Working to get refugees to work

Here Linda shares insights from her work with refugees in the employment arm of a major settlement service.

Thanks Linda for sharing your reflections of the journey thus far!

Linda: Im fascinated by this area of occupational justice, employment and refugees.

I suggest others interested in this area check out the report from the
Refugee Council of Australia. The section about employment is especially excellent as a  summary of the issues relating to refugees and employment.

Can you tell us a bit about your work?

Linda: I worked in mental health settings for 5 years. In May 2007 I started working at a NGO community centre in Brisbane - it is a major settlement support agency for refugees in Brisbane. 

I work in an employment team and assist refugees and skilled migrants - empowering them with the skills, information and contacts to over come barriers to find suitable and sustainable work. This is indeed a challenge given the numerous barriers!

Can you tell us a bit about your clients and how they are funded?

Linda: We are funded by the State Government 'Skilling Qlders for work' initiative specifically targeting 'job preparation' for job seekers from culturally and linguistically diverse backgrounds'. 

We work with such a diverse group of clients with diverse cultures and professional backgrounds.  For example the low literacy refugee with background experience working on a farm in Burundi to locally Master of Commerce qualified skilled migrant from China. 

What's it like as an occupational therapist?

Linda: It is fascinating hearing their stories and the different 'meanings' that each give to their career and work goals.  I.e. often it can embody hope for their future, or a means to earn enough money to support themselves and send money to their families at home, or a role for them to fully settle into their community, a way to improve their English outside the classroom, a way for them to feel independent and connected in their new community . . . the list goes on. 

I find it to be SUCH an important role for people for so many different reasons unique to the person and their situation.

You mentioned there were numerous barriers, can you elaborate?

Linda: Sure, the barriers I have observed:  

Know-how and skills for job application process in Australia and how to market themselves in resume, cover letter, selection criteria and interview

Unfamiliar with coldcanvassing, paper/internet job search and networking to get a job may be unfamiliar processes which rely on social capital and confidence.

So it's also about the environment, and the demands of the occupation - not just the person?

Linda: Yes, this is in the context that many of the recruitment processes in private or public companies are inflexible and often tend to assess the jobseekers ability to do the 'job application' not the 'job tasks' itself. This is a barrier and can lead to secondary problems.

Eg Asking for selection criteria for a cleaning position that does not require in the job
   tasks a high level of English. 

Eg. In some cultures it is NOT ok to talk how we expect peopple to talk in an interview! So cultural misattributions may mean clients are overlooked.

Eg. Some experience 'application fatigue' of sending so many applications with no response.

What about English issues?

Linda: Yes, low literacy levels may lead to employers not being willing to take on people due to workplace health and safety concerns.  So what  happens to these people who are ready and able to work but just not 'language' people?  Some Burmese/ Burundian clients may not even be literate in their own language - let alone being able to pick up English. 

On the positive side, I know of some factory employers that have employed clients with NO english because they have had someone in management who is multilingual who can train them in their own language - makes sense for a business model when employers are finding it hard to find and retain staff!!

Other hurdles to be aware of?

Linda: Qualifications refugees don't pack before they leave, they may have no documentation or ot may not recognised in Australia . Or even if it is recognised, employers still deem them 'not employable' due to lack of local skills and experience

Do you think there is discrimination?

Linda: Perceived / actual discrimination according to age, ethinicity, religion, accent can exist - some of our clients report this sense that they feel because their name is unusual, they have an accent that they are automatically not suitable.

So that's a catch, how to get local experience if no one gives you a job!

Linda: Yes, employers generally find it hard to take the 'first risk' with a job seeker who it is their first job in Australia.  They are also thinking what will be the training implications?

Often jobs require skill levels and certifications that our clients just dont have.  I.e. computer skills (may have worked as a shipping clerk in Africa but cant go straight into it here until upgrade computer and literacy skills)

How is the sector coping with all these barriers?

Linda: It's difficult not having any clear pathways.  In our state, coordination between training organisations, employers, job networks, professional associations, skills recognition units, multicultural settlement services, community leaders is very poor. 

This affects the clients ability to get clear guidance and coordinated support along the whole journey to get a job.

Thanks Lin for outlining some of the challenges OTs can help refugees navigate towards working in Australia. We invite OTs to consider this an area to invest your skills - we do it with other clients daily, why not here! We also invite OTs to collaborate so we learn, grow, and invest together!