Volunteering Placements of Asylum Seekers in a Regional Job Centre

1. Volunteering Placements of Asylum Seekers in a Regional Job Centre ‘ESÉLY’ Development Partnership

2. Legal Background • Law No. 139. of 1997 on Asylum • Law No. 88. of 2005 on Employing Volunteers

3. Why the Regulation is Good? • Protects the volunteer • The organisation • The beneficiary of the voluntary work • Responsibilities are defined

4. 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

5. 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)

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. Thank you for your attention!