New Realities. New Opportunities.

Engaging employers on immigrant employment

Elizabeth McIsaac, TRIECToronto LIPs Labour Market Meeting14 April 2010

• Established in 2003• Focus on finding solutions for including highly skilled

immigrants in Toronto Region labour market• Multi-stakeholder collaboration: employers, universities,

colleges, unions, community and immigrant organizations, occupational regulatory bodies, all three levels of government

• Vision: A Greater Toronto Region that prospers by fully engaging the contributions of skilled immigrants.

What is TRIEC?

Employer engagement

AWARENESS

Increasing employer awareness of the value of immigrant skills, education and experience

public awareness (print, TV ads, media / public relations) Strategy development: identification of partnership opportunities / target groups, setting priorities

ACCEPTANCE

Increasing employer acceptance of the need to explore solutions and opportunities

Relationship development and management

ACTION

Enabling employers to take action and engage in solutions to recruit and integrate skilled immigrants into their workplace

Participation in programs Spokespersons Champions Informing solutions

Employer engagement

Challenges

• initial contact• turnover of employer contacts • many contacts within organizations but not coordinated• creating buy-in across all levels • appropriate and effective opportunities for action• long sales cycle • external factors• employer fatigue

What does TRIEC do?

1. Convenes and collaborates with partners, creating opportunities for skilled immigrants to connect to the local labour market. [individual]

2. Works with key stakeholders, particularly employers, building their awareness and capacity to better integrate skilled immigrants into the workforce. [organizational]

3. Works with all levels of government, enhancing coordination and effecting more responsive policy and programs for skilled immigrant employment. [systemic]

Solution• Occupation-specific matches between a newly arrived skilled

immigrant and their established Canadian counterpart• Since 2004, more than 5000 matches have been made• Nearly 80% of mentees surveyed have found full-time positions• Participation of 50+ corporate partners to recruit mentors

Making connections

Immigrants lack professional networks that help make linkages to employment opportunities:

Making connections

Immigrants lack Canadian work experience often required by employers:

Solution• Paid internship program that provides first Canadian work

experience, operated by Career Edge Organization• Since 2003 over 1000 interns have been placed• Currently there are over 350 active host organizations• Nearly 80% of interns secure full-time positions in their field

Building awareness

Building awareness

Immigrant Success Awards

Building capacity

The Employer Roadmapwww.hireimmigrants.ca/roadmap

Building capacity

Employer Workshops

Equip employers with strategies, resources and tools to effectivelyrecruit, select, and integrate skilled immigrants

Recruit: Sourcing channels to attract skilled immigrant job candidates

Select: Recognizing international credentials; Identifying cultural biases and assumptions that can affect hiring decisions

Integrate: Creating inclusive work environments to ensure equal participation; Identifying systemic barriers that can prevent full inclusion; Building Cross-cultural competence (individual, organizational); Creating strategies for educating recruiters, hiring managers, and general employee base

Building capacity