Resources and Tools for Advising Immigrant and Refugee Professionals. November 9, 2012 National College Transition Network Conference

Transcription

1 Resources and Tools for Advising Immigrant and Refugee Professionals November 9, 2012 National College Transition Network Conference

2 Today s Presentation Introduction to Highly-Skilled Immigrants and Refugees Key Barriers to Integration Credential Recognition The Job Search English Language Skills Tools and Resources Global Talent Bridge Welcome Back Initiative IMPRINT Additional Resources Q and A

3 Global Talent Bridge An initiative of World Education Services (WES), a non-profit international credential evaluation service serving 60K individuals each year Helping skilled immigrants fully utilize their talents and education in the United States For Immigrants and Refugees Reliable guidance, resources Pathways to Success seminars Advocate and provide expertise to policymakers, providers For Service Providers, Institutions, Agencies Online resources: Resource portal, Toolkit, Newsletter Professional Development: Training, Technical assistance Programmatic partnerships: Seminars, Events, Publications, Advocacy 2011 World Education Services, Inc. All rights reserved.

4 The Welcome Back Initiative Mission: to build a bridge between the need for more culturally and linguistically diverse health professionals and the untapped resource of immigrants trained in a field of health in their country of origin who are living in the US. 10 Programs in California, Massachusetts, Rhode Island, Washington, Maryland, Texas, New York and Colorado.

5 What Do you Think? Educational Attainment of Immigrants in US Labor Force Less than a High School High school Some College or Associate 17% 32% Bachelor's or higher 25% 26%

6 Educational Attainment of Immigrant Workers in U.S. 22 million = 17% of Total U.S. Workforce 3.6 million Some College/ Associate 17% Bachelor's or higher 32% 6.9 Million 5.5 million High school 25% Less than a high-school 26% 5.6 million Source: Bureau of Labor Statistics (2009). Foreign-Born Workers: Labor Force Characteristics in 2008.

7 The Scope of the Problem 1.5 million college educated, immigrants and refugees who have the right to work in the U.S. are unemployed or low-wage 50% have advanced degrees 23.6% of foreign-born U.S. residents with a bachelors degree earn less than $20,000 annually, compared with 7.6% of native-born residents with the same education - Migration Policy Institute, Uneven Progress, 2008 data updated 2010

8 Talents of Skilled Immigrants Underutilized Immigrants do fill key roles in our economy 24% of managerial and professional jobs in 25 largest U.S. metro areas; more than half received their education overseas Immigrants help American companies to innovate and compete in a rapidly changing global economy More than 40% of Fortune 500 companies were founded by immigrants or their children. The New American Fortune 500, Partnership for a New American Economy, 2011 Immigrants can play an important role in filling current skills shortages Today, there are 3 million open positions in our economy. Given current skill shortages in critical fields such as engineering and health care, the proper recognition of immigrant skills and credentials is of vital importance to the U.S. economy.

9 Group Exercise: What Advice Would You Give to Ahmed Maria Saidou

10 Key Barriers to Success for Skilled Immigrants

11 Barrier #1: Credential Recognition Foreign education does have value, and can be utilized, in the U.S. for Professional and Academic Purposes! Credential Evaluation enables educated immigrants to gain recognition for their credentials and increases access to opportunities Helps licensing boards, employers, academic institutions understand qualifications earned outside the U.S. Required for professional re-certification, licensing Facilitates admission, transfer of credit, advanced standing into academic programs Demonstrates qualifications to employers U.S. system is de-centralized, no single standard Always check with the institution, employer or board about the evaluation service(s) they recommend or will accept

12 Sample Credential Evaluation

13 Utilizing Credential Evaluations Employment Demonstrates academic qualifications Larger employers usually have formal processes and/or have a preferred service Many employers are unfamiliar with credential evaluation or skeptical of foreign qualifications Refugees and Immigrants need to proactively market their evaluation and highlight their US equivalencies to overcome employer concerns Professional Licensing, Certification and Education Credential evaluation is well-established Document authentication is critical Detailed analysis of coursework is required Each institution/board sets its own guidelines 13

14 Barrier #2: US Job Search Individual Challenges Language and cultural differences Lack of familiarity with the US job search process Limited professional network in the US Institutional Challenges Workforce programs geared to fast, inexpensive placement into survival jobs, regardless of qualifications, experience Licensing requirements costly, complex, lengthy Employer misconceptions and inability to evaluate foreign education and experience To help high-skilled immigrants find professional opportunities requires substantial investment, special expertise

15 Managing Expectations & Reframing the Question It is helpful to have timeframes laid out and to set realistic expectations about the professional job search process (step-by-step approach). Survival Job - introduction to U.S. work culture, improve English, build relationships and gain references Gateway Job - entry level position in their field, exposure to their profession, building contacts and references, and improving professional English Reframing the question is a good tool for creating a productive conversation. Client: I was an Engineer in my country, how do I get my license in the US Staff Let s talk about the kinds of opportunities someone with your skills and experience can find in the US Short term, mid term, long term Is a license necessarily required to do engineering work? Will additional training or education be useful or necessary? Client: Which is the best college to get a Masters degree? Staff: Let s talk about your English language skills.

16 Barrier #3: ESL and Skilled Immigrants Profile and Demand One in four immigrants in the US labor force is limited English proficient (source MPI) 25-30% of students in Adult ESL classes have foreign university degrees (in metro areas like NY, Boston) Programmatic and Structural Challenges ESL as entry to Adult Ed / GED Lack of Advanced, Contextual Programs Funding constraints Model Programs / Best Practices WBI s English Health Train Curriculum I-BEST Additional Resources

17 Resources for Skilled Immigrants

18 Practitioner Resources: Supporting Skilled Immigrants: A Toolkit for Practitioners Global Talent Bridge For Service Providers and Agencies: Resources: Toolkit, Resource portal, Newsletter, Professional Development: Training, Workshops, Webinars Programmatic partnerships: Technical Assistance, Outreach Events, Publications, Advocacy

19 WBI-Case Management Information gathering Intensive case management Barrier analysis and removal Goal setting and follow up

20 The Welcome Back Initiative Program Results: 3,434 Validated their Credentials, 1,952 Passed Licensing Exams 1,117 Obtained License in their Original Professions 619 Obtained Advancement in Health Career 1,725 Obtained Employment in the US Health Sector for the First Time 110 MDs Accepted into Residency Programs Our participants have seen an annual income increment of 255% from initial contact to completion of their goals

21 MEMBER ORGANIZATIONS Community College Consortium for Immigrant Education IMPRINT is a national umbrella organization specialized in skilled immigrant integration. IMPRINT: Disseminates promising practices Creates and distributes resources for practitioners Advocates for effective policies to support skilled immigrant workforce integration More at: Upwardly Global World Education Services Welcoming Center for New Pennsylvanians Welcome Back Initiative Policy, Advocacy & Promising Practices

22 What You Can Do: Practical Ideas IMPRINT Has Just Released Policy Options Time to Grow: 20 Actions States Can Take to Capitalize on Skilled Immigrant Talent 1. STRENGTHEN LEADERSHIP 2. IMPROVE INFORMATION 3. BROADEN ACCESS

23 Engage with IMPRINT Technical assistance Partnering Refer immigrant professionals Skilled immigrant advocacy Help set the national agenda Sign up for updates!

24 Contact Information WES Global Talent Bridge Initiative Paul Feltman, Director Welcome Back Initiative Jose Ramon Fernandez-Peña Initiative Co Director Manuela Raposo Initiative Co Director IMPRINT Jennifer Brennan, Director of Imprint Project