This toolkit includes 3 types of resources:
1. Knowledge (to provide selective and concise information on the context or key concepts related to refugee integration).
2. Methods (processes that can be implemented to improve refugees' access to employment).
3. Tools (which support the chosen methods or which can be used separately for training and job coaching).
There are 3 possibilities to find the resources you need:
1. By browsing this page you will get an overview of all the resources available.
2. By using the search bar with keywords.
3. By selecting filters: What is the purpose of the resource? What is the main topic covered? Who will use it?
Filter the results using the buttons below ↓
- To make managers aware of the importance of intercultural communication.
- To provide examples of intercultural communication activities.
- To present the added value of refugees in a company
- To explain difficulties and barriers with recommendations to overcome them
- To help companies to determine needs in terms of skills
- Preparing refugees and matching them with companies
- Supporting refugees once they are in the company for a sustainable job
- To provide companies with tools to measure the impact of refugees and newcomers.
- To prepare companies to welcome staff of foreign origin
- To inform companies about the diversity of migrants (according to their status, level, origin...)
- To be aware of opportunities and risks
- To assess the strengths of the company and areas of improvement
- To prepare the mentoring relationship.
- To help the mentor preparing the first meeting with the refugee.
- To prepare tutors in the company to support effectively the refugee.
- To prepare them to provide adequate language support.
- To describe the various responsibilities for a proper integration
- To provide a checklist for welcoming a refugee
- To assess if the adaptation to the workplace is going well.
- To prepare the company for the assessment of refugees job applications.
- To develop awareness of the main risks encountered when assessing a refugee's application.
- To propose actions to limit these risks.
- To show that it can be valuable to employ a worker with a poor command of the host country language.
- To give arguments that can be used to encourage companies to employ a worker who still needs to develop language skills.