By Madeline Arkins, UIIN
Entrepreneurship is increasingly hailed as crucial for a dynamic economy, offering potential for job creation and economic resilience amidst the rise of automation and longer life expectancy[i]. For newcomer women, however, the path to entrepreneurship is fraught with unique obstacles.
Social networks are a critical asset for any entrepreneur, not merely as a source of job leads but also as a means of integrating into the business culture of a new society. Starting over in a foreign country brings myriad challenges, especially in finding employment. Many newcomers arrive equipped with valuable skills and credentials from higher education institutions in their home countries, yet integrating into a new economy and culture can be daunting. Here, mentorship becomes a vital bridge, providing the human connection needed to navigate the complexities of a new labour market.
Barriers to entry
Newcomers, especially women and those from marginalised backgrounds, frequently encounter significant barriers upon entering the workforce. Research shows that these challenges often include limited social networks, labour market exclusion, and hurdles in credential recognition.
- Credential recognition: One of the primary challenges for many newcomers is the difficulty in having their qualifications and skills recognised in a new country. This often requires them gaining additional local qualifications to demonstrate their capabilities. This process can trap skilled individuals in roles below their actual capacity, perpetuating a cycle of devaluation and underemployment.
- Isolation: Social isolation can intensify these challenges. For example, integration into both society and the labour market is greatly hindered when individuals lack access to networks that can provide information, job leads, and cultural insights. This is particularly true in Western societies, where labour markets are formalised and competition is stiff.
- Gender bias: For women newcomers, the challenges can be compounded due to discrimination, such as gender bias, which can funnel them into specific, often lower-paying roles in domestic or care sectors and undermine their professional aspirations. Moreover, if, for example the newcomer is fleeing from crises, the closure of schools and childcare facilities create a situation where many women find themselves tasked with additional childcare and home-schooling duties alongside their professional life.[ii] This disproportionate increase in unpaid labour can greatly limit women’s availability for career advancement or development in a new country.[iii]
Mentorship as an equaliser
In this way, mentorship programs provide more than just guidance; by creating connections between newcomers and established professionals, mentorship can also offer access to the social networks that are essential for career advancement. Crucially, mentors can open doors to new opportunities by introducing newcomers to their own professional circles. The concept of “weak ties” is especially important in this context.
Strong ties—such as family and close friends—tend to provide emotional support, but it is the acquaintances, or weak ties, that can offer a ‘bridge’ to new opportunities and networks.[iv]
For newcomers, developing these weak ties is crucial; they are key conduits through which knowledge about job markets and entrepreneurial opportunities flow. In this respect, mentors offer a bridge—not just to employment, but to understanding the nuances of local customs and work practices.
Moreover, mentorship tailored to the needs of women can confront gender biases by empowering them with the skills and confidence to pursue broader career paths or entrepreneurial endeavours. Programs that provide peer mentoring, or mentors who share a common identity with their mentees, can be particularly impactful by offering relatable experiences and guidance grounded in shared contexts.
Recommendations for mentors
- Cultural awareness: Both mentors and mentees benefit from a keen awareness and understanding of cultural differences and expectations. For mentorship to be effective, mentors need training to understand the cultural background and unique challenges faced by their mentees. This understanding fosters empathy and builds trust—a foundational element for any successful mentorship relationship.
- Open communication: Mentorship structures that encourage open communication and set realistic expectations from the outset are essential. This includes recognising the need for trust-building and respecting diverse life rhythms shaped by the migrants’ past experiences.
In conclusion, mentorship is not just a helpful addition but a critical component in the support systems for newcomer entrepreneurs. It transcends mere knowledge transfer, acting as a crucial support mechanism that can help dismantle barriers to integration and empowerment in new societies. When effectively implemented, mentorship can transform migrants’ potential into tangible success, fostering both personal growth and enriching the broader entrepreneurial landscape of host countries.
This article was informed by research insights from the Erasmus+ NatAlli project. For more information and the full report on “Challenges and Opportunities faced by Highly Educated Ukrainian Women in the Crisis” see www.natalliproject.eu.
[i] Kritikos, A. Entrepreneurs and their impact on jobs and economic growth. IZA World of Labor 2024: 8 doi: 10.15185/izawol.8.v2
[ii] Hune, D., Robledo C., & Scharapow, N. (2024) Challenges and Opportunities faced by Highly Educated Ukrainian Women in the Crisis. NatAlli Project https://natalliproject.eu/research/
[iii] Power, K. (2020). The COVID-19 pandemic has increased the care burden of women and families. Sustainability: Science, practice and policy, 16(1), 67-73.
[iv] Granovetter, Mark (1983). The Strength of Weak Ties: A Network Theory Revisited, Sociological Theory, Vol.1, pp.201-233.
