Empowering refugee women to thrive in the workforce: A Pathway to Inclusion and Prosperity

Article

By Stefania Tudorache | APIDI, Portugal

Refugee women in Europe face a “double disadvantage” on the job market, combining the challenges of displacement with entrenched gender inequality. One study found that only 13% of recently arrived refugee women in Germany were employed in 2017, a striking gap compared to 74% of native German women. Overcoming this gap is vital not only for the women themselves but for economies facing labour shortages. The European Union has made this a priority: the 2021-2027 Action Plan on Integration and Inclusion calls on Member States to treat the needs of women (especially those with children) “as a matter of priority” when designing access to education, childcare, and the labour market. EU funds like the Asylum, Migration and Integration Fund (AMIF) and programmes like Erasmus+ specifically support training, language courses and mentoring schemes for refugee women.

Policy and funding in practice

The European Commission’s integration strategy emphasises that “supporting entrepreneurship, including through access to existing micro-credit schemes, is a vital channel” to help third-country nationals contribute to the economy. In practice, this means funding projects that offer tailored training. For example, the Erasmus+‑funded EmpowerHer project provides profession-specific language courses and vocational training to low-skilled refugee women aiming for careers in hospitality, breaking down barriers to work in that sector. Similarly, the EU’s guidance on displaced persons explicitly urges Member States to “address the needs of women with children” to help them take up job opportunities. Recent AMIF calls have targeted projects for migrant women, supporting work-related counselling, language training, upskilling and mentoring specifically for women.

Examples of effective programmes

A host of EU-backed projects show how training and support can make a difference. For instance, in Greece the RIDE project (funded by AMIF) offered a hybrid virtual assistant training for refugee and migrant women. It explicitly addressed obstacles such as language barriers and childcare by providing flexible schedules and a safe learning environment. In Italy, Lithuania and five other countries, the PITCH project co-created gender-sensitive “integration roadmaps” for migrant women. These roadmaps combined language lessons, upskilling and social activities tailored to each woman. In Lithuania alone 27 women reached language levels A1–B1 and 3 found new jobs through PITCH’s piloted training.

Persistent barriers and practical solutions

Despite progress, significant barriers remain. Language and cultural differences continue to slow integration, so accessible language courses are essential. Childcare and family obligations are another major hurdle: refugee mothers often cannot attend training unless childcare is provided. The Commission’s guidance stresses that linking early childhood education to employment access helps mothers take on jobs. Recognition of qualifications is also critical: many refugee women hold professions back home (e.g. teaching, nursing) but struggle to have diplomas recognised in the EU. Solutions include offering alternative skills assessments and bridging courses (for example, EU countries often use the ENIC/NARIC systems to validate foreign degrees even without paperwork). Discrimination and lack of local networks are further issues. Targeted mentoring (pairing refugee women with local women professionals) and networking events can overcome isolation. Indeed, experts note that refugee women “will often be less able to access business networking events due to childcare responsibilities,” so bespoke outreach and microgrant programs are needed to ensure they are not left behind.

Shared responsibility

All stakeholders have roles to play. Governments should continue funding gender-responsive integration: this means supporting daycare and flexible training schedules alongside job courses. National policies can encourage recognition of foreign credentials by simplifying procedures. Employers should look to hire refugee women by creating apprentice or internship positions and offering on-the-job language support.

European businesses can also mentor refugees: a joint initiative by the Tent Partnership and others already has major companies pledging to mentor refugee women in resume-building and interviews. NGOs and training providers should adopt the best practices of projects like RIDE and PITCH, offering safe learning environments, cultural mediation and individualised support plans. Municipalities and social services can strengthen outreach, ensuring information about job rights and services reaches refugee women in their own languages. Finally, communities should celebrate success stories of refugee women in the workforce, both to inspire others and to challenge stereotypes.

A Call to action

Empowering refugee women economically is both a moral imperative and a practical win for Europe. With the EU’s backing through funds like AMIF and programmes such as Erasmus+, promising initiatives are already helping women overcome barriers. The EmpowerHer project, shows how this works in practice: by combining tailored training, innovative digital tools, capacity-building for adult educators, and strong stakeholder partnerships. EmpowerHer creates clear, accessible routes into work and self-employment. Expanding these evidence-based approaches like language classes designed for specific jobs, vocational modules that recognise prior learning, mentorship and childcare support, and linkages with local employers will enable many more refugee women to find meaningful work or start businesses. Stakeholders across Europe are called on to act now: invest in these proven supports, open doors to jobs and markets, and recognise the untapped talent refugee women bring. Doing so not only honours our values but also strengthens local economies and communities turning potential into real, shared prosperity.