MIGRANTS’ and REFUGEES' UNIVERSAL SKILLS & SKILLS DEPLOYMENT /LABOUR MARKET BARRIERS IDENTIFICATION SURVEY - EMPLOYERS’ & STAKEHOLDERS’ QUESTIONNAIRE
NADINE - digital integrated iNtegrAteD system for the social socIal support of migraNts / and refugEes
This project has received funding from the European Union’s Horizon 2020 Research and Innovation programme under grant agreement No 822601- DT-MIGRATION-06-2018-2019: Addressing the challenge of migrant integration
through ICT-enabled solutions

DEAR MADAM / SIR
The NADINE project aim is to develop a novel way of integrating migrants* and refugees** through ICT-enabled solutions that will automatically adapt to the specificities of each person. The consortium agrees that one of the main enablers of migrants’ and refugees’ inclusion, in the host societies, is their ability to work. NADINE project, taking into account this important factor, will create an adaptable platform able to: 1) Provide functionalities for skill assessment (both hard and soft skills), 2) dynamically create tailored suited training programs to adapt existing skills into host societies needed skills (skills shifting), 3) provide a digital companion that will suggest and assist the end-users through administrative tasks and 4) create a data lake available to public administration bodies for better organization.
The aim of this survey is to get information from public authorities, NGOs, enterprises and other entities in order to form a common framework of hard and soft skills that are considered important in the labour market in order to improve the inclusion of migrants and refugees in the host communities, as well as to map the existing obstacles blocking job-seeking migrants’ and refugees’ labour market integration. The results of this survey will be used in the development of NADINE’s skill assessment tool to enable the skills’ profiling of the different migrant and refugees groups, increasing the competitiveness and inclussivess of the host countries and enterprises, as well as migrants’ and refugees’ self esteem and employability.

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NADINE RESEARCH TEAM

*"Migrant" refers to citizens of non-EU countries or third country nationals which according to the EU definition is any person who is not a citizen of the European Union within the meaning of Art. 20(1) of TFEU and who is not a person enjoying the European Union right to free movement, as defined in Art. 2(5) of the Regulation (EU) 2016/399 (Schengen Borders Code). A migrant In the global context is a person who is outside the territory of the State of which they are nationals or citizens and who has resided in a foreign country for more than one year irrespective of the causes, voluntary or involuntary, and the means, regular or irregular, used to migrate. In the EU/EFTA context , a migrant is a person who either:
(i) establishes their usual residence in the territory of an EU/EFTA Member State for a period that is, or is expected to be, of at least 12 months, having previously been usually resident in another EU/EFTA Member State or a third country ; or
(ii) having previously been usually resident in the territory of the EU/EFTA Member State, ceases to have their usual residence in the EU/EFTA Member State for a period that is, or is expected to be, of at least 12 months.
Source: European Migration Network Glossary https://ec.europa.eu/home-affairs/what-we-do/networks/european_migration_network/glossary_en
An international migrant is someone who changes his or her country of usual residence, irrespective of the reason for migration or legal status. Generally, a distinction is made between short-term or temporary migration, covering movements with a duration between three and 12 months, and long-term or permanent migration, referring to a change of country of residence for a duration of one year or more (United Nations Department of Economic and Social Affairs).

**“Refugee” generally refers to a third-country national or stateless person who, owing to a well-founded fear of being persecuted for reasons of race, religion, nationality, political opinion or membership of a particular social group, is outside the country of nationality and is unable or, owing to such fear, is unwilling to avail himself or herself of the protection of that country, or a stateless person, who, being outside the country of former habitual residence for the same reasons as mentioned above, is unable or, owing to such fear, unwilling to return to it (Directive 2011/95/EU). Refugees, that is beneficiaries of international protection who have been granted refugee status or subsidiary protection status, according to the EU recast Qualification Directive, are authorised “to engage in employed or self-employed activities subject to rules generally applicable to the profession and the public service, immediately after protection has been granted.
Asylum seekers, persons seeking international protection who have applied but not yet been granted the status of “beneficiary of international protection”, that is refugee status or subsidiary status. According to the 2013 recast of the Reception Conditions Directive, “Member States shall ensure that applicants have access to the labour market no later than 9 months from the date when the application for international protection was lodged if a first instance decision by the competent authority has not been taken and the delay cannot be attributed to the applicant’.
Country
Your answer
City
Your answer
Which organisation informed you on this survey?
Type of organisation
Sector of activity (According to EU Skills Panorama )
Size of organisation (According to the EU definition of SMEs)
Number of employees in the organisation
Position of the person answering the questionnaire
Do you have regular contact or serve migrant / refugees groups within your organization activities?
If yes what kind of services do you offer?
Which of the following channels do you use in your organization in order to hire personnel? (more than one choice is possible)
Which of the following recruiting procedures do you use in your organization in order to assess candidates?
Does your organisation target its recruiting procedures also to migrant / refugees candidates?
Do you follow other hiring procedures in your organisation that encourage diversity in your workforce?
If yes, please indicate
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