The CIPD Trust has published a new guide to support organisations and HR professionals in recruiting – and retaining – refugee workers.
A Guide for People Professionals on Hiring Refugees offers practical recommendations, outlines relevant legislation, and showcases employers who have successfully integrated refugees into their workforces.
There are more than 480,000 refugees in the UK, many of whom possess a wide range of experience and skills. Research indicates that 33 percent hold a bachelor’s degree or equivalent, while 26 percent have a master’s degree or equivalent.
The guide highlights the business advantages of hiring refugees, including addressing skills shortages, creating diverse workforces, and supporting corporate social responsibility objectives. It also provides HR professionals with actionable steps to help remove barriers to employment for refugees.
Supporting Refugee Workers
Sally Eley, Head of Trust at the CIPD, said, “Following the success of our guide to recruiting, employing and retaining people with convictions, we’re very pleased to launch our second guide which is focused on supporting refugees into employment. This builds upon the work and findings of the CIPD Trust, to provide accessible and actionable advice for organisations of all sizes, who are looking to broaden their talent pool.”
“At the CIPD Trust, we’re passionate about supporting those facing the biggest barriers into work. Refugees often need to completely rebuild their lives here in the UK, after fleeing their homes to escape conflict, climate catastrophe or persecution. Employment is one of the most important factors in their integration, and organisations can create meaningful change by helping them to start their lives again.”
The CIPD Trust noted that stable employment allows refugees to integrate into their communities, achieve financial independence, and contribute to the UK economy.
Business Perspectives on Hiring Refugees
Jen Stobart, Director of Tent UK, a network of companies dedicated to connecting refugees to employment, said, “Hiring refugees is a win-win-win. For refugees, securing meaningful work is a vital step in rebuilding their lives and integrating into their new communities. For businesses, it means accessing a resilient and dedicated talent pool that brings fresh perspectives, a strong work ethic, and higher retention rates. And for our country, hiring refugees means a stronger economy and a solution to labour shortages.”
“Yet, as they seek to secure meaningful employment, refugees face many structural barriers that business can help tackle. HR professionals play a fundamental role in successfully recruiting and onboarding refugee talent.”
Starbucks has implemented a refugee hiring programme in the UK in partnership with the Refugee Council UK. This initiative is part of the company’s global commitment to supporting refugee employment.
Russell Butcher, Director of Strategic Programmes and Partner Resources at Starbucks EMEA, said that refugees bring many winning attributes and skills.
“We’ve built a programme that delivers training to help refugees rebuild their lives through employment, which over 400 refugees have joined,” he said.
Refugee experiences vary widely, and HR professionals may need to adapt their approach to meet individual needs, working with organisations offering specialist support where needed.
