As workforce development continues to be a prime focus for roofing industry employers, NRCA pursues innovative options to help members address their labor needs, such as providing employment opportunities to individuals who come to the U.S. as refugees; recent programs are specifically designed to assist employers in the process of hiring refugees and providing them with rewarding careers in roofing.
The U.S. has a long history of welcoming refugees, and the need to expand efforts has only grown in recent years. The Department of State partners with private organizations to resettle tens of thousands of refugees every year. Under U.S. law, a refugee is defined as an individual who is “unable to return to his or her home country due to a well-founded fear of persecution based on race, religion, nationality, political opinion or social group.” Refugees are required to undergo strict security checks and extensive vetting before they can be admitted to the U.S. According to the United Nations High Commissioner for Refugees, there are an estimated 2.4 million individuals in need of protection through third-country resettlement.
Beyond humanitarian reasons for welcoming refugees, there is a long track record of refugees becoming highly motivated and dependable employees in a variety of industries if they are provided with sufficient support in their resettlement.
The process of admitting refugees is managed by the U.S. Refugee Admissions Program, an agency established in 1980 within the State Department. Another key agency is the Office of Refugee Resettlement, which works with private resettlement agencies to help refugees find jobs and integrate into their communities. These organizations have staff dedicated to assisting employers in the hiring process as they work to match the skills of refugees with suitable employment.
A long-standing source of information for employers interested in providing refugees with roofing careers is the U.S. Employers’ Guide to Hiring Refugees, published by Global Refuge and the Tent Partnership for Refugees. The guide provides information about how employers can hire refugees through the resettlement process, including how refugees are vetted before they enter the U.S. and assigned to one of nine private resettlement agencies that partner with the federal government to provide resettlement services. It also discusses how employers that hire refugees may qualify for significant tax relief through the Work Opportunity Tax Credit.
A new program established for the purpose of increasing the level of assistance to employers interested in providing employment opportunities for newly settled refugees is Welcome Corps at Work, which was launched this year by the State Department, the International Rescue Committee and Talent Beyond Boundaries.
Welcome Corps at Work allows employers to recruit from a diverse, qualified pool of refugee candidates from abroad. The program provides opportunities for employers to review resumes, interview candidates and offer employment. The Welcome Corps at Work team then helps refugees navigate the process of being considered for resettlement in the U.S. through the U.S. Refugee Admissions Program, the legal pathway through which the government admits refugees. Refugees who are approved for resettlement are eligible for permanent residence and the opportunity to obtain U.S. citizenship.
Once an employer has made an employment offer to a candidate, Welcome Corps at Work will connect the refugee with a sponsor group to assist with resettlement. Participation in Welcome Corps at Work is free to employers though employers hiring refugees are encouraged to contribute in various ways, such as covering the cost of flights to the U.S. or contributing to initial start-up costs that go directly to the new employee.
NRCA met with one of the implementing partners, Talent Beyond Boundaries, to further explore this opportunity for roofing industry employers. NRCA believes there is great potential for opportunities within the Welcome Corps at Work program for direct hiring and the development of longer-term talent strategies. NRCA will continue working with these organizations to expand opportunities in the future.
DUANE L. MUSSER is NRCA’s vice president of government relations in Washington, D.C.
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