and better quality employees by recruiting professionals talent race is speeding up: seminars with an average of 40 participants have been held. • Companies should provide both an internal professional mentor from USA or Europe than to hire locally. and also a social mentor to the families of each foreign employee • Spouse Community: A network for accompanying spouses of upon arrival. 1. Demographic decline: Decrease in youth talent mass in Entrepreneur: international employees, which meets at least once a month. The the West and in emerging markets. In China, the number of Isaac Thomas meetings focus on how the spouses can become an active part of • Danish language and culture courses should be offered to 15-24 year-olds entering the labor force is expected to fall by Co-founder, QA Functions society, either through voluntary or paid work or entrepreneurship. employees­ and spouses during working hours. almost 30% over the next 10 years. More than 40 meetings have been hosted. How to get started • Larger companies should actively work to mentor smaller com- 2. High growth rates in BRIC countries: Emerging market Isaac Thomas from India initially came to • Advisory Board: International Community’s Advisory Board con- panies and share their best practices on how to attract and retain education systems do not produce sufficient numbers of Denmark to work for a bank, but later Frenchman Brice Bedos recently started his own bike messenger company, sists of both public and private companies as well as educational international employees. Sally Khallash graduates to meet local demand. decided to start an IT company. Velopak, in Aarhus. Bedos was surprised how easy it was to start up and urges institutions. The members act as ambassadors for the project in Founder of Centre for Global Talent Strategy, everyone to give it their best shot. their own networks. • To influence public opinion, companies must communicate the a commercial research centre studying economic, social and cultural benefits that highly talented, moti- the global talent mobility trends on a high 3. Low talent quality in BRIC countries: The talent quality About starting a business in Denmark he advises: • CV and cover letter seminars: International Community has in vated and educated foreigners bring to Denmark. academic level. In collaboration with Maersk produced in emerging markets is often inadequate. Only Oil, Siemens Wind Power and Consortium collaboration with Work in Denmark arranged 13 open seminars, 10-25% of the professionals are considered employable • Be ready to wait a long time for results. for Global Talent, Khallash is planning a “The first point of advice I would give to potential entrepreneurs “I would highly recommend to foreign entrepreneurs the neces- where the accompanying spouse is introduced to the Danish by the multinationals. It forces BRIC companies to invest in large research project on global employee • Use all contacts in your network – but don’t “abuse” would be not to be afraid of starting up your own business in sity to learn basic Danish, which is essential in understanding labour market and learns how to write a CV and application suited mobility. additional training – often up to a year – before the graduates them. Denmark. It has been so easy to initially set up a business in and taking part in the day-to-day running of a business, but for Danish companies. are fully productive. Read more and sign up for newsletter at • Publish your self whereever possible. Denmark in contrast to other countries where the red tape can also important in order to fully enjoy the Danish life style. And www.globaltalentstrategy.com. swallow you and drown you in administration. Organisations again, what makes it easier to learn Danish is the fact that you • Conferences: International Community has held two conferences, 4. BRIC companies go for Western talent: The young • Take part in community events to meet new people. such as Entrepreneurship in Denmark and STARTVÆKST- are taught Danish free of charge for the first 2-3 years of your which focused on talented, international labour: ‘Insight & Influ- workforce in growth markets has an average experience of Aarhus are more than willing to bend over backwards to help potential residency here. What better or easier way to attract ence – Corporate Seminar on International Labour’ in March 2010 • Create a good website that shows the service you 3-4 years. Multinationals are increasingly recruiting from the you,” says Bedos. potential entrepreneurs?” Bedos asks. and ‘Insight & Influence – Talentville of Tomorrow’ in February West, as westerners demand lower salaries and their level of provide. 2012. Both conferences included participants from educational institutions, companies and public and private organizations. quality and experience is higher. • Learn Danish. The language barrier is often mentioned as an obstacle when While Velopak is still in its infancy, Bedos is optimistic about the settling in Denmark, especially if you want to start a business, future; “I enjoy doing what I have always dreamed of doing”, he • Research: In 2009 International Community conducted a major Read more about entrepreneurship • Make a thorough market study before you start. but according to Bedos there is plenty of help to be found. says. www.100svar.dk study of international labor among 45 companies and 386 expatri- www.entrepreneurshipindenmark.dk ates. The results are presented in the booklet ‘Insight & Influence - On Sustaining International Talent’. In 2011 collaboration with Read about entrepreneurship Aarhus University on expat research project.

12 Insight& Influence Talentville of Tomorrow

PUBLIC SERVICE

International Citizen Service Aalborg Internationalized public service

Denmark will increasingly need to recruit highly qualified labour from abroad. Effective and simple administative procedures and easy ac- cess to the labour market is key. If we want the internationals to stay for a long time, it is particularly important that the public service offers tailored language courses, and considers the needs of accompanying spouses and children. International Citizen Service Aarhus

This is one of the conclusions of the report ‘Re- building institutions which can create contact cruitment and retention of highly qualified labour’ between highly educated internationals and hir- published by Frederik Thuesen, Mette Kirstine ing companies, like it is known from Canada. It is Tørslev and Tina Gudrun Jensen, The National essential that the requirements for education and Centre for Social Research (SFI), November 2011. qualifications, in some fields regulated by law, are It is a comparative study of recruitment, retention reasonable and transparent. and integration experiences and best practises in Denmark, Norway, United Kingdom, Canada, Public language courses and The Netherlands. It mainly focuses on what Public sponsored language courses tailored for has been done upon the foreigners’ arrival, their highly educated foreigners are also important. International Citizen contact to authorities, language and culture They are already implemented at various locations Service Copenhagen acquisition, family wellbeing, as well as integration in Denmark. The courses are especially important into the local community and society in general. as international talents might have little incentive to learn a small language. Knowledge of the local Administrative procedures language is essential for social integration of The report concludes that to assure effective highly educated internationals as well as for their administrative procedures in connection with opportunities on the labour market, concludes the immigration it is necessary to have simple and report. manageable regulations as well as sufficient resources. It is also an advantage, when the Public service to families authorities collaborate with specialized regional Typically, spouses in particular need easy access centres and create one stop shops on a regional, to language courses. Often, they also need assis­ and eventually on a local level as the International tance from the authorities, private companies or Citizen Service in Denmark. Centres assist com- NGOs to find their way to the local labour market, International Citizen panies and internationals all over the country. This which might be crucial for the whole family’s Service Odense service is a frontrunner compared to services in wellbeing. Moreover, it is equally important to the other countries in the report. assure sufficient places in international schools, according to the SFI report. Labour market access Best practice experience regarding access to Read more at www.sfi.dk the labour market suggests availability of suf- ficient information on job vacancies and bridge

14 Insight& Insight& Influence Influence Talentville of Tomorrow Talentville of Tomorrow

PUBLIC PUBLIC SERVICE SERVICE Perception of public service Public services and authorities are relatively easy to deal with for internationals in Denmark, according toThe Expat Study 2010 by Oxford Research A/S and The Copenhagen Post.

Vision: Easy Neutral Difficult Borderless Having a family doctor assigned 71% 21% 8% Registrering my address (Folkeregistret) 67% 26% 7% citizen service Obtaining social security (cpr) number 61% 25% 14% Finding a school for my children 46% 34% 20%

The Citizen Service Center in and include not only practical information, single CEO to a family with teenagers. We Dealing with Danish embassy in my home country 45% 34% 21% Aarhus helps newcomers with but also goodies like free tickets to cultural need to be even better to see needs from nearly all the practical details of institutions, sports and leisure events. the citizen’s perspective – from the outside- in and not the inside-out.” Obtaining a work permit 45% 34% 21% their life; from registering their ad- ”30 % of the information in the package is dress to obtaining a driving license municipality specific and 70 % is general in- Flexibility also implies offering online serv- to finding a dentist. Head of Citizen formation that we have developed together ices to internationals for them to prepare Finding day care for my children 35% 36% 29% Service Lene Hartig Danielsen and can share,” she says. ”I would like to see their arrival in Denmark and to be able to envisions a future of the citizen this go regional to continue to build on the stay in touch after they have gone home, service for internationals based on framework concept.” adds Danielsen. Dealing with one stop shops 36% 43% 21% three goals. Second, Danielsen envisions citizen services in Talentville providing more ”soft” support. Registrating my car 34% 35% 31% ”First, over the past couple of years, Aarhus and the six neighbouring municipalities have ”In Talentville the municipality should act Dealing with the Danish Immigration Service 30% 35% 35% established a framework for cooperation like a gracious hostess. This could mean in a number of areas,” she says. ”I think it is developing services around town in partner- important that we can continue to build on ship with local businesses, volunteers and Finding public information in English 24% 38% 38% this framework because internationals need clubs to introduce newcomers to buddy a unified experience. They don’t care where programmes, get them involved in local the borders of one municipality end and the clubs or simply help them make friends,” Communicating with tax authorities 23% 36% 41% next begin.” Danielsen says. 0% 50% 100% As an example, Danielsen points out that Third, more flexibility is her vision for citizen over the past two years the seven citizen services, meaning much more differentiated services have developed a welcome pack in service to the individual than today: English, which focuses on the specific needs of international families. The pack is distrib- ”It means that we can be flexible and humble uted through libraries, citizen service offices, enough to meet the needs of anybody from Lene Hartig Danielsen INTERNATIONAL COMMUNITY’S RESULTS educational institutions and workplaces an employee with a pregnant spouse, to a Head of Citizen Service, Aarhus INTERNATIONAL COMMUNITY’S RESULTS INTERNATIONAL COMMUNITY’S RECOMMENDATIONS

• One stop shop: Establishment of a place for internationals to • The public services should promote greater awareness of the get help with all the practical aspects of life in Denmark, which need for internationalization to all citizens. opened in December 2009 in Aarhus. The initiative is now carried on by the government in the four International Citizen Service • Job centres, business and professional organisations should work Centers in Copenhagen, Aarhus, Odense and Aalborg. More than together to create better opportunities for skilled foreign labour in 1,500 people have used the service since its opening. the Danish job market.

• Welcome pack: The Citizen Services in the seven municipalities • Publicly-funded efforts to support smaller businesses should Assistance to international jobseekers of Business Region Aarhus have developed a welcome pack create a one stop shop to assist with challenges regarding foreign together. More than 4,000 welcome packs are distributed yearly. employees (e.g. with relocation service).

Vibeke Jensen, Director at the Employment Administration • Online: The website www.businessregionaarhus.com has been • Employment assistance programmes targeting unemployed (Beskæftigelsesforvaltningen) in Aarhus believes the following developed in cooperation between the Citizen Service units skilled foreign labour should be tailored to the individual and in the consortium. Seven municipalities now offer an English include entrepreneurship advice. initiatives would improve chances for qualified, foreign labour to entrance to the relevant authorities. More than 5,000 people visit find work in Denmark: the website every month. • Municipalities should take the role of a hostess by providing a bet- ter framework for welcoming foreigners – for instance, by setting 1. Network: Extension of the Job Centres’ network in private and public companies. • Language courses: More than 130 employees in the seven mu- up buddy programmes for newcomers. The network should be open to internationals who wish to find a job – for instance, nicipalities have received language training in English, German through work placement or company events. and Polish through a competency development course. • Improve service and information in English: www.borger.dk, www.virk.dk, public web in general, online registration, forms, 2. Entrepreneurship: Development of special programmes for entrepreneurship for signs, icons, etc. foreign workers, for instance, in e-commerce.

3. Job clubs: Establishment of so-called ‘job clubs’ by involving professional organi- • Public services must take into account the specific needs of vari- sations for internationals to meet Danes working in the same field. ous international target groups.

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EDUCATION EDUCATION

Headmaster Anders Østergaard and students at Langkær Gymnasium, Tilst

Schools are going global Aarhus University currently enrolls 4,000 international students out of 34,000. One in five PhD students are recruited outside Denmark and the university counts 77 nationali- Integrating accredited international Siemens’ ability to bring international talent Aarhus Academy for Global Education ties among the scientific staff. In programmes into public schools to Denmark. 2009, the University opened an has been one way Danish commu- Aarhus will soon be able to offer full “We have a number of German employees International Centre, which focuses nities have begun to offer accred- international baccalaureate accredited pro- and have previously been in a situation grammes of highest quality. Aarhus Acad- specifically on helping non-Danish ited international education without where families lived either in the border area emy for Global Education (AAGE) opened the expense and effort required to or in Haderslev (in daily commuting distance) Kristian Thorn students and staff. with kindergarten/preschool in autumn 2011 Deputy Director for Research and start an entirely new school. so their children could attend the local Ger- and has initiated the process for obtaining Universities: Talent, Aarhus University man school,” she says. “Fortunately, there IB accreditation for the Primary Years and In the fall of 2008, following an outcry from are now other options.” Middle Years Programmes (kindergarten businesses about the lack of international - 10th grade) from August 2012. These schools, a new law made it possible for For Anders Østergaard, Headmaster at Lang- programmes will prepare international chil- Fuelling the motor of Danish secondary schools (the equivalent kær Gymnasium in Aarhus, which started its dren for the Diploma Years in the IB. 80-110 of college-preparatory schools, known as IB programme in the fall of 2011, the benefits children are expected to enroll as of August Gymnasiums) to offer the International Bac- of the IB offering apply to Danish families, the Talentville economy 2012. calaureate programme. The IB certification too. enables both international and Danish fami- Read more at www.aarhusacademy.dk lies to enroll their children in a programme “Our ability to offer the IB programme has, in which academic credits can be easily especially for those Danish families who Education, research and knowledge exchange. At explains. “All universities need to focus on something they do better transferred, and which is recognized by think internationally, become important,” universities, these three concepts are known as the than anyone else and Aarhus would like to be among the best places universities in over 140 countries. he says. “If they have been abroad, or they triple helix, and they have defined how universities in Europe for young researchers to develop and push the knowledge International schools and IB programmes frontier forward.” plan to go abroad for their company, the op- think about their work for decades. In Talentville, that And since 2008, the number of Gymnasiums portunity is there to get into this programme. may be changing. offering the IB programme in Denmark has It has really contributed to improving global As of February 2012, there are 22 inter- Thorn adds that the university is focused on young researchers be- doubled. mobility.” national basic schools in Denmark. They cause it is among them that the newest ideas often take shape. The ”We are, as far as I know, the only university in the world that has are private elementary schools (1st – 10th most visible part of the talent development effort, he says, will take added talent development as a fourth pillar,” says Kristian Thorn, “One of the most positive things that have There are currently 53 students in the IB pro- grade) approved by the Ministry of Educa- the form of the Aarhus Institute of Advanced Studies. Deputy Director for Research and Talent at Aarhus University. ”For us, happened in regards to internationalizing gramme at Langkær Gymnasium, of which tion for education in other languages than it is going to get a focus equal to the other three in the future.” Denmark is that the Ministry of Education 1/3 are Danish, 1/3 International and 1/3 Danish – either for the whole school or for “In Denmark we spend three percent of GDP on research and two- approved applications for international pro- from mixed families (one Danish, one foreign divisions within it. Three schools are located thirds of the research effort is undertaken in the private sector. So The concept of talent development, Thorn explains, means recruiting grammes – especially in the smaller areas,” parent) permanently residing in Denmark. in the Central Jutland Region – in Aarhus, these students will be the innovation motor of our future economy. and incubating young researchers from all over the world in the com- says Helle Fjord, who works with recruiting Viborg and Ikast. Our strategy is as much about educating researchers that will go out international talent to the Ikast-Brande area “We also have good contacts to the interna- ing years. The hope is that these researchers will later go on to help into the private sector as it is teaching them to be academics,” Thorn broaden the university’s network worldwide – both in academia and for Siemens Wind Power. tional primary programmes in the area, such Twelve private and public upper secondary says. in the private sector. as the Aarhus Academy for Global Education, schools (high schools) offer IB programmes Helle Fjord, who played an important role so there are good opportunities for families in Denmark. Four are located in the Central “When we talk about research talents, we generally refer to individu- in establishing a new international primary in the Aarhus area to get an international Jutland Region – in Aarhus, Grenaa, Ikast als who are in the PhD to post-doctoral phase of their careers,” Thorn school in Ikast-Brande, says that the avail- education all the way through,” Østergaard and Struer. ability of both primary and secondary says. international education has strengthened

18 19 Insight& Insight& Influence Influence Talentville of Tomorrow Talentville of Tomorrow

EDUCATION Persistence is a EDUCATION door opener South African David Farr came to Denmark as an ac- companying spouse in 2006 and applied for no fewer than 100 jobs before a software company employed him.

“Without Danish language skills on a semi-fluent and understandable level, I don’t think that finding employment is a realistic goal at all, but this is the same in most parts of the world. If you want to work in Denmark, you have to learn the language, there’s just no way around it, it’s the key success,” says Farr.

“I became more independent and confident in my every day life generally because the more you practice and learn, the easier it is to communicate and express yourself so that misunderstandings become minimal. Maximum expression brings out your personality and character,” Farr continues.

According to Farr, it is important to stay positive and persistently knock on the door, because those who knock the loudest will stand the best chance of realizing their ambitions. Farr’s advice on how to get a job and learn Danish also include:

• Network with Danes – it also helps you learn the language.

• Try to imagine how you come across to a prospective employer and ask yourself: “Would I hire that person?” In Talentville, • Be open to criticism. It should be seen as good advice. • Don’t waste your education or experience - it counts just as much in Denmark (in most cases) as it does in your homeland. they speak Danish too • Don’t devaluate yourself. • Lean on friends, family and Danish institutions who have some- thing positive to offer. Fabrice Loudet “Everyone speaks English, so you will have no problems.” Senior Software Developer, Novicell ApS, Højbjerg • Exert pressure on any opening door to get what you want.

“Finally, remember that no matter which country one chooses to It’s a refrain nearly all expats hear be- ticularly important in smaller countries, like Denmark, move to, taking the first steps towards learning language and culture Frenchman Fabrice Loudet came to Denmark in 2007 and has found fore coming to Denmark. And then, the Norway and Holland, and that public funding is an will go a long way towards a good future there,” Farr concludes. it easy to settle in - with good flight connections within reach. He everyday realities set in. essential mean to make it happen. In Denmark, all is one of the co-founders of the dance club Aarhus Lindy Hoppers. expats have the right to free language education for Fabrice’s advice is: “There is no getting around the fact that Danish is still up to three years, but accessibility, has been an issue, the primary language spoken in the hallways of many Hansen says. • First and foremost, you must enroll in a Language Center. Danish Danish companies,” says Charlotte Rønhof, Research language courses give access to a network and a place where Director at the Confederation of Danish Industry. That is why in the spring of 2010, windmill manu- you can get the answers to all your questions as a newcomer. “And that can be difficult, because so much of the facturer Vestas began working with LærDansk to • Go online! There are lot of websites with useful information both informal knowledge and social intelligence gets lost. develop in-house language courses for Vestas’ in Danish and English. Not to mention the social isolation that it can bring for approximately 500 international employees in Aarhus, David Farr spouses who are at home.” Randers and Ringkøbing. Technical Consultant, • Continue your hobbies and join local associations. EDI-Soft Danmark A/S, Aarhus Research supports Rønhof and stresses the impor- “Our international employees are very busy and take tance for knowledge workers and their families to their work very seriously, so it was important to find learn Danish, or at least to learn a little. To address a way to bring it to their doorstep,” says Maibritt Hay- this need, and help debunk the myth that “English is den, who helps support the nearly 500 international enough,” the municipal language school in Aarhus, Vestas workers in Denmark. “The classes are held LærDansk, has begun working directly with Vestas from 4:30pm to 6:30pm in the early evening, just after and other international companies and expats to cre- working hours, and there are workshops and internet ate a model for how language learning might look in learning sessions beyond that.” INTERNATIONAL COMMUNITY’S RESULTS INTERNATIONAL COMMUNITY’S RECOMMENDATIONS the Talentville of Tomorrow. The programme is free for Vestas, and there are cur- • International Community actively promotes access to interna- • More IB certified kindergartens, schools and high schools. The “The idea behind our cooperation is that we come to rently about 120 people enrolled, including spouses. tional high-level education and supports certified International goal should be no waiting lists for those seeking an international the international families, right where they work and The project has sparked similar programs at Arla Baccalaureate education (IB) from kindergarten till university. education. we provide all levels of instruction - from beginner Foods, Bestseller and Siemens and LærDansk is to advanced - and to give the participants a chance open to working with all companies in the region with • Recognition of the IB diploma at Danish Universities. to learn a lot about the Danish society,” says Birgit K. a need for language teaching, Hansen says. Hansen, Principal at LærDansk. • Increasing internationalization of the Danish public school system.

A 2011 study by the Danish National Center for Social • Better possibilities for relevant paid student jobs to foreign stu- Research concluded that language education is par- dents – also in small and medium sized companies.

20 21 Insight& Insight& Influence Influence Talentville of Tomorrow Talentville of Tomorrow

RESEARCH RESEARCH

Foreign researchers flock to Danish universities

• 9,900 foreign researchers applied for jobs at Danish universities between 2007-09.

• Out of 3,300 vacancies, 604 were occupied by foreign researchers.

• Six out of ten applicants for posts as lecturers or professors were foreign.

Source: Report by UNI-C for the Ministry of Science, Innovation and Higher Education, 2011.

Foto: Lars Kruse/AU-Foto

Prof. Flemming Besenbacher is not afraid of the future How to keep the gardens

of Talentville blossoming Jakob Vels Fuglsig HR/Communication Specialist at DuPont, Nutrition and Health Division

“The most important thing for us when we need to attract interna- As the Director of the Interdisciplinary As International Community’s previous studies tional staff is first and foremost that we internally offer an attractive Nanoscience Center (iNANO) at Aarhus have shown, finding jobs for spouses is a problem workplace with challenging opportunities in a global organization,” University, a big part of Besenbacher’s for all expats, and one Besenbacher confirms says Fuglsig. “It is also important that we can showcase a city and a job is attracting the world’s most researchers also struggle with. To solve this, he region that thinks globally, which is a necessary way of thinking in a uses his personal network and International Com- business like ours. For us it is also important to have easy access to talented­ students, researchers and munity, but could imagine a more formal model for scientists to the Central Denmark information about activities outside work like events, leisure activities finding jobs for spouses and partners. and spouse activities and in such cases we often use International Region. ­And he still sees some practi- Community.” cal challenges that must be met in “The other big thing is that Denmark has, for a order to keep the gardens of Talentville period, acted as though we didn’t like foreigners, blossoming. which is ridiculous because Denmark needs “brain gain” from bright talented scholars from aboard. If we educate them and invest in them, it “Seen from the University’s and my personal is a waste of money and opportunity not to try to point-of-view, the most important thing that at- keep them in Denmark,” he says. tracts the world’s best researchers is the quality­ and commitment of the research institution Besenbacher suggests politicians reconsider itself,” he says. “Researchers can compromise visa rules for students that will allow them to stay on a number of things, but not their work itself. longer than six months after finishing their study Research excellence comes before anything else, programme. This means they will have better op- and all the practical challenges of moving to a portunities to secure a permanent job in Denmark. foreign country are only a distant second.” INTERNATIONAL COMMUNITY’S RESULTS INTERNATIONAL COMMUNITY’S RECOMMENDATIONS In the last three years, he says, he has experi- And the biggest of those challenges for the 160 enced a noticeable improvement on the part of Ph.D. students who study at iNANO, around 30% the university and the surrounding community in • Influence: International Community works closely with educa- • Abolition of residence permit fees for foreign researchers when of which are international students, is simply find- helping international students. The International tional institutions in the area to support their ambition to attract applying and renewing permits. ing a place to live. Centre at Aarhus University has made a big dif- and retain international talent. Some of those have included VIA ference. There are now rooms and apartments University College, Aarhus University and the Aarhus School of • Through close cooperation with businesses, preparation of for- “This is very different from schools in the United for international Ph.D. students on campus, and Business. eign researchers and students for labour market after finalizing States, for example, where campus housing is Dale’s Café (named after the Nobel Prize winning their research/studies in Denmark. readily available and students can just move right economist Dale T. Mortensen, who works at • Partnership: Aarhus University has developed a strategy in,” Besenbacher says. “Finding a room for a Ph.D. Aarhus University) acts as a natural meeting point for internationalization focusing on graduate students and student is often very difficult in Aarhus and the for international students and faculty. researchers.­ International Community supports this strategy by ensuring the framework for international employees and their rent prices, in my opinion, are in many cases too Prof. Flemming Besenbacher families. This is – among other things – reflected in the univer- high. To deliver on our ambition of creating the “We are certainly becoming more professional - Director of the Interdisciplinary Nano- best environment for researchers, having a more which also means that I don’t have to wait at the science Center (iNANO), sity’s strong ranking among the world’s universities. centralized campus with better housing would be bus stop on Sunday evenings any longer when Aarhus University • International Community has worked toward improving the taxa- essential.” new students or researchers arrive,“ he says, tion scheme for foreign researchers. laughing.

22 23 Insight& Insight& Influence Influence Talentville of Tomorrow Talentville of Tomorrow

CULTURE CULTURE

Social networking in real life Members of Aarhus Canoe & Kayak Club.

In 2009, Ilir Shkoza was stunned to DGI’s size and reach, with 1.5 million members tablish contact to newly arrived foreigners. In read that over 56,000 newcomers it is one of the country’s largest associations, addition, it works with citizen service centres came to Denmark that year alone. It he began drafting a plan that he hopes will and programs like International Community to immediately set him in motion. help internationals build their social network, get in contact with expats. create tighter bonds to the local community How to crack and learn more about clubs in Denmark in Reaching out to international families has Shkoza, a Chief Consultant for Denmark’s general. proven a success for the Aarhus Canoe and Gymnastics and Sports Associations (DGI) Kayak Club, which, since starting in 2009, began digging deeper and found that these The pilot programme, ‘Sportsguides’, which has grown faster than any other club of its newcomers included everything from stu- began in the fall of 2011 and is set to run for kind in Denmark. Of its 246 current members, the cultural code dents to refugees to international knowledge a year, has already educated 50 sportsguides at least a dozen are expats who have come workers. from across the country. These sportsguides to the club after hearing about it through will now act as contact persons in their local International Community’s weekly newsletter, ”I know that for most people, building a social communities for newly arrived internationals, according to club foreman Claus Pape. network in Denmark is centred around clubs helping them find a club and explaining the As Denmark grows more multicul- curious about their own culture, often to the Goodbye age of sameness and associations,” he says, ”and I asked my- ins-and-outs of Danish social life. Pape says the international members have tural, a stronger awareness of Dan- point of being self-absorbed, but that their Nørmark also recognises that Denmark has self how these people made contact to social also helped the club grow, by translating its ish cultural identity and openness self-understanding is often wrong. become a more culturally complex society in and sports clubs?” ”The sportsguides are not just randomly website, helping with practical tasks and even towards others becomes more im- recent years and adds that this fact in itself chosen,” explains Shkoza. ”They are people helping to arrange a kayak tour along the ”A lot of Danes have unrealistic ideas about may make it easier for Danes to understand What he found was a number of independent who have a solid understanding of and coast for newcomers during the Sculpture by portant. The media is a key player. themselves,” he says. ”They see themselves their own culture in years to come. introduction programs running all over the involvement in local clubs and associations the Sea exhibition in Aarhus in the summer as being funny and open-minded, but to the country, many through churches or local beforehand. DGI helps with courses in things of 2011. “The reason Denmark why has developed a outside world they can seem shameless and ”The age of sameness is over in Denmark. clubs themselves, some through munici- like intercultural communication, practical reputation for not accepting outsiders isn’t rude. They have the idea that everybody in We are not the monoculture people we once palities and others being administered by information and understanding what it means “The influx of internationals has given so because Danes aren’t open,” says anthro- the world would want to be Danish if given were. Today we are divided more than ever workplaces. to be a foreigner in Denmark.” much for the Danish members, too,” he says. pologist and author Dennis Nørmark. “It is the opportunity. And many have the idea that by things like class and education and this “It really adds a dimension to our club that we because Danes lack a cultural understanding internationals come here solely because has made our society more complex,” says ”But there was nothing taking place across The programme has partnered with Work in couldn’t have foreseen.” of what it means to be Danish.” they want to learn how to do it the Danish Nørmark. Denmark,” he says. Shkoza got to work. Using Denmark and The Copenhagen Post to es- way.” Nørmark, who works as a business consultant­ at the Living Institute in Aarhus, The role of the media says that when it comes to accepting new­ According to Jens Otto Kjær Hansen, CEO at comers, the most important thing is how the Danish School of Media and Journalism,­ well the social codes and unwritten rules are the media also play an important role in explained from the very beginning. shaping cultural understanding. He says that INTERNATIONAL COMMUNITY’S RESULTS INTERNATIONAL COMMUNITY’S RECOMMENDATIONS by definition, the role foreigners play in Den- In Danish culture – contrary to many other mark is inaccurately conveyed in the media • Influence: International Community has inspired Rotary to estab- • Municipalities, companies and associations should form partner- cultures – there are not so many religious because the media’s general approach is to lish a new local club in Aarhus: Aarhus International. ships to create awareness that more information and activities in characteristics nor a clear social hierarchy frame stories based on the unusual, frighten- English are needed. for the newcomer to relate to. On the surface, ing or surprising. • Cooperation: In cooperation with various cultural institutions, In- Danes are a relatively small and uniform clan, ternational Community has arranged a series of events. More­over, • The media must work to better convey the need for talented which, according to Nørmark, may be the ”This mechanism creates the danger of Dennis Nørmark Jens Otto Kjær a free ticket programme has been developed across the seven foreign workers in Denmark. reason why social norms are very informal skewedness, sometimes almost of vicious Anthropologist and Author Hansen municipalities in the Business Region Aarhus. More than 20,000 compared to other cultures. circles – and certainly this can also be the CEO, Danish School of free tickets are distributed yearly through the welcome packs in • Clubs and associations should work together to reach out to Media and Journalism case in the question of what Danes think the municipalities. international newcomers and create a welcoming environment “We act as if we are all in the same family,” about foreigners,” Hansen says. Foto: Torkil Adsersen for them. he says. This code of conduct can be diffuse • Seminars: In cooperation with the Danish University Extension and hard to grasp for a foreigner and may This is one reason that the Danish Journal- (Folkeuniversitetet) in Aarhus, a number of English-speaking • International employees and their families should be aware that even be seen as impolite. ism School has included courses that seminars on Danish culture have been organized. The offer is now social life and networking in Denmark is often built around local enhance awareness of how stereotypes, and firmly anchored in the University’s programme and a similar initia- clubs and associations. Dane, know thyself national stereotypes in particular, are used in tive is in the pipeline at the University Extension in Copenhagen. ”Cracking the code to Danish society is hard; the media; where they come from, which role the Danes don’t even know what it is,” he they play and how to minimise them. • Sports clubs and associations: In cooperation with various sports says, “because the code is very, very subtle.” clubs and associations, International Community has developed a Nørmark believes, however, that Danes are list with advice on how to welcome new international members.

24 25 Insight& Insight& Influence Influence Talentville of Tomorrow Talentville of Tomorrow

HOME HOME

NAME: Monisha Gambhir, India. BACKGROUND: Arrived in Aarhus 2009 as accompanying spouse to Rajiv Gambhir, anesthe- Finding a home siologist, Skejby Sygehus. EDUCATION: Nutritionist. OCCUPATION: Part time teacher at FOF and Inter- view Manager for Lindberg International. away from home CAREER ASPIRATION: Full time job within nutri- tion, administration, management or teaching. Family Life:

During their travels, Sara, who has a degree in computer science It takes self motivation, effort and sibilities for getting a job and expanding her ”Nowhere is it easy to start a new life. In from Aarhus University, says that she took on the role of a stay at an open mindset to settle in a new network. Denmark the language, climate and reserved When going global: home mom for their two small children (now 3 and 6) while Janus, a country. mentality might be an extra challenge for physicist, was transferred every two years. The couple headed first to Getting a job – although at the moment only newcomers”, says Monisha. “It is always hard Colorado, USA while Sara was still pregnant with their first child, then part time – has changed Monisha’s life in to come as a spouse with no job or network moved to Oxford, UK and finally Singapore. In 2009, Monisha Gambhir appeared on the Denmark. Apart from teaching Indian cook- waiting for you. Therefore, International Think local! cover of the first edition of Insight & Influ- ing at FOF, Monisha has been a nutrition Community has been important to me and “We had a wonderful stay in the US, especially, and I think this is be- ence. Today, she is a success story. Monisha guest lecturer at VIA University College and especially the newsletter, the morning semi- cause everyone, not only expats, are used to moving around there,” speaks the language, has part-time employ- she is working for Lindberg International. nars and InterCom can make life easier for she says. “So there were hiking groups, play groups, and interest ment and is a home owner with a growing the accompanying spouses,” she says. It is all about meeting the locals if expat families hope groups. In the US there are a lot of outdoor activities in general and network. Landing a job within her field is the next step. where we were living in Colorado, it is the perfect environment for ”Working motivates me a lot. It gives me Monisha’s recipe to self-motivation is to to make the most of their stay in Talentville, says that kind of thing.” ”Losing my sense of identity was a major a sense of achievement, self-confidence, focus on what you are good at and use it to Danish serial expat, Sara Halleløv Wesenberg. And if problem in the beginning. As an executive network and structure,” Monisha says. ”It is open the doors in Denmark. anyone should know, it is her. Contact with the locals nutritionist, I had for 13 years been very fo- extremely important.” Establishing contact with the locals is also something Carlos Diaz, his cused on my career in India,” Monisha says. ”Be open, be flexible and be yourself”, she Over the last seven years, Wesenberg and her husband, Janus, have wife and their four children have appreciated most since moving to ”Besides, I felt so limited in what I could do Changing the family’s housing situation advises. “Be prepared that it takes time to moved extensively, learning what it takes to create the perfect stay in Denmark from Chile. when I first came to Denmark, not speaking was another very important step. Coming learn and understand a new country and a foreign country. the language, not having anybody to consult from a large home in Hyderabad, India, it culture, but if you are open, the Danes will be “In our case, sports and clubs have been a great help, to meet people, on my possibilities here and how to get by. It was a shock to settle in a small apartment in open too.” “The one thing that characterizes the best places we have lived is find activities for the kids and so on,” says Diaz, who lives in Skander- was very hard,” she says. Aarhus. Last year, Monisha and her husband that there is somewhere to go and to meet up – not just other interna- borg and is a Vice President at Biomar Group. “In my view, for Aarhus decided to buy a house in Risskov and tionals but also locals,” she says. “In places that are truly international, to become a real international destination, it will require a bigger Monisha’s advice: She thought for a long time of going back to eventually found friends amongst the Danish you can go out in the community and say, ‘hey I need some friends’ international school, with better infrastructure and activities. That is India with her son, pursuing her career and neighbours. and not be looked at as an odd person. It is more acceptable and maybe the most important issue for an expat family, maybe together becoming a commuting family. However, with 1. Learn Danish – as quickly as pos- people still want to talk to you after you admit that.” with more possibilities to study or work for international spouses.” her husband and son happy with their new ”Most of our friends are other internationals sible. life in Aarhus, Monisha decided to press on. here. I find the Danes very friendly, but it is 2. Network to find job and friends – not so easy to make friends, since they al- meeting people can change your life. ”First, I started studying Danish as if my life ready have very established networks, often depended on it,” says Monisha. She realized dating back to childhood,” says Monisha, 3. Mobilise your self-motivation to be in it was the key to more confidence, a more estimating that it takes 2-3 years to build up Denmark. INTERNATIONAL COMMUNITY’S RESULTS INTERNATIONAL COMMUNITY’S RECOMMENDATIONS comfortable life and to improving her pos- a network. • Events: International Community has organized a series of events • Both companies and candidates must work to create honest for the whole family based on Danish traditions such as Carnival expectations from the beginning - about both work and home life! (fastelavn) and Christmas parties. Moreover, open events are regularly being arranged for the whole family – for instance LEGO • Expat families should take advantage of welcome packages, which DUPLO-day and an introduction to a children’s theater, Filuren. are available in English. Place Branding: Denmark Perhaps Denmark’s biggest asset when competing for expats is its working culture. The society expects all professionals, including internationals, to • First Tuesday. International Community has initiated the forma- • Learn some Danish! Everyone living in Denmark has the right to 3 find an acceptable work-life balance. An “acceptable” work-life balance is a years of free language instruction. personal definition, however, the simple fact that working hours are shorter tion of a social network for newcomers. The first tuesday of each in Denmark than in most western societies helps in at least giving time for month the network meets somewhere in the city at various cafées. • Use the one stop shop. The work life personal interests. More than 30 meetings with the participation of more than 450 internationals have been organized. • Expats and their families should establish local contacts. Joining Having and taking time to the things you like – to live the life you would like a local sports, hobby or common-interest club is a great place to By Bente Cordes to live – is important for the overall well-being of individuals as well as fami- • Sports clubs and associations: In close cooperation with various balance start. lies. Whether you are into sports, literature, volunteering, cultural events, sports clubs International Community has established a breeding educating yourself or exploring nature, the Danish society provides space ground for social networking. Collaborators include Bakken Bears, and time outside working hours. Aarhus 1900, Aarhus Canoe and Kayak Club and many others.

Why would an expat choose During working hours, efficiency is key. Being a society where innovation, • Online: More than 4,000 visitors click on www.internationalcom- to relocate to Denmark? The design and high-tech corporations are the future, it is important that munity.dk each month (and 139 nationalities visit each year). Our weather is bad, taxes are employees are able to focus on work when at work. Many corporations website is the portal for everything you need to know as an inter- high, Danes are known to be therefore invest heavily in constantly improving working environments and national employee or accompanying spouse. conditions as well as educating the workforce, well aware that satisfied and reserved, and everything is happy employees are more efficient and innovative. • Online Community: InterCom is International Community’s online expensive! But still Denmark network. More than 800 members network about cultural, social wants to attract expats and is As an expat it is important to be aware of this way of thinking in order to and professional subjects. able to do so. gauge expectations for a work life and personal life in Denmark. Corpora- tions expect efficient workers who perform at work, but who also make • Newsletter: International Community publishes a weekly newslet- choices in their personal life that make them happy and satisfied. This ter to more than 2,300 readers about cultural events, association Bente Cordes natural focus on work-life balance may just be Denmark’s biggest asset in activities and news from various collaborators. Project Coordinator, attracting global talent! International Community

26 27 Insight& Insight& Influence Influence -Talentville Talentville ofof Tomorrowtomorrow Talentville of Tomorrow

CONCLUSIONNEXT STOP NEXT STOP magazin

Insight Service

Citizen

Network

schools

Expat pack Talentville 2 International Expats

Welcome Network International network As the statements in this magazine show, we already have a lot of knowledge and experience with internationals in many parts of the information

company Danish society. There is great awareness of the challenges and &

needs for improvement and there is a strong will to overcome the

Next stop Practical obstacles. InterCom resource

Let´s However, none of the individuals “pillars” of society - be it political, Intercom at www.internationalcommu- nity.dk/intercom Human business, public service, education, research, culture or the citizens i - can lift this task alone. Everyone must take responsibility. It takes all Talentville pillars to lift the construction! Community

We must join our efforts to get to Talentville, a prosperous society of PUBLIC SERVICE

Opening up to skilled foreign colleagues, fellow citi- Spouse zens and new friends will not only contribute to further knowledge and innovation. We must leave all classical boundaries behind and forget the distinction between politics and business, Spouse economic growth, but also enrich us personally, public and private, big and small, Danish and foreign. It is necessary Community culturally­ and socially. to open up and collaborate.

Erhverv Aarhus/International Community look forward to becoming lead partner and coordinator of the new frontrunner project on at- tracting and retaining global talent, involving all 19 municipalities in the Central Denmark Region in 2012-14. Talentville

International Community’s ambition is to continue to be the light- house for global mobility by providing support and guidance to all our partners and members. We will continue to work for economic growth by strengthening the international profile of the Region.

I would like to thank the contributors to this magazine for sharing their experiences, ideas and visions. Now we have a catalogue of important building stones to take us further. Expat Network Human resource & company network Expats Go with International Community and meet new people through a Get a valuable professional network and learn and exchange know­ Network Let us jump on the same bus and go to Talentville of Tomorrow! wide range of events such as the monthly First Tuesday outings, ledge and experience about the latest best practice on recruiting lectures, family events, guided tours at companies, visits at cultural and retaining internationals at International Community’s morning institutions, sports events, CV and cover letter seminars. A great seminars for companies. chance to meet internationally minded Danes too. Peter Kjær Welcome pack InterCom Public information from municipalities to internationals and their Chairman of the Board, Erhverv Aarhus Let´s Intercom Create an InterCom profile and meet other members, sign up for families making arrival and settling in easier. at www.internationalcom- munity.dk/intercom International Community events and other members’ events. Find new friends and aquaintences, job opportunities, join groups and share experiences. Insight magazine Quarterly national magazine in English targeted at expats and ac- companying families aiming to provide insight on life in Denmark. It Spouse Community covers a broad variety of themes including employment, education, Spouse Join a dynamic network guided and facilitated by International Com- Community tax and legal issues. Get tips on upcoming events and spare time munity. It arranges social networking meetings and seminars for activities. spouses of international workers. International Citizen Service Practical information Go to the central point of access to all relevant authorities for Obtain practical information on living and working in Denmark from foreign employees and their accompanying families, and for foreign i International Community. Go to www.internationalcommunity.dk to jobseekers upon their arrival in the Central Denmark Region. Meet get information, sign up for the weekly newsletter and see the event International Community in this one stop shop service and get calendar. practical information and an introduction to the network, events, seminars and social activities, organized by International Com- International schools munity. IB certified schools from kindergarten till university.

28 29 “We must join our efforts to get to Talentville, a prosperous society of knowledge and innovation. We must leave all classical boundaries behind and forget the distinction between politics and business, public and private, big and small, Danish and foreign. It is necessary to open up and collaborate.”

Peter Kjær, Chairman of the Board, Erhverv Aarhus

Pakhus 13, Nordhavnsgade 4, Aarhus – home to Erhverv Aarhus/International Community

International Community Project Steering Committee Peter Kjær, Chairman of the Board, Erhverv Aarhus Jan Beyer Schmidt-Sørensen, Head of Business Department, City of Aarhus Lene Hartig Danielsen, Head of Citizen Service, City of Aarhus. Dan Skovgaard, Head of Industrial Board, Municipality of Favrskov Bente H. Steffensen, Director, Erhverv Aarhus.

Advisory Board Karina Boldsen, Director, International Mobility Development, People & Culture, Vestas Wind Systems Bente H. Steffensen, Director, Erhverv Århus Ulla Gjørling, International Director, Aarhus University Christian Lausten Sørensen, Special Advisor, Aarhus Municipality Lene Skyttegaard, HR Manager, Danisco Lone Skriver Pedersen, Global Mobility Manager, Grundfos Bo Terp, Corporate Communication Manager, Bestseller Ulla Kjær, Senior HR Manager, Arla Foods amba

X © International Community 2012

Published by International Community Editor International Community Text input Støvring+Woodward Kommunikation ApS Layout Campfire & Co Printed in Denmark

International Community Nordhavnsgade 4 8000 Aarhus C Let´s Denmark Intercom T: +45 8612 7200 www.internationalcommunity.dk/intercom F: +45 8619 2355 www.internationalcommunity.dk

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