In the bustling city of Sydney, Australia, a young woman named Natalia Akulova embarked on a journey that would challenge her preconceptions about the value of experience and education. Akulova, a 36-year-old mother of two, arrived in Australia as a refugee in 2022, armed with university degrees, years of professional experience, and a dream to rebuild her career. But the reality she faced was far from what she had imagined.
Akulova's story is not an isolated incident. It reflects a broader struggle faced by many skilled refugees in Australia, who find themselves grappling with systemic challenges when seeking employment. The issue is not just about degrees and experience; it's about the recognition of those credentials and the ability to navigate a complex labour market.
The Challenge of Recognition
Despite holding degrees and years of experience, many refugees struggle to have their qualifications recognized. This is a significant barrier, as it often leads to them being placed in jobs below their skill level or, worse, being out of work altogether. Akulova, for instance, had strong professional experience in information technology before arriving, but entering the Australian job market was far from straightforward.
"Even if you have a big CV with solid experience, it is still challenging to prove that your experience matters and get your skills recognized," she says. This sentiment is echoed by many refugees, who find themselves in a Catch-22 situation: they have the skills and experience, but they lack the recognition to prove it.
Occupational Downgrading
Research from the Australian Institute of Family Studies highlights a disturbing trend known as occupational downgrading. Many refugees who arrive with managerial or professional backgrounds experience a decline in their occupational status, with outcomes that can persist long after settlement. The data shows that 30% of employed women and 19% of employed men had been working in managerial or professional roles before arriving in Australia, but these figures drop to 17% and 10%, respectively, after 10 years of residency.
This trend is not just about the numbers; it's about the impact on individuals and their sense of self-worth. As John van Kooy, the lead author of the report, notes, "Many refugees have their careers interrupted by forced migration and while waiting for their visas to be granted. Language can also be a barrier to finding suitable employment initially."
The Role of Employers
Employers play a crucial role in addressing these challenges. Some organizations are experimenting with targeted recruitment and training programs to help refugees overcome employment barriers. The Sydney Opera House, for instance, has run a pilot employment project designed to help skilled refugees enter the workforce. This program has been a success, providing refugees with the skills and confidence to navigate the job market.
IKEA Australia's Refugee Workforce Inclusion program is another example of a successful initiative. The program began as a pilot in 2020 and has since become a permanent intake scheme. It has not only helped refugees find employment but has also improved the overall customer experience, as a diverse workforce speaking languages other than English has brought a unique perspective to the company.
The Way Forward
However, the road to employment for refugees is not without its obstacles. Misconceptions about refugee workers persist among some employers, often related to visa status or skills and education. As Professor Betina Szkudlarek from the University of Sydney Business School points out, the current anti-migration rhetoric could negatively impact refugees and refugee employment.
"I am concerned that, unfortunately, the current increasing anti-migration rhetoric will have a negative impact on refugees and refugee employment more broadly," she says. This sentiment highlights the need for a more nuanced understanding of the challenges faced by refugees and the importance of supporting them in their journey to employment.
A Call to Action
As Akulova's story illustrates, the challenge of finding employment is a complex one. It requires a multi-faceted approach, involving employers, policymakers, and the wider community. Employers must be willing to invest in targeted recruitment and training programs, and policymakers must address the systemic issues that prevent refugees from having their qualifications recognized.
But it's not just about the system; it's about changing attitudes. As Akulova says, "I want to say to employers — Please, give us a chance. It is not charity because so many refugees are smart, skilled, and willing to contribute."
In the end, the success of Australia's humanitarian program depends on recognizing the value of refugees and providing them with the opportunities they need to thrive. It's a call to action that should resonate with all of us, as we strive to build a more inclusive and equitable society.
