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Menedék’s Approach in Budapest – Let’s involve the private sector. Eszter Magyar Menedék Hungarian Association for Migrants. The Realise project has received funding from the EC within the European Fund for the Integration of Third Country Nationals / Community Actions 2010 Programme.
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Menedék’s Approach in Budapest – Let’s involve the private sector Eszter Magyar Menedék Hungarian Association for Migrants The Realise project has received funding from the EC within the European Fund for the Integration of Third Country Nationals / Community Actions 2010 Programme.
To set the tone… “…civil society actors are demonstrating their value as facilitators, conveners and innovators as well as service providers and advocates, while the private sector is playing an increasingly visible and effective role in tackling societal challenges.” World Economic Forum, 2013
In light of the EU Common Basic Principles on Integration • 3: Employment is a key part of the integration process to facilitate migrants’ employment, we need to involve potential employers and recruitment agencies
What we did • Local Diagnostic Report: over-qualification is a persistent problem in the Hungarian society as a whole – we need to find the specific channels for migrants’ inclusion in the labour market • Panel of Local Stakeholders: focus on the involvement of private sector – recruitment agencies: Grafton International and JOB Ltd. • Pilot Local Intervention: Competence Cards + coaching – competence-based evaluation of migrants’ skills with internationally accepted human resources know-how • Long-term Strategy: widen and keep open the channels, while involving other groups of migrants (refugees, beneficiaries of subsidiary protection)
Our concept: 1. Competence Card Model Competence Card Model – • 3 components: card, coaching and support services, dissemination – while involving recruitment agencies (Grafton and JOB Ltd.) The Competence Card
Our concept: 2. Creating Channels • Basis: Competence Card Model – card + coaching • Bringing together migrants and potential employers through JOB Ltd. to break the vicious circle of over-qualification by better targeting • The approach: • Identify elements of companies’ CSR policies and diversity mainstreaming programmes that could include migrants • Find placements for migrants through dialogue with companies: apply those lessons learned from JOB Ltd.’s experience in working with people living with disabilities that are relevant for migrants – inclusive and flexible company culture and work environment
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The Competence Card Actions: • Conceptualizing and assembling the tool • Preparatory training • Competence training manual – sustainability • Conducting the assessment (5 cards filled) • Feedback, analysis
The Competence Card Lessons learned: • Modifying the list of „core competences” • adaptability (adaptive skills) became part of it • Language knowledge changed into language use • Competence levels used should be reconsidered (appropriate, outstanding, excellent) instead of 3, 2 would be sufficient • A more-less standardised market tool – prepares candidates for future job interviews • More applicable in case of knowing the particular workplace/employer targeted
The other PLImain actionsCoaching/support and dissemination Objective of Coaching: to extend existing services to include tailored support for overqualified migrants. Such new services will include measuring competences, issuing the card and coaching on job interviews and cultural differences. Actions: • Approaching and involving social workers in the creation of the model – to ensure an effective, useful product they can utilize • Organize training for social workers on competences (training manual developed) • Create a tracking system to collect data and feedback on the new service Objective of Dissemination: • Raise awareness of migrant overqualification and the Card • Strenghten cooperation amongst interested parties Actions: • Extending our PLS • Reaching out to migrant community leaders who are not part of the PLS