How 3 Companies Strengthened Their Workforces by Hiring Refugees
As of 2023, over 100 million people around the world have been displaced from their homes as a result of ongoing conflicts and disasters. For refugees and other displaced people, finding meaningful employment is one of the most important steps in their journey to rebuild their lives. And for the companies that hire them, bringing a refugee on board is more than just a good deed. It’s also a powerful strategy for filling skills gaps, improving workforce diversity, and expanding a team’s mindset, benefits to keep in mind today — World Refugee Day — and every other day.
According to LinkedIn data, 80% of hiring managers say refugees have the right skills or experience — and 86% agree that employees from refugee backgrounds bring valuable perspectives and ideas to the table. Since refugees worked a wide range of jobs before being forced to flee their homes, they are often highly skilled and educated, in addition to possessing language skills and an understanding of other cultures that can enhance a company’s ability to tap into new markets. In fact, 97% of hiring managers at companies that have hired refugees would recommend doing so to others.
As with any talent pool, refugees have certain needs that need to be met in order for them to thrive in the hiring process and workforce. Fortunately, many organizations exist to help employers bridge the gap when it comes to hiring, onboarding, and helping refugee hires thrive.
Here’s how three companies leaned on these resources to welcome refugees into their workforces — and unlock all the benefits that this large, diverse, and overlooked pool can offer.
Marriott won the loyalty of the community — and its own workforce
As a global hotel and resort chain, Marriott International operates in a wide range of communities. Hiring refugees is one way that the company is able to give back to those communities and ensure customers from all backgrounds feel like they belong — positively impacting Marriott’s overall hiring efforts and reputation as a brand.
Marriott has a history of hiring refugees. In response to the Afghan refugee crisis, the company launched a formal refugee hiring program in the U.S. in 2022, committing to hire more than 1,500 refugees in that market by 2025. Since then, it’s also recruited over 970 refugees, most of whom are Ukrainian.
“Through this initiative, we’ve welcomed hundreds of highly motivated, skilled, and resilient individuals into Marriott,” says Ty Breland, EVP and CHRO of Marriott International, “not only enriching our workforce but also making a positive impact on the lives of these individuals and in the communities where we do business.”
To make this possible, Marriott connected HR leaders from its hotels with local refugee resettlement agencies to share job openings, discuss best practices, and develop a how-to guide for applicants. The company also empowers its teams to support refugee colleagues, with some hotels now offering onsite translators and prayer rooms, as well as help accessing public transportation to get to work.
People have taken notice of Marriott’s efforts — including other team members. Employees have shared that they’re proud to work for a company that prioritizes this issue, with many even asking how they can get involved.
Adecco improved employee engagement and solidified its commitment to inclusivity and social impact
As one of the world’s leading staffing and HR solutions providers, Adecco feels a sense of responsibility to operate in a way that contributes to a more inclusive and equitable world.
“Organizations have a responsibility to lead by example and drive positive change in society,” explains Nadine Schönwald, head of sales support and diversity representative for Germany at Adecco. “By actively promoting diversity, equity, and inclusion, we not only benefit from a diverse workforce but also inspire others to follow suit, creating a collective impact.”
As part of these efforts, Adecco began to look for ways to welcome refugees into the organization. To do this, it partnered with resettlement agencies and nonprofits that could help with things like overcoming language barriers, navigating legal requirements, and translating professional qualifications earned in other countries into their regional equivalent. That way, the onboarding process could be tailored to each new hire’s unique situation and needs.
To ensure it was investing time and energy in the right places, Adecco also prioritized gathering feedback from both refugee hires and other team members. This made it easier to spot opportunities for improvement and to evaluate how this strategy was affecting employee engagement and morale.
Today, Adecco in Germany employs around 10,000 refugees every year, helping to drive sustainable growth for the business. By making refugee hiring a core element of its brand, the company has also demonstrated its commitment to driving social impact and ensuring that diverse perspectives are heard.
Gap Inc. cut recruitment marketing costs and expanded its talent pool
Gap Inc. has long recognized that hiring from historically overlooked demographics is a way to not only invest in the local community but also create sustainable and scalable talent pipelines for its bustling distribution center in Groveport, Ohio.
“Enabling opportunity for economically marginalized communities is a win-win for our business and for the individuals we hire,” says Melina Wyatt, senior manager for enabling opportunity and social impact at Gap.
The refugee community in the area represented a substantial untapped talent pool, so the company turned to its local nonprofit partner, Jewish Family Services of Columbus, for help building a seamless hiring process for refugees. That included translating over 50 key documents into five languages, while also providing in-the-moment translation and interpretation support.
The support doesn’t stop once a refugee joins the team. Gap provides dedicated onboarding sessions for newcomers, then checks in with them after a week to make sure their transition is going smoothly. Another check-in occurs after 30 days.
By tapping into the refugee talent pool, Gap was able to reduce its talent outreach and recruitment marketing. The pilot in Groveport was so successful that Gap plans to expand its refugee hiring efforts within Ohio.
Final thoughts: Welcome refugees in and help your organization thrive
More than one in three hiring managers (37%) agree that hiring refugees delivers an above-average return on investment — and 57% say it’s an effective way to improve workplace diversity and company culture. This strategy is good for companies, good for refugees, and good for communities as a whole.
If you’re not sure where to get started, LinkedIn Social Impact has compiled some refugee hiring resources that can help. You’ll also find a list of organizations in your region that are dedicated to connecting employers with skilled refugee job seekers — and setting them up for success.
