1. Volunteering Placements of Asylum Seekers in a Regional Job Centre ‘ESÉLY’ Development Partnership

2. Legal Background  Law No. 139. of 1997 on Asylum  Law No. 88. of 2005 on Employing Volunteers

3. Why the Regulation is Good?  Protects the volunteer The organisation The beneficiary of the voluntary work  Responsibilities are defined

4. Background of the Idea  ESÉLY-EQUAL partnership: asylum seekers are contacted  Transnational cooperation: good practices seen at other DPs  November 2005: EASI DP conference on volunteering  2006 May: Registration as receiving organisation

5. Implementation  Informing potential participants about the opportunity to work as volunteers  CVs and personal profiles are prepared  Selection (matching matching skills with needs)  Positions offered/taken: IT, customer services, childcare  11 people have registered to date (3 females)

6. The Contract  Indefinite contract  Salary and other forms of remuneration are not paid  Travelcard for the local public transportation is provided  Internet and telephone use in the office  Weekly consultations about the time schedule, worksheets are kept  Declaration of confidentiality and data protection is signed  A reference letter at the end of volunteering

7. Evaluation of the project – strengths for participants  Low alternative costs  Special skills, networking techniques  Regular activities, structured time  Getting acquainted with the public administration system  Work experience, acculturation  Learning the language  Acquiring new skills  Social networks, social capital  Reference for future job seeking  Becoming resource for other asylum seekers  In general: better job market integration opportunities

8. Evaluation of the project – problems for participants  No income generated  Language barriers  Initial prejudices difficulties in networking with the colleagues  Insecure social and legal status, obstacling stronger commitment  Initial adaptation and acculturation problems  Different gender roles, community or family expectations may be obstacles

9. Evaluation of the project – strengths for the organisation  Added value of the work done (meets human resource and staffing shortages)  Motivated labour force  Efficient assistance in providing refugee or immigrant clients  Decreasing prejudices, supporting tolerance and social cohesion  In line with the equal opportunities and diversity strategies of the Government

10. Evaluation of the project – problems for the organisation  Novelty, adaptation problems  Colleagues’ initial reluctance  Time consuming training and preparation  Volunteers can do only a limited number of tasks  Inflexible labour supply, strong external factors, unsure length of employment

11. Opportunities  Scope can be expanded  Transferable knowledge and methodology (for other public administration agencies)  Developing a standard methodology of the psychosocial support behind the volunteer programme  Training and employment of refugees with volunteer experience as social workers, counsellors

12. Recommendations  Volunteering should always take place on a contractual basis  The asylum legislation should encourage volunteering of asylum seekers as a form of reception service  Involving other governmental and non- governmental agencies in similar projects is essential  Volunteering should always be dealt with a holistic approach, involving other service providers (mental health, social work, legal services etc.)  Standardising volunteering as a pre-employment support avalilable in the mainstream services of job centres and other labour market service providers should take place as a follow-up of this project

13. Thank you for your attention!