What We Learned (and Changed) to Make Our Recruitment Inclusive for Refugee Talent

This blog, co-authored by Jenny Walton, CEO of the Refugee Employment Network (REN) and the Experts by Experience (EbE) Employment Initiative, reflects on how we redesigned our hiring process to be more inclusive of refugee talent. It outlines what we changed and what we learnt along the way.

At REN, we talk a lot about building a more inclusive employment ecosystem, where refugee talent is recognised, welcomed and supported to thrive. But inclusion doesn’t stop at the work we do with our members. It has to start with us.

So when we recently recruited for a new Network Coordinator, we reached out to Yusuf Ciftci, founder of the Experts by Experience Employment Initiative, to work with us to design an inclusive and accessible hiring process for refugee talent.

Experts by Experience insights were honest, helpful and exactly what we needed. They helped us recognise that despite our best intentions there were things in the original job description that could create barriers for refugee candidates, especially those with lived experience of displacement or unfamiliarity with UK workplace and hiring practices.

Here’s what we learnt and changed as a result:

1. Clarity on flexibility and remote working

We had said we were open to flexible working but hadn’t been specific enough. EbE reminded us that for refugee applicants juggling ESOL classes, volunteering, family responsibilities or limited digital access, clarity matters. We also received a lot of interest from applicants outside the UK and realised we needed to clarify that remote work meant UK-based remote roles.

➡️ What we changed:

We added clearer, upfront details about flexibility, including working hours and location. For those unfamiliar with the UK job market, it was important to be clear that we are open to conversations about flexible working, including part time and school-hours only.

 

2. Reframing requirements and language

Some of our language around skills, experience and responsibilities felt too UK-centric or could unintentionally put people off, especially those with transferable skills from overseas or from community and voluntary roles. EbE pushed us to think carefully about what was essential to do the job.

➡️ What we changed:

We highlighted that voluntary experience and non-UK work experience are not only recognised but also valued. We were also clear in the person specification that we welcome transferable skills and a willingness to learn, just as much as formal qualifications.

 

3. Being transparent about the process

For people who have never applied for a UK-based role or who’ve had negative recruitment experiences in the past, the process can feel daunting. EbE advised us to make things as transparent and welcoming as possible.

➡️ What we changed:

We explained each stage of the recruitment process, including timelines and interview formats. We shared interview questions in advance, introduced the panel ahead of time, and provided clear guidance on what to expect. This supported candidates whose first language isn’t English and made the process more inclusive for neurodivergent applicants.

 

4. Be clear that refugee applicants are genuinely welcome without being tokenistic

We wanted to encourage applications from people with lived experience of displacement but also avoid language that felt performative or extractive. EbE challenged us to embed inclusion throughout the job description, not just in a line at the end.

➡️ What we changed:

We rewrote the JD to reflect this throughout, not just as a footnote. We made it clear that we welcome applications from people with lived experience, and explained why: because that experience brings valuable insight and leadership, not because of identity alone. We also committed to not ask applicants to disclose personal experiences unless they chose to.

 

“We respect that people’s identity is not defined by their past experiences and do not expect candidates to describe their lived experience during the interview process unless they wish to do so.”

5. Advertised through targeted channels (and made it shareable via WhatsApp)

We shared the role via REN’s and EbE jobs boards, newsletters, and WhatsApp community, as well as Charity Jobs and LinkedIn. The LinkedIn post went further than expected, with 39 reposts and a reach of over 13,000 people. We received 377 eligible applications, with 38% of applicants self-identifying as Experts by Experience.

💡 What we learnt:

If you want diverse applicants, you have to meet them where they are and not expect them to find you. There are many WhatsApp groups (as we all know) where people share opportunities within their communities. Make sure your JD is shareable!

 

6. Offered support and signposting

As members of Experts by Experience Employment Initiative we were able to offer interested candidates mentoring sessions, providing independent support to applicants including with CVs, cover letters and interview prep. This made a real difference in confidence and readiness and we saw it in the quality of interviews. We also signposted unsuccessful candidates to REN’s Refugee Jobs Board, the EbE Jobs Board and other opportunities.

💡 What we learnt:

Equity doesn’t mean treating everyone the same. It means recognising where extra support makes a real impact.

 

7. Built in data capture and follow-up

We created a sign-up form for those who wanted to hear about future REN roles. We also tracked where applicants heard about the role and gathered feedback on the process to improve next time. As the Refugee Employment Network, we sourced alternative job opportunities from our member organisations and shared with unsuccessful applicants who identified as experts by experience.

💡 What we learnt:

An inclusive process doesn’t end when a job is filled. It’s about building relationships and a talent pipeline.

 

Reflections from EbE Employment team

We worked with REN and gathered feedback on the process from applicants from our network and shared them with REN to help learn and improve. To further improve equity in their recruitment, there are several additional steps that REN could take:

• Sending reminder emails about information sessions and recording them for those who requested access but couldn’t attend would help increase awareness and accessibility.
• Simplifying language and breaking down combined interview questions into separate, clearer ones would support applicants with lived experience in navigating the process with greater confidence.
• Where feasible, offering feedback on all written applications would be highly beneficial, giving applicants insight into how to strengthen their submissions.
• Providing guaranteed interview invitations for refugee applicants could play as a positive action towards lived experience leadership.

Why it mattered

This was a critical hire for us. With over 400 members, our new Network Coordinator would play a key role in strengthening our network and supporting collaborative projects and events that advance refugee employment.

This process reminded us that we are always learning and that meaningful inclusion takes work, partnership, and changing the way we do things. With over 38% of applicants identifying as Experts by Experience, we know that when recruitment is thoughtful, fair, and transparent, brilliant talent comes forward.

Still Learning, Always Grateful

Anaïs joined REN in April 2025 and has already made a big impact, not only in her work, but in shaping how we think about inclusion and building a collaborative community to advance refugee employment.

To the Experts by Experience employment initiative team, their volunteer mentors, and to everyone who shared the role with their networks - thank you. Our hiring process is more inclusive and our approach clearer. That’s the power of feedback. And it’s something we’ll continue to build on!

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If you're a charity or employer hiring in the refugee or migrant space, we encourage you to join the Experts by Experience Employment Initiative and connect with REN’s growing network.

About REN

The Refugee Employment Network is the UK’s national network dedicated exclusively to refugee employment. It’s our mission to ensure that all refugees can access appropriate, fulfilling and paid employment or self-employment in the UK. With a growing network of over 400 members across all four UK nations, REN is bringing together a national community committed to creating opportunities for refugees across a wide range of industries and professions. Our work spans both immediate and long-term needs, offering sustained engagement and support for refugee talent and employers through every stage of employment.

About the Experts by Experience Employment Initiative

The Experts by Experience (EbE) Employment Initiative provides refugee charities with support to implement equitable recruitment practices. Their services include advertising vacancies on their jobs board, sharing roles in email bulletins and WhatsApp groups, and offering job application support through mentoring, workshops and job description reviews to improve accessibility and reduce barriers.