Personalisation: The Best Strategy To Empower Migrant Women

Introduction

In 2023, Australia faced a significant labour shortage affecting 36% of occupations nationwide. This demand, however, was not met by refugees and migrants. They often found it challenging to secure meaningful employment. Even when they did, they were frequently met with barriers that hindered their professional progress, painting a stark picture of the challenges faced by migrant women in Australia’s workforce.

Research by Robert Breunig, Nu Nu Win, and David Hansell (2023) showed that public servants from non-English-speaking backgrounds experienced reduced opportunities for career advancement, regardless of when they migrated to Australia. They found that Australian Public Service personnel from English-speaking backgrounds were 40% more likely to be promoted to management roles. Additionally, they were 60% more likely to reach the senior executive service levels.

This figure worsens for migrant women. Diversity Council Australia‘s September 2023 report showed that 65% of the Culturally and Racially Marginalised (CARM) women surveyed believed they received fewer opportunities for career advancement than their counterparts. Similarly, the Victorian Government’s Intersectionality at Work report revealed that only 3% of CARM women and 6% of CARM men had senior manager roles, compared to 7% and 14% for non-marginalised counterparts.

These findings highlight a systemic issue within Australia’s labour market that requires urgent attention and action. The Australian Government has initiated targets to increase culturally and linguistically diverse (CALD) representation in Senior Executive Services (SES) to 24% and achieve 15% representation within four years. While commendable, further efforts are necessary to dismantle barriers and provide adequate support for CALD staff.

Unveiling the Challenges

The challenges faced by migrant communities are not just statistics. They are real-life barriers that hinder their integration into the workforce. However, their resilience and potential are undeniable. A study by the Australian Human Rights Commission (AHRC) revealed that migrants often face discrimination based on their overseas qualifications and experience. Despite these obstacles, they possess valuable skills and expertise, which, if recognised and utilised, can significantly enrich the Australian workforce.

Additionally, language barriers pose a formidable challenge for migrants navigating the Australian job market. According to the Australian Bureau of Statistics (ABS), approximately 21% of Australia’s population speaks a language other than English at home. For migrants with limited English proficiency, communication difficulties can impede their ability to secure employment and thrive in the workplace.

Also, migrants often lack access to networks and upskilling opportunities essential for career advancement in Australian industries. A report by the Settlement Council of Australia (SCOA) highlights the need for tailored education and training programs to support migrant integration into the workforce. Although many organizations provide mentoring and coaching opportunities, participation rates among migrants remain low. This lack of engagement in skills development initiatives puts migrants at a disadvantage in an increasingly competitive job market, risking their long-term career progression..

Insights from Interviews

To shed light on this issue, I interviewed 30 migrant women and 6 Australian-born Caucasian women to understand their inclination towards seeking support for career progression. The findings were insightful. Australian-born Caucasian women eagerly embraced networking and sought out opportunities for coaching and mentoring. However, migrant women faced significant obstacles in seeking similar support systems. For them, empowerment begins with access to inspiration and connections that foster confidence-building.

The interviews conducted provided additional insights that could further inform our approach to empowering migrant women and addressing their unique needs in the workforce:

1. Awareness Gap Regarding Mentorship/Coaching Benefits: Many migrant women expressed a lack of awareness regarding the benefits of mentorship or coaching opportunities in navigating the complexities of the Australian workplace. Some noted that while mentorship was familiar, coaching was not commonly considered in their home countries, indicating a potential for leveraging this resource more effectively.
2. Importance of Culturally Sensitive Mentors: Migrant women emphasised the need for mentors who understand the challenges faced by migrants and can offer culturally sensitive guidance. Personalised support was deemed crucial, particularly from mentors who relate to their experiences.
3. Customised Support: Migrant women highlighted the diversity of migrants’ needs based on skills, experience, and cultural backgrounds. They found that many organisations adopt a one-size-fits-all approach, which does not adequately address their unique requirements.
4.  Guidance and Accessibility: Migrant women desire to understand how to access mentorship or coaching opportunities. They also need to understand the type of guidance they can seek from mentors and coaches. Additionally, they emphasised the importance of mentors who can help them effectively navigate the Australian workplace.
5. Value of Informal Mentorship: Informal mentorship and supportive leaders were recognised as invaluable sources of guidance and confidence-building for migrant women. These relationships play a significant role in their professional development and integration into the workforce.
6. Financial Barriers: Cost emerged as a significant barrier for migrant women. High cost hindered their ability to invest in personal and professional development opportunities. Addressing these financial barriers is crucial for ensuring equitable access to support services.
7. Challenges in Networking: Networking was identified as a significant challenge for migrants, particularly those new to the country. Some noted that networking was rare in their home countries, highlighting the need for tailored support for where and how to network.
8. Other Support Mechanisms: There was a consensus on building a community where migrant women could connect and support each other. These could include buddy systems, organising monthly catchups, and networking opportunities. It also included establishing digital platforms offering workshops and skill development resources tailored to migrants’ needs.

A Call to Action: Solutions and Recommendations

Addressing the challenges faced by migrant workers requires a concerted effort from policymakers, employers, and community organisations. Firstly, to tap into the diverse talent pool migrants offer, it is imperative to implement fair and transparent assessment processes that recognize their skills and qualifications.

Furthermore, investment in language and cultural integration programs is essential to support migrants in overcoming communication barriers and adapting to the Australian work environment. Initiatives such as language classes, cultural orientation sessions, and tailored mentorship programs can help migrants build confidence and navigate unfamiliar professional settings.

Governments, in partnership with educational institutions, community organisations and industry stakeholders, should develop targeted training programs tailored to the specific needs of migrant workers. These programs not only fulfil a social responsibility but also serve as an economic necessity for Australia’s workforce.

To address these pressing challenges, we propose a holistic approach:

1. Inclusive Policies and Practices: Organisations should implement inclusive policies that recognise and value the contributions of migrant workers. This should include fair assessment processes and support for language and cultural integration.
2. Community-Led Initiatives: It is vital to support community-led efforts that provide personalised coaching, mentoring, and skills development programs accessible to migrant women. This will help foster their professional growth and integration.
3. Collaborative Partnerships: Collaboration among government agencies, educational institutions, and community organizations is essential to expanding migrants’ access to affordable upskilling opportunities.
4. Financial Assistance: Subsidized training programs and financial assistance can alleviate the financial burden on migrant women (Australian Human Rights Commission, 2020).

Personalised Support

Amidst these efforts, personalised support emerges as a cornerstone for migrant empowerment. Tailored coaching, mentoring, and skills development programs provide individuals with the guidance and resources to overcome barriers and achieve their career aspirations. This personalised support may involve language and cultural orientation sessions, job readiness training and networking skills (including network access). It could also include assistance with credential recognition. By equipping migrants with the tools and resources necessary to navigate the Australian job market, we can empower them to surmount obstacles and thrive in their chosen fields.

Conclusion: Towards a Brighter Future

Empowering migrant women is not just a moral imperative; it’s an economic necessity. However, it requires concerted efforts from stakeholders at all levels. By addressing systemic barriers and implementing inclusive policies and support mechanisms tailored to the unique needs of migrant women, we can harness the full potential of Australia’s workforce. Let’s work together to create a future where everyone, regardless of background, can thrive and contribute to Australia’s prosperity.