Refugees Employability Advocacy (Government :silhouettes: ( New…
Refugees Employability Advocacy
Many refugees are unemployed or not in the labour force
Many employers reported positive outcomes after hiring a refugee or had positive views on the benefits of hiring refugees
Language proficiency and relevant qualifications are seen as the biggest barriers to employment
Employers highlighted local knowledge and work practices as potential barriers
Using community networks and organisations and approaching employers directly can help refugees get a job
Many find employment opportunities in lower skilled jobs in health care and social assistance, construction and manufacturing
Employers’ experiences and attitudes to hiring refugees
generalist employment service (jobactive) replaced Job Services Australia on 1 July 2015.
The goals for future services are to:
maximise job seeker outcomes
be responsive to a changing labour market
strengthen engagement of employers and job seekers
deliver efficiency and value for money
enable effective activation
promote fairness and equity
encourage self-sufficiency and personal responsibility.
The next generation of employment services discussion paper
Refugees’ skills and experience valued by employers
New Employment Services Trial starts 1 July 2019
New Employment Services Model
Helping disadvantaged Australians into work
We must do more to support job seekers who face complex barriers to find work.
A future model could redirect more resources to assist job seekers who need help to overcome their barriers and prepare for, and find, jobs that last.
This could include more intensive face-to-face services.
These services could be supplied through a national network of providers, who would deliver quality services tailored to job seekers’ and employers’ goals and needs.
These enhanced services providers could encourage and support employers to hire highly disadvantaged job seekers.
Under current arrangements, newly arrived refugees are eligible for the Humanitarian Settlement Program (HSP), Adult Migrant English Program (AMEP) and jobactive.
From 1 January 2019, newly arrived refugees, receiving activity tested income support, will focus on HSP and AMEP for six months. These services allow newly arrived refugees to develop their literacy skills (including through an online e-learning package) and settle in Australia. They will then become eligible for full jobactive services after six months of receiving income support.
The more intensive face-to-face services could provide job seekers with four main types of assistance:
** pre-employment interventions such as job readiness training
** vocational training, including training to provide skills needed for specific jobs
** employment and work experience placements, including by offering wage subsidies to employers and other forms of assistance
** post-placement support to help job seekers keep a job.
Migration Council Australia
Friendly Nation Initiative
In 2000, 5 of 8 billionaires were from refugee families
** Refugee vs Asylum Seeker : protection (P/T) vs bridging visa
** Refugee vs Migrant : involuntary vs voluntary
Demographics: 81% working age, 9% has Bachelor's or beyond
NGOs funded by Commonwealth to provide services to humanitarian entrants for up to 18 months
Those who find work in the first 2.5 years after arrival, 43% casual, 25% permanent
In the first 2.5 years after arrival, 1 in 5 received full recognition of their foreign qualifications
Reasons for hiring refugees
** The refugee experience develops resilience, courage and adaptability
** Refugee employees are motivated to work hard and stay longer
** Refugee Employees can address skills shortages
** Refugee applicants are source of talent
** Cultural knowledge brings a competitive advantage
** Including refugees in your workforce leads to better performance and higher staff morale, through:
diversity and inclusion
enhancing staff pride and loyalty
Hiring refugees require initial investment that improves staff retention, productivity and positive business outcomes
Australian Employers' Guide to hiring Refugees
Settlement Council of Australia
Specialist service providers needed
Intensive and targeted support
Independent and robust review of Jobactive program
Broader assessment of job seeker's strengths and goals
Culturally sensitive online portal
Recommendations to Gov's Discussion Paper on New Employment Services Model
Limited English proficiency;
Lack of Australian work experience;
Limited access to transport and affordable housing close to employment;
Lack of knowledge of Australian workplace culture and systems;
Pressures of juggling employment and domestic responsibilities;
Lack of appropriate services to support employment transitions;
The refugee and resettlement experience and its impact on job-seeking;
Downward mobility and the pressure to accept insecure employment;
Discrimination in employment;
Difficulties with recognition of skills, qualifications and experience;
Lack of qualifications;
The Australian labour market and disadvantage;
Visa restrictions for people seeking asylum.
Report: What works
Lack of specialised service
Choosing between learning English and looking for work
Streaming and the Job Seeker Classification Instrument (JSCI)
Compliance measures and implications
Limited support with resumes and interview skills
Job Plans and lack of understanding of rights and responsibilities
Under-use of interpreters and lack of translated materials
Inappropriate Work for the Dole placements
Over-reliance on, and lack of support for use of, technology to look for work, and
Being treated with disrespect.
Long standing barriers to employment
Lack of opportunities to attain relevant Australian work experience
Difficulties in the recognition of prior qualifications and experiences, and
De-skilling than upskilling.
Report: Not Working including JobActive
Recommendation 1: Developing a national refugee employment strategy
Recommendation 2: Ensuring employment services effectively meet the needs of refugee and humanitarian entrants
Recommendation 3: Investing in intermediate labour market initiatives targeting refugee and humanitarian entrants
Recommendation 4: Recognising employers who value and are committed to workforce diversity
Report: What works
Specialist employment services targeting refugee and humanitarian entrants;
Employers who value and are committed to workforce diversity;
Coordination and collaboration among refugee entrants and their communities, education and training providers, employment services and employers;
Initiatives tapping into the entrepreneurial spirit of former refugees through social enterprise and small business development;
Building awareness within refugee background communities about career pathways in Australia.
Report: What works
Policy and Program Responses
Individual case management and referral services;
Mentoring programs with an employment focus;
Information and training on Australian work culture and systems;
Work experience programs;
Industry-related training targeting migrant and refugee communities;
Services providing career advice, planning and job search support;
Social enterprise and initiatives supporting small business development;
Services advocating and liaising directly with employers;
Services providing support with skills and qualification recognition;
English language classes with an employment focus;
Post-employment follow-up and support.
Report: What works