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FCR 2.0: The Role of Employers, Communities and Service Provider Organizations The Hire Immigrants Ottawa Engagement Continuum – A Model . Kelly McGahey Senior Manager, Stakeholder Relations kmcgahey@hireimmigrantsottawa.ca Twitter: @ HireImmOttawa. Business Drivers.

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FCR 2.0: The Role of Employers, Communities and Service ProviderOrganizationsThe Hire Immigrants Ottawa Engagement Continuum – A Model

Kelly McGahey

Senior Manager, Stakeholder Relations

kmcgahey@hireimmigrantsottawa.ca

Twitter: @HireImmOttawa

business drivers
Business Drivers

Leveraging Immigrant Talent will Grow and Diversity our Economy

  • Skilled immigrants bring global experience, cultural and linguistic intelligence, and networks
  • Skilled immigrants to Ottawa have higher education and diverse backgrounds, contribute to increased innovation and productivity
  • Changing Local Market - expand customer base through improved understanding of product and service needs of ethno-specific markets
  • Broader talent pool for recruiting new employees
  • Well managed very diverse teams outperform well managed heterogeneous teams

*Source: The Conference Board of Canada

employer challenges
Workplace Readiness; Workplace cultural differences; Language (including bilingualism)

Immigrants not in networks; resume screening; communication challenges

Assessing Foreign qualifications and Work Experience; Credential Recognition

Compare experience and education obtained elsewhere; licensing and/or certification requirements

Employer Challenges
five strategies to leverage immigrant talent support integration
Five Strategies to Leverage Immigrant Talent/Support Integration
  • For the effective hiring and integrating of immigrants into our workplaces, employers can implement strategies in the following areas:
    • Awareness
    • Participation
    • Collaboration
    • System Change
    • Championing
awareness
Awareness
  • Employees/colleagues need to be aware of demographics, labour markets, and evolving customer bases/markets
  • Employees/colleagues need to be aware of the business drivers related to diversity and inclusion initiatives
    • Invite in a third party to help deliver this information if that would be helpful
  • HR/People Managers/Leaders need to be aware of demographics, best practices in attraction, engagement and retention, the resources required to become and/or remain an inclusive workplace
    • Become familiar with where to find tools and resources
  • All - Get to know the immigrants in your workplace – ask them about their experiences arriving, settling. What are their challenges and opportunities?
participation
Participation
  • Participation can include:
    • Networking events – encourage colleagues to participate in relevant networking opportunities where they’ll meet immigrants or other stakeholders
    • Coaching events – encourage colleagues to provide guidance and advice to immigrants on how to search for work in their field
    • Internship programs – consider tapping into an existing internship program, such as the Federal Internship for Newcomers program to help your employees become more familiar with newcomers in the workplace
    • Bridging programs – there may be a relevant bridge training program at a community college seeking hosts for placements or mentors – employees may respond to leadership development opportunities
    • Mentoring Programs – tap into existing mentoring programs through your immigrant serving organizations or consider implementing a mentoring program in your workplace
collaborate
Collaborate

Enhancing the ability of workplaces to attract, retain and advance immigrants requires the efforts of many stakeholders working together

  • Work with other IEC employers to share knowledge and information, provide input to other stakeholders (i.e. policy-makers, etc); provide input into future programming (i.e. training, tools and resources, etc)
  • Work with immigrant serving agencies/FIN to source candidates, provide guidance and feedback to job seekers, job developers and settlement workers
  • Work with educators, regulators, etc., to ensure skilled immigrants can address any skills gaps they might have
system change
System Change
  • Review your HR policies and practices for unintended barriers, and address them
    • i.e. work to ensure that the hiring process is as bias free as possible, from the posters (asking only for bona fide requirements) to interview guides (behaviour-based interview questions may elicit responses influenced by culture)
  • Identify ways to value internationally obtained education and experience
  • Access cultural competency training
  • Examine orientation processes for new employees and build in rigorous and robust on-boarding programs
  • Ensure that performance management systems allow for effective management with an inclusive lens – recognizing and valuing difference
champion
Champion
  • Be a champion – in your workplace, in your community
  • Articulate what you know – having inclusive workplaces and being a welcoming community will help to grow businesses and economy, and contribute to a more vibrant community
  • Engage other colleagues (internal and external) around this issue
  • Champions are involved in this issue at all levels – remain aware, participate in activities, collaborate with other stakeholders, and make changes when necessary.
  • Blow your own horns – celebrate successes and share your stories.
tools and resources for employers
Tools and Resources for Employers
  • www.hireimmigrantsottawa.ca houses a number of employer oriented resources including the following developed by HIO:
    • The Employers Guide to Integrating Immigrants into the Workplace
    • Employers in Action: From Recruitment to Retention
    • Labour Market Fact Sheets
  • HireImmigrants.ca on-line resources, including videos: www.hireimmigrants.ca
  • Canadian Council of Technicians and Technologists http://www.cctt.ca
  • Links to similar initiatives: http://alliescanada.ca/
  • CIC/TASCs Employer’s Roadmap: http://www.credentials.gc.ca/employers/roadmap/roadmap.pdf
conclusion
Conclusion
  • The labour market demographic is changing at a fast pace and immigration will be a driving force of that change.
  • Integration of immigrants into the labour market is a process, not an event – there is no silver bullet. Employers and communities will need to work together to develop and implement strategies.
thank you
Thank you!

www.hireimmigrantsottawa.ca