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The purpose of this paper is to understand the role talent intermediaries can play in supporting the access and development of talent from forcibly displaced backgrounds.

The authors draw on a single case study design of UK charitable organisation, the Council for At-Risk Academics, to consider the global talent management of academics in exile.

This paper finds that specialised intermediaries can facilitate access to and the successful performance (individual and organisational) of refugee talent. Findings reveal a major shift in talent recruitment processes that are required in order for refugees to take up international work opportunities and highlight the importance of viewing individual potential, organisational support and opportunity access as a precursor for talent development and impact.

This paper shows that profession-specific intermediary support that fosters cross-sector partnerships, better addresses the talent development and workforce integration challenges of refugees.

Application of a multi-level relational framework shows the reasons for, and reality of forced displacement for academics in exile. Focusing on the academic sector demonstrates the importance of protecting both individuals and values at the heart of professions subject to persecution during war and unrest. In highlighting how refugee talent intermediaries can support individuals to breach the canvas ceiling and facilitate the global mobility of refugee talent, a contribution is made to existing debates in diversity, global talent management and migration studies.

This article reconstructs the conditions under which displaced persons are integrated into their workplaces with their hosts. It identifies the characteristics of this pathway and provides guidance on the support that should be provided to these people. This support is part of social responsibility. Theories on professional integration/labour market integration (LMI) have been categorised and then arranged in a logical order to determine the stages of this integration. Theories on professional integration support for refugees were also reviewed and examined in relation to this categorisation. Six stages characterise professional integration: getting a job, its sustainability and its wage adequacy, its security and sustainability, career continuity and employability, the fact of being a full and equal participant and being an integrated part of the workforce and the meaningfulness of that job. The level of professional integration marks the quality of this integration. Each level encompasses the previous levels. Displaced persons should be supported throughout their careers to go beyond technical and behavioural skills and take a more holistic view of their tasks to find meaning in their work. While most research focuses on getting a job as a characteristic of occupational integration, this study found five other characteristics that were ordered. It also links vocational integration with social responsibility and provides guidance on how to help displaced people reach the final stage of this integration.

To address the grand challenge of refugee workforce integration, a multistakeholder approach which incorporates contributions from governmental organizations, nongovernmental organizations, media, educational institutions, researchers, and the corporate sector, is vital. This chapter provides an overarching understanding of how various stakeholders influence refugee integration and how they can assist employers in promoting the cause.

Betina Szkudlarek, a highly valued member of the editor team of Advances in Global Leadership (volumes 12–14) is resigning, to our regret, to dedicate more time to her work with refugees. Based on her keynote speech at the 2021 ION meeting, the interview demonstrates how scholars can make a tangible contribution to today's highly complex problems that go beyond our research findings. Betina explains the impact of COVID-19 on migrants and refugees and provides examples by various stakeholders. She also describes how her research expanded into partnerships with multiple governments, corporations, and service organizations. Betina is a wonderful example of a scholar-practitioner who is willing to research grand challenges and also make extensive practical contributions to resolving them.

Betina is an Associate Professor of Management at the University of Sydney Business School. She publishes on the topics of cross-cultural competence, intercultural communication, and international transitions. She is a Strategic, Sustainability and Growth Consultant with the United Nations Alliance of Civilizations, where she works with the recipients of the UNAOC's and BMW Group's Intercultural Innovation Awards.

This article outlines the development of the Refugee Job Search Process Framework (RJSPF), which was created to help identify barriers that refugees face when trying to find employment. The framework incorporates an interdisciplinary, multi-level approach to the job search, delving into research from migration studies and Industrial/Organizational psychology to outline factors that exist on both the side of the refugee applicant and the organization at each stage of the RJSPF. The authors also tested the RJSPF with Syrian refugees and service providers in Canada to examine the validity of each component of the model.

The authors used a semi-structured format to interview refugees and service providers on their experiences in either trying to find employment or helping their refugee clients with the job search process. After transcribing the interviews, the data were independently coded, quantified, and analysed using Nvivo software to validate the RJSPF.

The majority of the RJSPF either had high or moderate support from the interviews. The authors also identified 6 broader themes using thematic analysis, which include language fluency, credential recognition, Canadian experience “catch 22”, cultural incongruencies, employer exploitation, and mental health for successful employment.

The RJSPF is a new integration of disparate theories of job search experiences in a literature that lacks an organizing framework and perspective on the unique challenges refugees face in this area compared to other newcomers. In doing so, the authors use an interdisciplinary, multi-level approach that extends the nomological network of barriers facing refugees, therefore informing future research and practice.

This study aims to systematically review and conceptualise service-related research on refugees to identify gaps in the literature, derive future research avenues and stimulate interdisciplinary research and practice to improve well-being of refugees.

This study uses a systematic literature review (SLR) of 102 journal articles published or available online from 2010 to 2020.

Ten themes are identified across the three phases of the refugees’ service journey (entry, transition and exit). Most of the articles focus on the exit phase. One-third of the literature analyses refugees’ access and adaptation to health-care services. The dearth of research on other refugee services reflects the failure to attend to all aspects of service provision across all phases of the refugee service journey.

While the ten themes across the three phases require scholars’ and practitioners’ attention, different aspects of the SLR’s findings necessitate further investigation. To reinvigorate research and practice, and stimulate interdisciplinary collaboration, a novel Communities of Practice approach is suggested.

Practitioners and policymakers should place more focus on the entry and transition phases of the refugee service journey.

Lack of research and engagement with the first two phases of the refugee journey might come at the expense of refugees. More service support is needed to buffer the journey from homeland to host country.

To the best of the authors’ knowledge, this SLR on refugee-related services is the first of its kind from a service research perspective.

Various forms of precarious employment create barriers to the integration and inclusion of migrant workers in receiving countries. The purpose of this paper is to review extant research in employment relations and management to identify key factors that contribute to migrant workers' precarious employment and highlight potential avenues for future research.

The authors conducted a narrative literature review drawing on 38 academic journal articles published between 2005 and 2020.

The authors’ review suggests that macro- and meso-level factors contribute to the precarious employment conditions of migrant workers. However, there is a limited articulation of successful practices and potential solutions to reduce migrant work precarity and exclusion. The literature on migrant workers' precarious employment experience is primarily focused on low-skilled sector (e.g. agriculture, hospitality, domestic care) jobs. In addition, few studies have explored the role of worker characteristics, such as gender, class, ethnicity, race and migration status, in shaping the experience of migrant workers in precarious employment.

The results of this research highlight the importance of engaging multilevel actors in addressing migrant employment precarity, including policymakers, employers and employment agencies.

This research contributes to a growing conversation of migrant employment precarity by highlighting the heterogeneity of migrant groups and calling for the use of intersectional lenses to understand migrant workers' experiences of precarious employment.