Lora Agbaso and her ESOL students.
Advocating for refugees at work: overcoming language barriers
In this blog, we explore how language barriers can impact refugees in the workplace, and share practical ways to create more inclusive environments.
Language is more than just words – it’s about connection and belonging. It’s the bridge from isolation to inclusion.
For many of us, speaking our native language comes naturally. We rarely think about what it means to be understood. But this isn’t the case for many refugees. Familiar ways of communicating and expressing oneself, ingrained since childhood, are suddenly gone. So, even simple conversations can feel intimidating.
Of course, every refugee’s experience is different. Many speak fluent English and don’t face significant linguistic challenges. But for those who do, engaging within their communities, job-hunting and navigating the workplace can be challenging.
What language barriers do refugees face when looking for a job?
For some refugees, the first challenge is the time and strength it takes to develop their English to a level that will enable them to work towards their long-term employment goals.
Our 2023-24 data shows that only 37% of our clients considered themselves ‘proficient’ English speakers. Yet, refugees are highly motivated to learn – it isn’t about being unwilling or incapable. Factors such as lack of access to resources or the emotional toll of trauma can make language learning more difficult.
Moreover, according to Lora Agbaso – an ESOL tutor and PhD student researching the intersection of forced migration, trauma and second language acquisition – the current ESOL curriculum can fail to reflect the realities of vocational language and everyday social contexts. Lora, who is of refugee background herself, believes that as a result, people who complete ESOL courses may not be adequately equipped to translate classroom learning into real-world communication.
Then, once refugees do try to enter the job market, they can face further daunting language barriers. The clients we work with have highlighted the following challenges that they have come across while working to improve their English language skills:
- It can be difficult to understand requirements in job ads, particularly in technical fields where industry-specific terminology can differ from country to country.
- Writing CVs and cover letters.
- Knowing where to look for job vacancies.
- Struggling to sell skills and experience in job interviews. Refugees might be unfamiliar with the language and communication styles used in UK job interviews, such as answering behavioural questions or interpreting the nuances of what employers are looking for.
Our client, Baldomero, wanted to rebuild his career in the UK but felt limited by his English skills. Despite having significant experience in his field and working-level English, Baldomero believed employers would hire someone with native-level fluency instead. This belief knocked his confidence, preventing him from applying for roles that matched his professional capabilities.
Additionally, refugees looking to re-enter various professions, such as healthcare and law, must hold an English proficiency certification, such as IELTS or OET, to work in the UK. While they may already be qualified in their home countries, the time and financial costs of obtaining the necessary English certification can create further barriers, delaying their ability to return to their professional careers.
What language barriers do refugees face when they’re employed?
We know that refugees contribute great value to workplaces by bringing new experiences, skills and innovative approaches. However, many people from refugee backgrounds in different sectors and levels of seniority have told us that language barriers can still be present, even after securing a job. For example, job contracts or policies with formal or complex language can be difficult to understand. This can make it difficult to fully grasp the nuances of rights and responsibilities.
Communication barriers can also impact a person’s confidence and how they contribute to team meetings, casual conversations with colleagues, and workplace culture.
Being less proficient in English does not determine an individual’s drive, potential or capability. Data from our 2023-24 impact report shows that our clients, on average, have a higher level of education than the British public, and 64% have more than three years of work experience. However, the challenge of navigating a new language can prevent them from fully showcasing these abilities. As a result, skilled individuals may miss out on promotions for which they’re qualified.
How is Breaking Barriers helping?
Our clients speak more than 100 languages, the most common being Arabic, Farsi, Dari, Ukrainian and Pashto. So, what is Breaking Barriers doing to support them?
- Partnering with language schools: We partner with more than 100 institutions to offer structured and flexible language learning opportunities. This helps our clients to achieve high-level English proficiency and qualifications like IELTS or OET, which are essential for higher education and professional re-accreditation in the UK.
- Volunteer-led programmes: We also run our own targeted English classes focusing largely on language for the workplace to build confidence and skills in professional settings. Our inclusive courses are led by volunteers who are qualified teachers and teaching assistants. In our last financial year, we delivered 421 group education classes to 321 clients, including IT and Digital Skills classes.
Antonia, a Breaking Barriers Education volunteer, said: “I think it’s important for all language learners to be taught about spoken discourse, or how conversation works in English. This includes phrases for opening and closing conversations, how to take turns, how to seek clarification if they don’t understand and how intonation and stress impact meaning.”
How can you support colleagues from a refugee background?
- Set up a conversation exchange! Enjoy a coffee with your colleague while they practice their English with you and teach you some of their mother language.
- Be mindful of your pace and language. Speaking clearly and avoiding slang or idioms eases understanding for colleagues who are still building their English skills.
- When casual conversations lead to action points, follow up in writing. This ensures clarity for those learning English and helps keep everyone on the same page!
What can employers do to support refugees with language barriers?
Breaking Barriers’ HR Manager, Dani Meier, shares some insights into how employers can make a difference:
- Use clear, simple language: make sure job descriptions, policies, and workplace communications are jargon-free and written in plain, accessible language to improve understanding. This will benefit all staff!
- Offer a buddy system: As our volunteer Antonia suggested: “I think the ideal scenario is to match the employee up with a buddy, ideally who speaks the same language, with whom the employee can reflect on their experiences, seek insight into the behaviour of colleagues, customers, stakeholders and seek guidance on how to operate effectively in the organisation.”
- Offer technical language training and create a glossary: help employees build confidence in using industry-specific terminology.
- Upskill hiring managers to provide an inclusive recruitment process: this could include giving interview questions ahead of time, using a variety of question formats (both ‘tell us a time when’ and scenario-based questions), and offering to repeat and reframe questions during an interview.
- Create a culture of accessible meeting habits: sharing agendas and resources/pre-reads ahead of meetings and recording meetings with transcriptions. This allows individuals to feel prepared ahead of a meeting, revisit the information after it and digest it in their own time.
- Use Inclusion Passports: Inclusion Passports, provided in a simple Word document template, encourage staff to share information about their preferred ways of working. Employees can outline their communication styles and needs to the extent they feel comfortable. This can be shared with their line manager to facilitate conversations about appropriate support.
- Encourage correct pronunciation of names: This isn’t just about supporting refugees with language barriers – it’s about ensuring they feel welcomed and respected. Employers can encourage tools such as #MyNameIs to emphasise the importance of correct name pronunciation and empower staff to speak up and correct colleagues when needed.
From my experience working first-hand with refugees, I’ve seen how language limitations can undermine confidence. Overcoming this isn’t just about learning the language but feeling supported enough to use it.
We all play a part in breaking down barriers. Whether you’re an individual or an employer, small actions can have a big impact.
