is a shift in the way that a community makes decisions ... · “Systems change” is a shift in the way that a community makes decisions about policies, programs, and the allocation

“Systems change” is a shift in the way that a community makes decisions about policies, programs, and the allocation of its resources — and, ultimately, in the way it delivers services to its citizens. To undertake systems change, a community must build collaborative bridges among multiple agencies, community members, and other stakeholders.”

Comprehensive Community Initiatives Tools.

VISIONTHE SUCCESSFUL INCLUSION OF NEWCOMERS INTO ALL ASPECTS OF THE COMMUNITY,

EMBRACING EVERYONE’S CONTRIBUTION AND ENSURING WELL-BEING FOR ALL.

MISSIONPNSG WILL CHAMPION A COORDINATED AND COLLABORATIVE STRATEGY FOR THE

SUCCESSFUL ENGAGEMENT OF NEWCOMERS IN THE ECONOMY AND COMMUNITY OF PEEL.

FUNCTIONCHAMPION / INTEGRATE / LEAD / RESEARCH / PLAN

1

THIS REPORT WILL ENABLE YOU TO

THE HOMELANDS & HOMES OF IMMIGRANTS IN PEEL REGION 2011

IF PEEL WAS A VILLAGE TODAY

PEEL COMMUNITY PLAN: 2012 - 2016

INTRODUCTION

RESULT 1: ENSURING ACCESSIBLE, PEOPLE CENTRED SERVICES FOR ALL NEWCOMERS

RESULT 2: EFFECTIVE EMPLOYMENT FOR ALL NEWCOMERS IN PEEL

RESULT 3: STRENGTHEN SERVICE COORDINATION AND PLANNING ACROSS PEEL REGION

RESULT 4: HOST COMMUNITIES ARE RECEPTIVE TO ALL NEWCOMERS

ARE WE BETTER OFF?

PARTNERS: CENTRAL PLANNING TABLE & WORKING GROUPS

PARTNERS: COMMUNITY PARTNERSHIPS

2

3

5

6

7

10

15

27

36

40

41

43

TABLE OF CONTENTS

2

Visualize the breadth of immigrants across the region to gain a better understanding of why services need to adapt to a diverse clientele

Use data on immigrants and newcomers in Peel Region for service planning, implementation and outreach, and for funding proposal development

Identify social and economic barriers faced by newcomers, and propose steps to enhance program development, service delivery, and collaborative opportunities

Scan the summarized Peel Community Plan 2012-2016 to identify alignment with your work and other opportunities for future collaboration

Highlight the importance of adopting a Collective Impact approach to collaborative community development and strive for collective rather than isolated impact

Discover areas in which further research is necessary to support research proposal development

THIS REPORT WILL ENABLE YOU TO:

Asia - Southern: Bangladesh/India/Sri Lanka/Pakistan/Afghanistan1,000

ASIA

1,765

Asia - South Eastern:Vietnam/Philippines/Taiwan 270

Asia - Western & Middle East:Iran/Lebanon/Iraq/Turkey

195

Asia -East:China/Japan/South Korea/Hong Kong

130Other:

170North

America:United States

335

South America:Guyana/Colombia/

Peru/Chile

320

CentralAmerica:

Mexico/El Salvador

135Caribbean: Haiti/Trinidad & Tobago/Jamaica

655

Other:

390

AMERICA

1,835

Oceania:Fiji

575Other:

135 OCEANIA

710

Asia - Southern: Bangladesh/India/Sri Lanka/Pakistan/Afghanistan

123,190

ASIA

154,390

Asia - South Eastern:Vietnam/Philippines/Taiwan

18,190


3,515


3,795

Other:

5,700

Africa - West:Nigeria

3,645

Africa - Southern: South Africa

340

Africa - North:Algeria/Egypt/Morocco

665Africa - East:Ethiopia/Kenya

1,870

Other:

7,665

AFRICA

14,185

Europe - Southern: Italy/Portugal/

Greece/Croatia/Bosnia/Serbia

16,880

Europe - Northern:UK/Ireland

10,270

Europe - Eastern: Hungary/Poland/Romania/Russia/Ukraine

5,350Europe- Western:Germany/Netherlands/France

3,125Other:

2,710

EUROPE

38,335NorthAmerica:

United States2,450


Peru/Chile

14,935

CentralAmerica:Mexico/El Salvador

1,655Caribbean: Haiti/Trinidad & Tobago/Jamaica

28,710

Other:

8,305

AMERICA

56,055

Oceania:Fiji

320Other:

460OCEANIA

780


ASIA

207,500


43,405


11,675


34,770Other:

17,915


2,020


1,150


7,395Africa - East:Ethiopia/Kenya

2,495

Other:

8,795

AFRICA

21,855

NorthAmerica:

United States5,370

SouthAmerica:

Guyana

13,555

CentralAmerica:

Mexico/El Salvador


18,450

Other:

10,765

AMERICA

49,990



32,265


14,005


33,745

Europe- Western:Germany/Netherlands/France

4,350

Other:

10,085

EUROPE

94,450

ALL IMMIGRANTS LIVING IN PEEL

650,525

IMMIGRANTS LIVING IN MISSISSAUGA

374,575

IMMIGRANTS LIVING IN BRAMPTON

263,675

Europe - Southern: Italy/Portugal/Greece/Croatia/Bosnia/Serbia

3,945


2,155


910Europe- Western:Germany/Netherlands/France

790 Other:

690EUROPE

8,490

Africa - Southern: South Africa45

Africa - East:Ethiopia/Kenya

25Other:

75

AFRICA

145

Other:

40OCEANIA

40

IMMIGRANTS LIVING IN CALEDON

12,275


Source: Statistics Canada, National Household Survey 2011.

100,000

200,000

50,000

25,00010,0005,0001,000

Scale:Area Of Circle Represents

Number Of People

3 4


ASIA

1,765

Asia - South Eastern:Vietnam/Philippines/Taiwan 270


195


130Other:

170North

America:United States

335


Peru/Chile

320

CentralAmerica:

Mexico/El Salvador

135Caribbean: Haiti/Trinidad & Tobago/Jamaica

655

Other:

390

AMERICA

1,835

Oceania:Fiji

575Other:

135 OCEANIA

710

Asia - Southern: Bangladesh/India/Sri Lanka/Pakistan/Afghanistan

123,190

ASIA

154,390


18,190


3,515


3,795

Other:

5,700


3,645


340


665Africa - East:Ethiopia/Kenya

1,870

Other:

7,665

AFRICA

14,185



16,880


10,270


5,350Europe- Western:Germany/Netherlands/France

3,125Other:

2,710

EUROPE

38,335NorthAmerica:

United States2,450


Peru/Chile

14,935

CentralAmerica:Mexico/El Salvador


28,710

Other:

8,305

AMERICA

56,055

Oceania:Fiji

320Other:

460OCEANIA

780


ASIA

207,500


43,405


11,675


34,770Other:

17,915


2,020


1,150


7,395Africa - East:Ethiopia/Kenya

2,495

Other:

8,795

AFRICA

21,855

NorthAmerica:

United States5,370

SouthAmerica:

Guyana

13,555

CentralAmerica:

Mexico/El Salvador


18,450

Other:

10,765

AMERICA

49,990



32,265


14,005


33,745

Europe- Western:Germany/Netherlands/France

4,350

Other:

10,085

EUROPE

94,450

ALL IMMIGRANTS LIVING IN PEEL

650,525

IMMIGRANTS LIVING IN MISSISSAUGA

374,575

IMMIGRANTS LIVING IN BRAMPTON

263,675

Europe - Southern: Italy/Portugal/Greece/Croatia/Bosnia/Serbia

3,945


2,155


910Europe- Western:Germany/Netherlands/France

790 Other:

690EUROPE

8,490

Africa - Southern: South Africa45

Africa - East:Ethiopia/Kenya

25Other:

75

AFRICA

145

Other:

40OCEANIA

40

IMMIGRANTS LIVING IN CALEDON

12,275


Source: Statistics Canada, National Household Survey 2011.

100,000

200,000

50,000

25,00010,0005,0001,000

Scale:Area Of Circle Represents

Number Of People

This illustration shows us the depth and breadth of diversity in Peel Region. This illustration confirms the need for a collaborative like PNSG. Such a collaborative can work with partners, serving newcomers, to ensure services reflect the broad range of diversity in Peel. This illustration can support many settlement agencies in accelerating their partnerships with non-settlement organizations as it highlights the need for a broader range of services and supports for newcomers and immigrants.

WHAT IS THIS TELLING US?

5

The Peel Data Centre (PDC) recently released Peel as

a Village, 2011 (http://www.peelregion.ca/planning/

pdc/data/census/village-2011.htm), using data from

the 2011 National Household Survey. The Region of Peel

is made up of a diverse population of 1.4 million people,

based on 2014 estimates. However, this document

examines what Peel would look like if it was a village

of only 100 people.

We must recognize that universal “one size fits all”

solutions will not address disparities. Instead, we must

adapt and customize solutions to the differing needs

and opportunities of various racial, ethnic, and

economic groups. Although the conversation about

race is inherently challenging when diverse

communities come together, disaggregating data is

decidedly the right place to begin to frame the

conversation. – Hecht, B, & Merchant, K. (2014)

in the Huffington Post

IF PEEL WAS A VILLAGE TODAY...

51 villagers would be immigrants of whom 12 would be from India, 3 from Pakistan, 3 from the Philippines, 3 from Jamaica, 2 from Poland

17 out of the 51 villagers would have arrived between 2001 & 2011

Of the 80 villagers over 15 years of age, 74 would have some source of income with the median income in the village being $29,449. 13 of those 80 would be living in low income

90 villagers would have knowledge of the English language

4 villagers would have no knowledge of either official language

HIGHLIGHTS FROM PEEL AS A VILLAGE:

6

PEEL COMMUNITY PLAN: 2012 - 2016

STRATEGIC PRIORITIES INDICATOR - WHAT WE ARE WORKING ON FOR 2014 - 2015

1Service for all newcomers are accessible and people centred

Increase in adapted service delivery by non-settlement institutions

2Effective employment for all newcomers in Peel

Increase in success rates for employment programs

3Coordinated planning for services across Peel Region for all newcomers

Increase in technological coordination of services

4Increase in positive attitudes towards immigrants, cultural diversity, and the presence of newcomers in the community

Host communities are receptive to all newcomers

COMMONVISION

SHAREDMEASUREMENT

MUTUALLYREINFORCING

CONTINUOUSCOMMUNICATION

BACKBONESUPPORT

Community Vision >> Successful inclusion of newcomers into all aspects of the community, embracing everyone’s contribution and ensuring well being for all. Please see http://www. peelnewcomer.org/communityplan for complete version of the community plan.

7

Welcome to our 3rd COLLECTIVE IMPACT REPORT (CIR)! This report is the way in which Peel Newcomer Strategy Groups (PNSG), the Local Immigration Partnership (LIP) in Peel, reports on our achievements and demonstrates results on an annual basis. It is a report that not only showcases our common vision but acknowledges that, to have impact, there needs to be a commitment of broad partnerships in the community it serves.

At PNSG, we are continuously guided by our Peel Community Plan (http://www.peelnewcomer.org/pcp) and are now seeing it in its final stages of implementation. We now have an opportunity to revisit this plan and reflect the changing climate of immigration in our region, province and country. It is an opportunity to inform a new community plan in 2016 - one that layers the findings of our yearly collective impact reports. Through these reports, you can see that we have been committed to using a collective impact framework and this has provided PNSG with an understanding of the components necessary to achieve results – PNSG has strived to embed a common vision, shared measurement, mutually reinforcing activities and continuous communication throughout its work.

In our first collective impact report, (CIR 2012-2013) http://www.peelnewcomer.org/cir1 we set the stage by presenting our indicators and informing our readers of the activities we needed to do to measure our successes. Our second collective impact report (CIR 2013-2014) http://www.peelnewcomer.org/cir2 demonstrated how we are collaborating and how our learnings with our partners have strengthened our ability to succeed. This year, our third collective impact report (CIR 2014-2015) http://www.peelnewcomer.org/cir3 will demonstrate our actions. It is a culmination of what we have heard in the community, how we have worked with our partners, and developed long lasting mechanisms to continuously support and accelerate our common vision. Each section will show the story and set the context for the actions we took under each of our 4 results. It will also demonstrate what we did, as a collaborative, to measure, enhance and highlight issues and see change. This report will also touch on our relationships and allow you to see that mutually reinforcing activities, when continuously communicated, can result in achieving the pre-set common vision.

INTRODUCTION

8

As a community collaborative but also as a LIP we have seen changes in some immigration policies in 2015 that will affect services for our newcomer population and their families. We recognize that while these changes will not be immediate, we will see change over time in the newcomers that choose Peel as home. Accordingly, we need to concentrate and align our efforts to support the Peel community in responding to these changes.

As we move forward, you will notice a shift in our collaboration – PNSG will broaden its work to include the social determinants of health (income, job security, housing, education, social exclusion, race) and work to examine how these factors link to newcomers and their successful integration. We would also like to further examine the relationship between health disparities and settlement specifically supporting community partners in embedding an equity lens into their work. As such, we are committed to accelerating the conversation around health equity and the Health Equity Impact Assessment (HEIA) http://www.health.gov.on.ca/en/pro/programs/heia/. We recognize that newcomer integration is broader than 3-5 years and that immigrants still experience integration issues despite being settled – youth and children included. We need to broaden our reach and conversation to include refugees, international students and other marginalized newcomer groups. The newcomer voice is essential to the work we do moving forward and it would be a disservice if we were to speak to social and economic inclusion and not hear the perspective from the experience of a newcomer.

Local Immigration Partnerships (LIPs) are community-based partnerships that aim to:

Foster local engagement of service providers and other institutions in newcomers’ integration process; Support community-based knowledge-sharing and local strategic planning; Improve coordination of services that facilitate immigrant settlement and integration

9

They aim to enhance collaboration, coordination and strategic planning at the community level in order to foster more welcoming and inclusive communities and improve settlement and integration outcomes.

A LIP acts as a backbone organization for each partnership and ensures progress towards the LIP goals by:

LIPs do not deliver services directly to newcomers, but provide a collaborative framework to facilitate the development and implementation of sustainable solutions for the successful integration of newcomers that are local [or regional] in scope.

1. Creating an

inclusive partnership

council that is

representative of

the community

2. Conducting

research on the

needs of newcomers

and of the

community and

raising awareness

of these needs

4. Developing

action plans with

specific, measurable

and time-bound

activities

5. Supporting the

implementation of

action plans and

report on results

achieved

3. Establishing a

local settlement

strategy identifying

key priorities for the

community

LIP context:>> Adapted programming and service delivery for

non-settlement institutions; >> Sustaining partnerships at the community level

Result #1: Ensuring accessible, people centred services for all newcomers

Indicator: Increase in adapted service delivery by non-settlement institutions

Working group: Central Planning Table (CPT)

Service Delivery Network (SDN)

RESULT 1

10

In our work over the past year with non-settlement institutions (non-CIC funded agencies), our understanding has furthered in two major areas: 1. All relevant data pieces that would facilitate and support a better understanding of newcomer needs was not being collected by non-settlement institutions 2. Data that is collected on newcomers is not standardized across organizations.

In working with partners at a system levels, PNSG has had several conversations around the importance of collecting disaggregated, newcomer-specific data to support an increase in adapted service delivery. This type of data would give organizations an opportunity to have discussions on the populations that are not accessing their organization’s services and the barriers to access that may exist.

Acquiring an understanding of newcomer-specific data is an opportunity to examine whether services are reflective of the population served and make changes to programs accordingly. It allows organizations to examine who is accessing services and to identify gaps and barriers to these services. Furthermore, with the National Household Survey data now being voluntary, PNSG is helping build local data to ensure we have the information necessary to continue planning services with the local complexities recognized.

THEME: SUPPORTSI arrived in Canada in October 2014 with my wife and children. Prior to my arrival in Canada I attended pre-arrival supports in Delhi that I found helpful. They explained some of the challenges that I would face such as the cold weather and the need to take various tests for my career - my wife & I are medical doctors. It made the settlement process easier to understand and after arriving in Canada I attended NCP to participate in the LINC program which has helped me a lot.

Until I can practice as a Doctor, I will accept any job because there is a dignity of labour in this country. I want a better future for my children; so I never look behind, only ahead. Canada is where we will find opportunity.

STORY

INSTAGRAM STORY

11

The intake questions aim to generate data and information that can be used by organizations to discuss the following:

>> Are services representative of the population the organization serves?>> Are the services sensitive to the diverse needs of the population accessing services?>> What needs to change in service delivery that will ensure equitable delivery of the program, to newcomers in Peel?

ORGANIZATIONS WILL ALSO:>> Learn about the types of clients accessing services >> Identify opportunities for outreach in ethno-specific communities that are not currently accessing services >> Compare data with other service providers to identify best practices>> Use data to inform strategic planning, service planning and identify future staffing requirements >> Build a case for additional resources from funders

INTAKE QUESTIONS:1. Do you consider yourself a newcomer? – If so, indicate your length of time in Canada. □ 0 – 3 years□ 3 – 5 years□ 5 – 10 years

2. Do you consider yourself:□ Asian – East (e.g., Chinese, Japanese, Korean)□ Asian – South (e.g., Indian, Pakistani, Sri Lankan)□ Asian – South East (e.g., Malaysian, Filipino, Vietnamese)□ Black – African (e.g., Ghanaian, Kenyan, Somali)□ Black – Caribbean (e.g., Barbadian, Jamaican)□ First Nations – Status□ First Nations – Non status□ Indian – African (e.g., Kenyan, Uganda, Tanzanian) □ Indian – Caribbean (e.g., Guyanese with origins in India)□ Indigenous/Aboriginal not included elsewhere

□ Inuit□ Latin American (e.g., Argentinean, Chilean, Salvadorian)□ Metis□ Middle Eastern (e.g., Egyptian, Iranian, Lebanese)□ White – European (e.g., English, Italian, Portuguese, Russian)□ Mixed heritage - (Please Specify) __________________________□ Other (Please Specify) ______________________□ Do not know□ Prefer not to answer

ACTION

12

Peel Children’s Aid SocietyThe partnership between PNSG’s Service Delivery Network (SDN) working group and the Peel Children’s Aid Society (Peel CAS) is a primary example of how a mainstream organization is working with settlement organizations to enhance and accelerate their work with the newcomer and immigrant populations across the Region. Two of the major focuses and tenets of Peel CAS’s Community Engagement Model are to support ethno-specific groups in ensuring the safety and well being of children and to strengthen families through partnership. Peel CAS has been adapting their supports and services to newcomer populations and is partnering with PNSG to continue strengthening their approach and outcomes in high newcomer areas across the region. The future goals of this partnership include: 1. An increase in ethno-specific families becoming foster caregivers/kinship caregivers2. Ethno-specific families requiring support are assisted in building their parenting capacity3. Ethno-specific communities are supported in their awareness of Peel CAS

In 2013, Peel Children’s Aid Society noticed that there were very few ethnic homes representing the children in care, leaving many children to be in homes that did not represent their culture and religion. Peel CAS decided to implement strategies to increase the number of ethnic foster families by adapting their outreach strategies to include ethnic newspapers/magazines, ethnic media, and attending different cultural events /gatherings. In the last year, staff members have reached out to spiritual leaders from different religious institutions to work together on recruiting new foster parents. This shift has resulted in an increase in their foster families in the following cultural groups: South Asian, Indigenous, French, Black communities, and South East Asian families.

PARTNERSHIPS

13

United Way of Peel RegionPNSG has been participating on the UWPR Data Capacity committee and has been part of discussions around data collection gaps in diverse populations. Included in these conversations were data pieces around newcomers, immigrants and refugees. As a result of PNSG being at this table, UWPR will be including the intake questions, created by PNSG, and administer them to their funded agencies. This approach will allow for consistent data from a wide breadth of local agencies to better understand and provide for newcomers.

Mississauga Halton Local Health Integration NetworkPNSG has been also participating at the Health Equity Data Table with the Local Health Integration Network (LHIN) in Mississauga-Halton to support its adaption of the Health Equity Impact Assessment (HEIA) tool. Through the Mississauga-Halton LHIN’s health equity data table, PNSG has brought forward the same intake questions to be used and captured by the health service providers (HSP) funded by the Mississauga-Halton LHIN. In order to successfully implement the HEIA tool, HSP’s must understand who they currently serve to be able to identify unintended potential health equity impacts of decision-making (positive and negative) on specific population groups.

14

LIP context: >> Newcomers find employment commensurate

with their skills and experience

Result #2: Effective employment for all newcomers in Peel

Indicator: Increase in success rates for employment programs

Working group: Economic inclusion

RESULT 2

15 16

In last year’s report (CIR 2013-2014), PNSG detailed four components as being central to the success of employment programs, namely: Assessment, Interventions, Job Search, and Job Retention. Job Retention implies that a core component of an employment program is supporting newcomers to sustain competitive employment beyond the initial process of quickly finding a job that is commensurate with their skills.

This year, the Economic Inclusion working group decided to focus on job retention as it will remain a relevant issue with the forthcoming changes predicted with Express Entry - http://www.cic.gc.ca

Newcomers face multiple barriers to employment including: employer demand for Canadian experience and discrimination based on race and/or country of qualification. If employed, newcomers still face the challenge of retaining work. This can be due to the unreliable/unstable economy and the rise in precarious employment however, it can also be due to a lack of soft skills and a lack of understanding Canadian work environments.

Express Entry has the potential to address the issue of newcomer unemployment/underemployment with its goal of creating a match based on the employer’s needs and the applicant’s skills and experience. As a result, many settlement agencies have directed their efforts to providing pre-arrival services. This allows Express Entry candidates to receive early exposure to the expectations of Canadian employers and prepare for the Canadian work environment hence minimizing factors leading to low job retention. In turn, newcomers can simultaneously leverage this understanding to secure Canadian employment while abroad, and position themselves for ongoing employment and career mobility in the Canadian marketplace.

Essentially, earlier intervention that is based on applicant needs serves to expedite and safeguard the process of employment integration into the Canadian labour market. However, the question still remains on how best to support the thousands of newcomers who are already here and continue to struggle with underemployment/unemployment.

STORY

17

THEME: EMPLOYMENT“I moved to Canada in June 2014 after applying 4 years ago with my family. I didn’t know finding employment would be so difficult. While I had over 7 years of international experience from India, Dubai & Singapore, Canadian employers felt I lacked the experience or was overqualified for the role.

I was told about a program at the Newcomer Centre of Peel that would assist me in finding employment that matches my skills and provide local experience. The program had a one month waitlist but the staff provided support while I was waiting. I’m now in a placement and looking forward to a bright future. I love this country; I cancelled my return tickets because Canada is my new home.”

INSTAGRAM STORY

Express Entry (EE), active as of January 2015, is an online

application management system for Citizenship and Immigration

Canada (CIC) to manage economic immigration applications.

It is Canada’s new active online recruitment system for

economic migrants applying under one of the following

immigration streams: Foreign Skilled Worker Program (FSWP);

Foreign Skilled Trades Program (FSTP); and Canadian Experience

Class (CEC).

The Peel-Halton Workforce Development Group study (2014) states

that a large majority of employers had not heard of the proposed

new procedures for processing economic immigrants to Canada

called Express Entry; even among those for whom newcomers are

an important source of new hires, 60% have not heard of these

changes (pg. 26).

DID YOU KNOW?

18

Considering the lowest factor identified by employers as affecting job retention was ‘preparation of the employee for employment,’ the Economic Inclusion working group decided to explore this further. The Express Entry model was first introduced in New Zealand and Australia. Success in these countries was linked primarily to candidates who had already integrated into the respective country and were accustomed to its culture and practices. The PHWDG survey suggests that many employers do not see a link between preparedness and retention – yet numerous service providers have offered employer testimonials and corresponding data that indicates that newcomers who did not have exposure to the country’s practices and expectations beforehand have significantly enhanced their employment outcome and retention rates once they had participated in high-level employment preparation training.

Many partners, such as the Toronto Region Immigrant Employment Council (TRIEC), ACCES Employment, COSTI Immigrant Services, Center for Education and Training, Region of Peel and the Peel-Halton Workforce Development Group, are aware of how significant the retention experience, for both employers and employees is, as well how impactful retention can be on future choices.

The biggest factors affecting job retention are the quality of management or supervision and the personal fulfillment achieved through the job, followed by wage considerations (pg. 6)

The level of concern that employers feel about job retention increases as the skill level of the job increases. Overall, around half of employers state that job retention is not an issue, 21% feel it is a great concern when it comes to high skilled positions, compared to 10% who feel the same way about entry-level positions (pg. 26)

When asked to rank a series of factors that most affected job retention, employers put these four reasons at the top of the list:- The quality of management or supervision - Personal fulfillment achieved through a job- The prospect of future wages increases - The level of wagesLowest on the list was the preparation of the employee for employment.

Peel-Halton Workforce Development Group (PHWDG)For the fourth year in a row, PHWDG has carried out a survey of employers, with the assistance of over 20 partners,representing municipal economic development offices, chambers of commerce, employment services providers,educators and other community stakeholders. This year’s survey attracted an average of over 400 responses perquestion, reflecting a good cross-section of employers by size, industry and location. Over 120 employers with over100 employees each participated in the survey, representing over 8% of all employers in this category in Peel andHalton. The following statistics illustrate some attitudes around job retention:

19

RETENTION SURVEY RESULTS:

The Economic Inclusion working group conducted two mini-surveys: A. to the newcomer (http://peelnewcomer.org/newcomersurvey)(the employee) and B. to the employer ( http://peelnewcomer.org/employersurvey). The data from the surveys will be used to gauge if and to what extent retention is an issue, for both employees and employers in Peel. Data from the surveys will be used by the Economic Working group to identify the areas in which additional support, education, and training can enhance job retention for both employers and employees.

ORGANIZATIONS INVOLVED IN ADMINISTERING THE SURVEYS: COSTI Immigrant Services ACCES Employment Peel-Halton Workforce Development Group Polycultural Immigrant and Community Services Region of Peel (via the Immigration Portal of Peel)

For the purposes of this survey, ‘newcomer’ was defined as someone that moved to Canada within the last 0-10 years. Employers:Small business: 1-19 employeesMedium business: 20-99 employeesLarge business: 100+ employees

EMPLOYER SURVEY RESULTS:

In total, there were 55 employers across Peel that were surveyed. Acknowledging that the size of an organization can impact several factors including an employers ability to support new staff, the survey was implemented to varying sizes of employers. The breakdown is as follows: - Small businesses: 23 - Medium businesses: 13 - Large businesses: 19

ACTION

20

Of the 52 employers that responded to this question, 15% said they hired more than 15 newcomers in the last two years whereas 42% of employers stated that they only hired 0-3 newcomers in the last two years. Almost half of the employers (49%) stated that they were very satisfied with the newcomer employer they hired while only 4% of employers said ‘not so much’ followed by 2% stating ‘not at all.’ When asked about retaining newcomers, employers (49 employers) stated that the following reasons, in Table 1, were the most common for not retaining newcomer employees:

TABLE 1: Percentage of employers that chose the following options as the number one and two most common reasons for not retaining a newcomer employee:

REASON PERCENTAGE (AS NUMBER ONE REASON)

PERCENTAGE (AS NUMBER TWO REASON)

Did not have the soft skills 22% 22%

Did not have the technical skills 18% 15%

Challenges with communication 20% 23%

Was not reliable 15% 3%

Negative Attitude 15% 7%

Employee resigned 15% 5%

21

Of the 42 employers that completed this question, 72% of employers indicated that they invested in training for their newcomer employees with 41% stating that they invest over 1 month in training, 32% stating that training is ongoing, and 26% indicating that they provide training for less than a month. More than half (66%) of the employers surveyed indicated that they used workplace mentoring as a common training practice, followed by on-boarding/orientation (64%), the practice of filling in gaps in the employees experience/training (52%), cultural awareness/cultural experience (25%), and language support and training/referral (23%). When employers (41) were asked about what they consider when hiring newcomers, the following options, in Table 2, were ranked as most important:

TABLE 2:

When asked how many years a newcomer is usually retained with the employer, almost half of the employers (46%) said that they retain newcomer for 3-5 years, followed by 38% of employers stating 1-2 years and 5% of employers stating less than a year. Furthermore, 42% of employers indicated that ‘newcomers will become an

QUALIFICATIONS PERCENTAGE (AS NUMBER ONE REASON)

PERCENTAGE (AS NUMBER TWO REASON)

Sector or occupation specific skills/competencies including a specific credential or license

24% 10%

Related non-Canadian work experience

22% 12%

Related Canadian work experience

17% 15%

English language proficiency 15% 34%

Soft skills (e.g., communication skills, team player, flexible, etc.)

12% 17%

Sector specific language skills 5% 7%

increasingly important source of new hires in the near future,’ followed by 29% stating that ‘newcomers are already an important source of new hires,’ followed by 16% stating that ‘newcomers are not a particularly significant source of new hires,’ and 13% stated that they ‘will rely less on newcomers as a source of new hires.

EMPLOYER RETENTION SURVEY RESULTS: HIGHLIGHTS

Employers indicated that the most prominent reason for not retaining newcomer employees was because they did not have the soft skills http://www.peelnewcomer.org/ecb necessary and the second most cited reason was the new comer’s challenges with communication Employers use the following training mechanisms: workplace mentoring, followed by on-boarding/orientation, and then filling in gaps in experience/training When hiring newcomers, employers ranked the following as most important: sector or occupation specific skills/competencies and related non-Canadian work experience Employers ranked English language proficiency as the second most important factor when considering hiring a newcomer employee Almost half of employers indicated that ‘newcomers will become an increasingly important source of new hires in the near future’ Of the employers surveyed, 16% stated that ‘newcomers are not a particularly significant source of new hires,’ and 13% ‘will rely less on newcomers as a source of new hires.’

EMPLOYER COMMENTS:

22

‘Paperwork and effort to hire newcomer employees is significant for the employer, especially in the salaried staff areas.’

‘Although we have found that many new hires are excellent candidates they seem to always be job searching for something else as they see us as a stepping stone not a career. This has lessened our interest in hiring them as we find it too expensive to invest in them short term.’

23

NEWCOMER SURVEY RESULTS:

This survey was administered to 121 newcomer employees across the regions that have accessed services from the organizations that supported the administration of the survey. Of the 114 newcomers that responded, more than half (56%) indicated that they had been employed in Canada for less than 6 months, 23% indicating less than a year, 11% employed between 3-5 years and with just over 10% saying they have been employed in Canada between 4-10+ years.

Almost half (49%) of the newcomers surveyed, indicated that they were seeking employment in Canada within the first 3 months of moving to Canada. Of the newcomers surveyed (107), over half (62%) indicated that they are working in their field of choice whereas 47% of respondents indicated that they are not working in a comparable role to the one they had prior to coming to Canada. The majority of respondents indicated that they work full-time (57%), followed by part-time (23%), temporary (15%), and unpaid (10%).

When asked about how satisfied they were with their job, respondents indicated ‘extremely’ 16% of the time, ‘very’ 31% of the time, ‘somewhat’ 28% of the time, ‘not so much’ was chosen 12% of the time, and ‘not at all’ 13% of the time. 28% of respondents indicated that they found their job through a personal referral, 25% through an online job posting, and 16% through a government (free) service. When asked if they are looking for a job, more than half (56%) of the newcomer hires stated they are looking with 44% indicating they were not looking. The reasons newcomers were looking for another job were: 42% stated they were looking because they wanted more ‘career development’, 11% stating ‘underemployment’ as their reason, and 7% as ‘dissatisfaction in their current job’ being the reason for looking. It is important to note that only half of the newcomer participants answered this question. Conversely, of the 44 newcomer employees that answered this question, 45% stated that their current job is ‘appropriate job with your skills and qualifications’ was a primary reason for not looking followed by ‘career development’ (25%) and workplace culture (16%).

More than half (67%) of the respondents indicated that they had not been given opportunities for advancement in their current job however, the majority of newcomers have been in their jobs for less than 1 year. When asked about the services that contributed to them obtaining a job, respondents indicated the following:

24

NEWCOMER RETENTION SURVEY RESULTS: HIGHLIGHTS Over half of the newcomers surveyed indicated that they are working in their field of choice

Almost half of respondents indicated that they are not working in a comparable role to the one they had prior to coming to Canada

When asked what service contributed to newcomers obtaining employment, 30% indicated enhanced language training, 30% of respondents said bridging programs, newcomer information services 27%, job search workshops (JSW) 26%, and 17% said mentoring

40% of respondents stated they are working in a position that is comparable to the role they had prior to coming to Canada

Services that contributed in obtaining employment (select all that apply)

0% 5% 10% 15% 20% 25% 30% 35% 40%

Employment Ontario Employment Services

Bridging programs

Job Search Workshops (JSW)

Mentoring

Ontario Self-Employment Benefit Program (OSEB)

Enhanced Language Training (ELT)

Newcomer Information Services

Settlement Services

Life Skills Program for Immigrants

Other: (Please specify)

% of Survey Responses

25

NEWCOMER EMPLOYEE COMMENTS FROM RETENTION SURVEY:

‘I wish youcould succeed in

making schools and employers to

accept us instead of ignoring our

past training.’

‘Bridgingprograms enabled me

to figure out how to use my knowledge and experience

and adapt it to the local requirements. By getting a light information on the local codes

and standards, I was able to conduct interviews with potential employers with

more confidence.’

‘The EmploymentOntario Employment Services,

bridging programs, mentoring for newcomers are very helpful for me as

a newcomer because through this programs, I get guidance on how to job

search, do networking, correct my resume that will fit into the Canadian style.

Through these programs I know where to get guidance whenever I have questions

about job searching here in Canada. I also get encouragement from my mentor, employment consultant,

facilitator on these programs, which is also very important.

And it is also very good that these programs

are for free.’

‘It is very hardwhen you apply to migrate

to Canada your qualifications are good enough to get you into

this country but it is not good enough for you to find a job in your field. It is

depressing unnerving and unsettling. How are you expected to support your family if you have little or no employment skills according Canadian requirements and standards. You and your kids are treated as if you have no knowledge

of the English language. And theyare quick to label your

children ADHD.’

‘Employment isthe number one

challenge for new immigrants. Government funded Employment

services must find a swift method to connect new immigrants to a

prospective employers. Currently they help with the resumes /

interviewing skills etc. But they must connect prospective employees (new immigrants) to employers.

Otherwise the program is only partially effective.’

‘Thank you. Excellent support is

available to newcomers however it is not easy for newcomers to find the

resources. More awareness programs should be available

before newCanadianscome to Canada aswell as afterwards.’

‘If we cannot get jobs in our fields

why does the government give us immigration and call us here. They need to tell us

about certifications andcourses we need to do here

instead of all immigrantsdoing labour jobs and

spending all oursavings here.’

26

‘The biggest challenge in Canada is to find a job, we have the resources that prepare you to look for and a lot of funds are pumped into the system so as to train foreign trained professionals however the money goes down the drain as we end up getting jobs in warehousing or labor jobs, we have government supported agencies, temp agencies and the private recruitment agencies. Why can’t we just have the government agencies that work in totality towards helping newcomers and new talent? It is disheartening that after one year in Canada I am still either doing survival jobs or unemployed. The worst of all is heavy lifting, and walking a lot with safety shoes leads to complications ending up in surgery we have just no choice but to get grounded if we have to survive we have to take survival jobs, the system needs re-thinking if this is the rate the job market moves it will not be long before talent will become burden on the country and the negative use of mind will come in place, well said that if everything is quiet and calm does not mean it is not rough under the surface yes it is like silence before the storm, we need to protect our country and for that minds need to get to work, easy alternatives like tax benefits and social benefits will not go a long way we have to rethink and redesign the system. I am willing to contribute. Thank you and hope this gets the right attention and action open invitation will invite like-minded people and me to join the crusade to kill this dangerous disease of unemployment that is a sure and loud talent killer.’

The Peel-Halton Workforce Development Group (PHWDG) has embedded the work it does with PNSG into its work plan. PHWDG has also identified the retention rates of newcomers as a key area of focus and states there is a ‘… need to demonstrate that the employment option was viable and sustainable. Within that realm, the significance of employment retention has never been more paramount. In order to increase success rates within employment programs, it is important to develop baseline data around what retention currently looks like and subsequently institute supports that increase employment retention from year to year…’ PHWDG, with its relationships with employers in Peel will be a key player in developing and implementing supports to increase retention rates across the region.

PARTNERSHIPS

2327

LIP context: >> Adapted programming and service delivery for

non-settlement institutions; >> Sustaining partnerships at the community level

Result #3: Strengthen service coordination and planning across Peel Region

Indicator: Increase in technological coordination of services

Working group: Service Delivery Network (SDN)

RESULT 3

28

As part of its third strategic priority - Strengthening service coordination and planning across Peel Region - PNSG’s Service Delivery Network (SDN) set out to steer the process of Service Coordination. Building on the premise of the “No Wrong Door Approach,” this work was intended to develop seamless systems of navigation for newcomers and immigrants in five neighbourhoods in Peel. These five neighbourhoods were selected, as pilot projects, as a result of community consultations and reflect established neighbourhoods where newcomer/immigrant populations were growing.

PNSG’s SDN Working Group conducted a community consultation process with residents and service providers delivering services to newcomers in five neighbourhoods in Peel. Discussions focused on how to better coordinate services at the community level in collaboration with Caledon Community Services (Bolton), Peel Multicultural Council (Meadowvale), Polycultural Immigrant & Community Services (Sheridan), Punjabi Community Health Services (Springdale) and Malton Neighbourhood Services (Malton). Both residents and service providers spoke about the need to enhance services and remove barriers that lead PNSG to propose the development of a tool in partnership with the Peel Data Centre that will keep the community abreast of programs and services in the community and offer data to inform, enhance, and support program planning and outreach.

PNSG actively informed these organizations of the online tools available, yet providers expressed a key gap – none of the current online tools had newcomer specific data and mapping of services. PNSG organized a meeting between Peel Data Centre (PDC), 211, and the Immigration Portal, a first of its kind, to discuss the areas of overlap and intersection. Through a wholesome discussion, the following needs were identified: Customized newcomer statistics that could paint the complex picture (e.g. Immigrant Status and Period of Immigration Housing Affordability and Income) Updated statistics by small levels of geography Mapping of newcomer-related services available across the Region

STORY

29

With a robust and interactive site, discussions with the Peel Data Centre (PDC) were furthered and a partnership formed to investigate the three areas above. PDC attended the Service Delivery Network working group meetings to gain an understanding of the data that would most benefit the planning and implementation of services and programs for newcomers.

The partnership between the Peel Data Centre (PDC) and PNSG’s Service Delivery Network working group has resulted in the creation of an online tool, 2011 Region of Peel Newcomer Profiles (http://www.peelnewcomer.org/npt), that depicts data by Service Delivery Areas (http://www.peelregion.ca/scripts/sda/areas.pl) and allows the reader the ability to compare data across the following variables:

Peel Total: Includes all non-immigrants, immigrants, and non-permanent residents Peel Newcomer: Refers to the immigrant population who landed in Canada between the years of 2006 to 2011 Peel Immigrant: Includes individuals who are or have been landed immigrants/permanent residents. Individuals were granted the right to live in Canada permanently by immigration authorities. Immigrants include all individuals who have landed in Canada prior to May 10th 2011.

ACTION

Data contained on the Peel Newcomer Profile site were collected by the voluntary 2011 National Household Survey (NHS), which replaced the mandatory long-form Census. This change in methodology may affect the comparability of this data to data from previous long-form Censuses. This change also confirms the need for more reliable local data that can support the planning of programs and services in the region.

DID YOU KNOW?

30

Area Municipalities: Refers to the three municipalities within Peel Region: City of Brampton, Town of Caledon, and City of Mississauga Service Delivery Areas: are geographies intended to support service planning and delivery, by providing service providers with data that is relevant to the local geographies they serve.

THE DATA IS DEPICTED IN FOUR KEY THEMES:

1. Demographics and Ethnicity >> Newcomer population by age proup >> Newcomer top 3 visible minority groups

2. Employment and Education >> Newcomer labour force rates >> Newcomer top 5 major fields of study >> Newcomer top 5 Labour forces by industry

3. Income and Housing >> Proportion of newcomers spending 30% or more of their household income on shelter costs >> Individual Newcomer Income Groups >> Map #1: Peel’s average after-tax income relative to Toronto CMA average after-tax income >> Map #2: Peel newcomer’s average after-tax income relative to Toronto CMA average after-tax income >> Newcomer mobility status between 2006-2011

4. Language >> Newcomer knowledge of official languages – English only >> Newcomer knowledge of official languages >> Newcomer top 5 non-official languages spoken most often at home

31

This chart represents the percentage of the newcomer population (owner or tenants) who spend 30% or more of their household income on shelter costs (also referred to as “Shelter-cost-to-income ratio”). These individuals live in private, non-farm dwellings households. The variables to compare that were chosen for this bar chart are Peel Newcomer Population, Peel Total Population, the newcomer population in Brampton, and SDA-B18. SDA-B18 was chosen as an example and refers to service delivery area 18 in Brampton and has the following boundaries: Bovaird Dr. East to the North, Bramalea Rd. to the East, Queen St. to the South, and Dixie Rd. to the West.

Below are four bar charts that depict the level and extent of data that you can access from this site. The Newcomer Profile tool developed in partnership with the Peel Data Centre had a soft launch in early 2015 and feedback received from several community demonstrations of the tool have been positive and are supporting in the fine-tuning of the tool.

0

10

20

30

40

50

60

Peel (Newcomer Population) Peel (Total Population) Brampton SDA - B18

% o

f New

com

er P

opul

atio

n

Geography

Proportion of newcomers spending 30% or moreof their household income on shelter costs (2010)

% of Newcomer Population

32

This bar chart displays the income groups based on the 2010 individual after-tax income. After-tax income refers to total income from all sources minus federal, provincial, and territorial income taxes paid for 2010. The comparison variables that were chosen for this bar chart were Peel Newcomer Population, Peel Total Population, and the newcomer population in Mississauga, SDA-M12, SDA-M36, and SDA-M42. These SDAs were chosen as examples and refer to service delivery area 12, 36, and 42 in Mississauga. SDA-M12 has the following boundaries: Bristol Rd. West to the North, Mavis Rd. to the East, Hwy. 403 to the South, and Creditview to the West SDA-M36 has the following boundaries: Hwy 407 to the North, Mavis Rd. to the East, Hwy 401 to the South, and Winston Churchill Blvd. to the West SDA-M42 has the following boundaries: Britannia Rd. W. to the North, Erin Mills Parkway to the East, Hwy 403 to the South, Winston Churchill Blvd. to the West

% o

f New

com

er P

opul

atio

n

0

10

20

30

40

50

60

$1 to $9,999

$10,000 to $19,999

$20,000 to $29,999

$30,000 to $39,999

$40,000 to $49,999

$50,000 to $59,999

$60,000 to $79,999

$80,000 and over

Geography

Individual Newcomer Income Groups (2010)

Peel (Newcomer Population) Peel Total Population Mississauga SDA - M12 SDA - M36 SDA - M42

33

This chart represents the newcomer labour force rates. Participation Rate refers to the percentage of employed, unemployed or individuals not in the labour force (Individuals that are not in the labour force are people that are 15 years old or over and are neither employed nor actively looking for work). Employment Rate refers to the employment rate of individuals expressed as a percentage of the total population. Unemployment Rate refers to the unemployment rate of individuals expressed as a percentage of the participation rate. The variables to compare that were chosen for this bar chart are Peel Newcomer Population, Peel Total Population, the newcomer population in Mississauga, the newcomer population in Brampton, and the newcomer population in Caledon.

Newcomer Labour Force Rates

% o

f New

com

er P

opul

atio

n

0

10

20

30

40

50

60

70

80

Peel (Newcomer Population) Peel (Total Population) Mississauga Brampton Caledon

Geography

Participation Rate

Employment Rate

Unemployment rate

34

“Newcomer Knowledge of Official Languages - English” refers to an individual’s ability to conduct a conversation in either English only, French only, both English and French, or in neither English nor French. This chart displays the percentage of the individuals living in the specific geography who self-identified as having knowledge of the English language. The variables to compare that were chosen for this bar chart are Peel Newcomer Population, Peel Total Population, Peel Immigrant Population, the newcomer population in Mississauga, the newcomer population in Brampton, and the newcomer population in Caledon.

81

82

83

84

85

86

87

88

89

90

91

Peel (Newcomer Population) Peel (Total Population) Mississauga Brampton Caledon

% o

f New

com

er P

opul

atio

n

Geography

Knowledge of Official Languages - English

35

THEME: SERVICE NAVIGATION

Greatest challenge as a newcomer: I came to Canada from Syria two years ago because of the war. I faced a lot of troubles when looking for a job here. For 6 months, I focused on applying to jobs, but didn’t get anywhere. I didn’t know of any job search or settlement services. It has been very difficult understanding the job market and transit system, and learning the language and finding work, but I am working hard.

Services which helped: My doctor actually told me about Ontario Works as I was struggling financially. OW provided me with a lot of information and I landed a placement at Afghan Women’s Organization (AWO), a settlement agency. After that, I researched online and finally found a volunteer job. Six months later they offered me a part-time job working for seniors. Now there is a maternity leave contract at AWO which I have been offered since I have good relations with people here. I will accept this for one year, but who knows what will happen after that.

Newcomers settling in: Staff at the airport told me if I go to the right person, I will be fine. But me and many newcomers don’t know where to go. I wish all newcomers get the information they need as soon as they arrive at the airport. It is difficult feeling lost.

INSTAGRAM STORY

SERVICE DELIVERY AREAS IN PEEL:

Service Delivery Areas (SDA) were created by the Peel Data Centre (PDC) in partnership with Success by Six in 2009. SDAs were created to support service planning and delivery by providing local data. The SDAs are made up of census dissemination areas which are the smallest standard geography for census data. During the formation of the SDAs, community consultations with service providers across Peel Region took place to inform the boundaries. At its inception there were 71 SDAs. The boundaries were updated in 2012 to incorporate population changes reflected in the 2011 Census. It now includes 77 SDAs. SDAs give providers local data for specific geographies; this could assist service providers with service delivery planning or in identifying gaps in communities they intend to serve.

“If you do not count people, they do not count.” - Dr. Kwame McKenzie, CEO of Wellesley Institute

36

LIP context: >> Newcomers enjoy their rights and act on their

responsibilities in Canadian society.>> Newcomers contribute to the economic, social and

cultural development needs of Canada.>> Canadians provide a welcoming community to facilitate

the full participation of newcomer

Result #4: Host communities are receptive to all newcomers

Indicator: Increase in positive attitudes towards immigrants, cultural

diversity, and the presence of newcomers in the community

Working group: Social Inclusion

Service Delivery Network (SDN)

RESULT 4

37

PNSG’s social inclusion working group identified the importance of measuring how welcoming the Peel community was to newcomers. One of the key goals of the Welcoming Communities Initiative, funded by CIC, is to support the integration of newcomers into our communities. The Welcoming Communities Initiative identified 17 indicators that can be used to characterize a community as welcoming. Of the 17 characteristics, the Social Inclusion working group chose: ‘positive attitudes towards immigrants, cultural diversity, and the presence of newcomers in the community’ as an indicator that could help identify the areas of positivity and negativity in our community’s attitudes towards newcomers.

Key stakeholders involved with PNSG agree that we require a comprehensive understanding of the experiences of newcomers in our community. This includes the voices and experiences of newcomers themselves. To be able to continue understanding the needs and realities of our newcomer population, there needs to be an intentional process developed that is current and sensitive.

STORY

THEME: EMPLOYMENT

I arrived in Canada in early 2014 with my daughter and was “job ready”. I had the language skills and international experience yet many of the services that I tried to access were offering assistance that weren’t relevant to me. Agencies were offering me ELT programs or resume writing workshops. One agency wanted me to pay for their course that I didn’t need, or have the capacity to pay for! I am optimistic that I will eventually land on my feet. I am qualified with extensive experience in senior positions... it’s just taking a while.’

INSTAGRAM STORY

38

Key questions, as developed by the Social Inclusion working group, examining attitudes towards newcomers:Welcoming Communities Indicator: positive attitudes towards immigrants, cultural diversity, and the presence of newcomers in the community

1. Overall, there is too much immigration in Peel 2. Overall, immigration has a positive impact on the economy of Canada.3. Immigrants take away jobs from other Canadians4. There are too many immigrants coming into this country who are not adopting Canadian values5. Immigrants in Canada under 5 years are culturally competent to work in the Canadian workforce6. I socialize with people who are from a different religious, ethnic or racial background than my own 7. I make efforts in learning about cultures other than my own.

These questions will be weaved into PNSG’s conversations with residents through its work with its Instagram project. PNSG is also investigating the possibility of partnering with other interested stakeholders to gain this data from a generalizable population in Peel. PNSG will continue these conversations to gain a better understanding of the attitudes towards newcomers.

INSTAGRAM PROJECT WITH THE PEEL IMMIGRANT COMMUNITYThe Peel_Newcomer Instagram account provides a visual representation of the Peel immigrant community, and includes short stories on their experience of newcomers and settlement in Peel. This account serves as a form of ongoing community engagement to highlight resident voices and narrate real-life experiences from a newcomer perspective. It will highlight newcomers’ challenges and opportunities which will further inform PNSG and its stakeholders’ work. Throughout this report you will have read and seen pictures of the newcomers and immigrants that have participated in the Instagram project to date.

ACTION

THEME: EMPLOYMENT

My family likes Canada, they are happy here because of the education and safety. I am disappointed because there is a big problem with jobs. They don’t recognize foreign credentials and ask for Canadian experience. My husband was a senior bank employee in Pakistan and now he’s studying and unemployed.

INSTAGRAM STORY

39

As we look to 2016 we would like to further our work as a LIP and share our work more broadly with other LIPs across Canada. We want to streamline our focus further and concentrate on:

Partnerships and Community Integration Look to broaden partnerships with non-settlement sectors Look to connect with and influence networks and systems

Employment Build upon existing relationships and tools Increase knowledge of local labour market Support Provincial and Federal programs

Policy Advancement Leverage LIP knowledge and expertise: Utilize existing frameworks that 905 Partner LIPs have in place Communicate and understand implications of Immigration (Federal and Provincial) Build the evidence base so we can provide feedback to CIC Facilitate collaboration between LIPs: Look to align data collection mechanisms and work to allow for consistent measures that can be compared across LIPs

MOVING FORWARD

Data and measurement Research Communications Working groups

ENABLERS:

AS A LIP

>> Broadening the tent

>> Increasing the community’s knowledge and awareness towards newcomer issues >> Leveraging diverse funding sources

AS A PARTNER

>> Supporting adapted programming and service delivery by non-settlement institutions

>> Supporting in identifying needs and priorities >> Planning and engagement

AS ANEWCOMER

>> Improved accessibility to services

>> Building welcoming communities >> Giving the opportunity for the newcomer voiceAS AN AGENCY

>> Services coordinated at the community level

>> Capacity building and alignment

>> Enhancing the data needed to increase the accessibility of services

Backbone Organization

PNSG

40

ARE WE BETTER OFF?

41

CENTRAL PLANNING TABLE CO-CHAIRS:Effat Ghassemi, Executive Director, Newcomer Centre of PeelPaula DeCoito, Executive Director, Social Planning Council of Peel

CENTRAL PLANNING TABLE MEMBERSAnita Stellinga, Vice President, United Way of Peel RegionBaldev Mutta, CEO, Punjabi Community Health ServicesCarol Kotacka, Vice-President - Interim, United Way of Peel RegionChris Fonseca, Regional Councillor and City Councillor, City of MississaugaCliff Fast, Integration Manager, Citizenship & Immigration CanadaCorina Carvallo, Manager, Programs and Services, Skills for ChangeEduardo Castro, Mental Health & Addictions Project Lead, Mississauga Halton LHINElaine Moore, Regional Councillor and City Councillor, City of BramptonHerman Viloria, Principal, Dufferin-Peel Catholic District School BoardJaipaul Massey Singh, Chair of the Board, The Brampton Board Of TradeJanet Menard, Commissioner, Human Services, Region of PeelJudith McWhinney, Business Intelligence Team, Information Management Division, Service Innovation, Information and Technology (SIIT), Region of PeelLorraine Hogan, Regional Advisor, Ministry of Citizenship, Immigration & International TradeMarie Pierre Daoust, Community Liaison Officer, CSDCCSMario Calla, Executive Director, COSTI Immigrant ServicesMichael Cassidy, Associate Dean, Continuing and Professional Studies, Sheridan CollegeNaveed Chaudhry, Executive Director, Peel Multicultural CouncilShalini da Cunha, Executive Director, Peel-Halton Workforce Development GroupShelley White, President and CEO, United Way of Peel RegionSue Sadler, Senior Director, Services and Program Development, ACCES EmploymentVanessa Goettler, Integration Officer, Citizenship & Immigration CanadaVarsha Naik, Community Liaison Coordinator, Peel District School BoardYvonne Sinniah, Director, Health System Integration, Central West LHIN

ECONOMIC INCLUSION WORKING GROUPSue Sadler, Senior Director, Service and Program Development, ACCES Employment, CPT Member and Co-ChairJulie Darboh, Director, Employment Services, COSTI Immigrant Services, Co-ChairAgni Shah, ResidentGordana Muratovic, Work Placement Coordinator, Polycultural Immigrant and Community ServicesHardip Johal-Sangha, Occupational Health Community Worker, WellFort Community Health Services

PARTNERS

SPECIAL THANKS:Suset Silva, Manager, Hospital Communications - Trillium Health PartnersJulie Pehar, Equity Vision ConsultingRegion of Peel:Beth Storti, Manager, Community Partnerships, Human ServicesEdwin Niemeyer, Cartographer/Graphic Designer, Region of Peel Service Innovation, Information and Technology Information Management DivisionJanet Menard, Commissioner of Human ServicesJuliet Jackson, Director, Strategic Planning, Policy and Partnerships Kevin Farrugia, Junior Planner /GIS Analyst, Service Innovation, Information and Technology

Jaipaul Massey-Singh, Chair of the Board, The Brampton Board Of TradeJanet Hallett, Manager, Languages & Skills Training Services, COSTI Immigrant ServicesMoya MacKinnon, Director, Employment & Newcomer Information Services, Centre for Education & TrainingReena Aggarwal, Community Relations Specialist, Region of Peel, Human ServicesShalini da Cunha, Executive Director, Peel-Halton Workforce Development Group

SOCIAL INCLUSION WORKING GROUPCorina Carvallo, Manager, Programs and Services, Skills for Change, CPT Member and Co-ChairSheref Sabawy, Coptic Centre, Co-ChairAgni Shah, ResidentDaljit Phull, Coordinator / Assessor, Centre for Education & Training CLARS Language Assessment CentreFauzia Khan, Settlement Manager-Peel, Afghan Women’s OrganizationJoanna Kubica, Student Settlement Support Officer, Dufferin-Peel Catholic District School BoardManjeet Badyal, Settlement Services Manager, Catholic Cross Cultural ServicesMaria E. Restrepo, Settlement Worker, Peel Multicultural CouncilReena Aggarwal, Community Relations Specialist, Region of Peel, Human ServicesSukhjit Singh, Settlement Worker, Peel Multicultural CouncilSusan Nomi, Director of Programs, Big Brothers and Big Sisters of PeelYasmine Dossal, Director, Social Services, COSTI Immigrant Services

SERVICE DELIVERY NETWORK WORKING GROUPBaldev Mutta, CEO, Punjabi Community Health Services, CPT Member and Co-chairJagdeep Kailey, Settlement Services Manager, Peel Multicultural Council, Co-chairNaveed Chaudhry, Executive Director, Peel Multicultural CouncilFrancesca Bernadowitsch, LINC Coordinator, Caledon Community ServicesJacquie Lewis, Executive Director, Malton Neighbourhood ServicesMarwan Ismail, Executive Director, Polycultural Immigrant and Community ServicesAva Joshi, Manager, CI - Community Initiatives, United Way of Peel Region

42

Krista Kumar, Student Researcher, Region of Peel Service Innovation, Information and Technology Information Management DivisionLindsay Hanzel, Planner, Region of Peel Service Innovation,Information and Technology Information Management DivisionRon Jaros, Manager, Region of Peel Service Innovation, Information and Technology Information Management Division Sandra Solonik, Advisor Community Investment, Human Services Sonia Pace, Director, Human Services Veronique Dryden, Planner, Information and Intelligence, Integrated Planning Division,

43

COMMUNITY PARTNERSHIPS 905 LIP Working Group – Citizenship Immigration CanadaBrampton Multicultural Community Centre Opening Doors Research Advisory Committee Brampton Springdale NetworkCentral West LHIN Diversity CommitteeCommunity Citizenship Ceremony Working GroupExecutive Council - Citizenship Immigration CanadaFair Share for Peel Task ForceInterfaith Council of Peel Steering CommitteeMalton Inter-Agency MeetingMississauga Neighbourhood ProjectNeighbourhood Change Research Partnership 905 Working Group Peel Chinese Inter-Agency NetworkPeel CountsPeel Poverty Action Group (PPAG)Regional Diversity RoundtableSafe City Mississauga: Cyber Ambassadors Working GroupTRIEC: IEI Advisory Committee

PARTNERSMississauga Halton LHIN:Data Collection Health Equity Project - Working Group South West Mississauga Health Links Steering CommitteeSystem Planning Advisory Committee on Health Equity

Peel Children and Youth Initiative:Board of DirectorsResearch and Evaluation Reference Group

Peel Service Collaborative (CAMH): Health Equity Working group Health Equity Impact Assessment (HEIA) SubcommitteePeel Faith/Service Provider Breakfast Planning Group

Region of Peel: Building Healthy Communities Community Reference Group for Peel Housing and HomelessnessPeel Immigration Web Portal Steering Committee

United Way of Peel Region: Annual Physicians Conference on Community Mental HealthData Capacity TableDiversity Working GroupHub StrategyPublic Policy Table

PNSG STAFF:Gayathri Veeraswaminathan, Finance and Administrative CoordinatorNadia Jamil, Specialist, Research and PolicyRoy Saad, Specialist, Service Integration

Written by Seema Taneja, Measurement and Data Consultant, PNSG; Aamna Ashraf, Director, PNSG

Graphic Design, www.valer.ca

As a collaborative we have established a common vision through the Peel ‘Community Plan’. We have come together and identified key indicators establishing shared measurement that ensures our efforts remain aligned and that we are committed to collecting data and measuring results. We have established a central planning table and three working groups to mutually reinforce activities where participant activities must be differentiated while still being coordinated through a plan of action. We are committed to continuous communication through our website, newsletters and annual collective impact report and through conversations between agencies, funders, partners and residents. We are the backbone support with staff expertise, commitment and skills to serve the entire initiative and coordinate participating organizations and agencies to be engaged, involved and excited about the work we do. Through multi-funder support and diverse partnerships, the backbone function is realized when partners assist with overall strategic direction, facilitate dialogue between one another, manage data collection and analysis, handle communications, coordinate community outreach, and mobilize funding.

www.peelnewcomer.org Stay connected: @PeelNewcomer

Stay connected: @Peel_Newcomer

THE 5 KEY COMPONENTS OF COLLECTIVE IMPACT ARE EMBEDDED IN ALL OF PNSG’S WORK

Documents

is a shift in the way that a community makes decisions ... · “Systems change” is a shift in the way that a community makes decisions about policies, programs, and the allocation