Creating A Diverse Workforce Report

PEI Association for Newcomers to Canada
Creating a Diverse Workforce

Employer Survey Report
PEI Association for Newcomers to Canada Mission Statement The PEI ANC values the contribution newcomers make to Canada. We support newcomers integration be providing services, in partnership with the community. Acknowledgements The PEI Association for Newcomers to Canada would like to thank the following organizations for their assistance in distributing the survey: PEI Association of Sector Councils PEI Aerospace Sector Council PEI Culture Sector Council PEI Health Sector Council PEI Innovation and Technology Sector Council PEI Tourism Sector Council PEI Trades Sector Council PEI Trucking Sector Council The Greater Charlottetown Area Chamber of Commerce Tourism Industry Association of PEI
Survey data compiled by: Mitch Cobb Survey report written by: Mitch Cobb and Joey Jeffery PEI ANC Cultural Diversity Team: Mitch Cobb, Michelle Hood, Jennifer Howard, Joey Jeffery, Cathy Ronahan
For more information contact: PEI Association for Newcomers to Canada 25 University Avenue Suite 400, Holman Building (4th floor) Confederation Court Mall PO Box 2846, Charlottetown, PE C1A 8C4 Ph. (902) 682-6009 Fax: (902) 894-4928 www.peianc.com PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 1
Table of Contents
Executive Summary ..3 Introduction ...........................................................................................................4 Background .5 Responses and Analysis .6 Organizational Information .6 Diversity in the Workplace ..9 Diversity Training .12 Workplace Integration Programs .15 Comparative Analysis 17 Small vs. Medium vs. Large Organizations .17 Organizations with Diversity Policies vs. Organizations without 20 Summary .. 21 Survey Outcomes and Conclusions .22
PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report
Executive Summary
For the past six months, the PEI Association for Newcomers to Canada (PEI ANC) has been engaging island businesses through a survey to determine if island businesses are hiring newcomers, if businesses have programs in place to assist newcomers integration in the workplace and to determine if they are interested in cultural diversity professional development. Of the 144 respondents, the majority of respondents were small private businesses from Queens County. However, respondents also represented medium and large businesses, organizations, government institutions and non-profit organizations from various sectors and locations. The results of the survey determined that 68.6% of island organizations surveyed currently do not hire newcomers. In addition, language level and communication barriers are the largest concerns organizations have regarding hiring newcomers. The majority of island organizations surveyed reported that they do not have diversity or employment equity policies in place. Slightly more than half of respondents said they were interested in diversity training, and would be able to commit four hours to such training. Respondents indicated that they would like training or information on hiring and integrating newcomers to Canada, cultural awareness training for managers and cultural awareness training for employees. Based on the results of this survey, a number of outcomes and initiatives have been identified by the PEI ANC: The development of educational materials and presentations on the business case for diversity; The development of cultural awareness training for employees and managers; The development of a Hiring and Integrating Newcomers to Canada workshop; The development of a Diversity Policy workshop.
Introduction
Immigration on PEI is growing at an unprecedented rate. Comparatively from the first half of 2006 to the first half of 2007, the PEI Association for Newcomers to Canada (PEI ANC) experienced a 277% growth in the number of clients registered. Meanwhile, the islands workforce continues to diminish due to retirement and outmigration. This means that within the next 10 years, immigration will account for 100 % of Canadas net labour force growth1. These numbers have major implications for the island business community. The face of the PEI labour market is changing, which will ultimately result in how businesses carry out their human resources needs. Creating a Diverse Workforce Employer Survey was conducted by the PEI Association for Newcomers to Canada (PEI ANC) to identify professional development, training and programs that we can provide to assist employers in diversifying their workforce and employing newcomers to Canada. The survey had two main objectives: 1. To determine if island businesses are currently employing newcomers to Canada and identify what policies and programs they have in place to assist newcomers in the workplace; 2. To identify the professional development needs and interests of island businesses relating to cultural diversity training.
Statistics Canada, 2001 Census Analysis Series: The changing profile of Canada's Labour Force, page 5 http://www12.statcan.ca/english/census01/Products/Analytic/companion/paid/pdf/96F0030XIE2001009.pdf
Background
The Creating a Diverse Workforce Employer Survey was carried out between August 8 and September 10, 2007. The survey was developed through an online survey software site. It was distributed through sector council and industry association mailing lists, a random sample of businesses associated with the Greater Charlottetown Chamber of Commerce. A link to the survey was also placed on various organizations websites including, the Greater Charlottetown Chamber of Commerce, the PEI Association of Sector Councils, the Health Sector Council, Tourism Industry Association PEI and the PEI ANC. In total the survey reached over 800 businesses and organizations across various sectors on PEI. 144 businesses and organizations responded to the survey, giving approximately an 18 % response rate. The survey asked respondents to answer 15 questions divided into 4 sections: Organization Information; Diversity in the Workplace; Cultural Diversity Training; Workplace Integration Programs. The questions were multiple choice; some questions requiring a simple yes or no answer and some allowing respondents to choose a number of options. This accounts for some of the data in the graphs totaling more than 100%. Each of the questions left an optional text box for comments where respondents could elaborate on their answer if they wished. As well, respondents were given the option of leaving their contact details if they wanted more information on the PEI ANC.
Responses & Analysis

Organizational Information Where is your organization located? The majority of respondents came from Queens County which follows population distribution on the Island. However, there were a number of respondents from both Kings and Queens counties, along with respondents who identified more than one county as their business location.
Business Location
80% 60% 40% 20% 0% Prince County Queens County Kings County More than 1 County 10% 6% 13% 71%
What is the Structure of your organization? Respondents were largely from private businesses (67.8%). However, a number of non profit organizations (19.6%), major corporations (7.0%), government offices (2.1%) and educational institutions (2.8%) took part in the survey.
2.8%
2.1%
Organization Structure
0.7% Private Businesses
19.6% 7.0% 67.8%
Major Corporations Non Profit Organizations Government Offices Educational Institution Other
How many employees do you have within your organization? The organizational size was more evenly distributed. The majority of respondents, 38.5%, were from small businesses with 1 5 employees, while businesses with over 50 employees accounted for 21.7% of organizations responding. This reflects statistics that show 70% of island businesses employ fewer than five employees2.
Organization Size
1 - 5 Employees 6 - 10 Employees 11 - 20 Employees 21 - 50 Employees 50 + Employees 0.0% 5.0% 10.0% 15.0% 20.0% 9.1% 15.4% 15.4% 21.7% 25.0% 30.0% 35.0% 40.0% 45.0% 38.5%
What is your role within the organization? Respondents to the survey were largely owners of businesses (48.3%). There were also a number of respondents who identified themselves as human resource representatives (14%) and hiring managers (9.1%). However, a large percentage of respondents did not identify with any of these roles, choosing other, (28.7%). Respondents who chose other were required to enter a comment to identify their role. There were a number of different roles identified; some common roles were executive director, general manager and CEO.
Role within Organization

48.3%
50.0% 40.0% 30.0% 20.0% 10.0% 0.0% 28.7% 9.1% 14.0%
Other
Hiring Manager
HR Rep.
Owner
Statistics Canada, 1983-1999 Employment Dynamics (2002)
What is your organizations main area of focus? The survey managed to reach a large cross section of business sectors and areas of specialization. Respondents were relatively evenly distributed across a variety of sectors or areas. The tourism and hospitality sector had the largest number of respondents (17.5%), followed by business / finance/ administration (11.9%) and retail (10.5%). All the other areas had less than 10% of total respondents. As well, respondents had the option of choosing other. Respondents who chose other identified their areas of focus as manufacturing, processing or production, among others.
Area of Focus
20.0%
18.0%
16.0% 14.0% 12.0% 10.0% 8.0% 6.3% 6.0% 4.0% 2.0% 0.7% 0.0% 3.5% 3.5% 2.1% 3.5% 11.9%
17.5%
10.5%
9.1%
7.7% 7.0% 6.3% 6.3%
2.8% 1.4%
Diversity in the Workplace Does your organization currently employ any newcomers to Canada? 68.6 % of respondents said that they did not currently employ newcomers to Canada, while 31.4% said that they did currently employ newcomers within their organizations. This question allowed for an optional comment. Respondents who employ newcomers stated that they were currently employing newcomers who had been in the country for a number of years; they had newcomers who were on working visas or permits; or they themselves were newcomers. Many of the comments left by respondents who are not currently employing newcomers had central themes such as: they had employed newcomers in the past, but currently had none on staff; their business was small and did not require full-time staff; or they were willing, but the opportunity had not yet presented itself because of low numbers of newcomers on the Island right now. These comments lead us to believe that even though the majority of island businesses are not currently employing newcomers to Canada, most businesses are open to the possibility. This is positive, as the number of immigrants coming to the Island is increasing rapidly as new arrivals are expected to hit 1000 in 2007, roughly double that of last year.
Currently Employing Newcomers to Canada

68.6
No Yes 31.4
What concerns do you have about hiring a newcomer to Canada? Respondents overwhelmingly identified language level (56.1%) and communication difficulties (55.4%) as the major concerns they have about hiring newcomers. Interestingly, language and communication difficulties are regularly cited by immigrants as their largest barriers to obtaining employment3. They also identified being unable to contact references as a concern (25.2%) as well as, being unsure if foreign credentials were equivalent to Canadian credentials (18.7%). However, 25.2% of respondents said that they had no concerns surrounding hiring immigrants for positions in their organizations. A number of respondents also chose other, offering various comments related to their concerns. Some of these comments included, but were not limited to, concerns around helping people relocate, find housing and navigate the immigration process, retention, licensing, commitment to the organization and understanding the Canadian consumer and markets.
Concerns About Hiring Newcomers

60.0%
50.0% 56.1% 55.4%
40.0%
30.0%
25.2% 18.7%
25.2%
20.0%
10.0%
15.1%
10.8% 3.6% 10.8% 5.0% 8.6%
0.0%
Statistics Canada, Longitudinal Study of Immigrants to Canada: Progress and Challenges of New Immigrants in the Workforce. (2003). pg. 13.
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Are there diversity policies / employment equity policies in your workplace? 60% of respondents reported that they did not have diversity policies or employment equity policies in place, while 40 % said that they did have some form of diversity / employment equity policies in their workplace. A majority of respondents who chose to leave a comment stated that they have no formal or written policies surrounding these issues. Some stated that they had no need for such policies because of the size of their organization, while some commented that they have some form of fair treatment policies or promotion of equity. This is not surprising given that most small businesses (70% of survey respondents) have neither the time nor the resources to create policies for diversity.
Diversity / Employment Equity Policies
60.0% Yes 40.0% No
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Cultural Diversity Training Would you be interested in cultural diversity training for your organization? 53.4% of respondents said that they would be interested in cultural diversity training for their organization, while 46.6% said that they would not be interested. Respondents who were not interested left a variety of interesting responses as reasons. Some included: Respondents have ample experience dealing with cultures and do not require training, Staff are already open to welcoming newcomers, Respondents did not know or understand what cultural diversity training is, Training handled by HR department in another province, Business is too small to need training, Cultural diversity training not needed now, but maybe in the future.
Interest in Cultural Diversity Training
46.6% 53.4% Yes No
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What amount of time would you be willing to commit to this type of workshop? The majority of respondents (49.4%) said that they would be interested in 4 hours of training. 29.6% said they would be interested in less than 2 hours, while 14.8% said they would be interested in 8 hours or 1 full day of training. 6.2 % said they would be interested in 2 days or more of training. Since most respondents were small business it is no surprise they can only commit to 4 hours of training.
Time Allotment for Training

49.4% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% Less than 4 hours 4 Hours (Half Day) 8 Hours (Full Day) 2 Days More 14.8% 3.7% 2.5% 29.6%
Would your organization have money in its budget for this type of professional development? 38.1% of respondents said they would have money in their organizational budget for this type of professional development, while the majority (61.9%) said that they would not have money for this type of training.
Money for Training
38.1% 61.9%
Yes No
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What information and training would you find beneficial to your organization? Clients were asked to check all choices that apply to them and their organizations. There was only a slight variation between the top choices, however, hiring and integrating newcomers to Canada was the highest (63.3%), followed by cultural awareness training for managers (59.5%) and cultural awareness training for employees (51.9%).
Information and Training Areas

70.0% 63.3% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% 29.1% 45.6% 46.8% 41.8% 59.5% 51.9%
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Workplace Integration Programs Has you organization ever been involved in any of the following programs? Respondents have been involved in a number of workplace experience programs including, on the job training (54.4%), work placements (40.8%) and targeted wage subsidies (37.6%) among others. 25.6% said that they had not been involved in any of these programs.
Workplace Integration Programs

Other None of the Above Targeted Wage Subsidies Unpaid Internships Paid Interneships 16.8% 18.4% 6.4% 25.6% 37.6%
Job Shadows
Work Placements On the Job Training Montorship 0.0% 10.0%
13.6%
40.8% 54.4% 18.4% 20.0% 30.0% 40.0% 50.0% 60.0%
Would your organization be interested in participating in any of the following programs for newcomers to Canada? Respondents indicated that they would be interested in participating in on the job training for newcomers (43.2%), as well as targeted wage subsidies (43.2%). Respondents also expressed interest in work placements, unpaid internships and mentorships, among others. 17.6% of respondents said that they were interested in none of the programs for newcomers.
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Workplace Integration Programs for Newcomers to Canada

Other None of the Above Targeted Wage Subsidies Unpaid Internships Paid Interneships Job Shadows Work Placements On the Job Training Montorship 0.0% 5.0% 21.6% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0% 50.0% 12.8% 36.0% 43.2% 20.0% 24.8% 16.8% 17.6% 43.2%
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Comparative Analysis
To obtain a more accurate and complete picture of the data we have collected, we used a number of filters to focus on responses to certain questions. This allowed us to focus in on certain areas and make comparisons across groups to give us a more accurate picture, not only of diversity in the workplace, but also organizational needs around diversity training. For purposes of this report, we will not be focusing on all questions. We will be looking at comparisons that showed significant differences in response that we feel contribute to the direction of our future projects. Thus, we will focus specifically on the responses around diversity in the workplace and cultural diversity training and will include the following comparisons: Small, medium and large organizations Organizations with diversity policies and organizations with no diversity policies in place Small vs. Medium vs. Large Organizations Note: For this comparison, we have defined small organizations as organizations with 1 10 employees, medium organizations as organizations with 11 50 employees and large organizations as organizations with 50 + employees. Does your organization currently employ any newcomers to Canada? As shown in the graph below, a greater percentage of large organizations responding to the survey employ newcomers than medium and small businesses. 67.7% of large businesses said that they employ newcomers to Canada, compared to 29.6% of medium size businesses and 15.4% of small businesses. These results are predictable, mainly because most large businesses have larger personnel requirements , have a formal hiring process, diversity policies and may have head offices in larger centers where hiring immigrants is more commonplace.
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Currently Employing Newcomers to Canada

90.0% 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% Yes No 15.4% 29.6% 32.3% Small Organizations 67.7%
84.6%
70.5%
Medium Organizations
Large Organizations
Are there diversity policies / employment equity policies in your workplace? When comparing small, medium and large businesses in regards to diversity policies in the workplace, large business responding to the survey, to a much larger extent, indicate that they have diversity policies in place (61.3%).
Diversity / Employment Equity Policies

80.0% 72.3% 61.3%
70.0%
60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% Yes
56.8% 43.2%
38.7% Small Business
27.7%
Medium Business
Large Business
No
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Would you be interested in cultural diversity training? 67.9% of large business that responded to the survey said they were interested in cultural diversity training, compared with 54.8 % of medium sized businesses and 45.9% of small businesses.

67.9% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% Yes No 54.8% 54.1% 45.2% 31.2% Small Business
45.9%
Medium Business
Large Business
Would your organization have money in its budget for this type of professional development / training? These results are not surprising considering most respondents were small businesses who frequently state that they do not have the resources for this type of training.
Money for Training

90.0% 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% Yes No 23.7% 38.1% 50.0% 76.3% 61.9% 50.0% Small Business Medium Business Large Business
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Organizations with Diversity Policies vs. Organizations without Diversity Policies Would you be interested in cultural diversity training for your organization? 62.3% of respondents with diversity policies in place said that they would be interested in cultural diversity training, compared with 47.7% of respondents who do not have diversity policies in place. These numbers are significant to us, as they indicate that businesses who have taken the first step in developing a diversity policy within their organization are more receptive to the idea of cultural diversity training. This could be for a number of reasons, such as: after developing such policies they understand the relevance of cultural diversity training, they have a better understanding of diversity and see the need to know more about how to integrate diversity into their workplace or, in developing their diversity policies, cultural diversity training has become a necessary step or goal in implementing this policy.

70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 62.3% 52.6% 47.4% 37.7% With Diversity Policies Without Diversity Policies
10.0%
0.0% Yes No
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Summary
Of the 144 respondents, the majority of respondents were small private businesses from Queens County. There was also a small representation of organizations from Prince and Kings Counties. Non-profit organizations, corporations, government and educational institutions rounded out the respondents. As noted earlier, small business made up the majority of respondents and surprisingly, organizations with over 50 employees accounted for 21.7% of respondents, while the rest of the respondents had between 6 and 50 employees. Respondents were typically business owners, human resource managers, hiring managers, executive directors or CEOs. The tourism sector had the greatest number of respondents, followed by business / finance / administration, retail and IT. Agriculture and the voluntary sector had the least amount of respondents. 68.6 % of respondents said they did not currently employ newcomers. Comments indicated that organizations were willing, but opportunity had not presented itself; that the business was too small and did not require full time staff or that they had employed newcomers in the past but currently had none. Language level and communication barriers were the major concerns that organizations have about hiring newcomers to Canada. Respondents also identified foreign credentials, references and foreign work experience as being a concern regarding newcomers. 60 % of respondents reported that they did not have diversity policies or employment equity policies in place. Some noted that they have other types of policies in place, or that they were just too small to have such formal policies. 53.4 % of respondents indicated that they were interested in diversity training. Most respondents indicated that they would be willing to commit 4 hours or a half day for such training. Respondents mainly indicated they would like training or information in hiring and integrating newcomers to Canada, cultural awareness training for managers and cultural awareness training for employees. However, only 38.1 % of respondents said that they would have money in their budget for this type of training. Respondents also indicated they have participated in a number of workplace integration programs in the past, including on the job training, work placements and targeted wage subsidies. They also indicated they would be interested in participating in these programs for newcomers to Canada.
PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 21
When applying filters and doing a comparative analysis between small, medium and large businesses it quickly became visible that more large businesses (50 +) employ newcomers than medium (11 50) and small business (1 10). Large businesses indicated that they have diversity policies in place and that they would be interested in cultural diversity training much more so than small and medium sized businesses. A larger percentage of large businesses indicated that they would have money in their budget for training than did small and medium businesses. Finally, organizations with diversity policies in place indicated that they would be interested in diversity training 15% more than organizations with no policies in place.
Survey Outcomes and Conclusions

Based on the results from this survey, background research and conversations with people in the community, a number of outcomes have been identified and undertaken by the PEI ANC to begin to develop and offer cultural diversity training for island businesses and organizations. Educating organizations and the general public about the PEIANC and on immigration issues is still key. Many businesses still have not hired newcomers and may not see the advantages of doing so. Therefore, it is a priority for the PEI ANC to develop an educational presentation that will: educate businesses on the advantages of hiring newcomers; dispel myths surrounding immigration; point out future labour market realities; and educate them on the importance of cultural diversity training. Businesses with diversity policies or employment equity policies in place are more likely to appreciate the need for cultural diversity training. The PEI Association for Newcomers to Canada is developing a workshop that will guide businesses and organizations through the process of developing such a policy. By doing so, it will help organizations see the need for further training around cultural diversity. As indicated by the results of the survey, a workshop on hiring and integrating newcomers into the workplace will be developed. As many businesses have little experience hiring and integrating newcomers, owners, managers, and HR personnel need more education on best practices for understanding and accepting foreign credentials and work experience, creating culturally sensitive interviewing processes and successfully integrating newcomers into the workplace. Such a workshop will help to eliminate fears, worries and concerns for businesses and create more opportunities for newcomers in Island workplaces.
Cultural diversity training workshops for managers and employees will also be developed, as respondents indicated these types of workshops would be useful in their workplace. Training for managers will be a logical follow up to the workshop on hiring and integrating newcomers. It will allow mangers to see the benefits of such training for their employees, and will act as a marketing tool for the cultural diversity for employees workshop. Both of these workshops are essential if businesses want newcomers to fully integrate into the workplace. The educational session will be 1 2 hours in length. However, to cover all the information required and to meet participant expectations, workshops will be 4 hours or a half day in length. It may be an option to offer two workshops in one day so that people have the option of doing a full day of training if they chose. However, since most island businesses are small to medium in size, an 8 hour workshop may seem too time consuming for owners and managers of such businesses. As indicated in the survey, most people are not interested in an 8 hour workshop. Most respondents indicated that they did not have money in their budget for such training. However, after speaking with numerous other workshop providers, we have determined that charging a fee is necessary to cover the incurred costs of offering such workshops. Furthermore, it adds more value to the workshop for participants, creates a greater sense of commitment to the workshop and, in targeting businesses, creates a greater sense of professionalism in the delivery of the workshop. However, the educational presentation will not have a fee, as it can and should be used to market the other workshops. As most organizations do not have the capacity or need to send more than 1 or 2 people to some of the workshops offered, workshops should be delivered at the PEI ANC and be open to individuals from organizations. This will allow small, medium and large businesses to attend sessions and create a more diverse environment where deeper understanding of issues on hiring newcomers can be discussed. In the future, the PEI ANC will look at the option of developing and marketing in house, customizable workshops for businesses. This will be especially advantageous for the cultural diversity training for employees workshop. Throughout the course of the survey, a number of organizations have mentioned partnerships in delivering such workshops. This is an idea that we will explore more in the future. At this point, the PEI ANC will move forward with the provision of basic workshops while exploring possible partnerships along the way. Large businesses hire more newcomers, have more money for training, have policies and infrastructure in place and have a better understanding of the need to hire newcomers and to have training. As there are far fewer large businesses than small businesses on PEI, the PEI ANC
should target these large businesses directly in marketing cultural diversity workshops, either through meetings or presentations to managers. Small and medium size businesses do not have the infrastructure, capital or staff for the ANC to target them directly. Furthermore, due to the large volume of small medium size businesses on the island, it would be impossible to approach each individually. Small and medium size businesses should be targeted through sector councils, industry associations and chamber of commerce. More so with small and medium size businesses than with large, there needs to be more focus put on education about the advantages of hiring newcomers, prior to marketing cultural diversity training. As indicated by the results of the survey, media reports and general discussion in the community, there is tremendous interest in immigration issues and hiring newcomers. Never before has there been this much opportunity for the PEI ANC to offer education to organizations on issues surrounding hiring and integrating newcomers. The PEI ANC is moving forward on this initiative and will be launching the diversity training initiative in the near future.
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PEI Association for Newcomers to Canada

Creating a Diverse Workforce

Responses & Analysis

19.6% 7.0% 67.8%

Role within Organization

Statistics Canada, 1983-1999 Employment Dynamics (2002)

Currently Employing Newcomers to Canada

Concerns About Hiring Newcomers

Diversity / Employment Equity Policies

60.0% Yes 40.0% No

Interest in Cultural Diversity Training

46.6% 53.4% Yes No

Time Allotment for Training

Money for Training

Information and Training Areas

Workplace Integration Programs

Workplace Integration Programs for Newcomers to Canada

Currently Employing Newcomers to Canada

Diversity / Employment Equity Policies

Interest in Cultural Diversity Training

Money for Training

Interest in Cultural Diversity Training

Survey Outcomes and Conclusions

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