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Rethinking recruitment to recognise migrant and refugee talent
More than 80 representatives from 38 organisations came together at the Southern Migrant and Refugee Centre’s Chamber Room on 27 August for the first Inclusive by Design networking event, Workforces that Reflect Our Communities.
The event marked the beginning of a new networking series designed to bring together businesses, community organisations, government agencies and service providers to explore practical solutions that improve outcomes for migrants and refugees. Built on the belief that collaboration creates stronger communities, the series aims to challenge misconceptions, address systemic barriers, and encourage meaningful discussions that lead to real change.
Challenging the ‘local experience’ barrier
Facilitated by Marybeth Yarosh from Swinburne University, the event opened with a powerful keynote from Dr Naseer Stanikzai, SMRC Client, who shared his personal journey after arriving in Australia with his family following their evacuation from Afghanistan in 2021.
Despite holding extensive qualifications and international experience, including a Masters degree in Community Health Education and years of humanitarian work, Dr Stanikzai found himself repeatedly turned away from employment opportunities due to a lack of “local experience”. His story highlighted a reality faced by many migrants and refugees, having the skills, knowledge and willingness to contribute, but encountering barriers that prevent access to meaningful employment.
His experience set the tone for an honest and thought-provoking discussion on the challenges many employers and job seekers continue to face, from unconscious bias and recruitment practices to qualification recognition and strict hiring requirements.
Practical approaches to inclusive hiring
Joining Dr Stanikzai on the panel were representatives from WIRE, SisterWorks, South East Water, the Department of Families, Fairness and Housing and SMRC, who shared practical examples of how organisations are working towards more inclusive recruitment and workplace practices.
One key discussion centred on creating recruitment processes that allow candidates to demonstrate their capabilities more effectively. Jade Blakkarly, CEO of WIRE, discussed the organisation’s approach of sharing interview questions with applicants in advance. Rather than creating unfair advantages, the practice has helped candidates feel more confident and better prepared to showcase their skills and experience.
The panel also explored the increasing role of AI in recruitment. Mamiko Nakada from SisterWorks shared a powerful example where a group of women referred through SisterWorks had been automatically screened out of a recruitment process due to an AI system applying unsuitable criteria. Following further investigation, those candidates were reconsidered and many were ultimately offered employment opportunities. The example raised important questions about the unintended consequences of technology and the need for human oversight in recruitment decisions.
While employers are increasingly committed to inclusive hiring, panellists acknowledged that barriers can also exist within policies, systems and compliance requirements. Craig Halloran highlighted the challenge many organisations face in balancing risk management and organisational requirements with more flexible, inclusive approaches that recognise skills and potential rather than focusing solely on traditional pathways.
“The challenge is not whether the talent exists, but whether our systems are designed to recognise and value it.”
Designing workforces that reflect our communities
Throughout the discussion, a common theme emerged. Migrants and refugees bring significant knowledge, experience, resilience and cultural capability to workplaces. The challenge is not whether this talent exists, but whether systems and processes are designed to recognise and value it.
“South East Melbourne is incredibly diverse, and with that comes a wealth of skills, experience and knowledge,” SMRC CEO Jim Mullan said.
“Employers are looking for skilled people. Inclusive recruitment gives businesses an opportunity to broaden where they look for talent and recognise skills that traditional hiring approaches can miss. We want to work with employers and community partners on practical ways to create workplaces that better reflect the communities around them.”
As organisations continue to seek innovative solutions to workforce shortages and skills gaps, the conversation reinforced the importance of asking different questions, challenging assumptions and ensuring that recruitment practices reflect the communities they serve.
Whats next?
The next event in the series, Inclusive by Design: Education for Opportunity, will explore the conditions that support educational engagement and the successful transition of migrants and refugees into meaningful employment.
When: Thursday 19 November 2026
Time: 11.00am – 2.00pm
Where: Chamber Room, Southern Migrant and Refugee Centre, 39 Clow Street, Dandenong 3175
The discussion will feature speakers from Deakin University and Workforce Australia, exploring the approaches helping migrants and refugees move from education into meaningful employment.
To partner or sponsor SMRC’s Inclusive By Design Networking Series, please contact katharineu@smrc.org.au or 0421 1560278
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