How to integrate and include employees with refugee backgrounds into workplaces

The successful integration of former refugees into workplaces benefits both refugees themselves, and their employers. Former refugees face many challenges when trying to integrate into workplaces. Many newcomers face difficulties in adapting and adjusting to a new work environment, but former refugees face added difficulties because of the added hardships they have faced. This study looks at what helps former refugees integrate functionally in their workplaces and have a sense of belonging. Some of the solutions are known from current literature reviews. Many of these solutions, however, are portrayed from an Anglo-Saxon perspective, which does not always assist former refugee employees to successfully integrate. This study draws on four bodies of literature. The first relates to refugee hardships and difficulties pre- and post-arrival, and identifies the difficulties that former refugees face, compared to other immigrants. The others relate to human resources (HR) induction and socialisation literature, diversity and inclusion research, and intergroup contact theory by Gordon Alport. These bodies of literature are developed further in this study using the former refugee perspective, which has not been done before. The study uses data collected through semi-structured interviews from former refugees that are currently employed, and with managers that work with former refugees. The data uses thematic analysis to help interpret their experiences. Findings are then related to the literature review topics. Former refugees report that they face quite high level of discrimination and at times exploitation at work, and that New Zealand cultural norms are difficult for former refugees to navigate. Active organisational support such as mentoring, and training for both former refugees and host culture staff help. Personal friendships and friendliness are also important. Job designs that facilitate this help too. The discussion identifies practical steps that organizations can implement around supporting the integration and feeling of belonging amongst former refugee employees.