A roundtable dialogue on Refugee Workplace Inclusivity in Kenya identified the private as a critical actor in the unfolding efforts in Kenya to integrate forcibly displaced persons into society. The dialogue took place in Nairobi on 22 July 2025, bringing together actors from civil society, and the private sector. The dialogue was hosted by the Federation of Kenya Employers (FKE), the Refugee Consortium of Kenya (RCK), and the Centre for Mediation in Africa (CMA) — with support from the International Labour Organization (ILO). This dialogue was part of a broader initiative under the ILO’s global PROSPECTS programme, which aims to enhance access to education, social protection, and decent work for both host communities and forcibly displaced persons. In Kenya, the Shirika Plan seeks to create an enabling environment for refugee inclusion in formal employment, while supporting social cohesion and regulatory alignment.

The dialogue builds on a year-long partnership between CMA and the ILO, which began in March 2024. As part of this collaboration, CMA facilitated consultations with sixteen social actors across Kenya — including government agencies, refugee-led organisations, and employer associations. These engagements highlighted a key policy paradox in Kenya which has a relatively advanced framework for labour migration, but remains with  fragmented refugee policies, creating barriers for refugees seeking formal employment.

These consultations identified employers and employer organisations, and the private sector more broadly, as critical change agents in bridging this gap. They can play a key role in shaping inclusive workforce policies, and are also essential in advocating for practical reforms that support refugee inclusion while ensuring compliance with national labour laws. Not only this, the timely interventions by the private sector can avert violent conflict.

Globally, countries that have successfully integrated refugees into their economies have seen benefits such as filling skill gaps, improving workforce diversity, and expanding local demand. But without adequate planning and support, integration can also strain resources and lead to tensions and instances of conflict, xenophobia, and even violence. 

In Kenya, the FKE and RCK, in particular, were pinpointed as strategic partners to lead in raising awareness, demystifying the Shirika Plan, and lobbying for its broader implementation. Speaking at the dialogue, Mrs. Jacqueline Mugo, Executive Director and CEO of FKE and President of the International Organisation of Employers (IOE), emphasised the global significance of the conversation. She noted that decent work deficits remain a challenge worldwide, yet refugees often play a vital role in enhancing local economies. Professor Cori Wielenga, Director of CMA, also reinforced the importance of employer leadership in shaping the future of the Shirika Plan and in anticipating the short to long term implications of this integration process.

There was strong consensus among participants that the private sector will and should play a pivotal role in the successful rollout of the Shirika Plan. To support this, three key priority areas were identified: first, to demystify the Shirika Plan and clarify its provisions for employers; second, to help businesses understand and manage both the short- and long-term impacts of refugee inclusion on workplace cohesion; and third, to strengthen workforce planning and operational preparedness within the private sector.

Looking ahead, the Federation of Kenya Employers (FKE), the Refugee Consortium of Kenya (RCK), and the Centre for Mediation in Africa (CMA), in partnership with the International Labour Organization (ILO), will lead targeted engagements with employers and business associations across the industries. These initiatives will focus on equipping employers with tools for conflict resolution and inclusive workplace management, laying the groundwork for the successful integration of refugees into Kenya’s formal economy.