Brockville Welcomes Cultural Diversity

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  • 1. BROCKVILLE WELCOMES Cultural Diversity EDCO Conference February 4 th , 2010 David Paul and Terry O’ Reilly
  • 2. OUTLINE
    • Immigration and Economic Development
    • The Canadian Picture
    • The CIRRO Initiative
    • Benefits and Challenges
    • Programming and Next Steps
    • Financial Resources
    • The Pricedex Story
  • 3. NEEDS AND BENEFITS
    • Attraction of Talent – Skilled Labour
    • Demographic Diversification – Younger Families
    • Increase in Personal Income per Capita
    • Cultural Diversity – Enhancing Social Fabric
    • Sustainability for our Future
    • 21 st Century Community Corporate Image
  • 4. FACTS AND FIGURES
    • Each year Canada welcomes about 250,000 immigrants and refugees
    • According to the Conference Board of Canada 375,000 new immigrants are needed annually in order to stabilize workforce
    • Over 80% of immigrants destine to Canada’s 10 largest cities
    • Only 4% of new immigrants in Ontario settle in rural areas
    • 65% of all immigrants in Ontario come from Asia and Middle East, 15% from Europe, 10% from South America, Caribbean and Central America, 7% from Africa
  • 5. FACTS AND FIGURES
    • 41% of immigrants come in their prime working age of 25 to 44 years, 50 % of newcomers are below 25 years and 9% are over 45 years old
    • Only 28% of local population are in their prime working age of 25-44 years, 30% are below 25 years and 42% are over 45 years
    • 51% of immigrants hold university degrees compared to 20% of Canadian-born workers
    • Average household income of skilled immigrants in their 4 th year of arrival ranges between $34,000 - $37,000, while the average household income for Canada is $86,300
    • Not recognizing the skills of immigrants costs the Canadian economy $ 3.4 – 5 billion a year (Human Resources and Social Development Canada).
  • 6. CIRRO * IS ALL ABOUT:
    • Education and awareness
    • Engagement and mobilization
    • Collaboration towards a Made in Brockville/Leeds Grenville plan
    • Execution
    • Measurement and adjustment
    • Celebrate and promote to other communities
    • * Community Immigrant Retention in Rural Ontario (CIRRO)
  • 7. STRATEGY
      • A bottom-up approach, strengths and challenges (Community Stakeholders)
      • A collaborative structure (CIRRO Steering Committee)
      • An evidence-based approach (Documentation and Tools Production)
  • 8. SETTLEMENT CONCERN IN RURAL COMMUNITIES
    • Language Training
    • Employment
    • Translated Material
    • Public Transportation
  • 9. POSITIVE ATTRIBUTES OF RURAL COMMUNITIES
    • Affordability
    • Friendliness
    • Health Care
    • Environment
  • 10. ACTIVITIES COMPLETED
    • Immigration EXPO & Community Workshop
    • Research
    • Community Education and Awareness
    • Stakeholder Immobilization
    • Grant Applications
    • Immigration – Business Profile
    • Immigration Video – Workplace Focus
  • 11. NEXT STEPS
    • Tool Box Development – For OMAFRA
    • Workforce Communications/Engagement
    • Immigration Portal
    • Continue Education & Awareness
    • Immigration Attraction Program- Secondary Immigration
  • 12. Financial Resources
    • Career Bridge www.careerbridge.ca
    • The Ontario Trillium Foundation http://www.trilliumfoundation.org/
    • Citizenship and Immigration Canada “Welcoming
    • Communities” Initiative
    • http://integration-net.ca/english/pdp/rfp-dp/index.cfm
    • Citizenship and Immigration Canada “Promoting
    • Integration” Multiculturalism Program
    • http://www.cic.gc.ca/English/multiculturalism/funding/guide/101-eng.asp
    • Maytree Foundation “Assisting Local Leaders with
    • Immigrant Employment Strategies” (ALLIES) Program
    • http://atwork.settlement.org/sys/atwork_library_detail.asp?passed_lang=EN&doc_id=1000159
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  • 18. THE PRICEDEX CASE
  • 19. The Good, the Bad and the Ugly is Mostly Good and Beautiful
    • Good skills, poor local and industry familiarity
    • Overall performance results
    • What we have done to bolster weaknesses
    • Imperfect solution better than no solution
    • Upsides: work ethic, work quality, caring, meeting deadlines and meeting expectations, response to extra demands, etc
  • 20. How to Keep Them and Develop Them
    • Helping them to Land
    • Adapting to their Needs
    • Interest in their History and Culture
    • Teaching the very best of Ours
    • Assisting on the progression of paths to Permanent Resident Status and then to Citizenship
    • Finding the Support Resources – Dave Paul, etc. – our actual experience and its benefits
  • 21. Accepting a New Paradigm and Meeting the Leadership Needs
    • There is a new thing we must become ‘good at’
    • Absence of bias, embracing the new paradigm, and influencing with the best of Canadian values and principles
    • Senior Levels of Government - completing the loop – Local Welcoming is Not Enough
    • Business ultimately needs to Lead and Execute
    • Someone needs to lead businesses to their own Leadership role - You need to lead them there
  • 22. Summary and Concluding Comments
    • The results for Pricedex: Progress vs Constraint – Both Sides Happy
    • They have adjusted well – We have adjusted well
    • We are a better, stronger company
    • Perhaps our Experience Can Help You to Lead the Leaders
  • 23. THANK YOU David Paul, Director of Economic Development City of Brockville 1 King Street West Brockville, ON K6V 7A5 [email_address] Terry O’Reilly, CEO Pricedex Software Inc. P.O. Box 458, 1807 Cty Rd. 2, Brockville, ON K6V 5V6 [email_address]
  • 24.