Supporting and including ex-pats and migrant employees

Three of our Inclusion & Diversity experts shine a light on the experiences of migrants and ex-pats in the workplace, an often overlooked area as we focus on the protected characteristics in the UK.

Read on to learn how to ensure ex-pats and migrants feel welcome in your organisation.

Inclusive Employers’ focus on global inclusion provides us with the opportunity to shine a light on topics and issues not always discussed in the realm of what are considered protected characteristics here in the UK.

The conversation around the rights and experiences of migrants and ex-pats has gained momentum in recent years, featuring in public discourse not always in a positive light. From a business perspective, organisations are increasingly looking abroad for talent to address skills shortages at home. On a much more sober note, conflicts, and war in countries such as Syria, Iraq, Afghanistan, and Ukraine have led to the biggest refugee crisis in Europe since World War II.

In this blog piece, some Inclusive Employers colleagues reflect on their key learnings when exploring the experience of different groups in society and the workplace. If you would like to book our “Supporting and including ex-pats and migrant employees” webinar to be delivered in your organisation, get in touch with your Inclusive Employers account manager or our training team.

The compounding intersectionality of identities, privilege, and terminology

By Matheus Carvalho, Head of Inclusion & Diversity Services (Global)

Read these words out loud.

Immigrant.

Ex-pat.

As you read these words, did you associate any group with each of these? Did any specific ethnicity or nationality come to mind? Were there any subconscious feelings of any group being “more of” or “less of” in the pecking order? Now that you stop to think about it, does that make you feel uncomfortable in any way?

The reality is that the conversation around this topic can be very uncomfortable indeed. And to understand it, we need to unpick the layers of power and privilege associated with these terms, and the fact that the most basic definitions of these terms only tell half the story.

So here is a terminology check to get us started:

• Immigrant: a person who moves into a country other than that of their nationality or usual residence, so that the country of destination effectively becomes their new country of usual residence.

• Ex-pat: an individual living and/or working in a country other than their country of citizenship, often temporarily and for work reasons.

Now that you have read the definition of these words, have the images in your mind changed at all? While the definitions of both those words overlap, and one could argue that an ex-pat is automatically a migrant, we must acknowledge that each word comes with its own sets of preconceptions, privileges, and prejudices.

For many people, the word immigrant may conjure up images of vitriolic political speeches of anti-immigrant rhetoric. It may also bring back memories of media representation of the difficulties faced by minority groups when operating in a new society and in a new country – I am getting flashbacks of “West Side Story” right now.

On a much more sombre note, it may bring back memories of refugees risking their lives to look for a better life. And it’s also likely, as uncomfortable as it is to admit, that the stereotype of the ‘immigrant’ that permeates in most of the English-speaking world is that of a person who is less affluent, usually from an ethnic minority background, and usually working in lesser paid jobs.

Now think of the word ex-pat. This is a word that has gained a lot of momentum in business speak, and with that comes a whole set of expectations and assumptions. From my experience as a non-native speaker, it is a word that tends to be used by English speaking communities who live, usually for work reasons, in a foreign country. This word tends to be associated with groups of people who are predominantly white and who have a reasonable level of income and a reasonably paid job.

Do the impressions that linger in the public consciousness define the experience of all ex-pats and immigrants out there? Absolutely not. Yet the power of these words and their perception in public discourse tends to cast a shadow over anyone who has left their home to set up life somewhere else.

It must also be recognised that the word immigrant has been historically weaponised whenever it suited the powers that be, adding to the sense of discomfort many have towards it.

As an immigrant myself, I am forced to face these nuances in semantics as I consider my own experience. I am originally from Brazil, and while I have had to deal with a fair share preconceptions and prejudices aimed at Latin Americans, as a white man I have not had to face the racial prejudice that Latin Americans of colour face, not only abroad but also in their own countries.

The fact that I am here writing this article to you also conveys a certain level of privilege. I have been privileged to have access to language courses back home, something that comparatively few people in Brazilian society have access to. And in a country as racially diverse as Brazil, that privilege is unfortunately still very much linked to race and class.

A very important point here is that, so far, I have mostly talked about voluntary migration. While a change in culture, language and environment present their own set of challenges, it is still a completely different experience from that of a refugee – someone who had to flee their home and leave everything behind on the account of conflict, persecution and war. Let’s look at the definition of the word refugee:

• Refugee: Someone who has been forced to flee their home because of war, violence or persecution, often without warning, and has been given refugee status.

And here the dialogue becomes even more complex, as the word migrant many times tends to be used to refer to refugees and asylum seekers. While these groups could in practise be considered migrants, on paper the definition of the word doesn’t even begin to accurately reflect their lived experience and how it may completely differ to that of someone who migrated voluntarily.

I am not here to offer you any concrete and definitive answers on the use of these words. But just like I have been on my own personal journey of understanding and appreciating the power and privilege associated with these terms, I encourage you to do so too.

Also consider what prejudices and biases you may hold, consciously or unconsciously, and if these biases are truly based on evidence, or based om stereotypes and distorted information.

If you identify as an immigrant, a migrant, or an ex-pat, also take this opportunity to reflect on whatever level of privilege you hold, and how your experience may be completely different to the experience of other people out there.

The mental health impact

By Ruth-Anne Egan, Inclusion & Diversity Consultant

Ex-pats and migrants will have different journeys in terms of what they might face. However, it cannot be questioned that both groups are prone to facing mental health challenges. The pressure of coming to a completely new environment, unsure of how people may react to them, what to expect and settling in pressure can be a heavy burden to bear.

This is due to the culture shock of that new environment and can lead to cultural differences with other people, language barriers – being unable to communicate because of it, and having to rely on people due to unfamiliarity leading to feeling less independent. Culture shock can have a huge impact on an individual they might feel lonely and less competent. Having that support from your workplace will mean so much as although ex-pats and migrants may still have those feelings, they should know they can count on their organisation for support.

The sense of support is vital as, moving away means that are away from the usual support systems and this can cause them to have a lack of belonging. Having a lack of belonging is likely to tap into multiple mental health challenges an organisation providing a solution by providing that support will go a long way.

Another challenge that migrants and ex-pats might face is workplace bias, which could be linked to stereotypes or assumptions around ability, language, etc. Migrants and ex-pats might suffer from bullying, isolation and underutilisation. Consequently, this may tap into feelings of isolation and feeling out of place.

Ensuring that your workplace undergoes unconscious bias training and regular checks in with these members of staff to ensure they feel they are being treated fairly will go far in enhancing their experience. Although organisations might not be able to eradicate mental health challenges, they can truly make a difference in their employee’s experience.

How organisations can support ex pats and migrants

By Ariel Chapman, Senior Inclusion & Diversity Consultant

The steps you can take in supporting migrant and ex-pat employees can be focused on a combination of everyday inclusive behaviours alongside unique support for migrant workers.

• Fostering a mindset of inclusion and encouraging actions of belonging are the basis of everyday inclusive behaviours to allow migrant and ex-pat colleagues to bring their authentic selves to work.

• Be mindful of cultural differences and appreciating them whilst connecting similarities and show an interest in their background and learn more about their culture. They shouldn’t have to do all the work in trying to feel included within the organisation.

• To ensure they feel included and safe, you should be careful of banter in the workplace and be aware of your unconscious bias. This is something we should all work on continuously, but its particularly important when welcoming new migrant and ex-pat colleagues. Make an effort to learn about your behaviours and how they might impact colleagues. As always, if you witness discrimination or non-inclusive behaviour then use your voice and speak up.

• Migrant and ex-pat employees will also need some unique support to help them settle in. This could include setting up employee network groups for international colleagues through to reviewing the accessibility and visibility of your Employee Assistance Programme from an international perspective. There are lots of practical things you can do as well from providing information on local schools, housing, banking and food as part of your on-boarding process.

• Once your international colleagues have joined you, make sure workplace culture and customs are really clear and that you’re celebrating important international holidays.

Finally, you should check that your policies are truly inclusive. For example, a compassionate leave policy may not offer enough leave for migrant or ex-pat employees to attend a funeral or visit a sick relative far away.  If your family is abroad, a couple of days may not be enough.

Conclusion

Ensuring your migrant and ex-pat employees feel welcome in your organisation will have a lasting impact on their wellbeing both inside and outside of work. Taking simple steps through everyday inclusive behaviours and considering the unique support you can offer will go a long way to ensuring their success in your organisation.

If you would like to book our “Understanding and supporting migrant and ex-pat employees” webinar for your organisation, get in touch with our training team or your account manager.