The new integration law and the job search for newcomers

A new law, old barriers

The Integration Act 2022 was introduced with a clear goal: direction by municipalities, better guidance and a faster path to participation. We deal with newcomers in this phase on a daily basis and the practice is sometimes quite difficult. As trainers, coaches and supervisors of highly educated newcomers in IT, we see daily how the good intentions of the law are not done justice in a fragmented system.

What does the new Integration Act 2022 concretely mean for newcomers’ job opportunities? And what will it take to make it work?

Every municipality has its own practice

Anna Maas, Partnership & Recruitment Manager at Motopp, notices it like no other: “We work with more than 160 municipalities, and almost all of them implement the law in their own way. Some language offerings are flexible, others rigid. Some municipalities focus strongly on getting a part-time job alongside the civic integration as soon as possible, while other municipalities emphasize first completing the language course in order to then find sustainable and suitable work. While certainly in IT it is by no means always the case that Dutch is the working language.”

For status holders and newcomers, this creates uncertainty. “In principle, they know what is and is not allowed, but sometimes do not choose to work because they are afraid of losing their benefits or the right to a later apprenticeship program, which would allow them to work at their level of education.”

Language as a stumbling block

Work and language should go hand in hand. But in practice, the systems clash. Municipalities purchase language courses through tenders. These courses are regularly only during the day, and almost all are only accessible in the municipality where the newcomer lives-which conflicts with traineeships or work outside the village or city.

In the Randstad, it is sometimes possible to arrange an exception. Outside the Randstad, it is more difficult. “We have candidates who literally get stuck: they cannot choose between learning Dutch or gaining work experience. Learning Dutch always comes first, but if there are no language classes in the evening, that means they cannot work during the day or participate in a work-study program.”

Organizations do want to

The painful thing is: many employers are actually ready to welcome newcomers. Organizations like PwC, the IND, Vattenfall and NEa are already working with Motopp. They have diversity goals and SROI obligations. But they also want quality. “Our people are not hired because they are status holders, but because they can do what is asked.”

The Motopp model: select, train, coach, mentorship

Motopp offers a six- to eight-month IT traineeship, followed by 18 months of secondment with intensive coaching. Candidates learn programming, but also presentation, cooperation and dealing with the Dutch work culture. Learning Dutch is part of it, but in a form that fits: hands-on, on the job, with coaching. “We offer one-on-one coaching, fortnightly coaching and monthly evaluations with the employer. This allows us to adjust quickly and make sure someone feels safe and can really grow.”

The result: 95% outflow to permanent employment

It works. 95% of participants move on to a job. Not despite, but because of this approach. But the system around it needs to move along. “We could help more people, if there were fewer bureaucratic barriers,” he says.

What needs to change?

• National guidelines for combining work and language – so that motivation and experience do not get stuck in waiting periods or mandatory pathways.

• Possibility to take language courses or otherwise in another municipality or combine them with work.

• More room for customization – municipalities should dare to deviate if it leads to sustainable placements.

Trust in proven models – organizations likes us have shown what works.

Conclusion: the law wants work, then allow it

The Integration Act 2022 wants newcomers to participate faster. That starts with trust. In people. In partners. In what works. Practice shows: there is motivation, knowledge and experience enough. Now we need the space to use it. Do you want to contribute to real change in your municipality, as policy maker, or employer? Get in touch with us.

Want to know more about Motopp? Read more here