Inclusion in decent employment of foreign workers

Foreign workers represent considerable potential for our European economies and societies. However, several factors hinder their integration.

To overcome these obstacles together, the MIraGE project promotes the inclusion of foreign workers in the labour market and fair recruitment through the following three axes:

 Dissemination of good practices, mobilization of employers;

 Training of employers and third-country nationals (law and good practices in recruitment, inclusion...);

 Extensive campaign for a better understanding between employers and foreign workers.

Towards fair recruitment

A proactive approach to vigilance is needed from the recruitment stage to ensure that all workers, regardless of their origin, have their fundamental rights respected at work. This is, in short, what is known as fair recruitment.

The MiraGe project is an opportunity to:

 better understand the challenges faced by foreign workers in integrating into the European labour market, as well as the issues involved for employers;

develop solutions to instill the principles of fair recruitment into the practices of employers in France, to ensure that foreign workers have their fundamental rights at work respected.

Be vigilant as an employer against the risks of exploitation by third parties

Unbeknownst to companies, third parties, particularly recruitment agencies, may drive foreign workers into debt in exchange for a job offer in France. Workers are then forced to work to pay off their debts.

Thus, in certain sectors facing labour shortages (construction, agriculture, cleaning, etc.) and in particular on unskilled or low-skilled jobs, the risks of forced labour are increasing in Europe. More than anywhere else in the world, as revealed by the Modern Slavery Index in 2017. Cases of forced labour in agriculture, construction or services are regularly reported in the French press.

To protect themselves from these risks, employers must be aware of the law on the recruitment of foreign workers, and can adopt simple procedures and principles that will contribute to fair recruitment.

Some good practices

For fair, competency-based recruitment that prevents the risk of exploitation by third parties:

  • In job interviews, give priority to the candidate's skills and role-playing, as do, for example, Big Mamma (see the Guide to Good Practices) or "IOD" professionals, such as the Plateforme emploi entreprises - UCRM (Toulouse).

  • When using intermediaries for recruitment: specify in the contracts with these entities that no recruitment costs may be charged to the worker, and give priority to the following intermediaries:

           - Declared recruitment actors, trained and specialised in the integration of people who are far from employment or have set up programmes for the integration of foreign workers, such as Oxygène Interim (Occitanie), or Adecco (see Guide to Good Practices).

           - Employers' groups for integration and qualification (GEIQ). They identify potential candidates, train them, recruit them, make them available to companies and provide support both in terms of professional and social integration (e. g. GEIQ BTP 31, On Monday presented in the Guide...).

For the inclusion of workers, their support and information:

  • Rely on specialized programs or partners for learning French, such as GEIQ BTP 31 with the HOPE program, Oxygène Interim (Occitanie), A Lundi (see Guide).

  • Rely on organisations specialised in social support, because various social obstacles (administrative situation, permits, opening a bank account, etc.) can hinder integration and work in the company. GEIQ BTP 31 has thus developed a network of partners mobilized according to the specific needs of workers.

  • Distribute simple documents to workers, translated into their languages, to inform them of their rights and obligations, and of the person to contact in case of difficulty. Contact RHSF for a sample document (

  • Create moments of exchange and mutual understanding within teams. Big Mamma offers integration days and "Live my life" experiences to better understand the jobs and daily lives of its colleagues (see the Guide to Good Practices).

Recruitment agency involved in the HOPE program for refugees.

See the Guide to Good Practice.

Employer groups for integration and qualification.

See the Guide to Good Practice.

Interviews focused on skills and teamwork. "Live my life" experiences and integration days.

See the Guide to Good Practice.

Employers' group for integration and qualification.

Agency specialized in the integration and training of people away from employment in Occitania. Participates in the HOPE program for refugees.

One-stop shop on employment and business creation in the priority districts of the City's policy in Toulouse

This project is co-financed by the European Union's Asylum Migration Integration Fund (FAMI) and the Occitanie Region.