Access to work is an important factor for the well-being, participation and integration of status holders in Dutch society. Employers can make an important contribution to this. In this article we discuss the social and business added value of hiring status holders.

Please note: this article was translated using a translator app

Social added value

 Many employers want to make a social contribution by offering opportunities to people with a vulnerable position on the labor market, such as status holders. They thereby fulfill their social responsibility and good employment practices.

 Offering or creating work for status holders is often also part of a broader CSR policy (Corporate Social Responsibility). Some employers translate this commitment into a contribution to the United Nations Sustainable Development Goals (SDGs). Labor participation of status holders falls under SDG 8: Decent Work and Economic Growth. SDG 10: Reduced Inequalities and SDG 4: (Lifelong) Quality Education are also important.

Business added value

 In addition to social added value, hiring status holders also has business added value, it is a business case. The business benefits are explained below.

More opportunities in a tight labor market

 The Dutch labor market is struggling with serious staff shortages in almost all sectors. Status holders form a large group of potential employees for all sectors – many of them are well-educated professionals who are eager to get started in their new country.

More creativity and innovation capacity

 International research by McKinsey shows that companies with a high degree of cultural diversity in the workplace are 35 percent more likely to outperform their competitors: different points of view, more alternatives and associated solutions lead to a positive effect on creativity, innovation and decision-making in teams.

Increase in market share

 Status holders must bring contacts, insights and knowledge about ethnic-cultural minorities in the Netherlands and abroad. In an increasingly culturally diverse society, this is crucial for opening new markets and expanding customer bases and groups. Status holders can build a bridge to new customers.

Positive corporate image

 An employer who offers opportunities to status holders shows that he values ​​equal opportunities, diversity and corporate social responsibility. This makes the company more attractive to customers , job seekers and its own employees. Research shows that millennials and young people in particular indicate that they consider an employer's image and social involvement important.

Cost benefits

 An employer who wants to employ a status holder can rely on various (financial) schemes for support. You will find an overview of these schemes in appendix 3 of the employer guide .

Meeting tender requirements

 SROI (Social Return on Investment) is an important award criterion for tenders in more and more (government) organizations: part of the wage bill or contract price must be used for the social interest. You can meet this by hiring people who are at a distance from the labor market, such as status holders, or creating apprenticeships for them.

 The PSO ladder (Social Entrepreneurship Performance Ladder) is a quality mark that indicates the extent to which organizations engage in social entrepreneurship. This examines the labor participation, working conditions and employment conditions of vulnerable groups. Employers who want to move higher on the PSO ladder can offer work to status holders to increase their chances within a tender process.

 This text is a shortened version of the first chapter of the practical guide “Status holders and work” . You can view and download the full text here .