WELCOME TO THE MOVE ON ROUNDTABLE: INTEGRATING MIGRANTS & - - PowerPoint PPT Presentation

WELCOME TO THE MOVE ON ROUNDTABLE:

INTEGRATING MIGRANTS & REFUGEES INTO THE LABOUR MARKET

Wendy Smith, IARS Trustee

WELCOME BY

SETTING UP THE SCENE:

MOVE ON PROGRAMME OVERVIEW AND EVENT’S OBJECTIVES

• Dr. Simon Aulton

Deputy Director at IARS

 The Gender and Migration Move-On Project is a 2-year Erasmus+ funded programme, which focuses

• n

sharing, developing and transferring effective practices, training, and knowledge of working with migrants, particularly focusing on gender and cultural sensitivity.  We have a strong, strategic partnership with 7 expert organisations, from 6 countries in Europe, including: ▪ SURT in Spain ▪ BERAMI in Germany ▪ KMOP in Greece ▪ SIP in Poland ▪ Projetto Acrobaleno in Florence, Italy ▪ Anziani e non solo in Moderna, Italy

MOVE ON

 The project aims to: 1) give the staff of the partner organisations the opportunity to participate to a dedicated and proven accredited training programme concerning gender and culturally sensitive guidance services to migrants; 2) share knowledge and successful practices across Europe concerning methods currently in use in partner countries; 3) identify the requirements of career advisors for migrants paying particular attention to issues of gender and culture.

AIMS OF THE PROJECT

 Our expected results for this project include the availability

• f:

a) updated information on migrants and refugees integration into the labour market and related gender and diversity issues in partner countries; b) create teaching material on gender and diversity sensitive educational counselling for migrants; c) produce a description of profile and quality criteria for a career advisor who is an expert in gender and intercultural issues; d) and finally, the creation of an informal network of

• rganisations at national and European level - interested in

gender and diversity sensitive career guidance and counselling sharing practices, tools and experiences.

OUR EXPECTED RESULTS

 Today,

• ur

event will discuss current challenges confronting migrants’ and refugees’ integration into the labour market in the UK, and practical measures that can be taken to address these  We will hear from a diverse group of: ▪ expert practitioners ▪ academics ▪ refugees, migrants, and asylum seekers who will offer first-hand testimonies, sharing personal stories

• f

their attempts to

• vercome barriers attached to the UK system in particular.

 Through our event, we aim to contribute towards addressing and eliminating issues which impact migrants’ integration and employment in the UK.

THE ROUNDTABLE

Thank you once again for joining us, and enjoy the rest of our event.

 Amanuel Woldesus, Migrants Resource Centre  Jill Rutter, Director of Strategy and Relationships at British Future  Don Flynn, PICUM – the Platform for International Cooperation on Undocumented Migrants

KEYNOTE SPEAKERS

MOVE ON ROUNDTABLE:

INTEGRATING MIGRANTS & REFUGEES INTO THE LABOUR MARKET

Mr Amanuel Woldesus

Integration and community Development Manager Migrants Resource Centre

 What is integration?  Paraphrasing the European Union definition of integration slightly: Integration is a series of dynamic two‐way process based on mutual rights and corresponding obligations, which

• ccur in all domains, including in social, economic and civic -

not in isolation. Where:  interconnection between peoples is clear/rational – not conformity or uniformity.  peoples’ (groups and individuals) differences is acknowledged.  everyone has a right, obligation as well as responsibility to a just society for all.

MIGRANTS RESOURCE CENTRE

DIFFICULTIES IN THE LABOUR MARKET

BARRIERS TO INTEGRATION

BARRIERS TO INTEGRATION CONTINUES

THANK YOU

www.migrantsresourcecentre.org.uk

IMPROVING THE LABOUR MARKET INTEGRATION OF MIGRANTS AND REFUGEES

Jill Rutter

Director of Strategy and Relationships at British Future and author of the book Moving Up and getting On

 Integration – different sections

• f

society accommodate each other. It is a social and economic condition and a process that involves equal

• pportunities,

participation, belonging and good community relations  Being employed is both an outcome and a promoter of both social and economic integration. Being in work also helps challenge some of the negative public attitudes to refugees as ‘non-contributors’  But some refugees face difficulties finding work,

• r

are trapped in low paid employment  At present, no England integration strategy

MOVE ON?

 The asylum process  Dispersal  Restrictions on right to work or study in further and higher education  Decision  Allocation of National Insurance number  Postcode lottery in careers and integration advice  Refugees may decide to remain in the place they lived as an asylum-seeker or may move on for work, usually to bigger cities.

MOVE ON?

MOVE ON?

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 Little political space to campaign to give asylum-seekers the right to work, although there is public support for this and unemployment very low.  Some hopeful indicators – integration green paper, highlighting of two tier system  Campaign on asylum backlogs and on delays in granting NI numbers  English language support  Better careers advice – before asylum decision is made  Volunteering

MOVE ON

WHY WE ARE IN A NEW AGE OF MIGRATION, AND WHAT WE NEED TO DO TO MANAGE IT BETTER

Don Flynn

Founder & Former Director at Migrants’ Rights Network

 Between 2001 and 2011 the population

• f

the UK was increased by 3 million.  This is not just a British phenomenon. Across the work the number of international migrants increased from 173 million in 2000 to 244 million people in 2015.  In 2013 eleven OECD countries were listed as having resident migrant populations making up between 5 and 12% of their population – in ascending

• rder,

Netherlands, Slovenia, Greece, United States, Iceland, Denmark, Sweden, United Kingdom, Italy, Germany, Norway, Spain, Belgium, and Austria. In the UK the figure was 7.7% - just around the middle.

MIGRATION: POLICY MISTAKE OR THE NEW GLOBAL REALITY?

 Civil conflict is a main driver, with the UNHCR reporting 22.5 million refugees living outside the country of their citizenship. If we add internally displaced and stateless people to this number there are and estimated 65.6 million displaced people in the world.  But a larger group is made up

• f

people who move as economic migrants, i.e. their primary reason is to improve their economic situation. Amongst this group are contract workers in regions like the Gulf states, season agricultural and construction workers, skilled professionals, and people exercising free movement rights under the terms

• f

international agreements.

DRIVERS OF MIGRATION

 There are over 800 million wage workers in the world, seven out of every eight being in low and medium developed countries.  They increasingly work in industries that are part of the outsourced supply chains producing goods and services that will be consumed in the most developed economies.  Participation in these supply chains equips these workers with skill sets that make them employable in high wage economies.  Pull factors are asserted by business which require workers close to the point of consumption of the goods or service they are producing – such as construction, domestic work, hospitality or social care.

MIGRATION IS FACILITATED BY GLOBALISED LABOUR MARKETS

 For some groups migration is associated with a high risk of exploitation.  Rights that are available to citizens are often withheld for migrants – for example unemployment and sickness benefits – increasing the need to remain in work were wages are low and conditions hard.  Industries that make most concentrated use of migrants

• ften do so on temporary, casual and/or zero hour contracts.

 Employment agencies can play an unscrupulous role in managing the supply of migrant workers.  Lack of knowledge about rights and access to information and practical help also hold back advancement out of exploitative jobs.

THE RISKS OF MIGRATION

 Further loss of rights – e.g. rights associated with citizenship of the EU – will mean the risks of unemployment and sickness become greater.  Dependency of a limited number of sectors for jobs will restrict social mobility.  Problems associated with low pay employment – housing insecurity, poor health, limited opportunities for retraining and career progress, unsettled family life, difficulty in supporting the education of children, create the danger that poverty will become inter-generational.  The concentration of people of minority ethnic groups in poverty contributes to negative stereotyping and racism.

THE LONG-TERM DANGERS

 Strengthen the rights-based approach to migration management.  Increase the involvement of civil society actors in problems specific to migrant communities – trade unions, faith associations, bodies concerned with the alleviation of debt, improving healthcare, education, etc.  Support emerging leadership from within migrant communities to bring forward a group of advocates.  Build the capacity to lobby around policy issues.  Help with communication strategies so migrants can give an account to their needs to the wider community.

WHAT NEEDS TO BE DONE?

Thanks! donflynn85@gmail.co.

THANKS, AND EMAIL…

MOVE ON:

GENDER, MIGRATION AND CAREER COUNSELLING IN THE UK AND EUROPE

Rosa Heimer IARS Equalities Projects Coordinator

Move On Gender & Migration project aimed at addressing persistent issues impacting migrants and refugee’s integration in the labour market. The MOVE ON project provided training for professionals and shared innovative practices both within as well beyond the participating

• rganisations

and countries. It particularly focuses on the area of migrants' employment and integration paying particular attention to gender and culture.

MOVE ON PROJECT

 The first phase of the project consisted of national research into the state of art of the 6 different partner countries: UK, Poland, Italy, Germany, Greece and Spain

▪ National Reports ▪ Comparative Report and Executive Summaries

E-books are freely available at: http://www.moveonproject.org/outcomes/e-books/

O1 - STATE OF THE ART OF IMMIGRATION AND INTEGRATION IN THE LABOUR MARKET

The report investigates the UK context, starting with presenting demographics on current migration in the UK as well as employment policies, moving on to discussing gender inequalities in the labor market. Methodology  A qualitative methodology

▪ Literature review ▪ Interview with migrant and refugee women as well as professionals working with migrants ▪ Mapping exercise of educational and career services for migrants in the UK

UK NATIONAL RESEARCH

 Abolish tied visa for domestic workers  Scrap the minimum income threshold for migrant spouses  Scrap the 2015 Immigration Bill  Abolish the new income threshold of £35,000 per annum for non -EU migrants  Special provision of services for refugees and migrants tailored to their employment needs and sensitive to gender and racial discrimination they may face  Colleges that offer vocational training should be free for adults  Create more bridging programmes and facilitate the recognition of foreign qualifications  More free ESOL courses  Orientation training, placements and apprenticeships tailored to those with no previous work experience in the UK  More flexible working arrangements to accommodate childcare needs

UK REPORT – RECOMMENDATIONS

Training Material published in the form of an E-book Piloting the Training: 5 days Move On Project Study visit to Frankfurt

Improving training materials based on lessons learnt and feedback

Research findings informing development of a training programme

Adapting Berami’s internal training programme

O2 - GENDER AND DIVERSITY: A TEACHING PROGRAMME FOR MIGRANTS’ CAREER GUIDANCE AND COUNSELLING

O3 - CATALOGUE OF PROFILE REQUIREMENTS FOR A GENDER AND CULTURALLY SENSITIVE CAREER ADVISING

Theoretical and methodological approaches for a gender and diversity-sensitive career counselling Transversal skills and process-oriented quality standards and skills for career counsellors Central Quality Criteria on Gender and Diversity-sensitive career counselling

Building on knowledge and experiences of MOVE ON project

• Internal roundtable discussions

BeQu Quality Standards for Career Guidance and Counselling

• Adapting BeQu to build a competence profile focusing on

ensuring career advisors’ gender and cultural sensitivity

Consultation with stakeholders

• Incorporation of feedback

and publishing an E-book

O3 - CATALOGUE OF PROFILE REQUIREMENTS FOR A GENDER AND CULTURALLY SENSITIVE CAREER ADVISING

MOVE ON PROJECT

We welcome your feedback on Outcome 3 of MOVE ON project! Thank you!

Chaired by Wendy Smith, IARS Trustee

Q & A

MIGRANTS AND REFUGEES JOURNEY

Panel with Refugee women from the Gender and Justice Empowerment Project Chaired by Abdulwahab Tahhan Syrian Refugee, Journalist and Researcher at Airwars

Chaired by Abdulwahab Tahhan, Syrian Refugee, Journalist and Researcher at Airwars

Q & A

12:00 – 13:00

LUNCH AND NETWORKING

 Workshop A at Room 3 - Taking a step back to take a step forward - Integration and language learning in women-only spaces by Theodora Cadbury and Anna Aitken from Xenia  Workshop B at Room 1 - Exploring the not unlawful discrimination faced by migrants who wish to enter employment by Dr Panagiotis Pentaris from University of Greenwich  Workshop C at Room 2 - Working with LGBT refugees, sharing experiences by Aloysius Ssali from Say It Loud  Workshop D at Room 5 - Current Challenges in Policy & Service Provision of Mental Health for Asylum-Seekers and Refugees in the UK by Ruth Appleton and Sharif Muhammed from Santé Project

ROUNDTABLE OF INTERACTIVE WORKSHOPS

Rapporteurs feedback & Discussion

Chaired by Abdulwahab Tahhan, Syrian Refugee, Journalist and Researcher at Airwars

FINAL ROUNDTABLE: CONCLUSIONS

Dr Simon Aulton IARS Deputy Director NEXT STEPS & CLOSING REMARKS

THANK YOU!