WELCOMING COMMUNITIES. Resource Guide for Businesses and Organizations in Maple Ridge, Pitt Meadows & Katzie

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1 WELCOMING COMMUNITIES Resource Guide for Businesses and Organizations in Maple Ridge, Pitt Meadows & Katzie This project is made possible through funding from the Government of Canada and the Province of British Columbia

2 Welcoming Communities Resource Guide Maple Ridge Pitt Meadows Katzie A welcoming and inclusive community promotes the full participation of all residents in the social, cultural and economic life of the region without discrimination. What is the Welcoming Communites Program? The Welcoming Communities Program was a one-year project funded by the Government of Canada and the Province of BC from April 2013 to April This program, led by the Family Education and Support Centre served as a catalyst for systemic change around issues of immigration, settlement, multiculturalism, racism and workplace diversity through long-term partnerships and capacity building at the community, regional and provincial levels. By bringing multi-stakeholders from government, education, employment, settlement services, community groups and residents together to address the needs of access, equity and inclusion, the program aimed to achieve the long-term goal of this project, which is to engage immigrants as partners in the community building process through a more equitable, accessible and inclusive approach. Family Education & Support Centre leads the Welcoming Communities Project in Maple Ridge, Pitt Meadows and Katzie however, the success of Welcoming Communities depends on the support and participation of numerous stakeholders. Page 2

3 WELCOMING COMMUNITIES The Welcoming Communities Program focuses on a common vision to support the integration of New Immigrants by building welcoming and inclusive communities as well as the capacity to support intercultural relationships, inclusive workplaces, welcoming spaces and improved access to services. Resource Guide for Businesses and Organizations Table of Contents Words from our Community Leaders 4 Family Education & Support Centre 6 Steering Committee 6 Community Collaborators 7 From the Welcoming Communities Team 7 Our Communities 8 Immigration In Canada 9 Community Resources 10 Process of Settlement 12 Stages of Adaptation for Newcomers 13 The Canadian Way 14 Cultural Iceberg Model 14 Welcoming Spaces 15 Safe Harbour 15 6 Steps to Intercultural Communication 16 Cultural Sensitivity in the Workplace 17 Assessment Tools 18 Key Considerations 19 Additional Resources 19 The booklet is mainly targeted to service providers, businesses and local governments to strengthen their perspective on immigration and multiculturalism and to foster inclusive and welcoming workplaces and communities by providing facts and figures, assessment tools, tips and figures, and local resources on newcomer services for referral purposes. This project is made possible through funding from the Government of Canada and the Province of British Columbia Page 3

4 Welcoming Communities Resource Guide Maple Ridge Pitt Meadows Katzie Words from our Community Leaders Legislative Office: East Annex, Parliament Buildings Victoria, BC VSV 1X4 Phone: Fax: Doug Bing, MLA As the Member of the Legislative Assembly of British Columbia for Maple Ridge-Pitt Meadows, it is my privilege to recognize the important work that The Welcoming Communities Project is striving to support. Welcoming immigrants to our province and specifically to the local communities that they choose to call their new home, personifies what Canada has strived to attain during its over 140 years in the making. The Welcoming Communities Project and all of the partners who work to convey our respect and understanding of the challenges new immigrants face, and who strive to support them as they start their journey in our communities, are to be commended. British Columbia has a very diverse ethnic population and the province offers many wonderful options to start a life anew and live as a Canadian. I am privileged to represent the citizens of our two beautiful communities at the provincial level. From our First Nations to our most recent immigrant we continue to grow stronger as a province through their contributions. Our economy is dependent on skilled labour and innovation, much of which is triggered by cultural diversity and experiences brought by immigrants from their countries of origin. I strongly believe Maple Ridge and Pitt Meadows have benefited from the diversity of people that have chosen our communities to live in. By accepting diversity in Canada, we have woven a tapestry of human connectivity that transcends differences and as Canadians we are very proud of this. I believe Maple Ridge and Pitt Meadows has long enjoyed the benefits of immigration and I look forward to welcoming all of the world s citizens who choose to live in our wonderful communities. Congratulations and thank you to all of the partners who participated in The Welcoming Communities Project. This project will only serve to make our communities stronger and better places to live. Sincerely, Dr. Doug Bing MLA, Maple Ridge-Pitt Meadows Page 4

5 District of Maple Ridge Office of the Mayor On behalf of Maple Ridge Council and our residents, I would like to extend my sincere gratitude and appreciation for the work that the Welcoming Communities folks do to promote and celebrate human diversity. Maple Ridge prides itself on being a welcoming and inclusive community and is committed to maintaining a setting where everyone can live, work and play without the threat of discrimination. Maple Ridge is an all inclusive community full of diversity, and we celebrate that diversity by staying informed and connected with our residents. Throughout the year we enjoy festivals and many other events that promote and celebrate the differences we enjoy within our community. We take pride in and encourage everyone to embrace and celebrate our race, gender, abilities, age and other differences. This is what makes Maple Ridge a great place to call home! In closing, please accept my warmest appreciation to all of you for your dedication to making the Welcoming Communities program a success. Sincerely, Ernie Daykin Mayor District of Maple Ridge Haney Place, Maple Ridge, British Columbia VZX 6A9 CANADA Telephone: Fax: enquiries@mapleridge.org City of Pitt Meadows Office of the Mayor On behalf of Council, I would like to commend the Welcoming Communities project on their work in raising awareness, understanding and acceptance of people new to our community and motivating people who are new to Canada to achieve their goals and dreams. Thank you for all you do to help make our community a better place for everyone. Pitt Meadàws began as a First Nations community and remains home to the Katzie First Nation. As the community grew, people from Dutch, Japanese, Irish, Scottish and English backgrounds moved here, people who helped the area grow and thrive. Without these hardworking residents who took a chance to come to Canada to build a new life here, we wouldn t have this amazing city full of wonderful friends and neighbours today. I am often told by residents that the thing they love most about living in Pitt Meadows is the small-town feel, where people know one another. It s a great feeling to be a part of a community and help one another achieve success; let s continue to include those who are new to our city and keep this wonderful aspect of Pitt Meadows alive. Sincerely, Deb Walters Mayor City of Pitt Meadows Harris Road, Pitt Meadows, British Columbia V3Y 2B5 Phone: Fax: Page 5

6 Welcoming Communities Resource Guide Maple Ridge Pitt Meadows Katzie Family Education & Support Centre In early 2013, the Family Education & Support Centre was priveledged to receive funding from the Ministry of Jobs, Tourism and Skills Training, to provide the Welcoming Communities program. Together with a group of committed partners from our communities, we looked at the questions, how welcoming are our communities and what is it like for newcomers to come into Maple Ridge and Pitt Meadows? What a wonderful experience it has been hosting the Welcoming Communities project over the past year. From the moment we started, the Communities of Maple Ridge, Pitt Meadows and Katzie have been receptive to the idea of exploring just how welcoming our communities are through dialogue, workshops, arts activities and meeting together to explore and plan. We have crossed boundaries and brought down barriers, we have linked in more meaningful ways, we have brought important and useful information to our politicians, agency representatives, government workers and citizens to help reduce barriers and strengthen the openness that is needed to help all who come to our communities to feel welcome. We have made a great start! To all of our community members who participated in this exciting process, our committed Welcoming Communities steering committee partners, our volunteers and a committed trio of incredible Staff, a heartfelt thank you. To our steering committee and our community partners, our special thanks for their collaboration and support with all of the Welcoming Communities Program activities. The impact of the work of the past year has had a ripple effect and it is my hope that it will go on to spark continuing and new initiatives in our Welcoming Communities. Faye Luxemburg-Hyam Steering Committee The Welcoming Communities Project was guided and supported by the Steering Committee. Thank you to the following individuals: Eysa Alvarez, Assistant Manager - ISS of BC, Maple Ridge Minna Kim, SWIS Worker - School District # 42 Sharon Sargent, Coordinator Maple Ridge and Pitt Meadows Community Network Bob Russell, Coordinator - English Corner Elaine Yamamoto, Literacy Outreach Facilitator - The Hive and Ridge Meadows Literacy Committee Lori Graham, Economic Development Coordinator - Pitt Meadows Economic Development Corporation Petra Frederick, Coordinator, Recreation Access - Maple Ridge and Pitt Meadows Parks and Leisure Centre Shawn Mathewson, Coordinator of Social Planning - District of Maple Ridge Page 6

7 Community Collaborators The ACT One Night Castle Business Start Maple Ridge Strategic Economic Initatives Fraser Valley Regional Library, Maple Ridge MRPM Interfaith Steering Committee Sprott Shaw College FRANAS, Joanne Foote Rolo Preza Salvadorian Cultural Society of BC Juliana Velez Peter Tam Downtown Maple Ridge BIA Ridge Meadows Chamber of Commerce Alisa Choi Darcy, Quote End Quote Natasha Aruliah, Intercultural Facilitator FAST FACT... Immigrants are important to Canada to sustain Canada s population and employment needs, to contribute to Canada s innovation and global competetiveness, to invest in Canada s economy, to enrich workplaces with international experience and creativity and, to provide specialized skills and knowledge. From the Welcoming Communities A year is not a long time. Especially to deliver a project as comprehensive as the Welcoming Communities program. When the Maple Ridge Welcoming Communities Team first assembled in April 2013, we were both excited by the ambitious scope of the project and a little daunted too in its initial days. Fortunately our concerns were assuaged by the support we found in the community from partners and our steering committee members whose collective efforts helped us to deliver the five streams of this initiative. These five focus areas encompassed business workshops, community workshops, community dialogues, one-to-one workshops and a theatre production. Supplemental projects such as a resource booklet, website, a publication series in the Maple Ridge Times, and the Culturefest event showcase the rich diversity of our communities and provide some of the tools that can carry forward the benefits gained from these activities. We like to think that the work of the past year has built a strong foundation that will continue to promote welcoming and inclusive activities and places where diversity can flourish. As we wrap-up, the Welcoming Communities Team would like to express our deepest gratitude to all who contributed to and participated in the Welcoming Communities program and its success in the past year~ a most heartfelt thank-you! Avexnim Cojti Tannis Sullivan Kim Angel Page 7

8 Welcoming Communities Resource Guide Maple Ridge Pitt Meadows Katzie Our Communities Maple Ridge & Pitt Meadows are two Metro Vancouver cities that are still growing in terms of numbers of immigrants that are settling here compared to other communities. Maple Ridge Pitt Meadows Katzie The District of Maple Ridge lies on the north shore of the Fraser River, 45 km east of the City of Vancouver. Nestled against the Coast Mountains. Maple Ridge is a community that combines small-town atmosphere with close proximity to a major trade centre. Pitt Meadows is a dynamic municipality, nestled between the mighty Fraser River and the majestic Golden Ears mountains. Pitt Meadows was originally part of Maple Ridge, but was incorporated separately as a district municipality in The Katzie First Nation is the band government of the Katzie people of the Lower Fraser Valley region of British Columbia, Canada. The Katzie Nation manages the affairs five reserves assigned to the Katzie, including Pitt Meadows, Langley, Barnston Island, Coquitlam & Maple Ridge. The languages most spoken by immigrants that live in Maple Ridge and Pitt Meadows are : Tagalog Korean Punjabi German Dutch Russian Spanish Chinese Farsi 76,000 population of Maple Ridge 18,200 population of Pitt Meadows 17.2 % new immigrants in Maple Ridge 22 % new immigrants in Pitt Meadows National Household Survey (NHS) Profile 2011 Maple Ridge Number of Immigrants - 12,935 Phillipines 845 USA 680 South Korea 560 India 545 S. Africa 515 Germany 490 Netherlands 445 Romania 405 Pitt Meadows Number of Immigrants - 3,990 United Kingdom 735 Phillipines 495 India 410 South Korea 160 USA 140 Netherlands 140 Germany 125 S. Africa & China 115 From 2010 to 2012 Maple Ridge and Pitt Meadows Census reported 765 new permanent residents in Maple Ridge and 200 in Pitt Meadows. Page 8

9 Immigration In Canada People immigrate to Canada for a variety of reasons including: to reunite with their families, to have the freedom to practice political or religious beliefs, to find employment opportunities, to escape warfare or natural disasters, to obtain international experience or education, and to set up businesses. Immigration policy in Canada is structured around three main categories: Economic. This category represents the largest portion of immigrants each year. Selection is based on a point system that rewards applicants with higher levels of education, job experience, and language skills (i.e., English and French). With the manufacturing sector in decline and the country shifting toward a more information-based economy, this policy emphasizes flexible, transferable skills over specific occupations. Family reunification. This class of immigrants includes spouses and children joining family members who are already living in Canada. This is the secondlargest group of immigrants admitted on a yearly basis. Canada will recognize same-sex couples in this category even if they are not legally married due to restrictions in their country of origin, although a couple must provide proof of a long-standing relationship. Refugees. This is the smallest group of immigrants admitted to Canada every year. It includes both humanitarian resettlement programs and claims for asylum protection. Immigrants come to Canada under different categories. These are: Sponsored Family Members Internationally Trained Professionals Refugees Refugee Claimants Privately Sponsored Refugees Temporary Foreign Worker Live-in Caregiver Protected Persons International Students Provincial Nominees Page 9

10 Welcoming Communities Resource Guide Maple Ridge Pitt Meadows Katzie Community Resources Maple Ridge and Pitt Meadows Multicultural Resources ISS of BC # Dewdney Trunk, Maple Ridge BC V2X 5Z6 Settlement: / LINC: (ext. 1586) English Language Class LINC Interpretation/ Translation Services Legal ISSofBC is a non-profit organization that serves the settlement, language, training and integration needs of ne programs for permanent residents,refugees, women and youth, plus support services in over 45 languag Family Education and Resource Centre 2255 Lougheed Hwy., Maple Ridge, BC, V2X 2V1 Phone: Multicultural Women s Group Work BC # Dewdney Trunk Rd., Maple Ridge, BC, V2X 7X7 Phone: (604) Maple Ridge Literacy Committee th Street, Maple Ridge BC V2X 8G8 Phone: (604) x FVRL: Maple Ridge Branch Dewdney Trunk Road, Maple Ridge, BC V2X 5Z6 Phone: (604) School District # Brown Avenue, Maple Ridge, BC V2X 8N6 Phone: Minna Kim SWIS Worker Riverside Centre Thorne Avenue Maple Ridge V2X 9A (x.209) Maple Ridge & Pitt Meadows Parks & Leisure Maple Ridge Leisure Centre Tel: Program Registration Pitt Meadows Family Recreation Centre Phone: mrpmparksandleisure.ca Maple Ridge & Pitt Meadows Community Services th Street, Maple Ridge, BC V2X 8G8 Phone: *BCIT - ICES 3700 Willingdon Avenue Burnaby, British Columbia V5G 3H2 Phone: Women s Conversation Circle English Corner Riverside Interpreters available to clients accessing programs and services. * Due to the strong demand by immigrants we have included this service, although not located in MR/PM. Page 10

11 The following resources are list of Multicultural services located in Maple Ridge and Pitt Meadows (2014) and are intended to service front-line program providers in the provision of referral support to immigrant clients. Further Education Employment Business Services Family Services Settlement Support Volunteer Opportunities Settlement Employment Services Mentoring Program Volunteer Connections wcomers from all over the world. ISSofBC is the largest agency of its kind in Western Canada, with targeted es. Our programs and services are available throughout Metro Vancouver, Squamish and the Okanagan. Safe Harbour Multicultural Women s & Parenting Groups Multicultural Department Settlement Employment Services Multicultural Community Events Settlement Worker in Schools (SWIS) International Credential Evaluation Sevices FAST FACT... About half of all Canadians who hold a PhD are new Canadians Page 11

12 Welcoming Communities Resource Guide Maple Ridge Pitt Meadows Katzie Process of Settlement The path that immigrants take from their first interest in moving to Canada to their integration into Canadian society can be broadly separated into four phases: selection, settlement, adaptation and contribution. At any of these stages, three dimensions of integration are of importance: language, employment and community. Language refers to the ability of the immigrant to communicate at a satisfactory level with his or her linguistic environment. Employment refers to the immigrant s ability to earn a living at a level appropriate to his or her skills and community refers to the social integration of an immigrant. All immigrants to Canada are selected by the Federal Government through Citizenship and Immigration Canada inside and outside the country. The process of selection is similar to most immigrants, except for conventional refugees, where they go through a harder process to leave their country and start a new life in Canada. Once immigrants come to Canada they establish themselves in different urban and rural centers throughout Canada and British Columbia temporarily or permanently and the process of settlement and integration starts. The process of settlement and integration is not a linear process. This means that in order to adapt, and contribute to the economy, immigrants would take different paths and time periods. Speaking English fully, reaching employment within the desired occupation and having a sense of belonging takes a long time and it differs for every person. For instance, a mature woman who has been living in Canada for 20 years still needs English Language training even though she is already a Canadian Citizen. After becoming a Canadian Citizen, she was no longer eligible to receive government funded English language training. Immigrants contribute to the economy and the community as they start to receive settlement supports. Immigrants volunteer at different activities in the community to become engaged and by doing so, they give first or at the same time they are receiving settlement supports. This process of settlement involves adaptation from both the immigrant and host society; both require support and have responsibilities throughout the process. Page 12

13 Stages of Adaptation for Newcomers Acceptance & Integration Honeymoon Stage Initial Adaptation Mental Isolation Culture Shock Adapting to a new culture and to a new language is a difficult process for most immigrants. The process of adaptation can be broken down into five distinct stages. The five stages are: Honeymoon Stage: Immigrants are initially fascinated with life in their new country. There is a high degree of approval and positive feelings about everything that is Canadian. The exception could be refugees who have extremely difficult experiences in detaching from their home countries and experience fear and trauma when arriving to Canada. Culture Shock: Immigrants become overwhelmed with the reality of dealing with life in their new country. The challenge of dealing with housing, shopping, schooling and medical needs, as well as the strain of trying to comprehend and communicate in a second language. This stage can often result in severe mental fatigue and depression. Initial Adaptation: At this stage, everyday survival needs such as employment, housing, transportation, medical needs and schooling have been dealt with and life has settled into a satisfactory routine. The immigrant is not fluent in English but is able to communicate and understand at the basic level needed to survive on a day to day basis. Mental Isolation: At this stage, immigrants often feel lonely and alienated. They miss not only their native country, their families but they also feel that they cannot express themselves well enough in English to cope fully with the needs of life in their new country. Some immigrants will remain at this stage and choose to live and work in their ethnic communities as the only way of dealing with their feelings of alienation and their lack of confidence in using their second language. Acceptance and Integration: At this stage, immigrants not only begin to accept the cultural values and the life style of their new country but also begin to feel comfortable expressing themselves in their second language and dealing with native speakers at both a cultural and linguistic level. Page 13

14 Welcoming Communities Resource Guide Maple Ridge Pitt Meadows Katzie The Canadian Way Multiculturalism is fundamental to our belief system as Canadians. Multiculturalism ensures that all citizens keep their identities, take pride in their ancestry and have a sense of belonging. Acceptance gives us as Canadians a feeling of security and selfconfidence, making us more open to, and accepting of diverse cultures. The Canadian experience has shown that multiculturalism encourages racial and ethnic harmony and cross-cultural understanding. With no pressure to assimilate and give up their culture, immigrants freely choose their new citizenship because they want to be Canadians. As Canadians, they share the basic values of democracy with all other Canadians who came before them. At the same time, Canadians are free to choose for themselves, without penalty, whether they want to identify with their specific group or not. Their individual rights are fully protected and they need not fear group pressures. In 1971, Canada was the first country in the world to adopt multiculturalism as an official policy. By so doing, Canada affirmed the value and dignity of all Canadian citizens regardless of their racial or ethnic origins, their language, or their religious affiliation. The 1971 Multiculturalism Policy of Canada also confirmed the rights of Aboriginal peoples and the status of Canada s two official languages. Our citizenship gives us equal rights and equal responsibilities. By taking an active part in embracing immigration and multiculturalism, we affirm these rights and strengthen Canada s democracy, ensuring that a multicultural, integrated and inclusive citizenship will be every Canadian s inheritance. Cultural Iceberg Model In 1976, Edward T. Hall developed the iceberg analogy of culture. If the culture of a society was the iceberg, Hall reasoned, than there are some aspects visible, above the water, but there is a larger portion hidden beneath the surface. What this model teaches us is that we cannot judge a new culture based only on what we see when we first enter it. We must take the time to get to know individuals from that culture and interact with them. Only by doing so can we uncover the values and beliefs that underlie the behavior of that society. Definition: Cultural Competence Cultural competence refers to an ability to interact effectively with people of different cultures and socio-economic backgrounds, particularly in the context of human resources, non-profit organizations, and government agencies whose employees work with persons from different cultural/ethnic backgrounds. Cultural competence comprises four components: (a) Awareness of one s own cultural worldview, (b) Attitude towards cultural differences, (c) Knowledge of different cultural practices and worldviews, and (d) Cross-cultural skills. Developing cultural competence results in an ability to understand, communicate with, and effectively interact with people across cultures. Source: Wikipedia Page 14

15 Welcoming Spaces Creating a space that feels welcoming and safe for clients and visitors is a priority for service providers. Words that people use to describe welcoming service providers include nonjudgmental, non-stigmatizing, attentive, caring, friendly, gender inclusive and respectful. A Welcoming and Inclusive Space: promotes human contact and multicultural activities is safe and accommodating for English language learners has design and visual features that reflect community diversity promotes involvement reflects the local culture is well maintained has a unique or special character has patient, supportive staff who promote a climate of cultural sensitivity, understanding, and mutual respect is knowledgeable about the different resources to assist immigrant clients. FAST FACT... In Canada today, approximately 25% of new immigrants come from China, 22% from India, 13% from the Philippines, and10% from Pakistan Safe Harbour Safe Harbour: Respect for All is a long-standing AMSSA program that puts vision into action: creating opportunities for storefront businesses, institutions, agencies, and municipalities to celebrate our differences, helping to create more welcoming communities that support diversity and reject discrimination. The Safe Harbour: Respect for All designation allows organizations to demonstrate their inclusive values to their employees, customers or clients, and their communities. Family Education and Support Centre is the host organization for the Safe Harbour program, which is offered to businesses, service providers, and non for profit organizations in Maple Ridge and Pitt Meadows. The Safe Harbour Program workshops provide an opportunity to examine our own assumptions, biases, stereotypes and their impacts AND to recognize that we are all born into a society that is inherently biased. It also explores some of the impacts of exclusion and discrimination, and provides some practical steps to take a stand against hate and discrimination in our workplaces and communities. The training is offered to organizations and businesses accommodating their schedule needs. For more information or to request a training session for your team, please contact the Multicultural Services Centre at (604) ext. 108 or iss@familyed.bc.ca Page 15

16 Welcoming Communities Resource Guide Maple Ridge Pitt Meadows Katzie 6 Steps to Intercultural Communication These six steps to intercultural communication are basic pointers that all working in intercultural teams should be aware of to ensure culture becomes a vehicle for positive advancement rather than a barrier. 1. Break Assumptions Everyone makes or has assumptions about others. Assumptions are beliefs rather than objective truth and are usually influenced by a number of subjective factors. For intercultural communication to truly work, people need to assess their assumptions and ask themselves why they hold those ideas or beliefs. By doing so and even openly examining them with others, the initial barrier to intercultural communication is overcome. 2. Empathize In order to come to appreciate and understand people from different cultures, empathy is vital. Through putting yourself in someone else s shoes you come to see or appreciate their point of view. 3. Involve Involving others in tasks or decision making empowers and builds strong relationships. Using intercultural diversity is in essence a more creative approach to problem solving as it incorporates different points of view. 4. Discourage Herd Mentality Herd mentality refers to a closed and one dimensional approach. Such a way of thinking curbs creativity, innovation and advancement as people are restricted in how to think, approach and engage with people or challenges. Intercultural communication can only flourish and therefore contribute if people are encouraged to think as individuals, bring their cultural influences to the table and share ideas that may be outside the box. 5. Shun Insensitive Behaviour People can and do behave in culturally insensitive ways. By attacking someone s person, you attack their culture and therefore their dignity. This can only be divisive. Intercultural communication is based upon people thinking through words and actions to ensure they do not act inappropriately. When insensitive behaviour is witnessed it is the responsibility of all to shun it and ensure it remains unacceptable. 6. Be Wise Wisdom is not called wisdom for nothing. People need to be aware how to interact with people with respect and knowledge. Intercultural communication is essentially founded upon wisdom, i.e. showing maturity of thought and action in dealing with people. Through thinking things out and have background knowledge to intercultural differences much of the communication problems witnessed within business could be avoided. Source: FAST FACT... More than 50% of New Canadians hold a University Degree Page 16

17 Cultural Sensitivity in the Workplace Improving the cultural sensitivity of your workforce is crucial in today s multicultural environment. This will help prevent conflicts between your employees and make your company better adapted to dealing with clients from different cultures. You can build cultural awareness in your workforce through formal education classes and the informal recognition of other cultures at your company. Building an environment that encourages discussion and teamwork also reduces cultural issues. Education A key step to increasing cultural sensitivity at your company is building the cultural knowledge of your workforce. You should lead by example and see what you can learn online or through books. Encourage your employees to do the same. Consider holding training classes to teach your employees about the practices of other cultures. Frame these classes as a way for your staff to better understand how to deal with working in a multinational world and don t just focus on the cultures of your employees. Encourage Discussion The earlier you address any cultural conflicts among your staff, the less damage that will be done to your productivity. Encourage your employees to come to you if they are having any problems. If conflicts arise, make sure to be nonjudgmental and allow all employees to voice their concerns equally. If your employees know they can come to you with a problem, cultural issues will be addressed sooner. This will prevent employees from hiding conflicts that can grow into bigger problems. Celebrate Diversity Anything you can do to celebrate the diversity of your workforce will help increase cultural acceptance. Make an effort to recognize the holidays of other cultures to show your workers their cultures are being recognized. This can be as simple as a company wide or a notice in your company s news bulletin. Consider hosting a staff dinner with the theme of cultural awareness. Encourage your employees to bring a dish that represents their culture. Introducing your staff to the traditions of others will make them more sensitive to cultural differences. Strengthen Company s Teamwork Cultural conflicts between your employees may be a manifestation of other problems. If your workers have a strong sense of teamwork and are driven to meet your company s goals, cultural conflicts should be minimized. Your employees will be too focused on getting their work done to dwell on cultural differences between each other. Building teamwork and a sense of company pride in your employees indirectly will reduce any cultural conflict. Source: practices-could-implement-increase-culturalsensitivity-acceptance-workplace html FAST FACT... By 2030, Canadian population growth expected to be entirely dependent on immigration Page 17

18 Welcoming Communities Resource Guide Maple Ridge Pitt Meadows Katzie Assessment Tools Cultural Competence Checklist: Personal Reflection This tool was developed to heighten your awareness of how you view clients/patients from culturally and linguistically diverse (CLD) populations. Ratings: 1 Strongly Agree 2 Agree 3 Neutral 4 Disagree 5 Strongly Disagree I treat all people with respect for their culture. I do not impose my beliefs and value systems on my clients, their family members, or their friends. I believe that it is acceptable to use a language other than English in Canada. I accept an individual s decisions as to the degree to which they choose to acculturate into the dominant culture. I am driven to respond to others insensitive comments or behaviors. I do not participate in insensitive comments or behaviors. I am aware that the roles of family members may differ within or across culture or families. I recognize family members and other designees as decision makers for sevices and support. I respect non-traditional family structures (e.g., divorced parents, same gender parents, grandparents as caretakers). I understand the difference between a communication disability and a communication difference. *There is no answer key; however, you should review responses that you rated 5, 4, and even 3. Business/Organizational Assesment This tool was developed to heighten your awareness of your agencies /programs policies and procedures and the impact/influence of cultural and linguistic factors. Ratings: Y - Yes / N - No My agency/program has a mission statement which states that all persons shall receive appropriate services. My agency/program has a list of interpreters for both manually coded and spoken communication available. My agency/program has a policy for handling staff members inappropriate language or behavior, related to race, ethnicity, gender, ability, or sexual orientation. My agency/program actively recruits employees from culturally diverse populations. My agency/program actively recruits employees who have experience working with populations reflecting diverse cultural and linguistic backgrounds. My agency/program has an equal opportunity employment (EOE) policy. My agency/program has persons representing various culturally and linguistically diverse backgrounds in leadership roles. My agency/program promotes persons who speak with accents or dialects based on job performance, not based on use of Mainstream English. My agency/program provides feedback to all staff based on job performance, not based on use of Mainstream English. My agency/program accommodates space or time off for religious observances that are not part of the work calendar. *There is no answer key, but you should review those responses which you rated N. Source: American Speech-Language-Hearing Association. (2010) Page 18

19 Key Considerations Culture is complicated, simple answers are dangerous Avoid stereotyping Culture is dynamic: it changes. Develop your ability to tolerate ambiguity. Be aware of your own cultural influences. Be aware of judging other people s behaviour and beliefs according to the standards of your own culture. Be aware of making assumptions about cultural influences and applying generalisations to individuals. Understand that the behaviour and beliefs of people within each culture can vary considerably. Understand that the extent to which people adopt practices of their new country and retain those from their cultural background can vary within communities, even within families. Understand that not all people identify with their cultural or religious background. Increase your knowledge about different cultural practices and issues through cultural background information sessions and/or resources and cultural awareness training. Understand the importance of appropriate communication. Listen and ask questions before making assumptions Additional Resources & Links Developing intercultural competence Diversity in the workplace Building inclusive and welcoming communities from AMSSA AMSSA resources on diversity ISSofBC Simon Fraser University UNESCO World Report - Investing in Cultural Diversity and Intercultural Dialogue Kwintissential (Cultural Awarenes, Ettiquite & Translation) FAST FACT ,000+ new immigrants are arriving in Canada per year Page 19

20 Family Education and Support Services Lougheed Hwy Maple Ridge, BC V2X 2V1 Phone: (604) Ext. 108 & 110 Fax: (604)