Fostering integration of third country nationals within a company
About this good practice
Due to demographic change, a significant proportion of the workforce of Eastern Germany will reach retirement age soon, and companies are already struggling to find labourers for many jobs. The effects are especially challenging for companies located in rural areas such as the Burgenlandkreis district. To address the labour shortage, some companies have begun to actively recruit third country nationals both already residing within Germany and in countries outside the European Union. In Burgenlandkreis district, the company "Henglein" has reated an internal structure for the improvement of language skills but also to fight discrimination within the company. The initiative aims at advancing the integration of foreign workers, including the promotion of additional qualification to be able to climb up the career ladder.
What began in 2015 with Polish employees now extends to 17 different nationalities.
Henglein offers following services to ease the integration path of working migrants:
-German classes: A first language course started in 2019 with great success, so that in 2023 they started different online courses within the company´s facilities before the late shift and after the early shift. The course improves communication at work and strengthens the sense of togetherness and contributes to the team.
-Accompanying skilled workers from abroad (e.g. India): Accompaniment in the company during training, support in everyday life, shopping, housing, sports, customs in Germany.
Resources needed
-Personnel: 2-3 people for the organization and supervision of the trainees, 2 persons for the organization and supervision of the German courses.
-German classes: Total costs for learning material approx. 800,00 €, Total costs for course per learning group with 80 training units € 5520.00.
Evidence of success
After the success of the first German course in 2019, the company has organized several further ones until 2025. Furthermore, besides the employment, they are now offering Vocational trainings since 2021. Until now, 27 migrants out of currently 41 employed migrants plus 3 Indian trainees ascended within the company. Employees have a strong will to progress or advance in terms of work. This all resulted in a good integration into the company.
Potential for learning or transfer
For larger companies it pays off to offer migrant employees online language courses, which can take place within the facilities of the company. This is a good way not only to keep the migrant employees on a long term in the company, but also to offer them a long-term possibility, so that they can feel home. Despite high personnel and course costs by organizing and implementing the courses, this is the only way to enable a sustainable labour market integration. A cooperation with local language schools is also a key factor.
Open communication with employees about the benefits of working with migrants as well as creating internal structures, in which migrants feel "safe", is very important while working with "both sides" of the society. Through this, the knowledge and empathy, when it comes to people with a migrant or refugee background, can be widely expanded.
Further information
Good practice owner
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