Diverse groups and job development


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Diverse groups and job development

  1. 1. Diverse Groups and Job Development William Tan
  2. 2. Diverse Groups & Job Development  Immigrants  Youth  Aboriginals  People with disability
  3. 3. 5 Major Barriers to the Integration of Skilled Immigrants into the Labour market Complex process for the recognition of credentials Inadequate language abilities Lack of Canadian work experience Insufficient cultural awareness discrimination
  4. 4. What Canadian Employers Want  Canadian work or volunteer experience  Positive references from at least 3 Canadian employers or instructors  High level of fluency in English (verbal, written, body language)  Canadian Style Skills o  Conflict resolution, assertiveness, initiative, leadership, emotional intelligence, decision-making, social skills, teamwork, problem solving, critical thinking, time management, computer, math skills Personal Attributes o Responsible, honest, high performance standards, positive attitude, customer service oriented, flexible
  5. 5. Characteristics of the Immigrant In Canada  The top source countries of the immigrant group (2010-2012) are China, Philippines and India for 2012 o  The main category of immigrant class is Economic Immigrants (77.80%) and Family (13%) o  The economic immigration grew markedly while both the refugees and family reunifications decreased as a share of total immigration The age distribution of the immigrant group o  Asia (including the Middle East) was Canada's largest source of immigrants during the past five years, although the share of immigration from Africa, Caribbean, Central and South America increased slightly. In 2011, 58.6% of people who came to Canada since 2006 were in the core working age group between 25 and 54. A small proportion, 4.4%, was in the older working age group of 55 to 64. The geographical distribution of the immigration group in 2012 o Most immigrants still choosing the top four provinces: Ontario, Quebec, British Columbia and Alberta
  6. 6. Characteristics of the Immigrant In Canada  The highest employment rate among immigrants born in Philippines o  The employment rate in 2011 among Filipino-born immigrants aged 25 to 54 was 85.6%, higher than the rate of 82.9% for the Canadian-born population and well above the rate of 73.1% for the Asian-born population as a whole. Languages of the immigrant group o Of the immigrants who had a single mother tongue, close to onequarter (23.8%) reported English as their mother tongue and 3.4% reported French. Among those whose mother tongue was other than Canada's two official languages, Chinese languages were most common, followed by Tagalog, a language of the Philippines, Spanish and Punjabi. Source: Ethnicity Diversity and Immigration (statcan)
  7. 7. CDP needs to be Aware While providing employment services to the immigrant group Don’t make assumptions Respect differences Aware of high context culture Culturally sensitive Recognize complexity Immigrant lack social skills Open-minded Set expectations right Family involvement Avoid stereotyping Offer choices Inadequate English Skills Complex credential recognition process Lack of Canadian work experience Different in perception of authority Different in time orientation
  8. 8. CDP needs to be Aware While providing employment services to the immigrant group  Be aware of our own frame of reference, our ideas and assumptions may not hold true to the new immigrants who are from different backgrounds  Be culturally sensitive and keep your assumptions/biases in check and avoid making judgement  Be open minded and listen actively to truly understand their situations and needs  Avoid stereotyping - be aware of not making assumptions about different ethnic groups of immigrants  Respect differences - including status, age, gender etc. to avoid any misunderstandings  Recognize complexity in view of the diverse groups of immigrants
  9. 9. CDP needs to be Aware While providing employment services to the immigrant group  High context culture – be aware of the high context culture in which many things are left unsaid, letting the culture explain.  Lack of social skills – some immigrants might not have the necessary social skills that allow them to communicate, relate and socialize with others  Offer choices - be aware not to tell them what they should do, but instead offer choices that can address their needs  Family involvement - at times, family’s input plays a significant role so be open and available for answering questions when necessary  Set the expectations right at the beginning that you are helping them to find a job but not getting them a job. Finding a job has to come from their own efforts.  Be aware not to use slang, jargon, and colloquial expressions or acronyms because the clients may not understand, such as EI, MP, OPEC etc.
  10. 10. CDP needs to be Aware While providing employment services to the immigrant group  Inadequate English language skills  Complex process for the recognition of credentials  Little Canadian work experience  Some immigrants might have insufficient cultural awareness and lack of knowledge about Canadian Law, Bylaws etc.  Perception of authority – some immigrants may from the countries of different perspective of authority and is more vertical in hierarchy. This may affect their open communication with us.  Time orientation – some immigrants may have different time orientation and do not have sense of punctuality
  11. 11. Individual Barriers of the Aboriginal  Non-status aboriginals - when they can’t prove their status or has lost their status  Low self-esteem - poverty, broken families, racism, stereotypes, discrimination, few role models all contribute to their low self-esteem  Poor mental and physical well-being: 50% of First Nations children, living onreserve, start each day in an overcrowded, inadequate home that likely is in need of repairs, has asbestos, mould, and may not have drinking water. Unhealthy living conditions affect a person’s mental and physical well-being  Substance use - drugs addiction and alcoholics  Iliteracy and poor education – the graduation rate of Aboriginal youth in Canada is 24% of 15-24 year olds, compare to 84% in the non-native population
  12. 12. Individual Barriers of the Aboriginal  Lack of driver’s license: a real stumbling block in remote communities; just getting to the nearest office to write the initial test can be challenging; taking driver’s training is similarly a challenge as there may not be easily accessed training providers or, for that matter, a vehicle on which to learn;  Lack of Transportation: few remote communities are serviced by public transit; vehicle insurance is expensive and out of reach for many in preemployment situations; again, owning a vehicle or having access to a vehicle is frequently not a reality  Lack of child care: safe, affordable child care is a challenge for mainstream Canadians – it is even more of a challenge for parents in Aboriginal communities.
  13. 13. The Systemic Barriers of the Youth  Single parent family structure– approximately 16% of Canadian families were headed by a single parent  Substance use – alcohol and drug use  Poor academic performance and high school drop-outs – in 2009-2010, 10% of young men and 7% of young women were dropouts  Poverty and lack of family support – 13% of the youth 17 years of age and under were part of a low-income family  High unemployment rate – 15% of youth aged 15-24, the highest among all age groups are unemployed
  14. 14. The Systemic Barriers of the Youth  Mental health issue – an estimated 10-20% of Canadian youth are affected by a mental illness or disorder  Victimization – the rates of violent victimization were highest among youth 15-17 (there were 1111 victims of violent crime reported per 100000 children and youth in Canada in 2008)  Families-at-risk – as of March 2004, there were 72000 children in care (transfer in custody) in Canada  Youth crime, violence, sex, gang membership
  15. 15. Job Development 101 (for disabilities) The Basics  Effective Job Developers o o Focus equally on clients and employers Aim to form partnerships with business and clients alike  How? o Know your client’s skills, abilities, desires, stamina o They should be job ready before marketing them o Seek suitable job matches or “carve” your own o Plan your approach – be employer and client specific o Use a soft-sell style – partnership before placements o Avoid the sympathy ploy – clients are valuable resources with unique skills  View employers as customers, and clients as your product  Try to look through an employer’s eyes`