While most EU countries are in line with the Geneva Convention related to the status of refugees being granted full rights into the EU labour markets, the case is often different depending on the status of a TCN. For asylum-seekers (that is, people awaiting the outcome of their asylum application), the rights and obligations differ widely across countries.
Not only does confusion about the different work statuses and potential work entitlements exist, but also uncertainty regarding the length of stay in the host country of asylum-seekers, refugees and other beneficiaries of international protection. Undoubtedly, this adds on the complexity of hiring and retaining TCN women.
The “refugee” status overall has a pretty secure legal status; however, some countries dictate that renewal should take place after some years. For other TCN statuses, uncertainty may be even greater with regards to their permit.
Adding to this are the policy changes in the host country, clearly something beyond the control of employers, which may alter the conditions under which different statuses of TCNs will be able to stay and thus work in the country.
Action 6 – Provide equal opportunities in recruitment and combat stereotypes
Did you know? Testing with fictitious CVs for job vacancies in many countries has revealed that candidates’ names matter. These studies have shown that in order to get invited to a job interview, a person with an “immigrant-sounding” name must write 3-4 times as many applications to get invited to a job interview as a person with a familiar-sounding name and an otherwise identical CV.
Action 7 – Prepare the working environment
Did you know? There is increasing evidence that being in contact with members from other ethnic groups reduces stereotypes, particularly when these encounters occur in a setting where people meet each other as equals and as part of a routine, e.g. in the workplace or at school.
For more, visit the previous module topics.
Action 8 – Enable long-term employability
Did you know? Data from Sweden suggests that low-educated refugees take more than twice as long as medium-educated refugees to be in employment; even after more than ten years of residence, their employment rates remain 20 percentage points below those of the medium-educated.
Action 10 – Coordinate actions between all stakeholders
Did you know? In 2004, the Portuguese High Commission for Immigration and Intercultural Dialogue (ACIDI) created National Immigrant Support Centres (CNAI); currently operating in Lisbon, Porto and Faro. Their work is supported by smaller, local offices throughout the country. See https://bit.ly/1RCMPhn.