EY and Refugee Talent Hub: Making a sustainable impact
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With the Women Mentoring Program and the Finance Academy, EY has been a committed partner of Refugee Talent Hub for years. SROI advisor Marjolein Borsboom explains how this collaboration came about, what drives her personally and how EY wants to make a structural impact as an organization.
We meet during one of the Finance Academy days at EY's headquarters in Amsterdam, where a 'Lean Training' for candidates is on the program that afternoon. With an impressive view from the 21st floor, Marjolein talks passionately about her motivations, her rich experience, and the future plans at EY.
Marjolein's personal mission is simple but effective: to help people get the best out of themselves. This is central to her life, both professionally and privately. Marjolein's years of experience range from coaching people in sports clubs to supporting children with autism. "I believe that every person, regardless of background, has unique talents that should be recognized and used," she explains. "It's great to see people discover their potential and grow. That gives me a lot of energy."
Don't just look at the resume
Marjolein also takes that energy with her into her role as SROI advisor at EY. She believes it is important to give people opportunities to be who they are, instead of just looking at work experience. “A CV shows what someone has done in the past, but not necessarily what they can or want to do. By focusing on who the candidate is and what he or she can contribute now, we create real opportunities. That is why I also believe that you should not always look at people's CVs. The CV tells something about what people have done in the past, but not what they can or want to do. It is often the case that people have done something in the past that they no longer want or can do. So look at what you need in the company now and whether there could be a match. With my years of experience within SROI, I try to contribute to that.”
A resume shows what someone has done in the past, but not necessarily what they can do or want to do. By focusing on who the candidate is and what they can contribute now, we create real opportunities.
Marjolein Borsboom, SROI-adviseur EY
What is SROI?
SROI (Social Return On Investment) is an approach that aims to create more employment for people who are further removed from the labour market. Marjolein explains: “When you win tenders from a municipality or government as an organisation, you are obliged to return 5% of the realised turnover to society. This means that you are committed to vulnerable groups in society, such as the long-term unemployed, Wajongers, people with a work disability, but also people aged 50 and over and people with a refugee background. You can set up great projects for this. But ultimately it is about helping people find a job – whether that is within your organisation or by introducing them to your network. It is about helping these people grow and helping them take a step further towards the labour market.”
Enthusiasm within EY
For programs like the Finance Academy, an 18-week training for financial talents, there was a lot of enthusiasm to become a mentor. “Despite the fact that we send out a lot of newsletters, the real enthusiasm goes from colleague to colleague,” says Marjolein. “The impact of being a mentor is shared within teams in different departments. In this way, the enthusiasm spreads like wildfire through the organization. Mentors often indicate that they not only help their mentees, but also learn a lot from the experience themselves. This contributes to mutual understanding within the organization."
EY's ambitions
EY has clear ambitions for the collaboration with Refugee Talent Hub. The organization not only wants to make an impact on the lives of candidates, but also serve as an example for other companies. “We want to structurally anchor this collaboration in our organization, so that it is not just a one-off action,” Marjolein emphasizes.
“We are already doing a lot in the field of diversity and inclusion, including the partnership with Refugee Talent Hub; it is in our DNA. In addition to investing in talent development, social involvement is also important to us. But we do not mention it enough. That is a shame, because by communicating about it externally, we can inspire other organizations to also get started with newcomers.”
A valuable partnership
Marjolein continues: “Together with Refugee Talent Hub, we look at the background of the candidates and mentors, and whether there is a good match. In this way, we work together on sustainable career opportunities and a society in which newcomers really participate. It is a win-win situation: we can attract diverse talent and the candidates develop valuable work experience. And we believe it is important to create an inclusive working environment at EY, which aligns with our objectives in the field of diversity and inclusion.”
Want to read more about the mentoring program for female refugees? Read this article!
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