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Valuing diversity: guidance for labour market integration of migrants

websites, social media, events and similar means can be critical to the
continuity of projects;
(d) exit strategies from projects with a limited time-span should be planned from
the beginning. A common limitation in many projects is to define the exit
strategies towards the end of the projects, not allowing for the establishment
of workgroups, publications, forums, and interest groups which may retain
the memory and experience of the project, and develop new initiatives which
may benefit from them.

Greater social partner engagement in integration is fundamental
Employer awareness of the importance of the migrant labour force in an ageing
population context and its rich potential in terms of qualifications, work capacity,
resilience, willingness to succeed, creativity and uniqueness must be raised.
Employers must also understand the specific issues that immigrants face and
how they can support their progress and integration. Employers can develop
integration programmes in their firms and/or in cooperation with public and non-
profit organisations; they can help finance initiatives or provide support by making
internships available, providing mentorship, acting as tutors and role models.
Trade unions can also develop a fundamental role in generating visibility and
permanent awareness of the needs of this group of workers and by
mainstreaming immigrant advocacy practices in the labour market. This effort
may be achieved by both establishing direct support services to immigrants
(especially on arrival) and by promoting the access of immigrants to equal labour
rights. Unions also grant to immigrant workers access to professional networks
which may prove valuable in finding jobs, training, recognition systems and in
avoiding overqualification traps due to reduced professional contacts.

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