Tapping Hidden Talent: Moving Companies towards Inclusive Refugee Hiring - Migration Summit 2023
MIT OpenCourseWareKey Moments
Companies urged to hire refugees as untapped talent, shifting perception from burden to asset, requiring empathy and systemic change.
Key Insights
Reframing refugees as active 'change makers' and valuable assets, not passive recipients of aid, is crucial for effective inclusion strategies.
Companies need to lead inclusion efforts 'top-down' with C-suite buy-in, focusing on transferable skills over rigid job descriptions and creating dedicated recruiting teams.
Systemic barriers must be addressed, requiring an 'ecosystem approach' involving collaboration between non-profits, corporations, and policymakers.
Beyond hiring, companies must invest in comprehensive onboarding and ongoing support, demonstrating empathy and providing resources for refugees to thrive.
Innovative models like remote work opportunities for refugees in countries where they lack the right to work are essential, supported by partnerships and debunking myths.
Measuring and advocating for inclusive HR practices, such as inclusive job descriptions and fair interview feedback, are key to sustainable change.
SHIFTING THE PARADIGM: REFUGEES AS ASSETS
The conversation emphasizes a critical paradigm shift: viewing refugees not as a burden or passive subjects of pity, but as active change-makers and untapped talent pools. This reframing is essential for unlocking their potential and driving economic inclusion. Organizations like Ashoka and Hello Europe champion this approach, highlighting that migration is a human phenomenon that, when supported, can foster social innovation and change. Recognizing the inherent skills, resilience, and potential contributions of refugees is the foundational step toward building more inclusive economies and communities.
CORPORATE LEADERSHIP AND SYSTEMIC CHANGE
For companies to effectively hire refugees, leadership commitment 'top-down' is paramount. This involves not only C-suite buy-in but also a willingness to rethink traditional hiring practices, such as rigid job descriptions and focusing on transferable skills. Companies are encouraged to establish dedicated recruiting teams with individuals from refugee communities who understand the nuances of language and culture. Accenture's experience highlights the success of this approach, including creating specific landing pages and investing in a specialized recruitment team to streamline the hiring process and build trust.
THE ECOSYSTEM APPROACH TO INCLUSION
Inclusive refugee hiring cannot be solely the responsibility of civil society or the public sector; it requires a collaborative 'ecosystem approach'. This means bringing together diverse stakeholders—non-profits, corporations, government, and social entrepreneurs—to jointly identify barriers and co-design solutions. Ashoka's work in facilitating 'ecosystem accelerators' brings these players together to analyze problems collectively. Recognizing that complex challenges demand cooperative efforts, this approach ensures that efforts are coordinated and leverage the unique strengths of each participant.
EMBARKING ON THE JOURNEY: HIRING AND ONBOARDING
The process of hiring and integrating refugees requires significant 'sweat equity' and a commitment to more than just filling a position. Companies need to invest in comprehensive onboarding that goes beyond standard procedures, offering tailored support, empathy, and cultural understanding. This includes addressing potential challenges with unfamiliar systems, providing resources for legal support, tax preparation assistance, and even home or car buying guidance. The goal is to create a welcoming environment where refugees feel valued and can truly thrive professionally and personally.
INNOVATIVE PATHWAYS: REMOTE WORK AND DEBUNKING MYTHS
Organizations like Open Door Policy are breaking new ground by creating remote work opportunities for refugees, particularly in situations where they may not have the legal right to work in their host countries. This model requires creative solutions, often involving independent contractor roles and a deep understanding of diverse payment mechanisms. A critical aspect of this work involves debunking pervasive myths and misinformation, both within employer communities and refugee populations, about employment rights, capabilities, and payment processes. Groundwork and direct engagement are key to overcoming these fictions.
SUSTAINING CHANGE: MEASUREMENT AND ADVOCACY
To ensure long-term success, companies must actively measure and advocate for changes in their HR practices. This includes revising job descriptions for more inclusive language, shifting from a requisition-driven to a talent-pool-driven approach, and enhancing the interview process with more constructive, less subjective feedback. Developing internal 'agitators' who question hiring decisions and explore the 'why' behind rejections is crucial. Furthermore, fostering internal communities, such as employee resource groups (ERGs), and leveraging partnerships with expert organizations can help companies navigate compliance and provide necessary support.
Mentioned in This Episode
●Software & Apps
●Companies
●Organizations
●Concepts
●People Referenced
Common Questions
Shift the paradigm by recognizing refugees as active change-makers with valuable skills and potential contributions to the economy and communities. Highlight their resilience and hard work as assets.
Topics
Mentioned in this video
A television station in Sudan where Ivana Musa worked as an anchor.
A person who, as a refugee in Hong Kong, pursued education and eventually secured a role at Commerzbank.
An initiative focused on identifying and scaling innovative solutions for migration integration and refugee movements, originating from Ashoka.
An employer partner for Open Door Policy, connecting refugees with remote work opportunities.
A religious holiday mentioned as an example of cultural events that hiring managers should be aware of to support their employees.
A newspaper that published an article about Innocent Matunga's story.
CEO of Accenture, who is passionate about supporting DEI strategies and refugee/immigrant talent.
Founder of Open Door Policy, a non-profit training refugees for remote work, and a resident coach at 500 Global.
A company piloting AI-enabled technology for integrating with ATS systems to track candidates.
An early-stage venture capital fund where Katrina To also serves as a resident coach.
Human Resources departments that play a critical role in hiring and retention, but can face challenges without leadership support or resources.
A bank where Innocent Matunga eventually secured a role after overcoming educational barriers.
A non-profit that trains and connects refugees to remote work opportunities with employer partners.
Mentioned in the context of inspiring a vision for a 'Beloved Community' that companies should aim for.
An ally at Upwardly Global, sharing employer best practices from St. Louis Mosaic.
An organization collaborating with Upwardly Global, sharing employer best practices.
Applicant Tracking Systems that AI-enabled technology will integrate with for tracking immigrant and refugee candidates.
A non-profit organization based in the United States that helps refugees and immigrants integrate into the workforce and economies.
The university where Ivana Musa obtained her Bachelor's degree in Business Administration.
A television station in Sudan where Ivana Musa worked as an anchor.
A Fortune 500 IT and consulting company that has hired numerous refugees and immigrants through its recruitment initiatives.
Director of the Hello Europe initiative at Ashoka, focusing on migration integration and refugee movements.
An alumna of Upwardly Global from South Sudan, who shared her journey of coming to the US and finding work.
A radio station where Ivana Musa worked as a journalist.
Key personnel in companies who need education and support to effectively hire and integrate refugee employees.
A religious observance mentioned by the moderator, noting its start the following day.
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