Engaging with employers in the hiring of refugees: a 10-point multi-stakeholder action plan for employers, refugees, governments and civil society
21 Sep 2018
he Action Plan is composed of 10 “action areas” identified as key to supporting the successful labour market integration of refugees. The action areas are illustrative of the process and issues faced by employers concerning the hiring of refugees. For each action area, the support that governments, civil society, employers and refugees can provide is highlighted.
The Action Plan is structured as follows: As a starting point, employers must be in a position to navigate the administrative framework
regarding work rights (Action 1) and have sufficient legal certainty on the length of stay of refugee workers (Action 2). Once these preconditions are met, the necessary first step in the labour market integration process is the initial assessment of refugees’ skills (Action 3). Some skills gaps may be identified in this process, and measures for re- and upskilling may be needed to increase refugee employability (Action 4). With this base, a proper matching can be done with employers’ skills needs (Action 5). For a fair recruitment process, equal opportunities are a precondition (Action 6), and the working environment must be prepared (Action 7). Enabling long-term employability requires
specific attention (Action 8). To ensure that scalable models for refugee employment are sustained and championed by employers, building a real business case for employment is essential (Action 9). Finally, different stakeholders need to work effectively and efficiently together throughout the
process (Action 10).
This Action Plan intends to inspire focused policy action and structural co-ordination among different stakeholders with the aim of facilitating the process of refugee employment for employers, governments, civil society actors and refugees, and thereby getting the most out of refugees’ skills to the benefit of all stakeholders