Employer Engagement
We focus our work on areas of talent and leadership pipeline building, small business development and growth, and civic engagement. Our work includes building inclusive recruitment, hiring, on-boarding, retention, and advancement strategies, understanding the intersections of immigration and work authorizations, and staying informed of current state and federal policy initiatives that enhance talent, attraction & retention efforts.
Inclusive Workforce Strategies
TALENT ACQUISITION
Talent acquisition of immigrants and refugees is essential for fostering workforce diversity and driving innovation. These individuals bring unique skills and perspectives that can fill labor shortages and enhance organizational adaptability. By integrating immigrants and refugees into the workforce, businesses can improve productivity and better serve diverse markets. Additionally, this approach promotes social cohesion and inclusivity, benefiting communities and enhancing company reputations. Ultimately, prioritizing the talent of immigrants and refugees supports economic growth while contributing to a more equitable society, making it a crucial strategy for sustainable development in today’s globalized economy.
- Recruiting
- Interviewing
EMPLOYEE INTEGRATION
Employee integration of immigrants and refugees is crucial for fostering a diverse and inclusive workplace. It enhances creativity and innovation by bringing together varied perspectives and experiences, which can lead to better problem-solving and decision-making. Effective integration promotes social cohesion, creating a supportive environment that values all contributions, improving employee morale and retention. It also reflects the organization’s commitment to equality and inclusivity, enhancing its reputation and attracting diverse talent. Ultimately, integrating immigrants and refugees helps organizations tap into the full potential of a diverse workforce, driving overall productivity and success.
- Onboarding
- Managing
EMPLOYEE DEVELOPMENT
Employee development is essential for upskilling and advancing immigrants and refugees within an organization. It fosters personal and professional growth, empowering these employees to enhance their skills and adapt to new roles. By investing in development programs, organizations not only boost employee confidence and job satisfaction but also improve retention rates and productivity. This focus on growth helps bridge skill gaps and promotes a culture of inclusivity, where diverse talent can thrive. Ultimately, prioritizing employee development enables organizations to leverage the full potential of their workforce, driving innovation and success while fostering a more equitable workplace.
- Upskilling
Recruiting
To effectively recruit immigrants and refugees, start by identifying local community organizations that serve New Americans and establishing connections with them to build talent pipelines. You can contact Cincinnati Compass staff for connections and introductions to the many community-based organizations and service providers in the region. You can perform a search engine query for “refugee and immigrant serving community organizations” specific to your area for relevant resources. Additionally, establish contact with state-driven workforce centers, which can help you tap into networks supporting immigrant job seekers. Finally, attend job fairs that target New Americans to directly engage with potential candidates and broaden your recruitment efforts. Some job fair organizers, like state-led workforce centers, provide interpreters for employers and jobseekers at job fairs.
Interviewing
To effectively recruit immigrants and refugees, start by identifying local community organizations that serve New Americans and establishing connections with them to build talent pipelines. You can contact Cincinnati Compass staff for connections and introductions to the many community-based organizations and service providers in the region. You can perform a search engine query for “refugee and immigrant serving community organizations” specific to your area for relevant resources. Additionally, establish contact with state-driven workforce centers, which can help you tap into networks supporting immigrant job seekers. Finally, attend job fairs that target New Americans to directly engage with potential candidates and broaden your recruitment efforts. Some job fair organizers, like state-led workforce centers, provide interpreters for employers and jobseekers at job fairs.
Onboarding & Managing
Effective onboarding for immigrants and refugees should include a mentor or buddy system to facilitate integration. Supervisors should have a “check-in” timeline to monitor progress and address concerns. Offer interpretation or translation for training and safety materials as needed. Establish employee resource groups to foster community, and ensure language access by translating signage, using images, and implementing color coding for clarity. These strategies promote a supportive and inclusive work environment.
Upskilling
To effectively upskill immigrants and refugees, organizations should provide English language learning programs to improve communication and integration. It’s important to communicate advancement opportunities clearly and through multiple mediums to ensure all employees are informed. Offering schedule flexibility will enable individuals to balance learning and work, fostering their growth. Employers should also leverage their existing team by identifying potential mentors and reviewing the experience and backgrounds of immigrants and refugees, recognizing transferable skills that can support their advancement.
Immigration Status Categories
We can help you navigate the complexities of immigration status and work authorization. Understanding the various categories of immigration status and the corresponding rules for obtaining authorization to work is essential for both immigrants and employers. This guide aims to provide a comprehensive overview of immigration status and work authorization eligibility guidelines.
Permanent Residents (Green Card Holders)
Permanent residents, also known as green card holders, are authorized to live and work permanently in the country. They have the right to work for any employer and are eligible for most jobs, with few exceptions that require specific citizenship status.
Asylees and Refugees
Asylees and refugees are individuals who have been granted asylum or refugee status due to a well-founded fear of persecution in their home countries. They are eligible to work in the country and may apply for employment authorization documents (EADs) to demonstrate their eligibility to work.
Temporary Protected Status (TPS)
Certain special programs and initiatives may provide work authorization to specific groups of immigrants. For example, the Temporary Protected Status (TPS) program grants work authorization to individuals from countries experiencing humanitarian crises, unless they choose not to apply for an Employment Authorization Document (EAD).
DACA Recipients
Deferred Action for Childhood Arrivals (DACA) recipients are individuals who were brought to the country as children and granted temporary protection from deportation under the DACA program. DACA recipients are eligible to work and may apply for renewable work permits. Once asylum is approved, USCIS will no longer issue an Employment Authorization Document (EAD). The I-94 form, along with asylum approval, is all that is needed. However, an asylee may still have a valid EAD from when their case was pending, but once it expires, USCIS will not issue another one
International Students
International students on F-1 visas can participate in practical training (CPT and OPT), allowing them to work in their field of study while pursuing or after completing their degrees. No employer sponsorhsip is required for CPT and OPT. Eligibility requires at least one academic year under F-1 status, and students must maintain their visa status throughout. the Optional Practical Training (OPT) program allows international students on F-1 visas to work in their field of study for a limited period after completing their academic program.
Other Nonimmigrant Visa Holders
Nonimmigrant visa holders are individuals authorized to temporarily reside in the country for specific purposes such as work, study, tourism, or business. Work authorization for nonimmigrant visa holders is typically tied to their visa status and may be restricted to certain employers or occupations.
Work Authorization Eligibility
Employment Authorization Documents (EADs)
Many immigrants who are not permanent residents or citizens may obtain EADs to work legally in the country. EADs are typically issued to individuals with pending immigration applications, asylum seekers, DACA recipients, certain visa holders, and spouses of certain visa holders.
Employment Based Visas (Non-Migrant and Immigrant)
Some immigrants may obtain work authorization through employer sponsorship. Employers can petition for immigrant workers to obtain employment-based visas, such as H-1B visas for skilled workers or EB-1 visas for individuals with extraordinary abilities. Employer sponsorship may also be required for nonimmigrant visa categories that allow for employment.
Humanitarian parole
Humanitarian parolees in the United States can apply for employment authorization, which allows them to work while they are in the country. The authorization lasts for the duration of their parole
Employer Responsibilities
Verification of Work Authorization
Employers are required to verify the work authorization of all employees hired in the United States. This typically involves completing Form I-9, Employment Eligibility Verification, and reviewing documents provided by employees to establish their identity and work authorization.
Non-Discrimination Practices
Employers must adhere to non-discrimination practices and refrain from discriminating against employees based on their immigration status or national origin. Discrimination based on immigration status is prohibited by federal law and may result in legal penalties for employers.
Compliance with Immigration Laws
Employers must comply with all applicable immigration laws and regulations, including those related to the employment of foreign workers. This includes maintaining accurate records, adhering to visa requirements, and ensuring that employees have valid work authorization throughout their employment.
Resources for Job Seekers
Legal Assistance
Immigrants seeking information or assistance with immigration status and work authorization eligibility should consult with qualified immigration attorneys or accredited representatives. Legal assistance can help navigate the complex immigration system and ensure compliance with relevant laws and regulations.
Need Help with Immigration? Reach out for guidance to professional legal support.
Government Agencies
Government agencies such as U.S. Citizenship and Immigration Services (USCIS) and the Department of Labor (DOL) provide valuable resources and information on immigration status, work authorization, and employment-related immigration processes. Immigrants can access official websites, forms, and guidance documents to learn more about their rights and obligations.
Have Questions About Immigration? Reach out to us for help navigating official USCIS and DOL resources.
Community Organizations
Community organizations and immigrant advocacy groups may offer support services, workshops, and educational resources to help immigrants understand their immigration options, apply for work authorization, and access employment opportunities.
Get the Support You Need. Contact us to connect with community organizations and advocacy groups for immigration assistance and resources.
Our Region is at Work
More than 45% of immigrants and refugees in the Cincinnati region have a bachelor’s degree or higher and more than 45% have become US citizens. Research and data helps to tell the stories of immigrants in our community.
