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Description
This project aims to involve 500 migrants of working age who are in Portugal and looking for a job. The intervention is focused on the digital empowerment of the migrant population, its approach to the labour market and, consequently, seeks to reduce unemployment. It aims to increase the digital literacy of the migrant population and develop and streamline a web platform which promotes independent career guidance and job searching. It also seeks to enhance migrants’ social, cultural, personal and professional skills to enable them to access more job opportunities with better working conditions.
Summary of project results
In addressing the needs of the migrant population, this project aimed to implement a series of targeted actions in the field of employability, thereby contributing to their empowerment. Each year, JRS-Portugal supports approximately 1300 migrants in their job search. These individuals come from over 60 countries, with significant representation from Guinea-Bissau, São Tomé and Príncipe, Angola, Brazil, Cape Verde, and Ukraine. About 70% of them are women of working age, predominantly between 18 and 50 years old, highlighting the high demand for support in labor market integration.
The challenges faced by this population include economic hardship, social vulnerability, single parenthood, inadequate or insufficient professional experience, low educational attainment, and digital exclusion. Given the difficulties migrants encounter in entering the labor market, which is crucial for their economic empowerment and autonomy, it is essential to create solutions that enhance their employability. These solutions must consider not only the skills they already possess but also the current dynamics of the labor market.
The COVID-19 pandemic has led to a significant contraction of the Portuguese economy, directly impacting the labor market. This situation necessitates equipping migrants to avoid being further disadvantaged and excluded amid social changes. Introducing Information and Communication Technologies (ICT) is vital, both as a means of job searching and as a tool for performing assigned work tasks.
The New Skills Agenda for Europe in 2016 stated that the digital transformation of the economy is reshaping how people work and conduct business. New working methods are affecting the types of skills needed, including innovation and entrepreneurship. Many sectors are undergoing rapid technological change, and digital skills are required for all jobs, from the simplest to the most complex. At the time of the project application, digital competence was increasingly linked to labor market participation. Recruitment and selection methods, as well as job-seeking processes, are evolving due to the internet. Employers and recruiters are increasingly using online platforms, including social media, to select candidates.
The OECD notes that to succeed in the digital world of work, people need sound cognitive skills, including digital skills, social and emotional skills, job-specific skills, and importantly, the ability and motivation to cope with change and keep learning. Therefore, it is increasingly pertinent to develop these competencies among the migrant population, enabling them to meet these demands, understand the broad implications of online activity in their social and professional lives, and create better opportunities.
The project activities proceeded as planned, encompassing 531 migrants and refugees in empowerment measures. Among the participants, 40 individuals took part in the training sessions, with 31 of them receiving positive evaluations that led to the awarding of diplomas.
Six training sessions were conducted based on a methodology developed from the analysis of five focus groups. Each training session was personalized and tailored to the participants'' computer and academic skills. Each course lasted 40 hours, completed over a month. To meet the participants'' needs, individual lessons were provided at various times, aiming to positively impact each group and individual. This strategy resulted in 78% of the participants completing the course.
Additionally, the training sessions allowed for the testing of the platform with migrants and refugees, yielding positive results but necessitating several adjustments. Participants showed active engagement during the classes, which enabled a cultural activity in Lisbon focused on teaching them to use mobile GPS to navigate the city.
Through the platform, 500 migrants and refugees from 35 nationalities were empowered by creating CVs. Of these, 52 CVs were created independently by the migrants and refugees without any support, while the others were developed with the assistance of a technician or volunteer.
A Basic IT Manual was also created, containing information on job searching and instructions for using the platform. This manual is available in both digital and physical formats, with 70 printed copies. The project highlighted the strong adaptability of migrants in using computers.
Additionally, under the capacity building topic, an organizational needs assessment was conducted to identify organization´s constraints and drivers of change. This assessment identified Human Resources as a major constraint and recommended the implementation of a human resources department. Following this recommendation, the capacity-building component of the Ctr+Alt+Emprego project focused on Human Resources.
JRS-Portugal identified several strategic objectives: promoting a leadership strategy where managers are equipped to handle different relationship styles, enhance each employee''s skills and potential, and manage conflicts; developing internal communication that fosters a sense of belonging, organizational goals, facilitates internal changes, and improves relationship quality; developing a unique and well-defined culture and strategy that influences leader and member behaviors in various organizational aspects; and improving time management and productivity, enhancing individual performance and contributing to better organizational results.
To address these objectives, a capacity-building plan focused on Interpersonal Communication was developed based on the DISC methodology. This behavioral diagnostic methodology facilitates the development of personal and professional skills and helps understand how individuals behave in different environments, situations, or interpersonal relationships.
According to a survey conducted by Stone Soup, the project''s evaluator, migrants reported feeling highly supported and empowered. Upon arriving in a new country with a different culture and no clear guidance, they felt completely welcomed. Migrants expressed high satisfaction with the activities, finding the content very suitable for their needs and wishing for more hours to continue learning and gaining knowledge. They also stated that their expectations were met and the objectives of the activities were achieved. Additionally, complementary cultural activities were conducted, which increased their knowledge of Portuguese culture and facilitated their inclusion in Portugal.
Regarding the organization''s capacity building, the final report by the consultant Stone Soup indicated that the employees who underwent training rated it 4 or 5, reflecting a high degree of objective fulfillment. The capacity-building action resulted in at least 52% positive changes among the total employees, with only one employee noting a negative change in one of the topics covered. No changes were observed in all topics.
The degree of knowledge about overcoming barriers in relationships and resolving conflicts saw 68% positive changes, with one employee noting a negative change (4% of the total). No change was observed in 28% of the cases. The degree of knowledge about interpersonal communication skills saw 64% positive changes, with no change observed in 36% of the cases. The degree of knowledge about maximizing the potential of one''s behavioral style saw 60% positive changes, with no change observed in 40% of the cases.