Refugees and newcomers face more difficulties than the other disadvantaged groups to find a job. They need several years to be employed. Among the barriers they face is the insufficient mastering of the host country language. But they need to work, they want to, and they usually already master a number of transversal competences that are particularly required by employers. In several sectors, employers need workforce. Lastly, having a job seems the best way to become and to feel integrated. We want to solve these contradictions by improving and fastening refugees' and newcomers' access to employment. For this, we will act with the three categories of stakeholders that can play a positive role: - refugees and newcomers; - language teachers, trainers, counsellors and volunteers; - employers. Refugees and newcomers need to be aware of their transversal competences and empowered in their job search. They also need to organise and improve their learning methods so that they can continue to develop language skills at home and while working (without a formal support that is not always available or corresponding to the needs). Educators can improve their intervention with refugees and newcomers by taking better into account their situation, their needs and expectations. They need to be familiar with the transversal skills mostly demanded by companies so that they can help the refugees to identify them, to valorise them and to develop the shortcomings. They need also to optimize the time they can spend with refugees by giving them some keys to continue to learn by themselves. This should apply in particular to language learning. Companies will be aware that they can access a lot of potential workers, with useful transversal skills. They have a low language level but they are able to improve when adequate support is provided. Mentors can facilitate the integration and the learning. Also because it is more effective to learn a language on the workplace, and because the refugee will be able to evolve, it is worth the investment. "Boosting refugee's access to employment" will provide guidelines, methods and tools for these three groups, associating them in their elaboration. The final products will have been improved and piloted by 80 language teachers, trainers, counsellors social workers and volunteers, 120 employers involving 800 refugees and newcomers. They will available for free and organised dynamically on a multilingual web site to facilitate their future use, including in autonomy, by any of the protagonists.
Refugees and newcomers have more difficulty than other disadvantaged groups to be employed. Insufficient command of the host country's language, difficulty in promoting their skills, and uncertainty about their status are, along with cultural prejudices, the main obstacles they face. However, they need and want to work, and they already master a large number of transversal skills, not always expressed but particularly sought after by employers, who for their part sometimes have difficulties to recruit. Finally, having a job is the best way to integrate and feel integrated. Brefe has tried to resolve these contradictions by working in four countries, France, Italy, Spain and Denmark with : - refugees and newcomers ; - language trainers, integration professionals, employment counselors, social workers and volunteers - employers. to identify practices and formalize a set of resources, methods and tools, which, when implemented together, can boost access to employment for refugees and newcomers. They need to become aware of their transversal skills in order to make the most of them on their path to employment. They also need to improve their learning methods so that they can continue to develop their language skills at home and at work without formal support that is not always available. Professionals and volunteers can improve their action by taking better account of the diversity of situations, needs and expectations. They need to become familiar with the skills to help refugees identify, express and value them. They must also optimize the time of their intervention by giving keys to reinforce autonomy in learning. Finally, language learning can take place anywhere and keep employment in mind. Companies have access to a large number of potential workers who, through their diversity and commitment, can bring real added value. They must be able to properly assess the skills of refugees, organize their reception to optimize the conditions for a sustainable integration. They must also be prepared to hire people who do not have a complete command of their language but who have a strong potential for progress that can be achieved through support measures at the workplace. Brefe delivers three guides with guidelines, methods, tools and testimonies to optimize the support of refugees towards and in employment, to adapt the socio-linguistic support and to better take into account transversal skills. The whole is available under a free license, organized in a dynamic way on a multilingual website.