An Untapped Resource: Why Australian Employers Should Hire Refugees

Skilled, motivated and ready to learn, refugees are a largely untapped resource for employers across a number of national industries facing critical labour shortages. The number of refugees who are being resettled in Australia each year represents untapped talent and experience waiting to be used. Refugees are keen to engage with the community, to contribute and to build a new future for themselves – with many having valuable skills that can be brought to the local workforce. Refugees want to contribute to the Australian workforce and play a role in shaping its future. Child migrants social justice report. Refugees, therefore, should be seen as not just a solution to Australian staff shortages but also as a unique chance for local workforces, industries and organisations to strengthen themselves and benefit society. For Australian employers, hiring refugees is an opportunity to not just solve staffing issues but also improve the skills and quality of their workforce and contribute to their local communities.

Refugees as a Source of Talent

Often, refugees have performed high-value and professional functions in their countries of origin – as doctors, engineers, teachers, drivers, school principals, shop-owners, telco experts or nurses. Yet very quickly after arrival, refugees are forced into menial work. This is not their fault. They are eager to work and can be highly productive, but those in power chose to hold them back after spending so much time and money assisting them.

And refugees can be terrific employees. Many are accustomed to an environment of Homework Ethics, and could already have experience with consistent work punctuality and socially accepted job commitments. Refugees can be fast learners, knowing that their survival depends on hard work. This can benefit employers looking to fill critical staffing gaps – the unemployed currently outnumber job opportunities, especially in certain industries. Refugees could be an acutely untapped source of labour for employers with vacancies in healthcare, construction, manufacturing, agriculture and more.

The Business Case for Hiring Refugees

There are also clear advantages for Australian businesses in hiring refugees. One of the most clear-cut is related to ongoing labour shortages. Those forced to escape persecution tend to want to work (we know many of them are prepared to move mountains to do it), which means more candidates for positions that can’t be filled. These are positions in an Australian economy where the number of jobs has long outnumbered the number of workers, where we are grappling with shortages in aged care and healthcare (key service sectors for an ageing population) and in professional cooks, and where employers in many hospitality businesses struggle to maintain staff.

Practically, hiring refugees will help to staff workplaces and meet labour needs. It will also increase diversity and innovation in the workplace. Migrants, refugees and particularly university-educated ones, bring diverse experiences and understandings that can help to drive creativity and problem‑solving in the workplace. There is ample evidence to demonstrate that a diverse workplace is more innovative, and better positioned to solve complex problems. Employers are increasingly looking to hire refugees to benefit from and drive workplace innovation.

Furthermore, employing refugees is compatible with CSR initiatives (corporate social responsibility), as companies face increasing pressure from consumers and clients to demonstrate a demonstrated commitment to social ‘good’. Hiring refugees signals a company’s commitment to social responsibility, inclusivity and diversity – in addition to creating employment opportunities for people who have experienced extreme hardships.

Addressing Potential Challenges

There are benefits to hiring refugees that outweigh obstacles but also challenges that companies need to keep in mind. Language barriers can present important obstacles for refugees who cannot speak or communicate in English. But companies have offered English classes or mentorship programs for refugees that can help them gain fluency in English and become part of the team.

Employers will also need to figure out how they might pay homage to a person’s foreign qualifications. The reality is that refugees who were once high-flying professionals in their country of origin often find it difficult to get their qualifications recognised in Australia. Employers could help to facilitate this process and also find ways of upskilling or retraining them to comply with Australian professional standards.

Conclusion

Refugees are also an excellent source of untapped value for Australian employers who might be looking to fill labour gaps – they bring with them skills, experience and a proven resilience that are extremely valuable. Hiring refugees helps employers address labour shortages and improve workplace diversity while exhibiting their commitment to social responsibility. Overseas multinationals with operations in Australia show interest in hiring refugees, and many Australian employers could benefit from interacting with refugees’ diverse work experience, further diversifying their workforce. Refugees want to contribute; what’s stopping you?

Once more companies understand the contribution that refugees can make to their operations, employers will not only fill vital staffing gaps but also help to construct a more inclusive and prosperous society for us all.