Recognise the issue

Professional bodies (understood in its widest sense to cover the diversity of organisations) are understandably focused on their discipline and practice, supporting members, promoting the profession, and for some, regulating standards. There may be initiatives to promote equality, diversity, and inclusion more broadly, including for schoolchildren or under-represented groups. But few seem aware of the presence and needs of highly skilled refugees in the UK population and how they might be supported to enter the profession.

In general refugees lack early access to appropriate language support, access to high quality information, advice and guidance (IAG) and professional networks, recognition of qualifications and skills assessment, high quality mentoring, job search assistance, CV and interview preparation, and volunteering or work placement opportunities. You, as their fellow professionals, can help facilitate all of this.

“a range of other professional bodies could be doing an awful lot more for this untapped work force than they are doing already.” (Archer et al 2005, p. 51)

Outreach to Refugee Support Organisations

Knowledge of the circumstances of refugees, such as legal status and employment entitlements is potentially confusing. The barriers they face, and best practice in supporting them will not be known to many working in the professions. There are a wide range of national and local agencies with expertise listed in this guide who will be able to offer guidance and support, and could develop a partnership.

Proactive approach

Organisations should be active in their efforts, rather than considering that they have processes in place if contacted. As well as (possibly) an institution which can accredit skills and qualifications if applicants meet the criteria, a professional body is an organisation comprising members (and via them, employers) who by definition have the skillsets, workplace knowledge, networks, and experience to help those in need.

Many good examples of supported individuals exist, but these are often by chance or through a personal contact, and so not widely available to all.

Embed and mainstream support

Many projects and initiatives falter when people change or project funding ends. Work needs to be embedded within the organisation so there is continuity. Include it as part of an Equality, Diversity & Inclusion (EDI) strategy and monitoring, with reports to the Board of Trustees or members as appropriate.

“The agreement [with the professional body] was that the financial support would be provided, and then you have a person changes, somebody else comes in, you start the whole process all over again … Not for a Lack of wanting to have it, it just kind of fizzles.” Refugee Support Organisation

Work with related professional bodies, umbrella organisations and networks to share practice, maybe via organisations such as the Professional Association Research Network (PARN) as forum to exchange ideas and develop initiatives

[In Ireland] “there has been little or no opportunity for cross-collaboration between professional bodies to facilitate the sharing of good, innovative practices.” (Ní Mhurchú 2007, p.10)