1. The Norwegian Directorate of Integration and Diversity (IMDi)
Hege Aspelund
Regional director
IMDi East
Jens Lunnan Hjort
Senior advisor
Section for analysis

2. The Directorate of Integration and Diversity (IMDi)
Responsible for implementing the Norwegian Government’s integration policy.
Separated out from the Directorate of Immigration (UDI) in 2006.
UDI are responsible for the asylum procedure – IMDi are responsible once asylum has been granted.
Under the jurisdiction of the Ministry of Education and Research (KD) from 2018.
Previously ( ) under the jurisdiction of the Ministry of Justice and Public Security (JD).

3. Directorate of Integration and Diversity (IMDi)
Budget 2018: approx. € 31 million
Administers grants in 2018 for approx. € 1,8 billion
235 employees
6 regional offices

4. Central tasks Settling refugees in Norwegian municipalities
Basic qualification of refugees through the Introductory Program
Administering financial grants to municipalities and voluntary organizations
National authority for supervising interpreting services in the public sector
Coordinating a cross-sectional strategy against negative social control
Develop expertise and contribute to a knowledge-based integration policy

5. Collaborators Municipalities
Ministry of Education & Research (KD) - Department of Integration (INA)
Other directorates: Immigration (UDI), Adult Education (Skills Norway), Labor & Welfare (AVdir), Education (Udir), Children, Youth & Family Affairs (Bufdir), Health (Hdir), Housing (Husbanken)
Voluntary organizations
Integration is not a separate sector responsibility. IMDi aims to be a link between various actors who must work together to succeed.

6. Immigrants as share of population, 2017
Norwegian-born children of immigrants:
(3%)
Majority population:
(83%)
Immigrants:
(14%)

7. Countries of origin ( )
Poland
Lithuania
Sweden
Somalia
Germany
Iraq
Syria
Philippines
Pakistan
Eritrea

8. Reason for immigration (1990-2017)

9. Applications for asylum, 2007-2017

10. Percentage employed (age 15-74), 1.1.2017

11. Percentage registered unemployed, 2018

12. Barriers to labor market participation for immigrants
Language barrier
Many immigrants arrive with few educational credentials
Decreasing number of «low-skill» jobs
Female immigrants often have fewer credentials, less work experience, & more care-giving burdens
Employers may not trust foreign credentials
Discrimination
Immigrants often among the first to lose their jobs in downsizing processes
Jobs available to immigrants may be insecure, not full-time, manual & strenuous
Welfare state, safety net measures may soften the incentive to work

13. Integration through labor market participation
Sustained emphasis, prioritized objective
Introduction Act, 2003
White paper (Meld. St. 30 ( )): From Reception Center to the Labor Market – An Effective Integration Policy
Official Norwegian Report (NOU 2017:2): Integration and Trust – Long-term Consequences of High Immigration

14. IMDi measures promoting employment among immigrants
The Introductory Program
Language training
The Job Opportunity Program
Grants for mentoring, traineeship & entrepreneurship programs for immigrants
Free core hours in kindergarten
«Integration Reception Center» pilot
Advocating & facilitating employer involvement

15. The Introductory Program
Newly arrived refugees (and their family reunited) between ages 18 and 55
Full-time program over two years, with the option of a third year
Norwegian language and civics tuition, additional qualification measures, career counseling
Individual plan, individual program advisor
Participation is tied to a benefit of approx. € per month

16. Introductory Program participants at start of year, 2008-2020

17. The Introductory Program
Municipalities receive an integration grant from IMDi tied to each refugee, that runs over 5 years:
Year 1-2: approx. € Year 3: approx. € Year 4-5: approx. €
Municipalities are responsible for how the program is anchored and organized locally
IMDi provides guidance, arranges seminars & workshops, provides links with employers & voluntary sector, monitors results
National ambition: 70 per cent in employment or education 1 year after program completion

18. Percentage in work or education 1 year after program

19. Large local variations. Success factors:
Formal education as part of IP
Job training as part of IP
Qualified teachers
Municipal leadership emphasizes results
Cooperation between municipal agencies
Cooperation with voluntary sector
Cooperation with employers
Availability of jobs and internships

20. The Job Opportunity Program («Jobbsjansen del A»)
Immigrant women age who after several years in Norway have little connection to paid work
Full-time qualification program based on the introductory program model
Budget: Approx. € 6 million
Approx. 750 participants per year
Approx. 70 per cent of participants make a direct transition to work or education

21. Employment over time
The percentage of refugees in employment rises during the first few years after settlement,
But after 5-7 years tends to decrease among men,
And stagnate at a low level among women.
There may be a conflict between the aim of rapid employment and long-term self-sufficiency.

22. Invest in qualification
Refugees who obtain formal education in Norway are much more likely to be employed
Investing in education pays off, even if it may take several years
A step-by-step, linear model is not ideal – combine education & work training if possible

23. Thank you!