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New approaches to the employment process are seeing an increase in connecting newly arrived skilled migrants and refugees with employers who see value in their skills and experience.
The ‘Settling into Work’ (SiW) social enterprise works with employers who value diversity, practice inclusion, and who understand the unique expertise, experience, and value that migrant and refugee workers bring into the workplace.
There is a stigma around migration and refugees that often breeds divisive opinions. Border control and other political talking points can often put refugees in a box, labelling them with negative connotations, rather than seeing the positive value they can give to the Australian economy.
Just last year, the Albanese Labor government announced a $160 million package of reforms to restore integrity to Australia’s refugee protection system, providing a fair go to genuine asylum seekers and helping to break the business model of people who seek to exploit the system.
“Crucially, these reforms will ensure that those found to be owed Australia’s protection will have access to quicker and fairer assessment of their claims, allowing them to rebuild their lives with certainty and stability,’ said Minister for Immigration, Citizenship, Migrant Services and Multicultural Affairs, Andrew Giles.
Opportunities for skilled migrants and refugees are extremely important as they are an integral part of the labour force in Australia. According to the Australian migration program page, skilled migrants have very high participation rates in the workforce, and help to stimulate economic growth.
They also play an important role in regional development by providing skills and labour that can't be sourced locally, as well as encouraging investment and promoting local spending in regional areas.
According to the University of Sydney, here are five reasons employers should consider hiring refugees or migrants:
- Access a diversity of skills and expertise.
- Expand your customer base and supply chains with access to new local and international markets.
- Increase your innovation capability through fresh perspectives of refugee workers.
- Foster a sense of purpose in your organisation through a culturally diverse workplace that is inclusive of refugees.
- Help refugees and their families to rebuild their lives in their new home countries.
An important detail that Humans Like Us presents, is the courage, resilience, and adaptability that refugees have. The experience of surviving a refugee’s journey is a great indicator of the resilience they have, which can be a very beneficial characteristic.
These experiences also naturally develop a person’s problem-solving skills and adaptability to change. The ability to communicate in more than one language also demonstrates learning agility and brings a point of difference to an organisation.
Some refugees have years of extensive work experience in their home countries but struggle to find jobs in Australia. However, if organisations invest in even short-term contracts for refugee or migrant workers, they may be blown away with their skills and experience, which could see them promoted to senior positions in quick succession.
Australia is experiencing major skills shortages in a range of industries. Eighty per cent of refugees are of working age and motivated to undertake skills training to work in industries where their employment prospects are high. Motivated workers have always been proven to boost productivity.
By embracing the skills and experiences of migrants and refugees, employers are not only enriching their workforce but also fostering a more inclusive and vibrant society. The skills shortage and economy both receive boosts from this process and by stepping out of a traditional mindset and looking at new processes, businesses can begin to bounce back.
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Benefits include any additional incentives that encourage working a little bit more to obtain outcomes, foster a feeling of teamwork, or increase satisfaction at work. Small incentives may have a big impact on motivation. The advantages build on financial rewards to promote your business as a desirable employer.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
