Training and employment opportunities for refugees and other vulnerable migrants to facilitate their integration and meet the labour demand in the construction sector: These are the objectives of a memorandum of understanding signed in 2022 by the Minister of Labour and Social Policies and the Minister of the Interior, along with social and economic partners in the construction industry. Thanks to this collaboration, also supported by UNHCR, refugees hosted in reception centres have the opportunity to participate in training courses and professional traineeships.
The goal is to carry out 3,000 trainings and employment programs for refugees and other vulnerable migrants, guiding them towards autonomy and addressing the labour shortages in the construction sector. The program benefits various groups, including asylum seekers, holders of international, temporary, and special protection status, unaccompanied minors in transition to adulthood, and former unaccompanied minors hosted in the Reception System. The Memorandum of Understanding (MoU) between the Government and social and economic partners is put into action in the regions where these persons are present, and where the construction sector offers opportunities for training and job placement. Prefectures play a crucial role by initiating and coordinating local committees, which bring together representatives from the reception network and the Construction Training Schools run by social partners. These committees select eligible candidates and provide support during training courses and work experiences offered by companies.
Website: https://globalcompactrefugees.org/
Particular branches of the economy provide a significant source for work for internal and international migrants seeking temporary or permanent employment opportunities away from their home communities. In turn, migrants are a vital source of skills and labour for several economic sectors. However, the important links between migration and labour markets, including the quantity and quality of jobs, are often ignored or not well understood, nor do we know much about the diversity of situations in different sectors as concerns migrant employment. In the recent past, ILO constituents have voiced keen interest in learning more about migrant workers in particular economic sectors, and this for various reasons ranging from concern over the working conditions of migrant workers to the desire of increased cross-border labour flows with a view to improving labour allocation and gaining efficiency. This study is part of a larger ILO effort to close knowledge gaps regarding labour issues in economic sectors where migrant workers can be found in considerable numbers, such as agriculture, construction and mining. This report by Michelle Buckley, Adam Zendel, Jeff Biggar, Lia Frederiksen and Jill Wells focuses specifically on international temporary migrants to explore how this group of workers is currently being incorporated into local labour markets. It examines some of the intersecting factors – political, institutional, economic and geographical – that can make migrants employed in the sector vulnerable to exploitation or substandard working conditions. Well aware that the structure of construction labour markets and construction activities in different places can vary immensely, this report both explores the variation of working conditions and employment relations for migrants employed in construction, and identifies some common conditions and shared challenges for fair, safe and decent work that international migrants often face. The report provides a review of the literature documenting migrants’ contribution to construction globally, as well as case studies of migrants’ roles in the construction labour markets of five specific countries: the United Kingdom (UK), the United Arab Emirates (UAE), Thailand, Canada and South Africa. Its conclusions and recommendations are also based on interviews with selected employers, union officials and government staff.
Website: http://www.ilo.org
The construction sector is known as a high-risk sector with many safety challenges. It is also characterised by a large number of migrant workers and these workers report higher accident rates than native workers. This paper presents the design of the CSTP (Construction Safety Training Programme). The CSTP is a theory-based training program aimed at improving safety behaviours in construction sites acknowledging the particular challenges migrant workers face. Based on second and third generational models of training, we developed a training program that addresses the challenges faced by migrant workers in the construction industry, namely language and cultural barriers, times pressures, difficult living conditions and separation between native and migrant workers, all of which may have a detrimental impact on a shared safety culture and joint understanding of the importance of safety performance.
The CSTP consists of five modules, both face-to-face and online teaching to facilitate sensemaking and social learning. A crucial underlying element of the CSTP is the importance of not only technical skills, but also non-technical skills such as communication, teamwork, decision making, situational awareness and management of stress and fatigue. We propose that the strong theoretical learning principles embedded in the training program are likely to increase transfer of training that could help the construction sector develop safe working cultures.
Website: https://www.sciencedirect.com
Problems relating to the assessment of skills and recognition of qualifications apply to both refugees and migrants, although refugees are confronted with even more obstacles. Migrants can prepare for the recognition process in the country they choose to live and work. Refugees often leave in a hurry without knowledge of their final destination. They are not always able to bring all their diplomas and certificates with them and/or cannot access the institutions in their host countries that issued their documents. Refugees are more often confronted with these problems because, compared to other immigrants, a larger proportion tend to have higher educational and professional backgrounds.
Experience in countries such as Finland, the Netherlands, and the UK shows that when migrants’ and refugees’ qualifications are recognized and/or if they have the opportunity to update their skills and knowledge by undertaking additional training or education, they are more likely to find suitable and long-term employment matching their skills and qualifications.
Website: European Website on Integration | European Website on Integration
Learning the host country’s language and finding a job are important steps for the societal integration of refugees. Especially language proficiency is a key barrier for integration. Often language training and gaining work skills are separated during the integration procedure. We investigated a 1-year pilot program for refugees with low-language proficiency in the Netherlands, which combined language training (daily classes, work-related language) with work experience in sheltered employment (second-hand shop) to facilitate language learning and prepare this group better for the labour market. Building on Ager and Strang’s conceptual integration framework (2008), we expected that this combined program should improve agency (communication strategies, preparedness for the labour market) via intergroup contact at work. We used a mixed-method approach to follow the development of participants. We gathered questionnaire data, interviewed teachers and students, and observed interactions in classes and at work. Overall, use of communication strategies increased. Analyzing individual cases (profiles) offered nuanced insights into for whom and why the program seems to have a different impact, especially in terms of labour market preparation. We discuss results and the importance of creating intergroup contact to facilitate integration in a new society.
The Equal@work Platform is a space in which a diverse range of employers - from the public and private sector, civil society, trade unions and political institutions - come together to explore progressive ways to operate workplaces that are open, equal and free from discrimination. Participants engage in discussions about issues of diversity from an anti-racist perspective, with a common goal of finding solutions to the pressing challenges facing employers. The topic of this year’s seminar was the inclusion of refugees in the workplace. We asked participants : how can employers create meaningful job opportunities for refugees?
This document summarizes the results of an open, yet creative discussion and provides practical tools for employers with regard to inclusion of refugees in the workplace. First, we look at the barriers for various types of organisations (private companies, public services, civil society, trade unions) as employers and as agents of change in seeking to create employment opportunities for refugees. These barriers relate both to the broader institutional context surrounding refugee inclusion, and issues specific to employers themselves. The solutions section then looks at some of the ways various agents of change have overcome or addressed such barriers, in contexts relevant to them. We demonstrate this good practice through short case studies. This toolkit is intended as an introductory guide for employers seeking to include refugees, rather than dealing with specificities of employment and refugee policy in every European Union Member State.
Website: enar-eu.org
This paper focuses on promoting inclusivity in the workplace, particularly addressing equality and inequality issues. It aims at providing practical tips and advice to managers on fostering an inclusive workplace culture, recognizing the significance of inclusion for employee well-being and organizational success. The paper explores creating an inclusive work culture, implementing diversity and inclusion policies, ensuring fair hiring processes, addressing bias and discrimination, promoting diversity training, and providing equal chances for career growth. It delves into the obstacles that hinder the attainment of inclusivity, including resistance to change, unintentional prejudices, ignorance, and structural barriers. It supplements these discussions with best practices, illustrating successful examples of organizations that have effectively promoted inclusivity in the workplace. The methodology to be employed involves a qualitative research approach. The paper underscores the importance of promoting inclusivity and urges managers to address equality and inequality issues actively.
Website: Researchgate.net
The Fundación Laboral de la Construcción launched Orienta-tik, a new digital platform designed to promote career opportunities in the construction sector in Bizkaia. Funded by the Diputación Foral de Bizkaia, the tool centralises essential information on training, in-demand trades, and working conditions, making it easier for individuals to explore a sector with strong employment prospects. The platform is divided into two main sections: one offering an overview of the sector and another with practical guidance on employment. By providing clear and accessible information, Orienta-tik aims to attract new workers and support professional growth in a field that continues to expand.
To ensure the sector’s future, Orienta-tik also addresses challenges such as skills development and generational renewal. Many young people do not consider construction as a career option, despite its promising opportunities. The industry is evolving with the integration of digital and green technologies, requiring specialised training in areas like BIM and AI. The platform highlights various training pathways, from short courses to advanced qualifications. It also aims to attract women and younger workers, underrepresented groups in construction. A dedicated section, Mujeres en Construcción, promotes opportunities for women in the sector. Accessible in four languages (Basque, Spanish, French, and English), Orienta-tik serves as a key resource to improve employability and connect individuals with careers in a transforming industry.
CEAR Madrid hosted the Employment and Diverse Talent Day to promote the integration of refugees and asylum seekers into the workforce. The event showcased the skills and potential of refugee professionals, with CEAR Madrid coordinator Paco Garrido highlighting their valuable contributions to society. Begoña Arias, CEAR Madrid’s Inclusion Manager, stressed that employment and housing are key to social inclusion, while Noemí Mena from Erasmus University Rotterdam emphasised the benefits of intercultural workplaces for businesses.
Several companies shared their experiences in hiring refugees. Alsea has partnered with CEAR through its ‘En la línea de salida’ programme at Starbucks, while Carrefour has employed 120 refugees, improving team dynamics and employee engagement. PAZ.AI, a social startup, connects refugees with the tech sector by offering digital skills training, collaborating with companies like BlaBlaCar, which has successfully hired refugee professionals for IT and analytical roles. Social enterprises are also contributing to refugee employment. Causas CEAR runs eight kitchens across Spain, employing 39 people, 71% of whom are refugees. Foret and Ephimera have also incorporated refugees into their teams, with the latter urging small businesses to get involved. The event concluded with CEAR Madrid recognising 15 companies for their commitment to refugee inclusion, demonstrating the mutual benefits of integrating refugee talent into the labour market.
A total of 21 refugees and asylum seekers received training in masonry and electricity in the Valencian Community, thanks to a collaboration between the Fundación Laboral de la Construcción, the Spanish Commission for Refugee Aid (CEAR), and the Refugee Reception Centre (CAR) in Valencia. Starting on June 6, an 80-hour Basic Housing Maintenance course was conducted to equip participants with the skills needed to carry out minor building repairs and maintenance tasks.
The training focused on essential skills in masonry, electricity, plumbing, and painting, enabling participants to address minor issues in buildings without disrupting their use or services. In cases of more significant breakdowns, they were trained to perform urgent initial repairs until a professional arrived. This practical training aimed to enhance the employability of refugees by providing them with hands-on experience in crucial building maintenance tasks.
This initiative was part of a broader effort to support the social and professional integration of asylum seekers in Spain. Through the collaboration between Fundación Laboral, CEAR, CAR, and ACCEM, refugees gained access to vocational training in various trades, improving their professional competencies and increasing their chances of employment. This programme not only strengthened their job prospects but also facilitated their integration into society.