Back in 2017, a FullConTech Play was created to connect tech hiring managers with immigrants and refugees who have tech experience in their home countries. Improving the resources that case workers can provide to these immigrants was the priority. WTIA decided to facilitate a breakout session at Hack Diversity & Inclusion, hosted by SM Diversity, to enlist some attendees who could give advice to four case workers and five refugees with degrees earned from foreign institutions. The case managers helping refugees and immigrants find tech jobs represent TRAC Associates, International Rescue Committee, and Jewish Family Services. They described the common challenges they face trying to secure specific employment for refugees, such as getting recruiters from the private sector to look at their resumes and showcase their skills.

“A lot of the immigrants are struggling. Most of them are one or two years being in the U.S., but they are adapting as fast as they can,” said Fernando Ramirez, who helped to organize the breakout group. Ramirez heavily contributed to the FullConTech 2017 play that aimed to help refugees and immigrants secure work that they’re qualified for, and the discussion centered around these findings.

Ramirez learned during the discussion that it didn’t matter if an immigrants held a prestigious education; they all face many of the same challenges. Even individuals that have been here for a long time, and invested a lot of resources to get a PhD from a local university still face these challenges.

Toward the conclusion of the breakout sessions, case study groups were formed that included one case manager, one refugee, and individuals from the local tech industry. These groups led to conversations about helping immigrants get a fair chance at being hired, especially when they’re qualified for the positions. The following are additional takeaways that were learned from the discussion:

Networking is Required

Ramirez discussed identifying a specific strategy that would help to improve immigrant hiring: additional networking with human resources at medium and large organizations. “Inclusion officers and other positions devoted to diversity are being created by many organizations. We took away that we needed to make a list of companies, and identify who is holding these positions and develop a relationship. We want to show who we are connected with to our participants in the very early stages,” said Ramirez.

It’s important to help a new professional immigrant to get on the right track as soon as possible. Many immigrants are single and don’t have children, but once they start to require financial obligations for their families, it’s very difficult for them to spend time on education courses or certifications. Additional networking would help to improve the process and create additional opportunities.

Connect Both Sides

During the breakout session, a tech entrepreneur asked, “If i want to hire a veteran, I know where to go. There’s well-structured websites for that. But how can I find qualified immigrants? Is there a website for that?” Ramirez found that to be a really interesting question.

A lot of the necessary information to hire an immigrant is scattered. People are having a hard time finding each other, almost a feeling of being disconnected. “I think there’s a way this can become a dialogue instead of a monologue.” Ramirez is exploring what it will take to create a resource that could accompany the Most Frequently Asked Questions From New Immigrants, the FullConTech play he previously worked on. This resource could provide contact information for both immigrants and hiring managers looking to diversify their hirings.

Clear Up Inaccurate Information

As the discussions continued, Ramirez mentioned hearing a hiring manager ask if immigration paperwork is needed when hiring an immigrant. “All immigrants, in order for them to get into this country, go through a detailed and intense vetting process. Everybody who has their permanent residency, along with their work permit, can be hired,” said Ramirez. “The hiring manager thought employing an immigrant involved sponsorship, but it does not. We need to be more effective at explaining these kinds of things. Removing barriers will put in place more positive human resource policies.”

Ramirez explained that immigrants looking to be hired are already vetted and have everything in place to go legally. They’re coming from countries where resources are scarce, and not much opportunity is presented. They also have to sacrifice a lot to make the move to a new country, often leaving their families behind. The U.S. offers opportunities that not many other countries can, especially in the tech industry. Many of the immigrants have a spark within them to do more with less, and companies should seek this out because it’s a valuable skill.

“If they can build a house with whatever they can find, they will apply that same mentality to their work,” said Ramirez. “That’s very important for us, to develop collaborations with key groups so we can spread the message that these individuals are ready to go. They don’t need sponsorship.”

Consider Entrepreneurship

As immigrants are having a hard time getting their foot in the door for hiring managers, other professional options were discussed during the break out session. Ramirez mentioned an immigrant that held a PhD that applied for over 200 jobs, and still couldn’t earn an interview. He was considering starting his own business to circumvent the hiring process.

Ramirez discussed the immigrant’s line of thinking toward entrepreneurship. “He told me he cannot find an opportunity. He’s desperate. He’s working as a maintenance technician in an apartment complex, and he’s an engineer. What if he created his own property management or maintenance/for profit management company? That’s a very proactive way of thinking.”

The two also discussed how starting a new business is a surefire way to provide additional entry-level positions immigrants looking for jobs. This kind of proactivity could lead to an opportunity of a lifetime, for more than just a single person.

Creating a Win-Win

It’s no surprise that a lot of the immigrants looking for work are refugees. They’ve gone through a lot; many of them have spent the last 15-20 years living in a region where there a big political crisis or war. The refugees put their energy, reputation, and safety on the line for a chance at an opportunity in a safer place. Ramirez noticed the passion was there once the immigrants in the discussion group reached out for hiring assistance.

“They’re literally giving their last effort to leave for their families. They went through a lot, a process of grief, and even going through that takes two years and a lot of paperwork. Even after that, something happens during the process of immigrating that re-energizes them. They’re ready to keep fighting,” said Ramirez.

Businesses want commitment and creativity, and that can be very hard to find. Immigrants have an extra motivation to be devoted to their work. They’re not only working toward becoming wealthy, but also to support their family back home. They’re ready to work hard and make every opportunity count, which is the kind of employee a company dreams of hiring. It’s a win-win for everybody.

All in all, this FullConTech Play helped to spark a great discussion about diversifying the workplace, and helping those who need it the most when it comes to hiring decisions. “We need to find common ground, and find opportunities for people with different backgrounds and different experiences,” said Ramirez. “We’re now finding ways to be better communicators, and that is going to open a lot of doors.”

Although it still may be difficult for an immigrant to land a job they’re qualified for, Ramirez sees lots of opportunity. “Going forward, we’d like to increase the attention from the private sector for refugee employment, the sector that we want to sell these ideas to the most. That’s the area we want to change, to help improve hiring diversity,” said Ramirez.