A well prepared preboarding can result in more value for the company hiring refugees
SETA is a medium-sized public-private company working in green services. In 2019 it participated in an integration project, placing two young refugees on an internship of 3 months, which was followed by a fixed-term contract of 9 months (with the intention to stabilize the two workers). The company board weighed the decision to join the project very carefully, given the social context of reference which is characterized by a high rate of native youth unemployment. Once taken the decision, they have carefully prepared a preboarding programme.
The first step was a preventive risk analysis on the possible impact of two refugees in the company, focusing on communication and relation aspects. Considering the type of work required to ecological operators, the company evaluated in advance the possible problem of impact of Ramadan; this issue was discussed directly with the two African candidates during the job interview in a delicate way. Both of them ensured the ability to operate even in extreme conditions (during the period of Ramadan, easier shifts would be guaranteed for them). The placement was made on the basis of:
- an objective approach focusing only on the competences needed by the company (refugee workers are like all others apart from the need to give more attention to linguistic and communicative aspects)
- mutual trust between the company and the workers (integration pact).
The second step consisted in preparing employees and teams to work with new refugee colleagues. A two-hour training session was organized by a migration expert, to raise the whole company's awareness of the issue of refugees; the following themes were dealt with: real data on numbers relating to the entry flows of non-EU immigrants into Italy, the problems migrants have to face during their migration project, types of migrants (refugees, asylum seekers or protection) and the Italian reception system with the reference legislation. The training was provided to trade union representatives, company managers, direct heads of the two new trainees and other company profiles considered as key persons for a successful integration. The presentation of the two refugees’ integration project proved to be strategic, thus avoiding possible oppositional attitudes in the workplace, linked to the principle of "Italians first". The role of the tutors assigned to the two young trainees was decisive for their successful integration.
The three main positive aspects of SETA inclusion experience, as highlighted by the HR head, are:
- Improvement of work performance: the dedication and motivation to work inspired other colleagues, resulting in a decrease in hours of absenteeism.
- Improvement of corporate climate: colleagues are happy to work in the same team and shift of the young Africans workers, who are full of strength and physical energy and work hard.
- Strengthening of corporate cross-cultural competences: the refugees helped their Italian colleagues to overcome stereotypes and prejudices, as well as understand their real life (past and present) by making many of them aware that the information they learn from media may be incomplete or partial.
The main elements of this successful experience are:
- Strong commitment of the board of the company
- Objective competence-based approach
- Preventive risk analysis and management
- Information and training for company staff to prepare them for the entry of the two workers
- Welcoming programme
SETA is among the winners of the UNHCR Welcome project in 2018, obtaining the award of Company working for refugee integration.