Occupational Accommodation for New Immigrants
and Refugees in Newfoundland and Labrador:
Understanding the Roadblocks, Challenges and
Barriers in Labor Market Integration
Final Report
Sponsored by
Multicultural Women's Organization of Newfoundland and
Labrador (MWONL)
Funded by
Atlantic Metropolis of Excellence, Human Rights and Social Justice Domain,
St. Thomas University, Fredericton, NB
Researched and Written by
Kaberi Sarma-Debnath, RSW
&
Yamuna Kutty
January 2006
Occupational Accommodation for New
Immigrants and Refugees in Newfoundland and
Labrador: Understanding the Roadblocks, Challenges
and Barriers in Labor Market Integration
Final Report
Sponsored by
Multicultural Women's Organization of Newfoundland and
Labrador (MWONL)
Funded by
Atlantic Metropolis of Excellence, Human Rights and Social Justice Domain,
St. Thomas University, Fredericton, NB
Researched and Written by
Kaberi Sarma-Debnath, RSW
&
Yamuna Kutty
January 2006
2
3
Table of Contents
1. Acknowledgements
4
2. Abstract
5
3. Introduction
6
4. Background
7
5. Research Methodology
9
6. Concepts
10
7. Some Facts
11
8. Results and Discussion
11
9. Future Directions Recommended
28
10. Conclusions
29
Appendix I
Useful Websites
31
Appendix II
Links to Various Resources for Foreign Trained Immigrants
32
Appendix III
Links to Women’s Resources
33
Appendix IV
References
34
Appendix V
Multicultural Women’s Organization of
Newfoundland and Labrador
35
4
Acknowledgements
The completion of this report would not have been possible without the
cooperation and recommendations of countless individuals who contributed their
time to discuss the challenges faced in entering the workforce in Newfoundland
and Labrador. The researchers of Multicultural Women's Organization of
Newfoundland and Labrador (MWONL) express their appreciation to Atlantic
Metropolis of Excellence, Human Rights and Social Justice Domain, St. Thomas
University, Fredericton, NB; and especially to Dr. Michael McGowan, for financial
support. Our special thanks and appreciation to the Advisory Committee
members Jenny Paiva, Leo Massaquio, Grace Okwera and Margaret Madden
for their input and support.
Thanks also go to the committee members of MWONL for their ongoing support
in all phases of the study and to Suhasini Gadag and Michelle Debnath for their
contributions in data entry. Finally, thanks to Grace Okwera for editing the
questionnaire and to Khokan Sikdar for help in the statistical calculations for this
study. Thanks to Eileen Kelly-Freake of Association for New Canadians for
providing the space for job information and interview sessions. Contributions and
the participation of immigrants and refugees have been invaluable.
The opinions and interpretations in this publication do not necessarily reflect
those of the Multicultural Women’s Organization of Newfoundland and Labrador.
Kaberi Sarma-Debnath, RSW
Yamuna Kutty
Multicultural Women’s Organization of Newfoundland and Labrador
January, 2006
5
Abstract
Employment has been identified as a key settlement issue for the economic
integration of the participants into the Newfoundland and Labrador society. The
immigrants and refugees of St. John’s are experiencing greater challenges to
access the local labour market. The present study shows well-documented
barriers and challenges for immigrants to enter the work force and to access their
regulated professions and trade. This study focuses on the dimension of the
occupational accommodation challenges the new immigrants and refugees
experienced. It also examines key issues they faced in entering the job market,
the availability and their awareness of employment-related information services.
Included, are suggestions for the service providers and the provincial
government to improve the job entering situation and to find paid employment
appropriate to newcomers’ education and work experience.
Barriers to employment include policy deficiencies in the public and private
sectors, structural issues, the un-receptiveness of employers to overseas
qualifications, job-related information gap, lack of proficiency in the English
language and the opportunity to gain Canadian experience. The results of the
present study indicate that more than half of the participants are highly educated.
But, many immigrants find that their academic credentials have little value at
Canadian universities and to employers. A number of participants also reported
the experience of discrimination in finding a job.
Some of the important suggestions were to promote existing credential
recognition services and to offer more language training. The employers need to
be more knowledgeable of the skills and abilities of the newcomers to provide
opportunities in getting Canadian work experience.
6
Introduction
Economic integration is not the only benchmark of success, but it is the core
measure of equity and opportunity that characterizes success for immigrants.
Without jobs, immigrants place a burden on governments and on their own
communities. Immigrants’ skills help to build our country and fuel our economy.
Canadian immigration policy makes attracting highly educated and skilled
immigrants to Canada a priority, but they end up working in a different field and
thus wasting their training, talent and expertise. This leads to a net loss for the
country of origin, for Canada, and for the migrants themselves.
St. John’s, like most other Canadian cities, is becoming increasingly diverse and
every year people from different parts of the world with diverse characteristics
migrate to this town. There are sad stories of immigrants and refugees who have
migrated from their homeland, voluntarily or forcefully, struggling in this city for
economic integration. While Newfoundland and Labrador attracts 400 immigrants
(approx.) annually, the province retains only 36 percent (1). The present research
shows that immigrants and refugees of St. John’s are disadvantaged in the labor
market and are facing more challenges to economic integration.
This study explores the situation of new immigrants and refugees of St. John’s by
collecting the information on labor force participation and unemployment.
Findings show that the experiences of immigrants in the economic life of a new
country vary greatly and are also based on a number of different factors like job
opportunity, human capital (as measured by the education, language and other
skills of the immigrants), availability of public assistance for unemployed
_________________________________________________________
(1) An Immigration Strategy for Newfoundland and Labrador: Opportunity for
Growth, Discussion paper, June 2005, p 6-7.
7
immigrants, racial and ethnic discrimination/tolerance in the workplace; and other
similar factors. A large portion of the study participants were unemployed, while
some had low income jobs. As a result, they have become more vulnerable to
participate fully in the economic life of their new country.
Background
Canada is a country of immigrants, with most of its citizens either immigrants or
descended from immigrants. It is estimated that by 2011, immigration will
account for all of Canada's labour force growth. The approximately 200,000
immigrants that come to Canada every year are classified into three broad
categories: Economic Class (skilled workers, business people, live-in caregivers,
provincial nominees and their spouses), Family Class (spouses, partners,
children, parents and grandparents of existing Canadian citizens) and Protected
Persons (refugees). Each year, thousands of immigrants encounter daunting
barriers in their attempts to find jobs that are meaningful and appropriate to their
qualifications, training and work experience. Among these barriers the crucial
ones are the non-recognition of foreign credentials, linguistic difficulties, limited
networks, and lack of ‘Canadian experience’.
Immigrants come to Canada with high hopes of building happy and prosperous
lives for themselves but, once here, most of them are unable to work in their
careers of choice. They face high levels of unemployment or underemployment
and thus unable to fully participate in Canadian society. Their voices and stories
go unheard. It is in everyone’s interest that newcomers to Canada are
encouraged and given the opportunity to participate and contribute to our society.
The poverty and unemployment rates amongst groups of recent immigrants were
especially high. In 1998, poverty amongst recent immigrants was double the
8
Canadian rate and their annual wages and salaries were one-third less than
those of other Canadians.
Immigration Canada statistics indicate that recent immigrants are highly
educated; 36% of immigrant men and 31% of women have university degrees.
By comparison, 18% of Canadian-born men and 20% of women have university
degrees. In Newfoundland and Labrador, of the 359 immigrants, who came in the
year 2003, 34% had university education, including 10% with either a Master’s
degree or a Doctorate (1). The present study supports this fact (60% have
university degrees), but many immigrants find that their academic credentials
have little value at Canadian universities and employers. The barrier to
meaningful employment for immigrants has a deep negative impact on them.
Many experience reduced confidence, stress, mental and health problems,
ultimately increasing social service costs.
A recent project report pointed out the barriers to economic integration of
immigrants of Newfoundland and Labrador (2). The researchers mentioned that
finding appropriate employment emerged as the key barrier for nearly all the
women they spoke to, from all levels of education and all kinds of previous
experiences. It was noted in the report, “their frustration levels are overwhelming
and we fear that the province will lose the cohort to other parts of Canada if we
do not find a solution to this problem”.
Employment has been identified as a key settlement issue, and the reasons for
the difficulties experienced by new migrants and employers are still underrepresented
in
the
development
of
strategies
to
help
immigrants
of
Newfoundland and Labrador integrate into the workforce.
___________________________________________________________
(2) Porter, M. et al.2005. Recent Immigrant Women in Newfoundland and
Labrador: Problems and Perspectives, Atlantic Metropolis Center of Excellence.
9
Barriers to employment include policy deficiencies in the public and private
sectors, structural issues and informational needs of migrants. Disadvantage to
immigrants seeking to enter the labor force in Newfoundland can result in
negative outcomes for both the immigrants and the wider society. Communitybased strategies to accept, recruit and integrate new migrants into the workforce
would facilitate the objectives of the Canadian Immigration Policy.
The objectives of the study were:
1. To explore the specific barriers a newcomer faces in entering the labor
market in St. John’s, Newfoundland and Labrador.
2. To identify key issues which affect the job search for immigrants and
refugees.
3. To seek recommendations in developing tools and resources that respond to
the settlement needs and meaningful employment of this group.
Research Methodology
A total of 40 participants from different ethnic groups in the age range of 25 to 55
years were selected. This age group had more recent labour market experience
and also an interest to enter the job field. Respondents were selected from local
ethnic organizations, Multicultural Women’s Organization of NL’s membership
list, and personal contact. Throughout the study, an advisory committee provided
direction and input into all phases of the research.
The research sought to:

’ workforce integration

their job search experience

their recommendations
10
Concepts
A. Integration
As early as 1952, the United Nations Economic and Social Council, recognizing
its complexity, defined integration as a "gradual process by which new residents
become active participants in the economic, social, civic, cultural and spiritual
affairs of a new homeland. It is a dynamic process in which values are enriched
through mutual acquaintance, accommodation and understanding. It is a process
in which both the migrants and their compatriots find an opportunity to make their
own distinctive contributions".
B. Settlement
Settlement is defined as "a long-term, dynamic, two-way process through which,
ideally, immigrants would achieve full equality and freedom of participation in
society, and society would gain access to the full human resource potential in its
immigrant communities" (Settlement Counseling: A Training Guide (OCASI,
1991:8). Integration and settlement includes the following elements:
Elements
Economic
Social and Cultural
Integration

Entering the job market

career advancement

financial independence

established social network

socialization and quality leisure

adaptation of food, cultural activities etc.
Some Facts
11
In Newfoundland and Labrador, the number of immigrants is very low. Also the
province has a low retention rate, which Statistics Canada has reported at 36%,
the lowest of all provinces.
Out of a total of 2,401 immigrants that arrived
between 1998 and 2003, only 864 are still in the province.
* Of the 359 immigrants, who came in the year 2003, 34% had university
education, including 10% with either a Master’s degree or a Doctorate.
(Ref: An Immigration Strategy for Newfoundland and Labrador: Opportunity for
growth, Discussion paper, June 2005, p 6-700).
* According to the 2001 Census, 40% of immigrants aged 25-54 who came to
Canada during the 1990s had a university degree, compared to 23% Canadianborn of the same age group (Statistics Canada, 2003).
Results and Discussion
The data collected from 40 immigrants and refugee participants in the city of St.
John’s, showed the challenges they faced to enter the labour force. Results were
discussed based on gender, level of education, present employment status and
specific employment barriers in Newfoundland and Labrador. Recommendations
were made based on their suggestions.
Out of a total of 40 participants in the study, a majority (75%) were female.
(Figure 1).
12
Figure 1. Participants by gender
80%
75%
70%
60%
50%
40%
30%
25%
20%
10%
0%
Female
Male
Most of the participants of this study were educated. More than half (60%) in both
genders were highly educated and had a university degree upon arrival in
Canada and 25% had high school and college degrees (Table 1).
Table1. Education level upon arrival in Canada by gender
Level of Education
Female (%)
Male (%)
Total (%)
High School
20.0
10.0
17.5
College
10.0
0.0
7.5
Technical Education
6.7
10.0
7.5
University
60.0
60.0
60.0
Others
3.3
20.0
7.5
100.0
100.0
100.0
Total
A majority of the participants (65%) are in the age group of 25 to 54 (Figure 2),
and most of them are job seekers and main consumers of the labour market.
13
Figure 2. Participants by age groups
40.0%
35.0%
30.0%
25.0%
20.0%
15.0%
10.0%
5.0%
0.0%
24 or younger
25-34
35-44
45-54
55 and above
Irrespective of gender, 60% of the participants received education or training
after their arrival in Canada indicating that, in this study, gender has no influence
for immigrants and refugees in receiving education or training (Table 2).
Table 2. Education/training received in Canada by gender
Education/training
Female (%)
Male (%)
Total (%)
Education received
60
60
60
Not received
40
40
40
Total
100 (30)
100 (10)
100 (40)
Figures in parenthesis indicate number of respondents in corresponding cells
14
More than half of the participants in this study were unemployed (60%) at the
time of the study though they had a higher education level. (Table 3)
Table 3. Participants’ present employment status
Employment Status
Number
%
Employed
14
35
Not employed
24
60
No answer
2
5
Total
40
100
The results showed that the majority of participants (73%) did not integrate into
the job market. This indicates that there might be a number of reasons for their
lower rate of labour market integration (Table 4).
Table 4. Responses about job market integration
Responses
Number
%
7
26.9
19
73.1
26
100.0
Yes
No
Total
15
Regarding Job challenges in Newfoundland, 90% of the responses showed that
the challenges here are different to those in other parts of Canada.
Table 5. Job challenges in Newfoundland are different to those in other
parts of Canada
Responses
Number
%
Yes
27
90
No
3
10
Total
30
100
The results showed that while a majority of the below university degree
participants experienced employment challenges, the interesting fact was that
95% of the participants with university degree were in the same boat. (Figure 3).
Figure 3. Immigrants encountered challenges when
looking for employment by level of education
Figure 4. Immigrants encountered challenges to look for
employment by level of education
Yes
5%
No
43%
57%
Below University
95%
University
16
Age was also an important factor of migration; a majority (73%) of the age group
between 35 to 44 years migrated to Canada for humanitarian reasons. In the age
group of 25 to 35, family reunification was also an important cause of moving. It
can be pointed out here that only 15% of the participants migrated to
Newfoundland and Labrador for business or entrepreneurial reasons (Table 6).
Table 6. Reasons for immigration to Canada by age
Age group
Reasons for
Immigration
24 or
55 and
younger
25-34
35-44
45-54
above
Total
0.0
14.3
0.0
10.0
0.0
7.7
33.3
7.1
0.0
0.0
0.0
5.1
Family reunification
33.3
42.9
.0
30.0
0.0
25.6
Humanitarian
33.3
21.4
72.7
50.0
0.0
43.6
0.0
14.3
18.2
10.0
100
15.4
0.0
0.0
9.1
0.0
0.0
2.6
100
100
100
(14)
(12)
(10)
Employment
Student Temporary
Work
Business or
Entrepreneurial
Other
Total
100 (3)
100 (1)
100
(40)
Figures in parenthesis indicate number of respondents in corresponding cells.
17
Our study showed that although a considerable portion of participants (43%)
migrated to Canada for humanitarian reasons, family reunification was the next
important factor in moving. (Figure 4).
Figure 4. Reasons for immigration by gender
Female
Male
50
45
Response in %
40
35
30
25
20
15
10
5
0
Employment
Student
Temporary
Work
Family
reunification
Humanitarian
Business or
Entrepreneurial
Other
Lack of Canadian experience, language difficulty and recognition of academic
credentials are the three major challenges faced by the participants to enter the
job market. Also, possible discrimination and lack of search knowledge were
referred as challenges by a considerable number of participants (Table7).
18
Table 7. Responses on common employment challenges faced by recent
immigrants to Canada
Type of challenges
% of response*
Lack of Canadian experience
55.0
Language difficulty
50.0
Recognition of academic credentials
50.0
Possible discrimination
40.0
Lack of knowledge on job search
30.0
Financial problems
20.0
Personal difficulty with integration into
17.5
Canadian culture
Legal Problems
12.5
Others
2.5
(*multiple responses)
Most important and unique job challenges faced by the participants in
Newfoundland (Table 8) were: recognition of academic credentials, language
difficulty and the third important factor was lack of Canadian experience.
These results are a lot similar to the responses of recent immigrants to Canada
in Table 7.
19
Table 8. Response of unique job challenges faced in Newfoundland by
recent immigrants
Unique job challenges faced in Newfoundland
% of response
Lack of Canadian experience
17.4
Language difficulty
20.0
Recognition of academic credentials
20.9
Possible discrimination
13.0
Lack of job opportunity
10.4
No help from Government
6.9
Legal and financial problems
8.7
Others
2.7
100.0
The results showed that a majority of the participants responded negatively when
they were asked whether the employers and the government agencies were
offering any support in their job search (Table 9)
Table 9. Support from employers and government agencies in job search
Responses
Total
#
%
Yes
5
12.5
No
21
52.5
Don’t know
7
17.5
No answer
3
17.5
Total
40
100.0
20
It appears that the percentage of unique job challenges in Newfoundland and
Labrador were higher than those of overall challenges faced (Figure 5).
Figure 5. Comparison of challenges faced by immigrants
100.0%
90.0%
90.0%
80.0%
78.8%
70.0%
60.0%
Yes
50.0%
No
40.0%
30.0%
21.2%
20.0%
10.0%
10.0%
0.0%
Overall challenges
Unique challenges in NL
Results in Table 10 show that a considerable portion of participants (72.5%)
suggested providing more job training opportunities for new immigrants and
refugees; 62% responded that employers need to be more aware about foreign
degrees and experiences. A simple process of credential recognition services
was suggested by 40.0 participants
21
Table 10. Participants’ opinion regarding important strategies needed for
hiring immigrants
Strategies
% of response
Provide more job training opportunities for new
72.5
immigrants and refugees
Employers need to be more aware about foreign
62.0
degrees and work experiences
Credential recognition services
40.0
Develop hiring that is inclusive
25.0
Encourage occupation-specific language training
20.0
Finally, we tried to list the actions they recommended which need to be taken to
reduce the challenges they faced in order to enter the labour market and their
specific occupations (Table 11).
Table 11. Participants’ recommendations to policy makers to offer effective
employment-related support services
List of Recommendations
% of Responses
Opportunity of getting Canadian work experience
62.5
Job search assistance (to help with resumes, cover letters,
47.5
reference lists)
Opportunity to work in related volunteer sector
40.0
Monthly Job Finding Club
37.5
Local, provincial and national labour market information
35.0
Wealth of job postings and employment related information
30.0
sessions
Employment counseling
22.5
Others
5.0
22
The participants are from different ethnic groups and they spoke fifteen different
languages which are listed in Table12.
Table 12. Refugee and new immigrant participants by language spoken at
home
Language
Frequency
Percent
Amharic
2
5.0
Arabic
3
7.5
Bengali
4
10.0
Creole
2
5.0
Chinese
2
5.0
English
2
5.0
German
1
2.5
Hindi
2
5.0
Kannada
2
5.0
Korean
1
2.5
Croatian
1
2.5
Malydam
1
2.5
Moldavian
1
2.5
Romanian
1
2.5
Russian
2
5.0
Serbian
1
2.5
Spanish
8
20.0
Swahili
1
2.5
Tamil
1
2.5
Urdu
2
5.0
Total
40
100.0
23
Opinions and quotes of new Immigrants and refugees regarding
job challenges in Newfoundland and Labrador:
Research participants seemed to be aware about the Newfoundland and
Labrador job situation. Also, they realized that they may be hired for some
minimum wage job if they don’t have Canadian degrees or experiences.
“The employment opportunities are very limited in this Province ”
“The immigrants find jobs only in some area like housekeeper, baby sitter or
waitress. But very difficult that the company recognize your experience and
knowledge about other areas which you have expertise.”
“Qualification from their mother countries were not being recognized, not seen as
competent enough for any job in the province”
Regarding the challenges they faced to enter in local labor market, it clearly
revealed that the majority of the participants found it hard to access the right job
hunting resources and tools:
“Overall, in every phase from finding the right resource to applying for a suitable
position, usually all hard work is in vain. There is lot of confusion especially when
one is trying to find the resources, and you finally find it and apply for the job you
are refused saying that there is either no job opening or it will be given internally.”
Getting Canadian experience is one of the priorities of getting a job anywhere in
Canada. A significant number of participants found it hard to get even the
opportunity of achieving Canadian experience.
24
“It is also said that unless you don’t have experience from this province it will be
hard for one to find a job here. But, my question is: if no body gives you a chance
or hires you here than how can you get experience!.”
“No opportunities, no encouragement, no help from government. Employment
inequality is more prominent in Newfoundland”.
Specific employment barriers and challenges of immigrants and
refugees of Newfoundland and Labrador
1. Inadequacy of Complex Foreign Credential and Skills recognition
process: Employment in some professional occupations in Canada is subject to
regulations such as licensing, or membership in an association. New immigrants
and refugees to Newfoundland and Labrador who were educated and trained
outside Canada must meet the standards before they can practice in a regulated
occupation. Some of the participants referred to this licensing process as
complicated, time consuming and expensive.
This situation is a particular problem for qualified immigrants and is very
complex. The assessment tools are not always easily accessible and all facilities
are not available in Newfoundland and Labrador. At the same time, foreigntrained workers with experience in the trades are often not counseled before they
leave their home countries about the potential problems they may encounter in
having their qualifications recognized once in Canada. Thus, upon arrival in
Canada, immigrants are frequently frustrated to discover that they are not eligible
to practice their profession. As a result, many immigrants had to take jobs for
which they are over-qualified, or which have nothing to do with their training and
experience. The longer these individuals remain outside of training or work in
their chosen field their prospect of working in the professional areas decreases.
25
We got this picture in our study where some of the physicians were facing the
same frustrating challenges.
2. Only jobs available in St. John’s for new immigrants are low paying or
minimum wage: The majority of participants responded that the only jobs
available in St. John’s are low paying and unskilled minimum wage jobs. The
immigrants find jobs only in some areas like house cleaning, baby sitting or as a
waitress. The reason is when applying for a position, the criteria of the employer
requiring Canadian experience and references was always very difficult for the
new immigrants to fulfill. Also, the hiring authority has a lack of information and
awareness of the foreign degree, knowledge, training, experience and
credentials.
3. Language Barriers
4. Unfamiliarity with the "Canadian Way" of job search
5. Difficulties with unwelcoming workplaces or shortcomings of workplacebased and technical training environments
6. Concerns with the lack of support in preparing newcomers to enter the
work force
26
Participants’ suggestions
1.
Employers need to be more knowledgeable and respectful of the
newcomers’ skills and ability
2.
Promote existing credential recognition services and develop new services
where appropriate
3.
Improve language training, especially occupation-specific language
training
4.
Create tools to encourage cultural understanding
5.
Provide opportunity of getting Canadian work experience for immigrants.
6.
Create opportunity to work at related voluntary sectors
7.
Offer adequate and useful practical training such as, workplace and
community-based training
8.
Provide employment counselors who are familiar with new immigrants’
challenges and issues and will help in the job search process, with
resumes, cover letters, reference lists, and career or training search
9.
Hold employment related information sessions
Case Study: Ms. J.
Ms. J moved to Canada from Germany in the year 2000, for personal reasons.
She was a midwife for 14 years there. In Newfoundland she did not find any
encouragement to practice her training. Disappointed, she looked around for
jobs that she could do. The only jobs available were low paying, minimum wage
unskilled jobs. Being an active and independent lady, social assistance was not
her choice. She decided she would go into business for herself. The finances
she had brought in was already invested towards buying a modest home. In
Sept 2003, she decided to mortgage the home for $60,000 and set up a small but
elegant store downtown, retailing paper and pens as gift articles. The products
were imported from Japan and Germany through Canadian distributors.
27
In her experience Ms. J. found that the City and the Downtown Development
Corporation were of no help to her. They did not seem to have any big plan of
how to develop and maintain small businesses in the downtown area. Ms. J was
struggling alone, putting in hours and hours of work and sleepless nights, with no
cooperation or appreciation from any of the bigger stores around, or the city. The
City did not seem to care either as long as they got their taxes. Sadly, July 31,
2005 Ms. J. had to shut down her store for ever.
Looking back, Ms. J. feels she was naïve in thinking that a small business could
pay off. She also blames herself for not having any retail experience. Big
business branches that have head offices elsewhere were the ones that did well.
Ms. J. does not blame anyone but herself even though she feels she could have
used a bit of support from the city and existing businesses. A tax break for small
business for the first couple of years would have been helpful. The barriers to her
were the heavy taxes and the lack of accreditation for her training.
At present, Ms. J. is trying to pay off the mortgage by working at two temporary
jobs helping out at a bed and breakfast and also being a courier driver. These
jobs don’t offer any benefits, health insurance, EI or retirement savings. Even
though Ms. J. is not used to her current style of living, I found her a cheerful,
admirable and energetic person making the best of what she has.
Future Directions Recommended for Government and Policy
Makers
28

Offer programs and services leading to employment and career advancement

Governments could develop programs to assist employers to improve training
for all employees and encourage employers to hire immigrants

A commitment is needed across and within levels of government to agree
upon guiding principles for the funding of immigrant employment initiatives.
There needs to be a new implementation strategy that provides a continuum of
employment-related interventions

Employment
information
services
and
response
to
concerns
about
employment challenges need to be accessible to all who need them

Services need to be offered in an inclusive manner, respectful of, and sensitive
to diversity

Provide a welcoming environment where immigrants and newcomers feel
comfortable to voice their concerns

Undertaking outreach, so that services are known to those who might benefit

Communicate effectively with local ethnic organizations about federal and
provincial employment related programs and services to support new
immigrants

Involve clients as volunteers

Assessing and undertaking an individual assessment for each client of needs,
expectations, goals and priorities would help
The results of our analysis need to be considered with care for a number of
reasons:
29

The existence of occupational barriers makes immigrants and newcomers
withdraw from economic and social integration which may have a negative
effect on our society in the long run.

There are some informal occupational barriers we identified that were an
absolute obstacle to the employment of new immigrants.
We recognized the limitation of our analysis and that the numbers would not
be large enough. Part of the hiring of immigrants and non-immigrants in an
occupation may be due to differences in the level of education and training
from their country of origin. However, because of the small size of the
professional respondents, we could not get much information regarding
credential recognition challenges in this study.
Conclusions
The psychological and social consequences of unemployment and underemployment of the immigrant and refugee are significant. At the macro level,
communities are failing to capitalize on the valuable talents and skills that
immigrants bring to their new home. At the individual level, unemployment and a
decrease in socioeconomic status are associated with a variety of negative
outcomes for immigrants, including increased stress, greater social isolation and
lowered self-esteem.
In conclusion, the findings point to a disadvantage to immigrants seeking to enter
the labor force in Canada. This disadvantage can result in negative outcomes for
both the immigrants and the wider society. Community-based strategies to
accept, recruit and integrate new migrants into the workforce would facilitate the
objectives of Canadian skilled immigration policy for “capacity-building,
30
sustainable growth and innovation; global connectedness; and thriving and
inclusive communities”.
Canada’s impending labour shortages and an increasing reliance on immigrants
to offset the shortages mean that organizations need to make their workplaces
more welcoming to the large and growing population of visible minorities.
31
32
Appendix I
Useful Websites
EMPLOYMENT RELATED LINKS
Government of Canada - www.canada.gc.ca
Human Resources and Skills Development Canada - www.hrsdc.gc.ca
Public service jobs: www.jobs.gc.ca; www.employmentnews.com
Electronic Labour Exchange - http://www.ele-spe.org
Online Career networking: www.careers.org
LABOUR MARKET INFORMATION
HRSDC Labour Market Information: www.lmi-imt.hrdc-drhc.gc.ca
Job Futures Canada: www.jobfutures.ca
Electronic Labour Exchange: www.electroniclabourexchange.ca
Canada’s Business and Consumer Site: www.strategis.gc.ca
Canadian Business Directory: www.cdnbusinessdirectory.com
Occupational Descriptions/Ins &Outs of jobs: www.jobprofiles.com
JOB SEARCH SITES
Globe and Mail: www.careerstheglobeandmail.com
Government Jobs: www.gojobs.gov.on.ca
Hospitality jobs: www.hcareers.com
Information Technology jobs: www.itac.ca
Job Bank: www.jobbank.gc.ca
Job Bus: www.jobbus.com
Job Search Site: www.jobshark.com
Job Search Site: www.monster.ca
Job Search Site: www.careerclick.com
Job Search Site & Job Search Techniques: www.mazemaster.on.ca
33
Appendix II
Links to Various Resources for Foreign Trained Immigrants

Academic Credential Assessment: Internationally Trained Workers - Skilled
Newcomers Entering the Workforce can have an Assessment of their
Credentials to see how they compare to Ontario education standards.

Canadian Information Centre for International Credentials: credential
assessment process - evaluates your past schooling or work experience
to determine what you are qualified to do.

Centre for Foreign Trained Professionals and Tradespeople (CFTPT): Is a
FREE
and
unique
program
that
assists
internationally
trained
professionals and trades people in finding work related to their skills or
professional background.

Equal Opportunity, Gateway to Diversity: You can get help with job
search, resume writing and the interview process.

Immigrant Women's Job Placement Centre: Assists women of diverse
backgrounds in achieving their employment goals. Can look for a job or
get training and more.

Immigration and Refugee Protection Act: The new Immigration and
Refugee Protection Act (IRPA) became law on June 28, 2002. Outlines
how it affects you, legal details and reference guide.

Occupational Fact Sheets: Hosted by Contact Point, this site contains info
of relevance to foreign-trained professionals seeking employment in
Canada

Prior Learning Assessment and Recognition (PLAR): Provides learning
and training opportunities for immigrants and refugees so that they can
participate in the workplace and the wider community
34
Appendix III
Links to Women’s Resources

Canadian Federation of University Women: CFUW are active in public
affairs, working to raise the social, economic and legal status of women,
as well as to improve education, the environment, peace, justice and
human rights.

Canadian Women's Health Network: Sharing information, resources and
strategies, and building links to improve women's health.

Focus for Ethnic Women: Enhances self-esteem, promotes personal
empowerment for ethnic women. Many programs, work placement
opportunities, and links.

Webgrrls International: Forum for women interested in new media and
technology. Exchange job and business leads; mentor and intern. High
tech job search tips.

Women's Continuing Education on Line: On-Line learning, online courses,
and online continuing education for women for career development and
personal enrichment.

Womenspace: Gives you access to magazine, articles and links you to
Canadian Women's Internet Directory.
35
Appendix lV
References
Basran, Gurcharn S. and Li Zong. 1998. Devaluation of foreign credentials as
perceived by visible minority professional immigrants. Canadian Ethnic Studies
30 (3): 6-23
Cambridge, Mass.: Cambridge University Press. Thompson, Eden Nicole. 2000.
Immigrant occupational skill outcomes and the role of region- specific human
capital. Research on Immigration and Integration in the Metropolis: Working
Paper Series #00-04.
Hiebert, Dan 1997. “The Colour of Work: Labour Market Segmentation in
Montréal, Toronto and Vancouver, 1991.” RIIM Working Paper Series, #97-02,
1999.
Mass.: Cambridge University Press. Thompson. Research on Immigration and
Integration in the Metropolis: Working Paper Series #00-04. Waldinger, Roger D.
1996. Still the Promised City? African-American and New Immigrants in
Postindustrial New York. Cambridge: Harvard University Press
Pendakur, Kishna and Ravi Pendakur. 1998. The Colour of Money: Wage
differentials across ethnic groups. Canadian Journal of Economics 31 (3): 51848.
Pendakur, Ravi and Fernando Mata. 1999. Where do immigrants work?
Tracking industrial location propensities of 1960s immigrants. RIIM Working
Paper Series #99-13.
36
Pratt, Geraldine. 1999. From registered nurse to registered nanny: Discursive
geographies of Filipina domestic workers in Vancouver, B.C. Economic
Geography 75 (3): 215-36.
Preston, Valerie and Wenona Giles. 1997. Ethnicity, gender and labour markets
in Canada: A case study of immigrant women in Toronto. Canadian Journal of
Urban Research 6 (2): 135-59.
Wanner, Richard A. 2000. Shifting origins, shifting labour markets: Trends in the
occupational attainment of male immigrants to Canada, 1971-1991. Paper
presented at the 4th National Metropolis Conference, Toronto, March 2000
Waldinger, Roger D. 1996. Still the Promised City? African-American and New
Immigrants in Postindustrial New York. Cambridge: Harvard University Press.
Wanner, Richard A. 2000. Shifting origins, shifting labour markets: Trends in the
occupational attainment of male immigrants to Canada, 1971-1991. Paper
presented at the 4th National Metropolis Conference, Toronto, March 2000
37
Appendix V
Multicultural Women's Organization of Newfoundland and
Labrador (MWONL)
History
Multicultural Women’s Organization of Newfoundland and Labrador (MWONL) is
a non-profit, voluntary, community-based organisation. It was founded in 1982
after a conference on immigrant women in Toronto in March 1981. The
Organization has a representation on the National Organisation of Immigrant and
Visible Minority Women of Canada (NOIVMWC).
MWONL strives to promote quality of lives of multicultural women in this
province. An elected board of members from diverse cultures governs the
organization. The organization promotes positive relationships among the ethnic
groups and local people.
Goals

to identify the socio-cultural needs of multicultural women at the
provincial level

to provide support and offer advocacy to the rising issues of multicultural
women of the province

to heighten public awareness on the status of immigrant women of the
province and in Canada

to promote changes where necessary to enhance the quality of
multicultural women’s lives
Mission
The mission of MWONL is to ensure the rights of multicultural women, to
empower their capacity and to share cultures.
MWONL provides advocacy
education to local ethnic women while promoting positive relationships among
38
the multicultural women and the local population. The organization works to
promote changes where necessary.
Activities

To encourage women from different backgrounds to participate in incomegenerating work MWONL organizes International Food and Craft Fair in
March of every year.

To honor ' WOMEN and MOTHERS' we celebrate "Mothers Day" in May
of every year. During the year MWONL have social, recreational,
educational and cultural events.

MWONL is always involved in research and projects of interest like
women's abuse, youth and seniors and the ethnic population.

Help newcomer women in different capacities to adjust in their new
country, compile resource directory to help new comers, and refugee
sponsorship

Arrange speaker series and forum discussions, participate in relevant
workshops, conferences and fairs

Regularly publish our newsletter "Sharing Thoughts"

Organize fundraising activities
A few of MWONL's Projects:
2006
Breaking Isolation: Health and Wellness of the Immigrant community members of
St. John’s, project funded by Wellness Coalition – St. John’s Region, Health &
Community Services
Project Coordinator: Kaberi Sarma-Debnath
39
Equality, Empowering and Building Abilities: A Gender Based Action Plan for
Immigrant and Refugee Women, funded by the Status of Women Canada
Coordinator: Kaberi Sarma-Debnath
2005
Occupational Accommodation for New Immigrants and Refugees in
Newfoundland and Labrador: Understanding the Roadblocks, Challenges and
Barriers in Labor Market Integration”, sponsored by MWONL, funded by
Atlantic Metropolis of Excellence, Human Rights and Social Justice
Domain.
Principle investigator, Kaberi Sarma-Debnath and Co-investigator Yamuna
Kutty
2004
"People Personality and Contributions of Foreign-born Canadians: selected
Profiles", sponsored by MWONL, funded by Canadian Heritage.
Project Coordinator: Kaberi Sarma-Debnath
Cross-cultural Collaboration: Supporting Immigrant Families, 2003-2004,
Sponsored by Health Canada
Project Coordinator: Lloydetta Quaicoe
1995
Working with the Abused Immigrant Visible Minority Women: Guide for Service
Providers, sponsored by MWONL
Project Coordinator: Melly Swamidas, MWONL
1992
Community Resource Guide, Sponsored by MWONL, 1992
Project Coordinator: Melly Swamidas
40
For copies, please contact:
Kaberi Sarma-Debnath, RSW
Vice President
Multicultural Women’s Organization of Newfoundland and Labrador (MWONL)
Phone: (709) 576-5501
E-mail: debnath@nl.rogers.com
41