NewBees 5 years

SEEBWEN SRAEY 5 PUBLISHED 26 FEBRUARI 2021 | WWW.NEW-BEES.ORG

MEET THE LOCATIONS EIGHT NEWBIES ABOUT THEIR IMPACT OF THEIR TRAINEESHIP HOW TO SET UP AND MANAGE AN INCLUSIVE TEAM AS AN EMPLOYER A CONVERSATION WITH ALDERMAN, POLICY ADVISOR AND CLIENT MANAGER OF ZAANSTAD

NEWBIE IS “SLANG” FOR NEWCOMER. WE HAVE ALL BEEN NEW SOMEWHERE AT SOME POINT. ANNEMIEK DRESEN FOUNDER NEWBEES

Contents 05

Preface

06

A timeline: 5 Years NewBees Special milestones & steps

12

08

MEET the locations Meet our teams across the Netherlands

12

It started in Zaanstad A conversation with alderman, policy maker and client manager of the municipality of Zaanstad

17

Newbies about their MATCH Eight newbies talk about their NewBees traineeship

27

Recipes from our matchers You’ll want seconds!

17

5 YEARS NEWBEES | PAGE 02

31

MATTER for employers: How to set up and manage an inclusive team Practical tips based on the experiences of WAT WE DOEN

36

Inspiring newbie initiatives Dates, photography, or perhaps a newspaper?

39

31

MEASURE: measuring is knowing, especially with social impact How and where does NewBees measure social impact? The Impact Institute explains

43

Differences in all their glory Annemiek Dresen and Dorien Marres on the vision of NewBees

5 YEARS NEWBEES | PAGE 03

43

NewBees matches

newcomers to a traineeship with local organizations

NEWBEES MEASURES THE FINANCIAL, SOCIETAL AND SOCIAL IMPACT

THAT IS HOW NEWBEES ADDS VALUE FOR COMPANIES, ORGANIZATIONS, MUNICIPALITIES AND SOCIETY AS A WHOLE

5 YEARS NEWBEES | PAGE 04

4

1 NEWBEES MEETS PEOPLE AND SEES THEIR TALENT

3

2

NEWBEES MATCHES NEWCOMERS WITH FITTING TRAINEESHIPS

Dear reader, This year we celebrate five years of NewBees: five years of great encounters, valuable work and matches that really matter. What a great crew NewBees has become, and I am incredibly proud of all we have accomplished!

We have grown from a handful of people who, in their own time, matched talented residents of a POL location (Process Reception Centre) in the Achtersluispolder to initiatives in the neighborhood, to a professional organization with 50 employees. Our matchers have added incredible value in recent years, with over 1600 matches between newcomers and local entrepreneurs and organizations.

When I moved back to the Netherlands in 2015, I found it quite difficult. Although I am from here, I had to relearn many things, such as manners and social codes. I felt inexperienced and new; a newbie in my own country. I could only imagine the complications people face who come here to start over from scratch.

After a trip to Lesvos and my initial anger at the way newcomers' talent seemed to be secondary to their paper status, I decided to use my own experience as a recent ‘newcomer’ in the Netherlands to create practical solutions for other newcomers. I wanted to bridge the gap between the system and the talent of newbies in the Netherlands.

I talked to people about their talent in the aforementioned Achtersluispolder. I got to know organizations in the neighborhood that could put that talent to good use. In a very short time, a group of residents emerged who helped me to translate and organize; together we devised practical ways in which newcomers could put their talent to use for the good of the neighborhood. For example, as a gardener, bicycle mechanic or treasurer. That togetherness from the early days has always remained a part of NewBees.

"I wanted to bridge the gap between the system and the talent of newbies in the Netherlands” Soon the work we were doing formalized.

First through a collaboration with the COA (The Dutch Central Body for sheltering Asylum Seekers), and later through a lasting relationship with the municipality of Zaanstad. We now work in 13 municipalities in the Netherlands, where newbies use their talent in the NewBees Traineeship and thus get to know the Dutch labor market. Our teams, made up of newcomers and experienced professionals, are close to the newbies we guide in their traineeship and to the companies that offer the work experience within the traineeship.

This is how we build a bridge between people and the system, by offering practical solutions that resonate with people and organizations. In this magazine you can read about how we do that, and about the great people and matches linked to NewBees. And of course it is our pleasure to shed a light on how we can make many more Matches that Matter in the future.

Enjoy the magazine!

Annemiek Dresen Founder NewBees

We are committed to an inclusive society We help newcomers, organizations ánd municipalities We make lasting matches Every day we experience the benefits of an inclusive workplace; half of our team is made up of newcomers We deliver a customized service Our experts know how to motivate newcomers like no other We work with NLtraining and offer pilots where language and participation come together Talent, equality and practical experience are central to our approach We measure our impact, so that our service continues to improve and we show our added value

5 YEARS NEWBEES | PAGE 05

5 YEARS

February: NewBees is founded

NEWBEES

February: Location Zaanstad opens March: First match made September: Location Amsterdam opens

January: Workshops added to traineeships March: Professionalization of the in-house CRM system

2017

First impact measurement with Impact Institute and Zaanstad

Total matches made: 253 Total matches made: 69

2016

Total matches made: 381

2018

2015

Idea of NewBees is born

October: One-off matches become lasting traineeships September: Location Amersfoort opens January: Choosing to focus on talent rather than filling vacancies

5 YEARS NEWBEES | PAGE 06

February: Premiere 'Hoe ik talent voor het leven kreeg' March: Location Arnhem opens March: Location Utrecht opens, as annex to Amersfoort April: Location Leeuwarden opens May: Collaboration with NLtraining for dual programs December: Pilot Zelf aan Zet Third impact measurement

2019

2021

Total matches made: 337

Target number of matches: 750

Total matches made: 644

2020

Second impact measurement December: Wees Welkom workshop voor bedrijven December: Location Rotterdam opens September: Location Amstelveen opens

5 YEARS NEWBEES | PAGE 07

Impact measurement per location Rollout of pilots for dual programs January: Location Haarlemmermeeropens

1674 MATCHES 2016 - 2020

We currently have locations in Zaanstad, Amsterdam, Amstelveen, Amersfoort, Utrecht, Arnhem, Rotterdam, Leeuwarden & Zelf aan Zet. In early 2021, we also opened a location in Haarlemmermeer.

5 YEARS NEWBEES | PAGE 08

NewBees 400

63.992

50

7 million

Hours worked by newbies in NewBees traineeships

Number of companies that offer traineeships in the Netherlands

Added value per year (measured over 2019)

Number of employees, volunteers and interns - February 2021

59 2016

253 2017

381 2018

337 2019

644 2020

1.674

Total amount of matches made for 965 newcomers 5 YEARS NEWBEES | PAGE 09

Zaanstad Shatha Gert

Lara

Hulya

743 since 2016

Inge

Zuleyha

Total number of matches made

Amsterdam Osama Valerie Semhar

422

Sacha Marielle Arzu

Total number of matches made since 2016

Amersfoort Sheelan Linda Ibrahim

Maria Claudette

number of matches made since 2017 264 Total

Amstelveen Margaret Nahom Osama

26

Total number of matches made since 2019

Rotterdam Noura

Hale

85

Helen

Lisette Nagham

Total number of matches made since 2020

5 YEARS NEWBEES | PAGE 10

Arnhem Hussein Bastiaan Myrte

71

Cagdas

Total number of matches made since 2020

Leeuwarden Mohamed Geertje Kibrom

Silke

38 made since 2020

Total number of matches

Zelf aan Zet Tesfom Geertje Mohamed Alaa

58 made since 2020

Abdela

Total number of matches

Utrecht Linda

Souad

25

Hanne

Ali

Total number of matches made since 2020

Headquarters Essam

Rob

Iris

Annemiek

Bodil

Dorien

Nadia

Nicky

5 YEARS NEWBEES | PAGE 11

IT STARTED IN ZAANSTAD. IN A CONVERSATION WITH ALDERMAN RITA NOORDZIJ, POLICY ADVISOR JARIK BOUW & LESLIE RICHARDSON OF ‘HET JONGERENLOKET’ In 2016, Zaanstad was the first Dutch municipality to partner with NewBees. How has this collaboration developed? And what were the learning moments over the past 5 years?

example, and the Consultant Employer Services (WSP, Werkgevers Servicepunt).

But NewBees knows this target group inside out. And therefore also the challenges and problems that newcomers face. Especially the NewBees experts, they have had to go through these steps themselves."

Rita: “It all started on a hotel boat near Zaandam. Due to the influx of refugees in 2015, we had to create emergency shelter for newcomers there. At its peak, over 1,500 refugees were housed there.

A huge group of volunteers, organizations and civic initiatives was involved in this shelter. One of them was Annemiek (founder newbees, ed), she had just returned from Lesvos. What has stuck with me is that Annemiek looked beyond the label of ‘refugee’. She sees the human being behind the newcomer.

These people were not refugees, but doctors, pharmacists, parents, entrepreneurs. Each with their own talent. A beautiful insight. Shortly after that, we decided as a municipality, that in Zaanstad everyone should participate right from the start. Because of the joint lobbying of NewBees and the COA (who organized the housing of newcomers on the hotel boat, ed.) with the State, newcomers in our city were allowed to work as volunteers, something that had not been possible anywhere else before."

Jarik:"Practice what you preach’, that is NewBees’ modus operandi. They give newcomers the opportunity to start a career within their organization. This is very motivating for newcomers to see - it really is possible to find a good job in the Netherlands."

Jarik: "Soon we realized that more was needed. We believe that newcomers have a right to good participation. But how do you get started when you are new in a country you don't know yet?

We talked to several parties about this subject and NewBees was one of them.

They have been fulfilling an important role in Zaandam for more than five years now. NewBees prepares newcomers for a place in society by means of traineeships. Through their network in the city they know how to make good matches based on talent and equality. So that the match feels good on both sides, and all parties involved benefit greatly from it."

Rita Noordzij, Alderman Integration

Leslie: "NewBees is looking for positions to gain work experience. We do that as well: we also employ jobhunters, for 5 YEARS NEWBEES | PAGE 12

newcomers will find more enjoyable work more quickly and most importantly that they would more easily find their place in society.”

Rita:“The impact measurement showed that everyone who came into contact with NewBees experienced immediate positive impact. Not only the newcomer, but also the companies, the municipality and society as a whole. So the impact measurement confirmed that our assumption is a good foundation for the choices we made. In recent years, new impact analyses confirmed this time and again.”

Leslie: “I do notice that many newcomers have different expectations in the beginning. For example, I have had clients in my caseload who were lawyers in Syria and thought they could simply start work here. Unfortunately, that is not an easy step to take. I like to keep everyone happy, but in practice that can be a challenge.”

Rita: “It is very important for newcomers to get help to join the business world.

Regardless of the talents you have, or how smart you are - without a network and knowledge of the Dutch (work) culture, it is difficult to get started on your own.”

Rita: “I remember being at the corporate identity launch of NewBees. A lot of newcomers were brought in to arrange catering and design. To finally be able to get back to work and use their expertise, you just saw them blossom. One of them said that she had come into her own again because of NewBees' commitment and attention.

Wonderful. But no matter how good the collaboration is, it must of course yield something. That is why we started measuring the impact of the matches in 2017.”

Jarik: “When we started with NewBees, we assumed from an ideological point of view that if you focus on talent, newcomers

Leslie: “Over the years we have created a social network around newcomers, in which the chain parties (such as the municipality, the Dutch Council for Refugees, NewBees, district teams, etc.) are well attuned to each other and work together. With Corona, we sat around the table together regularly; what are we going to do, who will take on which activities and when, et cetera. It is a strength that all parties work together so well.”

“No matter how good the collaboration is, it must of course yield something.”

Jarik: “NewBees coordinates with the district teams, our Jongerenloket (organization for youth that offers guidance and encourages school/ work) and Werkom (the municipal employment company, ed.), and provides tailor-made solutions. They look at what is needed on a case-bycase basis. For someone with a longer distance to the labor market, the NewBees Traineeship gives a newcomer insight into the Dutch work culture. For people with a shorter distance, the Traineeship serves as a stepping stone to paid work.”

Leslie: “Through NewBees, newcomers get a taste of what it is like to work in the Netherlands. They also practice their Dutch, because in addition to work, language is important. The better the language skills, the better the chances on the labour market.

NewBees matches broadly; from goat farm to care institution, and from schools

“At NewBees they sometimes look a little differently at how we do things” schools to mosaic laying. This way people get introduced to different branches. After the traineeship they know what is possible, and also what suits their ambitions. From there, the three of us look further, the newbie, the matcher and me. What, for example, is needed to take the next step? The short lines of communication with the NewBees matchers make for a pleasant collaboration.”

Rita: “I am pleased with this close collaboration that gives newcomers a fair start in Zaanstad. But this gets a bit more complicated in these Corona times.”

Jarik: “You hear how difficult it is for newcomers to connect, to fit into society. Especially for those who have only recently been housed here. Almost all appointments with the municipality, VluchtelingenWerk and NewBees now take place digitally. It's great that we can continue to do this, but digital is really different from physical. For example, to take a walk and point out where the bakery and the good schools are, or just to say hi to the neighbors, that is more difficult in these times. This digital false start for newcomers is concerning.”

Leslie: “I notice that too. That is why I now make an extra effort to reach out to the newcomers in my caseload.”

Jarik Bouw, policy advisor Refugees

Jarik: “In Zaanstad we want to achieve a lot. The reality is that we depend on our financial resources. As a municipality we have to find ways to scrape together finances to continue our implementation program. A difficult situation, which leads to difficult conversations with our partners. We want to do as much as possible, but with less money. Not everyone understands this. Fortunately, we can talk openly about this with NewBees.”

Rita: “As a partner, Annemiek really thinks with us. She understood that there was less money available. Subsequently she was able to clearly state what could and could not be done with that amount of money. A relief. We can also spar well together, about the approach but also about broader issues. As an alderman that can be nice.”

Jarik:“At NewBees they sometimes look a little differently at how we do things.

Due to the positive experiences with this approach, we are now also investigating whether we can apply it more widely.”

Rita: “Of course the learning moments are very valuable too. For me, for example, it was a realization that not everyone can participate from day one, even if that is our vision. The group of newcomers is large, and so are the differences between people. As a municipality sometimes you want to go too fast, but you cannot ask everyone to start immediately. However, it remains important to start personal guidance as soon as possible and to start providing tailor-made solutions.”

Who does what in Zaanstad In Zaanstad, the Council for Refugees is responsible for the social counseling of newcomers for the first 18 months. In addition, a case manager from the municipality is involved. Depending on the situation, the case manager works at the Jongerenloket, the social district team, or the municipal work company Werkom. On an annual basis, NewBees guides about 80 to 100 newcomers in a Traineeship. They gain work experience with a variety of entrepreneurs and organizations, ranging from healthcare to the local pastry chef. They all gain self-confidence and experience being part of the community in Zaanstad.

5 YEARS NEWBEES | PAGE 13

Jarik: “While some people will say; ‘Expect more from us, fill our schedules up’ and ‘we can take language lessons and work at the same time.’ The time in the asylum seekers center (azc) is difficult for many people. They are allowed to do very little or nothing, and are taking a language course that is not progressing. As a result, some people want to start quickly in order to make up for the time they lost with their journey here and in the azc. My lesson is; keep talking and listen to the people you are doing it for.”

Leslie: “As a precondition for successful integration, it is therefore also important to focus on language. More language lessons are crucial. The language requirement in the new civic integration will be much higher, from A2 to B1. You can only expect people to do this if you give them the tools to do so.

And of course there will be people who will stick to a lower level, that's okay.”

Rita: “We have a cottage in France.

Only if you speak the language, or make an effort to speak the language, will you be able to make contacts. That is when people, not everyone of course, are willing to help you. And only then can you participate in the village. Successful integration is indeed linked to language.

But to have someone who helps you, who you can turn to is just as important.

A Syrian ice cream maker who wants to open a store may speak Dutch very well, but he also needs advice on the complicated procedures and permits that we have here in the Netherlands.

The NewBees Traineeship is a great stepping stone to learning this culture and the systems involved.”

“As a society you have to be open to the beautiful things that people from other cultures bring with them”

5 YEARS NEWBEES | PAGE 14

Jarik: “I fully agree with that. It is about getting a place in society. That is not something that lies solely with you as a newcomer, you do that together with people who already know the way.

Someone who shows you around the neighborhood, who tells you how associations work, or how you should act as a parent at school. This is how you get to know the culture. The other side of the story is that as a society you also have to be open to the beautiful things that people from other cultures bring with them. The question is how, as a city, you can be open to this and use it to your advantage.”

Rita: “That reminds me of a bakery here in the city that wanted to include a newcomer in its team through the Traineeship. The owner’s staff was against this, but he did it anyway.

During the Traineeship you saw the staff change. They helped the newcomer speak Dutch, learned about delicacies from his country of origin. Afterwards, the entrepreneur indicated that he never expected it to have such an impact on his staff. My tip to employers is therefore; if you ever have doubts, give it a try. When you get to know each other, you accept and understand each other better.”

Leslie: “Newcomers are really super eager. Sometimes employers find it frustrating that newcomers often say ‘yes’ when asked if they understand them when they actually don't. As a youth counselor, I sometimes get tired when a newcomer still doesn't understand me after explaining it ten times. But then I consult myself. Did I explain it properly? Am I using the right words? We get a whole lot further with patience and understanding for each other.”

“Some employers are very Jarik: interested in knowledge and papers.

Whereas the people who have managed to make it to the Netherlands despite having fled, their hardships and the asylum procedure, they have so much perseverance. Every company benefits from those kinds of skills.”

Leslie Richardson, casemanager Jongerenloket

Wondering what we can do for your municipality?

Contact us at info@ new-bees.org, or visit www.new-bees.org/gemeenten.

2016: Launch NewBees logo

2016: Match at the COA bicycle workshop on the Achtersluitpolder

2016: Ninah, one of the first NewBees

W O R K W I T H N E W B E E S IN Y O U R M U N I C I P A L IT Y ?

In preparation for the Change Mandate for Civic Integration, we offer pilots of dual programs. The colllaborating municipalities are already discovering how we can make a real impact with the implementation of this law. Our personal approach means that we are always close by, for both the newcomer and the municipality's client manager. And our participation activities are in line with the municipal employment agency’s local working method.

Do you also want to make an impact as a municipality? Visit www.new-bees.org/gemeenten, or send an e-mail to info@new-bees.org.

5 YEARS NEWBEES | PAGE 16

Eight newbiestalk about their experiences with the NewBees traineeship.

5 YEARS NEWBEES | PAGE 17

Meet Born In the NL Match Works Sector

Amjad Almatni in Syrië since 2018 with care facility Cordaan as a nurse in training care

I remember my first day here. I owned nothing and dit not speak Dutch. Now I have a house full of stuff, I play theater and I have my NT2/B2 diploma. And in September 2021, I will start the Nursing course at the Hogeschool van Amsterdam. I am proud of that.

When I was very young I had wanted to work in a hospital. But I just wasn’t sure if it would be right for me. Thanks to NewBees I now know for sure. After a presentation and introduction at the AZC, Osama, a matchmaker at NewBees Amsterdam, invited me for an intake interview accompanied by him and his colleague Valerie. Together we discovered that I have talent and ambitions for both healthcare and theater!

At NewBees I attended workshops on CV creation and application procedures: what can I talk about, what kind of clothes can I wear, that sort of thing. After that I worked as a volunteer with Alzheimer's patients at the Cordaan care institution. I helped with activities such as painting and making music.In the beginning I was a bit nervous, because I didn't speak Dutch very well. I was reassured when I saw that the patients laugh a lot and saw them become happy. At the same time, I was rehearsing for the theater production of 'Hoe ik Talent voor het Leven kreeg'. That was great!

Osama and Valerie helped me find a job, choose a study, play theater and make friends.

They are more than matchers, they are my mentors. In the future I want to travel and work abroad. Since I live in the Netherlands I feel free to do what I want and to be who I am.

5 YEARS NEWBEES | PAGE 18

Meet Born In the NL Match Works Sector

Akram Altaweel in Syrië since 2015 withFamily Fitness as a sports instructor sports

I'm already 35, I have no diplomas and I don't speak Dutch very well yet. It is difficult to start a new study or find a job.

I remember the first conversation I had with Ali, my matcher at NewBees. He is also a newcomer and speaks Arabic. Through a card game, we discovered together what talents I have, where my ambition lies. In Syria I worked as a sports trainer. Sport is my hobby.

When Ali arranged a job interview for me at Family Fitness, a gym in Utrecht, I could hardly believe it. I dream of a stable life in which my hobby becomes my work. A job, a house, no more benefits. Through Family Fitness, I may get the opportunity to follow an education to become a certified sports trainer. This internship is the first step towards my dream. I work three days a week and give group lessons to the elderly and to children.

Since I started working here, my Dutch has improved. My vocabulary and self confidence have increased. Every day I learn something new. Mastering the language well is essential. Now it still feels like a barrier.

Because of Corona, the gym is temporarily closed. Ali calls me regularly and asks how I am doing. Suppose this internship would stop, NewBees would not let me down. They will help me with my search for something else. I am not alone.

5 YEARS NEWBEES | PAGE 19

Meet Born in In the NL Match Works Sector

Luwam Zrimoriyam in Eritrea since 2015 with Foundation ‘Jong Ondernemend Fryslân’ as a project officer social work

If I had been born in the Netherlands, I might have become a professional football player. In Eritrea I played for eight years but there were not many opportunities to progress there. Here I sometimes play as an amateur. I would like to work with children, as a kindergarten teacher for example. But first I have to learn Dutch and follow a suitable education.

In December I started the MBO flex entry course at Friesland College. After this I am allowed to enter the MBO level 1 course.

In addition to the classes I take, I also have to do an internship. Thanks to NewBees I have found my internship. I now work one day a week as a project officer at the foundation Jong Ondernemend Friesland. I plan social activities, participate in the weekly team meetings. I have good contact with my colleagues with whom I practice Dutch.

Because of Corona, everything is online now.

That is a pity because I get to practice my Dutch less. Fortunately, I am in a WhatsApp group with my colleagues. We write each other almost daily. That is fun and educational.

Before I started, I was a little nervous.

Everything was new. Kibrom, my matcher at NewBees, calls me regularly and stays in contact with my internship. He makes sure everything is running smoothly. He has even been to some team meetings. I met him during a workshop organized especially for Eritrean women in Leeuwarden. That’s where I live, with my son. This workshop and NewBees' online workshops have given me valuable information about working in the Netherlands. NewBees plays an important role in my future.

5 YEARS NEWBEES | PAGE 20

Meet Born in In the NL Match Works Sector

Khayat Abdul Salam in Syrië since 2015 with Mikado as a supervisor care

I study Social Work at the Hogeschool van Arnhem and Nijmegen. Every year the school requires us to do an internship. I had been studying for six months and had not yet found an internship when I met NewBees on the theater project 'Hoe ik Talent voor het Leven Kreeg'. I went for an intake interview with Hussein and Bastiaan and told them about my ambition, that I like to work with newcomers. They arranged an internship for me at the Mikado Foundation.

I had never worked with the elderly or with people with mental illness. It was a challenge for me. Bastiaan advised me to gain a new experience. I am glad I took his advice.

I work two days a week. One day I accompany the elderly in activities, such as gardening or carpentry. The other one I'm working on a project for newcomers. Within Mikado I started organizing workshops, with information about, for example, the education system, and about the Dutch culture and rules. That is going very well.

Up until now I have been getting good grades. Studying takes me a lot of time because everything is in Dutch. After my studies I could work for the probation service. But maybe I'll study law. I aspire to a role in politics, where my involvement with vulnerable people, including newcomers, would bring about positive social change. It is still too early for me to make a final decision, but I know that nothing is impossible in the Netherlands. That gives me peace of mind.

5 YEARS NEWBEES | PAGE 21

Meet Born In the NL Match Works Sector

Maryam Jalaly Sara in Iran since2010 with Vrije School as a class assistent education

In Iran I was a teacher. Here I would also really want to work with children, because they are the future. But first I have to learn Dutch. When I have my B1 diploma, I will do an internship, maybe at the Vrije School. At the moment I volunteer there one day a week.

When I finally got my residence permit after eight years of waiting, I immediately started taking language classes at the NVA in Amersfoort. That is where I met Ibrahim. He told me about his job as a matcher. When he asked if I would be interested in a volunteer position at the Vrije School, I did not hesitate for a second. I immediately made an appointment with NewBees, where Ibrahim and his colleague Linda prepared me for my job interview. Almost immediately after the interview I could start as a class assistant.

I go to the playground with the children and teach them crafts. At the moment everything is different, because of Corona. I can continue with my traineeship at the Vrije School for as long as I want. After my internship I might be able to get a job here as a teacher. But first I have to speak better Dutch. Working helps to learn the language and get rid of barriers. I stay in touch with my colleagues. We learn from each other. I believe that if you want to achieve something, you always find a way.

5 YEARS NEWBEES | PAGE 22

Meet Born In the NL Match Works Sector

Angellah Nantume in Oeganda since 2017 IBT Marktet Research os researcher services

In Uganda, I studied Business Statistics and worked at the Uganda Bureau of Statistics.

During my intake meeting with Gert, I discovered that in addition to his work as a matcher at NewBees, he also deals with data and statistics. Gert understood me immediately and arranged a traineeship for me at IBT Market Research. Since August 2020 I have been working there four mornings a week.

In the beginning I found it difficult when I did not understand something at work or during meetings. This is not only because of the language, but also because I conducted other types of research in Uganda. The technology there is also different. Gert has given me a Dutch book on market research, so that I better understand the terminology and processes. I am so grateful to him. At IBT my professional knowledge is increasing and I am building my network.

Thanks to NewBees my dream is becoming increasingly attainable: finding a good job in my field. My diploma has recently been valued at HBO level. Now I want to continue studying at the university, but I need language level B2 for that.

I recently started following the B2 program through the municipality of Zaandam. My motivation to continue has been strengthened by the inspiring workshops from NewBees, about discovering your passions, developing your talent and acquiring skills.

Working, studying and having three children is a lot sometimes, but it is not enough to just take language lessons. My speaking skills only really improve when I get to chat with colleagues at the coffee machine.

5 YEARS NEWBEES | PAGE 23

Meet Born In the NL Match Sector

Ansam Salam Khazaal Aldulaimi in Iran since 2016 previously Humanitas, now looking social work / retail

I worked as a volunteer at the Humanitas Foundation until the end of 2020. Now Nagham, my matcher at NewBees, is looking for a new traineeship for me. Due to Corona, this is a bit more difficult. But I am confident that she will find something that suits me.

I met Nagham during an activity afternoon at the Zuidplein Theater in Rotterdam. I go there regularly. Well, not at the moment.

Nagham helped me with my application to NewBees, to make my CV. She also helped me with the volunteer contract at Humanitas and with all the administration concerning integration.

Nagham understands me well and knows that I like to tidy things up, for example.

Nicely placing products on display in a store is really my thing. My mother taught me to sew. I could do something with that too. And I like to cook. That is what I did at Humanitas. I even learned to cook Dutch food; it's easier than Iraqi dishes.

In Iraq I was a housewife. I came to the Netherlands without any work experience.

Here I discovered how much fun it is to work.

In addition, being in touch with colleagues is a great opportunity to practice the language. I take language lessons two days a week, at the moment these are online. It is going well and I hope that I can start a traineeship soon.

Nagham contacts me regularly. I can call her anytime. That is very nice. Here I feel like a complete human being. I feel safe.

5 YEARS NEWBEES | PAGE 24

Meet Born In the NL Match Works Sector

Nahom Desale in Eritrea since 2015 with garage& NewBees as a car mechanic & as a matcher social work & engineering

With a heavy heart I had to quit my career as a professional cyclist after seventeen years. Corona ruined the 2020 season and my future became uncertain. As a young boy in Eritrea I had always been interested in cars. That's why I want to become a car mechanic.

My application with the ROC is still ongoing. I was supposed to start in January but because of Corona it will be September.

That is, if they accept me. Apparently I am too old for an MBO course, and soon I may be too ‘expensive’ for the labor market. I hope it works out.I have my B1 language diploma, I want to work, to participate, not be dependent on benefits. I have another meeting with the school. I will explain to them that I want to become an entrepreneur. In any case, in the meantime I don't want to sit still, so I am already doing an internship two days a week at a garage where I learn a lot and have nice colleagues.

Margaret, my colleague at NewBees, helped me with my CV. I am happy and grateful for everything I am learning from Margaret.

One day a week I work as a matcher at NewBees. I use my own experience to help other newcomers. In addition to a language course, I recommend following a traineeship, such as NewBees offers, or exercising at a sports club. I came into contact with Dutch people through cycling. I have built a network, practiced the language and gotten to know the culture.

No matter what happens, I stay positive and look at everything and everyone around me with love.

5 YEARS NEWBEES | PAGE 25

ALSO WANT TO EMPLOY THE TALENT OF A NEWBIE ?

Our traineeship in a nutshell

NewBees makes 'Matches that Matter', between newcomers in the Netherlands and local organizations and entrepreneurs.

Talent, practice and equality are central to the NewBees traineeship.

We match newcomers to an organization and position that matches their ambitions.

During the traineeship, newcomers get to know the local work culture and build a network. They also practice the Dutch language. And they immediately add value by dedicating themselves to the objectives of the employer who offers their traineeship.

During the course of the traineeship our matchers are available for questions; both from the newcomer and the employer.

Newcomers follow workshops about working in the Netherlands. We guide companies and organizations towards a more inclusive workplace by organizing different advisory processes, including diversity and inclusion workshops.

NewBees is an inclusive company, half of which consists of newcomers. Based on that experience, we provide advice on the do's and don'ts of inclusion.

Akram, Amjad, Angellah, Ansom, Luwam, Nahom, Salam & Sara - Thank you all very much for your openness and wonderful stories!

The portrait photos were taken by Mo Alzoabi. Check out more of his work at www.alzoabi.nl.

5 YEARS NEWBEES | PAGE 26

TO FI ND OUT MORE GO TO NEW-BEES. ORG/ BEDRI JVEN

RECIPES FROM OURMATCHERS You’ll want seconds!

5 YEARS NEWBEES | PAGE 27

Syrian Baba Ganoush Ingredients

2 large eggplants 1 clove of crushed garlic with a little salt 1 small tomato, cut into little pieces 2 tsp finely chopped parsley 1,5 tsp walnut pieces 2 tsp pomegranate molasses 1tsp lemon juice Pepper and salt

Preparation

With a fork, poke holes in the eggplants and grill both sides in the oven until soft on the inside. About 10-15 min.

Allow the eggplants to cool and remove the burnt skin.

Cut the eggplant a few times across the width to avoid long strands of eggplant and mix it with the rest of the ingredients.

Season with salt and pepper and more pomegranate molasses and parsley if desired.

5 JAAR NEWBEES | PAGINA 28

Arab Amaweh Ingredients

1 cup of flour 2tablespoons of cornmeal 1tablespoon of yeast 2tablespoons of sugar ¼ tablespoon of baking powder 1 cup of water 1 tablespoon of Vanilla Syrup Cooking Oil

Preparation

Combine the flour, cornmeal, yeast, sugar and baking powder in a container. Mix water and vanilla and add. Mix until smooth with a whisk, cover and let rest for 3 hours.

Heat the sunflower oil to 185 degrees Celcius in a cast iron pan on the stove (or turn on the deep fryer). Make small balls of the dough and deep-fry until cooked.

Serve with syrup.

5 YEARS NEWBEES | PAGE 29

2017: Match in a community garden in Amersfoort

2018: NewBees presents for local entrepreneurs in Amsterdam

2018: Match with healthcare institution Cordaan in Amsterdam

Making matches with a lasting impact is something we do not do alone, but with our partners, collaborating organizations and municipalities.

What does our approach mean for companies, for example?

5 YEARS NEWBEES | PAGE 31

Anne Marleen de Jong, business producer Photographer: Marlissa Hilkmann

Rehearsals 'Hoe ik talent voor het leven kreeg' photographed by Mo Alzoabi

Floris van Delft, artistic director Photographer: Marlissa Hilkmann

HOW DO YOU BUILD AND SUPERVISE AN INCLUSIVE TEAM AS AN EMPLOYER? THEATER PRODUCER ‘WAT WE DOEN’ SHARES ‘Hoe ik talent voor het leven kreeg’,based on the book with the same name by Rodaan Al Galidi, premiered on February 14, 2020. Theater, music and dance came together in this performance, played by a large cast of actors and musicians, including dozens of newcomers.

Artistic director Floris van Delft and business producer Anne Marleen de Jong talk about this special project, and what it meant to them as an employer to build and supervise an inclusive team.

A total of 175 actors were on stage. The selection of the group of actors worked as a kind of “open hiring” model. “A large part of the actors were introduced

by NewBees,” Floris begins. “In doing so, we were not the ones selecting. At the end of the selection days, the actors were the ones who decided if they wanted to participate.”

NewBees guided the actors through the traineeship. In addition, NewBees also supported the organization WAT WE DOEN itself. “Both in terms of working with our trainees, as with the people who were employed by us” says Anne Marleen. “We ran into quite a few things. For example, players who found the process so intense that they couldn't get it out of their heads and would go over it again and again, 24 hours a day.

NewBees helped us to deal with situations like that. But they also helped with recruiting newcomers into our own organization.”

WAT WE DOEN had several vacancies.

Anne Marleen: “We had thought about what the team should look like beforehand. We were looking for specific profiles, competencies and experiences.” NewBees nominated people from its own network and advised WAT WE DOEN to look at the applications with an open mind. Anne Marleen: “In the end, we re-evaluated all vacancies and hired people based on their values, their ambitions and their talents, rather than their knowledge of Microsoft Office.”

Floris looks back on the applications: “I remember that we asked, for example, whether people were familiar with Excel.

Competencies that we thought were indispensable for a producer.” It soon became apparent that knowledge of computer programs was less important than we thought. Floris: “Human knowledge is what counts. This is how two great matches were created.

Seeryz and Mo did not tick all the boxes of the vacancies they applied for, but we saw their talent and hired them as producer and photographer.”

Sometimes WAT WE DOEN would be faced with different customs when it comes to communication. Anne Marleen: “We were working with a whole new group, with its own dynamics, its own issues. For example, when some people say ‘yes’, do they really mean ‘yes’ or is it unusual for them to say ‘no’ in a direct manner? The latter can be hard to deal with for direct Dutch people.”

Floris adds: “As an organization, we are used to placing very open assignments with the team, a co-creation mode. But that doesn't always work; this time many people in the team preferred a tight framework and structure.

NewBees helped us to understand this and to shape it. It was important to find the right language. By this I mean how do we actually understand each other, how do we connect with each other?” It soon became apparent to WAT WE DOEN that without providing a context, you do not reach anyone. Floris: “We decided to briefly explain the project and get down to practical work as soon as possible. The work was mainly physical. You don't need words for that.”

atmosphere. Stop and discuss with each other what you are doing. Is this the best way for everyone to work together and achieve the goal?”

Anne Marleen adds that this is the main reason why the whole project turned out so well. “Not only the final product, but also the process leading up to it was good. Everyone exuded that. It had an irresistible and palpable effect on the people around us.”

During and after the performance, the audience was noticeably impressed.

After the play, NewBees, together with partner OpenEmbassy, organized workshops for employers, managers and organizations interested in inclusion and the benefits of a diverse team. The focus of these workshops is on facilitating and managing an inclusive workplace.

“Our own mental frames sometimes get in the way” 'Hoe ik talent voor het leven kreeg' came to an abrupt end because of Corona. Anne Marleen and Floris hope to continue with the project after Corona. All those involved in the project, such as the actors and partners, believe that they should continue. Anne Marleen: “We have to set everything up all over again. From fundraising to sales.

We are working hard on that now. Of course we don't yet know how the situation with Corona will evolve; around March it should become clear whether or not we can continue next year.”

What would WAT WE DOEN want to pass along to other employers? “That it's actually not that complicated to work with someone from a completely different background” says Floris. “We have all the tools we need to make it work, but our own mental frames sometimes get in the way.”

He states that it pays to enter into a process with openness, awareness of others and attention for everyone. Floris: “This is how we have created a safe atmos

5 YEARS NEWBEES | PAGE 33

NewBees offers three practical tips for employers to start being more inclusive, drawing on the experiences from WAT WE DOEN.

1

Why inclusive entrepreneurship?

The Netherlands is a diverse country. If you want people to buy something from you, come to work for you, or if you want to offer them services, it's important that you understand and can appeal to that diversity. As a municipality, for example, you need to be aware of what is important to residents and what is on their minds.

2

Hoe neem je een diverse groep mensen aan?

If you want to attract a diverse group of employees, try to look closely at your own organization. Are there things you expect from new hires that might deter diverse applicants from applying? Or are they even able to find the vacancy at all, since it is always published on the same platforms?

3

Where do you start with diversity?

And are you ever done?

As a company you need to do more than simply recruit diverse colleagues.

Working towards an inclusive enterprise is a process, not a project.

The diversity of our environment changes

How else can you ensure that services are compatible? It helps if the diversity of your residents is represented in your own organization. In addition, a diverse workforce leads to more new insights and creative solutions; as a team you are less inclined to all have the same blind spot.

If we look at the example of WAT WE DOEN, it appeared that Seeryz understood the “customer group” of actors well.

Read the vacancy carefully to analyze whether all the competencies mentioned are really necessary to fill the position. It is often very refreshing to let go of a vacancy script and to think about which values and drives are important for the organization. Those provide a good starting point for a deeper conversation when people come to apply for a job.

She was able to respond to their needs and to hold them accountable for their responsibilities. She did not do this by email and with excel, as was usual for WAT WE DOEN, but by telephone and whatsapp; a way of communication that suited the target group better. The communication that Seeryz managed to establish with the actors was essential to the success of the performance.

processes they were so used to did not provide them with the people they needed to successfully organize this project. Seeryz and Mo not only helped expose blind spots, but also added a lot of value with their unique way of doing and thinking.

In the example of WAT WE DOEN, you can see that the standard recruitment ;s;s;

changes constantly, and so do the ways in which companies can best apply this diversity in an inclusive way. It's a marathon, not a sprint!

That is why NewBees not only guides companies by giving workshops, but also by embedding inclusion design in organizations. And of course by designing traineeships for newcomers at companies and organizations.

Floris, from WAT WE DOEN, describes this as a mountain hike; it is not until you reach a summit that you can see where the path continues. You then adapt to that as an organization. If you do that well, the view becomes more and more beautiful.

BE WELCOME WORKSHOP What do diversity and inclusion mean in the workplace? And how do you do that? How do you make inclusion practical? How do you get your colleagues on board? What are the benefits? Discover how diverse and inclusive your workplace is with the Be Welcome Workshop. More information: www.new-bees.org/bedrijven-workshop-inclusie 5 YEARS NEWBEES | PAGE 34

Performance 'Hoe ik talent voor het leven kreeg' photographed by Raymond van Olphen

GREAT INITIATIVES

Scrumptious dates from Palm Dates Ibrahim Ghaleb grew up in the land of dates: Saudi Arabia. Since he can remember, he was surrounded with many different varieties of dates. Once in the Netherlands he missed his favorite fruit. He could find very few high quality dates here, and the ones he did find were only of one variety. Because of his love and passion, Ibrahim set up Palm Dates.

From the soft Sukkari date to date jam, from the Medjool date to dates with chocolate and truffle - Palm Dates has it all. Our team feasts on them!

Do you also fancy high quality dates?

Order your dates at www.palmdates.nl.

5 YEARS NEWBEES | PAGE 36

Photographer Mo Alzoabi

People are different from the system...

Syrian Mo Alzoabi is a theater photographer. He took the most beautiful action and portrait photos for theater organization WAT WE DOEN and the show “Hoe ik talent voor het leven kreeg”. Mo photographed newbies in his unique style for this magazine as well. Mo has lived in Amsterdam since 2016 and enjoys taking his camera everywhere. His expertise is portrait photos, but he can also capture groups and action photos like no other. Because of his disarming manner, he manages to capture the essence of his subjects.

... and the journey is more difficult than expected. Except for unexpected rain showers, the Aldi and the sea, Semmier Karim had little experience with life in the Netherlands outside the asylum seekers’ center. After waiting nine years for a residence permit, he ends up in the real Holland, that of its inhabitants, not that of the system. It becomes a search for himself, the boy he has gradually lost, and for the home he so longs for.

Along the way, the people turn out to be different from the system, and his journey more difficult than he thought.

Who are the Dutch? Will Semmier find his way?

Are you looking for a beautiful piece of art, or have a photo assignment to fulfill?

Contact Mo at www.alzoabi.nl.

Holland was released in February 2020 and written by Rodaan Al Galidi. It is a sequel to his earlier book “Hoe I Talent voor het leven kreeg”. Order ‘Holland’ at www.rodaanalgalidi.shop.

BY FELLOW ENTREPENEURS

Try Safa’s Kitchen Safa was born in Damascus and came to the Netherlands in 2014. In Damascus she was manager of a large food company.

Safa: “When I came to the Netherlands I had to reinvent myself. I had to find something that could support myself and my family and that would help me find my passion. Now I cook in my own style with a lot of passion. It makes me happy when people like my food, because it allows me to give the Dutch people a taste of the special Syrian culture. To share the special flavors of my homeland with the people here gives me great satisfaction.”

Also want to try Safa's Kitchen? Order at www.safaskitchen.nl!

Saffron is glory & love In Persian culture, saffron is a symbol of beauty, glory and love. According to Farzaneh Nikjou, the spice reflects the characteristics of the Iranian people.

Now that she has lived in the Netherlands for several years, her goal is to portray a different image of Iran to the Netherlands, Europe and the world.

And all this through saffron. Her family members are saffron farmers in eastern Iran. They grow saffron organically in the unique climate without using chemicals. All family members work together and help each other. Farzaneh wants to introduce saffron as something that everyone can use in their dishes; one of the best spices with a unique taste.

Read ‘De NIEUWSTE Amsterdammer’ The words asylum seeker, refugee and displaced person are still too rarely associated with talent, passion and drive. 23 current and recent residents of the Amsterdam asylum seekers' center are changing this with 'De Nieuwste Amsterdammer'. In this newspaper they can express their talent and potential and share their perspective. Their plea?

“Think of us as bearers of good luck, looking for a way to contribute.”

Order your free newspaper at www.denieuwste.com. And for just a little bit extra, the newspaper is delivered to other households for free, in order to reach people who are still unfamiliar with stories by and of newcomers.

Order saffron and Persian tea at www.farzansaffraan.nl

5 YEARS NEWBEES | PAGE 37

2019: Team day with all of our colleagues

2020: Teamday on Zoom

2019: Sheelan and Shatha on the team day

Everything NewBees does is about people. Therefore, NewBees believes it is important to report not only financial results of the traineeship, but also the human and social results, such as well-being, self-confidence and pride.

5 YEARS NEWBEES | PAGE 39

MEASURING IS KNOWING HOW AND WHY MEASURE SOCIAL IMPACT? Together with the Impact Institute, NewBees has been providing insight into its impact for about four years. Not only its impact on newcomers, but also the impact on companies and organizations, the government and society in general.Sven Renon, of the Impact Institute, talks about how this impact is measured. He also gives two important reasons for looking at results this way.

Measuring social impact, how do you do that?

“At the Impact Institute, we use an approach that identifies the value an organization creates for different stakeholders. This is the Integrated Profit & Loss (IP&L) formula, a statement that expresses social and societal values simply, in euros. So with this approach, we look beyond just financial impact, but also include complex impacts, such as different components of well-being.”

calculate the impact of NewBees' activities. We can quantify and value non-financial impact by cleverly bringing together existing research and frameworks, such as the Social & Human Capital Protocol. We also make use of large data sets such as the European Social Survey. With a statistical analysis based on this data, we can, for example, estimate the wellbeing that having a job creates. " How does NewBees measure its impact?

specifically

“NewBees is a forerunner in the field of impact measurement. Last year we converted the knowledge gained into a digital tool that allows NewBees to measure its own impact and have visual insight. This allows NewBees to do a separate analysis for each of its locations and learn how traineeships impact people and businesses, depending on the location or municipality. That is how we were able to say, for example, that in the year 2019 in Zaanstad, the added value of NewBees was more than 1 million euros.

The 2020 impact reports will be published in the first half of 2021.”

What can you as an organization do with the impact measurement?

“Measuring impact helps you as an organization to learn about what you are doing and how you can improve your work. This is because the method forces you to look at your activities in a structured way and then analyze them: How are you really creating value as an organization? And what are the effective elements of, for example, a traineeship?

This will give you insight into the main drivers of your impact. These are things that you, as an organization, can tweak to in order to manage your impact. This process can also lead to new insights.

The impact analysis gave NewBees the insight that although the Dutch language skills of most participants did improve during the traineeship, this impact was very limited. It was not proportional to taking Dutch classes, for example.

That is one of the reasons that NewBees is now working with a partner to link language and the traineeship to each other.”

Why is it important to express these social values in euros?

“Commonly, the success of a company is only determined by looking at its financial story, while it is actually the non-financial impact, such as health, well-being and social ties that really matter. By expressing these impacts in euros, it is possible to compare different types of impacts, and thus also demonstrate exactly how much social impact is being created. This makes it visible and tangible how important it is that there are organizations such as NewBees.”

What are the approach and the conversion based on?

“We have been working with NewBees since 2018. Together we have developed innovative models to calculate 5 YEARS NEWBEES | PAGE 40

Positive net result The total estimated added value per traineeship, divided among five stakeholders (participants, companies, government, NewBees as an organization, and the rest of society), was more than EUR 20,000 in 2019. That is ten times more than what a traineeship costs. The representation of added value in euros clearly shows how much a traineeship contributes.

Want to know more about this impact measurement and how much value NewBees adds to your area? Visit www.new-bees.org/impactmeting.

800 1100 -1900

Annual impact as calculated at a location with approximately 100 participants on an annual basis (in Dutch)

What does an impact analysis mean for stakeholders?

What result of the impact measurement did you find most surprising?

“By measuring impact, you can make it clear to different stakeholders how much value you are creating for them.

This way you can also show how impact develops over the years. This helps to strengthen the relationship with stakeholders. In the case of NewBees, for example, the impact analysis shows that they create net positive financial value for the government, a key stakeholder of NewBees. Internally, the results of the reports are also interesting. It is motivating for (potential) employees to see how daily work activities contribute to a positive impact.”

“The impact analysis showed that for the companies involved there are also considerable costs involved in supervising trainees. NewBees is open about this; they think it is important that an organization can and wants to invest that energy. This way, integrated reporting and the transparent sharing of all results helps to strengthen communication in different ways.”

Sven Renon of the Impact Institute

5 YEARS NEWBEES | PAGE 41

2020: Coordinator's Day with 1,5 meters distance

2019: Understanding impact event, as a way to prepare for new legislation

2020: Matcher Ibrahim at work

DIFFERENCES IN ALL THEIR GLORY A CONVERSATION WITH ANNEMIEK DRESEN & DORIEN MARRES

5 YEARS NEWBEES | PAGE 43

Annemiek: “We strongly believe in this way of working together. We see diversity as a given; society is diverse.

Inclusion is how you deal with this diversity. How do you make sure that differences can exist in all their glory, that every talent comes into its own, every idea is seen? That's what we do at NewBees.”

Dorien: “An important addition to this is that it is, of course, a two-way street. In society and therefore also in every workplace. We give workshops to newbies about working, but we also give workshops to employers about inclusion and about how to deal with differences in an equal way. It's not like one is doing the other a favor. It only works if both parties benefit from it.”

Annemiek and Dorien are at the helm of NewBees. A diverse organization, where everyone is passionately committed to an equal and inclusive Netherlands.

How do you do this, what do you run into? And above all, how do you ensure that the common goal is safeguarded in a fastgrowing organization? Two women, one shared vision.

"Many of our employees Dorien: describe NewBees as a family. Perhaps a somewhat strange term, but we are a close-knit crew. It doesn't just feel like an organization, or like colleagues. It also feels like a community of sorts. We work towards a common goal; to empower people."

Annemiek: Together’ is an important aspect of how we work. None of our matchers can work alone, all of our available networks and talents are needed. As are our different ways of thinking. It is precisely this mix that allows us to fully commit to what we do.

That is; creating traineeships for newcomers with local entrepreneurs and organizations."

Dorien: “We believe in participating by working. Half of our team are newcomers themselves. They are also experts by experience, and role models for newcomers. The combination of a local expert and a newcomer expert means that our teams sometimes come up with the wildest ideas. With solutions that I could never have come up with myself, because I know nothing about it, or am not familiar with the problem at all. Our matchers do have this knowledge.”

5 YEARS NEWBEES | PAGE 44

“In many organizations, Annemiek: inclusion is becoming increasingly important. Whether you are a bank, theater group, municipality or hairdresser. Your customers are a diverse group. You can only really serve them if that group is also well represented internally. At NewBees we benefit from this every day. With that practical experience, we want to inspire. Not only employers, but also government and policy. NewBees, with ten nationalities in a team of almost 50 people, also serves as an example. It is precisely because of all these different cultures, personalities, experiences, training and working methods that we are where we are today. We are proof that inclusion can and does work better.”

Dorien: “Inclusion is the conscious use and positive appreciation of all complementary qualities. Think of a salad. With 20 ingredients you make a much tastier salad than if you only have two. From my role as operations director, I also use this line of thinking; ‘Ah nice, we didn't have that flavor yet.’

If you can really feel and experience this

What is true equality?

Dorien:“I'm not helping you, because you're just as talented as I am. The only difference is that I'm from here. I've been here longer. So maybe I can give you some information. But we are equals. I can explain to you how things work here, but if I had come to your country, the roles would have been reversed. That's equality; essential in what we do.”

as an employer, but also as a civil servant and policymaker, then inclusive work is not difficult at all. In fact, you would be selling yourself short if you didn't bring in all those qualities when you know they are there. And sometimes not all diversity will work together; sometimes an ingredient won't go well with the salad. That's natural, that's part of it. But it doesn't mean that diversity as such doesn't work.”

Annemiek: “Through our traineeships we offer practical tools and support, which contribute to inclusion. Often commissioned by municipalities. Since last year, we have been working together with our language partner NLtraining, so that learning the language coincides with the practical experience of the traineeship. This way the language is also directly applied in practice.”

Dorien: “Those practical tools, that's NewBees in a nutshell. For example, in our pilot Zelf aan Zet, we organize neighborhood safaris in Friesland; on the road in the neighborhood. What can you do here? Where can you go with specific questions? If you have to do this on your own and you don't speak the language, it is very complicated. But thanks to our matchers who know the neighborhood well, newcomers are introduced here and there and can find a place to use and develop their talents.”

How do you safeguard your vision during rapid growth?

Dorien: “The key is to bring in the right people, people who share our values.

Then to give space for how they look at these values, for what they do with them, how they fulfill them. Within our team we see huge differences. And not everyone rolls out a process the way I would imagine, for example. But that's of secondary importance. I have always learned that there are many roads to Rome. As long as we agree that Rome is the destination. Even if we take different roads, we will meet there. In this way we remain a flat organization, where our tools and systems, such as our online platform and CRM system, directly support the implementation. This way the matchers can do what they do best; match. And keep it as practical as possible. Guiding people to work.

Putting talent and equality first.”

Pilot 'Zelf aan Zet'

NewBees’ online matching platform

NewBees in times of Corona

‘Zelf aan Zet’ is a pilot in Friesland in which NewBees and NLtraining guide newcomers who have been exempted from civic integration. This means that they do not have to take their exams because they have already taken many lessons. During the course we teach around fifty people from five municipalities the Dutch language and show them the local surroundings by linking participation and language.

After all, you don't only learn a language in the classroom, but especially in practice, for example in the community center. We also bring practice to the classroom through thematic lessons, which are given, for example, by local volunteer organizations. Together with the northern municipalities and our language partner NLtraining we are taking the best practices from here and elsewhere in the country. This in order to further shape and optimize our dual programs in anticipation of the amendment of the law.

NewBees' matches that matter are supported by smart technology. On our innovative platform, newcomers, together with our matchers, combine experience, knowledge and passion in a personal profile. We use this information to match newcomers with a suitable traineeship. The platform offers NewBees the opportunity to make a quick match that is a good fit. It facilitates participants in creating a CV and validating their skills in a Dutch context. The NewBees profile can be printed out as a beautiful CV that can be sent directly to future employers. In addition to supporting NewBees in finding matches, the platform also serves as a customer tracking system; municipalities and other clients can monitor the progress and results of NewBees' work. Both now and under the new legislation after January 1, 2022.

The contact between newcomers and matchers has never been more important than during corona. Our matchers are often the conduit between the corona information from the government and the newbies they know. The level of contact has remained very good, mostly online. All teams designed online workshops and made sure there are many contact moments; individually, but also in groups. We still make matches in the sectors that did not close, such as healthcare. Contact was therefore very central to us during this period, in order to create moments where people could continue to practice their Dutch and develop their talents.

Annemiek: “’Zelf aan Zet’ is a good example of a project in the spirit of the new integration system that will take effect on 1 January 2022: together with NLtraining, we seamlessly link language and practice. With the new Civic Integration Act, the control of integration will be returned to the municipalities, and much more room will be created for similar dual programs. I think that is a good thing.

We really see this as an opportunity to involve newcomers in designing civic integration together and, above all, in a practical way.”

Dorien: “So that newcomers can make the best use of their talents, and above all, that they can be happy. That's what it's all about in the end. I'm a huge fan of Aristotle. It's about succeeding. About becoming happy. If you succeed, if you can use your talent, only then are you happy. If you can stand up for your own rights, choose for yourself, shape your own life - then you can succeed. For me, that is the goal of civic integration, and my personal motivation. That newcomers have the opportunity to succeed. Fortunately, NewBees is a chronically positive club. Above all, we see a lot of opportunities.”

Annemiek: “Our goal is to make the Netherlands more inclusive, and to do so through the workplace by organizing traineeships in as many places in the Netherlands as possible. The new Civic Integration Act is a great way to get started in new municipalities. And a great opportunity for municipalities to approach this the right way. NewBees shows that if you organize integration in an inclusive way, everyone reaps the benefits; newcomers, employers, the neighborhood, the government and society.”

5 YEARS NEWBEES | PAGE 45

NEWBEES BREIDT UIT NewBees wants to more than double the number of locations where traineeships are offered, and consequently its positive impact.

In the coming years, NewBees will expand to new cities and regions, in the Netherlands and in Europe, on the way to an inclusive society.

NewBees for municipalities The new Civic Integration Act gives NewBees the opportunity to work with more municipalities. NewBees is participating in tenders at various locations throughout the Netherlands, and is offering dual programs together with language partner NLtraining. In addition, the NewBees traineeship continues to add value as an independent trajectory. This way, NewBees reaches as many newcomers in the Netherlands as possible.

NewBees for companies and organizations

With the traineeship, NewBees continues to focus on participation in the local workplace. NewBees offers employers guidance in successfully organizing and embedding an inclusive work culture.

During its expansion, NewBees maintains a strong focus on people, on a high-quality product and on serving partners and customers well.

PEOPLE

PRODUCT

NewBees focuses on the empowerment of PEOPLE. Not only that of traineeship participants and their colleagues, but also the empowerment of their own team.

NewBees' PRODUCT offers customization through the combination of personal contact and an innovative online platform. NewBees continuously develops its product.

Through NewBees, as many newcomers as possible are given the opportunity to apply their talent in a traineeship.

NewBees prefers to makes this happen as soon as possible after their arrival in the Netherlands. Participants value the traineeship with a 7 or higher.

The traineeship is tailor-made for each newbie. The local teams have the freedom and expertise to shape the traineeship in the most appropriate way for each talent.

NewBees' teams are inclusive and consist of at least 50% newcomers. This way, NewBees deploys a wide range of talent and (experience-based) expertise.

NewBees is a valued employer where people want to work. Our employees are very satisfied.

5 YEARS NEWBEES | PAGE 46

Dual programs bring language and participation together. They lead to successful integration and happy participants.

The NewBees online platform facilitates customization. It offers both clients and NewBees' teams a sustainable structure to monitor the traineeship and track results.

PARTNERS NewBees cares about its PARTNERS and provides appropriate solutions and services for clients in both the public and private sectors.

Employers are prepared with workshops to welcome trainees to the workplace and they receive intensive guidance on inclusion and diversity.

All municipalities in the Netherlands can make use of the expertise and customization that NewBees offers, whether through tenders, or in some other way.

Insight in impact and transparency is important to NewBees. The Impact Analysis provides transparency and is available to all partners and interested parties of NewBees.

2020: Match in Amsterdam

Special thanks to...

Everyone who shines in our magazine

With extra thanks to all the newbies who shared their story: Akram Altaweel, Amjad Almatni, Angellah Nantume, Ansam Salam Khazaal Aldulaimi, Luwam Zrimoriyam, Nahom Desale, Khayat Abdul Salam & Maryam Jalaly Sara.

And everyone else who contributed to this publication: Rita Noordzij,Jarik Bouw, Lesley Richardson, Floris van Delft,Anne Marleen de Jong, Sven Renon, De Nieuwste Amsterdammer, Palm Dates,Farzan Saffraan, Safa's Kitchen and our matchers with tasty recipes.

Ons redactieteam Iris Timmermans Nadia Schoenzwytt Annemiek Dresen Violeta Garín Nicky Kreté Mo Alzoabi

Editing Editing Editing Design Design Photographer

Copyright

All rights reserved. No part of this publication may be reproduced, stored in an automated database, or made public, in any form or by any means, whether electronic, mechanical, by photocopying, recording, or in any other way, without the prior written permission of NewBees.

Our partnersand supporters

Our awesome team at NewBees

Osama Fanous, Valerie van Lanschot, Semhar Hagos, Sacha Bouma, Mariëlle Truijen, Shatha Tamin, Gert Schouten, Lara Antaki, Hulya Karakol, Inge Kaaijk, Margaret Groenewegen, Nahom Desale, Sheelan Habash, Linda Rook, Ibrahim Ghaleb, Ali Abas, Claudette Paelinck, Hanne van de Riet, Maria Eghian, Souad Ammar, Noura Shamo, Hale Damra, Helen Zehaye, Nagham Farwati, Essam Alsaloum, Hussein Hassan, Bastiaan Kuijt, Seifu Alazar Misghina, Mohamad Khdeer, Geertje Postma, Kibrom Shimondi, Tesfom Ghirmay, Silke Huizenga, Mohamed Haj Ali, Alaa Hayatleh, Abdela Salh, Dorien Marres, Annemiek Dresen, Rob Schipper, Nicky Kreté, Nadia Schoenzwytt, Iris Timmermans, Peter Mohnen, Bodil Stelwagen, Winnie Groei, Lisette van Lunen, Zuleyha Atik, Arzu Dinler, Myrte de Bruijn & Cagdas Dagasan.

And the Board of the Foundation: Hanna Zwietering, Andrew Trythall, Mireille Goos, Moutaz Altaghlibi & Marloek Visser.

About the photos

With the exception of the portrait photos of newcomers, almost all photos in this magazine were taken prior to the corona crisis.

About NewBees

NewBees was founded in 2016 and is a social enterprise.

Mailing address: Chris Lebeaustraat 4, 1062 DC Amsterdam www.new-bees.org | info@new-bees.org

And of course thanks to all our local partners, without whom we cannot do our work!

5 YEARS NEWBEES | PAGE 48

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