Post Workshop Employer Support: TRIEC and CONNECT for Ontario Chamber of Commerce, July 23, 2010


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Originally presented to the Ontario Chamber of Commerce, TRIEC describes the important role that we play in helping employers understand the benefits of hiring skilled immigrants, as well as how to open up hiring and integration practices.

The presentation details the objectives of TRIEC, as well as the programs and supports offered through the organization and its partners.

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  • Why do we care and why does it matter to employers? Employers increasingly report deepening challenges: Their workforce and talent pool is diminishing Their operations are increasingly global in nature (especially as the currency of our traditionally largest trading partner declines) Their local customer and supplier base is becoming increasingly culturally diverse As a spin-off of that, employers say they don’t have the skills or knowledge to engage new Canadians effectively Plus, more and more employers are instituting internal company mandates for social justice, community involvement, diversity, inclusivity. At the same, newcomers Are arriving in increasing numbers. As a result an increasing proportion of the GTA population is comprised of immigrants. Are arriving with more education and more work experience. 50% of all immigrants that arrived between 2001 and 2006 came with a post-secondary degree. That’s more than double the proportion of the Canadian-born population (20%) that earned a post-secondary degree, and more than the proportion of immigrants who arrived between 1996 and 2001 (28%). Not only are immigrants arriving in greater numbers and with more education, they are arriving in accelerating numbers. So much so that immigrants will account for 100% of new population growth in Canada by 2031, and 100% of new labour force growth in Canada by 2011. AND, you have to believe that this is happening far faster in the GTA than the Canadian average since 1 of every 2 newcomers settles in the GTA. Obviously, it’s a business imperative to integrate skilled immigrants into the Canadian workforce as early as possible, in their respective chosen profession, and at a level commiserate to their education and work experience. TRIEC helps make those connections.
  • What is TRIEC? TRIEC is an employers’ council of all labour-market participants – essentially, any organization that has an interest in an employer’s ability to hire and retain talent in this changing labour market. This includes employers of all types, community organizations, business / industry and professional associations, all levels of government, labour, educational institutions and individual leaders. We believe that with an increasingly culturally diverse population in the GTA, the key to being labour-market ready in the 21 st century is based on being immigrant-ready. So, our mandate is to help GTA employers become labour-market ready by helping them become immigrant ready.
  • The hireimmigrants program is the foundation for TRIEC’s work with employers. It’s projects are geared mostly toward HR professionals and others with hiring responsibilities. Products include: webinars on such topics as Religion in the Workplace, Understanding Cross-cultural Communication Challenges and Cultural Competency the Roadmap, a free, interactive, easy-to-use tool that helps you to develop comprehensive HR strategies How-to HR Workshops, developed in partnership with Ryerson University, that deliver hands-on, practical tips and tools for HR professionals bi-weekly HR e-tips a Cross-cultural interviewing tool The site has received over 180,000 unique visits who have logged more than 14-million hits. About the Roadmap (to be launched on Monday) 1  The Roadmap is a step-by-step guide with comprehensive strategies and tools to help businesses enhance their human resources planning and practice, from recruiting to retaining skilled immigrants. 2  It’s online, easy-to-use and free 3  It can be found at or via the website. 4  The Roadmap is a direct response to a business need for more support around recruiting and retaining skilled immigrants. 5  It is a hands-on, comprehensive tool that can support users with different needs: it allows users with immediate hiring needs to access relevant information quickly, while also supporting HR professionals who are looking for strategies and tactics for HR planning. 6  It’s a free learning tool for companies looking to enhance staff’s capacity to recruit, assess, hire and integrate skilled immigrants.
  • Recruit: Sourcing channels to attract skilled immigrant job candidates Select: Recognizing international credentials; Identifying cultural biases and assumptions that can affect hiring decisions Integrate: Creating inclusive work environments to ensure equal participation; Identifying systemic barriers that can prevent full inclusion; Building Cross-cultural competence (individual, organizational); Creating strategies for educating recruiters, hiring managers, and general employee base
  • Through Job Connect – employers may be eligible to get access to training incentives
  • Online destination and learning community for HR and hiring managers seeking immigrant-readiness techniques Highlight – case studies and webinars Get featured by telling TRIEC about your own promising practices with respect to skilled immigrant employment.
  • The Roadmap is a free, interactive, HR planning tool that provides step-by-step strategies and tools for immigrant-readiness and every stage of the HR lifecycle DEMO: Content overview Assess & Select Assess Prep for the interview Video clips Resources
  • Through Job Connect – employers may be eligible to get access to training incentives
  • Through Job Connect – employers may be eligible to get access to training incentives
  • PINs: Recruit (post jobs), speaking opportunities for staff The Canadian Immigration Integration Project (CIIP), run by the Association of Canadian Community Colleges (ACCC), will receive additional funding of $15 million over the next three years to expand services in India, China and the Philippines. A new office will also open in London, United Kingdom, in the fall of 2011, which will also serve various Nordic and Arab states according to demand.
  • OSLT: Free occupation-specific language training courses offered by 13 Ontario colleges will teach you the language and workplace culture skills required to communicate effectively in your job. 6 – 7 month programs, outside working hours – in-class, online
  • Post Workshop Employer Support: TRIEC and CONNECT for Ontario Chamber of Commerce, July 23, 2010

    1. 1. Are You Ready? Post Workshop Employer Support OCC Training Session provided by TRIEC in partnership with CONNECT Strategic Alliances July 23, 2010 New Realities. New Opportunities.
    2. 2. <ul><li>Welcome and introductions </li></ul><ul><li>Immigrant Employment & Immigrant Employment Councils </li></ul><ul><li>Employer Engagement </li></ul><ul><li>Lunch </li></ul><ul><li>Recap and Q&A </li></ul><ul><li>Employer Tools and Resources </li></ul><ul><li>Next Steps </li></ul>Overview
    3. 3. Introductions <ul><li>Elizabeth McIsaac, Executive Director, </li></ul><ul><li>Racquel Sevilla, Manager, Corporate and Stakeholder Relations </li></ul><ul><li>Navpreet Singh, Manager, Training and Workshop Development </li></ul>
    4. 4. Learning Objectives <ul><li>Create baseline knowledge on finding solutions to the challenges of immigrant employment </li></ul><ul><li>Share expertise and experience in managing employer relationships </li></ul><ul><li>Build familiarity with resources (e.g., workshop binder, etc.) </li></ul><ul><li>Build a community of practice </li></ul>
    5. 5. <ul><li>Immigrant Employment and Immigrant Employment Councils </li></ul><ul><li>(IECs) </li></ul><ul><li>Elizabeth McIsaac </li></ul>
    6. 6. <ul><li>19.8% of Canada’s total population in 2006 was foreign born </li></ul><ul><li>Between 2001 and 2006, Canada's foreign-born population grew by 13.6% </li></ul><ul><li>57.3% of immigrants who came in the last five years were in the prime-working age group of 25 to 54. Compared to 42.3% of the Canadian born population </li></ul><ul><li>Immigrants suffer substantially higher unemployment rates than the Canadian-born. </li></ul>Why it matters
    7. 7. Why it matters <ul><li>Employers </li></ul><ul><li>Labour / skill pool </li></ul><ul><li>Globalization </li></ul><ul><li>Diversifying local markets </li></ul><ul><li>New-Canadian skills </li></ul><ul><li>Mandates for corporate social responsibility </li></ul>Business imperative to make connections <ul><li>Newcomers </li></ul><ul><li>Quantity of skilled talent </li></ul><ul><li>Quality of skilled talent </li></ul><ul><li>Frequency of arrivals </li></ul><ul><li>Proportion of local market </li></ul><ul><li>Opportunities for local and international business </li></ul>
    8. 8. <ul><li>Toronto City Summit Alliance </li></ul><ul><li>The Maytree Foundation </li></ul><ul><li>Manulife Financial </li></ul><ul><li>Local, multi-stakeholder collaboration to develop solutions </li></ul>The TRIEC Story
    9. 9. TRIEC <ul><li>Leadership council of labour market participants </li></ul>Immigrant-readiness = Labour-market readiness
    10. 10. What does TRIEC do? <ul><li>Convenes and collaborates with partners, creating opportunities for skilled immigrants to connect to the local labour market. [individual] </li></ul><ul><li>Works with key stakeholders, particularly employers, building their awareness and capacity to better integrate skilled immigrants into the workforce. [organizational] </li></ul><ul><li>Works with all levels of government, enhancing coordination and effecting more responsive policy and programs for skilled immigrant employment. [systemic] </li></ul>
    11. 11. <ul><li>Challenge </li></ul><ul><li>Immigrants lack professional networks that help make linkages to employment opportunities </li></ul><ul><li>Solution </li></ul><ul><li>Occupation-specific matches between a newly arrived skilled immigrant and their established Canadian counterpart </li></ul><ul><li>Since 2004, more than 5500 matches have been made </li></ul><ul><li>Nearly 80% of mentees surveyed have found full-time positions </li></ul><ul><li>Participation of 50+ corporate partners to recruit mentors </li></ul>Making connections
    12. 12. Outcomes for mentees <ul><li>85% report positive satisfaction with the program </li></ul><ul><li>Most frequently mentioned positive impacts include </li></ul><ul><ul><li>increased confidence </li></ul></ul><ul><ul><li>increased understanding of their field </li></ul></ul><ul><ul><li>finding employment. </li></ul></ul><ul><li>81% of mentees surveyed are currently employed vs 48% before mentoring, and 82% of those currently employed are working in their field of choice. </li></ul><ul><li>Of those who had worked in Canada before and are working now reported an average increase in annual income of 75%. </li></ul>
    13. 13. Mentors: before and after Benefit Before After Understand the barriers faced by new immigrants 52 % 95 % Confident they can work effectively with a new immigrant 67 89 Appreciate the skills and assets immigrants bring 65 89 Confident in supporting immigrants in adapting to the workplace 61 90 Have good coaching skills they can apply at work 69 93 Would promote immigrant integration to colleagues 45 79 Discuss barriers faced by immigrants with colleagues 41 74 Would hire new immigrants, or refer them 76 95
    14. 14. Top 5 corporate partners
    15. 15. Building awareness
    16. 16. Building awareness Immigrant Success Awards
    17. 17. Building capacity
    18. 18. <ul><li>Employer Workshops </li></ul><ul><li>Equip employers with strategies, resources and tools to effectively recruit , select , and integrate skilled immigrants </li></ul>Building capacity Finding Talent : techniques for recruiting and selecting skilled immigrants
    19. 19. Working with government <ul><li>Intergovernmental relations committee (IGR) with membership by invitation to all relevant departments, ministries </li></ul><ul><li>Facilitating vertical and horizontal integration </li></ul><ul><li>Credible non-government convener and secretariat </li></ul>
    20. 20. Other cities <ul><li>ALLIES </li></ul><ul><li>Maytree and J.W. McConnell Family Foundation </li></ul><ul><li>Vancouver, Edmonton, Calgary, Saskatoon, Montreal, Ottawa, London, Niagara, Waterloo, Moncton & Fredericton, Halifax, Auckland </li></ul><ul><li>Alliés Montréal </li></ul><ul><li>$6M agreement between MICC and La Cre includes 3 years of funding for Montreal Mentoring - 1st matches in May/June 2010 </li></ul><ul><li>Allies Montreal has coordinated a Business Council (advisory) </li></ul><ul><li>Anne-Marie Marcotte, Chargée de projet - Conférence régionale des élus de Montréal </li></ul>
    21. 21. <ul><li>Employer Engagement </li></ul><ul><li>Racquel Sevilla </li></ul>
    22. 22. Outline <ul><li>The first three months </li></ul><ul><li>Employer engagement model </li></ul><ul><li>Employer stories </li></ul><ul><li>The first meeting </li></ul><ul><li>Challenges, key learnings & tips </li></ul>
    23. 23. The CSRM Role <ul><li>Corporate & Stakeholder Relations Manager Role </li></ul><ul><li>Engage stakeholders in TRIEC’s objectives and programs </li></ul><ul><li>Achieve immigrant-readiness among stakeholders </li></ul><ul><li>Components of our work: </li></ul><ul><ul><li>Strategy development </li></ul></ul><ul><ul><li>Relationship management & development </li></ul></ul><ul><ul><li>Convening / collaborating / catalyzing </li></ul></ul>
    24. 24. The First Three Months <ul><li>Read </li></ul><ul><li>Meet with your colleagues </li></ul><ul><li>Meet with external partners </li></ul><ul><li>Stay informed </li></ul>
    25. 25. Employer Engagement <ul><li>Internal Coordination </li></ul><ul><li>Established CSRMs as point of contact to employers </li></ul><ul><li>Implemented mechanisms to enhance internal coordination: </li></ul><ul><ul><li>Bi-weekly employer-facing team meetings </li></ul></ul><ul><ul><li>Email communication </li></ul></ul><ul><ul><li>Internal team meetings </li></ul></ul><ul><ul><li>Customer Relationship Management (CRM) system </li></ul></ul>
    26. 26. Employer Engagement Effective employer engagement
    27. 27. Awareness <ul><li>Increasing employer awareness of the value of immigrant skills, education and experience </li></ul><ul><li>TRIEC: </li></ul><ul><li>Public awareness (print, TV ads, media / public relations, IS Awards) </li></ul><ul><li>CSRM Role: </li></ul><ul><li>Speaking opportunities </li></ul><ul><li>Strategy development: identification of partnership opportunities, target groups, setting priorities </li></ul><ul><li>Employer outreach </li></ul>
    28. 28. <ul><li>Immigrants are a source of knowledge and skills </li></ul><ul><li>Immigrants are a source of new and expanded business opportunities </li></ul><ul><li>Cultural diversity brings innovation & new perspectives </li></ul>Source: “Immigrant-Friendly Businesses”, Conference Board of Canada, Nov 2009 Why consider skilled immigrants?
    29. 29. Acceptance <ul><li>Increasing employer acceptance of the need to explore solutions and opportunities </li></ul><ul><li>Employer: </li></ul><ul><li>Internal buy-in </li></ul><ul><li>CSRM Role: </li></ul><ul><li>Relationship development and management </li></ul><ul><li>Tailoring solutions to meet employer needs </li></ul><ul><li>Coordination with TRIEC and partner teams </li></ul>
    30. 30. Action <ul><li>Enabling employers to take action & engage in solutions to recruit & integrate skilled immigrants </li></ul><ul><li>Employers: </li></ul><ul><li>Participation in programs </li></ul><ul><li>Spokespersons </li></ul><ul><li>Champions </li></ul><ul><li>Informing solutions </li></ul><ul><li>CSRM Role: </li></ul><ul><li>Hand-off to programs </li></ul><ul><li>Feedback </li></ul><ul><li>Convening </li></ul><ul><li>Identifying opportunities to re-engage </li></ul>
    31. 31. Pitney Bowes Example Launches Mentoring pilot Expands Mentoring Program Works with TRIEC on immigrant-focused committees Wins HRPA award for diversity marketing Joins TRIEC council Posts jobs through TRIEC partner agencies Works with ALLIES to expand mentoring outside of the GTA Wins IS Award 2008 2007 2009 2010
    32. 32. American Express Example VP Legal mentor wins Mentor of the Year Mentoring Program expands to peer group Holds onsite recruitment event w/ TRIEC partners Joins TRIEC council 2008 2005/6 2009 2010 Individual mentors sign-up Joins TRIEC’s York advisory committee HR intro to TRIEC partner agency Hosts BUILD IT launch, Amex President speaks Mentoring Program expands to other divisions as part of diversity initiatives Director of IT joins BUILD IT advisory committee & commits her division as pilot Continues to participate in BUILD IT initiatives
    33. 33. Steam Whistle Brewing Example Wins IS Award Participates in HR consultant project Media coverage: CBC Radio, TV and Workopolis TV, Workplace News Sponsor of IS Awards Selection Committee Joins TRIEC council Posts jobs through TRIEC partner agencies 2008 2007 2009 2010 Sponsor of IS Awards Selection Committee Media coverage: Financial Post Media coverage: Globe & Mail
    34. 34. HelpCaster Example IS Award nominee CIO participates in TRIEC-chaired Conference Board of Canada panel sharing best practices CIO meets with TRIEC Participating in TRIEC partner’s pilot project 2009 2010 Extending the partnership opportunity to industry association
    35. 35. The First Meeting <ul><li>Before the meeting </li></ul><ul><ul><li>Research on the company </li></ul></ul><ul><ul><li>Bring relevant ideas and resources </li></ul></ul><ul><li>At the meeting </li></ul><ul><ul><li>Learn about their business needs, priorities, capacity to engage and systems </li></ul></ul><ul><ul><li>Make preliminary recommendations, discuss, gauge interest </li></ul></ul><ul><ul><li>Invite them to sign-up for mailing lists </li></ul></ul><ul><li>After the meeting </li></ul><ul><ul><li>Recap recommendations, provide additional resources </li></ul></ul><ul><ul><li>Facilitate connections / introductions to programs </li></ul></ul><ul><li>Schedule follow-ups </li></ul>
    36. 36. Key Learnings Challenges Learnings & Tips initial contact <ul><li>network </li></ul><ul><li>create opportunities for follow-up contact </li></ul><ul><li>employers opening doors to opportunities accelerates success </li></ul>turnover of employer contacts <ul><li>get your contact to introduce/endorse you to their replacement; bring the replacement up-to-speed </li></ul><ul><li>stay in touch and engage your contact’s new organization </li></ul><ul><li>TRIEC council membership transition from individual to institutional; more embedded within the organization </li></ul>
    37. 37. Key Learnings Challenges Learnings & Tips sales cycle is long <ul><li>establish a means of staying in contact </li></ul><ul><li>success is also a factor of need, timing and capacity </li></ul>many employer contacts, not coordinated <ul><li>be prepared to connect the dots – you may be more aware of their immigrant activities </li></ul>external factors (e.g. recession) <ul><li>do your research about the industry and the particular employer </li></ul><ul><li>know where the job opportunities are </li></ul><ul><li>messaging may need to change </li></ul>
    38. 38. Key Learnings Challenges Learnings & Tips employer fatigue <ul><li>the risk is higher if you have a small stable of employers </li></ul><ul><li>one person manages the employer relationship </li></ul><ul><li>CRM software is a good tool </li></ul>appropriate and effective opportunities for action <ul><li>find other opportunities to engage (e.g. involve in partner programs, as spokespersons, seek input on program development) </li></ul>
    39. 39. Key Learnings Challenges Learnings & Tips employers do not have time to learn about & engage in programs <ul><li>understand their needs; help them navigate through the options </li></ul>employers say they receive too many calls from various programs <ul><li>coordinate requests / opportunities with partners / internal team </li></ul>employers have challenges getting internal buy-in <ul><li>support your champion </li></ul><ul><li>pilot, demonstrate success </li></ul><ul><li>find ways to get the hiring managers in front of skilled immigrants (mentoring, job fairs, info sessions) </li></ul>
    40. 40. Conclusion <ul><li>Effective employer engagement: </li></ul><ul><li>Employer-focused </li></ul><ul><li>On-going </li></ul><ul><li>Managed </li></ul>
    41. 41. <ul><li>Employer Tools and Resources </li></ul><ul><li>Navpreet Singh </li></ul>
    42. 42. Outline <ul><li>Introduce </li></ul><ul><li>Introduce Roadmap </li></ul><ul><li>Explore Employer Resource Guide and navigate sites to locate resources and tools </li></ul>
    43. 43. <ul><li> </li></ul> <ul><li>How, Why, Who, What, Tools </li></ul><ul><li>Access to promising practices and case studies </li></ul><ul><li>Employer resources include: webinars , email tips ( HR e-tips ) on current and emerging topics, cultural competence videos </li></ul><ul><li> Roadmap </li></ul>
    44. 44. <ul><li>Free, online and interactive HR planning tool </li></ul><ul><li>Provides step-by-step strategies and tools at every stage of the HR lifecycle to effectively recruit and retain skilled immigrants </li></ul> Roadmap
    45. 45. New Realities. New Opportunities. Employer Resources: BUSINESS DRIVERS
    46. 46. Business Drivers for Considering Skilled Immigrants <ul><li>Recent articles that speak to the business drivers for considering skilled immigrant job candidates as a source for talent: </li></ul><ul><li> </li></ul><ul><li>(quick link – Media Room) </li></ul>
    47. 47. New Realities. New Opportunities. Employer Resources: CREATING BIAS-FREE JOB DESCRIPTIONS
    48. 48. Job Descriptions <ul><li> Roadmap: </li></ul><ul><li> </li></ul><ul><li>(Roadmap  Recruit (folder)  Define the role (folder)  pg 5) </li></ul>
    49. 49. New Realities. New Opportunities. Employer Resources: SOURCING JOB-READY SKILLED IMMIGRANTS
    50. 50. Community Agencies <ul><li> </li></ul><ul><li>CASIP: Consortium of Agencies Serving Internationally-Trained Persons </li></ul><ul><li>Network of 8 community agencies in GTA </li></ul><ul><li>Employer services include: </li></ul><ul><ul><li>Free job-posting services </li></ul></ul><ul><ul><li>Access to large talent pool (pre-screened skilled immigrants) </li></ul></ul><ul><ul><li>Job fairs </li></ul></ul><ul><ul><li>Language & Communications training </li></ul></ul><ul><li>DEMO: To locate a community agency in your region: </li></ul><ul><li> </li></ul><ul><li>(How  talent pool  ask an agency  Ontario, all) </li></ul><ul><li>Benefit for Employers : </li></ul><ul><ul><li>Saves time and resources on sourcing and assessment </li></ul></ul>
    51. 51. Internship Programs <ul><li> </li></ul><ul><li>4- to 12-month paid internships for skilled immigrants </li></ul><ul><li>Benefits for Employers : </li></ul><ul><ul><li>Access to pre-screened, job-ready skilled immigrant candidates with experience in the Canadian workplace </li></ul></ul><ul><ul><li>Can “test the waters” before making hiring commitments </li></ul></ul><ul><ul><li>No commitment to hire after internship </li></ul></ul><ul><ul><li>Access to mature pool that can address current skills shortages, diversity and expand international expertise </li></ul></ul>
    52. 52. Bridging Programs <ul><li> </li></ul><ul><li>Community agencies and organizations (incl. educational institutions and professional associations) offer bridging programs in specific professions to help skilled immigrants integrate into their professional fields in Canada </li></ul><ul><li>Benefits for Employers : </li></ul><ul><ul><li>Access to a skilled immigrant talent pool that has received training and exposure to help them successfully participate in the Canadian workplace, in their profession </li></ul></ul><ul><ul><li>Some bridging programs are sector-specific </li></ul></ul>
    53. 53. Other Sourcing Options <ul><li>Professional Immigrant Networks </li></ul><ul><li> </li></ul><ul><li>Aim : build collective capacity of immigrant networks so they can connect their skilled immigrant members to employment </li></ul><ul><li>70+ active sector- and ethno-specific professional groups run by and for skilled immigrants </li></ul><ul><li>Directory available for download </li></ul><ul><li>Network provides access to large talent pool (30K immigrants) from 11 sectors </li></ul><ul><li>Canada Immigration Integration Project </li></ul><ul><li> </li></ul><ul><li>Connect with skilled immigrants from top source countries, pre-arrival </li></ul>
    54. 54. New Realities. New Opportunities. Employer Resources: RESUME AND TELEPHONE SCREENING
    55. 55. Screening <ul><li> Roadmap: </li></ul><ul><li> </li></ul><ul><li>(Roadmap  Assess & Select (folder)  Assess (folder)  Screen Resumes (folder) and tools on the side) </li></ul><ul><li>Webinar - Resumes and Cultural Bias: How Many Qualified Candidates Has Your Company Screened Out? </li></ul><ul><li> </li></ul><ul><li>(quick link  Webinars  Show all items …) </li></ul>
    56. 56. New Realities. New Opportunities. Employer Resources: INTERVIEWING
    57. 57. Resources on Interviewing Skilled Immigrant Job Candidates <ul><li>Cross-Cultural Interviewing Tool </li></ul><ul><li>Videos </li></ul><ul><ul><li>Finding Talent (how to view and download video) </li></ul></ul><ul><ul><li> </li></ul></ul><ul><ul><li> Roadmap: </li></ul></ul><ul><ul><li> </li></ul></ul><ul><ul><li>(quick link  Roadmap  Assess & Select (folder)  Assess (folder)  Prepare for the Interview (folder)  Tools on right-hand side) </li></ul></ul>
    58. 58. Resources on Interviewing Skilled Immigrant Job Candidates <ul><li>Webinar: Cross Cultural Interviewing and Selecting </li></ul><ul><li> </li></ul><ul><li>(quick link  Webinar  Show all items …) </li></ul>
    59. 59. New Realities. New Opportunities. Employer Resources SELECTION
    60. 60. Resources on Hiring Skilled Immigrant Job Candidates <ul><li>Audio File: Planning and Sourcing to Reach Your Company’s Full Potential </li></ul><ul><li> </li></ul><ul><li>(quick link  Webinar  Show all items … ) </li></ul><ul><li>Ontario Human Rights Commission: </li></ul><ul><li> </li></ul><ul><li>(navigate folders for info required) </li></ul>
    61. 61. New Realities. New Opportunities. Employer Resources INTEGRATION
    62. 62. Integrating Skilled Immigrant Employees <ul><li>Main issues </li></ul><ul><ul><li>religious accommodation </li></ul></ul><ul><ul><li>language training programs </li></ul></ul>
    63. 63. Religious Accommodation <ul><li>Webinar – Religious Accommodation in the Workplace </li></ul><ul><li>Webinar – Separation of Church and Work: What Employers Need to Know About Accommodation </li></ul><ul><li> </li></ul><ul><li>(quick link  Webinar  Show all items …) </li></ul>
    64. 64. Language Training Programs <ul><li>Programs vary and include workplace communication, grammar and writing, conversational classes, pronunciation training, OSLT </li></ul><ul><li>Offered by community organizations (fee, onsite) and private providers </li></ul><ul><li>Ontario Immigration website’s “Language Class Wizard”: (a simple, step-by-step online process to locate various language classes or training programs in your specific region) </li></ul>
    65. 65. Thank you! New Realities. New Opportunities.