Background and reason

The Dutch healthcare sector is under significant pressure due to a structural shortage of qualified personnel. At the same time, the Netherlands is home to many refugees with refugee status who are motivated to contribute to society and are seeking sustainable employment and development opportunities. The "Refugee Status Holders in Healthcare" project brings these two societal challenges together. By training refugees and supporting them in finding work in the healthcare sector, the shortage of personnel is not only alleviated but also fosters inclusion, participation, and culturally sensitive care.

Status holders in healthcare

Status holders in healthcare

The main goal of this project is to enable refugees with refugee status to enter the healthcare sector sustainably, enabling them to build a stable future and actively contribute to Dutch society. The project also focuses on reducing staff shortages in healthcare, providing appropriate training and practical experience, and strengthening culturally sensitive care. By employing healthcare professionals with diverse cultural backgrounds, we foster greater understanding, trust, and connection with clients who benefit from recognition of their language and culture. This also increases diversity and inclusion within healthcare organizations.

Partners and their role

The project is being implemented in close collaboration with various partners, each of whom plays a key role. Statushouders Nederland (Statushouders Nederland) ensures access to and mobilization of the target group. They provide information, guidance, and motivation for candidates, and offer language and cultural support. The Employee Insurance Agency (UWV) supports job placement and activation programs. In addition, the UWV facilitates access to subsidies and regulations for both employers and participants and provides administrative support for benefits and job placement. The Social Support Act (Wmo) plays a key role in the social support of status holders. Throughout all phases of the program, guidance is provided on participation, self-reliance, and daily functioning, with a focus on a healthy work-study-life balance. Familia Zorg offers work placements, internships, and practical guidance. They provide professional coaching and guide participants toward sustainable employment in healthcare.

Status holders - Newcomers

The project focuses on refugees with a recently obtained residence permit who are motivated to work in the healthcare sector. Candidates have a basic command of Dutch or are willing to invest in it and further develop their skills.

  • Approach and activities

    The program begins with recruitment and selection, where Statushouders Nederland (Statushouders Nederland) approaches and screens suitable candidates based on their motivation, language skills, and suitability for healthcare. During the preparatory phase, participants receive language support and take an introductory course that introduces them to the healthcare sector and the various career opportunities.


    Candidates then progress to a training and work-study program. Familia Zorg offers practical training and supervised work-study placements, potentially combined with a vocational (MBO) program. The Employee Insurance Agency (UWV) supports this process with training budgets and regulations. During the internship and work phase, participants gain practical experience under professional supervision, with regular progress evaluations. The program concludes with a permanent placement in a paid position. Even after placement, Statushouders Nederland remains involved through aftercare and support.

  • Wmo support

    Support under the Social Support Act (Wmo) is available throughout the entire process. This focuses on social participation, strengthening self-reliance, and creating stable conditions for success. This integrated support reduces the risk of dropout and fosters sustainable employment pathways.

  • Expected results

    The project leads to improved social participation and greater self-reliance among refugees. A significant number of participants participate in a work-study program, many of whom transition to sustainable employment in healthcare. Furthermore, the project contributes to a visible improvement in culturally sensitive care and to reducing staff shortages within healthcare organizations.

  • Planning

    The first two months involve candidate recruitment, followed by intake and screening. The preparatory phase, including language support and introduction, takes place in months two and three. The work-study programs begin in month three and continue until month twelve. Internships and work experience take place between months four and twelve, followed by evaluation and transition to permanent placement in the final phase.

  • Success factors

    Key success factors include the use of Wmo support, intensive guidance and aftercare, and strong collaboration between all partners involved. Furthermore, the availability of subsidies and training budgets, as well as flexible work-study programs tailored to language proficiency and experience, play a crucial role.

  • Risks and control measures

    Potential risks include language deficiencies, dropouts during the program, and a shortage of work-study positions. These are mitigated by additional language training, intensive coaching, a buddy system, and by collaborating with multiple healthcare institutions.

  • Evaluation and monitoring

    The project's progress will be evaluated semi-annually based on participation, progression, and satisfaction of participants and clients. Feedback on the culturally sensitive care experience will be incorporated and reported to all partners and funders.