In 2023, we welcomed our first Trainee Programme Officers into the Experts by Experience and Partnerships Team at Refugee Action. These roles were designed for individuals with lived experience of forced migration, as part of our commitment to creating more inclusive opportunities.
The Background: People in the asylum system face significant disadvantages both during their asylum process and after being granted leave to remain. With no right to work and limited (or no) access to further education, their potential is often stifled. Even when granted the right to remain, individuals struggle to secure employment. This is due to their qualifications and experience from their country of origin often being unrecognised, leaving them in a state of limbo. Even those who gain UK qualifications find themselves at a disadvantage due to limited networks and a lack of ‘know-how’ to secure their first roles in the UK.
The Trainee Programme Officer positions were created in response, to break down barriers preventing individuals with lived experience of forced migration from accessing leadership roles. Through this initiative, we aimed to diversify our team and ensure it better reflects the communities we serve—refugees, asylum seekers, and migrants.
Pascale Gayford and Lora Evans led this initiative, drawing upon the knowledge and experience of people with lived experience of forced migration who work in the sector, people working to support refugees into employment and the internal Human Resources team. Support and advice from Sabiti Mugara, Yusuf Ciftci and Patrick Masebo, our internal HR team, the EBE Employment Initiative and Refugees and Mentors was invaluable.
Pascale led on making changes to the recruitment process to make it more inclusive, such as removing the UK work experience requirement, clarifying job expectations, and ensuring strong line management support. We also introduced flexibility around working hours and adjusted the process to increase accessibility. The process was thoughtfully designed, with information sessions and interview questions provided in advance to help candidates prepare and feel confident. This approach attracted a diverse range of applicants, including those with international experience, resulting in a positive and inclusive outcome.
Lora designed a comprehensive and structured induction plan for the trainees, identifying training opportunities throughout the programme. Additionally, we developed a work plan that covers key areas of programme delivery, with both mandatory and optional focus areas. Trainees can choose which areas to prioritize based on their skills, passions, and the experience they wish to gain. The plan also included a phased approach, starting with observation and shadowing, followed by co-delivery, and eventually progressing to independent delivery.
We previously wrote about why we were creating these opportunities and how we approached designing them – you can read more about that process here.
“The EAR traineeship programme has been hugely successful, reaffirming what we already know: a structured and proactive approach for potential talents from a lived experience background is essential if we are serious and want to realise access to employment and growth for people with lived experience” Mohamed Omar - Head of Experts by Experience & Partnerships
In February 2023, we welcomed our first trainees, Mona Elias and Maryam Bahar Sadat. We’ve now bid farewell to our second cohort, Hassan Hussain and Maria Gribenyuk. Before leaving, they shared their reflections, offering valuable insights into their personal and professional growth. Tarana Wafi, who managed and supported the trainees alongside Lora Evans, also shared her thoughts on what made the initiative so impactful.
Maria’s Reflections:
As a recent graduate with a passion for supporting refugees, my own experiences as a service user and volunteer shaped my understanding of the challenges refugees face. Leading the Mediation Skills Training project was one of my favourite parts of the traineeship. Taking ownership of the process and seeing my team engage with the training was incredibly rewarding.
The development opportunities exceeded my expectations. The program was tailored to my interests, and the Emerging Leaders and Anti-Racism training had a significant impact on my personal and professional growth. The continuous support and collaborative environment helped me gain confidence in seeking help and developing new skills.
The role was a great balance. It wasn’t too easy, but it wasn’t overwhelming either. I applied my transferable skills and updated my knowledge to align with current practices. The recruitment process was transparent, and I especially appreciated the removal of the UK work experience requirement.
One of my key achievements was securing the role and becoming more proactive within the team. Through this traineeship, I’ve gained a better understanding of my potential and boosted my confidence.
I recommend increasing the number of trainees, structuring them in smaller teams, and encouraging more in-office time to help integration. Extending the traineeship’s duration would offer a more comprehensive experience. I believe such programs are life-changing for refugees, offering them valuable skills to impact their communities.
Hassan’s Reflections:
As a community health nurse, my passion for humanitarian work led me to the traineeship. One of my favourite projects was the Experts by Experience Project Planning course, where I learned the power of co-production to address refugee needs. I applied these lessons to plan Refugee Action’s conference and co-lead the housing co-discovery project.
The traineeship was a significant recognition of my skills, particularly in the UK job market. It boosted my confidence and comfort in pursuing future opportunities, especially after facing challenges in having my international experience acknowledged.
The role was a mix of engaging tasks and more challenging responsibilities. My prior experience in Sudan helped with the easier tasks, while the more difficult ones pushed me to grow, improving my confidence and skills. The recruitment process was the best I’ve encountered, with the opportunity to present my strengths in writing and receive interview questions in advance.
One of my key achievements was delivering a sprint project using a participatory approach, which will be valuable in my career. I also learned how to apply empowerment strategies for marginalized populations, complementing my knowledge of social justice and wellbeing.
I recommend expanding similar roles across other departments to strengthen the leadership pipeline. Extending the traineeship duration would also offer a more immersive learning experience. I believe such programs can lead to powerful change, building leadership among individuals with lived experience of forced migration.
Creating a Safe Space for Trainees to Thrive: Tarana's Reflections
I think the key to their growth was the safe space we created. From day one, I made it clear that I wasn’t the “expert” in the room. I shared my own insecurities and allowed the trainees to open up about their challenges without fear of judgment. This openness helped them feel comfortable asking for help, knowing that support was available from anyone on the team—even the department head—without needing permission.
We also focused on embracing the trainees' cultural differences. Rather than letting these differences cause friction, we highlighted how they complemented each other’s strengths. This helped them adapt their communication styles and develop a deeper understanding and respect for one another.
In the end, it wasn’t just about ticking boxes or achieving tasks—it was about building trust, showing empathy, and working as a team. That’s what made the difference.
Takeaways:
Creating a safe space: this isn’t about being nice—it’s about being real. Share your vulnerabilities, celebrate strengths, embrace differences, and create a culture where asking for help is the norm. That’s where people thrive.
Recruitment: consider flexibility in the role description, and really think about the recruitment process from the perspective of someone newly entering the UK job market, and how you can help applicants to shine, to ensure accessibility and equity.
Development: invest early, making people feel welcome as they enter a structured induction process. Support people with background reading, shadowing, scaffolding independent work, training and networking, with plenty of time for questions.
Teamwork and support: supporting people effectively means investing time and energy at all stages of the process. Time needs to be invested into 121s, and team meetings so that all parties can be honest and support each other to achieve desired outcomes.
We are deeply grateful to all those who contributed to creating these opportunities, especially the National Lottery Community Fund for funding the Explore Adapt Renew Programme. We hope the learning gained from this traineeship scheme contributes to the sector-wide efforts and ambitions to create leadership development pathways for those with lived experience of forced migration.
