EXPLORING THE OPTIONS TO LIMIT THE ENGLISH LANGUAGE BARRIERS FACED BY NEWCOMERS TO CANADA, LIVING IN TORONTO, IN ORDER TO FIND MEANINGFUL EMPLOYMENT

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1 Master of Arts Integrated Studies EXPLORING THE OPTIONS TO LIMIT THE ENGLISH LANGUAGE BARRIERS FACED BY NEWCOMERS TO CANADA, LIVING IN TORONTO, IN ORDER TO FIND MEANINGFUL EMPLOYMENT By ANDREA LEKIC, BA, BEd Integrated Studies Final Project Essay (MAIS 700) submitted to Dr.Angela Specht in partial fulfillment of the requirements for the degree of Master of Arts Integrated Studies Athabasca, Alberta April 2016

2 ABSTRACT The Canadian federal, provincial and municipal governments all depend on immigration to help sustain and grow the Canadian population and economy. Newcomers to Canada bring with them a number of benefits that are beneficial to the Canadian economy, society, and country as a whole, which are often overlooked based on the newcomers English language skills. Newcomers are often discriminated against and disadvantaged in terms of finding meaningful employment based on their English proficiency levels. This paper seeks to find a solution to limiting the English language barriers that newcomers to Canada, specifically in the Greater Toronto Area, face in finding meaningful employment. This paper examines why this topic is important, the current programs that assist newcomers in breaking English language barriers, the main issues of the topic, and offers suggestions for what needs to be done, before drawing a conclusion. Research for this study is based on the currently available research topics found in scholarly journals, government websites, as well as in the media and presentations.

3 Canada is among one of the most (if not the most) multicultural countries in the world. For years, Canada has depended on immigration for population and economic growth. Each year, the Canadian government accepts thousands of newcomers to Canada through a variety of methods, including, but not limited to, asylum seekers, express entry for skilled workers and family sponsorships. The application process to immigrate to Canada is a long and daunting ordeal. Applicants must pass a series of security background screenings, employment and educational verifications, and in some cases, English or French language tests and in person interviews. For some, the process involves a background check of their sponsor or future employer as well. This can often be a time consuming wait, one for which applicants begin to develop stress while they wait to hear whether or not they can immigrate to Canada. But immigrating to Canada is not the only stressful part of the process. Despite some newcomers having a sound knowledge of the English language, if it is not their first language, they may be faced with a communication struggle when they arrive. Depending on their personal backgrounds, some newcomers may find that although they are able to communicate with other English speakers in order to complete day to day tasks, such as purchasing groceries, they may struggle to find meaningful employment as they are unable to communicate with prospective employers as their English language knowledge may not be at a high enough standard in order to be employed in their respective profession. Without a doubt, one of the major barriers that newcomers to Canada face is the language barrier. This is especially true for individuals who immigrate to Canada where their home country s first and/or second language is other than English. As an immigrant

4 myself, who has lived in Canada for 22 years, I saw the barriers that my parents faced in our early years of immigrating to Canada. Although my parents have since succeeded in learning the English language, and have succeeded in assimilating in the Canadian culture, the language barriers were ever present in the early years. Since newcomers to Canada are faced with English language barriers, this paper will explore the options to limit the English language barriers faced by newcomers to Canada, specifically those living in the Greater Toronto Area, in finding meaningful employment. Since there are a variety of categories of immigrants in Canada, this paper will focus on adult immigrants in their first five years of immigration to Canada, hereon in referred to as newcomers to Canada. For the purposes of this paper, meaningful employment is defined as employment in which the individual feels as if the work that they do has a purpose, one in which they feel the significance of the work they do, and a sense of personal satisfaction. Such jobs are those in which the individual has previous working experience and/or an educational background. These occupations are not those in which a person works in order to only make ends meet, but rather enjoys working and feels a sense of accomplishment in the work that they do. In order to be able to explore the options to limit the English language barriers faced by immigrants in Canada, the paper will address the question that asks, what can be done in order to limit the English language barriers faced by newcomers to Canada in finding meaningful employment? This question is one of the many factors in successfully assimilating into the Canadian society. By answering this question, solutions to the problem can be suggested in order to make a transition into Canada for newcomers a smooth one. This question is important since the barriers that newcomers face can have

5 an impact not only on the individual, but the society in which they live in as well. It has economic, social, linguistic, psychological, educational, and professional implications for both the new immigrant and their broader Canadian community. For the purposes of this paper, the geographic region that will be of main focus is of that of the Greater Toronto Area, since this is the largest city in Canada, and is home to thousands of newcomers. Research Method In order to successfully answer the research question that asks what can be done in order to limit the English language barriers faced by newcomers to Canada in finding meaningful employment, both quantitative and qualitative research methods are used, and existing data examined. Existing data has been examined from peer reviewed scholarly journals, data found on the Statistics Canada website, and other provincial government websites which provide information in regards to newcomers to Canada. Supporting documentation has been examined from media outlets such as newspapers and presentations. Qualitative research has been examined in order to determine the specific impact that has been identified as a result of English language barriers, whereas quantitative statistics have been used in order to determine the scale of how language skills may act as a barrier to newcomers. Critical thinking and critical analysis has been applied in order to offer a suggested solution to limiting the English language barriers that are being faced by newcomers to Canada in finding meaningful employment. Why is This Topic Important?

6 Since Canada depends on immigration for population and economic growth, it is important that those who immigrate to Canada are free from barriers. The sooner that newcomers are able to find meaningful employment for themselves, the sooner that they will be less dependent on tapping into their own pre-existing resources, unsatisfying employment, supports from non-profits, or on social assistance programs from the government. According to a 2011 Royal Canadian Bank (RBC) report, very recent immigrants (arriving in the past 0-5 years), only make up 3.6% of the Canadian workforce, whereas those who arrived in the past 5-10 years make up 3.2% of the Canadian workforce (p.1). This is a significantly low number compared to Canadian born and established immigrants (arriving more than 10 years previously), who make up 78.9% and 14.4%, respectively, of the Canadian workforce. As a result of such a low participation in the Canadian workforce, newcomers are more dependent on social assistance programs in order to get by. This has an economic effect on the federal, provincial, and municipal governments. In addition, this reliance on public means has an effect on the well-being of individual newcomers who may suffer from depression as they struggle to find work, which in turn has an effects for both the individual and on the healthcare system in which they reside. The reasoning behind the low unemployment rates could be as a result of newcomers language proficiency. Newcomers need to be provided with adequate English language training programs that are useful for their day to day lives, as well as their professional lives, in order to be able to secure meaningful employment. RBC (2011) suggests that investing in more extensive language training for immigrants could be worthwhile, particularly if the cost of language training is inexpensive relative to the

7 cost of training new professionals (p.4). Current language programs that are offered to newcomers need to be frequently evaluated by education and linguistics professionals to ensure that they are being effective, and that newcomers are receiving the quality of language training programs that they deserve. By improving English language proficiency programs for newcomers, the Canadian workforce will be able to benefit from the diverse talent that newcomers bring to Canada. The federal government spends millions of dollars each year on attracting talented professionals to immigrate to Canada, as they see a benefit of the knowledge, skills and abilities that newcomers can bring to the Canadian workforce. With the ever growing global economy, one in which organizations and people need to think globally, but act locally, it is important to have a diverse workforce that is able to share professional and life experiences with their employers, especially those who are looking to become innovative. As Ratna Omidvar (2015, May 22) explains: Companies with racially and ethnically diverse employees are 35-per-cent more likely to financially outperform non-diverse companies, according to a recent study by management consultants McKinsey & Co. Diverse teams lead to better group performance, reputation, customer connections, market share and innovation. (para.2) The benefit of having a diverse workforce, then, is one that is profitable to the organization, beneficial to the society, and the federal, provincial, and municipal economy. As such, it is in the best interest of employers to ensure that newcomers are receiving the English language training that they need, in order for employers to be able to tap into the talent pool that newcomers bring with them. Hadi Mahbadi (ALLIES Canada, 2016) supports the argument that for companies looking to address a global market, employees with experience from around the world will bring valuable insight

8 into differing regional needs and preferences (para.2). Mahbadi is a vice-president at Xerox and he says he owes most of his success to his international experience, proof that if given the chance, newcomers can succeed in their respective professions. Current Programs that Assist Newcomers in Breaking English Language Barriers Being the largest city in Canada, with thousands of newcomers arriving each year, Toronto is filled with programs to help assist newcomers with developing their English skills further. One of the most popular programs with newcomers to Canada is the Language Instruction for Newcomers to Canada (LINC) program, which is funded by Citizenship and Immigration Canada. The goal with the LINC program is to help newcomers settle, adapt and integrate into the Canadian society. As stated by Citizenship and Immigration Canada (2004): The program aims to facilitate the social, cultural and economic integration of immigrants and refugees into Canada by providing language instruction in either English or French, as well as information that helps newcomers to become oriented to the Canadian way of life. (para. 3) The program is available to permanent residents, refugees, and those applying for permanent residency. It is offered part-time and full-time, leaving it up to individual participants to decide how they wish to use the program. The LINC program is productive as it helps newcomers gain the knowledge and practical language skills that they need in order to integrate into the Canadian society. Newcomers are required to complete a Canadian Language Benchmark (CLB) test in order to determine the level of English that they know, so that they can be placed in the appropriate classroom. The CLB

9 standard reflects the progression of the knowledge and skills that underlie basic, intermediate and advanced ability among adult ESL learners (Centre for Canadian Language Benchmarks, 2015, para. 2). This benchmark is used nationwide, allowing for a consistent evaluation of newcomers English language skills. This is a great way to ensure consistency nationwide, as some newcomers are likely to move around the nation based on employment opportunities. In addition to the LINC program, there are a number of institutions that provide English language programs to newcomers in the Greater Toronto Area. Programs are offered in community information centers, community organizations, school boards, public libraries, universities and colleges. In addition, those who are not able to physically attend classes are given the option to learn from home via the Internet. Englishlink is a free online program that provides individuals with English as a Second Language courses that students can access at their convenience. At their convenience, Rosetta Stone, a private paid software program can also be used by newcomers in order to learn English at home. Although there are online programs for which newcomers can use to further develop their English language abilities, it would be advisable that they attend in-person classes whenever possible, as they will then be given the opportunity to further develop their communication skills, which is much more effective than studying at home alone. There are also Language Training for the Workplace (LTFW) programs across the Greater Toronto Area which help newcomers gain the language skills that they need to work in their profession. In addition, there is the Language Training in the Workplace (LTIW) program that helps immigrants who are already employed to improve their

10 ESL/FSL language skills at work (Ontario Immigration, 2016, para.2). Such programs provide newcomers the opportunity to learn terminology specific to their profession that might not be offered in traditional LINC or ESL courses. Since Toronto is such a multicultural and large city, there are a number of Settlement and Integration Services available throughout the Greater Toronto Area. These integration services are funded by the Ministry of Citizenship and Immigration Canada. An extensive list can be found on the Government of Ontario, Ministry of Citizenship, Immigration, and International Trade website, which provides newcomers with information about the different organizations which they could get in touch with to help them with their integration process into the Canadian society. There are even some organizations that provide services in languages other than English, such as, Afghan Women s Counselling & Integration Community Support Organization, Arab Community Centre of Toronto, Canadian Ukrainian Immigrant Aid Society, Centre for Spanish Speaking Peoples, La Passerelle Intégration et Développement Économique, Punjabi Community Health Services, and JIAS Toronto, just to name a few. Such services are useful for newcomers who speak these languages as they are given more information in their language or origin which is valuable to them, and that they might otherwise not understand. The Government of Canada and the Government of Ontario have both provided funding to bridge programs in the Greater Toronto Area. As explained by Ontario Immigration (2015): Bridge training programs help qualified internationally trained individuals move quickly into the labour market in Ontario. They assess your existing skills and competencies, compared to Ontario employer expectations. They

11 provide training and Canadian workplace experience without duplicating what you have already learned. (para. 1) Organizations that offer bridge training programs in the Greater Toronto Area include University of Toronto, York University, Rotman School of Management, Community MicroSkills Development Centre, George Brown College, Seneca College of Applied Arts and Technology, Toronto and Region Conservation Authority, Humber College Institute of Technology and Advanced Learning, Accessible Community Counselling and Employment Services (ACCES), and the Mennonite New Life Centre of Toronto (Ontario Immigration, 2015). What is the Issue? If there are so many English language programs available to newcomers, why is there still a language barrier for newcomers in finding meaningful employment? While conducting research, I noticed one thing that caught my attention: most of the information on websites could only be accessed in English and/or French. What I found interesting was that those individuals who do not have sound knowledge of the English language would be disadvantaged from the start as they are not able to understand the information on websites of organizations that offer services that could be beneficial to them. Furthermore, those who are able to understand the English language may find the website difficult to navigate. Providing these important service ports in multiple languages would be productive in assisting newcomers in finding appropriate programing. Another issue is that finding meaningful employment is currently difficult for native English speakers, let alone for newcomers with limited English language skills. These limited opportunities in a tight competitive job market can become especially

12 frustrating for newcomers as they struggle to make ends meet, especially if they were previously given hope before arriving to Canada, that employment opportunities in their particular field would be plentiful. In a study done by ALLIES Canada (2015) newcomers reported that they were unaware of how challenging it would be to find employment in Ontario, and that knowing this information pre-arrival would have enabled them to better prepare to face these challenges both financially and emotionally (p.8). Furthermore, those who participated in the ALLIES Canada (2015) study: Expressed frustration that they had not been told during their initial assessment that, although they would be accepted into Canada with their current training and language skills, their lack of Canadian work experience would be a significant barrier to employment. (p.8) With these challenging employment conditions in mind, perhaps one of the things that could be done, is provide prospective newcomers to Canada with statistical information that highlights the length of time it takes one to find meaningful employment from date of arrival to Canada, not as a means to discourage applicants, rather, to provide applicants with realistic expectations as to not be discouraged if finding meaningful employment in the first couple of years is a struggle. It might also serve newcomers to develop other strategies for finding employment or financially preparing for their arrivals and new lives in Canada. Furthermore, this information could also provide an idea to individuals to know what level of English language skills would be required in order to finding meaningful work based on the Canadian Language Benchmark (CLB), which most newcomers are tested with upon arrival and signing up to any English language programs. This information could be readily available in the native language of applicants on the respective Canadian embassy websites to which applicants are applying for entry into Canada.

13 In a study conducted by Diane Dechief and Philip Oreopoulos (2012), they gathered information from employers in Toronto, Montreal, and Vancouver, to determine why do some employers prefer to interview Matthew but not Samir (p.1)? Their study yielded interesting results; such as, applicants with English-sounding names are 35 percent more likely to receive callbacks than resumes with Indian or Chinese names (Dechief & Oreopoulos, 2012, p.3). What they found was that this happened as a result of recruiters fearing hiring unqualified applicants and wasting time on such applicants, and that pressure to avoid bad hires exacerbates these effects (Dechief & Oreopoulos, 2012, p.3). Based on this information, it appears that, not only are newcomers discriminated against based on their English language abilities, but simply on their non-english sounding name. It is an unfortunate finding based on the fact that Canada is built on, and depends on, immigration in order to sustain its population and economic growth. It is also unfortunate based on the fact that one s name may not convey how proficient one is in English or even how proficient one would be in the job being advertised. According to their research which they compared to the 2006 Canadian Census, Dechief and Oreopoulos (2012) report that newcomers unemployment rates compared to similarlyaged non-immigrants are almost twice as high and median wages of recent immigrant workers are also about 49 percent lower compared to native-born workers (p.5). This is alarming since this means that newcomers are being either avoided as employees or severely underpaid. It also means that it is more likely that newcomers may depend on social benefits to get by, which have a long-term negative impact on the Canadian economy, society, and healthcare system.

14 To an extent, some of the English language issue lies within the newcomers themselves. In a study conducted by ALLIES Canada (2015), a total of 95% of the employers interviewed for this study reported that language and communication skills represent a barrier for newcomers seeking employment in Ontario; this compares to just 27% of newcomers (p.10). This finding indicates that perhaps some of the newcomers are not aware of the necessity of English language ability to be economically successful in their new home, or not aware of their own levels of English language abilities, and/or, are perhaps not utilizing all the programs and services available to them to further develop their English language skills. This is an anecdotal assumption being made on the part of the author, and further professional research would need to be conducted to determine if these are in fact the conditions that limit employability and ease of settlement. Given the arduous and time-consuming processes of immigration to Canada, there is also the possibility for encouraging pre-arrival English language learning, especially professional language learning. The ALLIES Canada (2015) study also found that many of the language courses available are too basic to cover the sector specific language proficiency required for employment within certain occupations (p.10). This is why it is important that newcomers are introduced to bridging programs available to them, such as the Toronto and Region Conservation Authority s Professional Access Into Employment (PAIE) program, which offers a course called Speaking with Clarity, that helps newcomers whose professions are in engineering, geoscience, environmental science, and planning, gain the speaking practice and vocabulary development that they need to succeed in their careers. During focus group sessions, employers explained that the specific type of

15 language skills that can be most problematic for newcomers is an understanding of the sector specific technical language required to practice in the field (ALLIES Canada, 2015, p.10). Based on the information, bridging programs, such as the PAIE program, are essential to English language development for newcomers to Canada. What needs to be done? The website for Citizenship and Immigration Canada (CIC) is often the first website to which newcomers to Canada are introduced. The website is designed to provide a plethora of information to individuals looking to visit, study, work, or settle in Canada. It provides a number of videos and information sections that help newcomers gain information prior to and upon arriving to Canada. Just like any other website that was researched, the CIC website only provides information in English and French. Although the cost to have the website translated into each language of every applicant would be high, a section on the website could provide a link to free translation services that are available as there are many in the Greater Toronto Area, and nationwide, that newcomers can benefit from. Companies who wish to attract newcomers to their organization should also consider advertising their services with local English language programs, to help break language barriers that may prevent or hinder newcomers ability to find meaningful employment. Another place where companies could advertise, outside from traditional online job boards and advertisements, is advertising in ethnic media (i.e. newspapers, radio programs, and television programs that are offered in a language other than English), through professional immigrant networks, and in diverse neighbourhoods (i.e.

16 in stores, restaurants, or cafes where newcomers frequent). By advertising in the mother language of newcomers, newcomers may become more easily aware of positions that are being recruited at the moment, presenting them with the opportunity to apply with confidence. Since many newcomers are discriminated against by employers based on their foreign names, a discrimination in which employers think that a person with a foreign sounding name does not speak English or does not have the professional skills required, one thing that organizations can do is implement programs where they actively interview qualified newcomers or simply non-english named to ensure that they are being given the opportunity to compete for a job just the same way as an individual who has an English sounding name. Even if the English language knowledge level of the candidate may not be high, it gives these candidates an opportunity to practice their English in a professional setting, and giving them a rough idea of where they need to make improvements. Interviewing candidates may also show employers that although the candidates language skills may be developing, perhaps their professional skills are already present. Language skills could then be developed on the job. This practice of actively including newcomers in the recruitment process is beneficial not only to the newcomers, but organizations as well. As ALLIES (2015) explains, by making such a commitment, organizations can objectively assess recruitment practices to ensure that they are inclusive (p.1). This helps to reduce the negative association that may come with not hiring a diverse workforce, as well as ensuring that the employer is actively seeking a diverse workforce. Another practice that employers can consider during the interview process is to mask the names of the candidates applying, in order to ensure that all

17 applicants have the fair treatment during the hiring process, regardless of their name, sex, and family origin. Another proven method to help newcomers break the English language barrier in finding meaningful employment would be having them participate in a mentorship program. By working with a mentor in their professional field, newcomers will be able to gain the English language speaking abilities that they need in order to successfully secure meaningful employment. Mentors could provide guidance to the newcomers to help them build professional and language employment skills, with Canadian work practices, and helping to break the cultural barriers of which newcomers might not be aware. Once again, such programs are beneficial not only to newcomers, but organizations as well as they are given access to a newcomer with diverse experience. As ALLIES Canada (2015) suggests, mentoring a skilled newcomer can be developed as part of the on-boarding strategy for new hires or as a way to get involved in supporting newcomers and sourcing new talent pools (p.2). A mentorship program is just a start to being exposed to skilled and qualified newcomers. Some of the best advice that can be offered to organizations looking to hire newcomers is to start small (i.e. start by hiring a handful of qualified newcomer candidates); have a short-term and long-term goal (i.e. set targets); gain a better understanding of community s demographics; and partner with local organizations that work with new Canadians (Hire Immigrants, 2011, p. 10). In addition, employers need to learn to value diversity, hire immigrants at every level of the organization, match the organization to the clientele, and be patient (Michelle Downie, 2010, p. 33). Employers must also remember that what works for one organization, might not work for

18 themselves. That being said, employers need to do an assessment to determine how they can best utilize the knowledge, skills, and abilities that newcomers bring with them to Canada.

19 Conclusion Despite the number of programs that are offered to newcomers coming to Canada, it appears that they still are discriminated against for meaningful employment opportunities based on their (real or perceived) English language abilities. Change needs to happen across interest groups. Newcomers must address their English language learning needs early. Not only do they need everyday conversational English language skills, but they need to develop their professional English langue skills. Employers, as was highlighted earlier, are less likely to hire an individual with a foreign sounding name than they are in hiring an individual with an English name. Even before they are even given the opportunity to present their skills to prospective employers, newcomers are discriminated against based simply on how English their name sounds. In addition, it appears that some hiring managers and recruiters may discriminate against the abilities of newcomers based on accents that they have while speaking English. My mother, for example, does have a thick accent, even after living in Canada for 22 years, but she is one of the most successful individuals that I know. Had her employer overlooked her skills based on her accent, she would have never had the professional opportunities that she has had to date. Based on the research findings and on my personal experiences, it is not the fault of the government or the individuals who make life changing decisions to immigrate to Canada, rather employers for having concerns about hiring newcomers and therefore discriminating against newcomers. Often times I have heard stories from my cousin s husband, who owns his own taxi, the number of taxi drivers that he works with who are doctors, engineers, lawyers, dentists and professors, all who are not able to find work

20 because of the perceptions employers have of their English language abilities based on their names and country of origin, as well as their lack of Canadian experience. Although our government appears to be spending a great deal of money on ensuring newcomers are provided with the programs they need in order to further develop their English language skills, it appears that our society is failing to ease the integration process of newcomers. Perhaps what needs to be done is for the government to allocate resources to having hiring managers and recruiters educated on the benefits of hiring internationally trained professionals, and to train them to look past how thick of an accent an individual has and to focus on their knowledge, skills, and abilities instead. As stated by Statistics Canada (2008), the overall percentage of recent immigrants with an undergraduate degree is about 60 percent, compared to 20 percent for Canadian-born of similar age. This statistic shows that as far as education goes, although internationally trained newcomers are more than qualified for positions, there are other barriers that are preventing them from becoming employed such as language and cultural barriers, as well as the lack of Canadian working experience, another factor which was reported by Dechief and Oreopoulos study. To start, the federal, provincial, and municipal governments need to work with employers to ensure that they have sound hiring practices in regards to newcomers, to ensure that discrimination is not based on an applicant s English language abilities based solely on the information provided to them on a resume, which in turn may lead to an applicant not being contacted for a position for which they may be qualified for. Employers need to be reminded of the benefits of hiring internationally trained

21 professionals, not only to help their companies prosper and grow, but also to ease the pain of unemployed newcomers on the society and newcomers themselves.

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