It points out that municipalities have taken steps in recent years, but that there is still a lot of work to be done. One of the recommendations is: (continue to) invest in cooperation with employers and expand the network among employers. It is precisely this point that the Refugee Talent Hub is working on.
It has been found that there is a shortage on the labour market and that there is unused labour potential of refugees. Closing this gap will not (yet) happen automatically: employers and refugees still find each other rearely. Many refugees do not yet have a network and many employers do not know how to get in touch with refugees. A chance to work starts with a meeting; getting to know each other and discovering personal talent. In order to achieve this, the Refugee Talent Hub creates work meetings. The meetings we organise together with employers are as practical as possible, for example Meet & Greets to get to know an organisation or in the form of a work session. At a bakery chain refugees bake bread with possible future colleagues, at an engineering office they work together with technical drawing programmes such as Revit and AutoCAD. In addition, we organise work experience programmes with employers, with the aim of finding a paid job.
For status holders it is crucial that they can gain experience in the Dutch labour market. This is not only in the interest of refugees, but also in the interest of the employer. Studies have shown that a diverse workforce contributes to more successful organisations. And it contributes greatly to integration; paid work for refugees is therefore in the interests of the refugee, the employer and the society.
Together with our partners, we contribute to this, but we need many more employers. After all, as the monitor’s subtitle reads:
The importance of continuing attention for (steps towards) work’. We need your help in this! Interested? Contact us for an appointment.
The monitor Municipal Policy on Labour Guidance for Refugees 2018 can be found here.