What kinds of accommodations do you wish employers would have for you during the recruitment and induction process that would make you feel more comfortable applying for a role?

Hi Andrew,

Reflecting on my personal experience, these are the main points that come to mind:

• Be understanding of gaps in my employment history due to my immigration status
• Give clear information about what to expect in the recruitment process and on the job
• Ask questions in plain English and allow me time to process and respond
• Connect me with other refugees/immigrants at your company who can share their experiences
• Provide cultural onboarding to help me understand UK workplace norms and expectations
• Be patient as I improve my English skills and adjust to working in a new country

Useful resources: https://www.tent.org/resources/uk-employers-guide/and https://thelaunchpadcollective.org/tlc-toolkit#:~:text=Our%20new%20inclusive%20recruitment%20toolkit,link%20to%20the%20toolkit%20module.

When you break the language barrier you will find huge knowledge and a new perspective which could be a big advantage for your organisation. Refugees enriched Germany’s culture. Don’t look at refugees as aliens or make assumptions, instead try to break the language barrier and try to learn from them and about their culture.

The government and employers can do a practical evaluation. In your country you have done the equivalent of an apprenticeship, maybe they could find a way to practically evaluate someone’s experience. Maybe also send an employer to see if you’re doing well and if you’re settling in.

The primary thing is to be able to give people a level playing field. They should make it easier for people to be recruited. They should address skill gaps, changes in the market, in the industry so you can feel left behind. You need to be given opportunities to learn and refresh your skills. Not all refugees are the same, some refugees are really skilled and experienced and its unfair for them to start at entry level. Why are refugees not considered for more senior roles. If companies in Britain are committed to train 10 refugees annually that will work for them. Every refugee in Britain would be in employment then.

What employers shouldn’t ask, based on my personal experience, is about the ‘next 5 years plan’. It’s not easy to answer unfortunately because you don’t know about the visa and other stuff. I know it’s a common question in interviews, but I hope that by looking at my CV, they understand who is in front of them. All refugees face different challenges, but we do have opportunities for learning and support.