The decision to migrate to another country, whether through voluntary or forced displacement, is influenced by factors ranging from conflict and economic opportunities to educational pursuits and escaping challenging situations. According to an IEP report, there could be 1.2bn migrants by 2050.
Migrants often bring valuable skills and qualifications to a new country. However, they need help navigating the job market due to various challenges. These challenges include gaps in their CVs due to moving to another country, waiting to receive immigration status and right-to-work recognitions, lacking local work experience, and nonrecognition of their foreign degrees and certifications. Therefore, these difficulties pose a significant barrier to showcasing their skills and talent. Some had to leave behind 5 to 10 years of established careers in their home countries and start over.
Furthermore, migrants and refugees require additional support to integrate successfully into their new communities and feel a sense of belonging. To succeed in their career journeys, they also need to build confidence, establish professional networks, and access training and mentoring opportunities.
Helping migrants overcome employment challenges is not only a social responsibility but also the company’s accountability to include them in their business strategy. Embracing DEI through opportunities for migrants and refugees will enable a more innovative and creative workplace. Migrants can significantly contribute to the company’s growth by bringing their international knowledge and diverse perspectives.
Over the past two years, in my role as Head of Community, I’ve had the privilege of connecting with thousands of migrants and refugees from around the world. Despite holding other responsibilities as parents, carers and volunteers, they are keen to upskill and grow in their careers. These individuals need our assistance to provide them with the tools and opportunities that empower them to succeed. We should provide the resources to help them build a better future for themselves and their families.
After our tech training programme that we conducted last year, a participant, a mum displaced from Ukraine with three university degrees, shared her struggle of applying to at least 50 jobs daily without success. The platforms she used did not have tailored features that could serve these demographics, making it hard to find and apply for inclusive companies. However, after a month of being part of our training programme, networking with like-minded individuals, and accessing mentorship, she landed a job at a UK company.
I faced a similar situation after completing my master’s degree in the UK. Finding jobs was very challenging due to a lack of a strong network. When I first arrived in the UK as a student, I only knew five people already settled there. Having such a limited network made it difficult to figure out where to begin. To improve my situation, I decided to volunteer for two UK charities while continuously applying for jobs and attending interviews. It took me at least six months to successfully land a job.
Last year, during World Refugee Day, big companies like Accenture, Amazon, and Adidas came together and pledged to train and hire 250,000 refugees over three years. While this is a positive move, there is an innovation gap. We must invest in better technology and infrastructure to make it easier for all stakeholders involved. I am committed to using innovation to centralise career information for migrants and refugees, to bring simplicity to their career adjustment whilst making it simple and scalable for companies to benefit from such a capable but unconnected talent pool.
In summary, companies can make a significant impact by offering necessary support and opportunities to migrants and refugees, such as job training and mentoring. This helps break down barriers and encourages migrants to build successful careers in their new communities.
