July 25, 2024 Leave a Comment

New report on skilled immigrant women’s pursuit for employment in Canada

In the rich tapestry of immigrant experiences, the narratives of skilled immigrant women often stand out for their resilience, ambition, and the unique challenges they face. A recent research report conducted by JVS Toronto in 2023, titled “Breaking Barriers and Empowering Change: Unveiling the Triumphs, Challenges, and Identity Struggles of Skilled Immigrant Women in Pursuit of Employment,” delves deep into the lives of women-identified participants of JVS Toronto’s Canada InfoNet pre-arrival program, shedding light on their journeys, hurdles, and remarkable successes. The research is based on survey and focus group data, of women who participated in the program from 2020 to 2022.

Here are some of the highlights of the study:

Barriers to Employment

The study uncovers the multifaceted challenges immigrant women encounter in their quest for employment in Canada. Notably, the lack of Canadian work experience emerges as a significant barrier, with 44.9% of respondents citing it as a major hurdle. Additionally, navigating regulated professions and balancing family responsibilities pose formidable challenges. The report reveals how childcare availability affects job searches and underscores the complex interplay between motherhood and career aspirations.

Pre-Arrival Success

Despite these obstacles, skilled immigrant women who receive support from pre-arrival programs like Canada InfoNet have better employment outcomes upon arrival in Canada even though they continue to face systemic barriers when compared to other groups. An overwhelming 82% of these women found employment within six months of arrival, a testament to the efficacy of such initiatives. Their proactive approach to job searching, often commencing before setting foot in Canada, speaks volumes about their determination and preparedness.

Navigating Career Changes and Identity

For some immigrant women, the journey involves significant career transitions, either due to regulated professions or the need for reinvention in a new environment. 29.5% of respondents grapple with navigating regulated professions, while an additional 44.8% find themselves charting new career trajectories in unfamiliar industries. The report highlights the emotional toll of such changes, as many grapple with a loss of identity tied to their previous occupations. For these women, the level of job satisfaction varied with the ones reporting lower satisfaction also reporting a significant loss in self-esteem. The connection between their sense of identity and sense of self was closely tied to their occupational identity. The report also shows how making this decision before arriving in Canada as a result of one’s own choice leads to a stronger identification with their new career and are more likely to consider that a permanent change. Yet, amidst the challenges, there’s a sense of empowerment as these women forge new paths and redefine success on their own terms.

Recommendations for Empowerment

The report also offers actionable recommendations for empowering immigrant women. It calls for gender-sensitive support systems tailored to the unique needs of female immigrants, especially those with children. Integrating settlement, employment, and childcare services could streamline their integration into the workforce. It also emphasizes the importance of mental health support, particularly in the wake of the isolation experienced by remote workers.

In the stories of skilled immigrant women, we find narratives of resilience, determination, and self-discovery. Despite facing formidable barriers, these women exhibit unwavering courage and adaptability. As we reflect on their journeys, it is imperative not only to recognize their triumphs but also to amplify their voices and provide targeted support.

By empowering immigrant women, we enrich our communities, foster diversity, and propel collective progress towards a more inclusive society.

Download the report here

July 24, 2024 Leave a Comment

New report on skilled immigrant women’s pursuit for employment in Canada

Here are some of the highlights of the study:

Barriers to Employment

Pre-Arrival Success

Navigating Career Changes and Identity

Recommendations for Empowerment

By empowering immigrant women, we enrich our communities, foster diversity, and propel collective progress towards a more inclusive society.

Download the report here

November 18, 2019 1 Comment

Myth busters: Is Canadian work experience necessary to find meaningful employment?

Two colleagues discussing presentation on computer at office

The lack of Canadian experience is one of the most common obstacles for newcomers as they pursue meaningful work in their new country. Many report that they continue to face this challenge even after two or more years of living in Canada. But, what does “lack of Canadian work experience” actually mean?

In this webinar:

Our panel of industry experts advise participants on job search strategies and discuss keys questions such as:

Do Canadian employers hire job seekers who are the right fit for the role regardless of the fact that they are newcomers?
Can survival jobs count as Canadian work experience?
Where does the law stand when it comes to employers asking about Canadian work experience?
How can internationally trained professionals demonstrate to Canadian employers that they have what it takes to fit in Canadian workplaces?

[Read more…]

October 15, 2018 4 Comments

How do I deal with the lack of Canadian work experience during a job interview?

The lack of Canadian experience is the most commonly identified barrier identified by newcomers as they pursue meaningful work in their new country; many report that they continue to face this challenge even after two or more years of living in Canada. In response to complaints about these demands from job seekers, in 2013 the Ontario Human Rights Commission (OHRC) added requirements for Canadian experience to the Ontario Human Rights Code as a discriminatory practice. The Code covers a range of hiring practices, including asking about race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability.

The Commission require employers to make hiring decisions without violating the Ontario Human Rights Code. In their publication, Human Rights at Work , under Interviewing and Making Hiring Decisions the OHRC details what employers should avoid asking; this includes questions based on:

Presence or absence of Canadian experience
Landed immigrant status, permanent residency, naturalization or refugee status
Place of birth
Affiliation with a particular “community” or where the applicant “comes from”
Membership in organizations such as cultural or ethnic associations
Name and/or the applicant’s appearance
Name and location of schools attended

What should I do if asked a question that is discriminatory in nature?

Job seekers facing this question in an interview can consider these options:

Answer the question – Weigh the pros and cons of this approach and the risk of it affecting your chances of being hired. It is your right to disclose whatever information you want to the employer.
Refuse to answer – This option could create tension between you and the interviewer. Decide if this is an important principle to you. If so, would you want to work for an employer that asks such questions?
Inform the interviewer that the question they asked does not comply with the Ontario Human Rights Code – The interviewer may not be aware of this fact, have improperly phrased their question, or are concerned about your availability or ability to do the job.

Keep in mind that how you answer a question will make a big difference to the employer’s decision to keep the interview going. Using the right tone of voice and phrasing can also keep the interview moving in a positive direction.

Start by giving the employer the “benefit of the doubt” and they didn’t realize that their question could be perceived as discrimination. Try something like : “You might not know this, but that question violates the Ontario Human Rights Code. I am sure you’ will understand if I prefer not to answer it. I can assure you, though, that my (health/family situation/life circumstances) will not impact on my ability to do the job. You are welcome to speak to my references who can speak to my high work ethic and dedication.”

When the lack of Canadian work experience comes up in the interview, consider:

Preparing for the interview by researching this type of position in Canada and local industry terms, acronyms and related protocols that are typically used. Use these terms during the interview.
Reassuring employers that you have the skills and abilities described in the job posting. Offer examples of how you’ve used such skills in past positions.
Ask the employer about the kind of experience they are looking and describe job tasks that you have that address demonstrate this experience.
Show an openness and willingness to learn for any areas where you have limited experience.

As a job seeker, know your rights that are outlined in the Ontario Human Rights Code, understand the role of the Ontario Human Rights Commission, and what to do if you believe your rights have been violated.

Need more help?

JVS Toronto provides specific employment programs for immigrants and newcomers to Canada to help them navigate the challenges and be successful at securing a job. Find out more: Newcomer Services – Prior to Arriving in Canada

Newcomer Services – after arriving in Canada.

April 6, 2015 4 Comments

Ask the Employment Specialist: No Canadian Experience

Dear Employment Specialist,

Is Canadian experience really required for getting a job in my field in Canada? I am new to Canada and am looking for work in accounting. I have been interviewed several times, and the feedback is that I do not have enough Canadian experience. My Microsoft Excel, QuickBooks and other technical skills are top-notch. These are required for the jobs.

What is going on here?

Signed: No Canadian Experience Eh? (NCEE)

Dear NCEE,

I have discussed this common complaint of our newcomer clients with my colleagues at JVS Toronto and some employers with whom I work. The general consensus from these conversations is that Canadian experience should not vital to getting a job in one’s field in Canada, other than a few cases in highly regulated fields such as engineering, medicine, law, chartered accounting and architecture.

Further, I have heard from countless hiring managers that they recognize and value international experience. First and foremost, it is critical that the client have the skills and qualifications required for the position. I can’t remember a time when I have seen job postings which require Canadian experience, although I know that fee-for-service recruiting firms in architecture and design fields sometimes do require that from their candidates.

Some employers have explained to me that the phrase “lack of Canadian experience” is often code from the interviewer that the candidate will not fit into the workplace or team culture. In addition, this feedback can also be code for “you do not have the technical or soft skills we are looking for.” Often this means that the candidate is not communicating (verbally and non-verbally) and not properly prepared to handle the interview questions, especially the behavioural interview. It is challenging to figure out the workplace culture. This applies to everyone looking for work in the job market. This is a subjective criteria for hiring a candidate, but research demonstrates that likeability is key when interviewers make hiring decisions.

Here are eight suggestions to deal with this obstacle to getting that job offer.

1. Prepare.

Make sure to do the best job possible in preparing your resume and cover letter, and getting ready for your in person and telephone interviews. Research the company, the job descriptions, and identify the employees who might be interviewing you. Learn the values, the workplace culture, and the nature of the business. Use social media resources such as LinkedIn and Twitter to do this. Prepare effective behavioural interview responses. Seek out employment services for newcomers such as those offered by JVS Toronto newcomers services. Look for sector-specific employment program for newcomers, job search workshops for new immigrants, as well as any opportunity to work with an employment counsellor and job developer who understand your profession.

2. Communicate.

Learn how to articulate your skills, experiences, projects and talents in a clear, concise and effective way for both networking and interviewing purposes. Expect to have to explain your work in clear, simple terms in the interview; pretend you are explaining your resume to someone who has never heard of your type of work.

You will need to learn the language used to express your work and why the firm should hire you. . Sometimes, words are lost in translation with some languages. Be specific. Again, it may be worth seeking out sector-specific employment programs for newcomers.

3. Look for Internship or Placements.

Some newcomer job seekers report that taking an opportunity to get Canadian experience, even if it’s nominally paid (or even unpaid) may be worth it. They able to acquire hands-on experience that is critical for their resume and LinkedIn profile, keep their skills fresh and updated, build a professional network and hopefully obtain references and sometimes even paid employment, eventually. One source of local placements for newcomers is provided by Career Edge in Toronto.

4. Secure a mentor.

Linking up with a professional in your target field can be a very effective way to make contacts and learn about the local labour market. You could seek out your own mentor, or access services through TRIEC Mentoring Partnership, in which JVS participates through our services for newcomers.

5. Consider evaluating your credentials and degrees.

Figuring out how your credentials are evaluated in Canada can help to boost your credibility and competitiveness. Information on this process can be found at Settlement.org. Once you know your equivalence, add it to your resume: “evaluated by…. as equivalent to a Canadian Masters…”

6. Build your professional network.

Since over 80 percent of the jobs in the labour market are hidden and can only be found through connections. It is critical that new immigrants (or any job seeker, for that matter) networks as much as possible through social media, associations, trade shows, conferences, career fairs and employer events, so to learn from and mingle with professionals in their field.

7. Volunteer.

Contributing some free time in the community is a fantastic way to show that you give back and build your networks. The best thing you could do is volunteer in your own field to gain experience and a reference, but even if that is not possible, spend time in a meaningful environment and meet people who might be in a position to refer you to others or to jobs. Once you come to an interview with a recommendation, your lack of local experience is less likely to be an issue.

8. Seek out Canada’s best diversity employers.

In an article in the Globe & Mail’s Ask a Recruiter column Julie Labrie suggests that newcomers do research, to identify the companies that lead the way in hiring diversely, such as the Globe & Mail’s annual list of top 100 companies that do a good job with diversity. “See if companies in your field made those lists. Explore companies that market their services to the new-to-Canada segment, too. Many industries, including the financial and telecom sectors, are serving the immigrant population as a key part of their business strategy. Also consider applying for relevant government jobs related to your past experience,” she explains.

I hope this helps you understand this complex issue better and figure out some strategies for overcoming this barrier.

Joanna

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