Newcomer Employment Integration: Peterborough, Northumberland, Kawartha Lakes, and Haliburton

Transcription

1 Newcomer Employment Integration: Peterborough, Northumberland, Kawartha Lakes, and Haliburton March Prepared for the Workforce Development Board/Local Employment Planning Council

2 Newcomer Employment Integration: Peterborough, Northumberland, Kawartha Lakes, and Haliburton March 2018 I. Table of Contents Contents I. Table of Contents... 2 II. Acknowledgements... 4 III. Acronyms... 4 IV. Executive Summary... 5 V. Introduction... 9 A. Purpose... 9 B. Background VI. Scope of Research A. Definition of Newcomer B. Definition of Employment Activities C. Geographic Area D. Time Period VII. Methodology A. Research Objectives B. Research Methodology C. Limitations of Research VIII. Literature Review IX. Community Profiles A. City of Kawartha Lakes B. Haliburton County C. Peterborough City and County D. Northumberland County X. Current Newcomer Employment Supports A. Employment-Related Services for Newcomers B. Recent Employment Initiatives / Programs for Newcomers C. Newcomer Related Supports Available to Employers

3 D. Other Supports XI. Results of Stakeholder Engagement A. Summary of the Newcomer Survey B. Summary of the Employer Survey C. Focus Group and Interview Results XII. Best Practices in Newcomer Employment Integration: Selected Case Studies A. KEYS Job Centre B. Immploy C. A Local Manufacturer XIII. Findings & Recommendations XIV. Further Research/Other Initiatives XV. References XVI. Appendices A. Appendix 1 - Charts and Tables B. Appendix 2 - Acknowledgements C. Appendix 3 - Survey Results D. Appendix 4 Stakeholder Engagement Feedback D.1 Current Employment Services for Newcomers D.2 Newcomer Barriers and Needs D.3 Employer Barriers and Needs

4 II. Acknowledgements The consultants would like to acknowledge the many individuals and organizations, in our region and beyond, whose generous and thoughtful comments made this report possible. These include newcomers and employers, as well as the organizations that support them with programs, services, advocacy, and information. A list of organizations is found in Appendix 2. The valuable input provided by their staff representatives is greatly appreciated. III. Acronyms BAC CERP CKL DEEP EO EPC ESL FTP GAR IRCC LEPC LINC LIP LMI MAESD MCI NCC OCWI OW PACE PERC PIP PKED PPCII PSE PSR RAP TFW WDB WIP Business Advisory Centre Community Employment Resource Partnership City of Kawartha Lakes Diversity and Equity Education Peterborough Employment Ontario Employment Planning & Counselling English as a Second Language Foreign-trained Professional Government-Assisted Refugees Immigration, Refugees and Citizenship Canada (formerly Citizenship and Immigration Canada) Local Employment Planning Council Language Instruction for Newcomers to Canada Local Immigration Partnership Labour Market Information Ontario Ministry of Advanced Education and Skills Development Ontario Ministry of Citizenship and Immigration New Canadians Centre Ontario Centre for Workforce Innovation Ontario Works Peterborough Alternative and Continuing Education Peterborough Employment Resource Centre Peterborough Immigration Partnership Peterborough and the Kawarthas Economic Development Peterborough Partnership Council on Immigrant Integration Postsecondary Education Institution Privately Sponsored Refugees Refugee Assistance Program Temporary Foreign Worker Workforce Development Board Workplace Integration Program 4

5 IV. Executive Summary The Workforce Development Board (WDB) / Local Employment Planning Council (LEPC) engaged Laridae to investigate newcomer employment integration in the region that encompasses Peterborough City and County, Northumberland County, City of Kawartha Lakes, and Haliburton County. The purpose of this project is to document what is happening in the local workforce, from the perspective of both newcomers (i.e., immigrants to Canada who have arrived in the last ten years) and employers, and to generate locally relevant information that will inform the design of future programs and services. The following Information was collected and analyzed for this project: a review of the literature on newcomer integration in Canada and locally; community profiles, with demographic and economic data, of each jurisdiction; an overview of programs and services currently available in the region to assist newcomers with job search and employment; findings from 154 stakeholders, including: o the experiences and perceptions of newcomers and employers about newcomer employment integration in our region; and o the experiences and perceptions of Employment Service Providers (ESPs), the New Canadian Centre (NCC), and other agencies serving newcomers; an overview of selected initiatives that illustrate innovative approaches to newcomer employment integration. Based on 2016 Canadian Census data, the WDB/LEPC catchment area has a total population of 317,319, of which 27,660, or 8.7%, are immigrants to Canada. With the exception of Peterborough, the data indicate that the number of immigrants settling in the area has decreased since (Statistics Canada, 2018) Not captured in these figures, however, are the Syrian refugees who arrived in large numbers after the 2016 Census was taken, and anyone with non-permanent status, such as international students. Employment is a vital part of long-term settlement and social inclusion. Depending on language and other skills, educational background, the transferability of foreign credentials, and other factors, newcomers may spend time working survival jobs before they are able to access employment opportunities that more closely match their profiles. These concerns do not apply equally to all newcomers, who are an extremely diverse group. Employment services and related supports available in the region include programs and services offered by ESPs, the NCC, municipalities, and other organizations. Volunteers have also provided significant support to newcomers. 5

6 Findings and Recommendations This report gathers new and updated information on newcomer employment activities in the region. As expected, relatively fewer programs and services are available in City of Kawartha Lakes and Haliburton County, as the newcomer population is currently quite small. In Peterborough, the NCC and the Peterborough Immigration Partnership (PIP) have often led the way in defining newcomer needs and working with community partners to coordinate and enhance local services. In Northumberland County, which does not have a Local Immigration Partnership (LIP), the county government has taken the lead and/or coordinated or supported important initiatives. Following are findings and recommendations, organized by theme. Theme 1. Community Capacity & Connections Recommendations 1.1 Leverage existing networks to develop, promote, and/or deliver new and enhanced employment-related supports for newcomers and employers. 1.2 Develop support networks for newcomer entrepreneurs, modeled on the vision of the Northumberland Newcomer Network, in other areas of the region, drawing on relationships in the business community. 1.3 Identify and share best practices across the region (e.g., Lindsay & District Diversity Training Workshops, DEEP, NCC, and Fleming CREW workshops) 2. Programs & Services 2.1 Continue to build capacity of ESPs, BACs, Chambers of Commerce, and other organizations that already deliver programs and services in their communities to enhance their ability to meet the needs of newcomers. Organizations should seek out training opportunities (from the NCC and others, as appropriate) for their staff to gain specialized skills and knowledge. They should also access online resources for working cross-culturally, such as TRIEC Campus online courses. 2.2 Develop more workshops/courses tailored for newcomer needs. Pilot projects that blend occupational training, language training, Canadian workplace expectations, and professional networking aligned with career interests (e.g., construction, tourism, retail) have been well received by participants. Several successful programs have been run in the region, which could be adapted for other occupations. 2.3 Establish a renewed job-matching program through an existing platform, such as Magnet or Immploy s Job Match Network, with more communications support to ensure a high level of participation by both newcomers and employers. 6

7 Theme 3. Flexible & Focused Language Training Recommendations 2.4 Re-establish the Workplace Integration Program (WIP) with stable funding. Multi-year core program funding is required to ensure program sustainability to meet the needs of newcomers. 2.5 Pursue advocacy efforts to secure funds to support a mentoring program in Peterborough, modeled on programs in Northumberland County, Kingston, and London. 2.6 Solicit input from employers when designing new programs and services to support newcomer hiring and provide options for different types and sizes of employers. 3.1 Develop English classes around career-readiness content and/or combined with other training such as vocational or business skills. 3.2 Offer online and/or blended learning opportunities to reach those who face scheduling, transportation, and other barriers to attending in-person classes. 3.3 Explore options for collaboration with local literacy organizations to train volunteer tutors and implement standardized approaches and best practices in tracking progress. 4. Eligibility for Services 4.1 Critical support programs, such as funded ESL and employment services, should be opened to all newcomers, including those with Canadian citizenship and nonpermanent status. 4.2 ESPs called for more live interpretation to support newcomers through all important interactions, noting that life stabilization factors, such as housing, have a huge impact on employment prospects. 5. Awareness & Communications 5.1 Consider ways to raise public awareness of the benefits of newcomers to the regional economy, to build public support for and understanding of newcomers as part of the workforce and community. 5.2 Establish a coherent communications plan about services and programs that are available in the region, which includes new ways to reach target audiences, including employers and organizations/businesses outside the Peterborough area. 7

8 Theme Recommendations 5.3 Work with employers with known skill shortages to develop strategies for accessing and training newcomer talent. 6. Data Collection 6.1 WDB leadership on data collection through partnerships with local agencies could provide critical information to inform programming, especially where StatsCan data does not exist due to the size of the community. 6.2 When there is a need to survey, consider using alternate methods of data collection, such as omnibus surveys to collect primary data. 8

9 V. Introduction A. Purpose The Workforce Development Board (WDB) / Local Employment Planning Council (LEPC) engaged Laridae to investigate newcomer employment integration in the region that encompasses Peterborough City and County, Northumberland County, City of Kawartha Lakes, and Haliburton County. The purpose of this project is to document what is happening in the local workforce, from the perspective of both newcomers (i.e., immigrants to Canada who have arrived in the last ten years) and employers, and to generate locally relevant information that will inform the design of future programs and services. The following Information was collected and analyzed for this project: a review of the literature on newcomer integration in Canada and locally; community profiles, with demographic and economic data, of Peterborough, Northumberland, and Haliburton Counties and City of Kawartha Lakes; an overview of programs and services currently available in the region to assist newcomers with job search and employment; findings from engaging with 154 stakeholders, including: o the experiences and perceptions of newcomers and employers about newcomer employment integration in our region; and o the experiences and perceptions of ESPs and other agencies serving newcomers; an overview of selected programs and initiatives that illustrate innovative approaches to newcomer integration. This information was used to assess the strengths, opportunities, and areas for potential improvement of the current-state system. The WDB is a not-for-profit organization founded in It is funded by the Ministry of Advanced Education and Skills Development (MAESD) to provide labour market information (LMI), coordinate employment and training services, and engage employer communities in the areas encompassing Peterborough, Kawartha Lakes, Northumberland and Haliburton. In March 2017, the WDB was awarded a contract extension to deliver the Local Employment Planning Council (LEPC) pilot project. The LEPC pilot, which runs from June 1, 2017 until September 30, 2018, aims to improve conditions in local communities through better collection and dissemination of local LMI and enhanced stakeholder collaboration in developing placebased employment and training delivery solutions. Under the pilot, the WDB and its LEPC partners will pioneer new and innovative approaches to local employment planning, including supporting integrated service and workforce planning by connecting employers, service providers, and other key organizations with critical information to address workforce needs. 9

10 B. Background Immigration: Federal/Provincial In 2016, Canada received more than 320,000 immigrants, the highest annual figure recorded since This level of immigration close to 1% of Canadian population means that Canada receives more immigrants per capita than the United States and the United Kingdom. Globally, Canada is known for a well-managed migration system comprising three broad categories: economic immigrants, family-class immigrants, and refugees. (Prince-St-Amand, 2016) In 2016, the economic category accounted for the majority of immigrants, six in 10, followed by the family category (three in 10) and refugees (one in 10). (Curry & White, 2017) Excerpts from Statistic Canada reporting on the 2016 Census illustrate the magnitude of recent immigration: On Census Day, 21.9% of the population reported they were or had ever been a landed immigrant or permanent resident in Canada. This proportion is close to the 22.3% recorded during the 1921 Census, the highest level since Confederation. In 2016, Canada had 1,212,075 new immigrants who had permanently settled in Canada from 2011 to These recent immigrants represented 3.5% of Canada's total population in Almost half (48.0%) of recent economic immigrants (arriving since 2011) were admitted through the skilled workers program and more than a quarter (27.3%) under the provincial and territorial nominee programs. Refugees accounted for a higher proportion (24.1%) of immigrants admitted from January 1 to May 10, 2016, as a result of the many Syrian refugees who landed during this period. (Statistics Canada, 2017) The Canadian economy will benefit from the presence of these newcomers. With an aging population, immigrants are needed to replace retiring workers, who are expected to exceed new workers from within Canada in the coming decade. (Prince-St-Amand, 2016) Due to increasing immigration, newcomers accounted for 23.8 percent of the labour force in 2016, an increase from the 2006 level, at 21.2 percent. Compared with the national average employment rate of 60.2 percent, the employment rate for immigrants was slightly lower, at 57.3 per cent. (Curry & White, 2017) In October 2016, Immigration Minister John McCallum announced that the federal government would keep the overall immigration target for 2017 at 300,000. However, the new plan allocated a higher target for the Economic class of immigrants increasing it from 160,600 to 172,500. (Government of Canada, 2016) The number of immigrants to Canada is going to continue to rise, as indicated by the government s recently released multi-year Immigration Levels Plan. Targets for overall national 10

11 landings are 310,000 immigrants for 2018, 330,000 in 2019, and 340,000 in Targets are also established for each immigration class. (Government of Canada, 2017) Immigration is a responsibility shared by federal and provincial governments. The first Canada- Ontario Immigration Agreement (COIA) was signed in The COIA enables federal funding for settlement and integration programs and services in Ontario communities, and for innovative services and delivery mechanisms to improve outcomes for newcomers. The Agreement recognizes that municipalities have an important role to play with respect to the integration of newcomers in Ontario. (Burr, 2011) Both the federal and provincial governments fund programs and services aimed at supporting newcomers, and specifically newcomer employment integration, in our region. Local Immigration Partnerships (LIP) were first developed in Ontario in Jointly funded by Citizenship and Immigration Canada (now IRCC) and the Ontario Ministry of Citizenship and Immigration (MCI), the establishment of LIPs recognized the need to foster community connections and collaborate at the local level to support newcomers and ensure social supports (including employment supports) were in place. LIPs were viewed as an innovation in multilevel collaborative governance aimed at developing coordinated strategies for newcomer settlement. (Burr, 2011) Many community planning processes already existed; leveraging these connections essentially mainstreamed newcomer integration for local planners and institutions. LIPs also facilitated the settlement of more newcomers in smaller cities and rural areas. Across Canada, 66 communities have established LIPs, including the Peterborough Immigration Partnership (PIP, formerly known as the Peterborough Partnership Council on Immigrant Integration, or PPCII). A 2016 IRCC program evaluation noted that all the LIPs include settlement agencies, mainstream service providers, and municipal/regional representatives, as well as other community partners. Over 85% of LIPs included employers or employment bodies. LIPs reported that it was most challenging to get buy-in from employers/employment bodies and mainstream service partners. Another challenge was securing funding for initiatives, as the IRCC only funds the LIP coordinator role. Nonetheless, LIPs reported successfully implementing many initiatives with the support of their communities, including PIP s Welcome Pass program. (Immigration, Refugees and Citizenship Canada, 2016) Ontario s immigration strategy, A New Direction, was launched in MCI s most recent annual progress report on the strategy, Our Foundation for Tomorrow, details several initiatives designed to attract new immigrants to build a stronger provincial economy. The Ontario Immigration Nominee Program is an economic immigration tool that helps employers recruit and retain skilled workers. Attracting more international students is another goal of Ontario s strategy. The report notes that Ontario needs to specifically attract newcomers who possess the skills and ability to meet the province s labour market needs and help our economy grow. (Ontario Government, 2017) Minister s Employer Tables (METs), part of a consultation pursuant to the immigration strategy, were held across Ontario to gather employers perspectives about the challenges they face in 11

12 accessing talent in certain industries, such as high-tech and skilled trades. METs were held in seven communities in 2017, including Peterborough. (Ontario Government, 2017) Attracting immigrants to a wide variety of Ontario municipalities is another goal of the provincial immigration strategy. To that end, MCI has offered the Municipal Immigration Information Online (MIIO) program to help municipalities provide web-based information to attract newcomers and help them navigate local services. (Ontario Government, 2017) Both Peterborough and Northumberland County have such portals. Ontario s Newcomer Settlement Program provides support to agencies that support newcomer settlement through a variety of programs. In , the government has allocated $11.7 million for newcomer settlement. MCI also funds language training for adult newcomers, delivered through school boards and community agencies. (Ontario Government, 2017) Since the global refugee crisis of the last few years, Canada has often been cited in domestic and international media reports as an example of diversity and inclusion, as well as smart economic policy, for its effort to welcome and settle refugees. The federal government has promoted this initiative using an official hashtag: #WelcomeRefugees. According to the IRCC, Canada received more than 91,000 refugees between January 2015 and November (Government of Canada, 2017) During that period of almost three years, refugees entered Canada in three categories (Government of Canada, 2017): Government-Assisted Refugees (GAR) 41,220 Blended Visa Office-Referred Refugee (BVOR) 6,400 Privately Sponsored Refugees (PSR) 44,010 TOTAL 91,630 Ontario received 44% of the refugees resettled in Canada between September 2015 and January In 2016, nearly 20,000 refugees were resettled in Ontario, with 215, or 1.1%, settling in Peterborough during the year 1. (Ontario Government, 2017) Prior to 2015, Ontario received just over 13,000 refugees annually. In September 2015, MCI launched a Refugee Resettlement Plan to coordinate a response to the surge in refugees from Syria and other countries. Targeted funding increases were provided to help meet the complex needs of refugees, including economic integration supports that combine skills development with language training, employment, and wrap-around supports tailored to the needs of newcomers with low education and official language fluency. (Ontario Government, 2017) 1 Note: as a share of Ontario s population, Peterborough accounts for less than 0.01%. 12

13 Immigration: Regional Based on 2016 Canadian Census data, the WDB/LEPC catchment area includes a total population of 317,319, of which 27,660, or 8.7%, are immigrants to Canada. The following chart shows regional patterns in immigration to the region, from 1981 to With the exception of Peterborough, the data indicate that the number of immigrants settling in the area has decreased over time. Not captured in these figures, however, are the Syrian refugees who arrived in large numbers after the 2016 Census was taken, and anyone with temporary status, such as international students. (Statistics Canada, 2018) Immigration by Time Period, WDB Region City of Kawartha Lakes Peterborough County Haliburton County Northumberland County Source: Statistics Canada, Census Data Faced with the influx of refugees over the last two years, communities and institutions have responded with creativity and passion. Following a request by the federal government to settle refugees in smaller cities, the NCC received funding to support GARs using an innovative volunteer-based model of GAR support teams. In addition, it continued to support a growing number of private sponsorship groups as of May 2016, the list included 50 groups in Peterborough City and County, Northumberland County, Haliburton County, Durham region, and Muskoka. (New Canadians Centre Peterborough, 2016) As of April 1, 2017, the NCC had supported the settlement of 272 individuals (181 GAR and 91 PSR), including 134 children, with 25 more individuals expected to arrive by June 30 th. (New Canadians Centre Peterborough, 2017) This was accomplished with the help of hundreds of volunteers and numerous community partners organizations and institutions (in health care, financial services, schools, social services, and ESPs) collaborating to meet the needs of newcomers in a welcoming and effective manner. Helping to coordinate this work are multiagency committees in Peterborough (PIP) and Northumberland County (Resource Committee on Refugee Sponsorship and Settlement). 13

14 The NCC, of course, serves a broader population than refugees, supporting all newcomers, whatever their circumstances and countries of origin. They have done this vital work for more than 30 years. Like other settlement agencies, their services have evolved to meet changing community needs. The number of clients served by the NCC increased 360% between 2000/2001 and 2013/2014. (Peterborough Social Planning Council, 2015) In its latest annual report, the NCC reported a total of 826 clients served in 2016/2017, a further 43% increase in the last three years. (New Canadians Centre Peterborough, ) NCC also coordinates the PIP and many informal collaborations among non-profit organizations in the region. Another important class of newcomers in the region is international students attending Trent University, Fleming College, and high schools. In 2017, Trent had 699 international students from 100 countries, representing 8% of total enrollment. (Trent University, n.d.) The figure is expected to rise in the coming years to about 10% of total enrollment. Fleming College reported record enrollment in the fall of 2017, with 1000 international students, representing 16% of the total student population on all campuses. 600 new international students arrived in the fall term an increase of 132% over the previous year. (Fleming College, 2017) Another surge of international students was experienced in January 2018, accounting for most of the 2000 new January-start students at Fleming. (Bain, 2018) Students are not included in the IRCC immigration figures, as they are in Canada on time-limited visas and do not have permanent status. Newcomers and Employment Employment is a vital part of long-term settlement and social inclusion. Depending on language and other skills, educational background, the transferability of foreign credentials, and other factors, newcomers may spend time working survival jobs before they are able to access employment opportunities that more closely match their profiles. For newcomers who are resettled refugees, initial income supports end after 12 months, adding to the pressure to find employment. These concerns do not apply equally to all newcomers, who are an extremely diverse group. Many arrive with strong official language skills, credentials, and experience. This may be especially characteristic of immigrants in the economic class, some of whom are investors and will employ others, and international students, who are increasingly likely to remain in Canada and pursue careers here. It is worth noting that the rate of achieving advanced degrees the percentage of recent (since 2011) immigrants with a master's degree or doctorate is more than twice that of the Canadian-born population. (Curry & White, 2017) Whether they are looking for survival or other types of employment, newcomers may seek assistance in their job search. A variety of programs and services is available in the region, offered by organizations that include Employment-Ontario-funded ESPs, the NCC, private recruitment agencies, specialized training programs, and postsecondary educational institutions (PSEs). 14

15 It is important to local and regional economies that newcomer residents be employed in occupations that draw on their skills, education, and abilities. Indeed, for rural areas seeking to maintain populations and local livelihoods, newcomers are a potential source of stability. The federal government has tried to encourage newcomers to settle outside Toronto, Montreal, and Vancouver. Currently, IRCC is running a pilot project to promote immigration to the Atlantic provinces. Potentially complicating the issue regionally are several factors: the public s perceptions about the unemployment rate; the lack of diversity in local populations, relative to major Canadian cities; and the rurality of large areas of the WDB/LEPC catchment area. Whether the perceptions about persistent local unemployment and/or cultural differences are accurate may matter less than entrenched beliefs, which can lead to doors closing in the community. Some employers, along with their staff, may harbour biases against hiring newcomers. Beliefs, concerns, and lived experiences are personal and vary significantly. What is clear is that the unique circumstances of our region must be factored into program planning if local employment integration supports are to be effective and reach the intended audiences. The region served by the WDB/LEPC has: both urban centres and extensive rural areas (where transportation is a pressing need, and populations may decline over time as workers, especially youth, migrate out for educational and employment opportunities). a population older than the provincial average. an increasing number of newcomers moving into Peterborough, and a decline in other areas of the region, over the last ten years. many employers, especially in certain industries 2 and communities, reporting difficulties in filling vacancies due to a skills mismatch and/or lack of applicants. This is the impetus for the research the WDB/LEPC has commissioned to investigate and document employment integration of newcomers in our region. 2 Tourism and hospitality, food-service, construction, and retail industries are examples mentioned by stakeholders. 15

16 VI. Scope of Research A. Definition of Newcomer For the purpose of this project, newcomers are defined as foreign-born persons who have arrived in Canada in the last ten years and were 18 years or older and residing in the City of Kawartha Lakes and the Counties of Haliburton, Peterborough, and Northumberland. All statistics about immigration to the region come from StatsCan Census data, unless other sources are cited. The foreign-born (or immigrant) population, is defined by Statistics Canada for 2016 Census purposes as persons who are, or who have been, landed immigrants or permanent residents in Canada. (Statistics Canada, 2017) As noted above, newcomers encompass a wide range of people with varying needs in terms of employment supports. B. Definition of Employment Activities For this project, employment activities refer to (a) working in the paid labour force either parttime, full-time, seasonally, or via contract work; and (b) self-employment. While some newcomers have informal employment experiences that may be used as stepping stones to formal employment, this is difficult to measure and not in scope. C. Geographic Area This project encompasses the City of Kawartha Lakes and the Counties of Haliburton, Peterborough and Northumberland. D. Time Period Data from the 2006 Census to the 2016 Census were reviewed for this project, augmented by more recent sources of qualitative data. The period covered is 2006 to the present. 16

17 VII. Methodology A. Research Objectives The goals of this project are to develop an understanding of employment supports and services that currently exist for newcomers; develop recommendations for new and innovative ways to assist newcomers and employers; increase awareness of local employment integration of newcomers in the area; and generate data to help inform future decision making and resource allocation. Research Questions: 1. Which employment support programs and services are used and/or valued most, by newcomers and employers? 2. What are the strengths of current supports (both programs and grassroots community responses)? 3. What are the current gaps and opportunities for potential improvement? B. Research Methodology Mixed-method research was conducted for this project: a secondary data review and primary data collection using a combination of quantitative and qualitative research methods, including focus groups, key-person interviews, two surveys, and a literature review. The secondary data review consisted of Statistics Canada Census and National Household Survey data, as well as other data collected by the WDB and the NCC. A total of 154 individuals participated in primary research. This included an online survey of newcomers, an online survey of employers, focus groups with ESPs, and interviews with selected newcomers, employers, and community organizations. Summary of Stakeholder Engagement Group Numbers Engaged Service Provider Focus Groups 2 focus groups, 11 participants Employer Survey Respondents 57 Responses Newcomer Survey Respondents 43 Responses Key informant Interviews 43 Survey Methodology Two surveys were created, one for newcomers and one for employers, to collect information about trends and themes. Surveys were distributed using a snowball sampling method, which 17

18 involved asking stakeholders contacted throughout the project to forward the survey to their networks. Surveys were forwarded using and promoted via social media. In addition, WDB issued press releases to extend the reach. A representative sample was not done for this project. Focus Group Methodology At the project start, the plan was to hold focus groups with employers, newcomers, and organizations that support both in all four counties. However, based on advice from key stakeholders regarding newcomer engagement, as well as difficulties connecting with employer stakeholders, the decision was made to hold focus groups with Employment Ontario-funded ESPs only. Another factor was a concurrent similar project, which engaged Peterborough newcomers who were involved in LINC classes. The results of that study were shared with the researchers for reference purposes. To compensate for fewer focus groups, the number of key informant interviews was increased. Interview Methodology Interviews were conducted with key informants, who included employers, newcomers, and representatives of community partner organizations, and funders. Participants included individuals from municipall governments, business organizations, and other organizations and individuals that support newcomers. Program Review Through focus groups, interviews, review of service provider websites, and past local research, the programs and services currently available to newcomers and employers were compiled and summarized in Current Newcomer Employment Supports. C. Limitations of Research Survey response rates were low. Stakeholders were asked to distribute the surveys to their own networks; however, they may not all have done so. Many stakeholders also mentioned survey fatigue among employers and, in fact, WDB had other surveys running at the same time. As described above, fewer focus groups were conducted than originally planned. To address these limitations, additional one-on-one interviews were held. The list of programs and services reviewed is extensive. Nonetheless, some programs and services may have been overlooked inadvertently. Fleming CREW recently completed a study focusing on newcomers attending LINC programs in Peterborough. Instead of connecting with this group of stakeholders twice (and taxing newcomers resources), outcomes from that project are considered in this research. Another potential limitation is that, although attempts were made to reach newcomers who have not accessed NCC services, it is difficult to measure successful outreach to this population. 18

19 VIII. Literature Review Recent studies, program reviews, policy papers, and articles were reviewed as background research for this project. Following is a synopsis of the most relevant research. Diverse Workforce Delivering Through Diversity This January 2018 study by McKinsey & Company, a follow-up to a 2015 diversity report (focused on gender), examines the business case for diversity and provides suggested actions to increase workforce inclusion and diversity. Diversity is defined here as a greater proportion of women and ethnically/culturally diverse individuals in the leadership of large companies. The research is based on a broader sample 1000 companies in 12 countries than the earlier, US/UK focused study. Researchers found a statistically significant correlation between highly diverse companies and financial outperformance. Measuring business performance of companies based on the ethnic/cultural diversity of their executive teams, the researchers found that companies in the top quartile were 33% more likely to have industry-leading profitability. (Hunt, Prince, Dixon-Fyle, & Yee, 2018) Employer Guide to Hiring Newcomers The Employer Guide to Hiring Newcomers, published in 2016, brings together information and resources from IRCC, Acces Employment, Hire Immigrants, TRIEC, and others. In the section entitled Why Hire Newcomer Talent? (pp. 1-2) academic and consultant studies are cited on the benefits of building diversity into hiring practices. It is well documented, for example, that immigrants to Canada start businesses at higher rates than the general population. Several of the studies mentioned demonstrate higher business performance when workforce diversity is high. This publication is meant primarily as a practical resource for employers. (Acces Employment and Hire Immigrants, 2016) Immigration in Ontario: Achieving the Best Outcomes for Newcomers and the Economy This June 2017 Working Paper of the Institute for Competitiveness & Prosperity examines immigration trends with an Ontario strategic/economic lens: how to ensure that the Ontario economy prospers and that newcomers are able to find suitable employment more quickly. Policy proposals include letting Ontario to select a higher percentage of immigrants from the Provincial Nominee Program and addressing the lagging employment rates and wage penalty that many newcomers face. (Institute for Competitiveness & Prosperity, 2017) Newcomer Experiences Several recent studies from across Ontario have examined local/regional barriers to newcomer integration and supports available, with recommendations for improvements. 19

20 Embracing Diversity: Newcomer Experiences in Perth and Huron Counties This 2017 report, commissioned by the Social Research & Planning Council, notes patterns of out-migration in the two rural counties and asks how more newcomers can be attracted to the area and retained. The goal for this study was to investigate newcomer experiences in small and rural communities, specifically Perth and Huron Counties. Objectives included identifying the newcomer experience, service gaps, employment barriers, and recommendations for improved performance. Barriers that are common in rural communities, such as access to transportation, education, and employment supports, were reviewed. Other rural communities approaches to newcomer integration are reviewed, including Peterborough s (pp ). (Social Research & Planning Council, 2017) 2016 Guelph-Wellington Immigrant Survey Report The Guelph-Wellington LIP conducted research on the experiences and challenges reported by immigrants in Guelph and Wellington County. Five research questions were posed, with two directly related to employment: o Do immigrants have access to meaningful employment in Guelph and Wellington County? o Do immigrants have access to education, training, and skill development opportunities in Guelph and Wellington County? Surveys and focus groups were used to collect data. The secondary data review relied on 2016 Census and IRCC sources for statistics about immigrants in the region. Key findings and recommendations related to those questions address: o Increasing employer awareness about foreign credentials and immigrant profiles o Promoting employment support services to immigrant communities o Increasing opportunities for networking between immigrants and employers o Ensuring realistic and current information about careers and LMI is available to immigrants both pre- and post-arrival (Patel & Henderson, 2017) Immigrants & the Labour Market: A London Perspective This 2015 report, prepared by the City of London s Housing, Social Services, and Dearness Home Division, reviewed historical and recent employment data about immigrants in London (Ontario) and identified opportunities for improvement (49 in all), organized by four themes: o Enhanced focus on timely economic integration o Enhanced coordination and marketing/outreach of the service system o Enhanced services and supports 20

21 o Reduction of broader system barriers Many of the recommendations are specific to London city planning and the local economy, while others look at strengthening links within the settlement system overall. The following are especially relevant to this report: o education and training for employers o stable multi-year funding to support immigrants o enhanced opportunities for specialized language training (e.g., occupationspecific and career-focused ESL) o micro-loan/micro credit access for immigrant entrepreneurs o mentoring programs for immigrant entrepreneurs o standardization of language training services (provincial and federal) o advocacy by City government for funding to match immigrants with services they need (City of London, 2015) Newcomer Engagement and Social Capital in Rural Communities As part of its Measuring Rural Community Vitality series of papers, the Rural Ontario Institute examined newcomer engagement in three Ontario counties (Dufferin, Huron, and Northumberland). Individual community profiles were also published. It is important to note that this study is broader in scope, as newcomers were defined as anyone who had moved into the county in the last five years not only immigrants. Social capital was defined as the resources and associated benefits people have access to through their social networks and relationships. (Rural Ontario Institute, 2017) Four high-level recommendations (with examples and explanations) for increasing engagement and social capital were to: 1. Provide intentional community leadership 2. Reduce system barriers 3. Build relationships 4. Develop robust support systems Northumberland County-specific findings are summarized are reproduced below. Strengths o Intentional leadership by county leaders to support and engage newcomers. This is seen embedded in the county s strategic plan and in praxis through active financial, professional and social support towards individuals and groups supporting newcomers in the county o Organized and insightful online tools to facilitate newcomer navigation of the county (e.g. o Purposeful civic engagement of newcomers by county leaders, service providers and established newcomers. These include strong, well-established 21

22 newcomer groups (New Canadians Centre, Northumberland Hispanic Cultural Club, Northumberland Newcomers Network, etc.), as well as other associations, networks, and municipal task forces o Northumberland County is recognized by many as a rural leader in providing community transportation o Friendly and supportive neighbours Barriers o Despite having low unemployment rates, the opportunities offered are primarily within the agribusiness, construction, and manufacturing industries. Skilled newcomers have found limited employment opportunities and reported feeling underemployed o While recognized as a leader in rural transportation, there is room for enhancement. This is particularly relevant for newcomers upon first arrival who may not have immediate access to private transportation o Limited infrastructure for urban-to-rural migrants seeking commodities such as high-speed internet. This was acknowledged as a limitation by both community members and county leaders, while recognizing this is part of the transition to a rural setting o Newcomer information not well advertised upon arrival. Many newcomers unsure of where to find initial information and connections. o Immigrant newcomers from countries where English is not the first language have faced significant language barriers when looking for employment. This has also impacted the way in which they make connections with others in their community. (Rural Ontario Institute, 2017) Local Research/Publications: Peterborough Fleming CREW: Building Capacity in Employment Services for Newcomers to Peterborough Fleming CREW Employment Services recently completed research (February 2018), funded by the Ontario Centre for Workforce Innovation (OCWI), entitled: Building Capacity in Employment Services for Newcomers to Peterborough with an Emphasis on Syrian Refugees. The goal of the project was to develop evidence-based approaches to build capacity in the employment and training sector and better match newcomers to jobs in Peterborough. The research involved interviews and focus group discussions with stakeholders to identify barriers to employment; explore skills that employers seek; and identify gaps in the service system. Some of the questions the research aimed to answer: o How can employment and training services in Peterborough help newcomers, particularly refugees, get and keep jobs? 22

23 o Are there gaps or new strategies in our local service delivery system to address the needs of newcomers and employers? o What programs, services, interventions and supports best meet the needs of these job seekers and local employers hiring newcomers? In addition to the one-on-one focus groups and interviews with employers, refugees, NCC staff and volunteers, ESL teachers, and members of the Refugee Resettlement Task Force, among others, the project included pilot project development (phase 2). Newcomers that participated in the research consisted of students enrolled in the Language Instruction for Newcomers to Canada (LINC) program at Fleming College. Key findings from phase 1 include the following: o Employment Service Providers need to increase outreach, marketing and promotion to newcomers. o In some cases, there is a need to modify or enhance services for newcomers, which may also benefit other clients served by Employment Service Providers. o For newcomers to be able to obtain and retain jobs they need to improve their English skills, thus the need for continued, enhanced and expanded ESL services. In addition to the key findings, specific recommendations for how Employment Service Providers can better service newcomers were listed. The research confirmed the following five key themes specific to newcomers and their journey to finding and maintaining employment: 1. There is a need to assist newcomers to improve their English language skills in order for them to find and retain employment and employment service providers can play an important role in this. 2. Newcomers need education and information about the workplace culture in Canada. 3. Like many job searchers, newcomers need assistance to hone their job searching skills. 4. Employers would benefit from learning of the values and qualities of newcomers, specifically that they are motivated, dependable and reliable. 5. Newcomers and those supporting them, must be made more aware of employment services and what they can provide to assist them to obtain and retain employment. Phase 2 of the project consisted of the development of two pilots. 1. A workshop on workplace culture in Canada and 2. A workshop and a resource tool on employment law in Canada. The intention is that the results of the research as well as the workshop materials will be shared with the local CERP members and other employment service providers across Ontario. Investigating Workplace Language Training and Culture as factors in Labour Force Productivity in Peterborough This study, supported by the Ontario Human Capital Research and Innovation Fund, was conducted by researchers from Trent University, the Trent Community Research Centre, the Peterborough Social Planning Council, and PPCII. It focused on the intersection of language, 23

24 culture and workplace productivity. (Archer, Barr, Musta, Berry-Merriam, & Vanaselja, 2015) Research questions, as well as selected key findings and recommendations are reproduced verbatim below. Research Questions: First, what is the role of cross-cultural communication barriers in the perception of employers that English language proficiency is the principal challenge to attracting, hiring, and retaining immigrant employees in Peterborough? Second, what are the best practices and innovative practices for workplace and vocational English as a second language (ESL) delivered elsewhere in Canada? Key Findings: o Current trends in Ontario indicate that more than half of the recent immigrants in Ontario have post-secondary education which corresponds with the Canadian average of 53.6% of Canadians possessing skills certificates or University/College diplomas (Government of Canada, Employment and Social Development Canada) - but fewer than 25% of these professional immigrant workers speak neither English nor French (Colleges Ontario, 2007). o Following trends throughout Canada, the workforce in Peterborough is aging rapidly, with more people retiring or leaving work than those entering the workforce. Peterborough`s population is amongst the three oldest Census Metropolitan Areas (CMA) in Canada. Peterborough ranks as the second-worst CMA with regards to the contribution of international migration to the overall population growth and has more deaths than births, a sign of rapid aging. New workers are needed to replace these employees who have retired or left work, including working with the elderly, retired population in Peterborough - perhaps providing the necessary environment for a vocational or workplace ESL program. Recommendations: o The design of any workplace program must be undertaken with input from both employer and the employee; o Local models of vocational/workplace ESL should include a mentorship component that provides specific education on the local community as well as the idiosyncrasies and requirements of that workplace; o Given the smaller scale of programs needed in Peterborough region, the model of service delivery should include a variety of ways of delivering education ranging from one-on-one training to lunch and learns, to mentoring around specific industries and professions; o Cross-cultural sensitivity training for employers is needed to debunk the fears about diversity; o Training for New Canadians including preparing them for the Canadian workplace i.e. rights, responsibilities, how to fill out tax forms, workplace ethics 24

25 and etiquette. The local immigrant services agency can play a crucial role in designing and delivering such training to its newcomer clientele; o Diversity training for both the employers/employees regarding cross cultural communication and what is needed for a healthy diverse workforce; o Workplace language training that supports specific technical needs of newcomer employees is needed; o Advocacy for workplace cultural changes and innovative models for vocational and workplace ESL; o Involving business leaders and decision-makers in developing and implementing a region-wide strategy and awareness campaign about the business case for diversity. (Archer, Barr, Musta, Berry-Merriam, & Vanaselja, 2015) PPCII Workplace Diversity Survey, 2013 This study, conducted in through a contract with Fleming Data Research, included a survey of 245 local employers. Results showed that employers identified the top three challenges of attracting and hiring newcomers as: language/communications barriers; certificates/accreditation/qualifications; and lack of experience/skills. The greatest training needs identified were, for New Canadian employees: The greatest training needs were: o for New Canadian employees: Language/Communication barriers Job Specific Training/Skills/Knowledge Certificates/Accreditation/Qualifications o for employers of New Canadians: Effective Communications/Language Understanding/Accommodating Culture Local Research/Publications: Northumberland County In addition to the Rural Ontario Institute s Spotlight on Northumberland County, detailed above, the following publications address aspects of newcomer integration in Northumberland County. Improving Prosperity for Immigrant Women in Northumberland County This multi-year project, funded by Status of Women Canada and led by Northumberland United Way in partnership with Northumberland County, aimed to understand the circumstances of immigrant women throughout Northumberland County. The first phase, published in 2014, included a needs assessment of the women and community service providers. Methods of gathering information included a survey in four languages, focus groups, and interviews. Ultimately the aim is to improve the prosperity of immigrant women in the County. Key findings include calls for: 25

26 1. A full settlement-service agency in Northumberland 2. A Northumberland newcomer council 3. A professional-development training for SPOs (service provider organizations) 4. Development of a community strategic plan to address the needs identified by this report. Of the more than ten priorities and strategies identified by the immigrant women as being needed to increase their prosperity, the top-ranking item was employment, followed by education and training. (Northumberland United Way, 2014) Your Story Our History: County collects stories and images of immigration for Canada150 While not a study, it is worth including in this literature review Northumberland County s 2017 collection of images and stories, which was published as a Canada150 project and accompanied by an exhibition of artifacts, photographs, and stories at the Art Gallery of Northumberland. Northumberland Economic Development Immigration Presentation This presentation by Northumberland County staff to the 2016 Association of Municipalities Ontario conference detailed the community profile (number of immigrants, top languages spoken, migrant farm workers per year, etc.) with respect to immigration, the challenges facing the County, and the progress that has been made to attract, retain, and support immigrants. This is an integral part of the County s economic development strategy and is supported by County Council. (Northumberland County, 2016) 26

27 IX. Community Profiles The communities served by the WDB vary greatly in population makeup and the number of immigrants arriving each year. A brief profile of each community follows. Refer to the charts and tables in Appendix A for more detailed population and immigration-related data. A. City of Kawartha Lakes Demographics In 2016, there were 75,423 people living in the City of Kawartha Lakes (CKL), with an additional 31,000 seasonal residents. More than 1.45 million residents live within a one-hour drive of CKL. (City of Kawartha Lakes, 2017) CKL communities include Bobcaygeon (population 3,525), Fenelon Falls (2,464), Lindsay (20,713), Omemee (1,271), and Woodville. Lindsay is located 40km from Peterborough. CKL has a median age of 50.5 years and an average age of 46.5 years. As well, 25% of its population is over the age of 65. (City of Kawartha Lakes, Office of Economic Development, 2017) Immigration Immigrants make up 8.3% of the population. However, 73% of those immigrants arrived prior to Immigrants have come primarily from the UK, Germany, the Netherlands, US, and Italy (75% of total immigrants have come from Europe). This has changed for recent immigrants ( ), who have come primarily from Syria, the UK, Philippines, Vietnam, and India. In terms of immigrant categories, 49% of all immigrants have arrived as Economic Immigrants, followed by 37% through family sponsorship, and 14% as refugees. Languages Besides English, French and Aboriginal languages, there were 26 different languages spoken at home in the CKL. Most common were German, Korean, Polish, Mandarin, and Russian. (Statistics Canada, 2018) Employment Key employment sectors include manufacturing; agriculture; arts, culture & heritage; tourism; and water innovation. According to an analysis of employment patterns, City of Kawartha Lakes possesses participation and employment rates below those of the Province of Ontario. This means that there is a smaller percentage of the City of Kawartha Lakes population willing and wanting to work, or, looking for work on average than there is in province. In addition, the City of Kawartha Lakes currently has an unemployment rate higher than that of the Ontario. (City of Kawartha Lakes, Office of Economic Development, 2017) 27

28 B. Haliburton County Demographics The county of Haliburton has a population of 18,062 with an estimated seasonal population of over 48,000. (County of Haliburton, 2013) The County is largely rural, with a highly-dispersed population. It comprises four lower-tier municipalities: the Township of Algonquin Highlands, the municipality of Dysart et. al., the Township of Minden Hills, and the Municipality of Highlands East. The largest communities are the villages of Haliburton and Minden. The County population is significantly older than the province as a whole, with 33% of residents over the age of 65. sponsorship and 10% as refugees Immigration Immigrants make up 8.7% of the population, with 75% of them arriving prior to 1981 and only 5% arriving since Recent immigrants have primarily come from the UK. 43% of all immigrants have arrived as Economic Immigrants, followed by 48% through family Languages Besides English, French and Aboriginal languages, 13 different languages are spoken at home in Haliburton County. Most common are Polish, German, Korean, and Gujarati. Employment Most jobs are in the retail, trade, and construction sectors. Numerous residents are employed in accommodation and food services, and arts, entertainment and recreation. Part-time and seasonal jobs make up a large proportion of the County s economic activity. (Statistics Canada, 2018) C. Peterborough City and County Demographics Peterborough County is home to approximately 135,000 people, with 81,032 of them located in the City of Peterborough. The County is an upper tier municipal government, with eight lowertier municipalities: Township of Asphodel-Norwood, Township of Cavan Monaghan, Township of Douro-Dummer, Township of Havelock-Belmont-Methune, Township of North Kawartha, Township of Otonabee-South Monaghan, Township of Selwyn, and Munipality of Trent Lakes. (Peterborough County, 2017) 28

29 Peterborough has a diverse commercial and agricultural base and three PSEs: Trent University, Fleming College, and Seneca College (aviation). Top Peterborough regional employers include the Peterborough Regional Health Centre, the City of Peterborough, two school boards, and the Ontario Ministry of Natural Resources and Forestry. According to a benchmarking report on Peterborough s industrial and occupational distribution, Peterborough is also home to a thriving creative economy with many working in knowledge-based occupations. (Martin Prosperity Institute, 2013) The County is older than the general population, with 23% of its population over the age of 65. The City of Peterborough is located 140km from Toronto. Immigration Early immigrants to Peterborough were mostly of Irish and British descent; however, people from all over the world now call Peterborough home. Immigrants make up 8.3% of the population, with 59% of all immigrants having arrived prior to The top five countries for all immigrants to Peterborough County are the UK, US, Germany, Netherlands and China. Since 2006, however, the top five countries have shifted to Syria, the Philippines, India, the UK, and China. Economic immigrants account for 48% of all immigrants, followed by 34% arriving through family sponsorship, and 16% as refugees. (Statistics Canada, 2018) In 2016/17, the New Canadians Centre served clients from 79 different countries. (New Canadians Centre Peterborough, ) A notable recent change in Peterborough s immigration profile is the influx of primarily Syrian refugees, with approximately 300 people arriving between late 2015 and mid Although a few settled in the County, as well as in Northumberland County, CKL, and Haliburton County (one family), most settled in Peterborough. Language Besides English, French, and Aboriginal languages, 31 different languages were spoken at home in the City and County of Peterborough. The top six languages were Mandarin, Polish, Arabic, Korean, Spanish, and Gujarati. (Statistics Canada, 2018) Employment With over 30% of its workforce employed in the creative economy, Peterborough is considered one of Canada s most creative cities. (Peterborough & the Kawarthas Economic Development, 2015) As well, 50% of Peterborough s businesses are owner-operated, and the city has the highest rate of immigrant entrepreneurship in Canada, with 36% of newcomers in Peterborough owning their own business. (Peterborough & the Kawarthas Economic Development, 2015) In 2016, almost 50 percent of Peterborough s workforce was employed in the Health Care & Social Assistance (16.3%), Retail Trade (15%), Education Services (9.6%) and Manufacturing (8.8%) sectors (Statistics Canada, 2018). 29

30 D. Northumberland County Demographics Located along the 401 with easy access to both Toronto and Kingston, the County of Northumberland is comprised of seven municipalities (Alnwick-Haldimand, Brighton, Cobourg, Cramahe, Hamilton, Port Hope, and Trent Hills) and Alderville First Nation. (Northumberland County, n.d.) The largest communities are Cobourg (population 19,440) and Port Hope (population 16, 214). The population of the County is 85,598. Immigration Immigrants make up 10% of the total population, with 6.4% of total immigrants having arrived since Recent immigrants have come from the US and China (tied ranking), Australia, the UK, Syria, and the Philippines. Almost 50% of immigrants arrived as Economic Immigrants, followed by 42% through family sponsorship, and 8% as refugees. Language Besides English, French, and Aboriginal languages, 26 different languages were spoken at home in Northumberland County. The top six languages were Korean, Spanish, Mandarin, Polish, and German. (Statistics Canada, 2018) Employment The County has a diverse industrial, commercial and agricultural base. Key industries include agribusiness, construction and manufacturing. The county also welcomes migrant farm workers annually. (Northumberland County, 2016) 30

31 XI. Current Newcomer Employment Supports A. Employment-Related Services for Newcomers Following is an overview of employment-related services available in the region. In addition to government-funded ESPs, which are present in urban centres throughout the region, the NCC provides employment counselling to newcomers through its offices in Peterborough and Cobourg. ESPs and the NCC are the main providers of employment services for most newcomers. Municipal social services organizations also provide employment supports to the populations they serve, generally residents receiving social assistance. Trent University and Fleming College, through their career centres, offer career counselling, job search workshops, resume advice, and similar supports to their students. Finally, private recruiting agencies, looking to find staff to fill vacancies for the employers they serve, interact with some newcomers in Peterborough and Lindsay. Geographically, most services that are available are located in Peterborough and Northumberland County. Northumberland County, through its Economic Development Department, has played a leadership role in supporting newcomers. Northumberland County s strategic plan makes attracting newcomers a strategic priority, and this has resulted in several initiatives that support newcomers to the area. (Northumberland County, 2015) CKL and Haliburton County both have an ESP, but the number of newcomers they serve is very low. CKL has provided employment-related support to newcomers through its Social Services Department. While CKL is open to providing services to newcomers as numbers increase in the future, currently, there is a perception that newcomers go to Toronto or Peterborough for support. Pre-Arrival Supports Both Peterborough and Northumberland Counties have online portals available to newcomers prior to arrival and once they have settled. WelcomePeterborough.ca WelcomeNorthumberland.ca The portals provide advice and links to newcomers to help them navigate community contacts and services, including employment services. 31

32 Employment Service Providers All four areas of the region have government-funded (Employment Ontario, with federal funding for some programs) ESPs. Their services are offered to all residents, including newcomers with permanent status in Canada. Those who are in Canada with a non-permanent status (e.g., international students, accompanying spouses of workers on temporary visas) are not eligible to receive ESP services, due to funding restrictions. However, ESP staff report, anecdotally, that they will provide onthe-spot resume help to newcomers without permanent status, who may walk in after seeing signage, and then refer them to other sources of assistance, such as the NCC, or, if they are students, to Fleming or Trent. Employment Service Provider Name Agilec Durham College Employment Supports EPC Fleming CREW Watton Employment Services VCCS Employment Services Locations Lakefield, Minden, Peterborough Northumberland (Port Hope) Peterborough Haliburton, and Peterborough Northumberland (Cobourg), Peterborough, Roseneath CKL Examples of ESP services include the following. For Job Seekers Assistance with career decision making One-on-one employment counselling Assessments for eligibility and assistance in applying for government-funded programs Job search, interview and resume workshops Support in obtaining labour market information and other resources For Employers Job matching & placement services Job postings Job fairs and interview assistance Recruitment and pre-screen services Information and resources related to effective business operations Training Incentives and Job Grants Settlement Services The NCC is the only immigrant serving organization providing settlement services in the region. The NCC s main office is in the City of Peterborough and it has a smaller office in Cobourg. The NCC provides a range of services to newcomers, including settlement support, employment 32

33 support, language classes, and social programs. In 2016/2017 the NCC assisted 826 clients from 79 different countries. (New Canadians Centre Peterborough, ) One NCC staff member provides employment services. Unlike ESP services, EO does not fund these. Rather, funding is provided by IRCC. MCI also funds some employment-related programs at the NCC. In 2016/2017, the NCC assisted 359 newcomer employment clients and matched 55 newcomers with employment. (New Canadians Centre Peterborough, ) Other NCC programs include the Peterborough Immigration Partnership, the ESL Forum, Newcomer Kitchen, and Newcomer Sewing Collective, which are described below in Recent Employment Initiatives / Programs for Newcomers. Northumberland County is served by a satellite office of the NCC, opened in One settlement worker serves the entire County. In addition, NCC staff travel to Cobourg on an asneed basis (approximately once a month) to help clients with language assessment, employment, and immigration issues. However, in the past five years, the number of arrivals to the area has increased, especially during the March October period, when seasonal agricultural workers arrive. To meet the growing demand for services, Northumberland Economic Development recently applied for and received funding to hire a settlement worker, starting in January Peterborough Immigration Partnership (PIP) In 2008, to coordinate a regional response to the emerging needs of newcomers, the City of Peterborough and the NCC joined with more than 25 local organizations to establish the Peterborough Partnership Council on Immigrant Integration (PPCII), a Local Immigration Partnership, now named the PIP. Though the PIP began as a stand-alone organization with flowthrough funding from the NCC, it has evolved to become a program of the NCC. Through the PIP, research has been completed providing the community with a better understanding of how to meet the needs of newcomers and how to make the community more welcoming to all. This has led to the development of supports for both newcomers and employers. PIP s most recent strategy has several goals and objectives relating to newcomer employment, including: Development of a resource kit and hands-on training for small employers Development of intercultural communications tools for the Canadian workplace Assistance to the broader employment sector with action planning and implementation of accessible LMI, HR and entrepreneurial advisory services, a professional immigrant network that includes mentorship, job-skill matching, workplace and vocational language and cross-cultural training and the development of materials on the benefits of hiring newcomers. Continued support of the ESL Forum of Peterborough to develop workplace- and vocation-specific language training opportunities. 33

34 The NCC/PIP is part of many working groups including the ESL Forum, The Refugee Resettlement Task Force, the LEPC, the Small Enterprise Advisory Group, which includes the Newcomer Kitchen and the Sewing Collective, and the Cultural Competency Group. Municipal Supports The City of Peterborough has worked in partnership with the NCC on many immigration-related initiatives, including the PIP and the Welcome Portal. PKED has also worked in collaboration with the NCC, as members of the PIP and in support of entrepreneurship dinners. The Economic Development Department of Northumberland County has been quite active in newcomer integration and is the only economic development organization within the region that funds specific programs for newcomers. Business Advisory Centres (BAC) in each jurisdiction work with newcomer entrepreneurs as needed. Although there are no specialized services developed specifically for newcomers, newcomers can access any BAC programs. Social services agencies operated by the four municipalities provide support, including employment support, to those on social assistance, including newcomers. Language Training A variety of ESL programming is available, primarily in Peterborough. For other communities, newcomers either travel to Peterborough to take language training or find informal training. There are free programs available to newcomers, depending on their status, including LINC programs at Fleming College, at Peterborough Alternative and Continuing Education (PACE), and at the NCC. Fee-based ESL classes are available at Trent, Fleming, and private language training providers, and some free programs have been delivered through Peterborough Public Library and the YMCA. More recently, there has been a significant amount of informal language training, mainly by volunteers, for refugees from Syria. B. Recent Employment Initiatives / Programs for Newcomers This section describes any employment-related initiative / program recently or currently in place to help newcomers integrate successfully into employment. There are no specific newcomer employment programs in the City of Kawartha Lakes and Haliburton County. Peterborough Employment Service Provider Workshops As part of its recently completed research project (described in the Literature Review), Fleming CREW offered two workshops to newcomers seeking employment: 1) a workshop on workplace culture in Canada; and 2) a workshop and a resource tool on employment law in Canada. The intention is that these workshop materials will be shared with CERP members in the four-county region. 34

35 Entrepreneurship Dinners Organized by the NCC/PIP in conjunction with PKED and the City, the entrepreneurship dinners were created to provide networking and educational opportunities to newcomer entrepreneurs. While the dinners have remained small (attributed to owners of food-based businesses being unable to attend during dinner hours), the initiative has garnered strong appreciation and support from the City. There is a growing group of entrepreneurs who came to Peterborough as international students; they have provided feedback to PIP on what can be done to support their growth. In a related development, an International Student Retention Working Group has been created, with the participation of Trent and Fleming representatives. Newcomer Kitchen Newcomer Kitchen is an initiative that was originally started in Toronto in 2016 for Syrian refugee women. It aims to produce a replicable model with any newcomer group, in any city in the world. Its goal is to bring newcomers together to cook weekly meals in a community kitchen, sell them, and share the proceeds among the cooks. In Peterborough, Newcomer Kitchen was created when the NCC approached Nourish about delivering food-related training. The pilot project also involved other partners. For example, local restaurant owners participated in training sessions, creating connections with potential employers. Peterborough Public Health s community kitchen was used for some of the training. Phase I took place over six weeks in late 2017, and during 2-hour weekly sessions, participants were given the opportunity to learn about the different food business models available to them, as well as have a chance to meet some successful local business owners. Phase II (running from January through mid-february 2018) focused on developing the following key areas: recipe development and product consistency; safe food handling and best kitchen practices; conflict resolution and group decision processes; commitment to the group; and ESL. At the end of this round of the program, the partners will reassess and adjust program content as needed. Newcomer Women Sewing Collective Modelled after the Darzee project in Toronto, this program aims to empower newcomer women with sewing, workplace English, and entrepreneurial skills, with the ultimate goal of developing a newcomer women s sewing collective. The women will decide on what to produce for sale at the local farmers markets and through the NCC. An initial group of six women, with basic skills in sewing, began the program. Products have been sold informally and at various craft fairs, as well as at a local retail business. A new group of six women with limited skills is currently undergoing training. Groups are overlapping with a combined Workplace ESL class. There is some interest in joining the group from non-arabic speaking clients, so intake will be expanded in the future. From a PIP report: 35

36 The project ended up being more than just a sewing class. The Sunflower Room at the NCC became a safe and welcoming space for the women to share their stories and build a small community for themselves. ESL remains a challenge, partly due to the time limit and pressure that they are currently feeling with the preparations for Canada Day, but also with their growing comfort to enter a space where they can just be themselves and not feel the pressure of having to practice their English. Welcome Portal The City of Peterborough s immigration portal provides a wide range of information for newcomers, including employment related information (LMI, links to ESPs, links to job boards, etc.). WelcomePeterborough.ca Workplace Integration Program (WIP) The Workplace Integration Program (formerly known as the Workplace Integration Centre) was created by the NCC in partnership with PPCII members in 2010 with funding from the Ontario Chamber of Commerce to help foreign-trained professionals find meaningful employment in Peterborough. The Program provided one-on-one counselling to help integrate newcomers into the workplace, helped with accreditation and licensing, provided workshops and training for SMEs, and offered a mentorship program. Over the life of the project, 175 individuals were matched with work opportunities. The project was put on hold after a few years due to lack of funding; however, the NCC has recently applied for new project funding. According to the proposal: "The project will address the barriers to traditional employment that are faced by vulnerable newcomers and provide a pathway to skills development and selfemployment. This will complement existing employment services as there are currently no services in the community which cater to the unique needs of this population. 36

37 Following is a snapshot of WIP statistics published in the 2015 Quality of Life report. (Peterborough Social Planning Council, 2015) Source: Peterborough Social Planning Council Northumberland County English/Cooking Classes An initiative of Northumberland County offered through the Ontario Agri-Food Venture Centre in Colborne, this pilot project offered a series of chef-led classes, called Around the World through Cuisine and Food. The program ran twice, beginning in 2015, with the goals of improving English and soft skills for the culinary industry. There were approximately 20 participants in total. Immigration Portal In April 2013, the County launched its immigration portal. It serves as a one-stop hub for information for immigrants and other newcomers and includes employment information. Newcomers Northumberland The Community Training and Development Centre (CTDC) just completed (February 1 March 15, 2018) an MCI-funded training program for recent immigrants in Cobourg, Employment Networking for Success in Northumberland, with an associated Newcomers Northumberland website. The concept is that, through a series of 37