Transcript Slide 1

Episcopal Migration Ministries
Approaches to Somali
Resettlement & Employment
Integration Conference
28-29 September, 2011
Stavanger, Norway
Overview of US Refugee
Resettlement Program
• Ten national Voluntary Agencies (VOLAGs) are
currently contracted by the U.S. government to
resettle refugees domestically.
• Nationwide network represents over 350 local
resettlement offices in 289 individual
communities.
• In Fiscal Year 2010, the US resettled 73,311
refugees from 72 countries and speaking over
46 different languages.
Episcopal Migration Ministries
• Has been resettling refugees on behalf of The
Episcopal Church formally as EMM for almost 25
years.
• Proudly upholds the Episcopal Church’s 70-year
legacy of welcoming refugees and assisting the
uprooted.
• EMM resettled 4,962 refugees in FY 2010 and
project 3,368 for FY 11.
Episcopal Migration Ministries’
Affiliate Network
• EMM operates in 33 U.S. communities.
• Local partner agencies implement
resettlement programs with strong
participation of local Episcopal churches.
• Co-sponsorship is a way for churches to
live out their faith – “global mission in your
backyard”!
EMM Resettlement Communities
Reception and Placement Program
OVERVIEW
• Funded through the US Department of State,
provides reception services to arriving refugees
during their first 90 days in the U.S. through
contracts with resettlement agencies.
• Local offices secure or provide initial housing,
furnishings, food, clothing, orientation, counseling
and assistance in accessing programs and benefits
for which refugees are eligible including language
training, health care and other vital services.
• Functions as a bridge to other programs and
services.
Matching Grant
OVERVIEW
• Funded by the US Office of Refugee Resettlement
• Provides an alternative to welfare through frontloaded case-management and employment services
along with housing and cash assistance
• Promotes early self-sufficiency and has a high rate
of success compared to subsidized employment
programs for the general population.
• Funds job developers, employment caseworkers,
and other staff that assist refugees to find and retain
jobs.
Matching Grant
• For every $2 in federal funds, volags raise $1 in
cash and in-kind match through volunteers,
donations, and fund-raising.
• In FY 2009, over $27 million raised to support
refugees.
• This “public/private partnership” generates cash
and in-kind resources for refugees from volunteers
so it is a tangible sign of receiving community
support for refugee resettlement.
Matching Grant
Benefits to Employers
Employers gain motivated employees, each supported by a
local refugee employment team that can offer additional
FREE services to business such as:
• Pre-screening and assessment
• Consistent source of reliable workers
• Job readiness training
• On-the-job counseling
• Mediation and retention support
• Bilingual coaches
• Administrative support with employee paperwork
Resettling Somalis
Economic and Cultural Values
• Somalia’s population is mostly rural
• Nearly 80% of the people are farmers and
herders.
• Male centered culture
• Women have more freedom to become
educated, work and travel than in many Muslim
nations
• The society of pastoral Somalis is fundamentally
democratic
• Value independence, democracy, egalitarianism,
individualism & generosity
*Source: Center for Applied Linguistics
Specific Cultural Considerations
• Eye Contact
• Not customary in Somali culture
• Averting gaze/looking down is a sign of
respect. Examples:
Student with school teacher
Younger person with elder
• Use of index finger
• Pointing & motioning to "come here" is
offensive
*Source: Center for Applied Linguistics
Somali Business Culture
• Getting Hired
• Relatives hire relatives; family connection
• No interviews required
• Entrepreneurs (businessmen, negotiators)
• Many informal jobs
• No Benefits - vacation, sick time, leave of
absence do no exist
*Source: Center for Applied Linguistics
Workplace Communication in Somalia
• If sick, don't call in. Return when better.
• Appreciation is not expressed verbally
• Highly value effective communication and
use humor to save face
• Confrontation about issues
• Asking for Help
• Not afraid to ask questions or for help
• Feel something, you talk about it
*Source: Center for Applied Linguistics
Conflict Resolution in Somalia
• Respect strength and challenge each other to
test limits
• Justice based on “an eye for an eye”
• Can be opinionated, but willing to reassess other
side if adequate reason presented
• Workplace Conflict
• Co-workers confront one another directly and
sometimes physically fight
• Voicing a grievance with supervisor can lead to
termination
*Source: Center for Applied Linguistics
Incentives & Career Development
Incentives
• Monetary incentives
• Value recognition
• High importance of family
• Loyalty and friendships are highly valued
Development
• Promotion and career development can be unfamiliar
concepts
*Source: Center for Applied Linguistics
Employment Challenges
From EMM’s field office – Lexington, KY
• Lack of English
• Cultural differences – particularly the importance of
punctuality and attendance.
• Women have no experience outside of the home, and
men do not encourage their wives to learn English or to
have activities outside the home.
• Many clients want to go to school rather than work so
employment counselors must reinforce the idea that they
can try to do both, but that work is the priority.
• Missing work for non-urgent appointments.
• Lack of experience working at the pace required in the
U.S workplace.
Employment Challenges
From EMM field office – Concord, New Hampshire
• Personal hygiene issues
• Concepts of time
• Lack of soft skills and other specific job related
skills.
• Family planning issues (female refugees get a
job then quit when they become pregnant. Don’t
understand that one can be pregnant and still
work).
Employment Challenges
From EMM field office – Columbus, Ohio
• Issues of religious misunderstanding/conflict:
• Women must wear form fitting hijab for safety
in workplace. Some are reluctant, hurting
employment prospects.
• Refugees require time and space for daily
prayers
• Key is educating employers on the Somali
culture and educating the Somalis on the
American work culture.
Effective Responses
Guidelines for Mutually Satisfying
Employer-Refugee Worker
Relationships*
The following basic strategies emphasize
that initial patience and support for new
employees will increase the degree of
success in the workplace.
*Source: The Center for Victims of Torture
Strategies for Success
• Take extra time to orient new refugee employees. This
step will minimize problems and misunderstandings later.
• An investment in translation or interpretation or in
facilitating language studies for employees can decrease
costly accidents and mistakes.
• Cultural training for staff and all employees (both refugee
and non-refugee) can prevent the compounding of
misunderstanding as well.
Source: The Center for Victims of Torture
Strategies for Success
• Help refugees rebuild social support networks that
reinforce natural resiliency. A supportive environment in
the workplace fosters problem solving and improves
work performance.
• Encourage teamwork across cultural gaps on the job
making certain that refugees know whom they can talk to
if they are having problems.
• Network with other agencies in the community who can
help refugees and immigrants with various needs.
Source: The Center for Victims of Torture
Lexington, Kentucky
• “World of Work” curriculum – Intensive job
development and cultural orientation
training.
• Seven-week program uses role playing,
power point, and outside presenters to
help clients understand applications,
interviews, and work experience.
Concord, New Hampshire
• Maintain connections with employers who have
previously hired refugees.
• Job Clubs: Volunteers and staff help refugees
write resumes, fill out applications, practice
interviews, etc.
• Targeting hygiene issues: Workshops on
personal care, distribution of soap, toiletries, etc.
• Capitalize on state-funded program to train and
employ childcare workers, other sectors in
demand
Boise, Idaho
• Driver and vocational trainings for clients with
some English knowledge.
• Partnership Boise Mayor’s Office and the
Department of Labor on strategic community
plan.
• Specialized women’s program which covers
parenting, health, and employment. “Hands on”
activities such as job shadowing, site visits, visits
to clinics, schools, etc.
Columbus, OH
• Job development programs stress basic
skills, like remedial math, for refugees with
limited formal education.
• Employer relationships are critical. Staff
build trust with employers, follow up
frequently to address challenges after
hiring takes place.
Minneapolis, Minnesota
• Guide for Employers of Refugees;
• Publication of resources to educate
employers of refugees, common in many
resettlement communities.
• Highlight financial benefits of working with
refugees for employers, approaching
employment from business owner
perspective.
Case Study – Indhos Nor
Somali artist/entrepreneur, co-owns
restaurant in Columbus, Ohio.
• “My success comes from being openminded and accepting the views of others
and using their perspectives to better my
own.”
• “Accountability is highly important. You
must be trusted, in order to succeed in a
team setting.”
Case Study – Halima Ali
• Upfront job readiness orientation; English
skills, interviewing, workplace orientation.
• Secured housekeeping job at local hotel
due to agency/employer relationship.
• Work ethic and attitude led to
consideration for promotion within one
month.
• One year later, Halima continues ESL and
has enrolled in nursing program at local
college.
Thoughts from a Resettlement
Professional:
“It absolutely can work. Somalis can and do
integrate. Somalis can and do succeed. Some
more than others, but it does happen, all the
time. There are so many possible definitions of
success and I think it is important to keep in mind
that refugee integration and economic
advancement take time. It isn't always evident
with adults who are resettled, but with the children,
there is so much potential and real success.”
Angie Plummer - Director, Columbus Refugee and Immigration
Services
Case Study – Sharmake Muse
• Nurse assistant for German NGO in
refugee camp.
• Pursuing nursing degree in Minneapolis
• Relationship with volunteer mentor aided
in acculturation process, assisted with
employment and educational development
References
• Somalis: Their History & Culture
www.cal.org/co/somali/sintro.html
• We Will Work Hard; A Guide for Employers of
Refugee Newcomers
www.cvt.org/files/pg74/We_Will_Work_Hard.pdf
• RefugeeWorks
http://www.refugeeworks.org/employers/benefits_of_
hiring_a_refugee.html
Episcopal Migration Ministries
Approaches to Somali
Resettlement & Employment
Integration Conference
28-29 September, 2011
Stavanger, Norway