Employment and Training Advocacy Position Paper. Advocacy and Social Policy Unit

Transcription

1 Employment and Training Advocacy Position Paper Advocacy and Social Policy Unit October

2 1. Position Statement Employment is a crucial component of successful settlement for refugees and people from culturally and linguistically diverse backgrounds (CALD). MDA supports the right of refugees and CALD people in Australia to equity, access and participation in stable, properly remunerated, meaningful employment and training opportunities. Employment, training and economic participation provide significant positive economic, health and social benefits for CALD communities. Engagement in employment and training enables migrants and refugees to productively contribute to Australian society, establish knowledge and experience of the Australian labour market and workplace culture and improve English language skills. Employment and training also enables people from CALD backgrounds to personally develop, increase their confidence, enhance self-worth and feel valued through offering unique opportunities for social inclusion. From an economic perspective, employment of migrants and refugees provides considerable benefits to the Australian economy through business development, promotion of cultural diversity, enhanced productivity and provision of diverse skills, knowledge and experience. 1 Meaningful employment reduces the costs associated with unemployment and dependency on income support, and reduces health care costs through contributing to improved health outcomes for CALD communities. 2 Through its daily work MDA observes the long term impact of the refugee experience (conflict, displacement, loss, torture, trauma, leaving at short notice, refugee camps, family separations) on clients, but equally witnesses the extraordinary resilience, strength and courage shown to make a new life, fulfill their aspirations and be included and belong. In MDA s experience people from refugee and CALD backgrounds are motivated and eager to participate in Australian economic life and the broader community through employment. Many were gainfully employed in their home countries and have a demonstrated capacity and willingness to work and to be economically productive. Our government, private sector and the broader community must support people from refugee and CALD backgrounds to access appropriate and meaningful employment and training opportunities and secure future career paths, supported by systems which are responsive to the needs of people from diverse cultures. English language training and support and work experience is particularly vital in this regard to ensure the successful transition and inclusion of refugees and CALD people into Australian workplaces, and to enable equal economic participation. MDA s Advocacy MDA is committed to independently and vigorously advocating for the rights, interests and needs of people from refugee and CALD backgrounds in employment and training. Our vision is to address the barriers and challenges impeding access to, equity and full participation in employment and training, and to work towards systemic improvement and reform. 1 Brotherhood of St Laurence, Refugees in the labour market: Looking for cost-effective models of assistance (September 2004) Ibid. 2

3 2. Key systemic issues in employment Key systemic issues inhibiting access to, equity and participation in and maintenance of meaningful employment and training for people from refugee and CALD backgrounds include: Refugee/CALD people generally Lack of Australian work experience and/or failure to have previous experience recognised. 3 Work experience and an understanding of Australian workplace culture are considered by many employers as essential requirements for entry into their workforce. Some employers refuse to recognise prior overseas work experience, undermining the ability of CALD job seekers to obtain even an initial interview. Consequently, a significant number of migrants and refugees accept low status employment in unskilled, menial and labour-intensive occupations which do not reflect their skills, prior experience and knowledge, resulting in underemployment. 4 Lack of local work experience is an issue increasingly recognised by MDA s Employment Team as a key contributing factor impeding access to employment. Difficulties in having skills, qualifications and experience recognised. The skills recognition process is costly, lengthy and involves considerable time commitments such as further study and examinations. 5 Recognition of qualifications, skills and expertise is often hampered by overly complex processes and structures across national and state regulatory bodies. 6 Certificates and records evidencing qualifications and professional achievements for accreditation in Australia are often impossible to obtain and provide as many migrants and refugees have fled their countries of origin in dangerous circumstances and are unable to obtain their existing certification or duplicate copies due to ongoing instability and conflict in those nations. Further, underuse of professional skills arising from lack of recognition and employment may result in deterioration of those skills. 7 Limited English language skills, which may thwart access to interviews and employment opportunities, create comprehension and communication difficulties in workplaces and undermine the ability of employees to perform the duties and requirements of their jobs. This can result in employment in low-paid low-skilled work, or in CALD community businesses where English skills are not required and the opportunities for improvement of language skills are limited. 8 Limited job opportunities in fields which match the skills, knowledge/expertise and level of experience of CALD job seekers. 3 Migrant Employment and Training Taskforce, Maximising the use of overseas skills: employment assistance for newly arrived migrants: submission to the Commonwealth (June 2005) 2. 4 Colic-Peisker, V & Tilbury, F, Active and passive resettlement: the influence of support services and refugees own resources on resettlement style (2003) 41(5) International Migration, Ibid, 6. 6 Refugee Council of Australia, Australia s Refugee and Humanitarian Program : Community views on current challenges and future directions (February 2010) Ibid. 8 A Bloch, Making it work: refugee employment in the UK: Asylum and Migration Working Paper 2 (2004) Institute for Public Policy Research (IPPR). 3

4 Underemployment and unemployment. 9 Refugees seem to be significantly concentrated in certain low-skilled service niches, including cleaning, aged care, transport (i.e. taxi driving) and meat processing. 10 Issues in relation to transport, including inability/obstacles to obtaining a driver s licence, which may exclude people from workplace participation and may create long-term unemployment. Many employees may need a driver s licence to carry out their work requirements, but cannot obtain a licence due to the costs associated with driving lessons and instruction, licence applications and owning and operating a private vehicle. Limited English proficiency also impedes the successful completion of written driver s tests. Public transport is often not a practical alternative for people who want to undertake and maintain employment in unskilled positions which require shift work, or have early starts/late finishes at times when public transport is not available. Difficulties accessing frequent and reliable public transport are further exacerbated for CALD communities who have been settled in or reside on the outskirts of metropolitan areas, and in regional and rural Queensland. Understanding of the Australian labour market: many people do not understand the Australian labour market and require information about where the jobs are today and where they might be in the future. Limited knowledge of Australian workplace culture and systems: some people experience challenges in relation to integration and inclusiveness in the workplace. Lack of local networks/contacts - a key enabler for many people to gain employment is local connections. For newly arrived refugees and CALD people it often takes considerable time to develop appropriate professional connections with people who can provide accurate information and support, thereby restricting potential opportunities. Chronic health conditions: some people have chronic physical and mental health condition, including conditions which have developed as a result of their experiences in countries of origin, which impact on their ability to undertake full-time work. There is limited flexibility around employment for people with chronic health conditions. Family obligations limit work opportunities - many entry level jobs are not family friendly as they are no offered on a part-time basis, rendering it difficult for women who have family responsibilities to obtain employment. Lack of child care options also prevents women from workforce participation. Lack of affordable housing close to employment opportunities. 9 Dr Sundram Sivamalai and Dr Apollo Nsubuga-Kyobe, Towards developing personal attributes in new migrants: a case study of capacity building for rural Australia (August 2009) Paper presented to the International Unity in Diversity Conference, V Colic-Persiker and F Tilbury, Employment niches for recent refugees: segmented labour market in twenty-first century Australia, Journal of Refugee Studies, 19(2) 2006,

5 Lack of employment and recruitment agencies which provide culturally specific services to CALD communities. These organisations play a vital role in providing employment and training support through life and job skills training (such as resume writing, computer literacy, job search strategies and interview techniques), job placement support, assisting clients to attain recognition of existing skills and qualifications and ongoing mentoring. For respondents who progress to interview stages, different cultural interpretations can often result in confusion, misunderstandings and lack of success. Body language can be misleading for example, Africans may not look an interviewer in the eye because it is culturally inappropriate, but a mainstream Australian interviewer will interpret that as disinterest or indifference. Prevalence of racism, discrimination and intolerance towards people from CALD backgrounds who seek employment (particularly during the recruitment process) and when employed in Australian workplaces. 11 Lack of knowledge and familiarity with computers and IT, which renders job searching difficult (particularly as more jobs are advertised solely online), and excludes people from obtaining positions which require proficiency in word processing and use of computers. Lack of cultural competence within government and the private sector, including employment and recruitment agencies which provide services to CALD clients. The development of cultural competence through cross-cultural training is invaluable in improving employers and employees awareness, knowledge and understanding of different cultures and cultural issues, their influence and impact in the workplace and cultural diversity policies and practices. 12 Factors external to employment such as access to accommodation, income support, education, access to interpreters, English proficiency and health and wellbeing are intrinsically linked to the capacity of new arrivals to secure and maintain employment. These factors often contribute to and/or exacerbate the obstacles encountered by migrants and refugees in obtaining employment, particularly given the distress and trauma many people have experienced in their country of origin, and the impact of ongoing physical and mental health issues from those experiences. 13 Issues regarding education and training. Mainstream education and training courses are often expensive and time consuming, and further exacerbate short medium term financial hardship for refugees and CALD people or exclude people from workforce participation. This may also contribute to underemployment. Vulnerability to exploitation: Lack of local knowledge and workplace experience may also result in people being ill-informed about employment conditions in Australia and their right to a safe, fair and discrimination-free 11 Ibid. 12 Ibid. 13 Refugee Council of Australia, Letter to the Hon. Brendan O Connor MP regarding submission to the review of employment services (14 February 2008) 2. 5

6 workplace. 14 This lack of knowledge opens some CALD groups to being exploited by employers and many are reluctant to report illegal or unfair working conditions for fear of jeopardising their source of income or their ability to remain in the country. 15 Some employers also renege on promises to sponsor workers for permanent residence due to the costs associated with visa applications, and because the applicant may leave their employment and go elsewhere upon successfully obtaining a visa. Some employer s also deduct the cost of a visa from their employee s wages. The Australian labour market and disadvantage, including the low level of employers who value workplace diversity. Australia s labour landscape has undergone significant change over the past decade with growing casualisation. Refugees and CALD people and other marginalised groups (including people with disability, Indigenous Australians, young people, older workers, people with mental illness etc) are increasingly disadvantaged by casualised employment arrangements. The casualisation of work also impacts on people s access to Centrelink income support. Age discrimination for CALD people aged forty or over. Visa restrictions impeding access to work (this applies primarily to asylum seekers). High expectations among skilled migrants of job opportunities and employability upon arriving in Australia, which often are not satisfied due to extraneous factors such as lack of local work experience, racism/discrimination, difficulties around skills recognition, etc. Lack of Australian-based referees for jobs, particularly for people with little or no previous Australian work experience. Lack of expertise, cultural competence and sensitivity of Job Services Australia service providers and their staff in working with CALD clients, in particular lack of knowledge of the refugee experience, how to ask questions and elicit answers and expression/manner when engaging with clients. Many people have reported negative experiences and difficulties with interacting with Job Services Australia providers for these reasons, resulting in feelings of disempowerment and discouragement. Gendered experiences. In some communities women and men have different perceptions and experiences in relation to employment. Women who may not have had the opportunity to formally participate in employment (for cultural reasons) may wish to seek work opportunities in Australia. Because it is a new life aspiration previously thought unattainable women sometimes require intensive support and help to dream about what is possible. For men, there is much personal and family pressure to provide adequate money for their family to survive. As a result they are often willing to do anything just to 14 Ethnic Communities Council of Victoria (ECCV), Real jobs: employment for migrants and refugees in Australia, Policy Discussion Paper no.3, Carlton, Victoria, 2008, p. 7 < > at 25 May Ibid,10. 6

7 be working, resulting in underemployment and potentially adverse physical and psychological effects in the future. People in rural and regional areas The growing trend towards settlement of people from CALD backgrounds in regional and rural areas presents unique barriers and employment challenges, additional to those noted above, including: Challenges around economic productivity and social viability. 16. The tyranny of distance, which creates isolation from work experience and training programs available to refugees and CALD people in metropolitan areas, as well as access to interpreters, English language training and other migrant support services. Lack of employment support services similar to those available to CALD people and refugees in metropolitan areas (which provide employment preparation, life and job skills training, job placement assistance, mentoring and general job search support). Lack of cultural awareness and understanding from employers and rural/regional communities. Barriers created by limited English skills may be exacerbated in those areas due to an absence of support services to provide English language teaching. English language limitations not only impede access to employment, but contribute to social exclusion through limiting and preventing participation in regional and rural community life. Parents may be excluded from participating in the workforce due to lack of child care options as a result of social and physical isolation and separation from their communities, who often provide child care support for families residing in metropolitan areas. The absence of reliable and frequent public transport in rural and regional areas renders job seekers reliant on personal transport to access employment. 17 However, many people are unable to afford the costs associated with owning a vehicle, and do not possess a driver s licence due to limited ability to communicate in English and pass the driver s test, preventing them from participating in the local workforce even where they are successful in obtaining employment. 18 For younger people from CALD communities, difficulties in retaining youth to work in rural and regional areas due to lack of employment pathways and opportunities, and issues associated with social exclusion. 16 Mitra Khakbaz, Narayan Gopalkrishnan and Hurriyet Babacan, Sustaining the regions: Issues of international migration, settlement and ethnic diversity (September 2004) Paper presented to the Australian Population Association 12 th Biennial Conference: Population and Society: Issues, Research, Policy, Migrant Employment and Training Taskforce, Submission to the Parliamentary Inquiry into Skills Shortages in Rural and Regional NSW (June 2005) Ibid,

8 Youth Refugee and CALD youth experience additional disadvantage in relation to employment and training due to: Lack of information, knowledge and understanding about post-compulsory education employment and training options and pathways. Racism and discrimination. Limited literacy, numeracy and English language proficiency. Lack of job search skills and life skills. Lack of CALD youth specific employment and support services. Lack of options for employment and training - availability of unskilled and low paid employment only. Inability to obtain driver s licences due to limited English skills and the costs associated with applying for licences. Lack of transportation. Promotion of low-level jobs. In some countries some jobs are considered unworthy jobs only for people of a lower class, such as nursing, gardening, cleaning and trade jobs. The families and communities of some youth do not consider these to be respectable and viable jobs. Where the types of jobs are frowned upon, some young people do not consider gaining a trade qualification. It is better to not work than do a job that my family and community will not accept. Lack of assistance with gaining part-time work. There is no assistance or support to assist young people in gaining part-time work when they are still at school. This might help people to both support their families and stay at school. Support for young people with limited education. Some young people have not had an opportunity to gain an education prior to coming to Australia, rendering it difficult to stay in education or gain employment, often resulting in disengagement. Young people with very limited education are a unique subgroup requiring specific support and assistance. Unrealistic expectations. On arriving in Australia, some young people have unrealistic expectations about career pathways, resulting in disillusionment, increased pressure and anxiety and lack of motivation. Knowing which pathway to choose. Many young people find job seeking and employment very new and different in Australia as it is difficult to find a good role model to guide them and provide support/assistance in relation to jobs and careers. Their elders give some information and guidance but sometimes this is not accurate as they too are learning about employment in Australia. 8

9 3. Recommendations and reforms In order to improve employment and training outcomes for CALD communities it is recommended that - All levels of Government (Federal, State and Local): 1. Development and implementation of a national refugee employment strategy between the Federal and State Governments to establish settlement and employment/training pathways That State and Federal Governments work collaboratively to develop, fund and implement flexible options for tailored workplace programs integrating language learning, vocational training and work experience. 20 While there are programs like the Workplace English and Language and Literacy (WELL) initiatives, as well as the Adult Migrant English Program (AMEP), it is necessary for governments to develop more specialised programs that make English language learning an integral part of vocational learning and on-the-job experience. Such programs should also allow for mentorship opportunities that will provide one-to-one support for the relevant job seeker. Flexible vocational and work experience programs could provide an alternative to learning English through AMEP, particularly for those people for whom classroom based learning is not appropriate or effective. Private employers could be subsidised or compensated for the English language component of the traineeship/employment offered, while people undertaking such courses would learn vocation-specific language in a practical working environment. 3. Establish linkages between vocational education and training providers and JSAs to ensure successful employment transitions upon receipt of qualifications Provision of orientation to new arrivals through AMEP or other English language providers in relation to Australian workplaces, working culture and systems to provide orientation. 22 Information resources for job seekers could also be developed to provide advice around how to engage in the Australian workforce (for example, see a guide for migrants developed by the Western Australian Government about employability skills and workplace culture in Australia 23 ). 5. Introduce and subsidise a program/initiative which provides grants and/or financial assistance to refugees, humanitarian entrants and other financially disadvantaged migrants to undertake the necessary requirements to have their international qualifications recognised. Such assistance could be made available in the form of a grant, or through a scheme whereby upon attaining their qualifications and employment, the financial assistance provided is repaid to Government. Independent community-based services to support people through the process of having their skills and qualifications recognised could also be introduced. 19 Ibid, Ibid. 21 Ibid, Ibid, Ibid, 39. 9

10 6. Employment of bicultural support workers by employment services and JSA providers to provide intensive support and assistance around employment and systems i.e. Centrelink) Development of a national campaign to promote the value of a diverse workforce to the private sector Undertake a national education and awareness campaign targeted at Queensland employers which addresses workplace discrimination, racism, relevant laws and legal obligations, provides education and promotes understanding, encourages elimination of discriminatory hiring practices, and emphasises the value and benefits of a culturally diverse workforce and work environments. The Federal Government: 9. Fund, implement and support the establishment of CALD community employment support services to operate either independently or within Non- Government Organisations which deliver services to CALD communities, such as MDA and ACCES. Such services/agencies would provide recruitment and employment services and support to build the capacity of CALD job seeker s to search for and secure employment and training. This should include funding for JSA providers in Brisbane, Toowoomba and other key settlement areas which currently lack dedicated, CALD specific employment support services Encourage Centrelink to provide life skills training on how to access employment and support from job networks. The Queensland Government: 11. That a whole-of-government approach be implemented to provide clear measurable employment outcomes by coordinating all employment programs for CALD jobseekers, thereby eliminating duplication, overlap and confusion. 12. Collaborate with the Federal Government to develop integrated and holistic approaches to better facilitate and improve employment opportunities for people from CALD backgrounds, including continued and additional support and resourcing for service providers throughout Queensland to provide essential services such as housing, education, training, health and life skills. 13. Lead work around the establishment of a national employment framework and strategy for the employment and training of people from CALD communities. Alternatively, a state framework and strategy should be developed and implemented in order to enhance employment and training opportunities for Queensland CALD communities, and to engage and encourage employment of people from CALD backgrounds. 14. Provide further funding to Multicultural Affairs Queensland to build its capacity to coordinate multicultural policy development and planning and to support, fund and promote service and program initiatives for CALD communities, particularly in the area of employment. 24 Ibid, Ibid, Ibid,

11 15. Develop and implement a strategy to incorporate cross-cultural training into all State Government departments and agencies, rendering it mandatory for employees to undertake cross-cultural training in order to improve knowledge, understanding and awareness of different cultures, to promote diversity, and to enhance employment opportunities for people from CALD backgrounds. These initiatives could include development of a web training program, a toolkit and creation of a Multicultural Training Officer position at MAQ. 16. Provide information, advice, cross-cultural training and resources to the private and community sectors, including employment and recruitment agencies which provide services to people from CALD backgrounds, to promote and support the development of cultural competence. 17. Provide further funding and resources through community grants for social enterprise initiatives, such as small businesses, to provide employment opportunities to communities. Assistance to facilitate initiatives, such as mentoring, assistance with local knowledge, skills specific to owning and operating a small business, etc should also be provided. 27 The STARTTS program in NSW provides such assistance. Funding similar to the Federal Government s funding under the New Enterprise Incentive Scheme (NEIS) and the Enterprise Development Project (EDP) through DIAC, which assists refugees and humanitarian entrants in Australia to establish businesses, could be implemented and funded by the State Government. Similar programs are also available under the Lord Mayor s Multicultural Business Scholarships through the Brisbane City Council. 18. Develop strategies and provide support and programs to reduce the disadvantage experienced by refugees and CALD people who require a driver s licence to obtain and/or maintain employment. For example, an initiative could be introduced to subsidise the costs associated with driver s licences for people who are humanitarian entrants, or from disadvantaged migrant backgrounds and experience financial hardship. 19. In conjunction with private enterprise and the community sector, establish, fund, support and facilitate the development of work experience programs for people from CALD communities to provide work placements, internships, and training programs within the public, private and community sectors to enable migrants and refugees to develop the skills necessary to secure future employment and training. 20. The Department of Education and Training s (DET) Migrant Work Experience Program (MWEP) be able to continue and that ongoing funding be provided for this vital program, which is currently under review. 21. Increase the current number of funded Job Preparation Assistance places across the State. Organisations like MDA currently provide assistance through this program to over 150 clients, an increase, for example, to our current places to a total of 400 places would be appropriate to reflect the increased numbers of inquiries for other related employment programs as stated on page 13 of this submission. This shows that there is a real need for programs such as these by CALD job seekers. 27 Ibid,

12 22. That Work Placement Programs funded by government agencies like DEEDI consider widening their scope to include not only community organisations, but also government agencies as well as private business and industry as host employers. This would diversify the work experience pathways for CALD job seekers and provide them with wider training and employment opportunities in the future. 23. Engage and collaborate with private sector employers to facilitate the implementation of work training and experience programs and mentoring to promote and facilitate the entry of CALD job seekers into the private sector. A statement of intent similar to that between the Australian Government and business in relation to employment of people with disability which provides practical strategies and mechanisms and incorporates a commitment to and strategy for employment of people from CALD backgrounds could be developed. 24. Undertake a community education and cultural promotion and awareness campaign to inform and educate Queensland employers, particularly within the private sector, about the value, skills, knowledge and economic benefits a culturally diverse workforce can provide, to enhance opportunities for employment and training for CALD communities. 25. Commit to funding more employer or industry engagement initiatives to achieve better employment outcomes for CALD job seekers. This is an important initiative that would seek to establish vital links to achieve the following: To identify growth industries and specific job vacancies; To gather information on industry- or employer-specific recruitment processes; To collect information on specific skills and/or qualifications required to find work in specific industries; To raise employers awareness about the benefits of a diverse multicultural workforce and devise strategies of how to best tap into that resource; To initiate a collaborative and mutually beneficial approach between employment services and the industry to respond to CALD jobseekers training and employment needs and industries recruitment needs. 26. That the government consider working partnerships with peak settlement agencies like MDA to develop pilot projects which will explore new and innovative ways of providing appropriate and meaningful pathways into gainful employment for CALD people, and provide a holistic approach to addressing other settlement needs. Local Government: 27. Support, encourage and provide training on computer skills and relevant software specifically for refugee and CALD people to enhance computer literacy i.e. through local libraries or other Council facilities. 28. Develop and implement a strategy to incorporate cross-cultural training into all Local Government departments and agencies, rendering it mandatory for employees to undertake cross-cultural training in order to achieve a culturally competent public sector. 12

13 29. Enhance their initiatives to CALD trainees and work placement participants by providing English language training in the workplace, thereby sustaining employment outcomes. 30. Become a champion in relation to attracting, integrating, retaining and developing migrants and refugees in the workplace. 31. Council s political leaders and senior executives could provide leadership in promoting the benefits of hiring refugees and migrants to businesses in Brisbane, such as through a positive marketing campaign. 32. Support a pilot project which specifically focuses on developing and trialling an employer engagement strategy. 33. Have a proactive role in developing and sharing successful hiring strategies with its recruitment agencies, sub-contractors and business and industry bodies within Brisbane to assist them to become culturally competent in relation to recruitment and retention of migrants and refugees. 34. Continued opportunities for paid work placement within Council with a specific emphasis on work placement opportunities which will lead to real and long-term jobs directly within Council. 35. Contribute to the development of a CALD and Refugee Employment Hub in Brisbane which supports a range of integrated employment generation options and provides practical human resource information for employers seeking to employ refugees and CALD people. 36. Support the development of a Mentoring Champions program which links people to mentors who are able to personally share their knowledge and insight with CALD people and refugees from their own employment field. 37. Support innovative community based enterprises which lead to employment within new and emerging refugee communities. Private sector: 38. Provide work experience opportunities and traineeships to people from CALD backgrounds, which include English language components to assist in on-the-job language learning. 39. Provision of cultural competency training for staff. 40. Undertake initiatives and strategies within workplaces to promote the value of diversity in the workplace. In relation to people in rural/regional areas: 41. Governments to fund and establish in rural and regional areas community programs and initiatives to combat racism and foster tolerance of people from CALD backgrounds in order to encourage and motivate local employers to engage with and hire CALD job seekers who have settled or are settling in those communities. 13

14 42. Governments to establish, fund and implement CALD specific programs in rural and regional areas to provide employment, work experience, training, mentoring and networking opportunities for people from CALD communities. For example, the Jackaroo/Jillaroo program in Warwick. 43. Government to fund and resource the establishment of CALD specific employment services in key regional centres to support and assist people throughout those regional areas and surrounds. 44. Investigate mechanisms for retention of youth from CALD backgrounds in rural and regional areas, in order to establish appropriate programs and pathways for youth employment and engagement in rural and regional communities. 45. Encourage the development of social networks to facilitate relationships, linkages and mentoring between locals to improve English skills and assist in creating employment pathways. Social networking could occur through volunteering, sport/recreation programs, etc. 28 In relation to youth: 46. Fund CALD youth specific employment and life skills programs and initiatives to orient youth with employment, job skills and training and work experience and to provide career guidance and individual support. For example, MDA s Get Set for Work Program. 47. Engage the private sector to provide more supported opportunities, such as work placements for 3-4 months, to enable young people to gain experience in a number of workplaces so that young people can make more informed decisions about their employment future. 48. Introduction of mentoring and peer support programs to provide information, guidance, career advice and help with employment/training options. This could potentially occur through volunteers visiting schools to engage with youth at the pre-employment/tertiary education stage (for example, such support is currently being offered by the Association of Australian Tertiary Students for Afghanistan). 28 Ibid,