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Transcript of Creating a Diverse Workforce Report
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PEI Association for Newcomers to Canada
Creating a Diverse Workforce
Employer Survey Report
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 1
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 CouncilPEI 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 AvenueSuite 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
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 2
Table of Contents
Executive Summary ..3
Introduction ...........................................................................................................4
Background .5
Responses and Analysis.6
Organizational Information .6Diversity 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
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 3
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 professionaldevelopment.
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 largestconcerns 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 identifiedby 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.
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 4
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 programsthat 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 andidentify 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 businessesrelating to cultural diversity training.
1Statistics 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
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 5
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 thesurvey 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.
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 6
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.
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.
10%
71%
6%13%
0%
20%
40%
60%
80%
Prince County Queens County Kings County More than 1 County
Business Location
67.8%
7.0%
19.6%
2.1%
2.8%
0.7%
Organization Structure
Private Businesses
Major Corporations
Non Profit Organizations
Government Offices
Educational Institution
Other
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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
.
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 toenter a comment to identify their role. There were a number of different roles identified; some
common roles were executive director, general manager and CEO.
2Statistics Canada, 1983-1999 Employment Dynamics (2002)
21.7%
15.4%
15.4%
9.1%
38.5%
0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0%
50 + Employees
21 - 50 Employees
11 - 20 Employees
6 - 10 Employees
1 - 5 Employees
Organization Size
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
Other Hiring Manager HR Rep. Owner
28.7%
9.1% 14.0%
48.3%
Role within Organization
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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 areashad 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.
3.5% 3.5%
2.1%
3.5%
6.3%
11.9%
0.7%
17.5%
1.4%
10.5%
7.7%
2.8%
6.3%7.0%
9.1%
6.3%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
18.0%
20.0%
Area of Focus
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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 questionallowed 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 theopportunity 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.
68.6
31.4
Currently Employing Newcomers to Canada
No
Yes
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 10
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.
3Statistics Canada, Longitudinal Study of Immigrants to Canada: Progress and Challenges of New Immigrants in the
Workforce. (2003). pg. 13.
56.1% 55.4%
15.1%
3.6%
10.8%
18.7%
25.2%
10.8%
5.0%
25.2%
8.6%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
Concerns About Hiring Newcomers
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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.
40.0%
60.0%
Diversity / Employment Equity Policies
Yes
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.
53.4%
46.6%
Interest in Cultural Diversity Training
Yes
No
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 13
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 onlycommit to 4 hours of training.
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.
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
Less than 4
hours
4 Hours (Half
Day)
8 Hours (Full
Day)
2 Days More
29.6%
49.4%
14.8%
3.7% 2.5%
Time Allotment for Training
38.1%
61.9%
Money for Training
Yes
No
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 14
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%).
45.6%
46.8%
63.3%
59.5%
51.9%
29.1%
41.8%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
Information and Training Areas
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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%) amongothers. 25.6% said that they had not been involved in any of these programs.
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.
18.4%
54.4%
40.8%
13.6%
18.4%16.8%
37.6%
25.6%
6.4%
0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0%
Montorship
On the Job Training
Work Placements
Job Shadows
Paid Interneships
Unpaid Internships
Targeted Wage Subsidies
None of the Above
Other
Workplace Integration Programs
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21.6%
43.2%
36.0%
12.8%
20.0%
24.8%
43.2%
17.6%
16.8%
0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0% 50.0%
Montorship
On the Job Training
Work Placements
Job Shadows
Paid Interneships
Unpaid Internships
Targeted Wage Subsidies
None of the Above
Other
Workplace Integration Programs for Newcomers to
Canada
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 17
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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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%).
15.4%
84.6%
29.6%
70.5%67.7%
32.3%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
90.0%
Yes No
Currently Employing Newcomers to Canada
Small Organizations
Medium Organizations
Large Organizations
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
Yes No
27.7%
72.3%
43.2%
56.8%61.3%
38.7%
Diversity / Employment Equity Policies
Small Business
Medium Business
Large Business
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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.
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 whofrequently state that they do not have the resources for this type of training.
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
Yes No
45.9%
54.1%54.8%
45.2%
67.9%
31.2%
Interest in Cultural Diversity Training
Small Business
Medium Business
Large Business
23.7%
76.3%
38.1%
61.9%
50.0% 50.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
90.0%
Yes No
Money for Training
Small Business
Medium Business
Large Business
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 20
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 incultural 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 anecessary step or goal in implementing this policy.
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
Yes No
62.3%
37.7%
47.4%52.6%
Interest in Cultural Diversity Training
With Diversity Policies
Without Diversity Policies
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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 ofrespondents 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 thatorganizations 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 equitypolicies 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.
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 22
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 mediumbusinesses.
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 inthe 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 andintegrating 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.
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PEI Association for Newcomers to Canada |Creating a Diverse Workforce Survey Report 23
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 tosome 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 thispoint, 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
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