Workshop 2: Qualified but not Recognised -

1. Workshop 2: Qualified but not Recognised - Sam Afra JP Robert Gruhn Ethnic Communities’ Council of Victoria 21 September 2016

2. ABOUT ECCV • Established in 1974 • Peak advocacy organisation • ECCV lobbies all levels of governments • Membership based organisation • 220 members (individuals & community organisations) • Representing 70,000 members across Victoria

3. Overview • Aim of this workshop – how to support the recognition of overseas qualifications to enrich workplace cultural diversity • Discuss two ECCV papers: • ‘Qualified but not Recognised’ Discussion Paper • ‘A Positive Disruption’ Employment Policy Brief • General discussion and questions

4. Qualified but not Recognised Discussion Paper • Key findings: • Finding a job can be difficult for new migrants, especially in obtaining the appropriate recognition of overseas qualifications • Some migrants take jobs below their skill level • Key recommendations: • One-stop-shop information hubs • Adequately resource Victorian Overseas Qualifications Unit • Public review

5. A Positive Disruption: More Diversity in Local Councils • Key findings: • Increasing cultural diversity is right way to go in local councils • Training needed to change recruitment and address unconscious bias • Still obstacles and risks

6. A Positive Disruption- in more detail • Background: • MAV hosted roundtable with HR managers from local councils • Many attended were younger from culturally diverse backgrounds • Key points: • Increasing cultural diversity ‘right way to go’ • Benefits often not understood and not filtered into hiring • ‘Not cultural fit’ a common excuse • Training needed to change recruitment approaches and unconscious bias

7. A Positive Disruption- in more detail • Barriers: • Diversity policies not effective in practice • Questionable recruitment practices e.g. interviews, focus on local experience and selection criteria • Solutions: • Increase capacity and training – including on unconscious bias and cultural diversity • Change recruitment process and culture • Recognise additional skills • Community leaders on panel • Accessible language • Mentoring

8. Discussion questions Are there particular issues you are aware of relating to recognition of overseas qualifications for local councils? What do you think local councils could do to improve their policies and practices to recognise overseas qualifications and skills adequately? What are the ‘positive disruptions’ that you think can happen in bringing new ideas and experience to a less diverse team? What have you experienced as the main barriers to increasing the cultural diversity of your workplace? In your opinion, does the economic case for cultural diversity stack up for local councils? Can you share some stories of increasing cultural diversity in your workplace?

9. Thank you! • Useful resources: • Qualified but not Recognised Discussion Paper • A Positive Disruption Policy Brief • Available on the ECCV website: http://eccv.org.au • Ethnic Communities’ Council of Victoria • Contact: Robert Gruhn rgruhn@eccv.org.au