We know that diverse leadership supports innovation and creativity, as well as connections to diverse markets, clients, talent pipelines and supply chains. Diverse leadership is good for business and it’s especially good for public organizations that serve our increasingly diverse population.
With this in mind, Maytree and the Greater Toronto CivicAction Alliance launched a series of projects with the aim of changing the face of leadership in the Greater Toronto Area.
With DiverseCity Counts, we set out to put some numbers to our intuition. Over the years, we have looked at a variety of sectors in the GTA – elected officials, education, legal, the voluntary sector, the public sector, and the corporate sector.
What we have found is that our intuition was right. Our leaders do not look like our population. Just to give you one example, visible minorities make up 47% – nearly half – of the GTA’s population. And yet, when we look at governance boards, we see that visible minorities make up only 22% of government agencies, boards and commissions, 20% of education boards, 12% of voluntary sector boards, and a meager 4% of corporate boards. What’s more, these figures didn’t change much over the three years that we studied.
Now, we come to health care
Few values are as ingrained and widely shared by Canadians as our belief in and support for high quality public health care. On a societal level, physical and mental health are necessary for productive and engaged individuals and communities.
On an individual level, nearly all of us come into contact with health care services at some point in our lives, and most of us use these services throughout our lives.
Sometimes this is for preventative health care. Most often, unfortunately, we come to these services when we or our loved ones are sick. When we are sick, we are vulnerable. We are distressed. We must place an enormous amount of trust in the institutions that we turn to to care for us and to care for our families when we are in need.
This trust comes also with responsibility. The responsibility to recognize the needs of and serve all patients equitably and respectfully. The responsibility to reflect the community throughout the ranks of the institution. The responsibility to include the community in decision-making and governance.
While past Counts reports have focused solely on visible minorities, this edition broadens the scope of diversity to include sex/gender identity, visible minorities, disability, and sexual orientation.
- Women are well represented in leadership – Women make up the majority (61%) of senior management teams, and 40% of governance board members.
- Visible minorities are under-represented, but this varies widely between institutions – Only 16% of senior management and 14% of board members were reported as visible minorities. Four in ten institutions reported no visible minorities in senior management, as did nearly one-fifth of boards.
- Few people with a disability in leadership – Across the health care sector, in senior management and on boards, only 1% of leadership was reported to be people with a disability.
- Few lesbian, gay, bisexual or queer (LGBQ) individuals in leadership, with a few exceptions – About 3-4% of leadership were reported as LGBQ individuals, though this includes a few institutions that reported many individuals, and a majority of institutions that reported none.
Why it matters
It is incumbent on our health care institutions to reflect the public in its services, in its decision-making, and throughout their organizations. In fact, leading health care institutions are doing just that.
In 2010 nearly 80% of Ontario hospital boards reported board recruitment practices that aimed to reflect the diversity of the communities they serve (Governance Centre of Excellence, 2012). In this report, we looked at the current state of diversity in leadership in health care institutions in the GTA.
These leading institutions recognize the importance of understanding and responding to diversity in their patients. They have innovated and adapted their services to meet the needs of patients in various demographic groups – for example, by providing multilingual and/or culturally appropriate services. Similarly, many recognize the benefits of diversity among their staff, and have made great progress in hiring and integrating diverse employees into their institutions.
Increasingly, health institutions are turning their attention to diversity in their leadership – that is, in senior management and on the governing boards of these organizations. Leadership in health care institutions plays a critical role in setting mandates and priorities, and shaping services to help meet the needs of patients and providers alike. It is the leadership, for example, that has the influence and authority to recognize and acknowledge needs, approve systemic changes, and prioritize and commit the resources necessary to respond.
Read the full report, A Snapshot of Diverse Leadership in the Health Care Sector (PDF), or download the summary of the research (PDF).
Music is a great cultural adhesive that brings diverse communities together. Attend a local music festival, and in many cases the audience reflects the rich diversity that makes up your local community. The love of jazz, in particular, is shared across many different cultures and countries.
No other form of music has generated such a variety of subgenres, influenced and adapted by a variety of communities creating many distinctive styles. From New Orleans Dixieland, big band style and swing to a variety of Latin, Afro-Cuban, jazz fusion and acid jazz, further influenced by funk and hip hop, the popularity and creativity of jazz has spread throughout the world. There is no better place to celebrate the diversity of jazz than right here in Toronto.
Starting next month, JAZZ.FM91 takes you on a cultural journey, with Toronto at its centre, profiling seven jazz musicians from around the world who decided to make Canada their home.
In its Identities: The Documentary Series, a project supported by Maytree, the musicians talk about starting over in a new place, about deciding what part of their past to keep and what part to let go, and about using their talent to create a new community. But most of all, they talk about how they influenced and were influenced by the music that existed in their new home.
Robi Botos is one of the musicians being profiled. Jazz lovers know him as one of the finest jazz pianists in Canada.
But it almost didn’t happen.
Botos brought his family to Canada in 1998 to escape the harsh realities that Roma suffer in Hungary – only to be threatened to be deported. Following wide-spread protests from fellow musicians and the intervention of one of Canada’s most high-profile immigration lawyers, Botos and his family were allowed to stay. Today he continues to produce music, winning several prestigious international piano awards over the last few years.
Listen to his story and six other one-hour documentaries running as part of JAZZ.FM91’s “Documentary Sundays” at 4:00 pm on the following dates:
Sunday, October 6, Robi Botos
Sunday, October 13, Sophie Milman
Sunday, October 20, Qiu Xia He
Sunday, October 27, Waleed Abdulhamid
Sunday, November 3, Anwar Khurshid
Sunday, November 10, Roberto Lopez / Ivan Tucakov
Tune in to Identities: The Documentary Series for some compelling stories, and some fantastic music. Experience a different side to the story of Canadian jazz.
On August 29, 2013, the Fraser Institute released a report that suggests that immigrants are currently a fiscal burden on Canada. They make recommendations for reforms to Canada’s immigration system. It’s important to note (and read) SFU’s Mohsen Javdani and Krishna Pendakur critique of a similar Fraser Institute report in 2011 and this recent rebuttal of the new report.
Seems we just wrote about this… Although an OECD report recently concluded that immigrants are, overall, neither liabilities nor assets, the fiscal burden to Canada imposed by recent immigrants continues to be up for debate.
Employers as immigrant selectors
Core to the Fraser Institute report is its proposal that employers play a pre-eminent role in selecting new immigrants. However, as Economist Arthur Sweetman has pointed out, there could be unintended consequences about of this type of policy shift: “As you give more authority, more power to employers, it could be that that increases competition between people who are already here and people who are arriving, especially on the temporary foreign worker side.” Watch the discussion in its entirety.
Who gets in?
The Fraser report could have been called “Choosing the right new Canadian.” Maytree President Ratna Omidvar has previously written on this topic, suggesting that our immigration system needs to be both present and forward looking, focusing on the issues facing newcomers today, while working to create a more prosperous approach all the time:
“While we look forward to a new immigrant tomorrow, we must keep in mind the immigrant of today. We know that he or she has a hard time finding work that’s in keeping with his or her education and experience. This means that our current investment in the efforts of settlement organizations, universities and colleges in the form of internships, co-ops, mentoring and bridging programs must not waiver. As we look forward to a more finely tuned selection system, we must not forget that we have a commitment to those who are already here. In the short term or the long term, their success is our success. We must remember that immigration selection is not simply about headhunting, but about nation-building.”
As Debbie Douglas and Avvy Go have written, immigration is also about people, not just economics: “our country has been and will continue to be built by immigrants. From economic prosperity to social harmony, the well-being of Canada and its people are intrinsically linked to both our immigration policy and the way immigrants are treated in this country.”
When we look at these ideas, we think that an economic lens on immigration should take a human capital approach. Not merely an occupational, short-term, bang-for-your-buck-on-the-immediate-business-cycle approach. A long-term, nation building approach. We know it works. In 2011, Naomi Alboim wrote: “The federal government’s own evaluation of the FSW Program in 2010 (PDF) found that, historically, those immigrants chosen for their human capital have higher incomes than those selected because of their occupation.”
We also know that the right interventions, such as occupational mentoring, make a difference in immigrants’ ability to find suitable work. The report, The results are in: Mentoring improves employment outcomes for skilled immigrants found that, “Mentees had significantly improved employment outcomes, earning trajectories and shorter times to find employment. Twelve months after the start of their mentoring relationship, unemployment dropped from 73% to 19%. In addition, 71% of mentees were employed in their field, compared to 27% pre-mentoring. Average full-time earnings increased by more than 60% from $36,905 to $59,944.”
This report also addresses an area touched on by the Fraser Institute report. Increasing the earnings and tax payments of immigrants can reduce and eliminate fiscal burdens. Increased investment in interventions that have shown high returns, such as mentoring, can ensure that:
“In addition to the previously mentioned benefits there is also the additional pay off that these mentees would consume less government services. We know that the rate of poverty among immigrants was 60% greater than among Canadian-born. Although it is often argued that in aggregate low-income individuals consume proportionally more government services than those with higher incomes, there is no specific information available on government services provided to recent immigrants. Nevertheless, it can be concluded that improved employment outcomes for newcomers would decrease the cost to government.”
National conversation needed
On one important point, we can agree with the Fraser Institute’s report – that a national conversation about immigration could lead to “a better informed and more rational Canadian immigration policy.” This is in line with Naomi Alboim and Karen Cohl’s suggestion in the Maytree report, Shaping the future: Canada’s rapidly changing immigration policies, that the public should be engaged in a national conversation on what kind of country we want to be and how immigration can help us get there.
Let’s make the right choice
Journalist Andy Radia asks: “Should Canada be welcoming poor and oppressed immigrants looking for freedom and opportunity? Should we be uniting families? Or should we covet the educated, the skilled, the rich and wealthy from other countries?”
Ultimately, as Maytree chair Alan Broadbent has said, this is about the notion of investment. If Canada “sees immigration as an asset, it will do what it can to maximize the value of that asset. It will design a selection system that complements the labour market, filling jobs for today’s economy and, more importantly, creating human capital for the emerging economy of tomorrow.”
It’s much more than economics:
“[The right selection system] will help immigrants settle in neighbourhoods with good housing and transit service and access to good schools and community amenities. It will encourage participation in the life of the community, including in the political processes, whether by joining the board of a local library or community centre or by running for election to a city, state, or national legislature. The country that is successful in integration will not leave everything to chance, but will intentionally facilitate the key elements of successful settlement and integration: finding immigrants the right job, for which they have training and experience; settling smoothly into good neighbourhoods; and participating in the regular life of the community, not in an immigrant ghetto but in a neighbourhood typical of that city or town. So the question of intentionality is: will we give them shackles, or will we give them wings? We can choose how we treat immigrants.”
Yes, we need to look at our immigration system through a broader, nation-building lens. Let’s make the right choice to ensure prosperity for us all.
It’s a question that gets asked in every country with any significant amount of immigration. Are immigrants liabilities or assets?
The OECD recently crunched the numbers and decided that it’s neither: “it is neither a major burden nor a major panacea for the public purse.”
(This graph shows the net fiscal impact of current migrant populations in OECD countries. Including and excluding pensions is done to account for the different age structure of the migrant population and the time lag between contributions and benefits.)
What seems to matter most, in the end, is access to quality employment opportunities and the structure of the immigration system.
Alan Broadbent wrote about creating a better immigration system three years ago. Given the OECD article, his article seems ever more important today. “Every country has a choice about how it views immigration; it can view it as a liability or as an asset. If a country sees immigration as an asset, it will do what it can to maximize the value of that asset. It will design a selection system that complements the labour market, filling jobs for today’s economy and, more importantly, creating human capital for the emerging economy of tomorrow… In the successful integration of immigrants, there are three necessary conditions: intentionality, instruments, and investment.”
A recent World Bank article covering the OECD report agrees with Alan:
“Most immigrants do not come for social benefits, they come to find work and to improve their lives and those of their families. Indeed, employment is the single most important determinant of migrants’ net fiscal contribution and raising immigrants’ employment rate to that of the native born would result in substantial fiscal gains, notably in European OECD countries. Efforts to better integrate immigrants should thus be seen as an investment rather than a cost.”
A better designed labour market system with employment prospects for immigrants that enhance prosperity for us all. Does that sound familiar? We know it, you all know it, policy-makers know it.
As the World Bank article also states: “Because there is a direct correlation between this perception and how people feel about migration, the negative views on immigrants’ fiscal impact risk jeopardising efforts to adapt migration policies to the new economic and demographic challenges that many countries are and will be facing over the coming decades. In this context, it is critical to confront public perceptions with hard evidence.”
Evidence. Yes, evidence-based decision making. We have a report that discusses the importance of that, in some detail.
We have more than a few ideas about this, and some projects that are making a difference for newcomers. We even have some of our own evidence to back up these ideas:
- Shaping the future: Canada’s rapidly changing immigration policies
- Report – The results are in: Mentoring improves employment outcomes for skilled immigrants
- hireimmigrants.ca – supporting the recruitment, retention and promotion of skilled immigrants
- ALLIES – supporting local efforts in Canadian cities to successfully adapt and implement programs that further the suitable employment of skilled immigrants
- Immigrant Employment Councils – bringing together local stakeholders to address the many challenges of integrating skilled immigrants into the labour market
The evidence is in. Perhaps it’s now time to move past the paralysis of managing number crunching and focus on solving the problem we know exists – better access to better jobs for us all. Let’s get on it, shall we?
If you’re subscribed to many email lists, you’ve probably already received a message like this multiple times (sorry if you’ve heard this before).
We thought we’d give you a heads-up if you haven’t already heard (and if you send email newsletters out, you’ll want to think about creating a message like this to send to your subscribers).
Gmail has made some changes in your inbox, creating tabs like Primary, Social, Promotions, Updates, even Forums. They look like this:
Here’s Google’s overview of the changes:
The idea is to declutter your Primary inbox so you get the most important emails without having to filter through other messages. But some marketers and nonprofits are very concerned about their emails not getting to you since their messages will generally show up in the Promotions tab.
Since you may well consider our newsletters, and those of other nonprofits, as important emails, you can do two things:
- Make sure you check the Promotions tab when it shows that you have new messages, since that’s where our newsletter will likely appear.
- Move a message from one tab to another and tell Gmail to always put messages from that sender there.
Google describes option 2:
If you see a message in your inbox that you want in a different tab, all you have to do is drag and drop it into the other tab. Another way to do this is to right-click a message while viewing your inbox.
After you move a message to a different tab, a message above your inbox will ask if you want to undo that action or choose to always put messages from that sender in the tab you chose.
So, in the case of our newsletters, if you want them to show up right away in your inbox, drag and drop or right-click to move it to your Primary tab. Then click yes to always put messages from us in your Primary tab.
Our newsletters will then be delivered directly to your Primary inbox.
Here’s a bit more background from Google about the tabs and labels.
Here’s a longer overview of what it’s all about and how to move a message/list to your Primary tab:
Thanks, and, oh, don’t forget to subscribe to the Maytree newsletter!
Interested in how the media is covering immigration? Do you think coverage needs improving? Then follow the United Nations Alliance of Civilizations’ (UNAOC) just launched social media campaign, #coveringmigration.
The campaign will run through mid-July and cover the following themes:
- What are best practices for covering immigration stories?
- What helps journalists establish context?
- What resources are available for journalists?
- What work is still needed to improve coverage?
According to the UNAOC (PDF): “For the necessary changes in migration coverage to occur, the media as a whole has the largest role to play. Journalists and editors alike must pay close attention on how they use the information acquired in their reporting and reinforce good media practices when covering the issue. The media should encourage newsroom diversity and reward journalists for quality coverage of the issue.”
Media must change, yes. We looked at media diversity in our DiverseCity Counts 2 report. We found that visible minorities are under-represented both in positions of leadership and in the newsroom. But the UNAOC believes that help and support from governments and non-governmental organizations is also crucial. UNAOC suggests that we advocate for a framework to shape a more positive discourse, increase access to data and work with media outlets to allow quality reporting. We can also provide easy access to documents and people that will enhance the content in media reports.
As Frank Sharry from America’s Voice outlines in this video, we need to actively work with the media to help them understand what our case is and how they can provide more balanced coverage of immigration stories.
Frank’s perspective is important. The narrative we craft is essential. And, as Jason Mogus recently wrote, many feel that we’re “getting creamed on messaging.” Frank expands on his message with practical tools and models in How to Communicate: Strategic communication on migration and integration (PDF).
What can you do? Recently, the UNAOC convened a meeting of immigration experts and media professionals in Switzerland to discuss this issue. They came up with recommendations in four key areas, including practical action you can take for each:
- Encourage a working knowledge of immigration by journalists when reporting on immigration
- Establish networks, synergies and outreach on the issue and between key actors
- Reinforce good media practices in media coverage of immigration
- Become actively involved and recognize your responsibility to ensure better media coverage
How to be part of the campaign
Throughout July, you can find the campaign using #coveringmigration on twitter, the @UNAOC and @UNAOCMigration twitter accounts, and the UNAOC Facebook page. You are encouraged to share the campaign with those you think may be interested in the subject.
Watch this longer video as Frank Sharry explains how we can and need to change the channel on the immigration debate.
Let’s work together to improve the narrative about immigration.
“Given our diverse and global world, no one should have to change the way they pronounce their name, and Mivoko offers an easy and practical solution to address this issue. We want to change the way people make first impressions and build connections.” Ritu Bhasin, Co-founder, Mivoko
Can having a difficult name to pronounce impact your hiring and promotion prospects? A recent study discovered that the “more pronounceable a person’s name is, the more likely people are to favor them.”
Research also shows that you’re “more likely to land a job interview if your name is John Martin or Emily Brown rather than Lei Li or Tara Singh – even if you have the same Canadian education and work experience.”
The barriers facing newcomers seeking employment have always been difficult. Some are intangible, like the vaguely defined “Canadian experience.” Names and difficulty pronouncing them are barriers that have come to our attention more recently, but they have existed for quite some time. Some employment counselors advise their clients to change their names, or come up with a “Canadian” nickname to make it easier on them (or, really, on others).
Even Maytree’s President, Ratna Omidvar, was given this advice after she had arrived in Canada, as she recalls in A Canadian in the Making: Letters to Canada: “I have received some interesting advice as well and I am pondering over it. It relates to my name, which is apparently very difficult for Canadians to get their tongues around. So I have been advised by a well meaning friend to change it … I have even come down to the final short list of names under consideration: Rita and Rosa. But in the end, I know I will not be able to this. My name is so much part of my identity, handed down to me by my grandmother, it is as indelible as the colour of my skin. And I guess, we will just have to manage.”
Clearly, our names mean a great deal to us. And it matters that they are pronounced accurately.
So, what to do?
Frustrated with having her name constantly mispronounced, diversity consultant and entrepreneur Ritu Bhasin worked with a Toronto tech team to create a product and service that could help. Like most useful solutions, Mivoko takes a simple approach:
- Record your voice in the way you want it pronounced.
- Share it. Everywhere.
How Mivoko works
Mivoko is very easy-to-use and you can sign up for free on the Mivoko site. Once you’ve recorded your name using either Mivoko’s phone recorder or audio recorder, you’ll get personalized HTML code that creates a Mivoko icon button that says your name when you click on it.
You’ll also get a unique link to your Mivoko profile (such as Ratna’s) that you can put anywhere online (email signatures, social sites, blogs etc.) or off-line (resumes, business cards, marketing materials etc.).
You can share your profile, but it’s also available to anyone who visits Mivoko. According to a Toronto Star article: “Once you sign up, the names are then added to the company’s namebank, a database that currently has more than [15,000 names], from Archuleta to Zoubi. It’s a free service for individuals, and low-cost for businesses that want to buy the service for their employees to use. The goal is to gather millions of names from people around the world.”
It’s a great service for individuals. But Ritu knows that the “killer app” for Mivoko is getting into companies where name mispronunciation has promotion and business implications.
From the Star: “From Bhasin’s perspective, the widget is good business, but also something that just makes sense in one of the most cosmopolitan cities in the world. By 2031, 63 per cent of Toronto’s population will be a visible minority, up from the 43 per cent counted in the 2006 census, according to StatsCan projections. There’s also the very real possibility that having a hard-to-pronounce name can impact a person’s career, said Bhasin, who witnessed many examples working as a lawyer and diversity consultant to companies in Toronto.”
We think it’s a good idea and we’re on board. Find some of our staff here.
You may have seen it already – the Canadian Institute of Diversity and Inclusion (CIDI-ICDI) started using a new hashtag on Twitter: #cdndiversity. We thought it was a great idea. We tweeted it out and suggested that Canadians tweeting about diversity start using it.
By using hashtags, Twitter allows you to share tweets and have conversations on specific topics that become organized, archived and findable. Any time you see a # followed by a word or phrase (no spaces), this is the equivalent of categorizing or tagging a message (e.g. #cdndiversity). Others can follow, subscribe or easily find messages tagged in this way. Some people use hashtags to have organized, time-specific “Tweetchats” about a particular issue, or use them to help organize tweets from a specific event. In this case, check out #cdnimm and #cdndiversity to see what’s being shared and discussed. In fact, you don’t need a Twitter account to follow the conversation and sharing. Just click on the link to see a search result of all the relevant tweets.
A #diversity hashtag has existed and been used for some time. Like the move in Canada to use #cdnimm for news, issues, discussions specifically related to Canadian immigration, we assumed this to be a move to create a Canadian focus on diversity.
So, we asked the folks at CIDI-ICDI to tell us about it:
Why did you create it?
One of the reasons we created the CIDI-ICDI itself was because there is a growing need among Canadian organizations to clearly define what diversity and inclusion (D&I) in Canada is. #cdndiversity is an extension of that conversation. We created #cdndiversity to create an immediate public resource to collect digital content specific to both Canada and the D&I conversation. It’s a resource that we not only hope to provide, but one we hope to utilize ourselves should its popularity continue to grow.
While the CIDI-ICDI has a special interest and expertise in what’s happening in Canada, we also know that we are not the only ones talking about D&I.
There are a plethora of thought leaders and organizations in Canada. We may all have different directives, mandates or goals, but when broken down, we generally share the same audience of people: people who care about other people and the betterment of the Canadian society. For example, at the CIDI-ICDI we have an employer/employment/workplace culture focus, while the Canadian Centre for Diversity has an educational focus. One group may be dedicated to disability awareness, while organizations like yours at Maytree are focused on immigrants. At the end of the day, there is one thread that connects us all, the empowerment of Canada’s people.
If we all share this thread, and attract similar audiences, then we can, at some level, work to support one another.
Social Media is the perfect driving force to do just that.
#cdndiversity creates an “at a glance” view for this collective audience to know what’s happening right now in Canada when it comes to the experiences of Canadians. What ideas are being shared? What events are happening that you may otherwise not have known about? What unintentional hidden resources are out there, just waiting to be found? What might we work on together?
What does #cdndiversity mean to you? How inclusive is it of diversity, broadly defined?
In the development conversation around the hashtag, we realized that #cdndiversity could be so much more. #cdndiversity has the power to actually become a movement. #cdndiversity isn’t just about branding the CIDI-ICDI, it’s about branding a specific part of the D&I conversation as Canadian for all Canadians. We want to lead that charge.
#cdndiversity is a concept with a root purpose of encouraging all Canadians to build a personal appreciation for their own individuality, while at the same time learning how to collaborate with one another as empowered individuals. The benefits of encouraging this yin/yang of thinking reaches to so many levels of our society; in our education systems, our workplaces, our everyday communities, and even our home-lives.
#cdndiversity represents all the things we may categorize under the diversity umbrella: Diversity, inclusion, human rights, civil rights, innovation, collaboration, inspiration, pride, diversity of experience, diversity of culture, yet compiled in one place and with a Canadian focused lens.
What value is there to having a Canadian subset of the diversity hashtag?
Our laws, while similar, have some very specific differences from other countries. For example, in the U.S. there is a national accessibility effort, the Americans with Disabilities Act, while here in Canada it’s still very much a provincially focused conversation, which in many cases is only just beginning.
To the other side of that; just this week, Canada marked the ten-year anniversary of LGBT Marriage Equality, while the U.S., France, England and more are still in the midst of an intense debate. While the conversations are similar between many of these countries, there are gaps. By creating a separate hashtag dedicated to D&I in Canada, we can casually help fill in those gaps as a community of Canadian thought leaders.
Beyond tagging/categorizing tweets, might you use it for online conversations, Tweetchats, etc., in the future?
We recognize that #cdndiversity carries a multitude of opportunities. We have a few things on deck that we are mulling over and considering in terms of its use. Hosting Tweetchats is certainly one of them, but we want to make one thing very clear: while we created this hashtag, this hashtag is for everyone. This hashtag isn’t just for Canadian D&I professionals, it’s for all Canadians. We would love for all organizations to think about using this hashtag to host Tweetchats if the topic should fall under the Canadian D&I umbrella.
Our website, maytree.com, is one of the key ways we keep you informed about our work, issues and ways to work with us. We’re giving it a needed overhaul!
Please help us improve the maytree.com website by completing the following online survey. We welcome your honest feedback and all responses will remain confidential.
It should only take you about 10-15 minutes to complete the survey. Please note that none of the questions are required. If you wish to focus your input and comments on a particular area, due to time constraints or interest, feel free to do so.
We’ll also be running some focus groups and one-on-one interviews. If you have more to say after you’ve completed the survey, let us know. We’d be happy to chat.
If you have any questions, please contact:
Marco Campana, Maytree Communications
Tel: 416-944-2627 x252
Today is Refugee Rights Day in Canada. Not sure what it is about? Read Samuel Getachew’s backgrounder that explains what it’s all about and why it’s important.
The Canadian Council for Refugees (CCR) is marking the day by asking Canadians: are you proud to protect refugees?
It shouldn’t come as a surprise that we here at Maytree say, yes.
Learn more about CCR’s Proud to Protect Refugees campaign and help change the narrative on Canada’s history, obligations and practice of protecting refugees.
CCR explains its campaign:
“Recent changes to Canada’s refugee system and increased negative rhetoric about newcomers may make it tougher for refugees to find protection and to feel welcome in Canada. … The Canadian Council for Refugees is suggesting that refugee advocates and allies find some way to show this publicly under the banner ‘Proud to protect refugees’ in Canada. Help send a positive message about refugees, in the face of the negative discourse and restrictive changes.”