Can you talk briefly about the 180 Degree Foundation?
Foundation 180 Degree, formerly Talent Status, aims to bridge the gap between employers and newcomers and guide newcomers to work. We offer a special intercultural program and work together with two other companies to do this. So with them we have built a very nice program. We guide people from A to Z, from benefits to a paid job. We work with a training partner, they offer training, coaching, guidance and eventually a diploma. We also work with another party through which we can offer a contract. This gives people a basic salary.
Can you talk briefly about the program you offer?
We have a large network of about 40,000 status holders. We look at the experience and skills of motivated job seekers. We invite very motivated people for an intake. Once the intake is done, and they are really motivated, we go on to look in our other database. This is a file of 400 employers of interest. We look for employers who are looking for workers. We then engage with the employers. Among other things, we want to know what the requirements are in such a job. E.g. certain professional language that employees must master or in possession of a VCA. If it turns out that a candidate does not yet have these at that time, we offer them to prepare them for the job. At the same time, we will also coach the candidate. This guidance mainly concerns workplace habits, working hours and contract. Then we are going to approach the contact person at the municipality. We want the candidates to be able to get a one-month trial placement with benefits. If in this month everything goes well, then we will move to a paid contract and the benefits will be stopped.
What kind of jobs does the 180 Degree Foundation focus on?
We focus mainly on blue collar work. This is mostly physical work. Think of a painter, mechanic and excavator operator. Generally, these are people who are practically trained. About 75 percent of newcomers have this background of blue collar work. For these people it is incredibly difficult to find a job. Here in the Netherlands you have to look for a job on the Internet, look for vacancies and write a letter. This is very difficult. It is our job to help people with this and guide them to the job market.
Why do you think this is important?
I believe that inclusion and diversity in the workplace creates innovation and creativity. This can be very important for an organization. For example, when making business decisions.
What is unique about your program?
What is unique about our program is that we offer 6 months of counseling for employee and employer. So after the contract is finalized we offer counseling to ensure better communication between the parties. Many newcomers who have found a job often drop out after a few months. This is mainly due to communication and cultural differences. So the moment they sign a contract, it is my job to approach the employee and employer. Sometimes this is weekly, sometimes this is monthly. Then I call them or I go by and ask, "How is it going? Is there anything you guys are not happy about?" If it turns out that an employer or employee is not completely satisfied or there's something else going on, I'll stop by and talk about that. That way I want to bridge cultural differences and fix communication problems. Sometimes there can be something going on in the workplace that a brief chat can get right out of the air.The 180 Degree Foundation aims to bridge the gap between employers and newcomers and guide newcomers to work. We work with a training partner, they offer training, coaching, guidance and eventually a diploma.Why do you think it is important to set up this kind of pathway especially for newcomers?
Without a network, knowledge of the labor market, knowledge of the Dutch work culture or the know-how of job search, we cannot expect newcomers to become financially independent.
This track aims to guide newcomers to work. They are then financially independent. This not only has a positive effect on the lives of newcomers, but also a positive impact on society as a whole.
What do you think is the success factor of your initiative?
One of the main success factors is that we have a common cultural background with the participants. We understand their perspective and also where they need support in building a career in the Netherlands. At the same time, I myself have a lot of work experience in the Netherlands. I therefore understand the side of the employers, what their wishes are and what skills employees should have. I can bring these two worlds together at Stichting 180 degree.
What do you think is the biggest challenge?
The biggest challenge is always to support our participants in finding a sustainable working relationship rather than a temporary job. A first step can be volunteering or an internship, but then this has to be a step toward paid work. Then participants are much more motivated. So there must be perspective.
What is your main insight regarding newcomers & working in the Netherlands?
The moment newcomers arrive in the Netherlands, many are motivated to work. They want to be financially independent. This can only be achieved through a national reward system. So that it pays to work. The difference between the benefit and the minimum wage should be a lot bigger. It is also important that the labor market becomes more inclusive. Then newcomers can be of great added value to Dutch society.
For more information about 180 Degree Foundation, visit 180degree.com. Or contact Manar directly at manar@180degree.nl
Foundation 180 Degree is part of The Fundament: Newcomers & Work. This platform supports social initiatives focused on construction, healthcare, entrepreneurship and hospitality, and builds knowledge about what does and does not work for newcomers' passage into the labor market.
