Best management practices for integrating refugee employees

The number of international refugees in developed countries continues to increase due to various factors, including war, poverty, poor economic conditions, and environmental disasters. While prior research has focused on the challenges faced by refugees in finding work, prior research has neglected the organisational perspective. Therefore, our research question is: Which HR and management practices are viewed by refugees and organisational leaders as being most effective for the workplace integration of refugee employees? To address this research question, we conducted an exploratory semi-structured interview study, drawing on quality of work life research. We conducted 37 semi-structured interviews with refugees and people seeking asylum, as well as 35 interviews with managers who supervise refugees (including managers who develop employment programs and provide employment assistance for refugees). Based on the interview findings, we identify best HR practices and management strategies for integrating refugee employees in the workplace. Our interview findings and best HR practices for integrating refugee employees are summarised through the following five overall themes, each with additional sub-dimensions: (1) workforce planning, (2) training and development, (3) inclusive work practices, (4) meaningful work, and (5) well-being-focused management. Our interview findings have important practical implications for organisations, managers, and policymakers who are working to advance the integration of refugees and people seeking asylum in the workforce.