With Enhanced Synergy of Private Sector, Institutions and Organizations, Refugee Needs Can Be Adressed

Refugee recommendations for support can only be fulfilled in the collaboration of the private sector, institutions, international and local organizations. It was concluded at the panel held within the “Private Sector Engagement – from Refugees’ Perspective” conference that the business community would also benefit from clear guidance on how aiding refugees aligns with their ESG efforts, particularly within the Governance component.

The panel explored how the private sector and other actors can respond to the refugees’ recommendations, which focused on housing, employment, training, and entrepreneurship. As housing solutions for the most vulnerable were marked as a priority, it was highlighted that the Serbian Commissariat for Refugees and Migration (SCRM) covers refugee accommodation costs for one year, however that refugees are not always aware of the assistance and that finding housing can be very challenging.

Tanja Lindell, Assistant Director of the Industry Associations Division and Project Manager of the “Responsible Business Hub” at the Chamber of Commerce and Industry of Serbia, noted that employers increasingly provide accommodation for foreign workers, which could also be a solution for some refugees. She added that there are municipalities with significant labor shortage, and many abandoned homes and closed estates.

Miloš Janković, Acting Director of the “Catalyst Balkans” foundation, agreed that identifying government-owned properties could help, but emphasized that this would not be a systematic solution. He stressed the need to improve Serbia’s social housing system, with the greatest responsibility resting on institutions. Cooperative housing could be further explored as a potential model, but housing, skills development, and employment issues must be viewed through a single lens, with a unified and simultaneous response to all three issues.

In terms of employment, there are generally no barriers to hiring refugees. However, refugees praised employers who provide psychological support, flexible working conditions for vulnerable employees, and those who take proactive steps to prevent workplace discrimination.

Jelena Šurlan, Head of the Asylum Department at SCRM, pointed out that legislation now allows asylum seekers to work six months after applying for asylum, with further initiatives underway to shorten this period.

BUILDING AN INCLUSIVE WORKPLACE

“Zero tolerance for discrimination is part of our global strategy on equality and equity. We firmly believe that this is how we create an inclusive environment. Therefore, sometimes the ideal candidate is not the one with the perfect CV, but the one who upholds and believes in these values,” emphasized Nikola Simonović, Business Partner for Fair and Equal at IKEA Southeast Europe.

This company has also held workshops where managers could hear refugees’ stories and the challenges they face in Serbia, to prepare the workplace in the best possible manner.

“Internal policies are important, as is informing companies about preventing discrimination. However, after that, employers need to provide trainings to foster a sense of unity within the company. Discrimination does not only affect refugees and foreign workers, but also other employees”, said Lindell, mentioning that European directives in this regard are much talked about, but little is being done for they are yet to come into effect.

She added that companies with more than 600 employees are required to submit non-financial reports, but only a third of them address the Governance aspect of ESG: “Companies need practical examples of good practice and guidance on how to implement these changes and the benefits they bring”.

Janković supported this view, noting that many ESG reports will be published next year for the first time, and nonprofits and institutions should assist businesses in navigating the complexities of non-financial reporting. He also suggested tax exemptions and incentives for companies employing and training refugees, similar to the provisions for hiring people with disabilities.

DOCUMENT RECOGNITION FOR ACCESS TO SERVICES

The most sought-after trainings by refugees are in the areas of digital literacy, soft skills, and learning Serbian. Serbian and English language classes are already provided by SCRM.

“Within our tripartite agreement with the National Employment Service, certified trainings are offered for additional qualifications, as well as re-trainings. We are soon to launch a Career Guidance Handbook for refugees, together with the Qualifications Agency and UNHCR. There are other training options, such as those provided by GIZ in the asylum and reception centers”, said Šurlan.

Janković emphasized that there are many options for online learning and that, through the use of artificial intelligence, many of them can be translated into any language. He noted that the barriers that existed until recently can be quickly overcome with the smart and ethical use of AI. Simonović added that their refugee colleagues have access to company’s learning platform with certified trainings, as well as tranings on preparation for job inteview and creating a CV.

One of the refugees’ recommendations is that companies should be familiar with their personal documents, which differ from those of Serbian citizens, as this would improve or enable access to payment accounts, telephone, internet, and TV services.

“These are solvable problems. We have had several complaints regarding the non-recognition of documents, and following Commissioner’s recommendation, a youth cooperative changed its internal rules to enable access of refugees to their services. There are also cases of banks who do not recognize refugee documents. We plan to send a recommendation of measures to all banks, where we will clarify the documents refugees have and how banks can provide services to them”, Kecman stated.

“Employees of banks and other companies are not always aware of the refugee documents, so they reject them because that’s the easisest option. This is a technical problem that requires hands-on work and I don’t think public advocacy campaigns are needed. Instead, we need direct work with ESG, CSR and HR managers specifically, besides, of course, Ministry of Interior and the National Bank of Serbia”, Janković highlighted.

Making an overview of the philanthropy in Serbia, he said that only 0.01 percent of charitable actions have been directed toward refugees since 2015: “On a positive note, 79 percents of citizens say they would support refugees, indicating that there is goodwill. I believe that with the development of ESG standards in Serbia, things will change”.

IMPLEMENTING RECOMMENDATIONS – THE FIRST STEP

Considering the increasing number of refugees starting own businesses, refugee recommendations suggested that mentoring and educational support would be of great value, as well as programs offering grants or loans.

Lindell noted that while many programs support entrepreneurship, there is often a lack of awareness about these opportunities.

Janković highlighted successful examples of social entrepreneurship, such as Women on the Way, Utočište, and Niki Donut: “Mechanisms, methods and funds for social entrepreneurship exist, as well as for startups. Crowdfunding is also on the horizon, as Serbia is to adopt a Law on Investment Crowdfunding”.

Šurlan concluded that support for integration is the top priority at the moment, and the most important are new positive asylum decisions.

To wrap up the panel with concrete results, Kecman committed to incorporating refugee recommendations into the Commissioner’s training programs for employers. She emphasized that collaboration between businesses, the state, and organizations is essential for implementing refugee recommendations.

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