Refugees are the latest topics in society, media, and politics. To bring refugees as an employee successfully onboard requires a different tactic. Many leaders are taking initiative and responsibility to support the vulnerable population. Hiring refugees offers employers new talent to their organization with a new outlook that can bring optimistic outcomes.
Employers need to nurture a culture intended at resolving the potential of refugee employees. There are challenges that the employer and the refugee employee can encounter including mismatched roles, cultural differences, and different perceptions of how daily tasks get done. Such situations can hinder workplace inclusion success.
Sayed Sayedy is a professional trainer and experienced in resolving intercultural issues. He was born in Afghanistan and has fought for women’s human rights with his mother. He received training as an IT specialist and is also a translator. He stayed in different countries and worked as an intercultural mediator for foreign volunteers and soldiers. He confronted different refugees struggling with cultural misunderstanding, which encourage him to work consistently in this crucial area.
How employers with a desire to integrate refugee employees in their company can handle associated human challenges is the main topic of discussion in his compact seminars. It doesn’t matter if the interested candidate is an HR manager with a public institution and want to integrate refugee employees. Participation in Sayed’s seminar is helpful.
He keenly offers training to businesses of all sizes and they can learn strategies to create an integrated workplace culture, where every worker feels belonged, connected, and can develop within the company. HR or employers need to design and implement a post-recruiting inclusion initiative at a workplace that supports the new refugee employees.
The initial months of refugee employment will need inclusion initiatives that can bring long-term benefits to the company, employer, new refugee employees, and non-refugee workforce.
Participating in the seminar, managers or HR, or employers can stay updated about legal needs for refugee employment. Understand the social challenges, which cultural differences accompany. In the seminar, he recommends inclusion initiatives like –
- Creating a comprehensive pre-boarding and onboarding program, where the new refugee employees can get acclimatized and build genuine connections with the non-refugee employees.
- Drive cross-cultural interactions through offering the non-refugee employees’ information about their migrant colleagues and what to expect from them while they work with the refugee workers.
- Offer language translation resources that can help them navigate and engage with colleagues. This will make them feel comfortable and grow in their new workplace.
- Companies can support employee skill training. Connecting them with potential mentors and supportive colleagues encourages their professional growth.
- Offering access to resettlement agencies or local nonprofits can nurture a deep sense of commitment to the company, which increases refugee employee retention.
Sayed Sayedy desires to explore intercultural and foreign migration to develop sustainable enhancement measures for society. He even wants to expand his practice-oriented skills. He wants every refugee and migrant in Germany to integrate successfully and lead a self-determined, non-violent, and responsible life.
