We're not tapping into talent. Newcomers should be able to get started from day one, argue Erik Ziengs and Wilma Roozenboom.

Today is World Refugee Day: an international day established by the United Nations to draw attention to the plight of refugees worldwide. There's certainly no shortage of attention for refugees in Dutch political and social debate. But amidst all the commotion, too little is said about their plight, and even less about their talents. We urge parties to have a different conversation in the run-up to new elections. A conversation about people, craftsmanship, preventing brainwaste, and utilizing talent.

 There are nearly 400,000 vacancies in the Netherlands. According to industry organizations, employers in the technology, construction, and energy sectors alone will be looking for 50,000 new colleagues in the coming years. At the same time, approximately 300,000 newcomers are currently living in the Netherlands – asylum seekers, refugees with refugee status, and Ukrainian displaced persons combined. Asylum seekers are still awaiting a decision on their asylum applications. In 2024 , over 75% of asylum applications were granted; the vast majority of these people therefore remain in the Netherlands. Their labor participation rate is low, around 12%, but their desire to work is high. The labor participation rate for refugees with refugee status and Ukrainians is considerably higher, at 55% and 59% respectively, but still far below the Dutch average of 73% (CBS figures). This represents a large untapped labor potential. Failing to utilize this potential constitutes brain waste and a waste of capital.

 Last year, research agency SEO concluded that Dutch society would benefit nearly €2 billion in additional prosperity over ten years if asylum seekers found work sooner. And speaking of status holders, Social Finance NL conducted an impact analysis for a project in Groningen aimed at healthcare professionals with a refugee or migrant background. This showed that every euro invested yields nearly €2.50 in social benefits. These include savings on benefits, lower recruitment costs for hospitals, and increased financial self-reliance among participants.

 So, from a macroeconomic perspective, it's a good story. From a business perspective, too. Onboarding newcomers requires time and attention from employers, but the investment pays off: McKinsey, among others, has shown that companies with a diverse workforce perform better, and American research shows that employees with a history of flight stay with an employer up to three times longer.

 And then there's the social and human perspective. Refugees have knowledge, experience, and talents that allow them to contribute to the Dutch labor market. And a job is so much more than just earning money. Work is the fastest route to integration. At work, you learn the language, culture, and people. It provides structure to your day, social contact, and the feeling of being valuable and contributing. It's illogical, unwise, and inhumane.

 Hence our call in the run-up to the campaign for new elections: focus on access to the labor market.

 Or, to be a bit more concrete, three recommendations:

1.  Replace the work permit (TWV) for asylum seekers with a reporting requirement, as also applies to Ukrainians.
2.  Start integration for status holders in asylum centers, so people can start working on their future more quickly and don't have to wait until they have a home.
3.  Ensure national policy instead of municipal differences so that it no longer matters to national employers which municipality they hire someone from.

 Utilize the talent and expertise of people in the Netherlands. Whatever your position on the debate about newcomers that has been plaguing The Hague's political establishment for years: prevent brainwaste.

Erik Ziengs is chairman of ONL for Entrepreneurs and a former Member of Parliament for the People's Party for Freedom and Democracy (VVD). Wilma Roozenboom is director of the Refugee Talent Hub , an employer initiative .