In the past year, Sayyid Kabir Kamal's world crumbled. A Uzbek Afghan, Kabir worked in procurement for the U.S. embassy in Afghanistan and was a popular pop musician, recording songs to support the Afghan military. But on August 15, Kabul fell, and the following day, Kabir and his family, desperate, hurried to the U.S.-controlled airport.
"They betrayed us ... and told us to stop. But we didn't," he told us. Kabir and his family were among over 76,000 Afghans evacuated from Kabul last year.
Relocation agencies have gone out of their way to assist Afghans like Kabir with housing, school enrollment for their children, and English language learning. From Texas to Virginia, local churches, community groups, and families have welcomed them with open arms, providing inspiring assistance to their new neighbors.
But the most important step for a refugee is finding a job, a challenge many still struggle with. They may not speak fluent English, have resumes with unknown company names or certifications, or face transportation issues due to lacking a driver's license. Companies must strengthen their efforts to lower employment barriers for Afghan refugees – and others – both by providing dignified job opportunities and providing a career ladder from entry-level jobs to those that reflect their background and qualifications.
Refugees don't want charity; they want dignity. The moment they find meaningful work is when they find their worth, when they can support themselves and their families, and when they can start putting roots down in their new communities.
Thankfully, the situation has improved since the beginning of this year, and companies are now focusing on refugee hiring. Tent, a global nonprofit organization, has tasked over 100 large companies with dismantling the hurdles faced by refugees seeking employment in the U.S. market. Pfizer has set up a special portal for refugees of all backgrounds to ensure their qualifications are not overlooked. Tyson Foods has hired Dari and Pashto translators at selected locations to support Afghan refugee employees. Oneida Nation Enterprises has set up shuttle buses for Afghan refugees without transportation to make commuting to and from work easier.
Now, thousands of Afghans, including Kabir, have secure jobs in the U.S. On April 11, he began working as a stock clerk at Pfizer. "Now I am rebuilding my life from scratch," Kabir said.
A tight labor market has helped employers look to other sources of talent. Many business leaders admit they have respect for the courage and resilience of refugees. Companies have also learned firsthand that hiring refugees is economically beneficial. Data shows that refugees stay longer with companies, companies hiring refugees are more attractive to employers, and consumers are more likely to shop at brands employing refugees.
Yet, a year later, we estimate that half of the job-seeking Afghan refugees have found employment. That means more work needs to be done. More companies need to hire Afghan refugees and make small investments to overcome language, transportation, and other barriers. While entry-level jobs in sectors such as hospitality, food service, and retail provide refugees with the opportunity to earn a living, improve their English, and learn valuable soft skills, these jobs should be stepping stones, not dead-ends for their careers. Companies must do more to help Afghan refugees find jobs that allow them to fully utilize their skills, through mentoring, training, and career development opportunities.
Congress also plays a significant role. It is crucial to pass the Afghanistan Adjustment Act, which would simplify the path to a "permanent status" in the U.S. for Afghan evacuees. Without this legislation, many Afghans would need to file for asylum individually – a daunting task for many as they would have to destroy documents that prove their claims. Furthermore, with a backlog of nearly 700,000 asylum cases, many Afghans could remain in limbo for an extended period, potentially jeopardizing their ability to maintain legal, full-time employment.
Despite everything that has happened, Kabir thanked fate for bringing him to America. We must not disappoint him.
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To strengthen efforts to reduce hiring barriers for refugees and reap the benefits of their employment, businesses can implement the following strategies, as demonstrated through various initiatives:
- Flexible Working Arrangements:
- Flexible Staffing Models: Offer flexible working hours to accommodate caregiving responsibilities, which is often a challenge for refugees with family obligations or those who have experienced trauma[5].
- Training and Mentorship Programs:
- Hiring and Training: Provide training programs to help refugees become job-ready or secure higher-skilled roles. This can include language training, professional development coaching, and on-the-job training[1][5].
- Mentorship and Integration Support:
- Mentorship: Mobilize employees to provide professional mentorship, helping refugees prepare for the labor market and integrate into the workplace[1][5].
- Inclusive Hiring Practices:
- Merit-Based Hiring: Focus on merit-based hiring processes to ensure fairness and reduce bias. This can involve anonymous evaluation processes and external monitoring to prevent favoritism[4].
- Community Support and Retention:
- Support Services: Offer support services such as housing assistance, transportation support, and educational support for children. This can help in retaining employees and ensuring their overall well-being[2].
- Cultural Sensitivity and Inclusion:
- Cultural Awareness: Recognize the diverse backgrounds and experiences of refugees, providing a welcoming environment that values their unique perspectives and contributions[1][5].
- Virtual Job Fairs and Workshops:
- Virtual Job Fairs: Organize virtual job fairs to connect employers with highly skilled refugee talent, fostering greater inclusion and understanding[5].
- Partnerships with Refugee Organizations:
- Collaboration: Partner with organizations specializing in refugee employment, such as MENA Alliances, to connect talent with employers and provide necessary skills and insights[5].
By implementing these strategies, businesses can not only reduce hiring barriers for refugees but also benefit from their diverse perspectives and skills, as demonstrated by the success stories of Afghan refugees like Kabir Ahmad Rahil, who is hopeful about landing a job as a district governor through a merit-based hiring process[4].
