Ethics and professionalism are central to the MAAS Project’s work in supporting refugees, Ukrainian refugees, and other job seekers into fair and sustainable employment, especially in the tourism sector. This section of the eGuide, based on the Community of Practice workshop led by DIMITRA Education & Consulting SA in Greece, explores the role of job brokers and employers in ensuring transparent, inclusive, and non-discriminatory employment practices. It highlights key barriers faced by refugees in the Greek labour market, including language difficulties, recognition of qualifications, administrative challenges, informal work, exploitation risks, and discrimination. It also presents practical approaches such as bias-free recruitment, fair pay, legal employment conditions, cultural awareness, and support for skills recognition, showing how ethical job brokerage can better connect refugees’ skills and aspirations with labour market needs
Ethics & Professionalism
Presentations
Key Insights
Ethical Job Brokerage Supports Fair Employment
Job brokers play an important role in ensuring that refugees and job seekers access employment under fair, transparent, and legal conditions. Ethical support helps prevent exploitation, informal work, and discrimination while promoting equal opportunities in the labour market.
Barriers to Refugee Labour Market Integration
Refugees in Greece face several challenges, including language barriers, difficulties in recognising qualifications, administrative obstacles, limited access to formal employment, and gender-specific barriers. These issues can lead to underemployment, exclusion, or vulnerability to exploitation.
Inclusive and Professional Employment Practices
Fair recruitment, bias-free hiring, cultural awareness, transparent communication, and support for qualification recognition are essential for sustainable integration. Employers, job brokers, and support organisations must work together to create inclusive workplaces and connect refugees’ skills with real labour market needs.
Practical Tools and Methods
Ethical Recruitment – Keep It Fair and Transparent
Refugees may face conscious or unconscious bias during recruitment.
What works? Standardised interviews, skills-based assessments, and clear selection criteria.
Actionable Tip: Use the same questions and evaluation process for all candidates to ensure fair comparison.
Rights-Based Job Matching – Protect Job Seekers
Some refugees are vulnerable to informal work, low wages, or unclear contracts.
What works? Matching candidates only with employers who offer legal contracts, fair pay, social insurance, and safe working conditions.
Actionable Tip: Job brokers should check that employers understand and respect refugee employment rights before making referrals.
Support for Qualification Recognition – Value Existing Skills
Many refugees are underemployed because their previous education or experience is not recognised.
What works? Guidance on credential recognition, vocational training, and upskilling opportunities.
Actionable Tip: Help job seekers identify whether their qualifications can be recognised and suggest alternative pathways when formal recognition is difficult.
Inclusive Workplace Preparation – Support Both Sides
Successful employment depends on both the job seeker and the employer being prepared.
What works? Cultural awareness, clear communication, mentoring, and follow-up after placement.
Actionable Tip: Provide simple guidance to employers on inclusive practices and stay in contact with the employee after hiring to resolve challenges early.
Clear Communication – Make Rights and Expectations Understandable
Refugees may not always know their labour rights or what an employer expects from them.
What works? Simple explanations of contracts, working hours, wages, leave, and workplace rules.
Actionable Tip: Job brokers should explain key employment terms in clear language and check that the job seeker fully understands before accepting a role.
Follow-Up Support – Sustain Employment After Placement
Getting a job is only the first step; keeping it can require ongoing support.
What works? Regular check-ins with both the employee and employer to identify problems early.
Actionable Tip: Schedule follow-up conversations after placement to address misunderstandings, workplace challenges, or additional training needs.
