EY and Refugee Talent Hub: making a sustainable impact

Don't just look at the resume

Marjolein also brings this energy to her role as an SROI advisor at EY. She believes it's important to give people opportunities to be themselves, rather than just focusing on work experience. "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. That's why I believe you shouldn't always look at people's resumes. They reveal something about what people have done in the past, but not what they can do or want to do. Often, people even did something in the past that they no longer want or can do. So, consider what the company needs now and whether there might be a match. With my years of experience in SROI, I try to contribute to that."

What is SROI?

SROI (Social Return On Investment) is an approach aimed at creating more employment for people who are further removed from the labor market. Marjolein explains: “When an organization wins tenders from a municipality or government, it's obligated to return 5% of its revenue to society. This means you're committed to supporting vulnerable groups in society, such as the long-term unemployed, people receiving disability benefits (Wajong), people with disabilities, but also people over 50 and people with a refugee background. You can set up great projects for this. But ultimately, it's about helping people find jobs—whether within your organization or by introducing them to your network. It's about helping these people grow and help them progress toward the labor market.”

Enthusiasm within EY

For programs like the Finance Academy, an 18-week training program for financial talent, there was a lot of enthusiasm for mentoring. "Even though we send out a lot of newsletters, the genuine enthusiasm spreads from colleague to colleague," says Marjolein. "The impact of being a mentor is shared within teams across departments. This way, the enthusiasm spreads like wildfire throughout the organization. Mentors often say 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 its collaboration with the Refugee Talent Hub. The organization not only wants to make an impact on the lives of candidates but also serve as a model for other companies. "We want to structurally embed this collaboration within our organization, so it's not just a one-time initiative," Marjolein emphasizes.

We're already doing a lot in the area of ​​diversity and inclusion, including our partnership with the Refugee Talent Hub; it's in our DNA. Besides investing in talent development, we also value social responsibility. But we don't emphasize it enough. That's a shame, because by communicating about it externally, we can inspire other organizations to engage with newcomers as well.

A valuable partnership

Marjolein continues, "Together with the Refugee Talent Hub, we examine the backgrounds of the candidates and mentors and determine whether there's a good match. This way, we work together to build sustainable career opportunities and a society where newcomers truly participate. It's a win-win situation: we can attract diverse talent, and the candidates gain valuable work experience. And we believe it's important to create an inclusive work environment at EY, one that aligns with our diversity and inclusion goals."

Want to learn more about the mentoring program for female refugees? Read this article!

Curious about how your organization can contribute to this change? Contact us and explore the possibilities of collaboration.