The document outlines a post-workshop session focused on employer support for immigrant employment, hosted by TRIEC and Connect Strategic Alliances. It highlights the challenges immigrants face in the labor market, emphasizes the importance of employer engagement, and presents resources and tools available for employers to effectively integrate skilled immigrants into their workforce. Key outcomes include increased employment rates and satisfaction among mentees, as well as strategies for building awareness and capacity among employers regarding the value of immigrant skills.

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. Welcome and introductions Immigrant Employment & Immigrant Employment Councils Employer Engagement Lunch Recap and Q&A Employer Tools and Resources Next Steps Overview

3. Introductions Elizabeth McIsaac, Executive Director, Racquel Sevilla, Manager, Corporate and Stakeholder Relations Navpreet Singh, Manager, Training and Workshop Development

4. Learning Objectives Create baseline knowledge on finding solutions to the challenges of immigrant employment Share expertise and experience in managing employer relationships Build familiarity with resources (e.g. hireimmigrants.ca, workshop binder, etc.) Build a community of practice

5. Immigrant Employment and Immigrant Employment Councils (IECs) Elizabeth McIsaac

6. 19.8% of Canada’s total population in 2006 was foreign born Between 2001 and 2006, Canada's foreign-born population grew by 13.6% 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 Immigrants suffer substantially higher unemployment rates than the Canadian-born. Why it matters

7. Why it matters Employers Labour / skill pool Globalization Diversifying local markets New-Canadian skills Mandates for corporate social responsibility Business imperative to make connections Newcomers Quantity of skilled talent Quality of skilled talent Frequency of arrivals Proportion of local market Opportunities for local and international business

8. Toronto City Summit Alliance The Maytree Foundation Manulife Financial Local, multi-stakeholder collaboration to develop solutions The TRIEC Story

9. TRIEC Leadership council of labour market participants Immigrant-readiness = Labour-market readiness

10. What does TRIEC do? Convenes and collaborates with partners, creating opportunities for skilled immigrants to connect to the local labour market. [individual] Works with key stakeholders, particularly employers, building their awareness and capacity to better integrate skilled immigrants into the workforce. [organizational] Works with all levels of government, enhancing coordination and effecting more responsive policy and programs for skilled immigrant employment. [systemic]

11. Challenge Immigrants lack professional networks that help make linkages to employment opportunities Solution Occupation-specific matches between a newly arrived skilled immigrant and their established Canadian counterpart Since 2004, more than 5500 matches have been made Nearly 80% of mentees surveyed have found full-time positions Participation of 50+ corporate partners to recruit mentors Making connections

12. Outcomes for mentees 85% report positive satisfaction with the program Most frequently mentioned positive impacts include increased confidence increased understanding of their field finding employment. 81% of mentees surveyed are currently employed vs 48% before mentoring, and 82% of those currently employed are working in their field of choice. Of those who had worked in Canada before and are working now reported an average increase in annual income of 75%.

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. Top 5 corporate partners

15. Building awareness

16. Building awareness Immigrant Success Awards

17. Building capacity

18. Employer Workshops Equip employers with strategies, resources and tools to effectively recruit , select , and integrate skilled immigrants Building capacity Finding Talent : techniques for recruiting and selecting skilled immigrants

19. Working with government Intergovernmental relations committee (IGR) with membership by invitation to all relevant departments, ministries Facilitating vertical and horizontal integration Credible non-government convener and secretariat

20. Other cities ALLIES Maytree and J.W. McConnell Family Foundation Vancouver, Edmonton, Calgary, Saskatoon, Montreal, Ottawa, London, Niagara, Waterloo, Moncton & Fredericton, Halifax, Auckland Alliés Montréal $6M agreement between MICC and La Cre includes 3 years of funding for Montreal Mentoring - 1st matches in May/June 2010 Allies Montreal has coordinated a Business Council (advisory) Anne-Marie Marcotte, Chargée de projet - Conférence régionale des élus de Montréal

21. Employer Engagement Racquel Sevilla

22. Outline The first three months Employer engagement model Employer stories The first meeting Challenges, key learnings & tips

23. The CSRM Role Corporate & Stakeholder Relations Manager Role Engage stakeholders in TRIEC’s objectives and programs Achieve immigrant-readiness among stakeholders Components of our work: Strategy development Relationship management & development Convening / collaborating / catalyzing

24. The First Three Months Read Meet with your colleagues Meet with external partners Stay informed

25. Employer Engagement Internal Coordination Established CSRMs as point of contact to employers Implemented mechanisms to enhance internal coordination: Bi-weekly employer-facing team meetings Email communication Internal team meetings Customer Relationship Management (CRM) system

26. Employer Engagement Effective employer engagement

27. Awareness Increasing employer awareness of the value of immigrant skills, education and experience TRIEC: Public awareness (print, TV ads, media / public relations, IS Awards) CSRM Role: Speaking opportunities Strategy development: identification of partnership opportunities, target groups, setting priorities Employer outreach

28. Immigrants are a source of knowledge and skills Immigrants are a source of new and expanded business opportunities Cultural diversity brings innovation & new perspectives Source: “Immigrant-Friendly Businesses”, Conference Board of Canada, Nov 2009 http://www.conferenceboard.ca/documents.aspx?DID=3278 Why consider skilled immigrants?

29. Acceptance Increasing employer acceptance of the need to explore solutions and opportunities Employer: Internal buy-in CSRM Role: Relationship development and management Tailoring solutions to meet employer needs Coordination with TRIEC and partner teams

30. Action Enabling employers to take action & engage in solutions to recruit & integrate skilled immigrants Employers: Participation in programs Spokespersons Champions Informing solutions CSRM Role: Hand-off to programs Feedback Convening Identifying opportunities to re-engage

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. 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. 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. 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. The First Meeting Before the meeting Research on the company Bring relevant ideas and resources At the meeting Learn about their business needs, priorities, capacity to engage and systems Make preliminary recommendations, discuss, gauge interest Invite them to sign-up for mailing lists After the meeting Recap recommendations, provide additional resources Facilitate connections / introductions to programs Schedule follow-ups

36. Key Learnings Challenges Learnings & Tips initial contact network create opportunities for follow-up contact employers opening doors to opportunities accelerates success turnover of employer contacts get your contact to introduce/endorse you to their replacement; bring the replacement up-to-speed stay in touch and engage your contact’s new organization TRIEC council membership transition from individual to institutional; more embedded within the organization

37. Key Learnings Challenges Learnings & Tips sales cycle is long establish a means of staying in contact success is also a factor of need, timing and capacity many employer contacts, not coordinated be prepared to connect the dots – you may be more aware of their immigrant activities external factors (e.g. recession) do your research about the industry and the particular employer know where the job opportunities are messaging may need to change

38. Key Learnings Challenges Learnings & Tips employer fatigue the risk is higher if you have a small stable of employers one person manages the employer relationship CRM software is a good tool appropriate and effective opportunities for action find other opportunities to engage (e.g. involve in partner programs, as spokespersons, seek input on program development)

39. Key Learnings Challenges Learnings & Tips employers do not have time to learn about & engage in programs understand their needs; help them navigate through the options employers say they receive too many calls from various programs coordinate requests / opportunities with partners / internal team employers have challenges getting internal buy-in support your champion pilot, demonstrate success find ways to get the hiring managers in front of skilled immigrants (mentoring, job fairs, info sessions)

40. Conclusion Effective employer engagement: Employer-focused On-going Managed

41. Employer Tools and Resources Navpreet Singh

42. Outline Introduce www.hireimmigrants.ca Introduce hireimmigrants.ca Roadmap Explore Employer Resource Guide and navigate sites to locate resources and tools

43. www.hireimmigrants.ca hireimmigrants.ca How, Why, Who, What, Tools Access to promising practices and case studies Employer resources include: webinars , email tips ( HR e-tips ) on current and emerging topics, cultural competence videos hireimmigrants.ca Roadmap

44. Free, online and interactive HR planning tool Provides step-by-step strategies and tools at every stage of the HR lifecycle to effectively recruit and retain skilled immigrants hireimmigrants.ca Roadmap

45. New Realities. New Opportunities. Employer Resources: BUSINESS DRIVERS

46. Business Drivers for Considering Skilled Immigrants Recent articles that speak to the business drivers for considering skilled immigrant job candidates as a source for talent: www.hireimmigrants.ca/resources/?resource=news (quick link – Media Room)

47. New Realities. New Opportunities. Employer Resources: CREATING BIAS-FREE JOB DESCRIPTIONS

48. Job Descriptions hireimmigrants.ca Roadmap: www.hireimmigrants.ca/Roadmap/#/recruit/define-the-role (Roadmap  Recruit (folder)  Define the role (folder)  pg 5)

49. New Realities. New Opportunities. Employer Resources: SOURCING JOB-READY SKILLED IMMIGRANTS

50. Community Agencies www.casip.ca CASIP: Consortium of Agencies Serving Internationally-Trained Persons Network of 8 community agencies in GTA Employer services include: Free job-posting services Access to large talent pool (pre-screened skilled immigrants) Job fairs Language & Communications training DEMO: To locate a community agency in your region: www.hireimmigrants.ca/how/1/2 (How  talent pool  ask an agency  Ontario, all) Benefit for Employers : Saves time and resources on sourcing and assessment

51. Internship Programs www.careerbridge.ca 4- to 12-month paid internships for skilled immigrants Benefits for Employers : Access to pre-screened, job-ready skilled immigrant candidates with experience in the Canadian workplace Can “test the waters” before making hiring commitments No commitment to hire after internship Access to mature pool that can address current skills shortages, diversity and expand international expertise

52. Bridging Programs www.citizenship.gov.on.ca/english/working/experience/ 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 Benefits for Employers : 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 Some bridging programs are sector-specific

53. Other Sourcing Options Professional Immigrant Networks www.triec.ca/programs/ImmigrantNetworks Aim : build collective capacity of immigrant networks so they can connect their skilled immigrant members to employment 70+ active sector- and ethno-specific professional groups run by and for skilled immigrants Directory available for download Network provides access to large talent pool (30K immigrants) from 11 sectors Canada Immigration Integration Project http://ciip.accc.ca Connect with skilled immigrants from top source countries, pre-arrival

54. New Realities. New Opportunities. Employer Resources: RESUME AND TELEPHONE SCREENING

55. Screening hireimmigrants.ca Roadmap: www.hireimmigrants.ca/Roadmap/#/assess-and-select/assess/screen-resumes (Roadmap  Assess & Select (folder)  Assess (folder)  Screen Resumes (folder) and tools on the side) Webinar - Resumes and Cultural Bias: How Many Qualified Candidates Has Your Company Screened Out? www.hireimmigrants.ca/resources/resource=teleseminar&id=19 (quick link  Webinars  Show all items …)

56. New Realities. New Opportunities. Employer Resources: INTERVIEWING

57. Resources on Interviewing Skilled Immigrant Job Candidates Cross-Cultural Interviewing Tool Videos Finding Talent (how to view and download video) www.hireimmigrants.ca/tools/4 hireimmigrants.ca Roadmap: www.hireimmigrants.ca/Roadmap/#/assess-and-select/assess/prepare-for-the-interview (quick link  Roadmap  Assess & Select (folder)  Assess (folder)  Prepare for the Interview (folder)  Tools on right-hand side)

58. Resources on Interviewing Skilled Immigrant Job Candidates Webinar: Cross Cultural Interviewing and Selecting www.hireimmigrants.ca/resources/?resource=teleseminar&id=20 (quick link  Webinar  Show all items …)

59. New Realities. New Opportunities. Employer Resources SELECTION

60. Resources on Hiring Skilled Immigrant Job Candidates Audio File: Planning and Sourcing to Reach Your Company’s Full Potential www.hireimmigrants.ca/resources/?resource=teleseminar&id=7 (quick link  Webinar  Show all items … ) Ontario Human Rights Commission: www.ohrc.on.ca/en/resources (navigate folders for info required)

61. New Realities. New Opportunities. Employer Resources INTEGRATION

62. Integrating Skilled Immigrant Employees Main issues religious accommodation language training programs

63. Religious Accommodation Webinar – Religious Accommodation in the Workplace Webinar – Separation of Church and Work: What Employers Need to Know About Accommodation www.hireimmigrants.ca/resources/?resource=teleseminar&display=all (quick link  Webinar  Show all items …)

64. Language Training Programs Programs vary and include workplace communication, grammar and writing, conversational classes, pronunciation training, OSLT Offered by community organizations (fee, onsite) and private providers Ontario Immigration website’s “Language Class Wizard”: http://www.onlinetools.ontarioimmigration.ca/esl/wizard/index.aspx?culture=en (a simple, step-by-step online process to locate various language classes or training programs in your specific region)

65. Thank you! www.triec.ca New Realities. New Opportunities.