Refugee Employment in Wales. Dr. Minkesh Sood Policy and Project Manager DPIA

Transcription

1 Refugee Employment in Wales Dr. Minkesh Sood Policy and Project Manager DPIA Building Good Relations and Cohesive Communities: A Wales Migration Conference; 11 Dec

2 In next 15 minutes, I will try and portray a picture of refugee employment in Wales, covering Refugee skill pool, educational levels and latent refugee capacity in Wales Refugee employment/professional backgrounds Barriers/Challenges to Refugee training and employment Overcoming Barriers: Examples of good practice Success rate on Refugee employment outcomes Entitlements to edu, employment and training Converting qualifications: Recognising Prior Learning Employers perspective: Refugees in work force 2

3 Aims and objectives The relief of those seeking asylum and those granted refugee status who are in conditions of need, hardship and distress. To promote the integration of those seeking asylum and those granted refugee status by - the advancement of their education and the relief of unemployment through the provision of advice, guidance, support and services. - the provision of facilities for recreation and other leisure time occupations in the interests of social welfare in order to improve their conditions of life. - advancing the education of the public in general about the issues relating to refugees and those seeking asylum. - supporting new and existing refugee community groups across Wales. 3

4 Readiness for Work Projects First Phase: Jan 2006 to Mar 2008 Second Phase: April 2008 March 2011 Funded by the Big Lottery Fund, the Tudor Trust and Welsh Government In Wrexham, RfW was funded by Wrexham Council during For asylum seekers and refugees DPIA s Employment and Training Focussed Projects Refugee Integration and Employment Service UK Border Agency funded partnership project (Feb 2009 to Mar 2011) For new refugees; Led by WRC; DPIA delivered the Employment Service Refugee Employment Project Big Lottery funded (Jun2011 to Jun 2013) For asylum seekers, CRD (legacy) refugees Wales Asylum Seekers and Refugee Doctors Project For health professionals to help them qualify to work for NHS For asylum seekers and refugees Partnership of Cardiff University and DPIA with funding from Welsh Government 4

5 Refugees and Asylum Seekers in Wales: Skill Audit and Educational Levels QUALIFICATION DPIA-REP Total % CMPR, SU Sep 2009 Secondary School Certificate % 75 % Diploma % 43.9 % Undergraduate Degree % > 25 % Postgraduate Degree 21 8 % 8.9 % Others % No Formal Education/Training % Total 254 Qualifications Home Office % had Qualification NIACE % NVQ L3 or higher qualifications * Source: Minkesh Sood - DPIA BLF Refugee Employment Project;

6 Refugees and Asylum Seekers in Wales: Employment DPIA REP Home Office 2002 NIACE 2006 CMPR, SU Sep 2009 Economic activity 92% working or economically active before 75% working, 10% in education 80% economically active 2/3 working before 32% in employment now 6

7 Refugees and Asylum Seekers in Wales: Employment Background Total % Accountant 3 1 Administrator 17 7 Armed forces 3 1 Artists 2 1 Catering & Hospitality 10 4 Carers 15 6 Community Development 2 1 Doctor/Dentists 17 7 Engineers 5 2 Factory workers 11 5 Health workers 4 2 Labourer/Manual 6 3 Lawyers 2 1 Self-employed/Sales Students 21 9 Teachers 17 7 Others (drivers, mechanic, farmer, IT, Civil Service.. ) Source: Minkesh Sood - DPIA BLF Refugee Employment Project;

8 Barriers to Education, Training and Employment 8

9 Setting the context A case of a 2 nd Year Medical student in his country of origin Qualifications equated to GCSE A case of a teacher and a dentist who can not practice in the UK Building construction workers with great experience but no formal qualification: Unsure of his re-training route and period A case of an Agriculture Scientist with qualifications & considerable experience Did not succeed in finding work in his chosen background and career, not even for the starting level jobs A case of Marine Biologist (Reef Scientist) Could not find job in his specialist area A case of an experienced Social Worker Qualification and experience not recognised And many others who do not have any formal qualifications but have strong desire and enthusiasm to train and become job ready Refugee Skills, Experience and Employment: Overcoming Barriers; Minkesh Sood, DPIA 9

10 Enrol at college or Learn Direct courses Learn online at a library or community centre Job Search Training workshops Job Coaching CV & Application One-to-one help with applications Interview techniques Skills need upgrading Complex Application procedure Advocacy by DPIA Volunteering Lack of UK experience BARRIERS & Problems Faced by Refugee Job Seekers Confusion over entitlements Qualifications not recognised Work placements or tasters in business Volunteering Check qualifications with UK NARIC Top up qualifications at colleges/university Work part time or temping Lack of English language skills CQFW/RPL Portfolio Recognition of Prior Learning Language Practice sessions ESOL classes Professional & Academic IELTS Refugee Skills, Experience and Employment: Overcoming Barriers; Minkesh Sood, DPIA 10

11 Overcoming barriers: Examples of good practice 11

12 Readiness for Work Projects First Phase: Jan 2006 to Mar 2008 Second Phase: April 2008 March 2011 Funded by the Big Lottery Fund, the Tudor Trust and Welsh Government In Wrexham, RfW was funded by Wrexham Council during For asylum seekers and refugees DPIA s Employment and Training Focussed Projects Refugee Integration and Employment Service UK Border Agency funded partnership project (Feb 2009 to Mar 2011) For new refugees; Led by WRC; DPIA delivered the Employment Service Refugee Employment Project Big Lottery funded (Jun2011 to Jun 2013) For asylum seekers, CRD (legacy) refugees Wales Asylum Seekers and Refugee Doctors Project For health professionals to help them qualify to work for NHS For asylum seekers and refugees Partnership of Cardiff University and DPIA with funding from Welsh Government 12

13 Readiness for Work Approach 13

14 Overcoming barriers: Examples of good practice Project Name Achievements Projects RfW - I Total Users RfW - II Refugees In Job % in Emp RfW I: % RfW II: % RIES: % REP: % Total % RIES REP Grand Total Clients 1-to-1 Support Trained In courses In work Volunteering Client Sessions No of Advices % of requests positively responded, 9% not contactable, 11% beyond capacity 14

15 Examples of good practice: Success Rate on Employment Outcomes 13% of refugees service users supported into Employment - Better than many current mainstream providers - Given that 50% were at Entry Level of ESOL - Starting from a position of considerable disadvantage RfW I & II + RIES + REP 1770 individuals supported through 1-to-1 Adv & Guide 1169 trained through RfW & Vocational courses and in FE/HE 169 into Volunteering 149 into employment 15

16 Who are our service users? Wrexham 3% Newport 19% Location Cardiff 46% Swansea 32% FEMALE 37% Gender MALE 63% Refugee 65% Status Asylum Seeker 35% More than 50 Nationalities AFGHANISTAN 2% UGANDA 1% TURKEY 1% SIERRA LEONE 2% PAKISTAN 7% SYRIA 2% SRI LANKA 3% SOMALIA 1% RUSSIA 2% NIGERIA 4% ZIMBABWE 10% SUDAN 16% Country of Origin NOT MENTIONED 1% MYANMAR 0% LIBYA 1% ERITREA 9% IRAQ 8% IRAN 15% AZERBAIJAN 1% CAMEROON 2% CONGO 2% ETHIOPIA 1% GAMBIA 1% IVORY COAST 3% LIBERIA 1% 16

17 Wales Asylum Seekers and Refugee Doctors Project Delivered by DPIA with funding support from Cardiff University and Welsh Government Now called Refugee and Asylum Seekers Health Professionals Project Since its start 8 years ago, the number of beneficiaries has grown from 16 to 143 Supports asylum seekers and refugees to qualify their IELTS and PLAB 1 & 2 examinations for medicine professionals and ORE for dentists Of those trained, 74 have already found work with NHS According to BMA, it costs 250,000 to train a new doctor while it costs less than 10,000 to prepare a refugee doctor to practise in the UK, and in Wales this figure has even been lower. 17

18 Entitlements of Asylum Seekers and Refugees for Education, Training and Employment 18

19 Entitlements 19

20 Entitlements DISCONTINUED 20

21 Confusions over entitlements Individuals receiving invoices, credit notes and debt recovery notices for tuitions fees charged at overseas student rates for college (FE) and university (HE) courses Student Finance (Loans and Grants, ALG, EMA etc) are wrongfully denied to individuals entitled to receive it. Nursing bursaries refused to refugee Nursing degree students. Student Finance denied to individuals joining on Family Reunion e.g. those with Indefinite Leave to Enter (rather than Indefinite Leave to Remain) Students (ASs) refused admissions to FE courses (because they wont be able to access HE courses) Volunteering opportunities denied (CRBs are difficult to come through) Work placements are not offered to individuals (even to those for whom it is part of their degree programme) Universities denying places to refugees with Limited Leave to Remain (5 years) Refugee Skills, Experience and Employment: Overcoming Barriers; Minkesh Sood, DPIA 21

22 Converting Qualifications and experience 22

23 Recognising Prior Learning (RPL) Frustrations with NARIC for converting qualifications Welsh Government tasked WRC in partnership with DPIA to raise awareness of Credit and Qualification Framework Wales and explore pathways for the recognition of prior learning for new arrivals in Wales. The Recognition of Prior Learning (RPL) is a method of identifying any recent and relevant learning (knowledge and skills) or experience, which could be recognised and accredited to avoid a person repeating a course or learning programme. In Wales, this is carried out via the Credit and Qualifications Framework for Wales. Currently assisting 6 refugees to go through the RPL Process in Care, Retail and Construction sector with support from NTfW through work based training providers namely; A4E, Acorn and TSW. RPL comprises following stages: 1. Skill scan and assessment of skills, knowledge and experience, 2. Accreditation of prior learning using CQFW (credits and units) 3. Identifying gaps in skills (between what they possess and what is demanded by the employers) 4. Provision of training and supported work experience 5. Possibly leading to sustained employment. 23

24 Recognising Prior Learning (RPL) Initial findings from the Pilot are very encouraging. Two refugee candidates who had previous experience in the retail industry from their country of origin and had further volunteered here since coming to the UK were supported. They both underwent the RPL process in Feb-Mar. The process was facilitated by DPIA and assessment was completed by Acorn Learning Solutions. Both the candidates achieved Level 2 qualification in Retail with a total of 11 units accredited between them. The pilot is being extended to Care and Construction sectors with support from A4E and TSW respectively - RPL process has potential and can be applied to the benefit of Migrants as well. - Explore RPL through CQFW with the FE/HE Institutions. 24

25 Engaging with Employers and mainstream agencies Since June 2011 Partnerships developed with more than 20 organisations in third and statutory sector. Referrals from more than dozen agencies. Refugee Awareness Training delivered to a total of 79 front line staff and managers of public sector agencies (JCP, CW, LAs). Same training delivered to 196 members of staff from various employers in all the sectors. Refugee education and employment related advice provided to 24 other organisations. A small piece of research is being undertaken by Ginger Wiegand of DPIA under the Refugee Employment Project and is a work in progress at the moment. 25

26 Montage: South Wales Employer Perspectives: Benefits and challenges relating to refugees in the workforce My main concern: get someone who can be trained and get into working as quickly as possible. Director, Taxi Company, SCOS Employer Network event. It thrills me to see a client become a staff member. Manager, Cardiff 3 rd Sector, Interview Increase in diversity and therefore better ways of thinking. HR staff in community education org, on forseeable benefits, survey Visas are possible but they take a long time, Care recruiter, initial response to DPIA spiel at jobs fair.

27 Montage: South Wales Employer Perspectives: Benefits and challenges relating to refugees in the workforce [Our] values including promoting diversity and = opps mean that once employed, refugees should be well treated and accepted. However, eligibility requirements may well prevent this from happening in the first place. Civil Service, HR Mgr. I try to hire local girls... Polish are really hard workers. cleaning company, initial response to SCOS network event invite. A real empathy for what our clients are facing, Mgr in org w refugees as client group, on contributions. We treat everyone who walks in this door the same, Agency, Response to invite to SCOS network event.

28 Employer Attitudes: Summary of key viewpoints Contributions Increase diversity profile Fill labour shortage Recruitment networking potential Good work ethic Concerns Documentation checks* English Language Skills* UK Work Experience Assessing overseas experience/qualifications Additional languages and cultural knowledge Resilience and empathy Public Attitudes Retention rates (esp. if working below qualification level)

29 Initial Musings.. Categories, rights and documents 1. Respondents with experience of working with refugees resisted simple categories 2. Some examples of confusion over who has right to work and what proves that 3. Interviewees thus far express confidence in organisation s ability /knowledge to perform document checks appropriately.

30 Comparing UK & Overseas Qualification/Practice/Experience Range of responses, Initial Musings.. Like all references, I would need to believe they were genuine Mgr, large 3 rd sector org., survey Overseas experience is acceptable as long as its proven. Employment Advisor at SCOS network event There is a message that we don t trust you. We have to check you out, Mgr, Cardiff 3 rd Sector

31 Initial Musings.. Benefits mentioned in our interviews Empathy and resilience Languages and cultural knowledge Knowledge of UK asylum system Increasing diversity Good work ethic, good worker

32 Initial Musings.. Suggested solutions for adapting to UK practices/policies/systems Continuous development Mentoring in supervisory sessions Managerial role-modeling Volunteering and work placements Practical work trial/assessment/exam

33 Also important but awaiting more Language Public Attitudes 5 Years LLR insight And we aim for broader spectrum of employers represented (local schools, higher education, agencies, care, security, finance, retail, warehouse)

34 Diolch yn fawr 34