Has the migration third sector got a problem with diversity? Do migrant and ethnic minority staff find it tough to break out of front-line roles and into management? A recent survey takes a look at the situation in the UK, the Netherlands and Austria to find out.
Does the migration third sector practice what it preaches? Is there an inclusive and diverse ‘mini-world’ inside migration NGOs? The answer is ‘yes’ and ‘no’
I carried out more than 60 interviews with migrant and ethnic minority staff, especially refugees, in the UK, the Netherlands and Austria, for the EU funded BrokerInG project. It’s clear that to get to a resounding ‘Yes’, we need to listen to what they say and acknowledge the obstacles to diversity in the migration third sector.
Some might say we have more urgent things to worry about. The lack of political solidarity in supporting refugees; plummeting funding; staff insecurity; and forced false choices, such as between political autonomy and financial security. Key issues and understandable as these are, they are no justifications for not doing something serious about staff inclusion and diversity.
What are the obstacles and challenges?
The migrant third sector organisation has become an important niche for highly educated refugees who face difficulties gaining access to the labour market. At the same time, migrant third sector organisations reflect the feminisation of labour in the third sector and gender and racial hierarchies in society.
Case worker level jobs are typically occupied by ethnic majority female staff and ethnic minority and migrant staff. Directors and managers are generally non-migrant white male. If organisations are slimming down, minority staff are often at risk.