Crystalline Empowerment: Negotiating Tensions in Refugee Resettlement

Dykstra-DeVette, Tiffany A.; Canary, Heather E.

doi:10.1177/0170840617747922

Cited by 26 publications

(21 citation statements)

References 40 publications

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“…In particular, the frequently called-for mentoring programmes (e.g. Knappert et al, 2018; Wehrle et al, 2018) can be problematic, if mentors and mediators patronise their clients and view themselves as superior to their clients, thereby also reproducing societal discourses in which refugees are deficient and which portray local values as superior to those prevailing in the refugees’ countries of origin (De Jong, 2016; Dykstra-DeVette and Canary, 2019; Ponzoni et al, 2017; Risberg and Romani, 2017). Our study suggests that these challenges apply as well to settings within work organizations with managers and co-workers in the mentoring roles (though sometimes informal).…”

Section: Discussionmentioning

confidence: 99%

“…Furthermore, we contribute to the growing body of refugee research within the organization and management literature, which has concentrated on refugees in roles outside of employment (e.g. De la Chaux et al, 2018; Dykstra-DeVette and Canary, 2019; Kornberger et al, 2018) by illuminating what happens to refugees at workplaces in their new country of residence.…”

Section: Introductionmentioning

confidence: 99%

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Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees

2020

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Do inclusive organizations live up to the term ‘inclusion’? Diversity literature depicts the inclusive organization as an ideal entity that welcomes social minorities who, in turn, feel valued and unique and have a sense of belonging to the organization. Our study offers a critical account of inclusion concepts and practice. We argue that proponents of inclusion overlook that inclusive organizations also may regulate workers’ identities. To examine the relationship between organizational inclusion and identity regulation we conceptualise inclusion as a process involving various organizational actors and practices. Drawing on a multiple-case study of refugees working in Austria we show how organizational practices aimed at inclusion contribute to the forming of refugees as ‘good’, ‘glorious’ and ‘grateful’ subjects. This identity regulation is ambivalent: while it allows refugees to work in inclusive organizations, it also constrains their sense of self.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees

2020

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“…Employment support for refugees is a complicated and multi‐faceted process (Dykstra‐Devette and Canary 2019). Research on support organizations consistently finds that they play a pivotal role in ‘empowering’ refugees in settlement and integration into the receiving economy (Lacroix et al .…”

Section: Organizational‐level Factorsmentioning

confidence: 99%

Unveiling theCanvas Ceiling: A Multidisciplinary Literature Review of Refugee Employment and Workforce Integration

Lee

Szkudlarek

Nguyen

et al. 2020

Int J Management Reviews

117

126

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Increasing levels of displacement and the need to integrate refugees in the workforce pose new challenges to organizations and societies. Extant research on refugee employment and workforce integration currently resides across various disconnected disciplines, posing a significant challenge for management scholars to contribute to timely and relevant solutions. In this paper, we endeavour to address this challenge by reviewing and synthesizing multidisciplinary literature on refugee employment and workforce integration. Using a relational framework, we organize our findings around three levels of analysis -institutional, organizational and individual -to outline the complexity of factors affecting refugees' employment outcomes. Based on our analysis, we introduce and elaborate on the phenomenon of the canvas ceiling -a systemic, multilevel barrier to refugee workforce integration and professional advancement. The primary contributions of this paper are twofold. First, we map and integrate the multidisciplinary findings on the challenges of refugee workforce integration. Second, we provide management scholarship with a future research agenda to address the knowledge gap identified in this review and advance practical developments in this domain.

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“…The dramatic increase in the number of refugees – individuals unable or unwilling to return to their country of origin owing to a well-founded fear of persecution (UNHCR, 2019) – requires organizing structures and strategies to facilitate resettlement and integration in receiving countries. Newcomer supporting organizations (NSOs), typically non-governmental and community-based organizations, actively engage in activities to support refugees through this challenging life transition (Dykstra-DeVette and Canary, 2019; Tomlinson and Egan, 2002). In this article, we focus primarily on the role of NSOs in supporting recently arrived highly-skilled refugees (those holding post-secondary education or with significant work experience) to secure employment.…”

Section: Introductionmentioning

confidence: 99%

Identity work in refugee workforce integration: The role of newcomer support organizations

Nardon¹,

Zhang

Szkudlarek

et al. 2020

Human Relations

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How does professional employment support provided by newcomer support organizations (NSOs) influence highly-skilled refugees’ professional identities and workforce integration? To answer this question, we draw on interviews with 25 managers and staff of NSOs in Canada and 11 recently arrived, highly-skilled refugees. We contribute to the literature on refugee workforce integration by shedding light on the dynamic process of employment support in which NSOs engage in sensegiving practices and influence refugees’ understanding of career options, assessment of opportunities, and their professional identity responses. We found that NSOs attempted to manage refugees’ expectations of career opportunities while fostering hope for the future and that refugees reacted to NSOs’ sensegiving practices by resisting expectation management messages, recrafting a new identity, or bracketing the present as transitory. We highlight the role of external agents in sensemaking and identity work by exploring work role transitions caused by forced migration. Furthermore, we uncover the dynamics of power and contextual constraints that influence sensegiving interactions. From a practical point of view, we argue that in the absence of quality employment opportunities, the reliance on refugees’ resilience and their motivation for long-term professional integration may further marginalize them.

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Crystalline Empowerment: Negotiating Tensions in Refugee Resettlement

Cited by 26 publications

References 40 publications

Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees

Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees

Unveiling theCanvas Ceiling: A Multidisciplinary Literature Review of Refugee Employment and Workforce Integration

Identity work in refugee workforce integration: The role of newcomer support organizations

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