Page 131 - valuing-diversity-guidance-for-labour-market-integration-of-migrants

Valuing diversity: guidance for labour market integration of migrants

to cultural group characteristics can be based on a biased perspective, which
stereotypes individuals and seeks to mould them into the native ‘correct’ string of
values and attitudes.
Most of the practices analysed do not adapt methodologies and tools to
immigrant specifics but use the same methodologies as applied to the general
population. Nevertheless, three types of potential adaptation can be identified:
(a) adaptation of information and advice to immigrant needs;
(b) adaptation of assessment and counselling techniques;
(c) adaptation to individual needs rather than cultural traits.

Adaptation of information and advice to immigrant needs is the most popular
and simple way of responding to the client group’s characteristics. It generally
comprises addressing basic immigrant integration needs on arrival, such as the
need for translated information and information about national laws, values and
systems (health, education, social security and housing).
This adaptation is not exactly an adaptation of guidance methodologies but a
tailoring of contents to the client group. Information and advice are not given in a
specifically different way, which might be culturally adjusted. Most cases provide,
at least partially, information and advice clearly targeted to immigrants. The
migrant integration portal, in Italy, is a prime example of targeted information,
using ICT.
The adaptation of assessment and counselling techniques potentially covers
a vast range of methodologies. In most of the cases analysed there is no
evidence of cultural adaptation. Where there is, adaptation often consists of
providing advice in the native language of the immigrant.
One of the few examples identified was the project on promoting
multiculturalism in Greece, which dedicated a full stage of development to the
adaptation of psychometric assessment tests to the characteristics of immigrant
communities in Greece.
In most situations the preferred method of adjusting interventions to client
needs is based on individual adaptation, in which cultural traits, contextual factors
or other personal characteristics may be a basis for intervention.
This method is reported a number of practices which start with careful initial
assessment, which may identify the individuals skills, goals, specific training
needs, normally in a long session or several, sequential sessions. Typically this
type of assessment will lead to a personal plan that may include interventions
with cultural specificity; an example is the National Careers Service in the United
Kingdom. The assessment period can be prolonged, as in the case of CED,
which relies on an initial period of diagnostic lasting up to three months including
on-the-job situations, to identify competences and clarify career choices.

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