The struggle of international talent already here.
Photographs: Pexels
Text: Greg McQueen
Every so often, I play an odd little game with my sons. Even though they’re standing right in front of me, I’ll act like they’re invisible, as though I can’t see or even hear them. As you can imagine, even though we’re playing, being ignored quickly becomes annoying for a child. And as the game continues, doubt creeps in, making them wonder if they might actually be invisible.
This quirky little game reminds me of what many internationals say about building a life in Denmark. Once the excitement of moving here fades, they begin to feel ignored and unwelcome.
And Dank Industri (Danish Industry) seems to agree, as according to figures published by them in 2018, Denmark ranks almost bottom of a list of 68 countries for ‘ease of settling in’ for internationals: ‘That’s just not good enough,’ the article states, ‘because international employees make an essential contribution—both to Danish companies, which are in dire need of labour, and to public finances.’
The challenge of settling in
This challenge is particularly relevant as cities like Aarhus are now investing in initiatives to attract more international talent. However, as we will explore in this article, an important question arises from these efforts: What about the highly qualified internationals already living in Denmark who struggle to find meaningful work and build careers?
Aarhus is investing money and resources in attracting new international workers over the next five years. The goal? According to the strategy published by the City of Aarhus, the aim is to grow the foreign workforce from 12% to over 15% by 2030, adding 7,500 new jobs for foreign workers.
To highlight the plight of internationals already in Denmark, Lyndsay Jensen, the editor and founder of this publication, shared a LinkedIn post about a friend with 15 years of experience who, despite meeting all job requirements, received yet another rejection email. This personal story sparked a broader conversation about the experiences of international professionals in Denmark. The post reached over 74,000 views and drew hundreds of comments from internationals sharing similar stories.
Following the post, Lyndsay created the hashtag #TheForgottenGold to highlight these overlooked professionals—people who have lived in Denmark for years, learned the language and adapted to the culture yet still face significant barriers to employment.
‘Denmark is investing millions to attract global talent,’ Lyndsay wrote, ‘but often overlook the pool of skilled internationals already settled here.’ Her observation points out a puzzling mismatch: While Danish companies say they welcome diversity and need international talent, many qualified foreign professionals already in Denmark remain unemployed and unnoticed.
Personal stories and struggle
While it is impossible to share all the stories and experiences in the comments of Lyndsay’s LinkedIn post, here are a few that highlight many of the challenges, frustrations, and difficult choices internationals face.
Take Veronica, who came to Denmark from the Czech Republic to study and stayed after graduating. ‘I wanted to give back to Denmark for my education,’ she says, talking about the free education and state grant (SU) she received. But despite her Master’s in Economics and Business Administration and experience at the European Commission, she’s spent 18 months looking for work in her field.
Veronica’s story is not unique. Many international professionals in Denmark face similar challenges in finding meaningful work. Ditte’s experience, for example, highlights another aspect of the issue. She left Ukraine when the war started in 2022 and picked Denmark because one employer showed genuine warmth. But after leaving that first job, she hit an unexpected wall: her name. ‘As Daryna, I received no responses to job applications,’ she says. ‘But when I started using “Ditte” instead, the interviews began coming in.’ This subtle yet significant barrier proves the difficulties internationals face in navigating cultural differences.
These stories are not isolated incidents. Fuad’s experience as a father of three who is thinking about leaving Denmark due to a lack of job opportunities illustrates the human cost of this issue. ‘I can survive here, but I can’t thrive,’ he says. Though he speaks Danish well and has strong qualifications, he faces a tough decision: find work in three months or leave his family to look for jobs back in the UK.
The cumulative effect of these stories reveals a disturbing pattern: qualified international professionals are being overlooked and underutilised in Denmark. This means that they often find themselves stuck in a cycle of short jobs, work below their skill level, or no work at all, despite having the skills Danish companies say they urgently need.
‘I wanted to give back to Denmark for my education,’ she says, talking about the free education and state grant (SU) she received. But despite her Master’s in Economics and Business Administration and experience at the European Commission, she’s spent 18 months looking for work in her field.
The bigger picture: Statistics and trends
Danish business leaders widely acknowledge the urgent need for foreign labour. As Jørn Neergaard Larsen, CEO of Dansk Arbejdsgiverforening, told another English newspaper back in 2015: 'We can under no circumstances do without foreign labour'.
However, as research by Dr Julia Jones suggests, Danish cultural values can create barriers for international professionals trying to integrate into the workforce. Dr. Jones studies how foreign workers settle in Denmark and found the challenges internationals face in Denmark run deeper than just learning the language. Her recent publication, 'The Dark Side of Hygge,' sheds light on how these cultural values can affect foreign workers. Hygge, a Danish concept that roughly translates to a feeling of cosy contentment and well-being, is deeply rooted in Danish culture and refers to the practice of creating a warm and welcoming atmosphere, often with good food, company, and comfort. But as Dr. Jones’s work points out, this cultural quirk typically excludes outsiders.
Cultural barriers and solutions
‘Denmark has a remarkably tight and homogeneous culture,’ Dr. Jones explains. ‘What creates a strong sense of belonging among Danes can feel like an invisible wall to outsiders.’ She points to three key cultural factors that impact internationals: the high value placed on cultural similarity, a strong emphasis on equality, and a sharp divide between public and private life.
Nanna Hauch, a Danish repat who works with internationals as a psychotherapist, adds a practical view: ‘When people talk about changing Danish culture to be more welcoming, I tell them,’ Good luck with that,’ she says with a knowing smile. Cultural change takes generations. Just look at the UK—it took 50 to 60 years to develop its current level of multiculturalism.’
This cultural context helps explain why even internationals who speak Danish fluently still struggle to build professional networks. ‘Danes tend to have well-established, closed friendship groups,’ says Dr. Jones. ‘While they’re often friendly in public settings like work, breaking into their private social circles—where many professional opportunities arise—can feel nearly impossible for outsiders’
Other professionals working to connect foreign talent with Danish companies see more profound issues at play.
Maria Madsen, originally from Mexico and now in her 15th year in Denmark, works with the International Community in Aarhus and watches this pattern unfold daily. ‘We’re great at attracting international talent, but there’s a back door that’s wide open,’ she says. ‘About 30% leave within three years, and by year six, we’ve lost half of them. The top reasons? Difficulty finding work and building social connections.’
Copenhagen Business School (CBS) is another example of this trend. Despite attracting a large number of international students, 42% of its international graduates leave Denmark within two years, according to a study by Aterini and Guldhammer Wolff (2020). Furthermore, this represents a significant loss—each international graduate who stays adds between 100,000 and 350,000 DKK annually to Danish public finances, with internationals contributing around 322 billion to Denmark's economy overall (Copenhagen Post, 2023).
Beyond the economic impact, the human cost is precise. Nanna Hauch sees the mental health toll in her work with internationals: ‘The constant rejection, the feeling of not belonging—it creates a cycle of stress that affects both the job search and personal life,’ she explains. She encourages internationals to focus on what they can control and build support networks with other internationals while gradually working to connect with Danes.
Some internationals, like Chandre Torpet, have found success by starting a company. ‘I decided to speak English in professional settings because my Danish, while fluent, often became a novelty rather than a tool for communication,’ she shares. Now, she helps European companies improve their diversity and inclusion practices, turning her perspective as an African-American foreign female to her advantage.
The answer to the talent shortage many Danish companies face is right here—highly skilled internationals who’ve already made Denmark their home and want to show what they can do. It’s time to spot the invisible treasure that's right in front of us, #TheForgottenGold that Denmark chooses not to see.
Making the invisible visible
As a Brit who moved to Denmark in 2001, I've watched these same issues play out year after year. But like Nanna Hauch suggests, I’ve seen slow but steady improvement. Maybe Aarhus’ plan to bring in more international talent over the next five years will help all foreigners in Denmark. As they say, a rising tide lifts all boats.’ The stronger focus on international workers might help Danish companies notice what’s right in front of them—skilled, motivated international professionals ready to share their knowledge and fresh ideas.
But we can't just wait and hope. Through LinkedIn and publications like The International, we need to keep sharing stories of #TheForgottenGold. You probably know an international who’s trying to build a career and find meaningful work in Denmark. By talking about their experiences and skills, highlighting what they have to offer, we can help more Danish companies see this invisible resource.
The answer to the talent shortage many Danish companies face is right here—highly skilled internationals who’ve already made Denmark their home and want to show what they can do. It’s time to spot the invisible treasure that's right in front of us, #TheForgottenGold that Denmark chooses not to see.