By: John Delva in Montreal, QC
To improve newsroom diversity, La Presse recruited outside of francophone journalism schools.
An office’s group shot usually exudes pride, but this one caused embarrassment.
In December 2016, Quebec’s La Presse published one of its entire organization. The lack of visible minority faces among the roughly 250 editorial workers contrasted with the paper’s multicultural stance.
“Many of our articles promote inclusion, but when people (on social media) saw the picture, they threw that inconsistency back in our face,” said Sebastien Rodrigue, director of digital and web platform.
This led the paper to organize a four-week internship program, geared towards cultural community reporters.
Awareness surrounding inclusiveness is not a new pursuit at La Presse, according to Eric Trottier, deputy managing editor.
“La Presse’s got good parity between men and women. It’s generally at 50-50, even in executive roles,” said Rodrigue.
But matters involving cultural communities’ representation have been harder to tackle, starting with inclusiveness in coverage.
“We rounded them up (groups of reporters) and showed them in their own work how, ‘You interviewed 10 people and they were all white francophones.’ We told them this is not what society looks like,” said Trottier.
There were also issues with participation from journalism schools. For years, the paper’s internship program, which catered to students of all cultural backgrounds, had brought only a handful of non-Quebecois reporters. Anglophone university students failed the paper’s French test while French universities produced few applicants.
La Presse decided to cast a wider net this time around.
“Journalism isn’t like the medical field. You need to go to medical school to become a doctor. But if you’re curious and self-reliant, we’ll give you a chance,” said senior managing editor Alexandre Pratt.
Jeiel-Onel Mézil, one of the program’s four interns, had just graduated in business administration at HEC Montréal when he got his chance. Though he had never set foot in a newsroom or journalism class, being a reporter had been a dormant goal of his.
“Journalism speaks to my interests. I’ve always known I’d be doing this some day,” he said.
He and Marissa Groguhé, another intern, impressed their bosses on several fronts — so much so that Mézil and Groguhé have been hired by the paper until the end of 2017.
“Their stories make the front page regularly and rank amongst the best work we put out,” said Trottier.
But the month wasn’t without its share of difficulties. Lela Savic recounted learning how to write fast often required staying at the office for 12 hours or more. Mézil, described by executives and fellow interns as a fast writer, feels “learning how to come up with an effective lead is tough.”
For Trottier, these experiences squared with the main goals of the internship, which he considers “an enormous success.”
“We definitely want to do this again. We may have found a way to bring in more minorities in the newsroom, which we weren’t able to do with the traditional way.”
Even if “deep down” his wish was to find “jewels” among the reporters, the program was primarily about training individuals who could eventually work in journalism, whether at La Presse or elsewhere.
The ample learning opportunities that came with this made made the experience memorable for Rita Boghokian. She said that while her being a visible minority was valued by her colleagues, who encouraged her to use non-Quebecois sources for stories, La Presse also treated her as a full-fledged reporter. Consequently, she worked on a range of stories she wanted to tackle.
“Just because we were visible minorities didn’t mean we only covered stories about visible minorities.”
This openness is why Savic looks back longingly at the month, wishing the experience had been longer. She says the internship has helped her grow from a journalism student into an actual journalist.
“I come out of this with a big bag of tricks. I’ve learned about abilities I have and things I need to improve on. I’ve learned that I’ve got great interviewing skills, that I can get people to talk. This’s given me confidence in what I can do as a reporter,” she said.
John Delva is a freelance reporter who has defended his master's thesis in journalism studies at Concordia University. This piece was republished under arrangement with JSource. The original posting can be found here.
By: Andrea Elliot in Toronto
“You don’t have Canadian experience.” This is what a new immigrant from New Delhi with a university degree, an MBA and a wealth of prior business experience was told at a recent job interview. In her 40s, the woman had arrived from India, confident she would have greater career opportunities and a better life for her daughters, but was quickly disheartened to find her impressive resume held little weight within our borders.
This is a story that has become all too common in Canada — especially when you consider that we have the highest foreign-born population (20%) of any G-8 country. While most Canadians take great pride in our nation’s rich history of diversity, the sad truth is our businesses are not always so welcoming to people with different names, customs and attire. A recent Canadian employment study proved as much, revealing that job candidates with Asian names (Chinese, Indian or Pakistani) are less likely to be called for interviews than their counterparts with Anglo-Canadian names, even when they have a higher level of education.
In my role at Dress for Success, it’s heartbreaking to see these stats come to life every day. Over the past five years, the number of new Canadians who have turned to our organization for career help has climbed to a point where immigrants now represent almost half of the women we serve. But, while our charitable organization is best known for providing women in need with professional attire, these new immigrants face challenges that go far beyond finding the right outfit for an interview.
Imagine entering a new country as a refugee. You’re a young parent with kids and no income. English is your second language. You don’t have a computer to work on your resume, or a smartphone to communicate with potential employers. You have to go to the public library to access the internet. You have no social network to rely on, and you’re certainly not on LinkedIn. Sometimes, I have to remind our volunteers and community partners of just how difficult an uphill climb our immigrant population faces to find employment.
Then, there are the hidden obstacles, understanding not just how to dress for an interview, but the social cues that could be holding them back (for instance, it might be inappropriate for a conservative Muslim woman to shake hands with a man during a job interview, but an employer may not be aware of this).
Needless to say, the learning curve for immigrants is steep. Each woman who shows up at Dress for Success has her own personal journey and it is our mission to embrace that journey, so they can gain confidence, find a job and earn financial and economic independence. We start by getting to know them through private, one-on-one conversations that last up to two hours and often become incredibly emotional. These are smart women who are desperate for nothing more than a better way of life, and our volunteers can’t help but become intimately involved.
After chatting about their interests and qualifications, we help these women position their experience and education for a Canadian audience, helping remove any hidden cues that may cause employers to be dismissive of their resume or LinkedIn profile. We also have them create “elevator pitches” on why they should be hired, and stage mock interviews to help them prepare. We even hold networking events where they have the opportunity to introduce themselves to executives and managers, and practice speaking in a corporate setting.
When it comes down to it, our mission is to build these women up every day so they not only gain confidence about what they can do, but feel good about who they are as individuals. There are many ways for people to get involved in our cause, but this is really a rallying cry to corporate Canada — I’m calling on our country’s business leaders to examine their hiring policies from the top down and take a more active role in providing new Canadians with opportunities.
For all the talk of a global marketplace, our businesses still act local. The number of women who continue to tell me they feel they’re being judged by their family name is significant and disheartening. It’s also disappointing when qualified candidates who have held great jobs in their home countries are not considered for similar positions here in Canada.
The sad truth is that while many of today’s corporate leaders are concerned with reaching male-female ratios and gender equality, promoting opportunities for new Canadians is not on their radar, even though it would be in their best interests to do so — in 2015, the Conference Board of Canada estimated that if Canadian employers and professional regulatory bodies did a better job of recognizing immigrants’ skills, they would earn an additional $10 billion annually, at minimum.
There is simply no reason or excuse for a “Canadian experience” job requirement to exist in 2017. And, as we continue to celebrate Canada 150, it’s time for our businesses to realize — as our country did years ago — that opening their doors to new immigrants will only make them stronger.
Andrea Elliott is Chair of the Board of Directors of Dress for Success Toronto, and its fundraising committee, Corporate Giving.
With home prices rising across the country, many of us would likely assume that housing costs (including rent and mortgage payments) are the most expensive budget item for the average Canadian family.
In reality, however, the average Canadian household spends more on taxes than any other expense—including housing. Specifically, in 2016 the average Canadian family (including single Canadians) earned $83,105 in income and paid $35,283 in total taxes. That’s 42.5 per cent of income going to taxes.
Surprised? You’re not alone.
For most of us, the income and payroll tax deductions on our paycheques do not total anything close to this percentage. But to understand the full cost of taxation, you must consider all the taxes—both visible and hidden—that we pay throughout the year to federal, provincial and municipal governments including sales taxes, property taxes, fuel taxes, carbon taxes, import taxes, alcohol taxes and much more. All these taxes add up and make our overall tax bill expensive.
So how does the overall tax bill compare to housing costs?
The average Canadian family spends 22.1 per cent of its income on housing—only about half as much as it spends on taxes (again, 42.5 per cent).
In fact, taxes consume more of the average family’s income than all the basic necessities of life combined. If you add up the average family’s spending on housing, food and clothing in a year, it comes to 37.4 per cent of its income—still quite a bit less than what we pay in taxes.
With 42.5 per cent of income going to taxes, Canadian families may rightfully wonder whether they get good value for their tax dollars. Of course, taxes fund important government services. But we shouldn’t simply assume that higher taxes always provide better government services.
While it’s ultimately up to individual Canadians and their families to decide if they’re getting the best bang for their money, you must know how much you pay in total taxes to make an informed assessment. That’s where our annual calculations help. They estimate the cost of government for the average family. Armed with this knowledge, Canadians can then determine if they think they’re getting good value in return.
Some perspective might help.
In most provinces, more than 50 per cent of our tax dollars finance generous pay for government employees. In fact, government employees, on average, receive 10.6 per cent higher wages than comparable private-sector workers doing similar work. And that’s on top of the much more generous non-wage benefits (pension coverage, job security, early retirement) the government sector also enjoys. Of course, we need qualified and well-paid government workers, but is this pay and benefit premium the best use of our tax dollars?
In the case of health care, which consumes around 40 per cent of most provincial budgets and is a fast-growing expense, international comparisons show that, despite high levels of spending, Canadians have comparatively poor access to technology and doctors, and endure longer wait times for surgery. It’s hard to see how we get good value for our money in public health care when measured against other countries that also offer universal access.
Most troubling is when our tax dollars are outright wasted on boondoggles and failed government programs. A recent study documented more than 600 cases where the federal government failed to meet its own objectives over a 25-year period, resulting in up to $197 billion of wasted tax money.
Bottom line—if Canadians are more informed about the true cost of government, they will be better equipped to hold government accountable for how it spends our tax dollars. And that leads to a more robust public debate about the overall tax burden and whether we’re getting our money’s worth.
Charles Lammam is the Director, Fiscal Studies, at the Fraser Institute and Milagros Palacios is the Senior Research Economist at the Fraser Institute. This piece was republished under arrangement with the Asian Pacific Post.
The story of Canada’s embrace of different languages, cultures and peoples is not a new one. Diversity in Canada is in many ways a cornerstone of our identity, and for generations, we have largely supported government commitments to immigration, multiculturalism, and pluralism. Now there is a new story emerging about this commonly celebrated feature of our identity. At a time of rising global xenophobia, anti-immigration parties, and populist nationalism, Canada is projecting a powerful and unique global message – diversity in society can be and is good for everyone. While some repeat the normative case for diversity, the argument is sometimes more rhetorical than substantive. The recent report (April 2017), The Diversity Dividend: Canada’s Global Advantage, dives into why diversity makes economic sense and how to spell out a clear case for its many gains.
With support from the Pierre Elliott Trudeau Foundation and a number of other partners, we set out to investigate the link between diversity and economic prosperity. We conducted round table consultations with 100 Canadian business leaders across Canada, carried out interviews with industry associations, and analyzed under-used Statistics Canada data. To arrive at our findings, we used a matching methodology whereby we compared firms that were statistically identical in all factors that influence revenue, save their share of workplace ethnocultural diversity. By controlling for all other variables, we were able to isolate the effects of diversity on revenue. The term “ethnocultural diversity” is used here to refer to individuals born outside of Canada, and to those first-and-second generation immigrants who speak a language other than English or French at home.
Our findings show a pronounced diversity dividend. Specifically, we find that a 1 percent increase in ethnocultural diversity among employees is associated with an average 2.4 percent increase in revenue and 0.5 percent increase in workplace productivity across 14 industries. Businesses that welcome diversity show an increase in their economic bottom line. The sectors reaping the greatest benefits from ethnocultural diversity include business services (e.g., administrative, tech, law, and insurance firms), information and cultural industries (e.g., publishing, broadcasting, arts, and telecommunications companies), and transportation, warehousing and wholesale enterprises. These sectors experienced 6.2 percent, 3.6 percent and 4.1 percent growth in revenue, respectively, for every 1 percent increase in ethnocultural diversity in the workplace.
Manufacturers, mining, oil and gas extractors, banks, communication and utility companies, rental and leasing operators, and consumer service providers also benefit from greater ethnocultural diversity. The hard data spells out a clear case for why diversity is profitable. When we paired this data with the responses of Canadian business leaders, we found an even stronger case for the benefits and net economic effects of diversity.
The consultations with the business community, backed up by a review of the scholarly literature, showed that ethnocultural diversity in the workplace facilitates creativity and generates ideas by bringing together individuals with different lived experiences, outlooks and approaches to problem solving. A diversity of employees can invent new products and services, meet a wider range of clients’ demands, and even help companies expand into new markets, domestically and abroad. In effect, an ethnoculturally diverse workforce not only stimulates production of improved goods and services, it also connects businesses to a wider range of customers, clients, and partners.
Of course, greater workplace diversity is not without challenges. Creating an inclusive work environment that is conducive to maximizing the advantages associated with diversity may require providing certain accommodations and expending additional resources at the outset. Companies may need to make (and stick to) diversity-related commitments in their corporate culture. Inclusive hiring, training for human resources staff in recognition of international experience so they value differences, mentorship programs, measuring and understanding workplace demographics, and introducing diversity into procurement policies, are all key to creating a diverse and inclusive workplace. These adjustments may seem costly in the first instance, but they are more than justified when businesses stand to gain from them substantial performance dividends.
What does this relationship between diversity and economic prosperity mean for broader policy reform? First and foremost, there is a need to address recurring issues with foreign experience and credential recognition. In 2009, the Parliamentary Standing Committee on Citizenship and Immigration estimated the cost of not recognizing immigrants’ foreign credentials to be between $2.4 and $5.9 billion a year. We need to remove the barriers that prevent qualified but unemployed or underemployed immigrants from finding gainful employment, so we can capitalize on this stranded resource as well as alleviate the oversupply of unskilled labour.
Our conclusion is that ethnocultural diversity is good for the Canadian economy and is, in some respects, an underestimated tool for economic prosperity. But the conversation about diversity does not end there. What our research points to is that this conversation is just beginning.
While we focused on ethnocultural diversity in our study, there are many other important aspects of diversity that, if addressed, would improve the inclusiveness of society: gender, sexual orientation, age, religion, to name a few. Canada is a nation built on immigration, but more importantly, it is a nation built on difference. We have celebrated, and we should continue to celebrate the things that make us unique, while reinforcing the things that bring us together. Prioritizing pluralism not only makes us richer as a country, it makes us a stronger country.
By arrangement with Policy Options - Institute for Research on Public Policy
Commentary by Hamlin Grange in Toronto
While working as a television journalist with Canada's public broadcaster, CBC, in Toronto, I produced a documentary series on how new immigrants were settling in Canada. It was part of an effort by the CBC to celebrate Pier 21, the point of entry for up to one million immigrants to Canada from 1928 to 1971. Pier 21 was often called the "Gateway to Canada." Today it is a national historic site and museum.
For the series, TV cameras followed a man and his wife on their journey from Shanghai to Canada, and in their early weeks of settlement in Toronto. They had worked as electrical engineers in power plants in China. Now, like all new immigrants, they were starting over.
We were there when they moved into their one-bedroom apartment above a convenience store. We were there when they went to the local job placement office to search for jobs and to update and print off their resumes. And we there when they bumped up against the stark reality of discrimination.
I knew him by his real name, which was, of course, Chinese. His accented English was quite good because he studied English in China. We talked frequently during those weeks, exchanging phone calls to catch up on his efforts to find a job.
Then one day I got a message that “Andrew” had called. I didn’t recognize the name. Once I called back, I recognized his voice right away. He was the same person I’d been talking to all those weeks, except his new name was Andrew. I asked him why he had changed his name. He said that acquaintances in Toronto’s Chinese community had advised him to change his Chinese name to a “Canadian name” if he wanted to get a job. That’s what Chinese immigrants have to do, he was told. Once he changed his name, his phone began to ring.
I recalled that story as I read a Toronto Star story about a new study by University of Toronto researchers. According to the study, 40 per cent of non-white job seekers are “whitening” their resumes in order to get called for job interviews. Names such as the Chinese “Lei” become “Luke”.
That’s not the only change applicants are making to their resumes in their effort to ‘whiten’ their profiles.
Only 10 per cent of African-Canadians who included experience with African-Canadian organizations were invited to interviews, but that rate jumped to 25.5 per cent when they deleted that experience from their resumes.
I can certainly relate to this. When I was recruited by the CBC in the late 80’s, a manager on the hiring panel asked me if I could be “objective” covering the black community because he noticed I had indicated on my resume that I had volunteered with a few black community organizations.
I told him I could be objective and that because of my involvement in that community I had unique access to a community other reporters did not have. I also pointed out that my resume also included my volunteer work with the YMCA and that I am certain I would be able to objectively cover stories about the Y. I got the job.
Sonia Kang, the lead author of “Whitened Resumes, Race and Self-Representation in the Labour Market” says the findings show that job applicants from racial minority groups are fighting back against discrimination.
In our practice at DiversiPro, we have heard these stories over and over. They are not new. We have been told of immigrants changing their names, their accents and their experience to be more acceptable to other Canadians.
We’ve also heard from immigrants from former British or French colonies in the Caribbean and elsewhere whose European names have disguised their race or ethnicities until they turn up for a job interview – only to find the welcome mat withdrawn.
In the current political climate in the United States, and to a lesser degree even in Canada, many individuals are cautious about how they identify themselves. In a time of "travel bans" and screening for "Canadian values", it's no surprise some new immigrants may decide to minimize their differences in order to be accepted.
The encouraging news is that new immigrants and people from racial minority backgrounds are finding ways to adapt and work around a system that is not often based on merit but how well a hiring manager believes a job candidate will “fit” into the organization.
I have no doubt that such short-sightedness has deprived companies of competent, hardworking individuals who could have contributed to the bottom line.
Commentary by Vivian Li in Toronto
In Romeo and Juliet, Shakespeare gave us the famous line “What is in a name? That which we call a rose by any other name would smell as sweet.” While he was stating, with a noble intention, that it’s not the name of a person but their content and character that truly matters, we know that in 2017 our relationship with our own names and how they’re perceived by others isn’t so simple.
Names matter. For many people they’re a major reflection of our identities, origins, family histories, and the expectations and wishes of our parents symbolized onto us by the very word we use to not only personally identify with but also to introduce ourselves to the world.
When it comes to employment, recent research has shown that names definitely do have an impact on how people are perceived and unfortunately this can manifest in a negative way.
A newly released joint University of Toronto and Ryerson study shows discrimination and hiring bias are present when it comes to applicants with Asian (defined in the study as Indian, Pakistani or Chinese) names. In a study of data from a 2011 Canadian employment audit, researchers analyzed nearly 13,000 job applications for over 3000 job postings in Toronto and Montreal.
Even when all qualifications were equal and the individual was Canadian in origin, the study found that applicants with an Asian name were 28 per cent less likely to get called for an interview compared to applicants with a more traditional Anglo-based name. The callback rate for an interview deteriorates even further when the applicant’s education or work experience was from outside of Canada.
Small vs. Big organizations
The study also shows that smaller companies exhibit even worse discrimination than larger organizations, likely due to lack of resources and internal diversity awareness programs. In companies with fewer than 500 employees, the chance of an applicant with an Asian name and of Canadian origin getting a call for an interview was 42% less, and this drops to a staggering 68% less when the applicant’s education and work history was international.
Following the release of the study, RBC and Ryerson University co-sponsored a panel discussion event moderated by Ratna Omidvar, Senator and Visiting Professor, Global Diversity Exchange at the Ted Rogers School of Management at Ryerson University. The goal was to explore the challenges discovered by the research and identify ways to eliminate these types of persisting hiring biases.
Hiring from the community
As an Asian Canadian and one of the RBCers who were invited to the event and discussion, my feelings were hopeful but also bittersweet. On the one hand, I continue to be very proud of working for a company like RBC where 33 per cent of our workforce is made up of visible minorities, surpassing the Canadians average of 25 per cent by a sizable margin.
In my role as Senior Manager, Inclusive Recruitment, I know from a wide range of personal experiences that hiring from the community to serve the community has always been one of our most effective and rewarding guiding principles. We’ve passionately built a suite of forward-thinking programs designed to help immigrants and new Canadians build their career at RBC, including ourCareer Edge internship and TRIEC mentoring programs, and RBC volunteers also actively participate in various speed-mentoring events with newcomers to help us look beyond a resume and meet the person behind the name.
Visible minorities are also highly represented in our own recruitment team, which helps us build the cultural competency needed to truly understand the nuanced needs of new Canadians and leads us to address unconscious bias when it comes to screening resumes.
On the other hand, if the study indicates that society in general still interprets minority status negatively then it unavoidably has a potentially negative impact in organizations all across Canada.
Canada is an immigrant country and by 2035, almost 100 per cent of the Canadian population growth will depend on immigration. Hiring bias against minorities will hugely impact our ability to build competitive advantage both as a company and a country.
So what can we do differently?
We often talk about how diversity is the mix and inclusion is how we make the mix work well together. The bottom line is that in order to make the mix work well together, each one of us needs to look within and examine our own conscious or unconscious bias. It is human nature to favour people who are most like us and view people who are in our own groups as being more favourable than “the others.” A lot of the time, addressing unconscious is about asking ourselves uncomfortable questions (see graphic alongside).
With that in mind, my challenge to everyone is this: the next time you’re looking at a resume and decide to put it aside, pause for a moment and ask yourself why you are doing it… and then look at the name.
Vivian Li is a Senior Manager responsible for inclusive recruitment at the Royal Bank of Canada (RBC). Prior to her experience in RBC, Vivian worked as an HR professional with Bell Canada.
by Don Curry in North Bay, Ontario
Economic development officers in the upper reaches of Northeastern Ontario have noticed a trend in the past few years — as businesses come up for sale the buyers are first generation immigrants to Canada.
They had no idea where the newcomers were coming from, how they found out about the business opportunity, how many businesses they own, how many people they employ, or much else.
Now they do.
I wrote about this trend for New Canadian Media in December, explaining why municipalities may be better off canvassing for new immigrants from within Canada's borders, rather than launching expensive international campaigns for potential newcomers from other regions of the world.
Working with the Timmins & District Multicultural Centre through a project sponsored by the Far Northeast Training Board, I travelled to Latchford, Temiskaming Shores, Earlton, Englehart, Kirkland Lake, Matheson, Timmins, Chapleau, Cochrane, Kapuskasing and Hearst in the summer and fall of 2016 to interview as many newcomer business people as possible. The full report is here.
Of a possible 55 business owners identified by economic development officers, 38 were interviewed, or 69 per cent. This extremely high sample number provides very reliable data.
So who are they?
The typical newcomer business owner in the Far Northeast Training Board catchment area is 44, originally from India but moved north from the Greater Toronto Area, owns a restaurant or fast food franchise, motel, convenience store, or gas station, has lived in Canada 13 years, has an average family size of 3.6, loves the beauty and tranquility of the north and plans to stay. The friendly people in the north, the lack of crime and congestion were the other top draws.
Together the 38 people interviewed own and operate 58 businesses, employ 206 people full-time, of whom 56 are family members, 139 part-time, and 20 seasonal. Almost half of them know people from southern Ontario who would move north for the right business opportunity.
Almost half found out about the business opportunity from friends or relatives, with real estate agents, franchise chains and online information cited by others. Two-thirds of those interviewed are originally from India, with the remainder from Pakistan, China, Egypt, the Philippines, Sri Lanka, Vietnam, Iran and Belgium.
Twenty own restaurants or fast food franchises, 15 own motels, 10 own convenience stores, seven own gas stations and two own pharmacies. Others owned a landscaping business, nail salon, strip mall and a movie theatre.
Where they come from
Twenty-four of the 38 people interviewed moved north from the GTA. The remainder came from Montreal, Saskatchewan, Windsor, Orillia, India, Kitchener-Waterloo, Gravenhurst, Hamilton, London England, Florida, Vancouver, Fenelon Falls and Belleville. Seventy-nine per cent say they feel connected to the town they live in and plan to stay.
Gejal Gandhi, 35, and her husband Keyur own the Casey’s Restaurant, Esso gas bar and convenience store and the Park Inn Motel in Kapuskasing. They employ 10 full-time and 25 part-time people. They moved to Kapuskasing from Cochrane and lived in Toronto prior to that. They have been in Canada 17 years, are from India, and have two children.
“We bought the Park Inn Motel first,” she says. “We had a motel in Cochrane and sold it. Once we were in Kapuskasing we found the Esso, and then the same thing for the restaurant. There was a sign and we contacted the owner and went through the process.” They have lived in Kapuskasing for four years.
Minesh Prajapati, 44, is originally from India and owns and operates the Subway franchise in Kirkland Lake. In addition he is in partnership with Indian friends in Mattawa who own the Subway there and together they own Subway franchises in Hearst and Englehart.
Change in careers
“I bought the business primarily for my wife,” he says. “She was working in a Subway but was just getting minimum wage. I was a banker doing lending and mortgages. Next year my wife will take over this store and I will be more like managing it. I can go back to banking if I want. They are still calling me.
“Right now, though, the way it is going, I don’t think I’m going back to the bank. Every year we are buying one more Subway.” He has lived in Canada 10 years and moved to Kirkland Lake from Brampton.
With six full-time and two part-time employees in Kirkland Lake, Prajapati says his two part-timers were hired through a special needs program and are doing very well. He says he attends Subway conventions twice a year “and that’s when people spread the news that they would like to sell.”
David Mohamed owns Willis Pharmacy in Matheson, where he is the sole pharmacist. Born in Egypt, he has been in Canada six years and moved to Matheson from Belleville. A couple of friends owned the business and he became a partner recently, after working at the Matheson location for 18 months.
“I decided to purchase because I like working with them and it was a good opportunity in the north,” he says. “Here you are alone in the business and we don’t have any nearby pharmacies.”
Louiz Soliman is also a pharmacist from Egypt. He owns Smallman Pharmacy in Temiskaming Shores. He moved to Haileybury from Montreal to take over the business a year ago. He came to Canada from Greece seven years ago. I asked him if he knew Mr. Mohamed. He said he did not, and asked “where is Matheson?”
If people ask him about moving north to start or purchase a business he says “I would tell them it’s a good area. The people are very polite. It’s a safe area.”
Peter Patel, 67, owns three motels, a restaurant and convenience store in Chapleau, employing 25 to 30 people. He and his partners also own a motel in Fenelon Falls, near Peterborough.
Starting from scratch
Another large employer is Siva Mylvaganam, 49, of Timmins. His is a Canadian success story. He came to Canada as a refugee from Sri Lanka and Siva’s Family Restaurant in Timmins Square now employs 35 people with the restaurant and catering business. In addition, he has a commercial real estate sideline where he employs another one or two people, depending on business activity.
Very well known in Timmins, he started the business from scratch in 1996. “When I came to Canada I had no English so I worked as a dishwasher, and in a car factory. There were layoffs so I worked in a restaurant and became a cook, and then a chef, and then opened my own business. I found this location and I thought Timmins would never be really high, or really low, because it is a mining town.
“I loved smaller towns because I was born and raised in a small village. I lived in Toronto and it wasn’t my place to live. I always go back but I never enjoy it. It’s not like here. People always say ‘Hi Siva, how are you doing?’ and I ask them about their family. It’s not like that in Toronto.”
Amjinber Cheema , ( “the locals call me Ami”) is typical of the younger entrepreneurs from India settling in the north. Only 28, his wife just joined him in Latchford from India. He came to Canada as a student and in his seven years here he lived in Saskatoon, Regina and Toronto before arriving in Latchford to purchase The Dam Depot, a gas station and convenience store.
“There is value for money in the north,” he says. “The winters are harsher but you get used to it. Compared to the bigger cities like Toronto and Ottawa you get value for your money.” He feels connected to the people of Latchford and laughs that “after I was here for two months they appointed me the honourary Indian ambassador to Latchford. It was in the paper. It was very nice.”
Sam Singh, 24, owns the Mac’s franchise in New Liskeard and is another of the young people from India making their mark in the north. He also came to Canada as a student and started in his business a year ago. “Young people like me don’t have much opportunity,” he says. “From here I can get a start. I am learning a lot of things. It’s a small community and I get involved. In the future if I am going to buy a bigger business I won’t have a problem. For everyone, a small town is the best place to start a business.”
Roger Gandhi, 58, was born in India but has been in Canada 40 years. He is typical of the older immigrant from India who is now well established. He lives in Earlton and owns and operates the Earlton Motel and Coté’s Variety. In addition he owns the mall where the variety store operates, plus the Regal Motel in Timmins.
Navin Tamakuwala, 67, is another. He owns the Thriflodge and Terry’s Steakhouse in Cochrane and has 14 full-time and five part-time employees there. He lives in Montreal most of the year and owns a Sobey’s grocery store there. Also from India, he has lived in Canada for 44 years.
While North Bay was not part of the study area, it has more than 70 first-generation immigrant-owned businesses. Its cricket team is dominated by young entrepreneurs from India. The same is true of cricket teams in Sudbury, Sault Ste. Marie, Thunder Bay and Timmins. Together they are changing the face of Northern Ontario and investing in its future.
Don Curry is the president of Curry Consulting (www.curryconsulting.ca) He was the founding executive director of the North Bay & District Multicultural Centre and the Timmins & District Multicultural Centre and is now chair of the board of directors.
Commentary by Paul Wojda in Thunder Bay, Ontario
Immigration represents both an incredible opportunity and a challenge for Thunder Bay and Northwestern Ontario.
As skilled workers across a wide range of fields retire from the workforce in Northern Ontario, employers are struggling to find trained and experienced replacements who can step in to take their place.
Owners of small businesses throughout the region who would like to sell and retire are finding it challenging to find buyers. The inability to fill these gaps has a potentially devastating impact on smaller communities, leaving them with a reduced tax base and fewer services.
While the development of the local workforce to meet these needs is a necessary and desirable outcome, immigration can allow these businesses to survive and flourish while this training takes place.
Net negative migration
The number of immigrants arriving in the region has remained fairly steady over the past few years, but overall, the region has been experiencing negative net migration. This has sparked a number of efforts to reverse this trend and to encourage immigration both from other parts of Canada and other countries.
The Common Voice Northwest conference in September 2016 brought together stakeholders from across the region to analyze the topic and to develop a series of next steps to address it. The creation of the Northwestern Ontario Immigration portal represents an effort to provide newcomers with an accurate picture of the advantages and resources available should they move to the region.
Job opportunities, businesses for sale, funding opportunities and other resources are centralized in one location to make the immigration pathway a seamless process for prospective newcomers.
In addition, city and regional representatives have been attending job fairs, conferences and expositions around the world to showcase the opportunities available. The emphasis of these marketing efforts focuses primarily on the unique benefits of life in Northwestern Ontario.
There are a number of distinct advantages for immigrants looking to move to a smaller community outside of the larger metropolitan areas. One of the key messages that is repeatedly heard from newcomers is the personalized attention and support they receive upon their arrival.
In Northwestern Ontario, there is often more of a communal effort to help welcome newcomers and support their integration, since they are seen as essential to the survival and growth of the community. While there is a vast representation of different cultural groups from around the world, they do not tend to be grouped into enclaves as they might in large cities, resulting in a fuller integration into the community as a whole.
Recently, Thunder Bay has seen a rapid increase in the number and variety of restaurants and grocery options to meet the needs and desires of newcomers from diverse backgrounds to the area. The overall high quality of life with affordable housing, excellent health care facilities and a wide range of entertainment and dining options also plays a role in attracting and retaining newcomers.
Local residents can enjoy all the amenities of a bigger urban centre while still being only minutes away from a vast array of outdoor recreation opportunities. While some may see the area as being isolated, it is easy to connect to larger centres such as Toronto, Winnipeg or Minneapolis through several daily flights from the international airport or by ground transportation.
Keep students here
Encouraging newcomers to choose a smaller community can be a challenging process. A main obstacle can be convincing them to visit, tour and see the area with their own eyes.
One way to address this is by building on the success of Confederation College and Lakehead University in attracting international students.
These students are often highly skilled, motivated and bring a wealth of previous experience. Since they have already overcome that first step of visiting and living in the area, it would be advisable to create more programs to encourage them to stay rather than leaving upon graduation for larger urban centres.
The creation and enhancement of economic incentives for newcomers to settle in smaller communities can help to stimulate the purchase of businesses for sale, allowing those communities to continue to benefit from the services and jobs they provide.
Expansion of the Provincial Nominee Program could allow more discretion in this area, to both support the settlement of newcomers and to help sustain the existence and quality of life in smaller communities.
With affordable housing, employment opportunities, diverse recreational pursuits and an exceptionally high quality of life, Thunder Bay and Northwestern Ontario represent an incredible destination for immigrants to create a new life in Canada.
Paul Wojda is the youth programs facilitator of the Thunder Bay Multicultural Association
Commentary by Evelina Silveira in London, Ontario
A recent study published by the Western University's Centre for Research on Migration and Ethnic Relations found a severe lack of visible minorities in leadership roles in organizations in London, Ontario.
While the study made headlines, the findings came as no surprise to me. I have lived in London all my life, working as a diversity consultant for the 10 years. I would like to offer an explanation as to why inroads have not been made in visible minority leadership in London, Ontario.
Flashback to about 13 years ago, when I started to work on a business plan for Diversity at Work: I interviewed many leaders in London asking them whether my idea of having a business which promoted hiring and supporting diverse candidates would ever fly.
I will never forget the answer I received from a human resources consultant who had previously held many jobs in the recruitment and leadership fields. She said: “Evelina, as long as there are enough white people to fill the jobs, no one will ever consider anyone else, because they don't have to.”
Essentially, she conveyed that there really was no need to change the recruitment process and that it was too much work to do so.
A late joiner
In comparison to other cities, London has lagged behind. Perhaps it is because the jobs could easily be filled as the human resources consultant suggested, or maybe we ignore the ever-growing presence of visible minorities which started in the mid-1980's.
Some of our largest employers and institutions have only recently developed diversity policies, later than their counterparts in other comparable cities which have a high number of visible minorities and immigrants. I often scan the diversity plans of the public service organizations in London and it would appear that the effort or the kind of approach being used – if at all – are not producing much in terms of achieving a representative workforce, let alone diversity in leadership.
My observations are consistent with the findings which indicate a very low level of visible minority participation, notably 5.3 per cent on agencies, boards, and commissions. Their lack of participation at these levels can have ramifications for how services are delivered, in addition to resource allocation.
Furthermore, there is a tendency, especially with boards, to recruit people they know, often friends and co-workers, to fill vacancies. This can perpetuate the lack of representation and the effort to create a more diversified board and committees.
It is startling how many workplaces have not implemented the strategies and best practices that can help mitigate these gaps. How might we explain the disconnect? There are a multitude of reasons why this occurs and this is key to understanding the problem of under-representation in London’s publicly-funded organizations.
Consider these possibilities:
· Foreign credentials and work experience are not recognized. Generally speaking, if an applicant has not graduated from a leadership program in North America or the U.K , there is a good chance their education in leadership may not be recognized. Leadership experience from other parts of the world may not be taken into consideration for a host of reasons, including cultural differences in how we do business and interact with employees.
· Effective leadership requires highly developed communication skills: in person, in writing and over the phone. An internationally-trained applicant is disadvantaged if they have a pronounced accent and have an indirect style of communication. Interviewer bias can hamper heavily-accented applicants, who may be mistaken as unqualified because they speak differently. Across cultures, there are variations in how we conduct meetings, presentations and write reports. The Canadian standards are often learned in school or through work experience.
At civic level: zero
The number of visible minorities and immigrant leaders in municipal organizations is at a glaring zero per cent!
Given that government organizations are held to a higher standard than the private sector to have a reflective workforce, as well as to meet Employment Equity standards, this represents a failure of implementation and consequently lost opportunities for diversifying the workforce and gaining new skills and perspectives.
With increasing job insecurity, good benefits and salaries, public service employees are not likely to leave their jobs. Understandably, this represents fewer opportunities for external applicants to get hired.
It would be interesting to know if the City of London has an internal mentoring program to assist aspiring leaders. Research consistently indicates that visible minorities and immigrants find a lack of mentors in the workplace.
Successful leaders often attest to the significance of mentors throughout their careers. There have been some attempts over the last few years to develop internships for immigrant professionals at the City of London. However, it is hard to know if this experience translated into permanent employment with the City.
Finally, we cannot overlook bias and racism in the recruitment and selection process, although it does not probably explain the huge disconnect between the population and their representation in the workforce. In my experience, if the leadership in an organization is not familiar with the business benefits of a diverse workforce, they are very unlikely to support and initiate programs which can facilitate the entry and promotion of visible minorities within their organizations.
Evelina Silveira is the President of Diversity at Work in London, a three-time award winning firm which specializes in creating inclusive workplaces and diverse customer bases. She has co-authored two globally acclaimed books and is the publisher of the Inclusion Quarterly.
AT Thursday’s Surrey Board of Trade Innovation Awards Lunch, the winners were: Young Innovator Category Recognizes the entrepreneurial spirit of an individual less than 30 years of age who has demonstrated innovative thinking through the research and / or development of a technology-related product or service Winner: Shawn Davis – Compy Inc. Compy […]
-- Canada's economic development minister Navdeep Bains at a Public Policy Forum economic summit