Maytree Conversations

On March 12, the annual Best Employers for New Canadians competition announced this year’s list of winners. These employers recognize the benefits that skilled immigrant employees bring to their businesses, for example, by boosting innovation and providing connections to diverse global and domestic markets.

It’s great to see some new employers on this list. Businesses such as Assiniboine Credit Union, Home Depot Canada, National Bank Financial Group, Pythian Group and Shaw Communications, and institutions such as Dalhousie University and Health Canada are making their first appearances. These leading employers are in good – and growing – company.

ALLIES recently conducted research into trends in the immigrant employment practices of the Best Employers for New Canadians winners in 2011 and 2012 (PDF). It builds on a previous analysis of winning employers in the 2008-2010 competitions (PDF). The report highlights successful practices used by employers, such as credential recognition, mentoring, professional upgrading, language training, and developing community partnerships.

Key Findings

The findings suggest that leading employers have some characteristics in common. In particular:

• They are continuing to use and improve their immigrant employment practices.
• Large employers (with more than 500 employees), and employers in large provinces actively target immigrant employees.
• Financial, health care, energy and manufacturing sectors lead the field.
• More employers are adopting good practices, and more are using combinations of practices to hire, integrate and retain skilled immigrant employees.
• In addition to improved immigrant employment practices, leading employers are working towards religious and cultural accommodation for all employees.
• Leading employers are doing well in terms of visible minority representation on staff and in management, but must continue to work towards diversity on their boards.

Recommendations

Employers play a critical role in ensuring full and meaningful employment for skilled immigrants. These best employers for new Canadians can lead their peers to innovate and implement immigrant employment solutions. To this end, ALLIES recommends:

1. Employers should set goals and measure the representation of immigrants in their staff, management and on boards. What gets measured gets done.
2. Employers should champion the case for hiring skilled immigrants, as well as the practices that have helped make them leaders among their peers.
3. Immigrant employment councils, community organizations, government and other stakeholders should recognize employers for their leadership, and create opportunities for these leaders to share good practices.
4. Future employer competitions and knowledge exchange events should actively seek participation from small and medium employers, as well as employers from all provinces and regions in Canada.
5. Further research should continue to explore leading employers’ religious and cultural accommodation practices.

Read the full report, More Employers Adopt Good Immigrant Employment Practices: A Trend Analysis of the Best Employers for New Canadians competition (PDF).

Related

• Attracting, Retaining and Integrating Skilled Immigrants: An Analysis of Canada’s Leading Employers, 2008-2010 (full report, PDF)
• Global Talent for SMEs: Building Bridges and Making Connections
• Best Employers for New Canadians
• How you can use hireimmigrants.ca to improve managing immigrant talent

by Michelynn Laflèche, Director of Research, Public Policy and Evaluation at United Way Toronto

On February 25, at a full-day symposium with McMaster University and the Poverty and Employment Precarity in Southern Ontario (PEPSO) research group, United Way Toronto launched the ground-breaking It’s More than Poverty report. Representatives from the private sector, labour, government and non-profit organizations gathered to discuss the growth of precarious jobs – those without benefits and those with uncertain futures.

Confirming the anecdotes

This new report, based on a specially commissioned survey of over 4,000 respondents, confirms what our communities and member agencies knew, anecdotally, five years ago:

• precarious work has grown in prevalence;
• it impacts workers’ well-being; and
• it is more prevalent among recent immigrants and people from racialized groups.

The data also shows that the impacts of precarious work are more severe for people with low income.

Additionally, we found that precarious work has spread into all sectors, across the entire GTA and Hamilton region, and among all demographic groups and all income groups. For example, on some indicators, middle-income earners in insecure employment were actually experiencing more challenges than low-income earners in secure employment.

Emerging questions

Some of these counterintuitive findings surprised us, and others.

Some of the reaction focused on the issue of choice. In particular, the finding that being in precarious work was adversely affecting middle-income individuals and families was new and troubling. Could people earning middle incomes – between $50,000 and $100,000 a year – really be precarious? Wasn’t the kind of work that these earners were doing, such as knowledge jobs at colleges and universities, or freelance design and other creative jobs, something they chose to do? Didn’t many of these workers live in households where one partner had a secure job and the other could afford to work on short-term contracts (and did so as part of a chosen lifestyle)?

The answer is split and suggests that choice is a very complicated issue. Yes, middle-income jobs can be precarious. No, it’s not all about choice. We know that many in Toronto cannot choose the opportunities available to them. Indeed, over half of survey respondents employed in insecure work said that they would prefer more secure work. Importantly, our data also showed that, if the survey respondent was in a precarious job, their partner was more likely to be in a precarious job, too.

But the real issue for all workers in precarious jobs, whether they choose these jobs or not, is that the conditions in which they are working are harmfully affecting not just the workers, but also their families and their communities. It is troubling that our labour market is no longer creating enough jobs that are pathways to income and employment security.

Continuing the conversation

As was so energetically discussed during the symposium, we (as a society) got here one decision at a time. The good news is that vulnerability and insecurity are not inevitable. We can escape this growing trend, decision by decision. It will take time, it will take clear ideas on what to do, and it will take a widespread coalition to make the necessary policy and social change. But it is not impossible.

Our task, now, is to make this change happen.

(Original version of this article was first published on imagineacity.ca.)

Related:

• Download the report: It’s More than Poverty (PDF — 5.85 MB)
• Download the executive summary: It’s More than Poverty (PDF — 1.33 MB)
• CBC Metro Morning: Full time no more?
• Toronto Star editorial: Workers with unstable jobs left behind by outdated social programs
• Toronto Star: Half of GTA and Hamilton workers in ‘precarious’ jobs
• Toronto Star: Profiles: The faces of precarious work
• Toronto Star: Job insecurity: When a smaller paycheque is better
• Globe and Mail op-ed: Half of Toronto-area workers have fallen into ‘precarious employment’: study
• Workers’ Action Centre: Ground-breaking report on precarious work highlights need for urgent action

Don’t worry, we’ve got you covered.

hireimmigrants.ca, provides businesses with the tools and resources they need to better recruit, retain and promote skilled immigrants. The site also profiles good examples and innovative practices of employers across the country. Here’s a round up of the useful resources recently posted there.

The Benefits of Hiring Skilled Immigrants (Series)
The business case for hiring skilled immigrant talent is clear to many of us. But it isn’t yet to everyone. This 3-part audio-video series helps make the case, in the words of employers who already get it.

Hiring Skilled Immigrants – A Sound Business Decision (eTip)
Business leaders from both large and small companies identify several key reasons why they hire skilled immigrants.

What Employers Want When They are Hiring (Article)
Canadian Immigrant speaks to the people who are instrumental in hiring talent for their companies and share their insight on what’s affecting the employment of newcomers.

Promoting Diversity in the Office: Tips for Bias-free Hiring (Article)
While many organizations may have the goal of creating diverse workplaces through bias-free hiring, they may not have implemented the many elements needed to achieve this goal.

In the News:

New Resource to Help Build Workplaces Inclusive of Skilled Immigrants
TRIEC launches new online learning hub for employers, HR leaders, community partners and immigrants.

Looking for Leaders: Nominations Open for TRIEC’s 7th Annual Immigrant Success Awards
Each year, TRIEC presents the IS Awards to recognize innovation and leadership in integrating skilled immigrants into the Greater Toronto Region labour market.

Making the Case for Employers to Tap into the Talents of Skilled Immigrants – a New hireimmigrants.ca Series
The business case for hiring skilled immigrant talent is clear to many of us. But it isn’t yet to everyone. That’s why we created hireimmigrants.ca.

Workshops Help Employers Source, Recruit, Onboard and Retain Immigrant Talent
Workshops use real world examples and case studies from the BC market to support HR practitioners in understanding how to overcome common challenges in recruiting skilled immigrants.

IEC-BC to Launch New Canadian Assessment Resource for Employers
The New Canadian Assessment Resource will be a one-stop, online source for assessing skilled immigrant job candidates.

Canada’s New Immigration Rules put Premium on Young People
New immigration rules will target workers aged 18 to 35 as the Conservative government provides the clearest sense yet of how Canada will rely on young immigrants to soften the fiscal pain of a demographic crunch.

More Changes to Canada’s Immigration Program
On August 17, 2012, the federal government announced changes to the Federal Skilled Worker Program. While not a surprise (as changes have been proposed earlier in various forums), their impact will be significant.

Multicultural Canada? There’s a Banking Job for That
As change has become a mantra in the business world, executive responsibilities and job titles are evolving quickly. The Globe and Mail’s Emerging Roles series asks Canadians about how their jobs are changing.

Stay updated with hireimmigrants.ca.

• Subscribe to their eTips (bi-weekly email)
• Follow them on Twitter.
• Follow their LinkedIn page.
• Attend/watch one of their webinars.
• Subscribe to their RSS feed.

The business case for hiring skilled immigrant talent is clear to many of us. But it isn’t yet to everyone. That’s why we created hireimmigrants.ca.

This employer-focused site provides businesses with the tools and resources they need to better recruit, retain and promote skilled immigrants. With tools such as the Roadmap, we’ve laid out the steps any business, small or large, needs to take to tap into the incredibly valuable talent available to them. The site also profiles good examples and innovative practices of employers from across the country. Are your competitors and peers there?

Whether you’re just getting started on your journey, are on your way, or are a champion in hiring and integrating skilled immigrants, we’ve created a series of videos and podcasts to help you delve deeper into the HR cycle of managing diverse talent. The series launches next week, with a new podcast and video being published every two weeks over the coming months.

You will hear directly from leading employers as they share their successes, challenges and practical tips. Large corporations, such as CIBC, KMPG and Pitney Bowes, as well as smaller organizations, such as Advanced Precision in Darmouth and XEA in Edmonton, share why they hire skilled immigrants and how they have hired and managed this diverse talent.

What you can expect

• Why hiring skilled immigrants is important
  • The Canadian-born workforce is shrinking and the demand for labour is growing. Skilled immigrants fill that need and help Canadian companies do business with the world. They boost innovation and reflect the markets in which Canadian organizations operate.

• How to hire skilled immigrants
  • Recruiting and selecting needs to be inclusive and broad in order to tap into the widest range of talent, including skilled immigrants.  Equally important is ensuring your company makes these new employees feel welcome.

• How to manage a diverse workforce
  • Providing development and promotion opportunities can maximize the skills and experience of immigrant talent and ultimately increase your company’s growth and innovation.

Watch the trailer

Stay updated with hireimmigrants.ca:

• Subscribe to their eTips (bi-weekly email)
• Follow them on Twitter
• Follow their LinkedIn page
• Attend/watch one of their webinars
• Subscribe to their RSS feed

How can you tell if something is covered by the Code?

• Try using this sentence: This is discrimination based on  ______ in the area of ______.
  Example: This is discrimination based on ethnic origin in the area of employment.

What is discrimination?

Discrimination is treating somebody differently because of his or her race, disability, sex or other personal characteristics. Discrimination has many different forms. The key is differential treatment.

Interestingly, the Code considers effect, not intent. This means that intent is not required – if the result is differential treatment, it might be considered discrimination.  In other words, a person or organization can discriminate against someone even if he or she doesn’t mean to.

There are three types of discrimination:

• Direct – may be subtle or covert
• Indirect – uses a third party (for example, using a temp agency to discriminate against a certain type of worker)
• Constructive/adverse – systemic discrimination, might not be intentional, but has an adverse impact on members of that group

The OHRC Human Rights 101 learning module has useful overview information and examples of discrimination.

Structure of the Ontario Human Rights system:

Ontario’s Human Rights system is made up of three separate organizations.

Each organization has a different role:

1. Ontario Human Rights Commission: Develops policies, provides public education, monitoring and community outreach, and initiates or intervenes in inquiries. Deals with the “responsibilities” side of human rights.
2. Human Rights Legal Support Centre:  The Centre can help you file an application and may represent you at the Tribunal. Deals with the “rights” side of human rights.
3. Human Rights Tribunal of Ontario: Deals with complaints.

Ontario Human Rights Code and Employment

Much of Maytree’s work focuses on the integration of skilled immigrants into the Canadian labour market. Do you know how the Ontario Human Rights Code applies to skilled immigrants and temporary foreign workers in Ontario?

What aspects of employment does the Code cover?

• The Code covers all stages of employment processes and practices (recruiting, hiring, promotion, etc.).

Which employers does the Ontario Human Rights Code cover?

• The Code covers all employers in Ontario – except for federally-regulated employers, which are covered by Canadian Human Rights Code.
• An employer cannot contract out their responsibilities – temp agencies and head-hunters must also abide by the Code.

Are temporary foreign workers in Ontario covered by the Code?

• Yes.

What is discrimination in employment?

• Discrimination means not assessing an individual’s unique merits, capacities and circumstances.

What could be considered systemic discrimination in employment?

• Policies, practices and patterns of behaviour and attitudes (including organizational culture) can be considered discriminatory.
• Factors that create barriers to achievement or opportunity, and are not bona fide requirements, may be discriminatory. They might not appear openly discriminatory, but have the effect of discriminating against members of a protected group. For example, if promotion practices based on the organizational culture and experiences of white managers result in lower numbers of racialized people promoted to leadership roles, this might be discrimination.

How do you determine what is a bona fide requirement of the job?

• The Code uses a high standard to determine bona fide requirements. A bona fide requirement must be:
• Adopted for a purpose rationally connected to the job function; and
• Adopted in good faith; and
• Reasonably necessary.

What does the OHRC recommend to avoid discrimination in hiring?

• The Commission recommends basing hiring decisions on tests, rather than on interview questions.

For more information

Useful links on the OHRC site:

• Human Rights 101 – a self-directed online learning module
• Brochures, fact sheets and guides
• Policies and guidelines 
• Guide to your rights and responsibilities under the Human Rights Code
• Guidelines on developing human rights policies and procedures

Further reading:

• What You Can and Can’t Ask In an Interview – hireimmigrants.ca has useful resources about recruiting, retaining and promoting skilled immigrants in your business.
• Your Legal Rights – Valuable human rights and legal information.  You can view the site’s human rights resources by sub-topic, including employment.  The site has useful, curated, clear language information created by authoritative legal organizations across Ontario.
• The Canadian Human Rights Commission - Find information about human rights for federally-regulated employers and other areas under federal jurisdiction.

hireimmigrants.ca, provides businesses with the tools and resources they need to better recruit, retain and promote skilled immigrants. The site also profiles good examples and innovative practices of employers across the country. Each week we bring you a round up of the useful resources posted there.

British Columbia Immigration Task Force (Report Summary)
This report from the B.C. Immigration Task Force details 28 recommendations to increase immigration and ensure programs attract and retain more immigrants with the skills required to build the province’s workforce and economy.

Assessing Language Proficiency (Article)
Essential skills profiles and assessment tools can help hiring managers determine if a candidate has the appropriate level of communication skills for a specific position.

Dos and don’ts of interview questions (eTip)
Under human rights laws in Canada, questions about a job candidate’s immigration status and country of origin are discriminatory. Find out what you can ask about a candidate’s eligibility to work in Canada and when you can ask it.

Hiring Skilled Immigrants Makes ‘Good Business Sense,’ Says Award-Winning HR Professional (Video)
In this video, learn about how Judy Sgro and Questrade recruit and integrate skilled immigrants, a practice that led to Ms. Sgro being honoured with the 2011 Canadian HR Reporter Individual Achievement Award.

In the news

Sourcing and Recruiting Immigrant Talent
An interactive workshop in Vancouver on June 14 will help HR professionals and hiring managers better tap into immigrant talent. Register by June 7.

Immigrants Continue Their Struggle to Find Good Jobs
Census data shows Vancouver Island’s population is aging and highlights the need to increase the number of skilled immigrants coming to the region.

Providing a ‘Pathway’ for Immigrants
New community-university project aims to help immigrants settle in smaller communities.

6 Great Blogs for Diversity Recruiters
These sources will help recruiters with diversity hiring objectives stay informed, engaged, and potentially a step ahead of the competition.

B.C. Needs More Skilled Immigrants Now
New report contains 10 key recommendations to increase the number of skilled immigrants and investors in B.C.

Stay updated with hireimmigrants.ca.

• Subscribe to their eTips (bi-weekly email)
• Follow them on Twitter.
• Follow their LinkedIn page.
• Attend/watch one of their webinars.
• Subscribe to their RSS feed.

hireimmigrants.ca, provides businesses with the tools and resources they need to better recruit, retain and promote skilled immigrants. The site also profiles good examples and innovative practices of employers across the country. Each week we bring you a round up of the useful resources posted there.

City of Montreal’s Internships Give Newcomers First ‘Canadian’ Experience (Success Story)
Program helps newcomers integrate into Quebec workforce through on-the-job training, mentoring and coaching.

What You Can and Can’t Ask In an Interview (Article)
Country of origin is a protected characteristic under human rights legislation, which means employers can’t ask questions about a candidate’s nationality or immigration status during the recruitment process.

Skilled Immigrants Attract More Talent to Pythian (Video)
Paul Vallée, Founder and Executive Chairman of Pythian, talks about how skilled immigrant employees attract other “leading minds” to the Ottawa-based company.

In the news 

Harnessing Immigrant Mobility Means Prosperity for All Canadians
Numerous studies find immigration and economic growth go hand-in-hand

Immigration System Aims To React Fast To Corporate Needs
A roundup of the proposed immigration changes, and their potential impact, announced over the past few months.

Stay updated with hireimmigrants.ca.

• Subscribe to their eTips (bi-weekly email)
• Follow them on Twitter.
• Follow their LinkedIn page.
• Attend/watch one of their webinars.
• Subscribe to their RSS feed.

hireimmigrants.ca, provides businesses with the tools and resources they need to better recruit, retain and promote skilled immigrants. The site also profiles good examples and innovative practices of employers across the country. Each week we bring you a round up of the useful resources posted there.

TD Unlocks Employee Potential by Helping Them Develop “Soft” Skills (video)
TD Bank helps newcomers integrate into the workforce in three ways, says Craig Alexander, Senior Vice-President and Chief Economist at TD Economics.

Winning HR Practices: A Closer Look at the 2012 Best Employers for New Canadians (Sign Up – webinar)
This webinar will highlight award-winning practices from the winners of the 2012 Best Employers for New Canadians competition.

Employers can show the way (eTip)
Craig Alexander, Senior Vice-President and Chief Economist at TD Economics, talks about how profitable businesses will be those that effectively integrate newcomers into the workplace and help them succeed.

In the news:

Ontario Developing ‘First-ever’ Immigration Strategy
The Ontario government is establishing a roundtable to examine ways immigration can support the province’s economic development and ensure new Ontarians find jobs

The 2011 Census: Population and dwelling counts revealed that immigration “accounted for two-thirds of Canada’s population growth during the last 10 years.”

As expected, given previous reporting about settlement data and efforts by particular regions to attract immigrants, all growth was immigration related. Even Ontario grew, in spite of “lower immigration levels and increases in the number of migrants leaving for other parts of the country.”

According to Haroon Siddiqui, “Immigrants are our bread and butter and the census proves it.”

So, will population growth by immigrants lead Canada to prosperity? In general, the census reveals merely demographic numbers. The challenging realities of the labour market persist for newcomers to Canada, and most media stories about the census discuss both the immigration numbers and labour market challenges facing newcomers.

Where demographics and labour market intersect

The StarPhoenix

• “Immigrants are key drivers behind our country’s growth, according to 2011 census findings. Released last week by Statistics Canada, census figures indicate two-thirds of overall population growth is being fuelled by newcomers.
• While immigration should continue to play a large role in boosting our economy, it is particularly important that we put an emphasis on accepting skilled immigrants. In setting immigration policy and targets, it is important to know how well immigrants in various admission categories have fared in their initial years of Canadian residence.
• Immigrants who were admitted under the Federal Skilled Worker program had the highest median annual earnings among the four categories in all arrival groups. The median earnings of skilled workers exceed the earnings of other groups by as much as 56 per cent, in some cases.
• But there is also a story to tell about refugees who arrived at the same time as the skilled workers. They initially had low earnings, but over their first 10 years in Canada, male and female refugees in all groups consistently had the highest earnings growth rates. That is, their earnings grew the fastest.”

The challenge:

“It is important that Canadian immigration policy adapt to increasing global competition for skilled workers. During the past decade, European countries have introduced programs specifically aimed at attracting skilled immigrants. Canada cannot afford to be complacent in seeking to attract and retain skilled workers.”

Ottawa Citizen

• “Canada is well on its way toward becoming a nation of immigrants – figuratively and literally. While it’s no secret that immigrants have helped build this country and Canada has long celebrated its rich multicultural history, 2011 census figures released Wednesday by Statistics Canada indicate two-thirds of overall population growth is being fuelled by newcomers.
• Population projections suggest the trend will continue as boomers die off and that by 2031, immigration will account for more than 80 per cent of Canada’s overall population growth.
• While it’s not clear exactly how many of the 33,476,688 people enumerated in the 2011 census are landed immigrants, refugees or people here on study or work permits, all are included in Canada’s total population. All enjoy varying rights and privileges with respect to work, social programs such as health care and mobility, but none is eligible to vote in Canadian elections.”

The challenge:

“With an immigration system that’s placing a greater emphasis on temporary foreign workers and international students, combined with huge backlogs in applications for permanent residence and stricter citizenship requirements, it also raises questions about whether Canada may not just become a country of immigrants, but whether it may also become a country of non-Canadians.”

Toronto Star

• “It is immigrants who are fuelling population growth in every region of Canada. Even Atlantic Canada is attracting immigrants.
• It is they who are primarily fuelling the boom in population and real estate in Toronto, Montreal and Vancouver, the three metropolitan areas that account for 35 per cent of our total population.
• It is they who are also responsible for the growth of smaller cities — the 33 urban centres where more than 23 million Canadians now live.”

The challenge:

“Whereas Canada has always been dependant on immigrants, we are more dependent on them now than ever before. This is well understood by governments and businesses, even if not by a noisy anti-immigrant rump that keeps railing against immigrants. Yet we remain inept at managing immigration. The problems that have long plagued the system continue to.”

National Post

• “Canadians have long taken for granted that a constant stream of skilled foreign workers dream of the opportunity to immigrate here. The country’s growth model is essentially built on that assumption.
• ‘We’re one of the very few countries in the world where immigration is seen as a net plus when you poll the public,’ said Perrin Beatty, president of the Chamber of Commerce. That alone is a crucial competitive advantage, he explained. For workers of the world considering migration, Canadian cities are unusually welcoming. ‘We have a pluralistic, multicultural society,’ Mr. Beatty said. ‘There’s no more diverse region anywhere in the world than the GTA. It’s come as you are, and it works.’
• The country, of course, needs top talent to fill vacancies in professions and trades. Canada draws most of its immigrants from China and India. But those countries are intensifying efforts to retain skilled workers.”

The challenge:

“Although Canada has much to offer migrant workers, those looking for a reason to avoid Canada have much to choose from. The long-identified problems of integrating immigrants into the labour force persist and have begun to spoil Canada’s international reputation, Mr. Woo said.”

What’s to come?

Toronto Star: “The corporate sector and the self-regulated professions also continue to be a hindrance. They still do not readily recognize foreign credentials and experience, despite repeated promises by politicians at both the federal and provincial levels. This has led to underemployment or unemployment for immigrants, whose skills we should be using to the fullest, for our mutual benefit.”

Ottawa Citizen: “Nationally, Prime Minister Stephen Harper has identified immigration reform as a necessary prerequisite to building a stronger Canadian economy. He has signalled the government will put a greater emphasis on accepting immigrants into Canada who have a particular skill that is needed in the workforce. As new immigrants typically face disproportionately lower job participation, the hope is that newcomers will be able to hit the ground running and contribute more quickly to the country’s coffers which are facing mounting pressures related to things such as rising pension and old age security costs.”

We’re up to the challenge

Of course, we all know what needs to be done, and Maytree’s ALLIES project is on it.

hireimmigrants.ca, provides businesses with the tools and resources they need to better recruit, retain and promote skilled immigrants. The site also profiles good examples and innovative practices of employers across the country. Each week we bring you a round up of the useful resources posted there.

Foreign-Trained Immigrants Less Likely to Work in Regulated Occupations (Stats)

Foreign-educated immigrants with fields of study that typically lead to regulated professions were less likely to work in these professions compared to the Canadian-born.

Personal Networks and the Economic Adjustment of Immigrants (report)

Knowing people in 10 or more different occupations increases an immigrant’s chances of being employed and earning more money, finds this Statistics Canada report.

In the news:

N.B., Alberta Poaching Toronto’s Skilled Immigrants

Recruiters from Alberta and N.B. are in Toronto to hire hundreds of new immigrants for jobs in the booming oil, hi-tech and construction industries.

Promises and Challenges for Immigrant Employment in 2012

In 2012, various stakeholders will need to collaborate and be innovative to ensure immigrants find jobs commensurate with their skills and experience.

Helping Newcomers Network Successfully in the Canadian Workplace

A Q&A with Lionel Laroche, whose firm teaches individuals and employers — large and small — the cultural communication skills needed to be successful in a diverse workplace.

Multicultural Leadership Starts from Within

Multicultural organizational skills are as much of a competitive advantage as other elements of business strategy. Managers can grow these skills in the workforce by recruiting diverse candidates and including multicultural elements in leadership training.

Immigration Program Useful But Flawed, Kenney Says

Provincial nominee programs are helping provinces and employers fill skilled labour shortages but the minister wants changes to reduce fraud.

French video translations

Individual chapters of Finding Talent:

• Trouver des personnes de talent Chapitre 1: Compétences essentielles et compétences non essentielles
• Trouver des personnes de talent Chapitre 2: Susciter la candidature d’immigrants qualifiés
• Trouver des personnes de talent Chapitre 3: Accent et odeurs – des facteurs dans les décisions d’embauche?
• Trouver des personnes de talent Chapitre 4: Entrevue de présélection téléphonique
• Trouver des personnes de talent Chapitre 5: Présélection des curriculum vitæ des immigrants qualifiés
• Trouver des personnes de talent Chapitre 6: Entrevues avec les immigrants qualifiés
• Trouver des personnes de talent Chapitre 7: Parlez-nous de vous-même
• Trouver des personnes de talent Chapitre 8: Activités sociales
• Trouver des personnes de talent Chapitre 9: N’écouter que son devoir
• Trouver des personnes de talent Chapitre 10: Affirmation de soi
• Trouver des personnes de talent Chapitre 11: Réussites passées
• Trouver des personnes de talent Chapitre 12: Expressions familières et idiomatiques de l’entreprise
• Trouver des personnes de talent Chapitre 13: Guides d’entrevue

Individual chapters of Integrating Talent:

• Intégrer le talent Chapitre 1: Séance d’orientation au nouvel employé immigrant, formation et soutien
• Intégrer le talent Chapitre 2: La collaboration interculturelle
• Intégrer le talent Chapitre 3: Les relations avec son supérieur et entre collègues
• Intégrer le talent Chapitre 4: Évaluation de la performance – récompenses et reconnaissance
• Intégrer le talent Chapitre 5: Fidéliser les talents des immigrants qualifiés

Visit hireimmigrants.ca to find out more about recruiting, retaining and promoting skilled immigrants.