DEIB, Diversity & Inclusion, Employee Experience, ERGs
DHL and Accenture share how they are helping refugees rebuild through jobs and community engagement.
According to the United Nations, .
As of June 2022, the professional services company produced by 逸遊娛樂城庐.
Global companies are especially attuned to the plight of refugees. No. 24 on the Companies that Care list DHL Express has operations in over 220 countries and territories, and has been an active participant in refugee resettlement programs for years.
鈥淲e offer three kinds of support,鈥� says Fadzlun Sapandi, EVP of global human resources, DHL Express.
1. Language and cultural support. This includes local language training, including language guides, translations of contractor documents, and connection to publicly available resources, such as government-funded cultural training.
2. Internal networks and mentoring. Sapandi says this includes programs that connect employees who are refugees to other DHL employees for mentorship opportunities and job training.
3. Community partnership. DHL partners with local refugee organizations in the country where a refugee employee has relocated, depending on the resources made available by local governments. These partnerships with organizations like (DEI&B) programs.
鈥榃e use that framework to say, 鈥榃e all belong in the workplace,鈥� and to encourage our management team,鈥� says Sapandi. A DEI&B framework helps managers understand the unique skills refugees might bring to their work.
鈥淭hese are professionals in their own country, and they have something to offer,鈥� Sapandi says.
Friend agrees. 鈥淲ork opportunities for refugees provide a critical pathway to long-term economic and social resilience,鈥� she says, 鈥渁nd it's important to recognize the skills and experiences they can bring to the workforce.鈥�
DHL also offers to help refugees navigate their new community, including getting a driver鈥檚 license where one is necessary and available.
Getting all employees involved
At Accenture, an employee resource group (ERG) for refugees offers opportunity for all employees to participate in programs to support refugees.
Accenture employees volunteer with local resettlement agencies, participate in donation drives and work with partners to support refugee job seekers through r茅sum茅 reviews, practice interviews and training workshops. Accenture employees also partner with legal and government groups to offer legal clinics to help asylum seekers with the application process.
Within Accenture, the resource group collaborates with other ERGs to host listening sessions, celebrate cultural moments and build a community of support for refugee colleagues.
鈥淐ollectively, our Accenture people have contributed more than 3,000 volunteer hours to help refugees and their families,鈥� Friend says.
鈥淭hese are professionals in their own country, and they have something to offer.鈥� - Fadzlun Sapandi, DHL Express
The impact of helping others
The whole workforce can benefit from efforts to help refugees.
Sapandi says that DHL鈥檚 efforts have two main impacts for its workers:
- Pride in their company. 鈥淚t's the pride of giving back to society, connecting people, improving lives,鈥� Sapandi says. 鈥淭hat's our purpose.鈥�
- Connection with colleagues. 鈥淲e are so diverse at DHL Express,鈥� Sapandi says. 鈥淲e have people all over the world from different walks of lives, different races, religion.鈥�
The diversity created by bringing in so many different voices 鈥� including refugees 鈥� has a direct and measurable impact on business performance. 鈥淵ou see that impact being shown really clearly,鈥� she says. 鈥淒iversity in itself enriches and fosters innovation.鈥�
How you can get involved
Accenture and DHL share how to best support your refugee colleagues:
1. Keep engaging after the hiring process
鈥淚t's critical to recognize that the work to create a welcoming culture for refugees in the workplace continues beyond an initial hiring decision,鈥� says Friend.
It falls to all employees to create a welcoming environment that ensures newly hired refugees can succeed.
2. Practice patience and understanding
It鈥檚 extremely hard for business leaders who don鈥檛 have similar life experiences to fully understand the perspective of a refugee. 鈥淚t鈥檚 critical to approach it in a very empathetic way,鈥� says Sapandi.
It鈥檚 crucial to have awareness and offer grace for new employees trying to rebuild their lives, she says.
3. Understand the difference between language and cultural barriers
Even when a refugee doesn鈥檛 have a language barrier, cultural integration could create challenges. What are the norms for the work environment in a new country?
鈥淪imple things from the way you eat to how you greet someone can be viewed as offensive, but that鈥檚 never the intention,鈥� Sapandi says.
4. Focus on mentorship and networking
It鈥檚 crucial for refugees to have a buddy, someone they can rely on to talk about their day-to-day challenges that might be inappropriate to discuss with a manager.
鈥淢entoring support cannot be underestimated,鈥� Sapandi says.
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