By Khaled Islaih

“The significant problems we face cannot be solved at the same level of thinking we were at when we created them” -Albert Einstein

As part of accelerated changes in the new world of work, career professionals have more responsibilities to help workers, job seekers, employers, and policy makers in coping with ongoing transformations. This includes helping job seekers adapt to new approaches in their job search and career development, and working with employers and policy makers on the development and implementation of new initiatives to overcome labour market challenges. However, the analysis in this article is focused on how we as career facilitators can work with the clients themselves, settlement officials and employers to facilitate the integration of newcomers into the Canadian workforce to create better futures for all Canadians.

With the growing labour deficit, policy makers started to realize the current contributions of newcomers and their potential assets to Canada’s economic future. The findings of 2001 Census (the most recent census) showed that Canadian newcomers constituted the main source for the growth in the workforce. More precisely, newcomers accounted for 70% of Canada’s net workforce growth and were expected to reach 100% by the year 2010.¹ Researchers also found that key economic sectors such as manufacturing are already fully dependent on the workforce of newcomers. At the same time, the accelerated globalization trends have stimulated officials’ and employers’ interest in the human assets of skilled newcomers. The linguistic and cultural diversity of new Canadians represents a potential bridge for enterprises to build strategic international business networks and boost sales and competitiveness in international markets. Unfortunately, various studies conducted over the last few years have highlighted the underutilization of newcomers’ skills. For example, most professional newcomers were forced to work in survival jobs with minimal earnings.² Other studies have found evidence that highly skilled professionals such as physicians and information technology specialists left the country seeking better employment opportunities in the United States and Europe. Nevertheless, new initiatives are underway to reverse these negative trends. In 2003, the federal government launched the Foreign Credential Recognition program (FRC) to address employment barriers facing internationally trained workers. In this program the federal government is working with provincial and territorial governments, regulatory bodies, sector councils, employers and other groups involved in FRC. The aim of the initiative is to design programs to help professional newcomers practice their professions in Canada.

As career facilitators, we have a critical role in solving this imbalance. Our work with newcomers entails helping them develop the right attitudes and a new worldview to succeed in the changing world of work. We need to help them develop positive attitudes to overcome work search challenges and assist them in adopting a life-long learning approach (i.e., learning new skills and developing new interests to maintain their professional development in an interconnected economy). In this economy, the driving forces for growth are talents and creative minds. Our task is to insure that they are prepared to seize opportunities offered by the changing workplace.

Newcomer career professionals can work with immigration and newcomer settlement officials to advocate for the concerns of their clients. In this regard, we can help newcomers by demanding better access to Information and Communication Technologies (ICT). With an ongoing shift to the virtual world, better access to ICT will have a significant impact on our clients’ settlement and work search processes. Better Internet access could help them access online learning and work opportunities. For example, my access to internet at home enabled me to work for Google as Web Analyst. At the same time, I continued my intensive online career management professional program with Life Strategies of British Columbia. Using the Internet for work and education purposes has eased my settlement process in Mississauga significantly. More precisely, it helped me earn income to support my family and continue to upgrade my skills through my career transition. Similarly, we need to help our clients have effective English/French learning experiences. We need to demand from settlement officials to offer our clients better second language training that will enhance the employability of our clients.

Newcomer employment facilitators can work with employers and help them understand the importance of newcomers’ participation in the workforce. Newcomer skills help bridge the growing labour deficit in Canada. In fact, more people are retiring than are joining the skilled workforce. Canadian post secondary institutes are not producing enough graduates with certain skills. In the global interconnected economy, there is an increased global competition for talent and humans assets. Canadian newcomers serve as major reserve for Canadian employers to meet their employment needs. In addition, they can help Canadian enterprises do trade and business with the world and they bring critical international experiences for innovation and creative solutions in such sectors as information technology.³

Our work with newcomers is challenging but the rewards are numerous. On the micro level, we help families and enterprises have better futures by creating a better match between workers and employers. At a macro level, we assist in the strengthening of economies in Canadian communities and the resolution of skills shortages.

Khaled Islaih is completing an intensive career management program focused on work search and employment facilitation through Life Strategies Ltd of British Columbia and is contracted with Google as a web analyst. Khaled is a published writer and translator on various issues including newcomers’ settlement and is also a former economic researcher on the UN mission in Palestine. He can be reached at kislaih@yahoo.com.

References:

¹Statistics Canada. (2003). Longitudinal Survey of Immigrants to Canada: Process, Progress and Prospects (Publication No. 89-611-XIE2003001). Ottawa, ON:  Statistics Canada

²Dryburgh, H. & Hamel, J.(2004). Immigrants in Demand: Staying or Leaving. Canadian Social Trends, No.74. Retrieved April 15, 2006, from www.statcan.ca/english/freepub/11-008-XIE/0020411-008-XIE.pdf

³Why Hire Skilled Immigrants? workshop handout. (n.d.). Retrieved April 15, 2006, from www.hireimmigrants.ca