Volunteering Placements of Asylum Seekers in a Regional Job Centre

‘ESÉLY’ Development Partnership

Legal Background

Law No. 139. of 1997 on Asylum Law No. 88. of 2005 on Employing

Volunteers

Why the Regulation is Good?

Protects the volunteerThe organisationThe beneficiary of the voluntary

work Responsibilities are defined

Background of the Idea

ESÉLY-EQUAL partnership: asylum seekers are contacted

Transnational cooperation: good practices seen at other DPs

November 2005: EASI DP conference on volunteering

2006 May: Registration as receiving organisation

Implementation

Informing potential participants about the opportunity to work as volunteers

CVs and personal profiles are prepared Selection (matching matching skills with

needs) Positions offered/taken: IT, customer

services, childcare 11 people have registered to date (3

females)

The Contract

Indefinite contract Salary and other forms of remuneration are not

paid Travelcard for the local public transportation is

provided Internet and telephone use in the office Weekly consultations about the time schedule,

worksheets are kept Declaration of confidentiality and data protection

is signed A reference letter at the end of volunteering

Evaluation of the project – strengths for participants

Low alternative costs Special skills, networking techniques Regular activities, structured time Getting acquainted with the public administration

system Work experience, acculturation Learning the language Acquiring new skills Social networks, social capital Reference for future job seeking Becoming resource for other asylum seekers In general: better job market integration

opportunities

Evaluation of the project – problems for participants

No income generated Language barriers Initial prejudices difficulties in networking

with the colleagues Insecure social and legal status,

obstacling stronger commitment Initial adaptation and acculturation

problems Different gender roles, community or

family expectations may be obstacles

Evaluation of the project – strengths for the organisation

Added value of the work done (meets human resource and staffing shortages)

Motivated labour force Efficient assistance in providing refugee

or immigrant clients Decreasing prejudices, supporting

tolerance and social cohesion In line with the equal opportunities and

diversity strategies of the Government

Evaluation of the project – problems for the organisation

Novelty, adaptation problems Colleagues’ initial reluctance Time consuming training and

preparation Volunteers can do only a limited

number of tasks Inflexible labour supply, strong

external factors, unsure length of employment

Opportunities

Scope can be expanded Transferable knowledge and methodology

(for other public administration agencies) Developing a standard methodology of

the psychosocial support behind the volunteer programme

Training and employment of refugees with volunteer experience as social workers, counsellors

Recommendations

Volunteering should always take place on a contractual basis

The asylum legislation should encourage volunteering of asylum seekers as a form of reception service

Involving other governmental and non-governmental agencies in similar projects is essential

Volunteering should always be dealt with a holistic approach, involving other service providers (mental health, social work, legal services etc.)

Standardising volunteering as a pre-employment support avalilable in the mainstream services of job centres and other labour market service providers should take place as a follow-up of this project

Thank you for your attention!