In the bustling city of Sydney, Australia, a story of resilience and determination unfolds. Natalia Akulova, a 36-year-old mother of two, arrived in the land down under as a refugee in 2022, armed with university degrees, years of professional experience, and a dream to rebuild her career. But the reality she faced was a stark contrast to her aspirations.
Akulova's journey began with a visit to the iconic Sydney Opera House, a dream fulfilled after years of living in Ukraine. However, her path to re-entering the workforce was riddled with challenges. This is a common struggle for many skilled refugees in Australia, a country that celebrates its millionth refugee since World War II.
The political landscape is shifting, with migration becoming a contentious issue. The Opposition's proposal to cap net overseas migration at the number of new homes completed each year reflects a growing sentiment that migration levels should align with housing supply. This shift in political rhetoric, as Professor Betina Szkudlarek from the University of Sydney Business School warns, could have a detrimental impact on refugees and their employment prospects.
Szkudlarek's research highlights the systemic challenges faced by skilled refugees. Misconceptions about refugee workers persist among employers, often based on visa status or skills and education. As diversity and inclusion initiatives are scaled back in the corporate sector, refugees find themselves at a disadvantage.
Despite holding degrees and years of experience, many refugees struggle to have their qualifications recognized. They often find themselves in jobs below their skill level or out of work altogether. Akulova, for instance, faced challenges proving her experience mattered and getting her skills recognized in the Australian job market.
Research from the Australian Institute of Family Studies reveals a disturbing trend of occupational downgrading among refugees. Before arriving in Australia, 30% of employed women and 19% of employed men held managerial or professional roles. However, after 10 years of residency, these numbers drop to 17% and 10%, respectively. This highlights the persistent barriers to employment faced by refugees.
Employers are not immune to these challenges. Some are experimenting with targeted recruitment and training programs to help refugees overcome employment barriers. The Sydney Opera House's refugee cadetship program, for instance, has been a lifeline for Akulova, providing her with job interview skills and confidence. Similarly, IKEA Australia's Refugee Workforce Inclusion program has successfully integrated Ukrainian refugee Iryna Yarmoliuk into the workforce, promoting her to a customer experience coordinator role.
However, the path to employment is not without obstacles. Many employers fear hiring refugees due to uncertainty about navigating complex policy and visa environments. Carmen Garcia, founder and CEO of Community Corporate, emphasizes that hiring refugee workers is a strategic business decision that can help a company thrive. But the challenge remains significant for many refugees still struggling to find work.
Akulova's story is a testament to the resilience of refugees. She has moved on to a full-time role as a senior project coordinator, but she acknowledges the ongoing struggles faced by many. Her message to employers is clear: give refugees a chance. She believes that refugees are smart, skilled, and willing to contribute, and that their potential should not be underestimated.
As Australia continues to welcome refugees, the need for systemic changes to support their integration into the workforce becomes increasingly apparent. By addressing the challenges faced by skilled refugees, Australia can harness the full potential of its diverse population and build a brighter future for all its citizens.
