Fifty years ago, immigrant women may not have been in Denmark’s labor market at all.
Twenty years ago, the conversation about integration of immigrant women in the job market was nearly nonexistent.
Yet today, here they are—the women and the discussions, both—pushing forward, learning, advocating for themselves, and inspiring others to do the same.
Progress is slow, but it is not impossible.
In the first part of this analysis, I described the hidden challenges, expectations, and structural barriers that Asian women encounter in Denmark’s labour market.
The struggles of Asian women in Denmark’s labour market
Despite their high levels of education, many of these women find themselves employed in positions that do not fully utilize their professional expertise.
Key barriers—including language proficiency, limited social and professional networks, systemic biases, and visa and residency constraints—significantly influence their employment prospects.
In this part, I will focus on potential solutions to foster a more inclusive, equitable, and merit-based labor market.
Process presents challenges and opportunities
This process of integrating highly skilled immigrant women into the workforce presents both challenges and untapped opportunities.
Given labor shortages in several sectors, creating pathways for the full participation of educated immigrants could offer significant economic and social benefits.
A comprehensive strategy encompassing policy reforms, employer engagement, and targeted support for women can help address these challenges and unlock the potential of a more diverse workforce.
First Step: Shifting Employer Mindsets
There are certain things that employers in Denmark need to consider when attempting to hire a new employee that can reduce accidental biases.
Credibility based Recruitment
Personal networks play a pivotal role in garnering productive employees; however, heterogeneity could promise higher productivity.
Diversity within the workplace brings forth diverse, multifaceted and complex ideas, making way to creativity, and balance.
The emphasis needs to be given to the educational achievement of the individual and not who the person is connected to.
Employers should:
- Establish diversity quotas to ensure fair representation.
- Provide internship pathways for highly skilled immigrants to gain Danish work experience.
Recognising Foreign Degrees
There is a need for a streamlined system to evaluate and accredit foreign qualifications.
Denmark can take inspiration from countries like Canada and Germany where they have faster and efficient degree recognition processes.
Danish Language Support without Employment Barriers
Companies can offer Danish language trainings as part of employment rather than making it a prerequisite.
“I could learn Danish if I had a job that supported it,” says Rashmi who has a Bachelor’s degree in International Sales and Marketing.
“But if learning Danish first is a requirement, then how do I even start?”
Encouraging new talents
Programs designed to support new talent often end up benefiting only a small fraction, leaving many overlooked.
For instance, student assistant jobs provide valuable experience for fresh graduates, helping them build essential skills.
Likewise, while unpaid internships may be acceptable for students completing coursework, offering incentives to graduates undertaking internships can serve as motivation, encouraging them to persist in their career journeys.
Second Step: Empowering Ourselves
As job seekers and employees, we must recognize that building a successful career requires time, patience, and opportunities to gain experience and expand our networks.
Expecting someone to be highly proficient in Danish, have over five years of experience for an entry-level position, and possess strong industry connections from the start is unrealistic.
However, these goals can be achieved by actively working on self-improvement through the following steps:
Building Stronger Networks
To integrate into the job markey, immigrant women should actively seek mentorships, professional groups, and networking opportunities.
- Organizations like KVINFO, ReDi School of Digital Integration, PepsiCo’s Mentorship Program, etc. offer mentorship programs for immigrant women. These programs aim to support immigrant women in Denmark by enhancing their professional skills, expanding their networks, and facilitating smoother integration into Danish society.
- LinkedIn can be a powerful tool for visibility and direct outreach to hiring managers.
- Attending industry events and job fairs, even as an observer, can help women gain familiarity with workplace culture.
- Volunteering with non-profit organizations demonstrates goodwill and helps in building valuable networks.
Sonja (from Bangladesh) who holds a Master’s in Tourism from University of Copenhagen says:
“I started joining several clubs of hospitality. One of them called DHYP (Danish Young Hospitality Professionals) was particularly helpful in establishing me in the hospitality industry. I got to know a lot of people from the service industry which gave me confidence and now I work in a managerial level.”
Strategic Career Transitions
Many women find that their original qualifications don’t translate directly to the Danish job market. Reskilling in high-demand sectors—such as IT, green technology, and healthcare—can improve employability.
Starting Small but Smart
Some women achieve success through freelancing or entrepreneurship. Bella, a communications graduate from Aalborg University, now runs a successful hair salon in Copenhagen.
“At first, it was about survival, but now it’s a brand. I have built a loyal client base who visit me regularly.”
Third Step: Role of the Government
There won’t be any significant change until there are better policies proposed and implemented by the government itself.
There needs to be more action based examples rather than just empty reassurances.
Stronger Labor Market Integration Policies
Rather than relying solely on their own communities to find employment, new immigrants would greatly benefit from government-funded job centres that connect them with relevant job opportunities.
These centres should also support non-European fresh graduates and students in securing internships and graduate programs.
Many Asian immigrants, for instance, may be unfamiliar with the nuances of the Danish labour market.
To bridge this gap, job centres should offer integration classes and tailored guidance to help newcomers navigate the job market with confidence.
Visa Flexibility
Visas like Family Reunification should include job-seeking support, recognizing spouses as professionals in their own right.
Amira, who arrived in Denmark on a Green Card 10 years ago, had to take jobs outside her field to meet strict visa salary requirements.
Despite holding a Master’s in Logistics, she worked as a housekeeper to maintain her status, as the scheme required her to earn 320,000 DKK annually.
“I couldn’t afford to wait for a logistics job—I had to take anything that met the income requirement,” she explains.
With proper guidance, individuals like her could have pursued careers aligned with their expertise.
Now, with a decade-old degree, she feels left behind and overlooked in her field.
Flexibility in Educational Policies
Student assistant jobs and similar opportunities should be open to fresh graduates, not just students.
Paid internships and graduate programs with incentives can provide financial stability and career momentum, fostering a more inclusive and skilled workforce.
The proposed solutions are not easy. Despite seeing some great positive stories in the current years, many immigrant women still find themselves struggling to find relevant employment.
That is the harsh reality—and the irony. Change is easier said than done.
But acknowledging the problem and pushing for solutions is a necessary start.
The experiences of Rashmi, Sonja, and countless others prove that while resilience is essential, systemic change is the real key to inclusion.
Denmark prides itself on fairness and equality, yet its labor market paints a different picture for immigrant women.
Recognizing foreign degrees is one step, but what about those who hold Danish degrees and still find themselves working in low skilled jobs?
If education and skills aren’t the barriers, what is?
Initiatives would insure highly educated immigrant women
Beyond policy reforms, Denmark could also take inspiration from models used in other countries, such as private employment agencies that actively match candidates with relevant jobs based on their expertise.
Such initiatives would ensure that highly educated immigrant women are not left navigating the job market alone.
The question remains: Will Denmark truly recognize their talent, or will it continue to let skilled, ambitious women slip through the cracks?
The answer will shape not only the lives of these women but also the future of Denmark’s workforce and economy.
