Creating a Diverse Workforce Report

7/31/2019 Creating a Diverse Workforce Report

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PEI Association for Newcomers to Canada

Creating a Diverse Workforce

Employer Survey Report


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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 1

PEI Association for Newcomers to Canada Mission Statement

The PEI ANC values the contribution newcomers make to Canada. We support newcomers

integration be providing services, in partnership with the community.

Acknowledgements

The PEI Association for Newcomers to Canada would like to thank the following organizations

for their assistance in distributing the survey:

PEI Association of Sector Councils

PEI Aerospace Sector Council

PEI Culture Sector CouncilPEI Health Sector Council

PEI Innovation and Technology Sector Council

PEI Tourism Sector Council

PEI Trades Sector Council

PEI Trucking Sector Council

The Greater Charlottetown Area Chamber of Commerce

Tourism Industry Association of PEI

Survey data compiled by: Mitch Cobb

Survey report written by: Mitch Cobb and Joey Jeffery

PEI ANC Cultural Diversity Team: Mitch Cobb, Michelle Hood, Jennifer Howard,

Joey Jeffery, Cathy Ronahan

For more information contact:

PEI Association for Newcomers to Canada

25 University AvenueSuite 400, Holman Building

(4th floor) Confederation Court Mall

PO Box 2846, Charlottetown, PE C1A 8C4

Ph. (902) 682-6009

Fax: (902) 894-4928

www.peianc.com


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Table of Contents

Executive Summary ..3

Introduction ...........................................................................................................4

Background .5

Responses and Analysis.6

Organizational Information .6Diversity in the Workplace ..9

Diversity Training .12

Workplace Integration Programs .15

Comparative Analysis 17

Small vs. Medium vs. Large Organizations .17

Organizations with Diversity Policies vs. Organizations without 20

Summary.. 21

Survey Outcomes and Conclusions .22


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Executive Summary

For the past six months, the PEI Association for Newcomers to Canada (PEI ANC) has been

engaging island businesses through a survey to determine if island businesses are hiring

newcomers, if businesses have programs in place to assist newcomers integration in the

workplace and to determine if they are interested in cultural diversity professionaldevelopment.

Of the 144 respondents, the majority of respondents were small private businesses from

Queens County. However, respondents also represented medium and large businesses,

organizations, government institutions and non-profit organizations from various sectors and

locations.

The results of the survey determined that 68.6% of island organizations surveyed currently do

not hire newcomers. In addition, language level and communication barriers are the largestconcerns organizations have regarding hiring newcomers. The majority of island organizations

surveyed reported that they do not have diversity or employment equity policies in place.

Slightly more than half of respondents said they were interested in diversity training, and would

be able to commit four hours to such training. Respondents indicated that they would like

training or information on hiring and integrating newcomers to Canada, cultural awareness

training for managers and cultural awareness training for employees.

Based on the results of this survey, a number of outcomes and initiatives have been identifiedby the PEI ANC:

The development of educational materials and presentations on the business case for

diversity;

The development of cultural awareness training for employees and managers;

The development of a Hiring and Integrating Newcomers to Canada workshop;

The development of a Diversity Policy workshop.


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Introduction

Immigration on PEI is growing at an unprecedented rate. Comparatively from the first half of

2006 to the first half of 2007, the PEI Association for Newcomers to Canada (PEI ANC)

experienced a 277% growth in the number of clients registered. Meanwhile, the islands

workforce continues to diminish due to retirement and outmigration. This means that within

the next 10 years, immigration will account for 100 % of Canadas net labour force growth1.

These numbers have major implications for the island business community. The face of the PEI

labour market is changing, which will ultimately result in how businesses carry out their human

resources needs.

Creating a Diverse Workforce Employer Survey was conducted by the PEI Association for

Newcomers to Canada (PEI ANC) to identify professional development, training and programsthat we can provide to assist employers in diversifying their workforce and employing

newcomers to Canada.

The survey had two main objectives:

1. To determine if island businesses are currently employing newcomers to Canada andidentify what policies and programs they have in place to assist newcomers in the

workplace;

2. To identify the professional development needs and interests of island businessesrelating to cultural diversity training.

1Statistics Canada, 2001 Census Analysis Series: The changing profile of Canada's Labour Force , page 5

http://www12.statcan.ca/english/census01/Products/Analytic/companion/paid/pdf/96F0030XIE2001009.pdf


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Background

The Creating a Diverse Workforce Employer Survey was carried out between August 8 and

September 10, 2007. The survey was developed through an online survey software site. It was

distributed through sector council and industry association mailing lists, a random sample of

businesses associated with the Greater Charlottetown Chamber of Commerce. A link to thesurvey was also placed on various organizations websites including, the Greater Charlottetown

Chamber of Commerce, the PEI Association of Sector Councils, the Health Sector Council,

Tourism Industry Association PEI and the PEI ANC. In total the survey reached over 800

businesses and organizations across various sectors on PEI. 144 businesses and organizations

responded to the survey, giving approximately an 18 % response rate.

The survey asked respondents to answer 15 questions divided into 4 sections:

Organization Information;

Diversity in the Workplace;Cultural Diversity Training;

Workplace Integration Programs.

The questions were multiple choice; some questions requiring a simple yes or no answer

and some allowing respondents to choose a number of options. This accounts for some of the

data in the graphs totaling more than 100%. Each of the questions left an optional text box for

comments where respondents could elaborate on their answer if they wished. As well,

respondents were given the option of leaving their contact details if they wanted more

information on the PEI ANC.


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Responses & Analysis

Organizational Information

Where is your organization located?

The majority of respondents came from Queens County which follows population distribution

on the Island. However, there were a number of respondents from both Kings and Queens

counties, along with respondents who identified more than one county as their business

location.

What is the Structure of your organization?

Respondents were largely from private businesses (67.8%). However, a number of non profit

organizations (19.6%), major corporations (7.0%), government offices (2.1%) and educational

institutions (2.8%) took part in the survey.

10%

71%

6%13%

0%

20%

40%

60%

80%

Prince County Queens County Kings County More than 1 County

Business Location

67.8%

7.0%

19.6%

2.1%

2.8%

0.7%

Organization Structure

Private Businesses

Major Corporations

Non Profit Organizations

Government Offices

Educational Institution

Other


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How many employees do you have within your organization?

The organizational size was more evenly distributed. The majority of respondents, 38.5%, were

from small businesses with 1 5 employees, while businesses with over 50 employees

accounted for 21.7% of organizations responding. This reflects statistics that show 70% of

island businesses employ fewer than five employees2

.

What is your role within the organization?

Respondents to the survey were largely owners of businesses (48.3%). There were also a

number of respondents who identified themselves as human resource representatives (14%)

and hiring managers (9.1%). However, a large percentage of respondents did not identify with

any of these roles, choosing other, (28.7%). Respondents who chose other were required toenter a comment to identify their role. There were a number of different roles identified; some

common roles were executive director, general manager and CEO.

2Statistics Canada, 1983-1999 Employment Dynamics (2002)

21.7%

15.4%

15.4%

9.1%

38.5%

0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0%

50 + Employees

21 - 50 Employees

11 - 20 Employees

6 - 10 Employees

1 - 5 Employees

Organization Size

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

Other Hiring Manager HR Rep. Owner

28.7%

9.1% 14.0%

48.3%

Role within Organization


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What is your organizations main area of focus?

The survey managed to reach a large cross section of business sectors and areas of

specialization. Respondents were relatively evenly distributed across a variety of sectors or

areas. The tourism and hospitality sector had the largest number of respondents (17.5%),

followed by business / finance/ administration (11.9%) and retail (10.5%). All the other areashad less than 10% of total respondents. As well, respondents had the option of choosing

other. Respondents who chose other identified their areas of focus as manufacturing,

processing or production, among others.

3.5% 3.5%

2.1%

3.5%

6.3%

11.9%

0.7%

17.5%

1.4%

10.5%

7.7%

2.8%

6.3%7.0%

9.1%

6.3%

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

12.0%

14.0%

16.0%

18.0%

20.0%

Area of Focus


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Diversity in the Workplace

Does your organization currently employ any newcomers to Canada?

68.6 % of respondents said that they did not currently employ newcomers to Canada, while

31.4% said that they did currently employ newcomers within their organizations. This questionallowed for an optional comment.

Respondents who employ newcomers stated that they were currently employing newcomers

who had been in the country for a number of years; they had newcomers who were on working

visas or permits; or they themselves were newcomers.

Many of the comments left by respondents who are not currently employing newcomers had

central themes such as: they had employed newcomers in the past, but currently had none on

staff; their business was small and did not require full-time staff; or they were willing, but theopportunity had not yet presented itself because of low numbers of newcomers on the Island

right now.

These comments lead us to believe that even though the majority of island businesses are not

currently employing newcomers to Canada, most businesses are open to the possibility. This is

positive, as the number of immigrants coming to the Island is increasing rapidly as new arrivals

are expected to hit 1000 in 2007, roughly double that of last year.

68.6

31.4

Currently Employing Newcomers to Canada

No

Yes


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What concerns do you have about hiring a newcomer to Canada?

Respondents overwhelmingly identified language level (56.1%) and communication difficulties

(55.4%) as the major concerns they have about hiring newcomers. Interestingly, language and

communication difficulties are regularly cited by immigrants as their largest barriers to

obtaining employment3

. They also identified being unable to contact references as a concern(25.2%) as well as, being unsure if foreign credentials were equivalent to Canadian credentials

(18.7%). However, 25.2% of respondents said that they had no concerns surrounding hiring

immigrants for positions in their organizations.

A number of respondents also chose other, offering various comments related to their

concerns. Some of these comments included, but were not limited to, concerns around helping

people relocate, find housing and navigate the immigration process, retention, licensing,

commitment to the organization and understanding the Canadian consumer and markets.

3Statistics Canada, Longitudinal Study of Immigrants to Canada: Progress and Challenges of New Immigrants in the

Workforce. (2003). pg. 13.

56.1% 55.4%

15.1%

3.6%

10.8%

18.7%

25.2%

10.8%

5.0%

25.2%

8.6%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

Concerns About Hiring Newcomers


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Are there diversity policies / employment equity policies in your workplace?

60% of respondents reported that they did not have diversity policies or employment equity

policies in place, while 40 % said that they did have some form of diversity / employment equity

policies in their workplace.

A majority of respondents who chose to leave a comment stated that they have no formal or

written policies surrounding these issues. Some stated that they had no need for such policies

because of the size of their organization, while some commented that they have some form of

fair treatment policies or promotion of equity. This is not surprising given that most small

businesses (70% of survey respondents) have neither the time nor the resources to create

policies for diversity.

40.0%

60.0%

Diversity / Employment Equity Policies

Yes

No


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Cultural Diversity Training

Would you be interested in cultural diversity training for your organization?

53.4% of respondents said that they would be interested in cultural diversity training for their

organization, while 46.6% said that they would not be interested.

Respondents who were not interested left a variety of interesting responses as reasons. Some

included:

Respondents have ample experience dealing with cultures and do not require training,

Staff are already open to welcoming newcomers,

Respondents did not know or understand what cultural diversity training is,

Training handled by HR department in another province,

Business is too small to need training,

Cultural diversity training not needed now, but maybe in the future.

53.4%

46.6%

Interest in Cultural Diversity Training

Yes

No


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What amount of time would you be willing to commit to this type of workshop?

The majority of respondents (49.4%) said that they would be interested in 4 hours of training.

29.6% said they would be interested in less than 2 hours, while 14.8% said they would be

interested in 8 hours or 1 full day of training. 6.2 % said they would be interested in 2 days or

more of training. Since most respondents were small business it is no surprise they can onlycommit to 4 hours of training.

Would your organization have money in its budget for this type of professional development?

38.1% of respondents said they would have money in their organizational budget for this type

of professional development, while the majority (61.9%) said that they would not have money

for this type of training.

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

Less than 4

hours

4 Hours (Half

Day)

8 Hours (Full

Day)

2 Days More

29.6%

49.4%

14.8%

3.7% 2.5%

Time Allotment for Training

38.1%

61.9%

Money for Training

Yes

No


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What information and training would you find beneficial to your organization?

Clients were asked to check all choices that apply to them and their organizations. There was

only a slight variation between the top choices, however, hiring and integrating newcomers to

Canada was the highest (63.3%), followed by cultural awareness training for managers (59.5%)and cultural awareness training for employees (51.9%).

45.6%

46.8%

63.3%

59.5%

51.9%

29.1%

41.8%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Information and Training Areas


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Workplace Integration Programs

Has you organization ever been involved in any of the following programs?

Respondents have been involved in a number of workplace experience programs including, on

the job training (54.4%), work placements (40.8%) and targeted wage subsidies (37.6%) amongothers. 25.6% said that they had not been involved in any of these programs.

Would your organization be interested in participating in any of the following programs for

newcomers to Canada?

Respondents indicated that they would be interested in participating in on the job training for

newcomers (43.2%), as well as targeted wage subsidies (43.2%). Respondents also expressed

interest in work placements, unpaid internships and mentorships, among others. 17.6% of

respondents said that they were interested in none of the programs for newcomers.

18.4%

54.4%

40.8%

13.6%

18.4%16.8%

37.6%

25.6%

6.4%

0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0%

Montorship

On the Job Training

Work Placements

Job Shadows

Paid Interneships

Unpaid Internships

Targeted Wage Subsidies

None of the Above

Other

Workplace Integration Programs


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21.6%

43.2%

36.0%

12.8%

20.0%

24.8%

43.2%

17.6%

16.8%

0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0% 50.0%

Montorship

On the Job Training

Work Placements

Job Shadows

Paid Interneships

Unpaid Internships

Targeted Wage Subsidies

None of the Above

Other

Workplace Integration Programs for Newcomers to

Canada


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Comparative Analysis

To obtain a more accurate and complete picture of the data we have collected, we used

a number of filters to focus on responses to certain questions. This allowed us to focus in on

certain areas and make comparisons across groups to give us a more accurate picture, not only

of diversity in the workplace, but also organizational needs around diversity training.

For purposes of this report, we will not be focusing on all questions. We will be looking

at comparisons that showed significant differences in response that we feel contribute to the

direction of our future projects. Thus, we will focus specifically on the responses around

diversity in the workplace and cultural diversity training and will include the following

comparisons:

Small, medium and large organizations

Organizations with diversity policies and organizations with no diversity policies in place

Small vs. Medium vs. Large Organizations

Note: For this comparison, we have defined small organizations as organizations with

1 10 employees, medium organizations as organizations with 11 50 employees and large

organizations as organizations with 50 + employees.

Does your organization currently employ any newcomers to Canada?

As shown in the graph below, a greater percentage of large organizations responding to

the survey employ newcomers than medium and small businesses. 67.7% of large businesses

said that they employ newcomers to Canada, compared to 29.6% of medium size businesses

and 15.4% of small businesses. These results are predictable, mainly because most large

businesses have larger personnel requirements , have a formal hiring process, diversity policies

and may have head offices in larger centers where hiring immigrants is more commonplace.


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Are there diversity policies / employment equity policies in your workplace?

When comparing small, medium and large businesses in regards to diversity policies in

the workplace, large business responding to the survey, to a much larger extent, indicate that

they have diversity policies in place (61.3%).

15.4%

84.6%

29.6%

70.5%67.7%

32.3%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

Yes No

Currently Employing Newcomers to Canada

Small Organizations

Medium Organizations

Large Organizations

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

Yes No

27.7%

72.3%

43.2%

56.8%61.3%

38.7%

Diversity / Employment Equity Policies

Small Business

Medium Business

Large Business


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Would you be interested in cultural diversity training?

67.9% of large business that responded to the survey said they were interested in cultural

diversity training, compared with 54.8 % of medium sized businesses and 45.9% of small

businesses.

Would your organization have money in its budget for this type of professional development

/ training?

These results are not surprising considering most respondents were small businesses whofrequently state that they do not have the resources for this type of training.

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Yes No

45.9%

54.1%54.8%

45.2%

67.9%

31.2%


Small Business

Medium Business

Large Business

23.7%

76.3%

38.1%

61.9%

50.0% 50.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

Yes No

Money for Training

Small Business

Medium Business

Large Business


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Organizations with Diversity Policies vs. Organizations without Diversity Policies

Would you be interested in cultural diversity training for your organization?

62.3% of respondents with diversity policies in place said that they would be interested incultural diversity training, compared with 47.7% of respondents who do not have diversity

policies in place.

These numbers are significant to us, as they indicate that businesses who have taken the first

step in developing a diversity policy within their organization are more receptive to the idea of

cultural diversity training. This could be for a number of reasons, such as: after developing such

policies they understand the relevance of cultural diversity training, they have a better

understanding of diversity and see the need to know more about how to integrate diversity into

their workplace or, in developing their diversity policies, cultural diversity training has become anecessary step or goal in implementing this policy.

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Yes No

62.3%

37.7%

47.4%52.6%


With Diversity Policies

Without Diversity Policies


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Summary

Of the 144 respondents, the majority of respondents were small private businesses from

Queens County. There was also a small representation of organizations from Prince and Kings

Counties. Non-profit organizations, corporations, government and educational institutions

rounded out the respondents. As noted earlier, small business made up the majority ofrespondents and surprisingly, organizations with over 50 employees accounted for 21.7% of

respondents, while the rest of the respondents had between 6 and 50 employees.

Respondents were typically business owners, human resource managers, hiring managers,

executive directors or CEOs. The tourism sector had the greatest number of respondents,

followed by business / finance / administration, retail and IT. Agriculture and the voluntary

sector had the least amount of respondents.

68.6 % of respondents said they did not currently employ newcomers. Comments indicated thatorganizations were willing, but opportunity had not presented itself; that the business was too

small and did not require full time staff or that they had employed newcomers in the past but

currently had none.

Language level and communication barriers were the major concerns that organizations have

about hiring newcomers to Canada. Respondents also identified foreign credentials, references

and foreign work experience as being a concern regarding newcomers.

60 % of respondents reported that they did not have diversity policies or employment equitypolicies in place. Some noted that they have other types of policies in place, or that they were

just too small to have such formal policies.

53.4 % of respondents indicated that they were interested in diversity training. Most

respondents indicated that they would be willing to commit 4 hours or a half day for such

training. Respondents mainly indicated they would like training or information in hiring and

integrating newcomers to Canada, cultural awareness training for managers and cultural

awareness training for employees. However, only 38.1 % of respondents said that they would

have money in their budget for this type of training.

Respondents also indicated they have participated in a number of workplace integration

programs in the past, including on the job training, work placements and targeted wage

subsidies. They also indicated they would be interested in participating in these programs for

newcomers to Canada.


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When applying filters and doing a comparative analysis between small, medium and large

businesses it quickly became visible that more large businesses (50 +) employ newcomers than

medium (11 50) and small business (1 10). Large businesses indicated that they have

diversity policies in place and that they would be interested in cultural diversity training much

more so than small and medium sized businesses. A larger percentage of large businesses

indicated that they would have money in their budget for training than did small and mediumbusinesses.

Finally, organizations with diversity policies in place indicated that they would be interested in

diversity training 15% more than organizations with no policies in place.

Survey Outcomes and Conclusions

Based on the results from this survey, background research and conversations with people inthe community, a number of outcomes have been identified and undertaken by the PEI ANC to

begin to develop and offer cultural diversity training for island businesses and organizations.

Educating organizations and the general public about the PEIANC and on immigration issues is

still key. Many businesses still have not hired newcomers and may not see the advantages of

doing so. Therefore, it is a priority for the PEI ANC to develop an educational presentation that

will: educate businesses on the advantages of hiring newcomers; dispel myths surrounding

immigration; point out future labour market realities; and educate them on the importance of

cultural diversity training.

Businesses with diversity policies or employment equity policies in place are more likely to

appreciate the need for cultural diversity training. The PEI Association for Newcomers to

Canada is developing a workshop that will guide businesses and organizations through the

process of developing such a policy. By doing so, it will help organizations see the need for

further training around cultural diversity.

As indicated by the results of the survey, a workshop on hiring and integrating newcomers into

the workplace will be developed. As many businesses have little experience hiring andintegrating newcomers, owners, managers, and HR personnel need more education on best

practices for understanding and accepting foreign credentials and work experience, creating

culturally sensitive interviewing processes and successfully integrating newcomers into the

workplace. Such a workshop will help to eliminate fears, worries and concerns for businesses

and create more opportunities for newcomers in Island workplaces.


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Cultural diversity training workshops for managers and employees will also be developed, as

respondents indicated these types of workshops would be useful in their workplace. Training

for managers will be a logical follow up to the workshop on hiring and integrating newcomers.

It will allow mangers to see the benefits of such training for their employees, and will act as a

marketing tool for the cultural diversity for employees workshop. Both of these workshops are

essential if businesses want newcomers to fully integrate into the workplace.

The educational session will be 1 2 hours in length. However, to cover all the information

required and to meet participant expectations, workshops will be 4 hours or a half day in

length. It may be an option to offer two workshops in one day so that people have the option

of doing a full day of training if they chose. However, since most island businesses are small to

medium in size, an 8 hour workshop may seem too time consuming for owners and managers

of such businesses. As indicated in the survey, most people are not interested in an 8 hour

workshop.

Most respondents indicated that they did not have money in their budget for such training.

However, after speaking with numerous other workshop providers, we have determined that

charging a fee is necessary to cover the incurred costs of offering such workshops.

Furthermore, it adds more value to the workshop for participants, creates a greater sense of

commitment to the workshop and, in targeting businesses, creates a greater sense of

professionalism in the delivery of the workshop. However, the educational presentation will not

have a fee, as it can and should be used to market the other workshops.

As most organizations do not have the capacity or need to send more than 1 or 2 people tosome of the workshops offered, workshops should be delivered at the PEI ANC and be open to

individuals from organizations. This will allow small, medium and large businesses to attend

sessions and create a more diverse environment where deeper understanding of issues on

hiring newcomers can be discussed. In the future, the PEI ANC will look at the option of

developing and marketing in house, customizable workshops for businesses. This will be

especially advantageous for the cultural diversity training for employees workshop.

Throughout the course of the survey, a number of organizations have mentioned partnerships

in delivering such workshops. This is an idea that we will explore more in the future. At thispoint, the PEI ANC will move forward with the provision of basic workshops while exploring

possible partnerships along the way.

Large businesses hire more newcomers, have more money for training, have policies and

infrastructure in place and have a better understanding of the need to hire newcomers and to

have training. As there are far fewer large businesses than small businesses on PEI, the PEI ANC


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Documents

Creating a Diverse Workforce Report