In recommending good practice, the Refugee Council seeks to outline how refugees’ needs can best be met. We recognise that the type and level of service provided often depends on funding.
Advisers
Refugee needs vary, and different models of good practice apply depending on the client. For example, how long they have been in the UK and what qualifications or training they already have.
- Make sure services are accessible. Use interpreters and translated materials
- Design flexible services to meet different needs. Both drop-in services and appointment systems are appropriate
- Aim for continuity of service, using follow-up procedures
- Help refugees and asylum seekers to build up a record of past work experience, and then to re-assess their skills in the light of the UK job market. Look at the transfer of skills and encourage retraining where necessary
- Train staff in working with different clients. Discuss case histories so staff members are aware of the full range of issues that might emerge
- Review and evaluate the service you offer. Do not assume that clients’ needs are automatically being met. Find out through client feedback questionnaires or focus groups
Colleges and training organisations
Try to build direct links between courses and jobs, through work placements and schemes that flow into one another
- Help students with information on placements and voluntary work
- Include several hours of ESOL support each week as part of other courses
- Review the delivery of ESOL. How effective is it compared to EFL?
- Make contact with refugee agencies to keep up to date with information and to get specialist advice
Tutors and trainers
Be aware of the situation in your students’ home countries, but do not ask probing questions about their past.
- Be sensitive to political and religious issues. Due to their background or beliefs, students could feel alienated or exposed in group discussions. Structure debates and use materials carefully.
- Stay in touch with refugee agencies that can give you specialist advice and the latest information on particular countries.
- Use appropriate materials. Many ESOL courses adapt EFL materials, which are aimed at younger people and largely Eurocentric. People on ESOL courses are usually older and relate to different subjects.
In the UK, refugee students are confronted with a more interactive and participative teaching style, with an adult-to-adult rather than teacher-student relationship, reflective practices and personal development plans. Institutions and tutors need to be aware that while some refugee students excel, others may continue to struggle with this new teaching concept until they finish the course.
The Refugee Assessment and Guidance Unit (RAGU) has published a useful guide for advisers working with refugees and asylum seekers. You can find it on their website.
Employers
Employers should consult the Home Office code of practice on the avoidance of race discrimination in recruitment practice, while seeking to prevent illegal working.
If in doubt about a prospective employee’s permission to work, contact the Home Office Employers’ Helpline on 0845 010 6677. In partnership with the Equality and Human Rights Commission, the Refugee Council has produced a short guide that outlines the main documents refugees and asylum seekers have to demonstrate entitlement to work in the UK. Entitled "Employing Refugees", the guide is aimed at employers but will also be useful to advisers working with refugees. It is available to download from the Refugee Council's website.
Treat refugees and asylum seekers as any other UK job applicant or employee. Do not ask for a higher standard of English language than is required for the job. (This is required under the Race Relations Act 2000). If in doubt about the comparability of unfamiliar qualifications and work experience, contact NARIC’s customer services line on 0870 990 1560 or email: customer.services@naric.org.uk
Understand why people volunteer. Volunteers want to help, but most also want to learn new skills and gain experience of the UK working environment. Don’t just treat volunteers as free workers. Even though you don’t pay them (other than reimbursing expenses), you can support them with relevant training, advice or a reference.
When offering a work placement to a refugee (NB asylum seekers are not allowed to do work placements):
- Be aware that health and safety regulations must be met before a student can be placed
- Agree a work plan with both the student and the institute where they study
- Organise a thorough induction for the student at the start of their placement
- Stay in touch with the college or training institute; they can help the employer, as well as the student
- Appoint a supervisor who will support the student throughout the placement
- Explain your company’s Equal Opportunities Policy.
Companies offering work placements may wish to take advice to ensure that the placement is exempt from the minimum wage legislation.
The Refugee Assessment and Guidance Unit (RAGU) has published guidance on models for work placements.
