Fostering belonging: Refugee and immigrant inclusion in the workplace

Published: 11 September 2024 | Georgie Williams

Ideas about nationality and citizenship influence our perspectives on “belonging” and what that looks like in a healthy workplace environment. Here, Georgie Williams considers how we can foster ideas of belonging that defy the constraints of national borders and anxieties around cultural differences.

Refugee and immigrant inclusion is an often-overlooked area of DEI, where the multifaceted and intersectional experiences of refugees and immigrants are often analysed as a “sum of their parts”. Race, national identity, cultural identity, gender and socioeconomic status are considered as distinct factors instead of as a unique and nuanced interplay of identities. Of course, there are significant differences in the experiences of refugees and immigrants. They are defined differently as groups of people. According to the UNHCR, the UN refugee agency, a refugee is “someone who has been forced to flee conflict or persecution and has crossed an international border to seek safety”. The international child welfare NGO Save the Children defines an immigrant as “a person who comes to a country with the intention of taking up permanent residence”. But although there is a difference between making the choice to leave one’s home country willingly and being forced out due to threats to one’s safety, both groups experience a marked upheaval in their lives which can significantly impact how they are accepted into the workforce of their next country of residence.

Research has found that migrant workers face a higher risk of developing mental illness, partly because of the impact of “precarious employment” which can include (but is not limited to) low job security, low income or a lack of worker rights. A refugee and immigrant inclusive approach to workplace wellbeing involves removing the risk factors for precarious employment and ensuring that colleagues and supervisors of immigrants and refugees are informed about the lived experiences of individuals who live and work outside their home country.

Barriers to employment

The refugee employment charity Breaking Barriers has identified the following obstacles to employment, many of which also affect immigrants to varying degrees:

• employment gaps on CVs due to the lengthy asylum process;
• lack of UK work experience;
• limited understanding of the UK job market and no professional networks;
• non-recognition of qualifications;
• language barriers;
• cultural differences; and
• public misconceptions and discrimination.

Employment gaps

For refugees and immigrants, acquiring employment in the UK can be an intimidating experience. Many may feel obliged to disclose sensitive personal details about their relocation to explain employment gaps. Additionally, a cultural bias exists in the expectation that all prospective employees can demonstrate consistent employment. Expectations around the time dedicated in unpaid labour to families or loved ones can be starkly different: not all communities value paid labour above unpaid labour. Western ideals about employment and labour are highly subjective and culture bound and are by no means a measure of the integrity and skill of prospective employees from different communities. When fostering refugee and immigrant inclusion, it may be beneficial to be more flexible by widening the criteria for who can serve as a referee or by waiving the requirement on a case-by-case basis.

Qualifications

We also see biases in assumptions about educational qualifications, where ideas of academic prestige are grounded in fundamentally racist and classist ideas. For example, degrees from the Massachusetts Institute of Technology are generally more highly regarded in the UK than equivalent degrees from the prestigious Indian Institutes of Technology – although, as one analysis shows, it’s actually “easier to get admission to MIT than IIT”. Fortunately, support is available for employers looking to gain greater insight into international qualifications from UK ENIC. International workers can likewise apply to UK ENIC for a Statement of Comparability Certificate for their qualifications, which allows employers to bypass some of the challenges when they are trying to compare international grading systems or curricula for degrees and diplomas.

Language barriers and cultural differences

Language barriers and cultural differences are also a significant challenge for immigrants and refugees seeking employment. For a variety of reasons, many UK work roles require their occupants to speak a certain level of English. But some adjustments to workplace culture and inclusion practices can make a world of difference for ambitious immigrant or refugee employees. Consider the following approaches:

• Establish language exchange groups: Workplace groups that allow non-British workers to practise English and teach their spoken languages to other employees can allow all employees to upskill and facilitate wider cultural awareness.
• Provide translated copies of essential documentation: Creating copies of essential employee documents in other common non-English languages ensures all employees are fully informed of their rights and responsibilities and reduces the risk of any miscommunication.
• Provide captioning for virtual events: This easy adjustment not only benefits non-native speakers of English but also benefits deaf employees and employees with auditory processing disorders. Creating and circulating written minutes from these meetings keeps all employees on the same page.

Employer initiatives

Finally, it is important to recognise the profound impact that you, as an employer, an HR professional or a colleague, can have by facilitating the development of an immigrant or refugee employee’s professional network. With the consent and support of relevant employees, the following initiatives can benefit immigrant or refugee employees in the long term:

• Mentoring: Encouraging a mentor/mentee relationship between an immigrant or refugee employee and a more established colleague can be hugely beneficial. A mentor from a similar cultural background may prove a useful guide for immigrant or refugee employees adjusting to UK work culture. However, any mentor who is open to both supporting and learning from a colleague from outside the UK will be a significant asset with regard to refugee and/or immigrant employee inclusion.
• Internal/external employee spotlighting: Celebrating international holidays or different cultures through internal channels or externally via social media, to consensually spotlight refugee or immigrant employees, can ensure their reputation within your industry is bolstered. Often the most powerful approach allies of different cultures can take is to “use your platform”.
• Ensuring inclusion at events: When hosting events, always consider allocating quiet, accessible spaces for communication. Even native English speakers can struggle with understanding one another in loud, busy spaces. Additionally, whether at work events or not, take the initiative to try and connect refugee or immigrant employees who are still acclimating to their work environment to colleagues with common interests or skills. A good introduction can go a long way.

Show compassion, inherit the world

Although there are practical aspects to ensuring refugee and immigrant inclusion, the most essential factor in fostering inclusion is compassion. Compassion involves patience, open-mindedness and empathy. Although many of us will never experience having to relocate to a new country, we can all connect to the experience of feeling isolated or excluded. We stand to learn so much about resilience, adaptability and community when we open the doors of our workplaces to skilled, capable refugee and immigrant employees.