Successful Crossing: The Potential and Promise of Bridging Programs

PANEL PRESENTATION, METROPOLIS CONFERENCE- MARCH 2013 ACCES Employment, Ontario Ministry of Citizenship and Immigration, & Toronto Workforce Innovation Group

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Economic Context• International immigrants are the most significant source of migration to

the Greater Toronto Area. In 2012, the GTA welcomed close to 85,000 newcomers. Predictions are for close to 110,000 by 2015.

• Main sources of immigration are from China, India and the Philippines. • Ontario has recognized the need for economic restructuring, placing

more emphasis on education and skills training.

• Policies and practices that ease newcomers’ labour market integration are crucial to future economic growth and prosperity.

• Sector specific bridge training programs are important element of Ontario’s strategy to capitalize on the abilities of highly educated newcomers. 2

Critical Components

BRIDGING PROGRAMS

LOCAL EMPLOYMENT

AGENCIES

GOVERNMENT

REGULATORY BODIES

EMPLOYERS

CONSORTIUM OF

COMMUNITY AGENCIES

ACADEMIC INSTITUTIONS

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Capacities• Local Agencies provide awareness and

overview on labour market information and sectors

• Post-secondary institutions provide technical education and training

DESIGN

• Local agencies are providing online pre-training for highly technical programs to address language and cultural barriers

ACCESSIBILITY

• Job developers & Program Managers are facilitating unlimited coaching support to IEPs

DELIVERY

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Constraints

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• Lack of Employer Engagement to incorporate experiential learning

• Different funding models used by local agencies vs. post-secondary institutions

DESIGN

• Rising demand for programs continually exceeds organizational capacity & services

• Lack of clear and centralized information on programs forces IEPs to ‘shop around’

ACCESSIBILITY

• Job developers & Program Managers lack knowledge & skills to deal with cultural nuances DELIVERY

Promising Practices

• The following contributed to a positive program outcome for clients: 1. Employer engagement2. Networking and collaboration3. Staff skills and training4. Program models

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Employer Engagement• Involving employers in all

aspects of program development

• Providing post-program support

• Ensuring there is a clear market need for the sector-specific skills and knowledge

• Including practicums, co-op placements, internships

• Mentoring, speed mentoring, mock interviews

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Networking and Collaboration

• Share and learn what models are working well and how they address IEP needs in sector-specific bridging programs.

• Promote collaboration to prevent or minimize duplication and overlap. 8

Staff Skills and Training• Deliver comprehensive orientation sessions before programs

begin to accurately and clearly outline the intent of a program. This will help staff to manage expectations of IEPs so that they can plan for life in Canada.

• Sector-specific bridging programs must teach ‘soft skills’ to IEPs as part of their journey to successful integration into the Canadian workforce.

• Make sector-specific information available to staff in addition to general labour market information

• Programs that employ staff with sector-specific knowledge and experience report good outcomes for clients

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Program Models

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COMPREHENSIVETo serve targeted audiences and/or

organizations

PARTNERSHIPSFormalized relationships

and agreements between agencies

HOLISTICTo serve a diversity of

audiences and organizations

Across Jurisdictions

B.C.IMMIGRANT EMPLOYMENT COUNCIL

TRIEC ALLIES

IMMIGRANT SETTLEMENT & INTEGRATION SERVICES

EDMONTON REGIONAL IMMIGRANT EMPLOYMENT COUNCIL

Diversity and Inclusion are Business Enablers

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Thank You

Benilda Silkowska-MasiorOntario Ministry of Citizenship and Immigrationbenilda.silkowska-masior@ontario.ca

Sue SadlerACCES Employmentssadler@accesemployment.ca

Karen Charnow LiorToronto Workforce Innovation Groupkaren@workforceinnovation.ca