2012 IEP Research Study Eng

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PROGRESS | IEPs Experience Matters

Acknowledgement

PCPI would like to a thank Citizenship and Immigration Canada for their support and contribution to this research study.

Also, PCPI would like to extend a sincere thank you to the organizations and individuals who took the time to complete the online

survey and contribute to the research study.

Funded by / Financ par

A. Phillip Consultings Research Team

Avril Phill ip, Lead Researcher

Andrea Demchuk, Literature Review

Denise Ghanam, Employer Data Collection and Analysis

Denise Hansen, Research Support

Research Advisory Team

Silma H. Roddau, President, PCPI

Amal Mirghani, Communications & External Relations Coordinator PCPI

Karen Lior, Executive Director, Toronto Workforce and Innovation Group

Finally, we would like to thank Allison Hillier from Toronto Workforce and Innovation Group and two other PCPI s taff members

Michael Dacuycuy, Technical Administrator; and Terrance Outar, Director of Finance/Operations for their support in other capacities of

the research study.


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PROGRESS: IEPs Experience Matters


Table o Contents

1.0 Executive Summary ................. .................. ................... .................. ................... .................. .................. .................. ................... .................. ................. 3

2.0 Study Context: Literature Review Summary.................. .................. ................... .................. .................. ................... .................. .................. ........ 6

2.1 Background .................. .................. ................... .................. .................. .................. ................... .................. .................. ................... .................. ..... 6

2.2 Identiying Successul IEP Workorce Integration Strategies & Opportunities or Growth.......... ................... .................. .................. ........ 6

2.3 Research Implications .................. ................... .................. .................. .................. ................... .................. .................. ................... .................. ..... 9

3.0 Key Study Findings: Toronto Region IEP Workorce Integration .................. .................. .................. ................... .................. .................. ...... 10

3.1 IEP Workorce Integration Experiences and Perceptions ................. ................... .................. .................. ................... .................. .................. 10

3.1.1 Prole o Respondents ................. .................. .................. ................... .................. .................. ................... .................. .................. ... 10

Employed IEP Survey Respondents ................ ................... .................. .................. ................... .................. .................. .................. 10

Unemployed IEP Survey Respondents ............................................................................................................................................13

3.1.2 Pre-Immigration Work Experience and Job Fit ................ .................. .................. ................... .................. .................. .................. 15

Employed IEP Survey Respondents ................. .................. .................. .................. ................... .................. ................... ................. 16

Unemployed IEP Survey Respondents .................. .................. .................. ................... .................. .................. .................. ............ 18

Employed Mid-career IEP Survey Respondents............................................................................................................................22

Unemployed Mid-career IEP Survey Respondents .................. .................. ................... .................. .................. .................. ......... 24

3.1.3 Job Search Experience ................. ................... .................. .................. .................. ................... .................. .................. ................... .. 26

Unemployed IEP Survey Respondents .................. .................. .................. ................... .................. .................. .................. ............ 26

Unemployed Mid-career IEP Survey Respondents .................. .................. ................... .................. .................. .................. ......... 26

3.1.3 Workplace Orientation ................ ................... .................. .................. .................. ................... .................. ................... .................. .. 27

Employed IEP Survey Respondents ................. .................. .................. ................... .................. .................. ................... ................. 27

Employed Mid-career IEP Survey Respondents .................. ................... .................. .................. ................... .................. .............. 28

3.1.4 Workplace Diversity ................ .................. .................. ................... .................. .................. ................... .................. .................. ........ 29

Employed IEP Survey Respondents .................. .................. .................. .................. ................... .................. .................. ................. 29

Employed Mid-career IEP Survey Respondents................ .................. ................... .................. .................. .................. ................. 30

3.2 Employer and Association Experiences with Integrating IEPs into Their Workplaces ................. .................. ................... .................. ....... 32

3.2.1 Prole o Companies ................... .................. .................. .................. ................... .................. .................. ................... .................. .... 32

3.2.2 Labour Demand ................. .................. ................... .................. .................. ................... .................. .................. ................... ............. 33

3.2.3 Recruitment and Retention ................. .................. .................. ................... .................. .................. ................... .................. ............. 34

3.2.4 Workplace Integration ................ .................. .................. ................... .................. .................. ................... .................. .................. .... 35

3.3 Job Developer Perspectives on IEP Workorce Integration ................... .................. .................. ................... .................. .................. ............. 36

4.0 Recommendations: What Actions Should Stakeholders Take................. .................. .................. ................... .................. .................. ............. 38

5.0 Conclusion......................................................................................................................................................................................................................40

Appendix 1: Methodology .................................................................................................................................................................................................41

Appendix 2: Surveys ........................................................................................................................................................................................ 42

Appendix 3: Literature Review Sources and Annotated Bibliography ................. .................. ................... .................. .................. ................... ... 54


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1.0 Executive Summary

This report is the th research study produced by Progress Career Planning Institute (PCPI) on the issues aecting the optimal

workorce integration o Internationally Educated Proessionals (IEPs) in the Toronto region and how organizations and programs

support IEPs to address these concerns. This project, unded by Citizenship and Immigration Canada, is managed by PCPI and

results are supplementary to the annual IEP conerence. The main purpose o the study is to get a better understanding o the

experiences o mid-career IEPs proessionals with six to teen years o work experience. It also ocuses on identiying successul

workplace integration strategies and providing recommendations or building on those strategies.

In this new report,Progress: IEPs Experience Matters, IEPs, employers, job developers1, and proessional and industry associations

express their views on IEP workorce integration how they perceive and experience integration, as well as what they are doing to

build on successul outcomes. In this study, IEPs describe workorce integration rom two perspectives being unemployed and

being employed. Experience levels and qualications were common themes when describing workorce integration experiences.

Most described their workorce integration experiences as one o being overqualied or the jobs that they obtained those jobs

being either at a lower level or not in the same eld.

Pre-immigration work experience and qualications played an important part in both groups o IEP respondents getting jobs when

they rst arrived to Canada. Although most o the respondents indicated that not having Canadian work experience and not having

their credentials recognized were their major job search challenges, the majority o them also indicated that they got their jobs

because o their pre-immigration work experience and qualications. As well, many elt qualied or the jobs that they were

looking or in terms o experience and education.

The survey ndings indicated that a very strong majority o respondents (92%) attached some importance to IEPs entering the

Canadian workorce receiving orientation training. The most common opinions expressed regarding the type o orientation

training that should be provided were workplace culture and company and job specic orientation.

Survey results indicate that the issue o workplace diversity or the IEPs is a matter o all parties needing to acquire cultural intel-

ligence rather than lack o respect in the workplace. IEPs are aware that they need assistance orienting to Canadian workplace

culture and business language and they would also like to see diversity policies ocus on promoting diversity throughout the

workplace and intercultural exchanges.

Employed mid-career IEPs ared slightly better than the unemployed IEP survey respondents regarding nding the type o work

they were looking or when they rst came to Canada. Sixty-our percent o respondents with 6-10 years o experience indicated

that they did nd the type o work that they were looking or. O the unemployed mid-career IEPs currently looking or work, most

indicated that they were unwilling to accept just any type o work.

Employers perceptions and experiences regarding integrating IEPs into the workplace were very positive (with more than 90%

agreement). Two thirds o the respondents (66%) indicated their organization did not have any problems with IEP integration.O the small number that did have issues, they agreed unanimously that language barriers were the predominant concern.

Other actors include the requirement or too much training, evaluation o credentials, and transitional challenges or the IEPs

themselves. Many employers have developed eective processes or easing this transition including new hire orientation,

workplace diversity programs, and language training or IEPs. Hal o the employers would deem their IEP support programs

1. Job developers establish and maintain activities to develop, locate, and secure job openings or job seekers. Main duties include: job development/employer support; program support; and communications.


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Executive Summary

successul or very successul, with almost eighty percent indicating that these types o support are important or very important. Further, just

ewer than seventy percent rank their diversity programs as successul as well.

In all, more than hal o the employers surveyed (53%) indicated it was not at all dicult to nd and hire qualied IEPs. Eighty-our percenthave hired an IEP, with more than hal doing so in the past year.

When it comes to their recruiting and hiring practices regarding mid-career and junior IEPs, employers tend to ocus primarily on

communications skills (writing, listening, and speaking) with 79% o respondents indicating this as the most important skill or IEPs to

possess. There was a three-way tie or second most important skills to have technical skills, computer skills, and business etiquette (43%).

As well, the qualitative data supported the need or a high level o cultural competence or IEPs to be successul within an organization.

In terms o specic IEP recruitment practices, hal the employers (50%) use online job posting (supported by postings on their own

company website (21%) or on a relevant employment site (14%). Word o mouth still accounts or 36% o recruitment approaches, with

direct reerrals rom existing IEPs at 29% o responses. Approximately one third o respondents have used government programs or

immigrant settlement services to assist in identiying IEPs as possible job candidates.

Job developers survey respondents indicated that employers are more likely to hire IEPs using employment agency services i they have a

good relationship with the job developer and have adequate inormation about the agency.

These respondents also indicated that in general, employers who have previously hired IEPs are more likely to hire IEPs again. Most job

developers were o the opinion that employers were not reluctant to hire IEPs due to perceived costs and were not infuenced to hire because o

available tax and other nancial incentives. They were also o the opinion that employers were not too busy to interact with job developers.

Progress: IEPs Experience Matters reveals that despite Canadian experience and credential recognition being important components in IEP

workorce integration, most IEPs who were employed or were previously employed in the Canadian workorce got work due to their

pre-immigration work experience and qualications. However, urther analysis makes it clear that the majority held jobs that were not at all

the same or slightly the same as those held in their native countries.

Many employed respondents indicated that their employers had a method to assess their credentials (45%); a notable number o employed

IEPs reported nding work that matched their job search goals when they rst arrived in Canada (61%), with one quarter (25%) o

respondents acquiring jobs that were slightly at the same level, almost at the same level (13%) or the same level (8%).

Despite this progress, the survey shows that the majorities o both employed and unemployed respondents got jobs that were not the same

as the jobs they held beore immigrating to Canada and many o the employed IEP respondents are actively looking or work in dierent

occupations than they are currently employed in.


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Executive Summary

Other ndings document additional types o career interruption, including:

Workplace acculturation (get ting used to a dierent work environment) survey results ound that workplace

orientation, especially workplace acculturation is an important actor in optimal IEP workorce integration;

Disparity in wages (it takes a longer time to achieve wage parity with Canadian born proessionals)

the average minimum salary that the unemployed IEPs would accept i oered a job is $30,200 per annum.

Underemployment (it takes longer to achieve work commensurate with education and experiences)

sixty percent o employed respondents indicated that in comparison to the last job they held in their native countries

their current job was not at all the same or slightly the same (25%).

Lower levels o job satisaction and security o those survey respondents who are employed, 56% are actively

looking or work; one third (33%) were not completely sure that they would be working in the same job one year

rom now.

Lack o networks not having adequate network systems was one o the main barriers cited in nding

employment, with networking being the number one reason (28%) employed IEP respondents acquired work.

Undervaluation o qualifcations (credentials, education and experience levels are oten not recognized)

almost hal (49%) o unemployed IEPs indicated that the main reason that they had not been looking or work in the

past twelve months was because employers want Canadian experience; orty-two percent indicated that they were

not looking because employers want Canadian qualications and 28% indicated that employers do not recognize

their qualications.


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2.0 Study Context: Literature Review Summary

2.1 Background

Career interruption is an inevitable part o the immigration and settlement experience or IEPs. Even i IEPs obtain jobs in their eld o work,

in Canada, beore emigrating rom their home countries, they will need to adjust to workorce cultures that will be substantially dierent

rom those in their home countries.

Furthermore, even with the best outcomes, IEPs are likely to reach career development milestones at a slower pace, than comparably

qualied native-born proessionals.2

The various types o IEP career interruption are well documented and include: workplace acculturation (getting used to a dierent work

environment); disparity in wages (it takes time to achieve wage parity with native-born Canadians); underemployment (it can take years to

achieve work commensurate with education and experiences); disparity in the type o work obtained; lower levels o job satisaction and

security; lack o networks; undervaluation o qualications (credentials, education and experience levels are oten not recognized); intense

job search competition; and the perception that work experience in their home country is not comparable to Canadian work experience.

There are programs in place to assist IEPs to integrate optimally into the workorce. As well, numerous organizations exist to support IEPs;

still it takes a disproportionate amount o time or IEPs to make careers that utilize their skills appropriately. For organizations and programs

mandated to support IEPs workorce integration, the realistic goal is to minimize the length o this disruption and to lessen its long-term

impact on IEPs career progress.

Canadian employers, public and private, have a long-term interest in developing strong programs and practices in this settlement area

(optimal workorce integration). There is a research consensus pointing to a trend toward labour shortages throughout the Canadian

economy with Statistics Canada (2008) projecting that by 2030 immigration will be the primary source o new entrants into the workorce.

These trends mean practices to integrate IEPs into the workplace will become essential parts o the HR toolkit.

A review o research ndings on IEPs and immigrants over the past ve years gives some indications about the kinds o programs that

stakeholders have expressed support or and the programs that are likely to be and have been the most eective.

2.2 Identiying successul IEP workorce integration strategies & opportunities or growth

PCPI-commissioned research has consistently shown that or the past ve years Toronto employers are interested in incorporating and

accommodating IEPs in their Human Resources (HR) planning practices.

Case studies (PCPI 2010) combined with employer surveys have documented the personal characteristics and career development strategies

that make or IEP success in integrating into the Canadian workorce. Noteworthy is the willingness o IEPs to engage in ongoing learning,

networking and being mentored so as to understand the corporate and the Canadian culture (both workplace and societal), and above all,

making continual eorts to improve language and communication skills.

While the body o research and inventory o initiatives on better integrating IEPs into the workorce continues to grow, an extensive survey

o IEPs (PCPI 2010) yielded ndings that only a complete restructuring o practices in workorce integration, especially in credential

recognition, could have the impact to end the pervasive underemployment o IEPs.

2. Source: Study literature review sources, see Appendix 3.


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Study Context: Literature Review Summary

3. Source: (TIEDI #15)4. Source: (TIEDI #10)

When compared with a cross-Canada survey o senior HR executives, the results o an on-line survey o IEPs toward hiring

practices are somewhat enlightening. IEPs (PCPI 2009) tended to rate their English language skills slightly higher than did the HR

respondents. As well, while acknowledging that initiatives were constrained by easibility considerations, the employers were able

to outline many more IEP inclusive practices in the workorce than IEPs could identiy.

The rst IEP Conerence employer survey showed (PCPI 2007) that, aligned with the current literature, Toronto region employers

perceive that they need to hire IEPs to ensure that their workorce has the ull complement o necessary skills and that they

understand obstacles to recruiting IEPs. While employers outlined current onboarding practices they realised they were insucient

and that urther work needed to be done to develop cultural intelligence in ront-line managers.

The Conerence Board o Canada (2010) recommends strategies to incorporate immigrants with their potential or innovation

into the workorce. These strategies include recognizing that eectively managed diverse workgroups perorm better than their

homogenous counterparts; valuing diversity so as to make the workplace attractive to the broader array o employees necessary

to promote innovation; hiring immigrants at all levels o the hierarchy so as to inspire employees with the prospect o

advancement; and designing organizations to refect their clientele which makes or a better comprehension o the market.

Furthermore, a clear trend towards the importance o IEP credentials is evidenced in Plantes (2011) analysis o 2006 Census data.

Findings indicated that IEPs whose education gave them credentials required or specic occupations (regulated occupations and

trades), reported more success in entering the workorce in occupations related to their elds o study than those workers in less

regulated occupations. Credentialed health care workers, or example, were almost twice as likely to work in their elds as were

workers with business, nance and administration backgrounds. Workers trained in trades, transport and as equipment operators

were three times and in health nearly one and a hal times more likely to have earnings typical or better or their occupation than

were workers educated in business, nance or administration.

While it is not surprising that IEPs success integrating into the workorce depends on their occupation, it is somewhat remarkable

how great a role being qualied to work in a regulated proession or trade can actor into this success. Credentials are key

recruitment eatures as are ongoing skills development and the ormation o personal occupational networks; it is these latter

eatures that could be useully explored in designing programs to support IEP workorce integration.

Given that having recognized skill sets is predictive o employment success and the increasing recognition initiatives that have

been undertaken over the last decade, ndings o the Toronto Immigrant Employment Data Initiative (TIEDI) that indicate 40%

o immigrants nd securing credential recognition dicult 3 and that securing this recognition is only slightly easier or those in

unregulated proessions are noteworthy. Findings in this study indicated that healthcare was the most dicult sector to secure

credential recognition, a nding which is somewhat disconcerting given the evidence in Plantes study (2011) that healthcare

credentials when secured can make or enduring employment success.

There are dierences in the rates o seeking credential recognition amongst new Canadians, especially when compared along the

lines o immigrant class4. Principal skilled applicants are the most likely and reugees and business immigrants are the least likely

to receive credential recognition.


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Furthermore, educational attainments5 do impact positively on immigrants success in the workorce. While immigrants are unemployed at

higher rates than are Canadian-born workorce participants at every level o education, immigrant women with post-secondary education

are unemployed at a lower rate than immigrant women as a whole and immigrant men in the trades experience the lowest rates o

unemployment.

Just under hal o immigrants6 attained their highest educational credential in Canada; with the most recent immigrants (post-1990), about

two thirds have earned educational credentials in oreign institutions. When comparing the same occupations in the same city, people

educated in Canada and other English speaking countries are more likely to work in their eld o study and to earn more than those who

have studied elsewhere.

Immigrants who obtained a university degree ater arrival in Canada7 were reported to have the highest earnings amongst their peers on an

hourly basis. This TIEDI study reported that any education in Canada raised the likelihood o immigrants working in their eld o study or

training, but the eect was greatest with those having a university degree.

Schalm & Guan (2009) have catalogued bridging programs in Ontario universities and outlined the role o the university in integrating

IEPs into the workorce. As credential recognition can be a key eature o immigrant success in the workorce, these programs have a great

potential to acilitate IEP workorce integration. O relevance to this IEP study are programs identied in accounting, dentistry, dietetics and

nutrition, employer education, engineering, nancial services, midwiery, nursing, occupation therapy, optometry, physicians language,

physiotherapy, project management, pharmacy and proessional communications (sot skills).

There is some evidence8 that immigrants secure employment through many o the same pathways (amily, riends, ollowed by personal

networks) as do Canadian-born job seekers. O interest to this study is that workers in the natural and applied sciences were more likely to

have utilised the internet or work search than were Canadian born workers. For occupation types relevant to this study, workers were less

likely to have used on-campus recruitment. These ndings point to the impact that lack o personal vocational networks developed during

post-secondary education can have on career progress.

Medium-term workorce integration success9 is highly aected by whether immigrants work part-time or ull-time. New Canadians who

worked continuously and on ull-time bases during their rst our years in Canada earned higher hourly wages, were more likely to enjoy a

match between their job and eld o study and reported higher job satisaction than their counterparts who were employed part-time.

Though the dierences are small and both the majority o Canadian-born and immigrants are satised overall, immigrants are less satised

with their job pay and benets.10 The longer immigrants live in Canada, the higher their satisaction with pay and benets.

Finally, immigrant unemployment,11 while higher overall than or the Canadian-born proessionals varies along with participation rates by

country o origin. Earnings increase the longer immigrants reside in Canada; recent immigrants have the greatest dierential in earnings as

compared to those o the Canadian-born.

5. Source: (TIEDI # 16 and Ewoudou (2011))6. Source: (TIEDI #14)7. Source: (TIEDI #9)8. Source: (TIEDI #17)9. Source: (TIEDI #25)10. Source: (TIEDI #12)11. Source: (TIEDI #4)


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2.3 Research Implications

What is distinctive about the research prepared or this years IEP conerence is that it examines what sort o impact havingsubstantial proessional work experience in a home country has on IEPs integration into the Canadian workorce. This years

study builds substantially on previous years PCPI research, especially 2011s study, Winning Strategies or IEPs Success in the

Workplace: Employers and IEPs Perspectives, in which IEPs recounted their personal experiences integrating into the workorce.

By contrast, most studies o immigrant employment ocus on the jobs that IEPs obtain ater they settle in Canada and pay less

attention to tracking how immigration aects the progress o their careers and what sorts o strategies are appropriate or IEPs and

their employers at dierent stages in IEPs careers.

Evidence rom TIEDI ndings suggests that IEPs lack the networks orged during post-secondary education and training unless they

have undertaken post-secondary (particularly university) education in Canada or another English speaking country. Thereore, it is

worthwhile assessing how bridging programs or conerences can serve to replace this network mechanism mechanisms such as

Toronto Region Immigrant Employment Councils (TRIEC) new proessional network o networks or new Canadians.12

Further exploration is needed in deciding whether more emphasis should be placed on encouraging IEPs to enroll in post-secondary

proessional development and bridging courses and developing ast-tracks or IEPs to obtain Canadian degrees and diplomas.

It is useul to identiy best practices or streamlining IEPs credential recognition. This action is supported by the evidence in

Plantes (2011) study that credential recognition is key to higher earnings, better education-job match and employee satisaction

both or regulated proessions and trades and occupations with less stringent entry requirements. Now that initiatives have been

ongoing or piloted or more than a decade, a central component in identiying best practices will be the development o global

evaluation with a ocus on IEP satisaction.

That immigration is linked to short-term disruption in career progress may be unavoidable. This review o literature has suggested

that connecting the design o supports to IEPs stages in career can shorten the duration and severity o this adjustment and allow

IEPs to make a contribution to the Canadian economy and society commensurate with their hard-won qualications. A recent study

estimates that i immigrant wage gaps and excess employment were completely eliminated [in Canada] the aggregate change

in earnings, adjusting or employment, would be approximately $30.7 billion. This was equivalent to about 2.1% o GDP in 2006. 13

Data collected or this study will provide evidence o what sorts o programs best support IEPs integration into the workorce.

12. (http://triec.ca/fnd-solutions/or-immigrants/strengthen-proessional-networks/)13. Immigrant labour market outcomes in Canada: The benefts o addressing wage and employment gaps, RBC Economics Research, Current Analysis,December 2011, p. 4.


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3.0 Key study fndings: Toronto region IEP workorce integration

3.0 Key study fndings: Toronto Region IEP workorce integration

Building on ndings and research questions posed by the literature review, employed and unemployed IEPs were surveyed. They were

asked questions about their pre-immigration work experience, job satisaction levels, job search experiences and workplace orientation and

diversity. They were also asked questions to determine a demographic prole o survey respondents.

Employers were also surveyed and interviewed to gather data on not only IEP workplace integration experiences, but best practices. We also

asked questions about hiring practices and questions to orm a demographic prole o survey and interview respondents.

Two other stakeholder groups provided us with input: job developers, and associations. Job developers were surveyed and associations

were interviewed.

3.1 IEP workorce integration experiences and perceptions

The ollowing is a summary o the data that were collected rom the employed and unemployed survey respondents.

3.1.1 Profle o respondents

Employed IEP Survey Respondents

A total o 238 employed IEPS started the survey and 85% completed it.

Currently, the majority (55%) o employed IEP respondents are employed in permanent ull-time jobs, twenty-two percent ull-time

contract, nine percent permanent part-time, ve percent part-time contract, ve percent temporary and three percent sel-employed.

Chart 1: Type o Employment


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When asked what best described their job unction, o those who checked pre-set categories thirty percent said they were in sales

and service, twenty-our percent in business, nance and administrative, seventeen percent management, ourteen percent in

natural and applied sciences, nine percent in processing, manuacturing and utilities, and ve percent in trades, manuacturing

and utilities.

Chart 2: Job Function

Respondents reported working in a wide range o industries. The top ve industries reported were: other services

(not government) at 19%, health care and social assistance at 18%, proessional, scientic and technical services at 10%,

manuacturing 10% and educational services 7%.

In terms o language skills ty-eight percent o respondents assessed their English language knowledge as excellent, thirty-six

percent as good, ve percent as air and one percent as poor. Two percent o respondents assessed their knowledge o French as

being excellent, ve percent as good, eleven percent as air and eighty-three percent as poor.

Chart 3: Knowledge o English


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The most common age ranges given by respondents were between 36 and 40 years (21%), 41 and 45, (19%), 31 and 35 (19%), 46 and 50

(14%), 51 and 55 (13%) and 26 and 30 (7%).

A majority (55%) were male; over hal (57%) identied as visible minorities. Those who answered reported on average having 1.65 dependents.

This group o respondents was highly educated. Thirty-eight percent reported having a Masters degree, twenty-nine percent a our-year

Bachelor degree and twelve percent reported a proessional degree as their highest level o education.

Chart 4: Education Level

Over hal (51%) o respondents had gone to school in Canada and the average response or length o time in school in Canada was 1.69 years.

Chart 5: Received Canadian Degree, Diploma or Certicate

O those attending schooling in Canada, 75% said they were seeking a degree, diploma or certicate. O those respondents seeking

Canadian credentials about a third (33%) hoped to receive a certicate, another third (30%) a degree, twelve percent a diploma and a

quarter (25%) did not know.


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Chart 6: Taking Courses to Improve English

Just over one-third (33%) were signed up or classes. About three-quarters (77%) said they were not signed up or classes to

improve their English.

Unemployed IEP Survey Respondents

A total o 322 unemployed IEPS started the survey and 78% completed it.

Unemployed survey respondents reported a wide range o types o work experience in Canada; twenty-ve percent worked in

sales and service, 23 percent in business, nance and administration, nineteen percent in process manuacturing and utilities,

seventeen percent in management and thirteen percent in natural and applied sciences.

The top six industries o unemployed respondents previous jobs in Canada were reported as proessional, scientic and technical

services (14%), manuacturing (13%), health care and social assistance (12%), other services (not government) (11%), nance and

insurance and retail (7%), and educational services (6%).

A majority (56%) sel-assessed as having an excellent knowledge o English and more than a third (40%) stated good. By contrast,

eighty-seven percent assessed their French to be poor and nine percent thought their French to be air.

Chart 7: Unemployed IEP Knowledge o English


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The most common age ranges reported were between 41 and 45 (24%), 45 and 50 (17%), 36 and 40 (15%), 51 and 55 (14%), 31 and 35

(13%), 26 and 30 (7%) and 56 and 60 (6%).

Almost two-thirds (64%) were male; more than hal (57%) o respondents identied as visible minorities. Those who responded had anaverage o 2 dependents.

A well-educated group o respondents, orty-two percent had achieved a Masters degree, a quarter (26%) had a our year Bachelors

degree, eleven percent a proessional degree and seven percent had a doctorate as their highest level o attainment.

Chart 8: Unemployed IEP Education Level

Just under hal o respondents (45%) had attended school in Canada and the average length o study was 1.87 years. O those who had at-

tended school in Canada, almost hal (46%) said they had received degrees, diplomas or certicates or their studies.

Chart 9: Received Canadian Degree, Diploma or Certicate


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O those who responded as to the Canadian education credential they were seeking, the majority (35%) were seeking certicates,

about a quarter (24%) a degree, thirteen percent diplomas and 37% did not know.

Almost hal (45%) were taking classes. A signicant proportion o respondents (40%) were signed up or classes to improvetheir English.

Chart 10: Unemployed IEP Taking English Language Courses

3.1.2 Pre-immigration work experience and job ft

Pre-immigration work experience and qualications play signicant roles in IEPs obtaining work in Canada; this holds true despite

IEPs gaining employment in dierent occupations than qualied or and with lower skill, education and experience requirements.

Similarly, networking systems play an important part in IEPs obtaining work in Canada. Lack o Canadian experience is perceived

to be the greatest barrier to IEPs obtaining work in an occupation in their eld o study and experience as held in their homecountries.

Although the numbers could be higher (meaning higher rates o IEP workorce integration success rates), a notable proportion o

IEPs reported nding work that matched their job search goals when they rst arrived in Canada. We can assume rom the survey

data that many had goals or jobs at a lower level than their pre-immigration jobs because the majority indicated that the type o

work they obtained was not at all the same or slightly the same to jobs held in their home countries.

Many o the IEPs (63%) who were currently employed were actively looking or dierent type o employment. There is a strong

correlation between those who are looking or work and their current type o work being at a lower level than jobs held in their

home countries; ty-one percent were in jobs that dier substantially rom the work they had in their home countries.

Employed mid-career IEPs are more likely to be actively looking or work than any other survey respondents.


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Employed IEP Survey Respondents

Most o the employed IEP survey respondents elt qualied in the jobs they were looking or in terms o experience and education. O the

employed IEPs that had work experience beore they came to Canada, 93% indicated that their highest demonstrated skill level had beensenior to intermediate (50% and 43% respectively) in previous work. The majority had more than ve years o experience (80%); 42% had

between six and teen years o experience and 38% had over 16 years o experience.

Chart 11: Pre-Immigration Skill Level

Chart 12: Pre-Immigration Work Experience

Approximately, two-thirds (64%) o these respondents currently have between two to ve years o Canadian work experience.

A little under one quarter (22%) o the respondents have less than one year o experience working in Canada. Although the

majority held senior to intermediate-level positions in their native country, ater arriving to Canada, the majority held intermediate to junior/

beginner skill level positions. Almost hal (47%) o the employed IEP respondents who had pre-immigration work experience indicated

that their current utilised skill level is intermediate and close to a quarter (24%) currently have junior to beginner skill levels (14% and 11%

respectively); twenty-nine percent held senior positions.


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Chart 13: Canadian Work Experience

When the employed IEP survey respondents with pre-immigration work experience rst came to Canada most looked or work intheir eld o expertise; jobs they elt they were qualied or and had experience in. Eighty-two percent (82) were experienced in

the jobs that they were seeking and 90% had the educational qualications. Some o the respondents indicated the reason that

they did not rst obtain work in their elds was because survival jobs were more readily available.

About three quarters (79%) o employed IEP survey respondents with no pre-immigration work experience indicated that they

had experience in the type o job they were looking or in Canada (even though they indicated not having paid pre-immigration work

experience); 87% had the educational qualications. Fity-one percent indicated that they ound the type o work that they had been

looking or. When asked how their jobs diered rom their goals, many commented that their current job required a lower skill level

or was in a dierent eld.

Most o the employed IEP respondents with pre-immigration work experience did not nd work that was related to theiremployment goals and many indicated that the job was much below their level o qualication and experience. Fity-two percent

indicated that the jobs they got were not at all the same as compared to the job that they had beore coming to Canada 26%

ound jobs that were slightly the same. Slightly over one th (21%) acquired jobs in Canada that were at either almost the same

level (13%) or the same level (8%) as employment rom their native country.

Chart 14: Pre- and Post-Immigration Job Comparison


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Even though many o the employed IEP respondents with pre-immigration work experience did not nd jobs that were a t with their

pre-immigration work experience and qualications, when asked the open question regarding their opinion as to why they got the job,

many were o the opinion that it was because o their experience and qualications. Some commented that their willingness to work at jobs

below their qualications and wage expectations was the main reason they were hired.

In response to open questions as to why they got work, employed IEPs with no pre-immigration work experience were o the opinion that

they got work because o their skills and qualications.

Slightly more than hal (56%) o the employed IEP survey respondents indicated that they were looking or work. Twenty percent o these

respondents were looking or the same kind o work, 34% were looking or dierent work and 37% were looking or any type o work.

Nine percent did not speciy the type o work they were looking or.

The survey nds that networking and personal contacts played important parts in respondents getting work. Twenty-eight percent o

respondents with pre-immigration work experience ound their jobs through networking ollowed by job ads (17%) and riends (13%).

Chart 15: How Found Current Job

When asked the open question regarding the main problem they experienced when trying to nd work, respondents requently commented

on lack o Canadian work experience, potential employers not recognizing oreign credentials and lack o network systems and personal

contacts as being the main problems. A ew mentioned language barriers as being their main problem. Respondents with no pre-immigration

work experience were o the opinion that lack o Canadian experience was the main barrier they experienced in their job search.

Unemployed IEP Survey Respondents

The unemployed IEP survey respondents who had work experience beore they came to Canada, have less Canadian work experience than

the employed IEPs. O these respondents, 93% indicated that their skill level was intermediate to senior (36% and 57% respectively). Almost

two-thirds (60%) o these respondents currently have less than one year o Canadian work experience. Slightly more than one quarter (29%) o

the respondents have between two to ve years o Canadian work experience and the remainder (13%) had over six years o experience.


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Chart 16: Unemployed IEP Canadian Work Experience (With Pre-Immigration Work Experience)

Chart 17: Pre-Immigration Skill Level (Unemployed IEPs with Pre-Immigration Work Experience)

Again, survey ndings indicate that ater arriving to Canada unemployed IEPs experience a drop in the level at which their skills are

being utilized. Fity-seven percent o unemployed IEP respondents who had pre-immigration work experience indicated that their

current skill level is senior and slightly more than one-third had intermediate skill levels beore immigrating to Canada. Currently,these same respondents indicated that their highest demonstrated skill levels in Canada are intermediate (42%), senior (41%) and

junior to beginner skill levels (11% and 7% respectively).


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Chart 18: Unemployed IEPS with and without Pre-immigration Work Experience Current Skill Level

Similar to the employed IEP survey respondents with pre-immigration work experience, the unemployed IEP respondents typically looked

or work in their eld o expertise and some looked or survival or entry level jobs, upon arrival to Canada. However, only 37% ound the

type o job they were looking or. Almost eighty percent had the experience in the jobs that they were looking or and 83% had the

educational qualications.

Chart 19: Type o Work Last Held in Canada


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Eighty-two percent o unemployed IEP survey respondents with no pre-immigration work experience elt that they had experience in

the type o job they were looking or in Canada (even though they indicated that they had no paid pre-immigration work experience);

89% responded they had the educational qualications. Thirty-seven percent indicated that they ound the type o work that they had

been looking or.

Chart 20a: Found Type o Work Related to Job Search Goals When First Arrived in Canada

(with Pre-Immigration Experience)

Chart 20b: Found Type o Work Related to Job Search Goals When First Arrived in Canada

(without Pre-Immigration Experience)

The majority o the unemployed IEP respondents with or without pre-immigration work experience who had been previously

employed in Canada indicated that the jobs that they ound were not related to their employment goals. They held the common

opinion that these jobs had been below their level o qualication and experience.

When asked the open question regarding the main challenge they are experiencing trying to nd work, unemployed IEPs who hadand did not have pre-immigration work experience had similar opinions. They mainly cited a lack o Canadian work experience

and lack o recognition o their oreign credentials or broader qualications. Some mentioned lack o networks, the economy and

lack o available jobs, as well as being over qualied and experiencing discrimination.


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Employed Mid-career IEP Survey Respondents

Fity-ve percent o the mid-career employed IEP survey respondents with between six and ten years o pre-immigration work experience

indicated that their demonstrated skill level had been intermediate beore immigrating to Canada and 42% indicated that they had a seniorskill level. O those respondents who had between 11 and 15 years o experience, exactly hal indicated that they had a senior skill level

beore immigrating to Canada while the other hal indicated that their skill level had been intermediate pre-immigration.

Over hal o respondents (58%) with between 6-10 years o pre-immigration work experience indicated they had between 2-5 years o

Canadian work experience and 33% stated that they had less than one year o experience in Canada. This percentage was almost the same

or respondents with 11-15 years o pre-immigration work experience; 59% had between two and ve years o Canadian experience.

Thirty-two percent had less than one year o Canadian work experience.

Eighty-our percent o employed IEP survey respondents with 6-10 years o pre-immigration work experience indicated that they had

experience in the type o job they were looking or in Canada; seventy-nine percent had the educational qualications. Slightly more than

three-quarters (76%) o respondents with 11-15 years o experience indicated that they had experience in the type o work they were

looking or; ninety-one percent indicated that they had the education.

Employed mid-career IEPs had ared slightly better than the unemployed mid-career IEP survey respondents regarding nding the type o

work they were looking or when they rst came to Canada. Sixty-our percent o respondents with 6-10 years o experience indicated that

they did nd the type o work that they were looking or. Approximately, two-thirds (68%) o respondents with 11-15 years experience had not.

Eighty-ve percent o 6-10 year experienced respondents and 73% o the 11-15 year experienced respondents, indicated that the jobs they

got were not at all the same (49%, 55%) or slightly the same (36%, 18%) as compared to the jobs that they had beore coming to Canada.


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Chart 21a: Pre- and Post-Immigration Job Comparison (6-10 years experience)

Chart 21b: Pre- and Post-Immigration Job Comparison (11-15 years experience)

When asked open questions regarding how the job they ound diered rom their goals, many commented that the job required

lower skill levels or was in a dierent eld. However, some were o the opinion that taking this work helped improve their English

language skills and provide them with valuable Canadian experience.

Furthermore, responses to open questions regarding mid-career respondents opinions on why they got the job had similar

themes because o their education and experience levels and their skill-sets.

Similar opinions were expressed as those o other survey respondent groups regarding the main challenge mid-career IEPs had

nding work when they rst came to Canada lack o Canadian work experience, potential employers not recognizing oreign

credentials and lack o network systems, personal contacts and poor language skills.


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Unemployed Mid-career IEP Survey Respondents

O the unemployed IEP survey respondents who indicated they had between six and ten years o pre-immigration work experience, 59%

indicated that their skill level was intermediate beore immigrating to Canada and 41% indicated that they had a senior skill level. O thoserespondents who had between 11 and 15 years o experience, 77% indicated that they had a senior skill level beore immigrating and 23%

indicated that their skill level had been intermediate.

Sixty-ve percent with between 6-10 years o pre-immigration work experience had less than one year o Canadian work experience;

59% o respondents with between 11-15 years o pre-immigration work experience had less than one year o Canadian work experience.

Sixteen (16) percent and 32% o respondents with 6-10 years o experience and 11-15, had between two and ve years o Canadian work

experience, respectively.

Chart 22a: Canadian Work Experience (6-10 years experience)

Chart 22b: Canadian Work Experience (11-15 years experience)

Seventy-nine (79) percent o IEPs who had 6-10 years o pre-immigration work experience indicated that they had experience in the type

o job they were looking or in Canada; 88% had the educational qualications. Sixty-eight (68) percent o respondents with 6-10 years o

experience did not nd the kind o work they were looking or when they rst came to Canada.

The results were slightly lower or IEPs who had 11-15 years o pre-immigration work experience. Eighty percent (80%) indicated that they

had experience in the type o job they were looking or in Canada; 82% had the educational qualications. Almost three-quarters (71%) o

respondents with 11-15 years o experience did not nd the type o work they were looking or when they rst came to Canada.


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Similar to the other respondent groups, when mid-career IEP respondents rst came to Canada most looked or work in their eld

o expertise while some looked or survival or entry level jobs. When asked the open question regarding how the type o work

they were looking or when they rst came to Canada dierentiated rom the type o job they got, the majority were o the

opinion that the job they obtained diered rom their goals. Lack o Canadian work experience and credential recognition were

strong themes in the responses given to questions on the main challenges experienced in nding work. Lack o networks and

personal connections were also mentioned by some respondents as being reasons or not nding employment.

Chart 23a: Found Type o Work Related to Job Search Goals When First Arrived in Canada

(6-10 years experience)

Chart 23b: Found Type o Work Related to Job Search Goals When First Arrived in Canada

(11-15 years experience)

Two-thirds (63%) o mid-career employed IEP respondents were looking or work. Almost one-quarter o respondents (20%)

were looking or the same type o work as their most recent job, 25% were looking or dierent work and 47% were looking or

either type o work.


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3.1.3 Job search experience

Unemployed IEP Survey RespondentsNinety-two percent o unemployed IEP survey respondents had been actively seeking employment in the previous twelve weeks; 87% o

these respondents expected to go back to work in the uture; 56% were looking or either ull-time or part-time work and most were looking

or work in specic occupations. Very ew respondents indicated that they would accept any type o work they could get. The minimum

average salary respondents would accept was $30,178 per year. Job ads (80%), asking riends or relatives (73%), job airs (58%), and

community employment agencies (55%) were the top job search tools used to nd work.

Chart 24: Job Search Activities

There was a wide variety o opinions regarding the types o services that would help IEPs nd jobs in their elds, including networking and

employer education.

Unemployed Mid-career IEP Survey Respondents

Eighty-eight percent o mid-career unemployed IEP survey respondents had been actively seeking employment in the last twelve weeks and

eighty-ve percent expected to go back to work in the uture; ty our percent were looking or either ull-time or part-time work and most

were looking or work in specic occupations. Very ew indicated that they would accept any type o work they could get. The minimum

average salary respondents would accept was $27,000 per year. Job ads (79%), asking riends or relatives (72%), job airs (56%), settlement

agencies (57%), and taking education or training courses (54%) were the top job search tools used to nd work.

There was a wide variety o opinions regarding the types o services that would help IEPs nd jobs in their elds; suggestions included

networking and government intervention.


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3.1.3 Workplace orientationWorkplace orientation is an important actor in optimal IEP workorce integration. Regardless o the amount and type o

orientation they require, IEPs perceived it to be helpul and necessary. The most commonly identied orientation training that IEPs

believe should be provided is workplace culture training.

Employed IEP survey respondents

Credential Assessment

Forty-ve percent o the employed IEP respondents indicated that their company had a method to assess their education,

qualications and experience. Responses to the open question regarding the type o assessment method varied and the most

common were interviews, testing, World Education Services (WES), demonstration o skills and background and reerence checks.

Workplace Orientation

Seventy (70%) percent o the employed IEP survey respondents received workplace orientation training when they started work

and 82% ound it to be helpul. Forty-ve percent indicated that they required little orientation training, one-third (32%) required

a air amount and approximately one th (20%) required a signicant amount o training.

Chart 25: Received Workplace Orientation Training

A very strong majority o respondents (91%) attached some importance to orientation training or IEPs entering the Canadian

workorce; specically, very important (54%), airly important (14%) or important (23%). Slightly more than three-quarters (79%)

o respondents indicated that employers should provide the orientation training, one-quarter (25%) indicated that it should be thegovernment and nine percent indicated they did not know who should be responsible or providing orientation training.


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Chart 26: Helpulness o Training

Chart 27: Importance o Orientation Training

A wide variety o opinions were expressed regarding the type o orientation training employers should provide to IEPs the most

common replies were workplace culture and company and job specic training. Some respondents were o the opinion that job shadowing

or buddy systems would be helpul to orient new IEP employees.

Employed mid-career IEP survey respondents

Credential Assessment

Slightly more than hal (51%) o the employed mid-career IEP respondents indicated that their company had a method to assess their

education, qualications and experience. Responses to the open question regarding the type o assessment method included interviews,

testing and WES.


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Workplace Orientation

Approximately two-thirds (67%) o Mid-career IEP respondents had received workplace orientation training when they started

work and 80% ound it to be helpul. Sixty-one percent indicated that they had required little orientation training, 24% a airamount and twelve percent a signicant amount o training.

The majority o respondents (88%) indicated that it is either very important (45%), or airly important (13%) or important (30%).

or IEPs entering the Canadian workorce to receive orientation training. When asked who should provide this orientation

training, slightly more than two- thirds o respondents indicated it should be employers (70%), 25% stated the government,

9% said employees and 17% did not know who should provide orientation training.

A wide variety o opinions were expressed regarding the open question on what type o orientation training employers should

provide to IEPsthe most common reply was workplace culture orientation.

3.1.4 Workplace DiversitySurvey results indicate that the workplace reality o IEPs regarding diversity is more a matter o the need or all parties to acquire

cultural intelligence rather than lack o respect in the workplace. IEPs are aware that they need assistance orienting to Canadian

workplace culture and business language; they also eel that the workplace benets rom diversity policies that assist in optimizing

IEP workplace integration as well as promoting diversity throughout the workplace.

Employed IEP survey respondents

Forty-nine percent o employed IEP survey respondents indicated that their employer has a workplace policy that welcomes

new Canadians and workers rom dierent cultures. O these respondents, slightly over two-thirds (68%) indicated that their

workplaces policy is successul (33%) or very successul (35%); 19% indicated that it was somewhat successul.

Chart 28: Workplace Diversity Policy Success

Three-quarters (75%) o this group o employed IEPs indicated that their co-workers are respectul (37%) or very respectul (38%) o

co-workers rom dierent cultures and new Canadians in the workplace. However, twenty-eight percent indicated that their employers

did not have enough resources to address workplace cultural and new Canadian issues; one quarter (25%) did not know.


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Language and cultural diculties were the two most reported challenges that employed IEP survey respondents experienced adjusting to

the Canadian workorce. Some indicated that they had no problems adjusting to the workorce and a ew were o the opinion that

discrimination and exclusion rom social circles were the main problems.

There were a variety o opinions expressed about what employers can do to better promote and encourage workplace diversity. Some o

the reoccurring themes include: cultural competence and diversity training, team building, air hiring practices promoting diversity in the

workplace and participation in cultural events.

Interspersed through the many suggestions was praise or employers who are doing good jobs managing and promoting workplace diversity.

Employed mid-career IEP survey respondents

Forty-seven percent o employed mid-career IEP survey respondents indicated that their employer had a workplace policy that welcomes

new Canadians and workers rom dierent cultures; almost one quarter did not know. They were less positive about the success o the

policy than other survey group respondents. One quarter (25%) indicated that their workplaces policy is successul; 31% ound it to bevery successul; and less than a quarter o the respondents (22%) indicated that it was somewhat successul.

Seventy-two percent indicated that their co-workers were respectul (35%) or very respectul (37%) o co-workers rom dierent

cultures and new Canadians in the workplace. However, approximately one-third (34%) indicated that their employers did not have enough

resources to address workplace cultural and new Canadian issues; one th (21%) did not know.


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Chart 29a: Respect or New Canadians in the Workplace by Co-Workers (6-10 years experience)

Chart 29b: Respect or New Canadians in the Workplace by Co-Workers (11-15 years experience)

Acculturation, language and discrimination were some o the problems mid-career IEPs said they experienced adjusting to the

Canadian workorce.

Suggestions regarding what employers can do to promote and encourage a workplace that welcomes new Canadians and workers

rom dierent cultures included supporting cultural exchange events and diversity and orientation training.


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3.2 Employer and Association Experiences with Integrating IEPs intoTheir Workplaces

3.2.1 Profle o Companies

As is oten the case when it comes to assessing employer perspectives, it can be challenging to nd busy HR managers who are able to take

the time to provide their opinions. For this project, a large group o HR proessionals were contacted through an online discussion group

belonging to the Human Resources Proessionals Association (HRPA) and a small number participated in the survey. While this indirect

approach (posting a link to a discussion board) allowed access to a broader sample pool (approximately 7000 HR practitioners rom across

Ontario), the message only can reach those rom the GTA who were interested and engaged enough to be involved in the discussion board

during the time o the posting. Our response rate represents approximately .5% o eligible (GTA based) group members.

Even with a relatively small number responding, the employers represented by this group provide an eective cross section o the labour

market in the Toronto area. Hal o the respondents were rom small rms (100 employees or less); one quarter were rom mid-sized

organizations (100-1500 employees); and one quarter represented large companies (greater than 1500 employees). Actual numbers o

employees (where specically reported by respondents) ranged rom a minimum o three people to over 11,000 employees, thereby

encompassing a broad range o rm sizes. In terms o organizational longevity, again the respondents represented a broad variety o the

possible business spectrum, ranging rom newer organizations (three years) to well-established rms (160 years in business). The breakdown was

as ollows: 5 years or less (27%), 6-10 years (0 %), 11-20 years (9%), 21-50 years (18%), and more than 50 years (46%).

Finally, the respondents organizations also provided a good overview o business sectors and industries. While not all respondents

answered this question, o those that did, the ollowing types o business activities were characterized: administrative support, waste

management, & remediation (8%); transportation & warehousing (8%); utilities (8%); health care & social assistance (8%); manuacturing

(15%); management o companies (15%); educational services (15%); and nance & insurance (23%). As well, or those that indicated,organizational type broke down as ollows: not-or-prot (8%); government agency (8%); publically traded company (17%); and private

or-prot rm or partnership (67%). Eleven percent o respondents who indicated the status o employee groups represented unionized

workplaces. A small number o employer representatives rom targeted sectors were also invited to participate in a qualitative interview

process to supplement the ndings in this survey.


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3.2.2 Labour DemandThe employers who participated in the survey process provided a perspective on their outlook or the labour market over the next

ve years. The ndings reveal that a large number (40%) anticipate their current ability to nd employees will remain the same.

About 20% in total expect it will improve, with the breakdown as slightly easier (5%), easier (10%) and much easier (5%). Finally,

the remainder o participants in this survey believes that it will be slightly harder (15%), harder (15%) or much harder (5%) to nd

employees rom now until 2016. Five percent o respondents did not know which way the labour market would move.

In terms o changes to organizational stang over the past year, 16% o employers reported that the total number o ull time

employees had decreased, 42% reported that the number had increased, and the balance indicated no change in stang levels.

Twenty percent o respondents chose not to answer this particular question. For those that did respond, the majority had hired

ull-time employees during the past year (68%) and provided details. Another large portion (16%) had hired ull-time but could

not speciy the numbers. A ew (5%) had hired only part time employees in the past year. Only a small portion o employers

surveyed had not hired any ull- (5%) or part-time (6%) employees in the past year. For those who did report specic numbers onew hires, the range was rom 1 to 350, with a mean score o 67.33 employees per organization. The median response was eight

new hires in the past year.

Respondents do indicate some challenges with recruiting and hiring employees in various job categories. The table below

highlights their perceptions as they relate to six categories o workers. The most critical issues appear to be with production

workers (56%), proessional employees (42%) and management (48%). These are the percentage o employers who responded

to these questions indicating diculty. Each job category totals to 100%. As well, the percentage o total survey participants who

indicated that they are not hiring in that particular job category is also noted. Where employers had diculty stang positions,

they primarily managed by hiring temporary help (33%) and/or by recruiting outside Canada (33%) or Ontario (28%). Some

improved training (22%) or reassigned work to other employees (22%).


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3.2.3 Recruitment and Retention

Employers indicate that their organizations are most in need o proessional workers (61%), managers (33%), sales sta (22%) and skilled

trades (22%). When it comes to their recruiting and hiring practices regarding mid-career IEPs, employers tend to ocus primarily on

communications skills (writing, listening, and speaking) with 79% o respondents indicating this as the most important skill or IEPs to possess.

Interviewees also stressed the value o good communication skills or IEP potential hires. A three-way tie or the second most important

abilities encompassed technical skills, computer skills, and business etiquette (43% each). As well, the qualitative data supported the need or

a high level o cultural competency or IEPs to be successul within an organization.

Chart 30: Important Skills Employers Require When Hiring IEPs

For all recruiting, two-thirds o the employers use online job posting, supported by postings on their own company website (44%) or on a

relevant employment site (33%). More than two-thirds o the companies have targeted hiring IEPs in their recruitments plans as a way to

alleviate skills shortages. As mentioned previously, a very signicant portion (84%) has already hired an IEP (hal within the last year). More

than hal the respondents (53%) indicate no diculty in hiring qualied IEPs. Employers state that just less than one third o applicants (on

average) are IEPs. This range varies widely, with some participants claiming as ew as ve percent o applicants are IEPs, while others report

percentages as high as eighty-ve.

In terms o specic IEP recruitment practices, hal o the employers use online job posting, supported by postings on their own company

website (21%) or on a relevant employment site (14%). Word o mouth still accounts or 36% o recruitment approaches, with direct

reerrals rom existing IEPs at 29% o responses. Approximately one third have used government programs or immigrant settlement servicesto assist in identiying IEPs as possible job candidates. Slightly less (28%) report that their recruitment processes are identical or IEPs and

non-IEPs. At time o hire, most employers (58%) are not conducting ormal skills assessments. When hiring IEPs, the minimum experience

level is mainly job dependent (64%), with approximately 21% o employers specically requiring one to three years, and the balance evenly

split between 3-5 years and 6-10 years. Almost two thirds o the employers surveyed do not have a Canadian experience requirement.


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3.2.4 Workplace Integration

While many employers (58%) track turnover amongst sta, the majority o respondents to the survey (62%) indicated that theydid not know whether turnover rates were higher or lower or IEPs. Slightly more employers believed that turnover was lower or

IEPs (23%) rather than higher (16%). Overall, employers perceptions and experiences regarding integrating IEPs into the

workplace were very positive (with more than 90% agreement). Two thirds o the respondents indicated their organization did

not have any problems with IEP integration.

Chart 31: Workplace Integration Supports


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O the small number o respondents who did report problems, they agreed unanimously that language barriers were the predominant

concern. Other actors include the requirement or too much training, evaluation o credentials, and transitional challenges or the IEPs

themselves. Many employers have developed eective processes or easing this transition including new hire orientation (40%), workplace

diversity programs (27%), and language training or IEPs (27%). Mentoring or new IEP hires (with a ocus on cultural competencies) was

advocated by those employers who were interviewed about their best practices. Hal o the employers would deem their IEP support

programs as being successul or very successul, with most indicating that these types o support are important (43%) or very important

(36%). Further, a large percentage ranks their diversity programs as successul (57%) or very successul (14%). One hundred percent o

employers indicated that their employees were respectul o workplace diversity, with 79% reporting that there are non-threatening ways

or employees to communicate concerns about diversity issues.

3.3 Job Developer Perspectives on IEP Workorce Integration

Job development and placement proessionals are important stakeholders in the IEP hiring process. They assist IEPs in securing, maintaining

and advancing their employment and careers and thereore have an important role in achieving quality employment and workorceintegration outcomes or the IEP jobseekers they represent.

The survey asked job developers to agree or disagree with a number o statements about employers and the IEP employment process. An

agreement scale was used to rate their answers and results were grouped according to signicant agreement or disagreement with the

statement. On average the respondents had seven years o experience assisting IEPs in nding work and had assisted 75 IEPs per year. Most

o the respondents were experienced in job development; all (100%) had at least one year o experience in the job and almost 50% had 10

or more years o experience. On average, respondents rated their success rate as being 65 out o a 100.

Close to or slightly more than three-quarters o job developers agreed that employers:

Respondpositivelytolargeamountsofinformationonemploymentagenciesandtheirservices(77%)

Aremorelikelytohireanapplicantiftheymeetthejobdeveloperrst(72%)

PrefertoknowinadvanceifanapplicantisanIEP(71%)

Approximately, two-thirds o the job developers agreed that employers:

Understandandrespectjobdevelopers(69%)

WithahistoryofhiringIEPs,aremorelikelytohirethem(64%)

Job developers disagreed that employers are: ReluctanttohireIEPsduetoperceivedcosts(71%)

Toobusytointeractwithjobdevelopers(69%)

Inuencedtohirebyavailabletaxandothernancialincentives(62%)

Morelikelytohirevisibleminori tyIEPs(62%)


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Some o the survey respondents shared some opinions on successul IEP workorce integration,including:

ItisnecessarytobalanceemployerneedswithIEPexpectations

Successislargelydependentuponthemotivation,initiativeandworkplaceethicsdemonstratedbyanemployee

PartnershipwithamajorTorontoeducationinstitutionhasgiventheirclientsemploymenttonowteachthesame

program that they were enrolled in

Utilizingnow-employedformerclientsasapointofcontactcancreateemploymentopportunitiesforthoseclients

looking or work

Promotingunpaidplacementshascreatedseveralemploymentopportunities;IEPscanprovetheirworth

Buildingarelationshipwithemployers

Providinginformationregardingservices

Providingopportunitiestoengageemployersinactivitiessuchasjobfairs,employerledpresentations,information

sharing, panel discussions, even speed or peer mentoring provides the opportunity or employers to engage with

IEPs and it is that contact during these types o sessions that employers generally are impressed with the level o

discussion, quality o IEPs resumes or questions that are asked we get a response and ollow up.

ThelevelofmotivationincreasesinadepartmentwithanIEPasco-worker

Short-termtechnicalskill-basedtrainingparticipantsaremorelikelytondemployment

Finally, approximately two-thirds o job developers somewhat to strongly agreed with the statement that employers are more likely

to higher younger IEPs than older ones.


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4.0 Recommendations: What Actions Should Stakeholders Take


The ollowing recommendations are about what steps stakeholders should take to optimally integrate new Canadian IEPs into the Toronto

region workorce. They emphasize strategies that ocus on lessening the career interruptions that new Canadian mid-career IEPs experience

ater immigrating to Canada.

A Strategic Approach to Immigrant Integration

New Canadian IEPs benet most when eective, readily accessible workorce integration programs are implemented, when such programs

adapt to changing circumstances, and when local policy experiments engage both employers and supporting agencies. In order to address

the workorce integration needs o new Canadians eectively, stakeholders should work closely with each other to coordinate and promote

programs and policies geared towards IEP optimal integration and the diminishing o career interruption.

As well, stakeholders should work together to accurately assess the impacts o programs and policies and to determine the smartest and

most cost-eective interventions and a air system or cost-sharing.

With government assistance, a coordinating body should be assigned the ongoing role o coordinating IEP workorce integration programs

and policies as well as the monitoring o the implementation o these programs and policies.

Building partnerships with adaptation and exibility at their core between IEP-serving organizations andpost-secondary institutions

Bridge training programs already exist14 to help qualied IEPs move quickly into the labour market in Ontario. They assess existing skills and

competencies, compared to Ontario employer expectations. They provide training and Canadian workplace experience without duplicating

what IEPs have already learned.

IEP-oriented organizations should orm partnerships with post-secondary educational institutions that provide government unded bridging

academic training programs to IEPs. These collaborations will allow new Canadian IEPs a mechanism to address lack o networking systems

barriers and allow or more regular contact between new Canadian IEPs and their peers, shown to be essential to optimal workorce integration.

Building workorce integration partnerships with human resources and business-afliated associations

A government-resourced workorce/workplace orientation and diversity model plan should be developed to ensure that new Canadian IEPs

and employers can meaningully access inormation on Canadian workplace cultures and practices. Such strategies should include the

development o model templates or workorce/workplace orientation and diversity training and highlight best practices across stakeholders

to assist employers and IEPs to eectively address challenges posed by workorce integration and career interruption.

As well, strategies should build on consistent data collection and analysis methods (developed by consensus within the research

community), and incorporate best practices among stakeholders. They should also include comprehensive cultural competency training

or employers, IEPs and co-workers.

Finally, strategies should include opportunities or IEPs to network with proessional association members and access proessional

development courses.

14. http://www.ontarioimmigration.ca/en/working/OI_BRIDGE.html


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Employer-Specifc RecommendationsThe survey results point to a number o areas where employers can support new Canadian IEPs to integrate more quickly into the

workorce, enabling them to sooner make meaningul contributions to the economy.

Outlined below are the studys recommendations o how employers can improve their eorts and be signicant leaders in

broadening workorce integration opportunities or IEPs.

Support IEP Workplace Integration and DiversityFor many IEPs, support on the job can mean the dierence between workorce integration success and ailure.

Embrace proven best practices or orienting and optimally integrating IEPs intothe workplace, with a ocus on enhancing their cultural competence.

Implement a workorce diversity policy standard that includes the promotion o

workplace dierences and cultural exchanges.

Enhance the Communication Skills o IEPs

While only a small number o employers responding to the survey indicated problems with IEP integration related to language

skills, the majority o employers stressed the importance o overall communication abilities in their recruitment and hiring

processes. Organizations need more than basic language skills. They need employees who can lead teams, resolve conficts

eectively, and persuade others, including potential clients. By improving communication skills or IEPs, employers will realize

better organizational contribution rom IEPs.

Establish broad communications training or IEPs (spoken language, listeningskills, non-verbal signals, and business writing). This will increase their culturalcompetence and result in better long-term retention.

Learn rom Like-Minded, Progressive CompaniesSince businesses learn best rom other businesses, it makes sense to share ideas with those that have workplace diversity and IEP

orientation practices in place and are looking to improve their activities and strategies.

Work with human resource (HR) organizations to set-up groups o like-minded corporations that are looking to learn and make a

die

Documents

2012 IEP Research Study Eng