Employing Refugees: What Australian Businesses Need to Know
For Australia, employing refugees is an opportunity to plug workforce shortages in critical industries while doing good. Refugees are skilled and experienced and ready to contribute. They have a wealth of knowledge and determination.
At the same time, employing refugees takes specific considerations that businesses need to keep in mind to ensure they’re effective – and supportive.
Understanding Refugee Status and Employment Rights
The first and foremost is to learn about your legal obligation as a business. Refugees in Australia have the right to work. Any resident of Australia who has permission to work, could work. Depending on your required visa, the refugees might or might not have the same employers’ obligations one has on hiring an ordinary citizen. But, by and large, refugees are entitled to work and recruitment. As an employer, you will need to understand what kind of visa refugee you are employing might have because of his/her refugee claim in Australia. If the refugee is waiting for a determined and final visa by the Australian government, then, accordingly, the employment conditions might differ from an ordinary visa holder.
Furthermore, businesses may be well placed to provide some initial assistance in orientating refugees to the Australian job market and workplace culture. Many refugees might not know about Australian work regulations, labour laws or the employment application process, and clarity about these can help make sure that both the refugee employee and the employer business are across expectations and requirements.
Language Barriers and Communication Support
Another issue that is often brought up in relation to refugees’ perceived disadvantage is a problem with language. Many refugees have some English-language ability on arrival to Australia, but others can often find themselves fluent but not in professional situations. A lack of proficiency in the workplace and engagement with the local community can be seen as a challenge by many businesses, and one they would like to see addressed.
Granting access to language learning classes is an excellent way to boost the linguistic skills of refugee employees. Some organisations provide on-site language classes or partner with outside organisations to provide training to refugees. Pairing refugees with co-workers or mentors who can help them with language issues can mitigate the language barrier and foster workplace integration.
Transparency and openness with communication will also ensure that a language barrier doesn’t negatively impact the company’s productivity or teamwork. It’s in the employer’s best interest to cultivate an atmosphere that’s conducive to employees approaching staff for help if they experience language or communication difficulties.
Recognition of Foreign Qualifications and Experience
Many refugees also have significant qualifications and work experience that is not always immediately recognised by Australian employers. Refugees who were doctors, engineers, teachers or artisans in their home countries might have a difficult time and need to take work for which they are overqualified because their qualifications are not recognised here.
Employers could be encouraged to make internships, apprenticeships and mentorship opportunities available to help shave down the mismatch between previous experience and local work experience. Work placement supports can help refugees hone the Australian work experience they need to succeed in a job.
In some cases, prospective employers may need to assist refugees to acquire additional certifications or credentials needed for their professional career in Australia. This investment in developing their human capital can benefit the employee and the business in the long term.
Creating an Inclusive and Supportive Workplace
With their distinct world views and eyewitness exposures of diverse places, refugees are a rich source of ideas and dynamic workforce for Australian workplaces. However, it is a nurturing environment that can resolve some issues faced by them in the Australian workplace. Employers, in providing such environment, could offer their refugee employees an experience that includes entering the workforce by infusing mentoring schemes, cultural orientation and training to help them better understand the ways of workplace expectations.
Flexible hours of work and clear job descriptions and roles are examples of inclusive hiring practices that can help refugees develop and advance. There must also be long-term support for refugee employees, such as through check-ins and feedback, so that they feel valued and can contribute as much as possible.
Conclusion
Hiring refugees provides Australian businesses with an opportunity to fulfil workforce gaps, access talented employees who can bring new perspectives and drive innovation, and achieve social good. By understanding the obstacles that refugees may face in deriving meaning from the work experience and meeting their work goals, and then supporting them through these challenges, a business would have made the practical choice to encourage a successful work environment for all employees.
Most can be put to good use once they have the appropriate support and resources, working and learning between themselves and with Australians to bolster the country’s economy and strengthen the nation.
