By: Margaret P. Bonikowska in Toronto
Women from virtually every continent arrive in Canada every day, but few go on to set up their own businesses or other enterprises. As part of our ongoing Ethnic Women as Active Participants in Ontario’s Immigration Story series, we profile the entrepreneurial journeys of three women from different continents – Asia, Europe and Africa. Sandra Awuku, Maggie Habieda and Shirley Wu share their stories and keys to success.
Shirley Wu is Chinese, of Hakka descent, and lived in Pakistan until the age of 24. She came to Canada in 1991 with extensive experience in the beauty industry. Multilingual (in Hindi, Urdu, Punjabi, Chinese, and English) and familiar with the Indian and Pakistani communities, she became a sought-after makeup expert. Now her booming Beauty Concept Salon in Mississauga employs twelve, including several freelance makeup artists and hairstylists. They work on weddings, cultural events and film shoots. Shirley also collaborates with accomplished photographers and popular magazines. “There are some who schedule weddings based on my availability”, laughs Shirley. She also gives back to the community by organizing workshops for aspiring makeup artists, teaching beauty skills and how to start a successful business.
Shirley cannot overemphasize the importance of asking questions, talking to those who are experienced, being positive, and ensuring high quality of one’s work. “Be grateful, work from your heart, keep healthy to have the necessary energy, invest in yourself to give to others, and stay positive and happy.”
Immigrant women are more likely than their Canadian-born counterparts to have completed a college degree, though some must first overcome a language barrier and deal with re-certification regulations. Then they face a difficult choice: find a job or create one. Even though the vast majority (90 percent among those 15 and older) are wage earners, some choose the riskier but also potentially more rewarding path of self-employment. In fact, this option is becoming increasingly attractive to immigrant women.
You’re not alone- there is a wealth of resources available from government agencies, libraries, business organizations. Many associations, some aimed specifically at immigrant women, welcome new members, offer networking opportunities and resources. It is in our society’s interest for immigrants to be well integrated, successful, and professionally active. Canadians are open and ready to share their experience.
Building a Reputation
Sandra Awuku immigrated from Ghana at age 19, went back to high school, graduated from Queen’s University and entered the corporate world. She developed her business, management and leadership skills and was quickly promoted in her jobs. She took a risk and gave up her safe salary, wanting to make a difference in her community. Driven by a unique idea for her company, House of Teams. Aimed at promoting team-building, she designs customized events outside the work environment. House of Teams also supports those in need: on March 10th it is sponsoring the Artists Expression for Autism show in Collingwood.
For Sandra it is all about the impact you make on the community. “Know your market, keep working on your brand and your reputation, understand your goals and your clients”, she advises. Build a network and take advantage of all available sources of support. Having a mentor is invaluable. Be prepared for long hours, but when all goes well, one’s sense of satisfaction is enormous and well worth the effort.
Canada’s unique cultural mosaic comprises over 200 ethnic groups, with over one-fifth of Canadians born abroad. The immigrant share of the country’s labour force, currently at nearly one-quarter of the population—and one-half in Toronto—continues to grow.
None of these women reported any direct experiences with prejudice and discrimination. Being from elsewhere may indeed be an asset. Immigrant women bring ideas and experiences that may be less known here but are willingly embraced. And Canada offers opportunities unavailable “back home”.
Fulfilling a dream
Maggie Habieda immigrated from Poland when she was 16. She was accepted into an art high school, graduated with flying colours and pursued studies at Toronto’s prestigious OCAD University. In addition to illustration and design, she learned photography, which became her passion. She began photographing weddings, primarily for Indian customers and soon became a highly regarded photographer in that community. Four years later she opened a high-end studio “Fotografia Boutique” in Oakville. She now photographs celebrities and makes “timeless portraits” of individuals and families, creating exquisite albums. Her former college professor has become her studio manager, part of a large support team. Maggie’s work has earned numerous awards. She is also dedicated to community involvement by organizing seminars and multicultural concerts.
For Maggie, it was always about fulfilling her dream to be an artist and capture beauty. “Don’t believe when they say you won’t succeed. Persevere,” she advises. When one bank turned her down, she went elsewhere to get her business loan. “Then I hit the library,” devouring materials about business. And she asked questions to pick other people’s brains. Her way has always been to maintain a wide range of contacts – she attends events, meets people, forms friendships and partnerships. “I started from scratch. When you don’t have money, you need to be smart.” One way to find support is to join business groups, like the Oakville Chamber of Commerce.
Women’s labour force participation is also increasing, having risen from 41 percent in 1991 to 48 percent in 2016. In Canada’s major urban centers, nearly 50 percent of the female population are immigrants. 57 percent of them are employed (77 percent among those between 25 and 54 years of age).
Of course, challenges persist. Canada still has one of the largest gender pay gaps in the Organisation for Economic Co-operation and Development (OECD), but the government is increasingly recognizing this problem and taking active steps to address it. Considering plans to significantly increase annual immigration levels, the number of immigrant women entering the workforce will continue to grow in the coming years. Many will continue to be at the vanguard of innovation and business development, leading the way for other entrepreneurs of all backgrounds. It is essential that our society continues to encourage their initiative and creativity.
By: Nanyi Albuero in Toronto, ON
The rhythmic sound of embroidering machines surround Mariam Said Mobinullah as she expertly navigates her way around a sea of powerful equipment. She reaches for the box of buttons, clasps and hooks; attaching them to various garments in one fell swoop. With movements that have become all but muscle memory, she wastes no time stitching initials onto the assortment of robe bags. There are targets to be met.
However, in the midst of another eight-hour shift which pays minimum wage with no benefits, Mariam reflects on her disappointment. She admits this was not how she envisioned life in her adopted country. As a hand sewer in a tailoring factory in Toronto, her days now involve working with varieties of gowns, coats, shirts, pants and scarves. A far cry from her days as a teacher back in Kabul.
Looking to escape war-torn Afghanistan, Mobinullah moved to Canada with her family over five years ago. Her hope lies “in the good dreams I have for my children’s future” as the silver lining to her struggles.
She is not alone in finding difficulty as a new Canadian. The road to an immigrant realizing the “Canadian Dream” is fraught with roadblocks about one’s qualifications and whether employers will recognize them. Highly skilled professionals with university degrees in their native countries are often relegated to survival jobs and paid a minimum wage with no job stability in sight. Hence the stories about doctors driving cabs or engineers as security guards or delivering pizzas. And with that low income demographic comes the term “working poor”.
Deena Ladd, Coordinator at the Workers’ Action Centre in Toronto, reflects on this conundrum: “It’s no surprise. So many people’s qualifications are not accepted coming into this country. Research studies have shown that getting these qualifications recognised and getting the equivalency of these qualifications is just insurmountable for so many people."
Ladd further observed that it can even be tough for newcomers who choose to go back to school because “how do you go back to school if you have to pay your bills?”
No Canadian Experience
This was the dilemma Mayurika Trivedi found herself in when she arrived in Canada from India in 1997. She proudly says “I’m not a newcomer. I came to Canada with my two sons.” However, her accounting and business administration degree did not land her a professional job but instead she started as a machine operator in a factory.
She was also subjected to that dreaded mantra: No Canadian experience. Frustrated by the lack of information for new arrivals and not enough training resources, she had no choice but to work the night shift in an automotive factory. Later on she was transferred to the day shift.
Mayurika was forced to leave her job in 2010 when her husband fell ill. In spite of the hardships she is not giving up and plans on going back to school “to upgrade my education and help me in my career”. She hopes to one day be financially independent so she is able to fulfill her dreams.
Heartbreaking, as is the plight of 1.5 million women in Canada living on a low income. This is a fact of life which Mariam Said Mobinullah and Mayurika Trevidi face in a G7 nation.
While some immigrants have given up on the “Canadian Dream” and returned to their home countries, that option simply does not exist for many. Moving away from places that do not offer the same liberties or securities, a trip back could prove costly in the long run.
It can still be an uphill climb for many professional women who arrive in Canada fleeing war or persecution. There can be subtle yet systemic racism based on the colour of one’s skin, a foreign-sounding name or accent.
It is distressing that 28 per cent of visible minority women live in poverty; almost 70 per cent of part-time workers are women and 60 per cent of minimum-wage earners are female, according to the Canadian Women's Foundation.
Dr. Izumi Sakamoto, of the University of Toronto, points to employers who knowingly or unknowingly are discriminating against immigrants by prioritizing "Canadian experience" over credentials that may have been obtained abroad. "When they show up to job interviews, they're told they don't have Canadian experience and can't be hired. Somehow your experience is inferior to that of a Canadian," she explained during an interview on CBC Radio's Metro Morning.
In 2013, the Ontario Human Rights Commission ruled the question of "Canadian experience", a violation of the Ontario Human Rights Code. However, as new Canadians continue to face this obstacle, it's clear that a more practical solution must be implemented. Sakamoto calls for more awareness as Canada looks to open its doors to more skilled immigrants. That it has become a code violation is good news, but remains small comfort for the thousands in Ontario mired in survival and precarious jobs.
By: Susan Korah in Ottawa
Three labour experts have highlighted the critical need for radical changes in government policies and programs that are out of step with the current realities of most Canadians’ work lives.
They were speaking at a panel discussion on “In Search of the Next Gig: A Snapshot of Precarious Work in Canada Today” in Ottawa on January 25, hosted by Policy Options Magazine, a digital publication of the Institute for Research on Public Policy (IRPP). Moderating the panel was Jennifer Ditchburn, editor of Policy Options, and former journalist with the Canadian Press (CP).
“If we are to walk the walk that matches our talk about how inclusive we are in Canada, those who create our labour policies and programs should take a close look at the precarious work situation that most Canadians are caught in, and design their policies accordingly,” commented Sunil Johal, one of the three panelists. Johal is policy director at the Mowat Centre, an independent public policy think-tank, associated with the University of Toronto’s School of Public Policy and Governance.
The other two panelists were Francis Fong, Chief Economist with the Chartered Professional Accountants of Canada (CPAC) and Wendy Vuyk, regional coordinator of the Eastern Ontario Region at the Ontario Centre for Workforce Innovation.
“Most policies and programs intended to support Canadian job seekers are tied to conventional ideas of employment and were designed for the 1950s when there was a 9 to 5, lifelong job for the wage earner in a typical family,” he said.
Fong, Johal and Vuyk analyzed the changes that have sent the labour market into a tailspin, leaving employees with few options other than what all three, as well as Ditchburn termed “precarious work,” – short term jobs with no stability, few or no benefits, and no prospects of leading to a lifelong career path.
A major cause of the erosion of stable jobs and the growth of precarious employment was the decline of the manufacturing sector in the 1990s and early 2000s and the growth of the high-tech sector, the panelists explained.
Fong pointed out that even research on this topic is lagging behind the times. He emphasised that in order to capture the nuances of this new workforce reality, researchers need a clear definition of the term “non-standard work”, an umbrella term for all kinds of precarious work.
He said that the lack of consensus on a definition of precarious work poses a serious challenge for researchers, whose work underpins policy decisions.
“We need a formal definition of precarious work because precarious work will define our future,” he said.
He added that no single government agency is collecting all the relevant data, although Statistics Canada has been tracking it since the 1990s, a period which saw the rapid rise of this phenomenon.
The problem is further complicated, he said, by the need for the involvement of so many sectors --labour, immigration, the provincial and federal governments, as well as the private sector.
Stagnant wages, declining unionization
Highlighting another major problem, Johal discussed the disconnect between Canada’s overall economic growth and workers’ wages.
“While the economy continues to grow, wages have become stagnant,” he said, adding the costs of food, housing, childcare and other necessities have also gone up.
Johal also referred to the decline of unionization, which added to worker’s problems.
“Workers have nobody to represent them and speak about their issues,” he said.
He said the most vulnerable were the 30 percent of workers who were in precarious jobs because they had no other option, as opposed to the 70 per cent who did this type of work by choice.
“We need to focus on that 30 percent and to refresh our social policies and programs to address their needs,” he said.
Preparing for the future world of work: An optimistic outlook
Vuyk’s presentation focused on preparing for the future, given the changing economic landscape which she termed the “fourth industrial revolution.”
“Sixty-five percent of today’s elementary school children will work in jobs that don’t exist today,” she predicted.
Nevertheless, she presented an optimistic outlook, saying that although jobs will be lost, others will be created by new inventions.
She emphasized the need to train young people to become entrepreneurs and to think about their careers as a business.
She called on educators to emphasize soft skills such as communication, financial literacy, cross-cultural sensitivity, flexibility and adaptability.
She said it was important for also parents and guidance counsellors to understand that university is not the only key to gainful employment.
She advised parents to give their children as many life-broadening experiences as possible, including travel.
“We have to create a culture of lifelong learning,” she concluded.
Susan Korah is an editor and freelance writer who has worked with a number of publications while continuing to manage her personal travel blog. This piece is part of the "Ethnic Women as Active Participants in Ontario" series.
By: Joyeeta Dutta Ray in Toronto, ON
Toronto has always been a magnet for new immigrants. Some come here to escape bullets. Some come to fill up their wallets. Some are here to breathe in unpolluted air.
Over the last few years however, more and more skilled immigrants have traded their Permanent Resident garlands for a rosy life elsewhere.
The reason is almost always one of the two: Unemployment or underemployment!
This was seldom the case even a couple of decades back.
When Mila Lebuda fled to Toronto from communist Poland in 1991 at the age of 21, the country embraced her with open arms. It did not matter that she did not speak English or that she didn’t have much work experience. The grounds for adopting her were purely humanitarian.
“Canada gave me a new lease of life” she says. This is where she met her future husband, Vlad Lebuda another Polish immigrant like her. She made money as a caregiver. He drove a truck. As finances improved, their lifestyle did too. For Mila, the biggest barrier was language. Once that hurdle was crossed, life was sunshine and tulips.
However, not everyone finds the same success in Canada!
Mila’s tech-savvy Polish friend, Aron* (named changed for privacy) had higher ambitions. He went back to Poland as soon as conditions improved. “There are better opportunities there now. Despite living here for 10 years, he never got his due,” says Mila.
Not surprising! Statistics Canada reports that even after being in Canada for 15 years, immigrants with a university degree are more likely than the native-born to be in low-skilled jobs.
New Immigration Policies; New People
There’s a shift in trends. As new policies replace older ones, immigrants flying in to Canada now, are visibly different than those who came in earlier. They are better educated, better versed in English and better positioned professionally.
There’s a reason behind that. Earlier Canada took in more unskilled workers to meet economic needs. But recruitment efforts for skilled workers, entrepreneurs and investors are the need of the hour now. “Since 2006, the government has made dramatic changes to the federal skilled workers program by raising language requirements, restricting eligibility to specific professions and pre-screening applicants’ foreign credentials”, says the Toronto Star.
Yet, these very skilled immigrants are the ones who are having it rough.
For Roopa Rakshit who moved with her husband and 12 year old son to Thunder Bay (Ontario) from Thailand in 2012, migration was a decision based on being located closer to their daughter who was studying in UBC, Vancouver.
It was an intimidating prospect at a stage in their lives when they were well-settled professionally. But they were confident that their international resumes would open doors. They were in for a surprise!
It took Roopa 4 years to find a job suited to her skills. “I was an environmentalist in a United Nations affiliated organization in my previous life (Bangkok). While my International experience was appreciated, I was made to realize that I fell short of the “Canadian experience.“
In the race to build her “Canadianess”, Roopa sprinted on the volunteering path, networked along the way and picked up a scholarship for PHD at Lakehead University. That was the trophy that gave her the much needed break. “It was my research topic on energy planning with the First Nations people that led me to my current job in a First Nations Technical Services Organization.”
Malak Ahmed, who moved from Egypt in August 2016 with her husband and three daughters, has a similar story. She was a Business Unit Director in a leading advertising agency in Cairo. Despite her fancy title and a McGill Graduate Certificate, no employer was ready to lay out the red carpet for her.
“While I did expect to work my way up, I didn’t expect to stumble so many steps down the ladder in the process. I was surprised that a city that boasted of a high rate of immigration would put so much emphasis on 'Canadian experience'!”
To cross the barrier, her next step was to get an employment agency to rewrite her CV. That’s quite another story.
The Great Canadian Resume
Few countries have elevated the resume to such heights. It’s almost an art form here, based not on jotting down your skills but how strategically you phrase them. No matter how clipped your English, how impressive your name card or how many reference letters you come armed with, it’s hard for foreigners to master this skill.
Only Canadians know the trick! They have ingeniously made a business out of it, creating employment for themselves to help clueless newcomers like Malak.
When the planets finally aligned to bless her with a job, the pay didn’t match up to her qualifications. But despite it all, Malak chooses to stay on. “After the revolution in Cairo, the economy struggled and so did we. But it’s all been worthwhile. We like the cultural diversity here. The kids love their schools.”
Easy to see how soaring cost of living, rising crime and jobs with unscrupulous hours in Cairo make Canada seem like Disneyland.
For Alexa, who came from Honduras (Central America) to North York, the road was as rough. She arrived armed with a Bachelor’s degree in Business, a Masters in Marketing, 5 years at an International Telecommunications company and dreams to make it big. None of these made things any easier!
“I was a Marketing and Sales Manager at Huawei Technologies in Honduras. The biggest challenge for me was to start my career from the bottom up.” But she wouldn’t head back either. “Honduras is a small country where 50% of people live in poverty. There is a high rate of homicides and corruption.” In contrast, Canada offers commuting safety, free education and healthcare. The choice is clear!
Escaping corruption was high on the list for Marcia to move from Brazil as well. She arrived with her husband in Toronto in 2016. “The social discrepancy of wealth makes for very dangerous streets, with thefts happening everywhere” she says. While it’s a dream to stroll around North America’s safest metropolitan “without fear of getting mugged”, the Marketing professional who worked for 9 years in a leading multinational company, found it hard to find a job. It took her 3 months to find full-time employment and when she did, the job was an entry level position in Customer Service that paid less than she expected because of her lack of “Canadian Experience”.
“You feel like your experience in a foreign country is devalued because you haven’t applied it in Canada. Recruiters tend to disqualify you too”, she says.
Canada: More dependent on new immigrants than ever
Canada thrives on new immigrants to bring in the bucks. Estimates from the Conference Board of Canada reveal that if Canadian employers recognized and rewarded immigrant skills, the country would earn an additional $10 million annually.
Instead, every year, Canada loses valuable doctors, engineers, accountants and marketing professionals to the USA, where “American Experience” is an unheard of criterion! While others take up blue collar jobs that don’t do justice to their skills.
Local employers argue that “Canadian Experience” assures understanding of the soft skills essential for success here.
However, it pays for them to remember that the Ontario Human Rights Code (OHRC) has laid down a strict declaration that “Canadian Experience” is discrimination and can only be used in very limited circumstances.
Interestingly enough, smaller cities and rural areas in Canada have set a better example. In 2013, Moncton, New Brunswick ran career fairs that encouraged employers to hire immigrants. In Manitoba the tiny cities of Winkler and Morden have not just drawn newcomers in large numbers with their successful immigration programs, but also helped them settle in to a quality lifestyle.
How can Ontario follow suit?
Roopa suggests, “Employers should be encouraged to accept professional immigrants to maximize on their experience. The integration can include in-house orientation.” Marcia agrees. “There should be more incentives from the government to encourage companies to hire qualified foreigners in appropriate positions. The success of the immigration policy should be measured not by the number of people who come in but by the number of people who stay on successfully in the country.”
For a country that prides itself on being humanitarian, learning from the smaller towns and listening to the less heard voices could be the key to turning things around before an ageing population and shrinking birth rate get the better of the nation.
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.
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.
It’s very competitive to find jobs in Toronto, let alone for those Brits thinking of coming over to try their luck. Any little helps, basically. CanPrep, offered by JVS Toronto, is a free specialized employment program designed for internationally trained individuals immigrating to Canada to help them quickly connect to a career. The program is […]
Brits in Toronto
Review by Anita Singh in Toronto
Almost 40 years ago, my grandparents changed our family’s history by deciding to move to Canada. I recently asked my grandma about her immigration story.
She wistfully told me of the navy blue suits tailored for her husband and sons, her special saree, and the frock for her then-young daughter to wear on the flight.
With amazing clarity for her 80-plus years, Dadi recounted the first house she bought with my grandfather, how every member of the family worked to make sure the mortgage was paid and how they slowly but surely made Canada their home.
‘Weather-Permitting & Other Stories’ by Pratap Reddy is a collection of stories that taps into a similar wistfulness. The 12 short stories in this collection wonderfully narrate some of the universal aspects of the immigrant experience – the nervous excitement, inherent disappointment, and yet, steadfast determination for success.
What makes this collection unique is Reddy’s willingness to talk about the darker side of this experience. His stories do not shy away from broken marriages, children sent back to India to stay with grandparents, the disabling lack of Canadian experience or education to gain employment, and most significantly, the loneliness associated with being far away from ‘home’.
In ‘Going West’, the character named ‘The Prince’ is a creative foil to the newly-arrived Kumar, foreshadowing the learning curve of each immigrant when coming to Canada. “You should approach an employment agency. They pay about 12 dollars an hour for factory jobs,” he suggests, highlighting the reality of some immigrants as they try to gain any foothold in Canada.
Kumar wonders, “Did he think I came halfway across the globe to become general labour? The Prince was aware that I had held a middle level position in HR in India.”
Reddy also does an excellent job narrating the different stages of the immigrant journey, which does not begin or end on arrival in Canada, but lingers every day.
In ‘The Toy Flamingo,’ Venky, despite being settled in Canada for 10 years, discovers that an important part of his personal history still lies in India. As he surrounds himself with people and places in his new homeland, an uninvited memory invades Venky’s outwardly perfect life, “‘Hasve agataday’ I cry out. Something falls to the ground with a crash. I hear him mutter in a strange language. I’m certain now that dinner will take even longer to come.”
Venky’s lifestory is an excellent metaphor for how an immigrant’s relationship with their former homelands continue to affect their lives – even while attempting, desperately even, to become Canadian.
Relying on stereotype
However, as a second-generation Canadian, I do take issue with Reddy’s continuous reliance on the stereotype that portrays settled Indo-Canadians as selfish, distant, uncouth and presumptuously inhospitable, who lose their ‘Indianness’ in their adoption of a new life in Canada.
This anti-Indo-Canadian bias runs tacitly throughout the collection.
In ‘Mango Fool,’ Kavita describes her Indo-Canadian customer as “a big woman, bulging out of her blue jeans and nondescript top” who becomes hostile when questioned about her sale purchases. In this story, Reddy pits the niceties of Kavita’s Indian sensibilities against the brashness of the Indo-Canadian customer. Settled immigrants in Canada, Shyam and Shilpa in ‘Her White Christmas’ are barely tolerant of Shyam’s Indian mother’s presence in their home, while in ‘Weather Permitting’, the landlord Maya is scheming and unfair to the newly-immigrated Ravi, eventually kicking him out of the house into the cold Canadian winter.
In ‘Demon Glass’, the hardworking newcomer Lalita is targeted by the overwhelming libido of Indo-Canadian Prem, who preys on the single mother and her daughter. And in ‘Going West’, Kumar passes considerable judgment on his first entry into the Patel guesthouse, noting “I was at once assailed by the stale aroma of Indian cooking. I had not experienced such a powerful bouquet in India where a billion mouths fed on Indian cuisine everyday.”
Reddy has told a one-dimensional story about Indo-Canadians, missing an opportunity to include the positives of the immigrant experience that have emerged from 100 years of Indian immigration to Canada. He ignores how the Indo-Canadian community has succeeded in developing a comfortable co-existence of Indianness and Canadianess, where cultural events, places of worship, cricket pitches, Indian languages and arts schools create a home and community for many immigrants, while becoming an integral part of Canada’s multicultural society.
Despite these misgivings, Weather Permitting and Other Stories is a welcome addition to the growing Canadian literature on immigration. I look forward to Reddy’s forthcoming full-length novel and new collection of short stories as an ongoing contribution to this important literature.
Anita Singh is Toronto-based consultant and a Research Fellow at the Centre for Foreign Policy Studies at Dalhousie University. Her research examines the role of diaspora groups and their influence on foreign policy, particularly the Indo-Canadian community and Canada-India relations.
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A group of immigrant job seekers is getting a head start to employment in the retail industry of one of British Columbia’s fastest-growing regions.
Eleven Fraser Valley residents, selected through an application process, are taking part in Job Connections for Immigrants (JCI), a $138,471 Project-Based Labour Market Training program funded by the B.C. government and administered by the Abbotsford Community Services Society. The participants have come to British Columbia from India, Pakistan, Russia, Sweden, Nigeria and China.
-- Canada's economic development minister Navdeep Bains at a Public Policy Forum economic summit