Interview with Lejla & Rukaia: A Critical Analysis on DEI Initiatives and the Refugee Experience
A conversation with Lejla Podgoršek, and Rukaia Aldubouni on their workplace inclusion experience as refugees in Germany.
Conflict, climate change, and a lack of resources threaten people’s lives globally. In 2024 alone, up to 300 million people are expected to need humanitarian aid, psychological support, and protection as they flee inhospitable conditions, seeking a new place to call home. The refugee crisis concerns us all, and so this month we interviewed Lejla Podgoršek and Rukaia Aldubouni, who graciously shared their experiences to offer critical recommendations for improving refugee inclusion through nuanced Diversity, Equity, and Inclusion (DEI) strategies. This article will explore their experiences of displacement, the impact on their cultural identities, the discrimination they’ve encountered in the job market, and the role of DEI initiatives companies can take in supporting refugees.
Reclaiming Refugee Identity: Lejla and Rukaia’s Bond
Lejla became a refugee in the early 1990s at age 5 when war broke out in Yugoslavia, fuelled by ethnic conflict. Her father navigated his way to Germany with the support of a family friend, and Lejla and her mother followed suit, attempting to enter Germany three times before they were granted asylum and sheltered with other refugees from former Yugoslavian countries. After three months in the refugee accommodation they were finally reunited. While her father was immediately granted German citizenship and Lejla was granted the same as his child, her mother still does not have German citizenship. Due to Germany’s temporary residence law, her legal status needed to be renewed every 6 months or in case of a negative decision, face deportation. This remained a source of anxiety through much of Lejla’s childhood and teenage years, as it was a constant reminder of their foreign status. “At the time, it was really looked down upon to be a refugee or to even claim this as part of your identity…I have reclaimed this term for myself and basically stripped off all negative stigma associated with it. This is part of my history, and I'm no longer ashamed of that.” Lejla forged this strength and pride by connecting with people who shared similar stories and providing assistance for refugees seeking asylum in Greece. It was during this time that she formed a strong bond with Rukaia.
Rukaia was born in Iraq, but due to her father’s political engagement and activism, their family faced persecution. Her family initially migrated to Libya in 1996, where Rukaia recalls her earliest memories, finding community with other refugees from Pakistan and Egypt. Attending a Pakistani international school allowed her to make friends with a diverse group of children and become acquainted with many different cultures. However, the economic and political situation in Libya was still not promising. After five years, they were forced to move again, in search of better healthcare and safety, with her mother due to have her fourth child. In 2002, they received an invitation from one of her father’s friends to join them in Germany. They first arrived in Belgium, staying there for a couple of days before making it to Germany. The displacement and instability meant that Rukaia had to grow up very quickly, “I kind of put my childhood to one side and was worrying for the whole family.”
Exceeding Expectations: The Pressure on Immigrants to Assimilate
Both Lejla and Rukaia emphasise how their social and economic class in their native countries enabled them to migrate. However, assimilating into German society posed its own challenges. As Rukaia notes, “My father, who is a doctor, could not work for ten years. All of his work went away, and he had to do 1-euro jobs.” Systemic inequalities often devalue non-Western education, making it increasingly difficult for refugees to establish themselves. Not only must refugees learn a whole new culture, but they also contend with a system that does not recognise them as equal counterparts.
Lejla recalls writing her first job application for her mother when she was just six years old. She highlights that being an immigrant in Germany meant, “we were taught that you need to master the language better than the Germans themselves. My mother made me rewrite words repeatedly until I got them perfectly because we were constantly reminded that we had to exceed expectations to be accepted.” Language was a crucial tool for bridging cultural and social barriers and further assimilating into society.
Breaking Through Bias
Despite having spent the majority of their lives in Germany, both Lejla and Rukaia faced even more challenges when entering the job market. Having non-German-sounding surnames often alerted HR managers to their cultural backgrounds, and they both received significantly fewer interview invitations compared to their German peers. Research demonstrates that refugees face significantly higher unemployment rates than native-born citizens in Europe (1).
Once invited for an interview, the anxiety intensified. As Rukaia highlighted, “The first step is actually the interview and I don’t excel in the interviews because they kind of trigger my fear of ‘do I even belong here?’ As refugees, we go through interviews where our lives are at stake,” a factor that HR managers seldom consider. Women, and women of colour, are more likely to experience imposter syndrome (2), and holding both of these identities, along with being a refugee, often involves intersecting layers of bias.
Their multicultural upbringings endowed them with broader cultural experiences, multilingual abilities, and a deep sense of empathy. Yet these soft skills were often overlooked in favour of candidates from prestigious universities. It was only through one pivotal opportunity that their professional journeys began to change.
Challenging Stereotypes: The Real Strengths of Refugees at Work
Given their backgrounds and passion, it’s no surprise that both Lejla and Rukaia were drawn to activism and political science. However, even these environments were fraught with stereotypes that made it difficult for them to feel a genuine sense of belonging. They experienced feelings of inadequacy and questioned their places in professional settings. These doubts were often reinforced by societal prejudices and exclusionary practices in the workplace.
Lejla observes, “It’s ironic that one of the stereotypes is that refugees are unreliable, when in reality, we’ve been trained by life to be self-sufficient and get things done. Our resilience and resourcefulness are assets that any company should value.” Research by Sue and colleagues emphasises the cumulative psychological impact of micro-aggressions and subtle forms of discrimination, which take a mental and emotional toll on individuals (3). Without adequate support, it’s easy for these external prejudices to be internalised.
Psychological Safety at Work
It is crucial for DEI policies to include structures that mitigate these effects. On an informal level, both Rukaia and Lejla underscore the importance of having culturally sensitive colleagues who prioritise psychological safety. “If someone is like ‘no you don’t have to speak up in this way’ or ‘we don’t have to disclose your name’, for example in an article. I really appreciate it nowadays when this happens,” Rukaia expressed. Lejla attributes her sense of safety and security to an informal Employee Resource Group (ERG) formed within her company. Connecting with colleagues who shared similar experiences allowed her to feel seen and valued as a whole person.
Failures of Institutional DEI Policies
Rukaia highlights a critical issue: “the problem is that these initiatives often don’t dig deep enough. They focus on visible diversity but not on the underlying issues that actually make people feel included—or excluded.” Literature on DEI, such as Mor Barak’s (2015) work, supports the notion that inclusion requires more than just policy—it demands cultural change (4). Unfortunately, many DEI initiatives remain fixated on metrics and representation rather than fostering environments where genuine relationships and trust can develop.
Research has shown that refugees in Europe often face significant wage disparities compared to native-born workers (5). These inequalities are attributed to several systemic barriers, including difficulties in having their credentials recognised and biases against non-native workers. Without comprehensive DEI policies across all aspects of an organisation—from hiring to career development to HR—ERGs can only offer limited support. Structural and institutional backing is essential to create a more equitable environment for all.
Recommendations for Organisations
Based on our research, the European Network Against Racism (6) , the United Nations High Commissioner for Refugees: Global Strategy for Livelihoods (7) and the experiences shared by Lejla and Rukaia, we recommend the following actions for business leaders and HR managers:
Consult Refugees: Create space for the refugees in your organisation to articulate their needs, and consult them in the making of subsequent initiatives and policies.
Tailored DEI Initiatives: Implement refugee-specific mentorship and integration programmes that address language barriers, cultural adaptation, and professional networking.
Cultural Sensitivity Training: Provide specialised training for management and employees to better understand the unique challenges faced by refugees.
Flexible Employment Policies: Introduce flexible career paths and evaluation criteria that accommodate diverse backgrounds and levels of experience.
Conclusion
Lejla and Rukaia’s narratives vividly illustrate the complex interplay between refugee identity, professional challenges, and the effectiveness of DEI initiatives. Their stories underscore the need for more nuanced and targeted approaches to inclusion that go beyond superficial policies. While DEI initiatives often focus on visible diversity, they must also address deeper issues to create truly inclusive environments. Lejla’s experience with the ERG and Rukaia’s appreciation for culturally sensitive colleagues highlight that genuine support comes from both informal networks and institutional changes. By committing to creating supportive workplaces and recognising the value of diverse experiences, organisations can foster environments where refugees, like Lejla and Rukaia, can genuinely thrive and contribute their unique strengths.
Rukaia Aldubouni
Lejla Eva Podgoršek
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