Settling In Palmerston North and Feilding - Human Rights Commission

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Attitude of Employers• ‘There have been times when some have been taken advantage of in the work place – people have treated us unfairly and have used the factthat we may not communicate clearly or know our rights as employees to their advantage. Suspicion of our trustworthiness despite continualeffort to prove ourselves has also been apparent – especially initially. However things have generally improved.’• ‘Mostly really positive, quickly became part of the team – this positive experience highlighted the challenges of those who might not find workright away or be looking to work.’• ‘Some employing organisations did this better than others, and had a very strong package of practical and financial support. Others less so,but individuals were very welcoming.’• ‘it is hard to find employment, as most employers in NZ require NZ experience before hiring anyone.’• ‘Participants spoke of the clear preference given to NZers in employment, which generally meant migrants found it harder to get a job, andusually only the most menial jobs.’SETTLING IN PALMERSTON NORTH AND FEILDINGLiteracy and Communications• ‘They feel that at times it is hard to find job, the employer probably thinking that communication skills is not so good.’• ‘Most people thought that their inability to communicate well in English was the biggest barrier to employment, and that this was a biggerfactor than their ethnicity.’• ‘(Note – most participants have not been told yet about the new English for Employment programme which EHT now has a contract toprovide)’• ‘Some felt the English levels required for access to professional employment in particular were unreasonably high. For example, nurses hadto score 7/9 on all the Ielts language tests to get into nursing. Quite reasonably they questioned whether this level could be achieved by manynative English speakers. One participant was concerned that the agent who helped with their migration to NZ had told her that passing thenecessary English test would be “easy”.’• ‘Looking for jobs is hard, sometimes due to lack of reading skills.’• ‘Some communication problems – haven’t really had good, consistent income’Focus Group Suggestions• More comprehensive and accurate orientation information• Tighter controls on immigration agents and the information they provide• Employment strategies to improve prospects for refugees and migrants (eg voluntary work experience opportunities)• Strategies to better utilise skilled migrants in their fields of expertise• Improve public awareness about migrants and the positive contributions that they make to the economy• Improved information sharing between government departments (eg Immigration and NZQA) to prevent duplication• Greater flexibility for maintaining income support and Housing NZ subsidies for migrants with insecure/temporaryperiods of employment• Improved intercultural awareness at Work and Income and other key agenciesCurrent Financial Climate• ‘Even though there’s economic crisis around the world, we still have to do our job’• ‘With the present global economic crunch, many companies, little, big and small are downsizing or closing up resulting in less working hours,forced leave without pay or redundancy. Implement security of tenure is of the issues for everyone but more especially for the short termmigrant which is affected greatly …’Networks and Information• ‘Be more confident to approach organisations directly’• ‘Get workplace experience in my area’• ‘Unable to get business information, news, activities, notes timely. Missed out opportunities’Feedback about What is Working Well• Migrant Employment Assistance Programme is a valued service – over the last two years, the facilitator has assisted around 370 migrantsand refugees with employment-related issues, including 85 job placements and eight internees on a migrant internship programme (toprovide New Zealand work experience). The facilitator also hosts employment fairs to connect newcomers with prospective employers.Close working relationships and collaboration within the employment / economic development sector.Feedback about What is not Working Well42• Difficulties getting ‘a foot in the door’ for newcomers seeking work opportunities, especially in the current economic climate.• Perceived prejudice towards newcomers on the part of some employers.• Lack of clarity pre-arrival about skills recognition and employment prospects.
Existing Services and Activities• Migrant Employment Assistance Programme (Work and Income)• English language providers – provide links to further training and employment opportunities• ‘After Fives’ events hosted by the Chamber of Commerce provide opportunities to link with and present to local business contactsOpportunities and Suggestions for Further ActionActions that have been identified through the focus groups and consultation process are noted in the following table, with lead agencieshighlighted in bold. It is important to note that these actions are a starting point only – once sector groups have been established to progressthese issues, the actions are likely to evolve and partners may change over time.ACTIONImprove processes and information pre-arrival regarding skills recognition and employmentprospectsBetter processes/information to ensure newcomers know about employment assistance throughMigrant Employment Facilitator, Settlement Support and roles of other supporting agencies, egWork and IncomePARTNERSTo be agreedSettlement Support (SS), Work and Income(W&I), Refugee Services (RS), ManawatuMulticultural Centre (MMC), MigrantEmployment FacilitatorMaintain support for Migrant Employment FacilitatorBuild on existing strategies to give newcomers work experience, links to employment opportunities,job application skills (eg employment fairs/forums, internships)Establish Volunteer Centre – useful means of newcomers gaining work experienceDiversity and Intercultural Awareness Training for employment agencies, wider economic/employment organisationsPromote benefits of diverse workforce (using recent local research findings and success stories)Maximise opportunities to link any ongoing work from Settling In into appropriate forums (eg ‘AfterFives’)Refer issues raised in this report to relevant agencies (eg NZQA, Immigration)Consider other suggestions made by focus groupsWork and IncomeMigrant Employment Facilitator, SettlementSupport (SS), W&I, Vision Manawatu,Chamber of Commerce, PN City Council,Manawatu District CouncilTo be agreedOffice of Ethnic Affairs (OEA), RegionalInteragency Network (RIN)Vision Manawatu, OEA, MigrantEmployment FacilitatorSettling In sector working groupSettling In sector working groupSettling In sector working groupSETTLING IN PALMERSTON NORTH AND FEILDING43
Page 3: ContentsForewords..................
Page 6 and 7: Executive SummaryIntroduction and B
Page 8 and 9: Suggestions for further action incl
Page 10 and 11: Suggestions for further action incl
Page 12 and 13: 1.3 Background to this ReportPalmer
Page 14 and 15: Context2.1 Palmerston North and Fei
Page 16 and 17: Percent ofoverseas bornYears since
Page 18 and 19: Occupation of New Zealand born and
Page 21 and 22: Refugee Services trains and provide
Page 23 and 24: • Providing translation and inter
Page 25 and 26: Key FindingsA number of key finding
Page 27 and 28: • ‘NZIS could give migrants a p
Page 29 and 30: What is working well?• ‘Educati
Page 31 and 32: 3.2 HOUSINGCommunity Voices‘How d
Page 33 and 34: Feedback about What is not Working
Page 35 and 36: What is Cultural Diversity? - A loc
Page 37 and 38: • ‘Difficulty to feel accepted
Page 39 and 40: ACTIONPARTNERSDevelop strategies to
Page 41 and 42: 3.4 ECONOMIC WELL-BEINGCommunity Vo
Page 43: Cost of living• ‘We have 2-3 jo
Page 47 and 48: there were more people in the same
Page 49 and 50: ACTIONPARTNERSEnsure information re
Page 51 and 52: just see a specialist if you are si
Page 53 and 54: ACTIONEnsure that any information r
Page 55 and 56: Key Issues (feedback from focus gro
Page 57 and 58: • ‘When my son try to explain w
Page 59 and 60: 3.8 POSITIVE AGEINGCommunity Voices
Page 61 and 62: Cultural Maintenance• ‘As paren
Page 63 and 64: 3.9 SAFETY AND SECURITYCommunity Vo
Page 65 and 66: Feedback about What is Working Well
Page 67 and 68: Focus Group Suggestions• More act
Page 69 and 70: 3.11 INTERNATIONAL STUDENTSCommunit
Page 71 and 72: in the Settling In discussions and
Page 73 and 74: • Free weekly English conversatio
Page 75 and 76: ReferencesEducation New Zealand (20
Page 77 and 78: Ethnic groups 2006In 2006, Palmerst
Page 79 and 80: Appendix 4Diversity in the Workplac
Page 81: InclusionInclusion in a society is

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