Supporting employees with refugee or migration experiences: a guide for leaders and HR
Refugee and migration experiences are more than just relocation stories. They often carry profound psychological, social, and systemic impacts — from trauma and grief to identity loss and culture shock.
For HR professionals, this means going beyond surface-level inclusion and creating a workplace that is truly responsive to the realities of displacement.
🌍 The impact of forced migration on mental health
According to UNHCR and the WHO:
- Refugees are 10 times more likely to experience symptoms of PTSD, depression, and anxiety.
- Many have experienced trauma both before, during, and after migration — including war, persecution, separation, and loss of home, family, or professional identity.
- The resettlement process itself can be re-traumatizing, due to bureaucracy, instability, and isolation.
🧠 Trauma and the workplace
People with refugee or migration backgrounds may:
- Avoid authority figures (due to past danger)
- Struggle with trust, eye contact, or group dynamics
- Appear distant or overly compliant (fawn response)
- Feel guilt or hyper-responsibility (survivor’s guilt)
And importantly, they may not disclose any of this. That’s why trauma-informed practices are essential, regardless of what you know.
🛠️ Practical strategies for HR & Leaders
1. Avoid assumptions
Don’t expect someone to talk about their background. Instead, create systems that support anyone with a history of displacement, trauma, or instability.
2. Be culturally responsive
Offer flexibility for religious observances, family needs, and language preferences. Don’t enforce assimilation; make space for cultural identity.
3. Provide psychological safety
Make it safe to ask questions, say “I don’t understand,” or set boundaries. Refugee employees may fear making mistakes or being misunderstood.
4. Include, don’t tokenize
Representation matters, but so does meaningful involvement. Don’t highlight people’s stories without consent or emotional preparation.
5. Offer support beyond the office
Partnerships with community organizations, access to therapy, legal navigation, or housing support show real commitment.
🧭 Final thought
Refugee inclusion isn’t a checkbox. It’s a commitment to justice, equity, and human dignity.
And workplaces that support displaced people don’t just change lives — they build cultures of deep empathy, resilience, and perspective.
