Episcopal Migration MinistriesEpiscopal Migration Ministries

Approaches to Somali Approaches to Somali Resettlement & EmploymentResettlement & Employment

Integration ConferenceIntegration Conference

28-29 September, 201128-29 September, 2011

Stavanger, NorwayStavanger, 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 ProgramOVERVIEW

• 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 front-loaded 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 GrantBenefits 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 ruralSomalia’s population is mostly rural• Nearly 80% of the people are farmers and herders. Nearly 80% of the people are farmers and herders. • Male centered culture Male centered culture • Women have more freedom to become educated, Women have more freedom to become educated,

work and travel than in many Muslim nationswork and travel than in many Muslim nations• The society of pastoral Somalis is fundamentally The society of pastoral Somalis is fundamentally

democratic democratic • Value independence, democracy, egalitarianism, Value independence, democracy, egalitarianism,

individualism & generosityindividualism & generosity

*Source: Center for Applied Linguistics*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 teacherYounger person with elder

• Use of index finger• Pointing & motioning to "come here" is

offensive

*Source: Center for Applied Linguistics*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*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*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*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*Source: Center for Applied Linguistics

Employment ChallengesFrom 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*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 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 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 open-minded 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 Episcopal Migration Ministries Approaches to Somali Approaches to Somali

Resettlement & EmploymentResettlement & Employment

Integration ConferenceIntegration Conference

28-29 September, 201128-29 September, 2011

Stavanger, NorwayStavanger, Norway