September 10th 2025

TAUW gives newcomers the space to grow

Employment best practice
support base
guidance on the work floor
partnership

Diversity and inclusion: nice terms, but how do you truly embody them within an organization where collaboration and social impact are central? Ilse Anna Ruessink, HR advisor and Corporate Recruiter at TAUW and closely involved in the collaboration with the Refugee Talent Hub, explains how TAUW is building this step by step.

Building support

TAUW didn't start its collaboration with Refugee Talent Hub with the goal of filling vacancies, but rather building mutual understanding. "We first wanted to truly understand what it means to work with newcomers," says Ilse Anna Ruessink. "That's why we organized workshops on intercultural collaboration. We discussed questions like: What does it require of us? And what are the benefits? Only then did the first meet-and-greets follow."

Learning by doing

Those meet-and-greets were a valuable learning experience. "The first round was broadly based, which meant the matches weren't as successful," Ilse Anna recalls. "In the second round, we worked with clear profiles and a targeted selection process. That led to better connections. The success lay in having the courage to express what we were looking for and what we could offer. Inclusion requires initiative: you have to cross the bridge yourself. By doing so, we've since welcomed several new colleagues."

Support grows from within

TAUW recognizes that support for inclusion isn't born in a single workshop, but grows through people within the organization. Coaches and buddies play a key role in this. "They are our ambassadors," says Ilse Anna. "They share their experiences within the teams and demonstrate the benefits. Word of mouth works better than any policy."

Space for awareness

To support teams in collaborating with newcomers, TAUW encourages participation in intercultural sessions and workshops offered by partners. These meetings raise awareness, help break down prejudices, and provide team managers with practical tools. This gradually creates a workplace where everyone feels welcome and valued.

A festive closing ceremony of the Engineering Academy at TAUW on April 22, 2025.

Open mind

Working with newcomers requires a different mindset, Ilse Anna emphasizes. “They come from different educational systems, sometimes have different work experiences, and struggle with language. That requires patience and an open mind, especially from team managers. But those who are willing to think outside the box will reap many rewards. People with different backgrounds bring a fresh perspective, which enriches the team.”

Resilience, motivation, and knowledge often say more than a resume or Dutch experience. Newcomers often have a special drive and learn quickly. When people can strengthen and learn from each other, great results emerge.

"I wish this for all our teams, colleagues, and those who are not yet part of our organization. As an employer and as an individual, I believe it's important to contribute to this."

Tips from Ilse Anna

From her own experience, Ilse Anna shares some practical advice for employers who want to work with newcomers:

Provide personal guidance through a mentor or buddy , so that someone can quickly find their way and feel supported.
Offer language lessons to ensure smooth communication and help newcomers feel more confident within the organization.
Recognize that coaching is a personalized experience : everyone has different needs and learns at their own pace. Some team managers naturally supervise more easily, while others may need additional training to do so effectively.
In addition, continuously invest in awareness and knowledge sharing within the organization, so that teams learn how to optimally support newcomers and everyone can benefit from their talents.

Next steps

TAUW looks beyond recruitment. With partners like Haskoning and Sweco, it established the Engineering Academy : an intensive program where participants gain professional knowledge, soft skills, and a work culture, always linked to practical cases involving water.

New projects remain valuable, but in the coming years, the focus will be primarily on sustainable matches. "We've already hired people through the Refugee Talent Hub," says Ilse Anna. "Now we want to ensure their continued development and build a lasting employment relationship. That's the challenge we'll be tackling in the coming period. At TAUW, we're building a future where everyone can participate, step by step, with an open mind."