On September 1, 2019, I was appointed by the UAF and Hogeschool Utrecht as a special lecturer for the promotion of sustainable labor participation of refugees. An honorable appointment and a meaningful challenge that gives me a lot of energy every day.
Almost a year ago I got mine public lesson forced to speak in a large, empty lecture hall via a live stream. A somewhat unreal experience, but the covid pandemic has actually only further underlined the importance of my special assignment. Soon, on April 23, I will be officially installed as a lecturer. A good opportunity to draw up a short, interim balance.
Urgent challenges
What are the most urgent challenges with regard to the labor participation of status holders?
What is first of all striking is the large number and diversity of initiatives that are directly or indirectly aimed at promoting labor participation of refugees. In addition to the regular routes to the labor market, many specific pathways are now being offered for status holders, especially for sectors with large labor shortages. Interim evaluations of work-study and bridging programs show enormous potential.
However, these processes are often expensive and complex, with a multitude of parties involved, which often puts pressure on upscaling and sustainability. Unfortunately, the success of such processes is still too little reflected in the figures. There is as yet no question of a structural increase in the number of long-term employment relationships of people with a refugee background.
Motives employers
The motives of employers for hiring status holders vary from solving labor shortages to achieving objectives with regard to diversity and inclusive employment. Whatever the motive of an employer, it always requires an effort: dealing with environmental factors, finding a good balance between job demands and work ability and organizing adequate supervision.
This requires time and investment from employers and broad support from the entire organization: management, managers and colleagues on the shop floor. Employers often set high standards in this respect, especially with regard to the Dutch language skills of new employees. As a result, the emphasis seems to be mainly on shortcomings and beneficiaries often do not get enough opportunity to demonstrate and develop their qualities.
More effective, more inclusive
Getting to work is difficult, but so is staying at work. Sustainable labor participation of beneficiaries, in which job security, sustainable employability and room for talent development are central, is not only in the interest of the individual, but also of employers and society in general.
My practice-oriented research, in close collaboration with the UAF and other important stakeholders who can play a role in this, will therefore mainly focus on the following questions in the coming years: How can supply and demand on the labor market be matched more effectively?; How can employers organize their activities more inclusively? How can the synergy between the activities of the many parties involved be strengthened, so that successful initiatives can be more effectively sustained and scaled up?
I would like to thank the UAF for the confidence it has placed in me and would like to keep you informed of the progress of this investigation.
Leendert de Bell, professor by special appointment promoting sustainable labor participation of refugees (leendert.debell@hu.nl)