Maytree Conversations

(with notes from Bonnie Mah)

We know that immigrants overwhelmingly choose to settle in cities and metropolitan areas. This is confirmed by the latest Statistics Canada numbers. Between July 2011 and 2012, census metropolitan areas (CMA) received 92% of immigrants to Canada.

The numbers also tell of a different trend. While Montreal, Toronto and Vancouver MTV continue to be the main magnets for immigrants (in 2011-2012, approximately 60% of all immigrants to Canada settled in one of these CMAs), immigration has become increasingly important for smaller cities. Yes, the number of immigrants settling in smaller cities is still relatively small, but the proportion of immigrants going to smaller cities has increased from 5% in 2001-2002 to 8% in 2011-2012.

This trend towards smaller cities is even more prevalent in many small CMAs in western Canada and the prairies (e.g.Winnipeg, Saskatoon, Regina, Calgary and Edmonton) which are attracting a large proportion of immigrants. In fact, between 2001-2002 and 2011-2012, the share of immigrants settling in these five CMAs nearly tripled, from 7% to 20%.

This trend to smaller cities isn’t entirely surprising. We’ve seen reports about immigrants moving out of Toronto, for example, to smaller centres.

Not all regions are experiencing the same trend. Economic regions in Western Canada (especially Alberta and Saskatchewan) are experiencing the highest population growth, while Atlantic Canada recorded the lowest growth. According to the latest numbers, immigration is the main driver of population growth in more than one-third of economic regions – e.g. Montreal, Winnipeg, Toronto, Saskatoon-Biggar, Regina-Moose Mountain, Vancouver, and Halifax.

What does this mean for cities?

This confirms that cities are critical integration actors. It means that all cities, small and large, need to take a look at how they attract, welcome and include newcomers. In Ontario, small and large municipalities have been creating immigration portals to ensure that newcomers find, choose and stay in their cities.

Cities of all sizes need to understand the importance of attracting, welcoming and have immigrants grow roots in their communities. And we can help.

Our Cities of Migration site focuses on sharing good ideas about integrating immigrants in cities. We’ve just completed a series of publications, Good Ideas from Successful Cities: Municipal Leadership in Immigrant Integration, that all cities should read.

The series highlights more than 70 promising practices from cities in Europe, North America,Australia and New Zealand. Some of the featured cities are old hands at integration – such as Toronto, London, and New York. Others you may find more surprising – such as Newport News, Richmond Hill, Valongo. The final publication applies a policy lens, looking at what good practices can tell us about the role of local governments in immigrant integration. Four international experts have contributed analysis and policy insights on the range of municipal levers available to promote both immigrants and city success.

It’s also practical. We’ve made specific recommendations for local governments and community partners. We think you’ll find them useful.

Related:

• Good Ideas from Successful Cities: Municipal Leadership in Immigrant Integration
• Practice to Policy: Lessons from Local Leadership on Immigrant Integration (full report, PDF)
• Good Ideas from Successful Cities: Municipal Leadership in Immigrant Integration (PDF)
• Taking It to the Streets: A Municipal Role in Immigrant Integration
• Recommendations for Local Governments and Community Partners
• From Practice to Policy

Statistics Canada glossary notes:

What is a CMA? A CMA must have a total population of at least 100,000 of which 50,000 or more must live in the core. Slightly more than two-thirds of the Canadian population live in CMAs.

What is an economic region? An economic region is a group of census divisions (counties and their equivalents) that are grouped together to analyze their regional economic activity.

Canada has always been proud of its naturalization rate among immigrants as compared to other countries. However, a recent Toronto Star article suggests that for some the road to citizenship has become fraught with roadblocks. Intentional or not, the article outlines how many immigrants “will have to wait as long as nine years to become full-fledged citizens.”

How did this happen? And what does this mean for immigrants, and for Canada?

Recently, we have been seeing complaints about an increase in requests for applicants to complete the citizenship residence questionnaire. On newcomer discussion boards in particular the key issue has been an unreasonably long processing time. This issue has been confirmed by the Toronto Star article. The article suggests that a “crack down on citizenship fraud” may be to blame, but there are a number of other factors that may be contributing to a dip in our access to citizenship.

Residence Questionnaire

The residence questionnaire requires individuals to provide information and a variety of documents as further proof that they have resided in Canada for three years. Many find it difficult to obtain all necessary documents within the timeframe allocated (45 days), especially without advance notice that this will be necessary. For example, some records must be requested and then sent from the individual’s source country, or picked up in person from the source country by the individual or a retained lawyer.

Proof of Language Skills

The proof now required to demonstrate official language knowledge may also be a deterrent to some applicants. Those who have not been educated in French or English must either pay for a language assessment test or provide the results of federally funded language course they have completed.

Citizenship Exam and Guide

Citizenship exam failure rates have also increased as a result of changes (made in 2009 and again in 2011) to the citizenship study guide on which the exams are based. The new guide places more emphasis on Canada’s military history and sports figures, for example.

Processing Times

Processing times are also getting longer at every stage. According to the Citizenship and Immigration Canada (CIC) website, it already takes 21 months to process “routine Canadian citizenship applications.” There are delays before applicants can write the citizenship exam, there are delays until residence questionnaires are processed (up to 2 years), and there are delays until citizenship ceremonies take place. The idea that immigrants may become citizens after three years of permanent residence must be tempered with the reality that processing times can double or triple that time frame.

Unintended consequences

These developments, along with recent changes that deny citizenship to those born abroad to Canadian citizens unless their parents were either born or naturalized inCanada, reduce the pool of potential citizens.

In our recent report, Shaping the future: Canada’s rapidly changing immigration policies, Naomi Alboim and Karen Cohl argue,

“Changes to the rules for obtaining citizenship are also weakening Canada’s democracy as growing numbers of people either will not be able to obtain citizenship, will have to wait longer, or go through ‘more hoops’ to do so. Without citizenship, individuals cannot participate in the fundamental aspects of democratic life, including the opportunity to vote for the municipal, provincial or federal representatives who make decisions that affect their lives. [...] All those who cannot or do not qualify, or must wait longer to pursue citizenship will be deprived, at least for a time, of the opportunity to participate in the fundamental aspects of democratic life.” (page 69)

We do not imagine that our federal government intended to decrease access to democracy for Canada’s immigrants. But this appears to be a consequence of some of its policies designed to “crackdown” on citizenship fraud.

Alboim and Cohl argue that such policy changes that lack, or run contrary to evidence, could have unintended consequences. They write, “Many changes to the family class and citizenship are based on anecdote without evidence to show the magnitude of the problems. […] [T]he sheer pace and scope of changes to immigration policy and programs creates a climate of unpredictability.” (pages 65-66)

A national discussion is essential in this climate – one that seeks to ask the right questions. A discussion about what kind of country we want to be and how immigration can help us get there. We believe that these four principles should guide the conversation and any subsequent immigration reform:

1. Immigration policy should be based primarily on long-term social and economic objectives and a commitment to citizenship.
2. Immigration policy should be evidence-based, comprehensive, fair and respectful of human rights.
3. Immigration policy should be developed through public and stakeholder engagement, meaningful federal-provincial-territorial consultation, and democratic processes.
4. Immigration policy should enhance Canada’s reputation around the world.

The time for a national conversation is now. In the coming weeks, we’ll propose some questions to guide us in this conversation. We encourage you to join us in this discussion.

Related:

• Shaping the future: Canada’s rapidly changing immigration policies 
• New Survey Research Reveals Canada’s Attitudes towards Citizenship
• Five reasons Canada leads the world on immigration
• Immigration Policy: The Sound of One Hand Clapping
• Recent Immigration Changes Deserve Debate
• Sticky Fingers and Social Glue

(originally posted on the Intercultural Innovation Award site)

On the occasion of International Migrants Day, it is important to remember that 214 million migrants from all corners of the globe are in search of a better life, safety and security. And just as they did in the last century, they will look overwhelmingly to urban regions as the place to realize their dreams and aspirations. As they locate to cities in Europe, the Americas, Asia and Africa, they will bring with them energy, vibrancy and the will to survive and succeed, which, if successfully tapped, will release social, cultural and economic benefits for all.

Today, immigration, migration and integration are part of the language we use to describe a much larger story about the increasingly fluid movement of people, markets, culture and language across borders and time zones to large urban centers. In an era of globalization and unprecedented urban growth, that story can be about open, inclusive cities that are creating a palpable sense of excitement and opportunity. Or it can be a story of tension and alienation that can be passed along to the second and even third generation. When integration is done well, it fuels economic growth, spurs innovation and talent renewal, creates new knowledge and promotes an open, richer and more cohesive social fabric. When it is done poorly, the results are costly and far more complex.

Cities have a critical role to play in integrating newcomers, engaging their residents, and creating opportunities and a sustainable future for all. Regardless of national narratives or policy frameworks, the lived experience of integration is inherently local. The quality of the welcome experienced by migrants has a huge influence on their future success and, ultimately, on the prosperity of our cities.

Cities are where immigrants prefer to live, work, study, play and raise their families. Cities are where they experience integration or exclusion, with results that impact not just the migrant, but also the local community. Local actors and local institutions – such as city governments, local businesses, community and civil sector organizations, schools, libraries, and parks – can play a powerful and positive role in immigrant integration.

City governments especially have a critical role to play. As policy makers, democratic institutions, service providers, major employers and buyers of goods and services, local governments must set the standards for the private and civil sectors.

For example, in Dublin (Ireland), all residents, including non-citizens, have the right to vote in local elections. Noting the low voter participation in migrant communities, Dublin’s City Council’s Office for Integration launched the Migrant Voter’s Project, which has young leaders in immigrant communities deliver voter education to their peers.

In many communities, everyday activities like opening a bank account can be challenging for residents with irregular legal status. What’s more, they are more vulnerable to crime and less likely to approach the police due to their lack of identity documents. The City of New Haven (United States) created a municipal identity card for all residents, regardless of immigration status or age. With this universal identity card, the city increased community safety and made a clear statement that all residents are valued and full participants in city life.

Local governments around the world work to ensure that immigrant entrepreneurs have the opportunity to set up businesses that will contribute to the local economy. For example, in Helsinki (Finland), EnterpriseHelsinki is a free business counselling service for entrepreneurs whose client base is 35% immigrants – triple the share of their general population. In Vienna (Austria), the Mingo (“move in and grow”) Migrant Enterprises program offers multilingual services to ensure that immigrant entrepreneurs have the information and advice they need to succeed.

Fortunately, cities need not act alone. Local actors in cities around the world put out the welcome mat for immigrants, and recognize immigration as an asset, rather than as a problem to be solved. They are using innovative new ideas alongside tested, proven methods. These leaders encourage integration in many places – in workplaces, boardrooms, classrooms, parks and public offices.

For example, the DiverseCity onBoard program in Toronto (Canada) connects qualified, pre-screened candidates from visible minority and immigrant communities with the governance bodies of public agencies, boards and commissions, and civil sector organizations. The initiative is now being replicated in 20 cities around the world.

Local, neighbourhood level initiatives can have broad impact. The Walking School Bus in Auckland (New Zealand) brings together neighbours of all stripes for a common goal: get children to school. Like a motorized bus, the Walking School Bus travels at a set time, with set stops, and is supervised by an adult volunteer. This program provides parents – particularly new immigrant parents – with the opportunity to get to know each other, gives children a safe and healthy way to get to school, and reduces traffic congestion and pollution near schools. This good idea is being replicated in Waterloo (Canada) and Victoria (Australia).

These are just a few examples of the good work that local actors and local governments are doing to further immigrant integration in their cities.

As we look ahead to the new year, let us look to each other for inspiration. Learn what other cities are doing that could be adapted to or replicated in your city. Share what you’ve learned in your own city with others.

We have the power to make sure that immigrants are welcomed, protected and encouraged to succeed – we must resolve to use it.

Related:

• Cities of Migration
• DiverseCity onBoard
• It takes a city to integrate newcomers
• Alan Broadbent on cities and international collaboration
• Cities of Migration shares Toronto’s diversity experience with the world

(Photo credit: Stiftung Polytechnische Gesellschaft)

Recently, Diversity Best Practices posted a list of diversity tweeters you should follow. Great list, great idea.

Here’s our own list of the five top Canadian diversity thought leaders you should follow:

Michael Bach @diversity_dude

Michael made the Diversity Best Practices list, very well deserved. Michael is part of the Maytree network, actively working with us to help ensure that skilled immigrants find their place in corporate Canada. However, his lens on diversity is much broader. While he’s very active on Twitter, you can also find him on YouTube, Pinterest and other social media spaces.

Elaine Newman @eGlobalLearning

Elaine runs Global Learning, a consulting and training company for employers. Her diversity lens is broad, and she provides a fantastic diversity and inclusion aggregation on Twitter, Facebook and Google+. If you’re interested in tracking international stories on diversity, inclusion and employers, you’ll want to follow this account. Also, download their Diversity Now app!

Schema Magazine @Schema_Magazine

Part of the “new mainstream” (a term often used by Doreen Iannuzzi – see next on the list), Schema is “an online magazine that is a blend of identity and pop culture for the 1.5 gen and beyond.” Schema is the brainchild of Alden E. Habacon (@aldenhabacon) and explores what he calls Diversity 2.0 (or “real-life diverse mainstream”), as experienced by “cultural navigator youth,” namely “those who recognized that they were informed by their ethnicity, but no longer defined by it.” Curious about how “the most culturally mobile, ethnically diverse, globally connected generation of Canadians to date” experience Canada? This account is for you. (In case you’re looking for a couple more Western Canadian diversity thought leaders be sure to follow @masalapuri and @tbains as well).

Doreen Iannuzzi ‏ @DoreenatDMS

Doreen is Vice President of New Media at MultimediaNova, one of Canada’s largest diversity publishers. Her tweets include marketing, communications and marketing mixed with links, and insights and opinions about diversity in Canada and beyond. A proponent of the idea that immigration and diversity in Canada are not made up of “others,” but are the “new mainstream,” Doreen can help you see beyond diversity as a niche issue and see it instead as an opportunity and point of Canadian pride. She also has a Twitter list related to the “new mainstream” where you can find more. You may find her in conversation with @NikishaRG from time to time, so you should probably also follow Nikisha.

Ritu Bhasin @Ritu_Bhasin

An active part of the Maytree network, Ritu specializes in consulting on people and HR management and leadership strategies, among other things. Follow Ritu for inspiration and information on corporate diversity, inclusion and change management.

Update!

Our thanks to Gerard Keledjian who recommended another leader to include here:

I’ll make them 6 & add @paragtandon RT @maytree_canada: 5 Canadian #diversity rockstars to follow ow.ly/f6iEO

— Gerard Keledjian (@GerardKeledjian) November 8, 2012

Yes, definitely! We encourage you to also follow Parag, a “Corporate Responsibility Expert, Specialist on Diversity, Inclusion and Social Capital Builder.” Thanks Gerard!

How to find more diversity/inclusion thought leaders on Twitter

Twitter allows you to share tweets and have conversations on specific topics, organized, archived and findable. It uses something called hashtags. Any time you see a # followed by a word or phrase (no spaces, please), this is the equivalent of categorizing or tagging a message. Others can follow, subscribe or easily find messages tagged in this way. Some people use hashtags to have organized, time-specific “Tweet chats” about a particular issue, or use them to help organize tweets from a specific event. In this case, check out #diversity and #inclusion to see what’s being shared/discussed.

Coming soon. Twitter, LinkedIn and other social media lists focused on skilled immigrants, refugees, refugee health, policy in Canadian politics, multicultural media and more. Got some topics and twitter accounts to suggest? Let us know, here or @maytree_canada!

Ah, yes, we’re on Twitter (in case you didn’t know). And not just Maytree. Find/follow us @citiesmigration, @hireimmigrants, @ratnaomi.

Related:

• Leadership Lessons from Twitter
• Five Good Ideas: Social Media for Non-Profits

(Twitter image by Fanie Grégoire)

I just returned from a conference organized by Spanish think tank MENARA, a project of Fundación Tres Culturas. This transnational conference was one in a series of meetings this year that examined themes like the relationship between entrepreneurship or citizenship and diversity.

At the conference, I learned about the inspiring work of others, and shared what we’re doing at Maytree, in Toronto, across the country, and beyond.

Here are five Toronto ideas that inspired MENARA participants in Spain.

1. The idea of immigration, and the diversity that comes with it, is enshrined in Canadian laws, but it’s also embraced in our culture. We consider diversity and immigration Canadian values, like politeness. As a defining feature, immigration doesn’t become part of a political campaign. Canada has no political party running on an anti-immigrant platform.

2. We frame immigration and diversity as assets, not as a problem. They are not a social ill that needs to be managed, and immigrants aren’t viewed as an additional strain on resources. We quantify the contribution of immigrants, as we do the loss that results when they are not able to contribute professionally to the best of their abilities.

3. Immigration and diversity are not exclusively the concern of governments or the social sector. Solutions are proposed by business champions, making the work of immigrant integration and inclusion multi-sectoral.

4. We recognize that integration requires participation and interaction. That means ensuring that diverse voices and representatives are present in public spaces, able to make connections within society, and be active in civic life.

5. We know that within each community or neighbourhood there are potential leaders who can provide both representation and role models. Enhancing their development is a key strategy in our work.

But, of course, there is always more to learn.

Unlike most other OECD countries, Canada has no national housing, transit, child nutrition or child care strategies. While these would not be aimed exclusively at immigrants, they would certainly contribute to their integration and success.

We also have much to learn from each other – city to city. That is a my key take away from the MENARA conference. Government officials, foundation partners, students, academics and immigrants want to be connected to each other and to good ideas in immigrant integration. They will continue to look at Cities of Migration, in particular, as a platform for exchange.

Expect more stories and more connections from Andalucia.

Related:

• Building cities of inclusion: from Toronto to Almeria, Spain
• MENARA: La relación entre “Urbanismo y Diversidad” objeto de análisis por la Fundación Tres Culturas en Almería
• Cities of Migration publication: Good Ideas from Successful Cities: Municipal Leadership in Immigrant Integration

Cities evolve and are shaped by the people who inhabit them.

Immigration and the resulting diversity of its people are both a source of creativity and hold great potential, as long as urban leadership ensures full integration of the newcomer and long-time resident.

According to organizers of the conference “Urbanism Planning: An Instrument for Social Integration,” as cities become more diverse, policies and practices at the local level must be more inclusive. The process of integration is a shared and negotiated responsibility, it cannot be defined unilaterally.

The conference is organized by Spanish think tank MENARA, a project of Fundación Tres Culturas. It takes place in Almería, a city in the autonomous community of Andalusia, in collaboration with the Ministry in charge of Moroccans living abroad.

Within the last 13 years, the foreign-born population has grown ten-fold in Spain. In the province of the same name, Almería, the predominant group is Moroccan. Similar growth has been registered across Andalusia.

MENARA focuses on migration and the promotion of intercultural dialogue. Its mission is to understand the reality of Moroccan immigration in Andalusia and to generate intercultural dialogue, employing a number of strategies, including research. Through the creation of networks and the promotion of immigrant integration and belonging, the goal of the organization is to create cooperation and exchange between Andalusia and Northern Morocco.

This transnational conference is one of a series of meetings this year that have examined themes like the relationship between entrepreneurship or citizenship and diversity.

Presenters are focusing on good ideas and experience of city-led policies and practices – in areas such as urban planning, housing, public space and participation – that promote immigrant integration and maximize the potential of diversity in cities. The participatory event asks all attendees to debate issues and key points in the program (PDF).

Maytree was invited to participate alongside students, academics, immigrants and other international guests to share the Canadian experience of immigrant integration. We’re also bringing good practices in local immigrant integration drawn from Cities of Migration’s collection of over 150 stories from global cities, over 100 of them already published in Spanish.

The contexts may vary from city to city, but in substance, the challenge and opportunity of immigration and diversity are consistent, whether in Toronto or Almeria.

As a practitioner, bringing the experience of DiverseCity Toronto’s work to accelerate regional diversity in the Greater Toronto Area with practical interventions to promote diverse leadership, I expect to learn a great deal from the rich debate taking place in Almeria this week.

Related:

• MENARA: La relación entre “Urbanismo y Diversidad” objeto de análisis por la Fundación Tres Culturas en Almería
• Cities of Migration publication: Good Ideas from Successful Cities: Municipal Leadership in Immigrant Integration

The HR Council for the Nonprofit sector conducted research to explore issues that prevent nonprofit sector employers from accessing the skills and expertise of immigrants and visible minorities.

What is this research about?

The report, Recruitment and retention of New Immigrants  and Members of Visible Minorities in the  nonprofit sector’s workforce (PDF), describes the demographic challenges that affect the nonprofit labour force, reasons organizations need to take action, and provides five areas of focus for employers (note: the report refers to “ethnic diversity,” encompassing visible minority and under-represented immigrant communities).

Why is this research needed?

In Canada, the nonprofit sector employs 7.2% of the workforce, or 1.2 million paid employees.

While visible minorities and immigrants make up 16% and 20% of the population, respectively, previous studies show that only 6% of nonprofit employees are visible minorities, and 11% are immigrants. Moreover, 93% of executive directors identify themselves as white.

The business imperatives for hiring from non-traditional labour pools are clear: filling skill shortages, better service provision, and the increase in innovation and diversity of thought. It’s up to nonprofits to enhance their hiring and employment practices to put values of diversity and inclusion into practice.

What did the researchers do?

The researchers reviewed previous studies and literature. They surveyed 350 nonprofit employers, and conducted eight focus groups with a total of 89 nonprofit employers and 26 individual interviews with immigrants and visible minorities who work or have worked in the nonprofit sector.

What did the researchers find?

Compared to other sectors, the employee make-up of Canada’s nonprofit sector lags in its immigrant and ethnic diversity. However, the majority of employers surveyed believe that hiring immigrants and visible minorities is important, and expect to see an increase in the number of immigrant and visible minority employees.

Both employers and employees indicated that discriminatory practices and biased approaches remain a reality for immigrants and visible minorities. Indeed, participants reported that the business case for an ethnically diverse workforce is not well understood at higher levels of their organization.

As well, turnover rates for immigrants and visible minorities in the first year of employment are higher than for other groups. This suggests that nonprofit employers must also invest in integrating and retaining these staff. While the report focuses on immigrants and visible minorities, many of the issues reflect those facing all employee groups. In particular, the report suggests that nonprofits pay specific attention to orienting new employees to the values and norms of the organization, and how they shape workplace behaviour.

Recommendations

The report contains a number of practical and specific recommendations for attracting, hiring, retaining, and promoting immigrants and visible minorities.

Five core recommendations aim at supporting ethnic diversity in organizations and in the sector:

1. Promote your organizations and the nonprofit sector as viable and vibrant career destinations.
2. Learn about barriers and best practices for hiring and integrating immigrants and visible minorities.
3. Articulate the benefits and strategies for ethnic diversity, specific to your organization’s context, sphere of activity, and objectives.
4. Increase diversity on your board, specifically with board directors from visible minority and under-represented immigrant communities.
5. Create an ethnically diverse pool of volunteers as a potential source of new employees.

How can you use this research?

Each section of the report contains specific recommendations or practices that might be useful to your organization.

In addition, the report explains the business case for ethnic diversity, which might be useful to share with the leadership in your organization.

Related:

More from the HR Council for the Nonprofit Sector:

• Opportunity Knocks! How Nonprofit Employers Build a Workforce that Includes New Canadians
• Diversity at Work Toolkit

More information and resources:

• DiverseCity Counts: Leadership Diversity in the Nonprofit Sector: Baby Steps, Big Strides, and Bold Stances
• hireimmigrants.ca – Nonprofit Sector
• Charity Village – Human Resources

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.

Our recent German Exchange showed us just how global the desire to include diversity effectively in our institutions has become.

Since we released The Diversity Gap: The Electoral Under-Representation of Visible Minorities there seems to have been a sudden increase in other Canadian reports and stories about diversity in leadership. This is a good thing, even if the news is not terribly good.

You may have read some of the stories and even the reports. We’ve compiled what we’ve come across recently for you below.

DiverseCity Counts 4

The Diversity Gap: The Electoral Under-Representation of Visible Minorities
“This research finds that while they comprise 40% of the GTA population, only 11% of those elected to office are visible minorities. This means that we would need to elect almost four times as many visible minorities, across all levels of government, for visible minorities to hold elected office in proportion to their share of the population in the GTA.”

Related news:

• Fundamental split over elected representation debate (Sunil Rao, South Asian Focus)
• Same-old at the top (Toronto Star editorial)
• Minorities under-represented in municipal politics (Gerald V. Paul, The Caribbean Camera)
• Maytree Foundation study addresses lack of diversity in elected office (Samuel Getachew, Sway Mag)
• Diversity in Local Government (CBC Metro Morning)
• Politics can become more representative (Debora Kelly, YorkRegion.com)
• Visible minorities are highly under-represented, says new study (Canadian Immigrant)
• Participation in Parliamentary Democracy: Where would you put your money? (Jane Hilderman, Samara Canada)
• Visible minorities thin on the ground at Canadian city councils (Anna Mehler Paperny, Globe And Mail)
• Politicians in GTA lack diversity (Nicholas Keung, Toronto Star)
• Visible minorities vastly under-represented in municipal politics (Marcus Gee, Globe and Mail)
• Council doesn’t reflect the population (Mississauga News)

Deloitte

Welcome To Canada. Now What? Unlocking the Potential of Immigrants for Business Growth and Innovation (PDF)
Canadian organizations need to do a better job of recruiting and integrating skilled immigrants or risk losing them to other countries, according to this report from Deloitte.

Related news:

• Overlooking Immigrant Talent Puts Canada at a Competitive Disadvantage (hireimmigrants.ca)
• Employers failing to put diversity into practice (Canadian HR Reporter)
• Canada’s broken promise (Globe and Mail)
• Canadian Employers Missing the Potential for Innovation and Growth from Immigrants: Deloitte (Marketwire)
• Skilled Immigrants (CBC Metro Morning)

Institute of Corporate Directors (ICD)

Diversity in the Boardroom: Findings and Recommendations of the Institute of Corporate Directors (PDF)
“The ICD does not support mandatory legislation or quotas to increase diversity in the boardroom.We do believe, however, that Canadian boards and directors can and should be doing more to increase board diversity.”

Related news:

• Directors group gives thumbs down to mandatory quotas for boards (Janet McFarland, Globe and Mail)
• When it comes to boards, Canada gets an F in diversity (Richard Leblanc, Canadian Business)
• New ICD study underscores the benefits of increased diversity on corporate boards in Canada (Digital Journal)
• Board diversity important, worthwhile: Survey (Canadian HR Reporter)

Conference Board of Canada

2011 Canadian Directors’ Compensation and Board Practices (fee)
“This 2011 report summarizes the results of The Conference Board of Canada’s biennial survey on the fees, retainers, and other compensation received by directors for board and committee service as well as governance practices.”

Related news:

• Directors more handsomely compensated: Conference Board of Canada (Barbara Shecter, Financial Post)
• Director compensation in Canada rose sharply in the past two years (Digital Journal)

Corporate Knights

The 2011 Diversity Index
“Statistics Canada estimates that, by 2031, the percentage of the Canadian population belonging to a visible minority group will roughly double to between 29 and 32 per cent. By that time, proponents of diversity in boardrooms would like to see the percentage of directors who represent this population catch up. But it’s a big leap – nearly four-fold – for the nation’s boards, as those numbers would have to more than double to bring them in proportion with the general population today.”

Related news:

• Visible minorities in the boardroom: has there been progress? (Tara Perkins, Corporate Knights)
• Canadian boardroom diversity rates ‘are stagnating’ (Odgers Berndtson)

Additional articles about diversity on boards and in corporate leadership roles

• The Local Diversity Gap: Assessing The Scope And Causes Of Visible Minority Under-Representation In Municipal Elections (Karen Bird, McMaster University)
• Media Advisory – Diversity and Inclusiveness 2011: The New Competitive Advantage (Canada Newswire)
• Cultural Diversity is Power in the New Global Reality (OCRI)
• Calgary firefighter recruiters look for diversity (CBC)
• Open doors policy: Law firm spearheads diversity movement (Denise Deveau, Financial Post)
• The Circuit: Toronto Lawyers Association hosts first-ever ‘Diversity Soirée’ (Yvonne Bambrick, Precedent)
• Progress of Canadian firms as regards diversity (Amandine Chauve, HRjob.ca)
• Ashton stresses diversity as key to new politics (Niki Ashton, NDP)
• Careers Today Canada: Workplace diversity event card (Minto Roy, Diversity CLUES Consulting Inc.)
• Loblaw recognized as having one of Canada’s 10 Most Admired Corporate Cultures (Canada Newswire)
• Webinar recording (fee) – The Link Between Diversity & Inclusion and Organization Development Processes: A Benchmark Study (Conference Board of Canada)

By Sherri Torjman and Ken Battle. Sherri is vice-president and Ken is president of the Caledon Institute of Social Policy in Ottawa.

There is no excuse for the shocking violence taking place on the streets of London. The rioters and looters have destroyed the livelihoods of many innocent, hard-working people who must now — in their words — “start their lives from scratch.”

While there are no excuses, there certainly are explanations for these angry rampages.

For years, a burgeoning body of international literature has been warning about the potential unrest bubbling beneath the surface of so-called “prosperous” societies. Ironically, the roots of this work derive from a decades-old, landmark study of public servants in the U.K.

The pioneering British research concluded that the psychological and physical damage resulting from being at the bottom of the socioeconomic ladder can be devastating. Civil servants in the junior ranks were three times more likely to die in a year than colleagues from senior ranks, with a sliding gradation from top to bottom. Life prospects were far better at the top.

The U.K. results have stood the test of time. Subsequent findings have shown that social status has a powerful effect on health and well-being. Exhaustive evidence from around the world leads to the same conclusion: extreme inequality is bad for both individuals and nations.

Societies marked by significant inequality sooner or later pay the price. Regardless of a nation’s wealth, it will be more dysfunctional, violent and unhealthy from both physical and emotional perspectives if the gap between income groups grows too wide.

Governments ignore this evidence at their peril. As the new safe harbour in the worldwide financial storm, Canadians risk complacency about the state of their own economic waters.

At last count in 2009, close to 3.2 million — one in 10 Canadians — lived on low incomes. This national average masks the fact that certain groups, including aboriginal people, recent immigrants and persons with disabilities, face an even greater risk of poverty. These are the households that spend a disproportionate amount of their limited income on the basics of food, clothing and shelter. Every day is a stressful struggle just to get by. They choose between feeding the kids and paying the rent.

Yet there is more to poverty than just being poor. Who gets how much is an equally crucial factor.

Recent numbers should be a wake-up call to all developed nations. Over the past quarter century, earnings of the wealthy in Canada grew by 16 per cent while those of the poor dropped by 21 per cent. The same pattern of widening divide has been seen throughout the industrialized world.

Governments have a crucial role to play in fighting the growing gap. Fortunately, there are several key levers at their disposal to tackle the problem.

Income security programs and a progressive income tax system narrow the gap between Canada’s poor and well-off by raising low incomes and counteracting the rising inequality rooted in employment earnings, private pensions and investments. The foundations to tackle poverty and inequality do not have to be built — just built upon.

But tackling poverty and inequality are not the only required responses. Implementing measures that target social exclusion is equally important. Social exclusion is a concept that gets very little airtime — except when it rears its ugly head in the form of violent riots.

A sense of exclusion derives from feelings of limited opportunity. There is nothing to gain — and nothing to lose. Those who write off social exclusion as a “woolly concept” of concern only to bleeding hearts must now pay attention — to the bleeding heads on the streets.

Confronting racism and systemic discrimination is a key step. Racialized Canadians, aboriginal people and persons with disabilities have been on the sidebars of society for far too long. Decent affordable housing is a long-acknowledged need. Jobs, recreational opportunities and a voice in local decisions all are vital remedies to tackling social exclusion.

And the solutions must go beyond governments to involve the private sector, voluntary organizations and citizens themselves. Entire communities must be engaged in combatting social exclusion. At the end of the day, bleeding heads are everyone’s business.

Originally published in the Toronto Star commentary section.

Download in PDF format from the Caledon website.

Related links:

• Caledon Institute of Social Policy
• Promoting practical policies for a stronger Canada – insights from Alan Broadbent and Sherri Torjman
• Imagining What’s Possible Where You Live
• The State of inclusion – what would Dr. King think?