On June 20th, World Refugee Day, it is vital — for both humanitarian and economic reasons — that refugees seeking a new life throughout the world find meaningful employment in their new countries.

Finding work for refugees can be difficult. Some people fled war-torn nations before finishing their education. Others are highly competent individuals who are having difficulty having their credentials recognised in other countries. They all have valuable contributions to make, but they require assistance in understanding the UK’s processes and working culture in order to become financially self-sufficient.


How can I help?

Organisations and businesses are in a unique position to assist refugees escaping conflict, persecution, or natural disaster. Employers can aid with lifting some of these barriers by implementing the following:


  1. Mentoring

It is critical for refugees to find the ideal mentor who appreciates their specific requirements. You can help others succeed by creating a mentoring programme that tackles the issues that this group is facing, such as the uncertainty of re-entering the workplace, language skills and navigating a foreign culture.


  1. Provide opportunities for learning and development

Placing importance on upskilling does not only benefit the individual but it is also an investment for your organisation and the future. One of the most important barriers to work for refugees is a lack of English language skills; individuals with reduced language skills are likely to have limited access of employment and training prospects.


  1. Provide employment opportunities

Limited work experience in the host country, which is frequently required for employment. Work placements and other job experience programmes are sometimes too brief, leaving participants with little time to acclimate to a foreign language and work culture. Some refugees have qualifications that they are unable to verify because they cannot get copies of the required papers. Take into consideration that traditional and desirable factors that an employer looks for in a potential employee cannot be universally applied to refugees. Instead, assess for skills and behaviours, making the process more objective and inclusive.


  1. Help develop behavioural skills

For anyone entering the workforce in a new country, the “practical skills” of job training may be the easiest part. Navigating the organisations behavioural skills e.g. adjusting to new standards of interpersonal communication, leadership, and network development might be the most challenging element of integration. It is important to be aware of these cultural differences and incorporate a level of sensitivity and care in helping anyone navigate through a challenging and often scary time in their lives.


  1. Support via donations to charities

There are many charities and support organisations that are in need of help and financial contributions to continue to provide vital support to those seeking refuge. Here are a few that we have discovered that do some great work in this space: