Skilled labour migration is used as a strategy to overcome the shortage of skilled workers, not only in Germany but also internationally. In Germany, the Skilled Labour Immigration Act (FEG) was introduced in 2020 and amended in 2023 to regulate the skilled labour migration. This law creates a legal framework aimed at enabling the regulated and simplified immigration of qualified skilled workers (Schröder, 2024). In parallel, various programmes and cooperation models have emerged focusing primarily on formal skills and qualifications, while the perspectives and realities of life of the migrating skilled workers themselves often remain in the background (Liu-Farrer, 2025). Similarly, there is a tendency to view migrants in a deficit-oriented way, which is increasingly being criticised (e.g., Matysiak et al., 2023). This is contradictory to the understanding of integration and inclusion, as integration refers to a long-term and sustainable reciprocal process between all individuals with the conscious avoidance of discrimination to ensure fair and equal participation in all areas of social life (Bommes, 2011). The associated facilitation of participation is closely linked to inclusion, as this represents the target state (Georgi, 2015). Inclusion involves breaking down structures that disadvantage people and promoting participation (Georgi, 2015), supplemented by the aspect of intersectionality (More & Ratkovic, 2020). However, inclusion frequently fails due to the loss of resources experienced by migrants as a result of discrimination, a lack of recognition of qualifications and a lack of social networks, which permanently hinders their participation in society despite the structures offered (SVR, 2025). Empowering migrants is essential in this context, not because it is a matter of mere adaptation, but because it is about creating conditions that enable faire, non-discriminatory and shared shaping of social life.

According to Hobfoll (1989), the loss of resources is a stress diver, especially since migration itself is a stress factor (Herroudi et al., 2023), whereby empowerment can be used as a resource-gaining strategy. Empowerment, on the other hand, refers to self-empowerment and self-enablement as well as the strengthening of personal power, autonomy and self-determination (Herriger, 2020) and can be promoted with the help of a strength-based approach (Saleebey, 1996). This approach focuses on the strengths of individuals, which is consistent with the understanding of resource orientation.

Hobfoll (1998) developed the multiaxial coping model (Hobfoll, 1998), which enables the identification of coping strategies. He developed nine specific coping strategies that can be classified according to the dimensions of his multiaxial coping model (Hobfoll, 1998): prosocial/antisocial, active/passive and direct/indirect. This approach facilitates the application of active resource management. E.g., the search for support would be found on the prosocial dimension in addition to the active dimension. In reality, this would prove difficult due to a lack of social networking (SVR, 2025).

Results from recent studies also show that vocational education and training (VET) can contribute to inclusion and integration (e.g., Moreno Herrera et al., 2025). Although there are some access structures and accessibility measures provided by actors in VET and on the labour market (Klaus & Kühn, 2026), the potential scope of measures is not fully explored, nor is the potential for empowerment in the measures considered.

For this reason, this research aims to address the following research questions:

[R1] What coping strategies do (labour) migrants show in the context of migration, and what implicit or explicit strengths can be derived from these strategies?

[R2] What potential does VET offer for promoting the empowerment of (labour) migrants, and in what ways does it contribute to realising and fostering existing strengths, as well as enabling sustainable inclusion? 

The research is conducted using a mixed-methods approach. It analyses the German case based on data from the ‘Skill Partnerships for sustainable and just migration patterns (SKILLS4JUSTICE)’ project, a HORIZON Europe-funded project. The mixed-methods approach is based on data and theory triangulation, comprising document analysis as well as quantitative and qualitative surveys. Quantitatively, an online survey was conducted using a questionnaire developed by the project consortium with the using of the TIVIAN/Uniparks survey tool. At the same time, qualitative problem-oriented interviews (Witzel, 2000) were conducted. In these guided interviews, various migrants with different residence statuses were interviewed. Due to data protection reasons, both groups are independent. I.e., interviewees did not answer the questionnaire and vice versa. Participants were recruited using the respond-driven sampling method (Volz & Heckathorn, 2008). The online survey and interviews were carried out from July 2025 to November 2025. The online questionnaire is divided into 10 sections and comprises a total of 61 items. In addition to demographic information, the investigated dimensions were education/skills profile and mismatch experience, justice perception (everyday life and workplace), challenges and support, individual strengths, social participation and civil rights, discrimination, and Germany as a destination or transit country. The questionnaire was provided in German language at B2 level, as this language skills level is a formal requirement for labour migration. Average time of completion was 20 minutes. A total of 105 migrants from different migrant groups (forced or labour migration; employment sector; region) took part in the quantitative survey. The quantitative data was analysed using the SPSS 24 programme. The interviews were structured according the dimensions of the quantitative inquiry. Overall, 24 interviews were conducted in German with a duration range between 45 and 120 minutes. Where there were no legal restrictions, the interviews were recorded and transcribed using the AI tool f4 transcript. The transcripts were then corrected and analysed using the software MAXQDA as qualitative content analysis (Kuckartz & Rädiker, 2024). In order to enrich the quantitative findings through a deeper understanding of potential, the coping strategies (Hobfoll, 1998) and strength-based approach (Saleebey, 1996) were applied as additional theoretical framework. Findings from the quantitative data were then supplemented by results from the qualitative interviews.

Preliminary results indicate that (labour) migrants, who describe themselves as particularly sociable and open-minded, show clear tendencies towards prosocial coping strategies. Examples are seeking social support and social joining (Hobfoll, 1998). These strategies lie between the direct, active and prosocial axes in the multiaxial coping model (Hobfoll, 1998). Recognising social and communicative resources is the first step towards the targeted promotion of such resources. In VET, explicit social networking opportunities could be created, for example in the form of learning tandems or peer learning opportunities. Onboarding programmes such as buddy systems can be introduced at workplace. Such programmes could not only utilise these strengths, but also actively highlight them as a factor for success. Despite individual potential and resources, migrants encounter barriers in the form of discrimination or a lack of opportunities to meet the local population, which can lead to social isolation. This may indicate a mismatch between the resources brought with them by (labour) migrants and the lack of spaces for resonance in the destination society, meaning that the coping strategies of seeking social support and social joining are not reciprocated. In other words, reciprocal and open settings are non-existent or scarce. However, social networking can make a valuable contribution to inclusion and thus to sustainable participation (SVR, 2025). The targeted implementation of appropriate measures in VET and at workplace that explicitly focus on resource orientation has the potential to empower (labour) migrants, as enabling migrants to consciously use their strengths and promoting these strengths can lead to the development of autonomy and self-empowerment. This, in turn, can support social participation and inclusion. Furthermore, a resource-oriented perspective offers opportunities for development within companies, particularly when the focus in personnel selection shifts from deficits to potentials. This fosters mutual learning processes between employees within companies.

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