Newcomer Readiness Research Report - Portace Community … · 2019. 8. 27. · Newcomer Readiness...

Newcomer Readiness Research

Phase I Report

Prepared for the

Portage la Prairie Local Immigration Partnership

Prepared by

Catapult Community Planning

Jeff Palmer RPP MCIP

Principal

March 29, 2019

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Table of Contents

1.0 Background

2.0 What is a Local Immigration Partnership

3.0 Purpose of the Research

4.0 Research Methodology

4.1 Summary of Key Informant Interviews and Focus Group Discussions

4.2 Literature Review

5.0 Findings

5.1 What kind of community will newcomers find themselves living in? The Economic Development Context

5.2 An overview of the community and history of immigration in Portage la Prairie

5.3 General Community Information for Portage la Prairie

6.0 Conclusion

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1.0 Background

In January 2019, Catapult Community Planning was retained by the Portage la Prairie Local

Immigration Partnership (PLIP) to undertake Newcomer Readiness Research (Phase I).

The LIP was established in April 2017 when the Portage la Prairie Community Revitalization

Corporation (PCRC) was awarded the contract with Immigration, Refugees and Citizenship

Canada to coordinate the LIP program in Portage la Prairie and surrounding area.

The PLIP Council is a multi-sector partnership comprised of all levels of government, immigrant

serving agencies, public institutions, and other key community stakeholders.

The PLIP’s goal is to create a local settlement strategy that will improve the integration of

newcomers and establish an action plan to produce a more welcoming and inclusive

community (http://www.portagecrc.com/local-immigration-partnership/).

This research will inform the work of the PLIP as they work to make Portage a desirable and

welcoming destination for newcomers to call home.

2.0 What is a Local Immigration Partnership?

A Local Immigration Partnership (LIP) is the “mechanism through which Citizenship and

Immigration Canada supports the development of community-based partnerships and planning

around the needs of newcomers.” LIPs engage stakeholders and are steered by councils

comprised of key community members and newcomers themselves. The objective is to

“engage groups that will coordinate and enhance the current settlement and integration

service delivery network, while avoiding duplication.” LIPs therefore do not provide direct

service delivery to clients (Local Immigration Partnerships Handbook).

LIPs were originally established to serve Toronto neighbourhoods in 2008. In 2010, LIPS were

established in smaller communities throughout Ontario. More recently, LIPs have been

established in Winnipeg, the Pembina Valley, and throughout Alberta.

In Portage la Prairie, the LIP contract is held with PCRC. In other communities the contract is

held with the municipality, municipal economic development agency, or a social service agency

such as the United way.

3.0 Purpose of the Research

The key research questions were included in the Call for Proposals, and include:

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1. A brief history of recent immigration in Portage la Prairie.

2. What is the nature of the Portage community? What type of community do

newcomers find themselves settling in?

3. What do newcomers expect in terms of opportunities given the Roquette and

Simplot expansion?

4. How can Portage become more welcoming to newcomers?

a. How can the community engage newcomers so that they are more than just

a workforce?

b. How can we involve newcomers in civic life? How do they want to be

involved? What are other communities doing?

c. How can we engage newcomers so that they don’t feel isolated?

The key issue is attracting and retaining newcomers to our community that will stay and make

the community their home over the long term. Jobs will attract them for the short term.

Newcomers are needed in order to grow the community. What conditions will cause them to

stay, and how can we encourage these conditions?

The challenge of this research assignment is that although it is intended to identify

opportunities and strategies to create a welcoming community, the responsibility for

implementing these strategies lies not with the LIP but with service agencies in the community

(many of whom have been recruited to participate on the LIP Council). These

recommendations are intended to serve as suggestions for the LIP and Council members to

consider when developing their strategic or operational plans.

4.0 Research Methodology

The research methodology included a number of strategies and techniques designed to obtain

information from different communities. Research methods included:

• Key informant interviews with members of the PLIP Primary Partners and other LIPs

• A Focus Group comprised of members of the Immigrant Advisory Table

• A literature review and scan of online resources

4.1 Summary of Key Informant Interviews and Focus Group Discussions

In order to build upon the literature review and gain insight from local stakeholders and

newcomers, telephone interviews were held with 14 members of the LIP Council. As

well, a Focus Group was held at the Portage Learning and Literacy Centre (PLLC) which

was attended by eight newcomers as well as staff of PCRC and PLLC. Due to the sample

size and the need to ensure confidentiality, responses from stakeholder interviews and

the focus group will be collated and sorted by theme in order to identify key points.

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I wish to thank all participants for the generous contribution of their time and their

enthusiastic participation. Their participation is indicative of the fondness and

appreciation they have for their community and their hope that Portage can grow as a

community and offer a better quality of life for all.

4.1.1 Summary of Key Informant Interviews and Lessons Going Forward

Over the course of two weeks, fourteen Key Informant interviews were conducted in

order to gauge perceptions of issues facing newcomers and the Portage community as a

whole. Interviews lasted approximately 30 minutes and were conducted over the

phone. Participants were informed that information would be collected and presented

anonymously. In general it is fair to say that participants were enthusiastic and

participated to the best of their abilities. It is also fair to say that this was not a purely

academic research exercise. The discussion went beyond information gathering into a

debate of sorts about opportunities, constraints, and a vision for Portage going forward.

The following themes arose during the discussions:

1. Portage la Prairie is not used to change.

Most interviewees had significant ties to Portage and had resided in the

community for some time. They were familiar with and appreciative of the

community. It was acknowledged that Portage is a very slow growth community

and that recent growth has only offset recent declines in the population.

People in Portage are concerned about the community declining, but also

concerned about the community growing. The issue of growth is contentious.

People want growth, but they don’t want change. Many believe the community

has to grow to survive, otherwise it will continue to decline and wither away as

many smaller rural communities do. Others want Portage to stay the same as it

always has. Both visions have risk, and people don’t hold one position or the

other. There is not a consistent vision for Portage going into the future.

There is a ‘generational shift’ in attitudes around newcomers and a vision for

Portage going forward. The ‘Old Boys Club’ of Portage and feelings of apathy are

changing. People used to be ‘down on Portage’ but that is no longer the case.

There is an opportunity to translate these optimistic attitudes into positive

change in the community.

2. Institutions are preparing to welcome more newcomers in the future.

Immigration to Portage has been fairly steady over the last decade at

approximately 50-75 newcomers annually. Compared to other communities and

economic regions in Manitoba, rates of immigration are fairly low and

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immigrants form a relatively small proportion of the population. It is fair to say

that immigration hasn’t had as much of an impact – both positive and negative –

as it has for other similar communities in Manitoba.

That being said, institutions are planning ahead proactively to welcome

additional newcomers because they are aware that newcomers are coming, and

they are aware of the impact that newcomers have had on other Manitoba

communities. The institutional knowledge that they possess has informed their

decision-making and organizational planning. In particular, school and health

care providers are planning for an influx of newcomers, even if the relatively low

number of current newcomers is low and the service level is modest.

3. Many residents continue to believe that employment and economic growth come from within, and that newcomers do not contribute to economic growth.

This is obviously not the case as demonstrated by other comparable

communities in Manitoba such as Winkler, Neepawa, Steinbach, and Brandon.

Newcomers to Portage are generally well educated and highly skilled. Residents

of Portage need to be more aware of the positive impact that newcomers will

have on the community, and be more engaged generally in community planning

and civic life.

4. Portage wants to welcome newcomers but needs a strategy to make that happen.

Behind the scenes, community institutions are active in enhancing the quality of

life for existing newcomers as well as preparing for newcomers to arrive in

Portage in greater numbers than before. However, the community itself may be

catching up to the institutions that are leading it. Good planning and a strong

communications strategy are necessary to make sure that the community is on

the same page in terms of a vision for Portage, and the role of newcomers in

achieving that vision.

5. The Portage la Prairie business community needs to be more involved with attracting newcomers and helping them to integrate into the community.

The business community is driving growth in Portage. There is a sense of

optimism within the community due to growth from Roquette and Simplot.

However, there is a sentiment (rightly or wrongly) that large corporate

employers are isolated from the community. The business community - both

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large corporate institutions and locally owned small family businesses - needs to

focus their efforts and operate in harmony for the benefit of the community. All

employers have a responsibility to ensure that their employees are aware of and

have access to transportation, health and education services, and encourage the

development of strong social ties within the community.

6. It is important that an organization like the Local Immigration Partnership coordinate activities.

The LIP has brought all of the right people together under one roof to discuss the

issues. However, LIPS were initially established in larger communities where

there were a variety of service providers operating in silos. In smaller

communities such as Portage where there are fewer service organizations the

risk is that the LIP office may operate somewhat in isolation from newcomers

and newcomer-serving organizations. Many LIPs in smaller communities have

only a single employee in the office. It is important that LIPs and service

organizations work closely together to make sure that they are aware of each

other’s needs and issues, and are on the same page in terms of a community

vision.

The discussions were robust, and the contribution of their time and ideas was

very much appreciated.

4.1.2 Summary of the Focus Group

The focus group was held at a familiar, accessible location and lasted for approximately

1.5-2 hours. Refreshments were served. Participants were eager to share their

perspectives and experiences. In general:

1. Many participants were married when they first arrived, and some had

children. One spouse typically arrived first to get established, and then the

rest of the family would arrive later.

2. Most participants had jobs waiting for them when they arrived. One was a

student and stayed.

3. Most participants had been in Canada/Portage 1-3 years, with some having

arrived as early as 2010.

4. Participants came from Central America, India, Pakistan, and the Philippines.

When asked what the biggest challenges were when they arrived, responses included:

• The community is smaller than what they were used to but that was not

a deterrent as commute times were significantly shorter

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• Gaining Canadian work experience necessary to find a job

• Finding accommodation and specifically needing someone to co-sign an

application and lease

• The lack of public transportation

• Their professional credentials aren’t recognized so can’t work in their

field

• It is expensive and time consuming to go through the process of getting

your credentials recognized

• If/when your credentials are recognized, you are still paid less and move

up the ladder more slowly

• Newcomers are paid less for equivalent work than established residents

• It is hard to find a family doctor (didn’t understand the health system or

benefits available to them)

• Difficult to find rental housing (so ended up purchasing a home)

• Difficult to find child care, and it is expensive

People in Portage want to get to know the newcomers arriving in their community.

How can we do this and get you better engaged in your community?

• A summer multicultural festival

• A potluck – food brings people together

• Newcomers want to meet established Canadians – not just other

newcomers

• Newcomers need to volunteer to build connections

How can we help existing residents of our community be more welcoming to

newcomers?

• This was a difficult question and no suggestions were offered

When asked how we can help keep newcomers here for the long term, suggestions

included:

• More educational opportunities

• More housing choice (both rental and ownership opportunities)

• More fulfilling employment opportunities (better pay, advancement,

recognition in their field)

• Ethnic food store

• Transportation options to Winnipeg

• More recreational opportunities

• Need a home in which to practice their religion and meet as a

community

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4.2 Literature Review

4.2.1 What is a welcoming community?

There is a tremendous amount of literature that approaches the subject of a ‘welcoming

community’ from an academic perspective, but a somewhat surprising lack of recent

information that identifies specific tools and strategies (a ‘toolbox’) to create a

welcoming community for newcomers. Perhaps the most well-known document in the

Canadian context is the “Characteristics of a Welcoming Community,” prepared by

senior author Victoria Esses for the Welcoming Communities Initiative in March 2010.

In her review of literature at the time, Esses also found that the notion of a welcoming

community is complex with many different variables. The definition Esses prefers

comes from the Attracting and Retaining Immigrants toolbox prepared by the

Intercultural Association of Greater Victoria in 2007: a welcoming community is a place

where there is “a strong desire to receive newcomers and to create an environment

where they will feel at home.”

What are the characteristics of a welcoming community? Esses identifies 17 characteristics of a welcoming community, ranked in order of

importance. They are:

1. Employment Opportunities: the prospect of employment is perhaps the single most

important factor causing a newcomer to arrive in a particular community. First of

all, the job must be available. And second, the newcomer’s skills must be recognized

so that they are able to compete in obtaining this employment. Finally, a

community must recognize that to grow (or even maintain) it’s population, it must

attract and retain newcomers in order to address demographic circumstances that

would otherwise lead to population decline (Esses, 14).

What we can do:

• Credential recognition and bridging programs

• Programs that valorize foreign work experience

• Programs that support entrepreneurial opportunities

• Programs that seem to create inclusive workplaces

• Provide timely information to newcomers prior to their arrival

• Raise awareness among employers about the advantages of hiring immigrants

• Provide information and employment counselling to job seekers

• Provide professional networking opportunities

• Connect job seekers to mentors in their occupational fields

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• Support internship programs that provide immigrants with Canadian work

experience

• Provide workplace language training

2. Fostering of Social Capital: social capital refers to “the connections within and

between individuals’’ social networks and highlights the value of social contacts and

connections” (Esses, p. 24). The existence of these networks is a large factor when

newcomers are choosing a destination. Newcomers initially rely on primary social

networks such as family and friends, and later on secondary networks such as co-

workers, neighbours, and others. Gradually newcomers begin to establish

relationships with mainstream society, outside of their existing networks.

What we can do: • Develop programs that enable newcomers to connect with other newcomers • Develop programs that enable newcomers to connect with existing residents of the

community 3. Affordable and Suitable Housing: Securing affordable and suitable housing is an

important consideration for a number of reasons. First of all, it is of course an

essential need. Secondly, it affects the ability of newcomers to access services such

as education, health care, and employment. And finally, securing quality housing is

an important consideration that affects where in Canada they choose to settle, and

whether or not newcomers are satisfied with their lives in Canada. Esses notes that

the presence of affordable and suitable housing can be used as a tool for attracting

and retaining newcomers, including skilled professionals who may have employment

opportunities in a number of communities (Esses, 29).

What we can do: • Provide assistance to newcomers upon arrival, including access to information and an

assessment of their needs. Newcomers will need to find housing close to work,

schools, and transportation networks. • Educate newcomers about their rights and responsibilities as tenants • Be aware of the issue of homelessness, which can be high among refugees in

particular • Be aware of evidence of discrimination in the rental housing market • Work to increase the supply of affordable rental units and private homes for first-

time homeowners 4. Positive Attitudes towards Immigrants, Cultural Diversity, and the Presence of

Newcomers in the Community: A welcoming community expresses positive

attitudes towards newcomers. A welcoming community will increase a newcomer’s

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satisfaction with their quality of life in a particular community and ensure that they

stay and become a member of that community (Esses. 34).

What we can do:

• Develop programs that build an understanding of factors affecting attitudes

towards newcomers and diversity

• Promote positive relations between newcomers and local communities

5. Presence of Newcomer-Serving Agencies that can Successfully Meet the Needs of Newcomers in the Community: Newcomer-serving agencies are the primary point of

contact for the majority of newcomers who arrive in Canada (Esses, 38).

What we can do:

• Consider locating settlement service workers in local schools or other highly-

accessible locations

6. Links between Main Actors Working toward Welcoming Communities: Main actors

that work towards creating a welcoming community include individuals, social service

agencies, economic development agencies, different levels of governments, etc.

Portage can become a more welcoming community if all main actors are cooperating,

sharing information and resources. This is the primary mandate of a Local

Immigration Partnership (Esses, 44).

What we can do:

• Establish structures that promote cooperation and coordination while reducing

competition and duplication between agencies

7. Municipal Features and Services Sensitive to the Presence and Needs of Newcomers: Municipalities are often considered to be the level of government

closest to the community due to the local nature of the services provided. In recent

years municipalities have begun to appreciate their role in creating a welcoming

community both in terms of hard and soft services (Esses, 48).

What we can do:

• Cities can establish committees that ensure municipal services are delivered in a

culturally appropriate manner • Cities can ensure that good city planning that addresses housing, transportation

and other municipal issues takes place

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8. Educational Opportunities: Opportunity to pursue educational opportunities, for

both youth and adults, is a key characteristic of a welcoming community valued by

newcomers (Esses, 54).

What we can do: • Comprehensive language assessment and free instruction for both youth and adults

• Language training outside of regular work hours, with child care and employer

support

• High school and post-secondary equivalency training, and credential bridging

programs

• Inclusive education programs that facilitate the integration of newcomers and

educate all students in cultural awareness.

9. Accessible and Suitable Health Care: Newcomers are less likely to obtain regular

medical care than more established immigrants and Canadian-born residents.

Newcomers may not be familiar with the services offered, and a potential language

barrier may make the situation more difficult (Esses, 58).

What we can do: • Provide information services so that newcomers are aware of and familiar with our

health care services

• Address direct (drugs, dental care, vision) and indirect costs (transportation, child

care, time off work) of health care

• Address linguistic barriers to obtaining health care

10. Available and Accessible Public Transit: Although the availability ranked somewhat

low in the Esses study, it has consistently been raised as an issue in Portage partly

due to the suburban nature of employment opportunities. Both Roquette and

Simplot are located outside of town in the Poplar Bluff Industrial Park. Public transit

provides an improved quality of life as it provides access to employment

opportunities, shopping, recreation, education, etc. Recent immigrants are more

likely to use public transportation than more established or non-immigrants.

Generally, public transportation use is increasing across all members of society

(Esses, 62).

What we can do: • Transit, both within and between communities, is beneficial • In the absence of a public transit system, commercial or non-profit ridesharing or

carpooling systems should be established • Consider establishing a carsharing co-op like the Peg City Car Co-op

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• Involve employers in the discussion as they will have access to a greater and more

reliable labour pool with improved transportation 11. Presence of Diverse Religious Organizations: The ability to participate in religious

services is a key indicator of newcomer satisfaction, and whether they would make

the decision to come to Canada again (Esses, 66). Religious networks provide

opportunities for “fellowship, involvement, and celebration” and become the

“primary social groups through which people exchange childcare, rides, job referrals,

and business opportunities.” Religious networks can also connect newcomers with

other community members.

What we can do: • Encourage faith-based organizations to participate actively in newcomer settlement

and integration

• Encourage collaboration between faith-based organizations to secure funding and

space (both between traditional and non-traditional/newcomer religions)

12. Social Engagement Opportunities: Social engagement opportunities address issues

of social isolation that go beyond issues related to settlement services. Esses notes

that “social engagement of newcomers does not function in isolation of the locals’

willingness to explore the lives of newcomers” (Esses, 69).

What we can do: • Encourage newcomers to pursue volunteer opportunities in the community • Recognize the contributions of newcomers to the community • Provide opportunities for newcomers and existing residents to engage in cultural

celebrations

13. Political Participation Opportunities: Participating in politics is one form of civic

participation and community engagement (Esses, 73). Through participating in

politics newcomers become more aware of and familiar with our culture and

institutions, build personal and professional networks, and ensure their values are

represented in the decision-making process.

What we can do: • Discuss whether or not Permanent Residents should be able to vote in municipal

elections

• Ensure that our elected representatives reach out to newcomer populations and

encourage them to participate in our political process

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14. Positive Relationships with the Police and Justice System: At the time that Esses

was performing her research there was apparently little investigation about the role

of the justice system in creating a welcoming community (Esses, 76). However,

many newcomers arrive from countries that have very different justice systems,

limited rights, and police officers that may have techniques or motivations that are

not common in Canada. We have seen local examples of newcomer communities

mobilize in response to perceived or actual mistreatment by police or other

representatives of the justice system. It is important that newcomers understand

the rights afforded to them, and understand the process and role of various actors

including police. Newcomers need to understand that the police are available to

help them with specific issues. Law enforcement officials appreciate the opportunity

to build ties and build trust with newcomer communities, and it is important to

create opportunities for these interactions to occur.

What we can do: • Provide interpreters at various points in the legal process

• Provide diversity training to members of the legal and law enforcement

communities

• Provide outreach programs that educate newcomers about their rights and

responsibilities

• Ensure newcomer representation on a community-police advisory committee

• Encourage newcomers to consider a career in the law enforcement or legal

professions

15. Safety: Although many newcomers choose Canada as a destination because of our

reputation as a safe country, safety is not typically identified as a primary

characteristic of a welcoming community for newcomers (Esses, 82). That being

said, because of the higher crime rate in Portage relative to other Manitoba

communities, it may be appropriate to address the situation proactively.

What can we do: • Ensure that at-risk populations (women and seniors) take steps to ensure their

personal safety • Ensure that dialogue takes place between newcomer communities and law

enforcement regarding strategies to ensure personal safety • Provide culturally appropriate victim support services • Develop programs that reduce the incidence of hate crimes 16. Opportunities for use of Public Space and Recreation Facilities: At the time of

writing, Esses did not consider the use of public space and recreation centres a

primary charactersistic of a welcoming community. (Esses, 86). However, more

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recently we have heard from newcomers that they value the opportunity to use

public spaces to participate in traditional activities (sports, cultural, etc) or pursue a

popular local activity that may have cultural implications (swimming/appropriate

dress/gender issues for example).

What we can do:

• Ensure that newcomers are represented on Parks Boards and other municipal or

community-led bodies that deal with recreational or cultural matters

• Encourage community facilities to reach out to newcomer organizations to promote

their services and investigate what services may be desirable from a newcomer

perspective

• Ensure that families that face financial barriers have an opportunity to participate in

recreational activities

17. Favourable Media Coverage and Representation: The term ‘media’ traditionally

refers to newspapers, television, and radio, but today has grown to include social

media as well. Media involves both disseminating and exchanging information.

Media can influence recipients’ perceptions of newcomers, act as a tool that

newcomers can use to gain information, and act as a tool to gauge society’s

perception of newcomers (Esses, 90).

What we can do:

• Encourage local media to bring positive attention to the benefits newcomers bring

to the community

• Use social media to promote positive messages of immigration, and enhance

communication between newcomers and between newcomers and existing

community residents.

4.2.2 South Okanagan Immigrant and Community Services (SOICS)

http://www.soics.ca/resources/culturaletiquettes/

The literature review identified this information presentedon the South Okanagan

Immigrant and Community Services webpage. Their monthly newsletter includes a

“Cultural Etiquettes” section, which might be of interest to the Portage LIP and could be

circulated on their Facebook page for example. The subjects listed below are explained

fully on their website:

Cross-cultural manners and intercultural communication have become critical

elements required for all businesses and organizations. The rest of the world

isn’t as far away as it used to be. Information and people are flowing across

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international boundaries. Culture influences our behaviour in countless ways,

subconsciously guiding our actions, reactions and interactions at workplaces and

in social settings. What might be perfectly acceptable in one country might be

totally taboo in another.

In 2014, SOICS monthly newsletter was revamped to include a “Cultural

Etiquettes” section and has received a number of positive comments from

several service providers. These articles compile the do’s and don’ts involving

greetings, dining, gifts, meetings, general behavioural guidelines, body language,

and gestures.

New immigrants to Canada face a number of barriers integrating into Canadian

Society. Finding meaningful employment is the number one priority for new

Canadians. Making immigrants aware of Canadian norms, expectations and

etiquette and educating Canadian employers about culture differences will ease

the transition for everyone.

1. Body Language

2. Christmas Celebrations & Traditions Around the World

3. Cultural Sensitivity & Awareness in Healthcare Delivery

4. Electronic Etiquettes – Texting & Emailing

5. Eye Contact

6. Gift Giving

7. Hand Gestures Around the World

8. Handshakes

9. Negotiating: How Culture Affects Decision Making

10. Perceptions of Time in different cultures

11. “Smile, you’re on Camera” – Social Media & Hiring Practices

12. Syrian Values

13. What is in a Name?

14. When in Rome - Be careful!”

4.2.3 Lethbridge Local Immigration Partnership

https://lethbridgeimmigration.ca/get-involved/volunteering

Volunteering has been idenfied in the literature as a good opportunity for newcomers to

gain Canadian work experience, enhance their language skills, build professional

connections, and increase their social networks. Volunteering can take place within the

newcomer community or ideally within mainstream community networks and

organizations. The Lethbridge LIP has good information on their website which follows

below.

Why volunteer?

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VOLUNTEERING connects you to new people and new information!

Studies show that VOLUNTEERING actually helps your health!

VOLUNTEERING gives you a sense of purpose.

Practice speaking English while VOLUNTEERING!

VOLUNTEERING gives you work experience.

You can VOLUNTEER as much or as little as you want.

Learn about another culture by VOLUNTEERING or mentoring a newcomer.

Myths about volunteering... Myth: “Volunteering is just working for free. I need money.”

Volunteering is an investment in yourself and your community. You are not “paid” in

dollars but the gains in other ways are priceless.

Valuable work experience.

Obtaining a Canadian reference

Learning or practicing a new skill

New friendships or opportunities

Myth: “Volunteering takes too much time. I don’t have any spare time.”

Volunteer positions vary. There is always something that will work! Volunteer as a

family, volunteer at your child’s school or at an event you were planning to attend

anyway.

Myth: “I have to commit long-term.”

Not necessarily, not all volunteer opportunities need a long term commitment.

Myth: “I don’t have enough English to volunteer."

There is always something a newcomer can do. And, it is a great way to practice English

and learn about Canadian culture.

Myth: “People in my country never volunteer. People in my culture won’t understand

why I would do this!”

The opposite is true in Canada. Most Canadians either volunteer or have volunteered at

some point in their lives because they are very aware of the benefits. In Canada,

volunteering is well respected and in some cases even expected. Some schools and

other post-secondary programs build volunteering into their programs as do some

employers.

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Myth: “Volunteering or mentoring newcomers will be too hard because of the language

barrier and cultural differences.”

Newcomers really appreciate when community members help them adjust to a new

country and a new life. The language barrier is temporary, but the friendships made can

last a lifetime.

How do I find volunteer opportunities? There are literally hundreds of opportunities to get involved in our community! You can

start by thinking about your skills and interests. Many organizations have opportunities

to get involved at many levels.

Need help? Volunteer Lethbridge can assist you! Volunteer Lethbridge builds connections and empowers individuals and organizations to

enhance volunteerism and grow volunteer capacity.

4.2.4 Welcoming and Inclusive Communities (WIC)

https://www.auma.ca/advocacy-services/programs-initiatives/welcoming-and-inclusive-

communities

The Welcoming and Inclusive Communities (WIC) initiative is a partnership between the

Alberta Urban Municipalities Association (AUMA) and the Government of Alberta to

support municipalities to implement policies and practices to help overcome issues of

racism and discrimination. There are a variety of tools and programs appropriate for

small communities.

4.2.5 Greater Victoria Toolbox

In 2007, the Inter-Cultural Association of Greater Victoria prepared a report funded by

entitled “Attracting and Retaining Immigrants: A Toolbox of Ideas for smaller centres.”

The report was funded by the Government of Canada (Citizenship and Immigration

Canada). The report was a project of the National Working Group on Small Centre

Strategies – a program which no longer appears to exist.

The report is one of the few identified during the literature review that presents

concrete examples of activities that should be utilized in creating a welcoming

community. The report can be accessed at http://www.icavictoria.org/welcome-

centre/resources/toolbox-of-ideas/ and the Resource Handouts are available in Section

7.0 Appendices.

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5.0 Findings

5.1 What kind of community will newcomers find themselves living in? The Economic Development Context

Over the last few decades, economic development in the Portage la Prairie region has

been driven by food processing. Large plants have come (and some have gone, such as

Campbell’s Soup) which have a significant impact on the community. Simplot and

McCains continue to employ large numbers of people in the region.

Significant food processing facilities have also become operational in nearby

communities, including two pork production facilities - Maple Leaf Foods in Brandon and

HyLife Foods in Neepawa. Both facilities rely greatly on newcomer labour to staff their

plants, and the impact can be seen through a demographic analysis of their

communities. While existing plants in Portage are staffed generally through a local

supply of labour, it is anticipated that future demands will rely on newcomer labour.

Portage la Prairie is acting proactively to ensure that the community embraces these

newcomers, so that they remain in the community for the long term and enjoy the high

quality of life and sense of community belonging that all residents of Portage enjoy.

In the past couple of years, two new projects have been announced which will expand

the food processing capacity of Portage la Prairie and add a significant amount of new

jobs.

In January 2017, France-based Roquette announced the construction of a $400m pea

protein manufacturing plant in the Poplar Bluff Industrial Park in the Rural Municipality

of Portage la Prairie. The facility will have a processing capacity of 125,000t per year.

Construction on the plant began in September 2017 and after a brief delay is expected

to be operational in 2020. The plant is expected to generate 350 jobs during the design

and construction phase and employ 150 people when operational. A hiring fair,

scheduled for April 2019, lists approximately 56 jobs currently available.

In February 2018, J.R. Simplot Company announced that it would invest $460m to more

than double production at it’s existing potato processing facility in the Poplar Bluff

Industrial Park. The facility will increase in size from 180,000 square feet to 460,000

square feet. Construction started in the spring of 2018 and is expected to be finished by

fall 2019. 87 full time jobs will be created upon completion of the plant.

Between the two plants, approximately 237 new full-time jobs will be created.

22

5.2 An overview of the community and history of immigration in Portage la Prairie

An overview of demographic and socioeconomic trends in the Portage la Prairie region

was performed in order to provide context and inform the decision-making process.

The study area includes the City of Portage la Prairie and the Rural Municipality of

Portage la Prairie. The following charts will reference the source of the data as well as

the study area (City, Rural Municipality, or both).

Data was obtained from a number of sources including Statistics Canada, Canada

Mortgage and Housing Corporation, Manitoba Health, and Manitoba Education and

Training. In many cases data between different sources may not appear to be

consistent or may be based on slightly different geographic areas; however, the trends

identified regardless of the source should be consistent.

5.2.1 Study Area

Figure 1: Base map provided by Lombard North Group (1984) Ltd.

The map above identifies both the City of Portage la Prairie as well as the Rural

Municipality of Portage la Prairie. The City is approximately 24.7 square kilometres in

area, and the Rural Municipality is approximately 2237 square kilometres in area. The

combined total area of both municipalities is approximately 2262 square kilometres.

St. Francois Xavier

Westbourne

Woodlands

St. LaurentLakeview

North Norfolk

SouthNorfolk

Grey

Cartier

City of WInnipeg

City of Brandon

City of Selkirk

Assiniboine River

Red

Riv

er

Lake Manitoba

Lake

Win

nipe

g

Spruce Woods Spruce Woods Spruce Woods Spruce Woods Spruce Woods Spruce Woods Spruce Woods Spruce Woods Spruce Woods Provincial ParkProvincial ParkProvincial ParkProvincial ParkProvincial ParkProvincial ParkProvincial ParkProvincial ParkProvincial Park

Riding MountainRiding MountainRiding MountainRiding MountainRiding MountainRiding MountainRiding MountainRiding MountainRiding Mountain

Portage la Prairie

Map Legend

REFERENCE MAP 1Regional Setting

Lombard North Group (1984) Ltd.Planners & Landscape Architects

Date: February 2005Source: Manitoba Land Initiative

Yellowhead Highway No. 16Trans Canada Highway No.1

Provincial Parks

City of Portage la Prairie

Rural Municipality of Portage la Prairie Planning District

Rual Municipality Boundaries

Province of Manitoba Boundary

Planning District-

District Development Plan

0 50 100

kilometers

Study Area

23

5.2.2 Population of the Study Area

According to Statistics Canada, population growth in both the City and the Rural

Municipality over the past twenty-five years has been slow and interrupted by periods

of brief decline (particularly in the Rural Municipality). The population of the City has

risen slightly from 13,186 in 1991 to 13,304 in 2016, while the population of the Rural

Municipality has declined slightly from 7156 in 1991 to 6975 in 2016. In 2016, the

region has combined population of 20,279 – down very slightly from 20,342 in 1991.

Figure 2: Source: Statistics Canada 2016

The chart below shows population trends over the past 25 and projected out over the

next 25 years. Growth in the City of Portage la Prairie is approximately 0.04% annually

between 1991 and 2016, and -0.08% in the Rural Municipality of Portage over the same

period. Using these population growth rates, we can expect the City of Portage to reach

a population of 13,433 by 2041 and the RM to decline slightly to 6841 for a combined

total of 20,274 – almost identical to the most recent census.

13186 13077 12976 12728 12996 13304

7156 6627 6791 6793 6525 6975

0

5000

10000

15000

20000

25000

1991 1996 2001 2006 2011 2016

Population Change 1991-2016Statistics Canada

City RM

24


For comparison, the chart below shows the population of similar communities in southern

Manitoba. Growth in Portage la Prairie, Selkirk, and Steinbach (not shown) has been relatively

slow compared to the growth exhibited in the Rural Municipalities of Hanover, Ritchot, and

Tache and the City of Brandon (due largely to industrial expansion). The Town of Niverville has

benefitted due to its proximity and function as a bedroom community of Winnipeg.


13186 13077 12976 12728 12996 13304 13330 13355 13381 13407 13433

7156 6627 6791 6793 6525 6975 6948 6921 6894 6868 6841

0

5000

10000

15000

20000

25000

1991 1996 2001 2006 2011 2016 2021 2026 2031 2036 2041

Population Change 1991-2016Statistics Canada

City RM

13186

71569815

1514

8905

51467576

2104

38567

4222

13077

6627

9881

1731

9833

5248

8273

2201

39175

4279

0

10000

20000

30000

40000

50000

60000

Portage la Prairie- City

Portage la Prairie- RM

Selkirk - City Niverville - Town Hanover - RM Ritchot - RM Tache - RM Grey - RM Brandon - City Cornwallis - RM

Population of Manitoba CommunitiesStatistics Canada

1991 1996 2001 2006 2011 2016

25

5.2.3 Immigration to Canada

According to the most recent Manitoba Immigration Report prepared in 2016, immigration to

Canada has remained fairly stable at approximately 250,000 and rising slightly to approximately

300,000. As well, Skilled Workers represent a smaller proportion of immigrants than in earlier

years while the proportion of Provincial Nominees and Refugees (particularly in 2016) has

increased.

Figure 5: Chart Source: Manitoba Immigration Report 2016

5.2.4 Immigration to Manitoba

Immigration in Manitoba has risen over the last ten years from a low of approximately

11,000 to a recent high of approximately 16,500. Provincial Nominees consistently

represent the highest proportion of immigrants to Manitoba although in 2016, Refugees

increased substantially.

26


5.2.5 Provincial Nominees by Province/Territory

The Manitoba Provincial Nominee Program (MPNP) was created “to provide Manitoba

with a mechanism to increase the economic benefit of immigration to Manitoba based

on industrial and economic priorities and labour market conditions” (Manitoba PNP

Annex, 1998). The Provincial Nominee program has been particularly successful as

demonstrated in the chart below. Between 2007 and 2016, Manitoba has been at or

near the top of all provinces in terms of receiving Provincial Nominees on a per capital

basis. The Provincial Nominee program presents additional opportunities to attract

newcomers to Portage.

27


As seen in the chart below, the Provincial Nominee class has provided the largest share of

newcomers to Manitoba since approximately 2002.

28

Figure 8: Chart Source: Manitoba Provincial Nominee Program 20th Anniversary Fact Sheet

5.2.6 Origin of Permanent Residents in Manitoba 2008-2016

As indicated in the chart below, immigrants from the Philippines, India, and China

consistently represent the three most common source countries for newcomers to

Manitoba. Immigrants from Israel, South Korea, Nigeria, Eritrea, and Pakistan also

consistently emigrate to Manitoba, although in smaller numbers.

Figure 9: Data Source: Manitoba Immigration Reports

0

1000

2000

3000

4000

5000

6000

7000

Phillippines

IndiaChina

Germany

Israe

l

Korea, Republic

of

Ukraine

Colombia

Ethiopia

Nigeria

United St

ates

El Salvad

or

England/U

K

Eritrea

Pakistan

Somalia

Russia

Syria

Other Countri

es

2008 2009 2010 2011 2012 2013 2014 2015 2016

29

5.2.7 Destination of Permanent Residents by Economic Region

Two charts – with and without the City of Winnipeg – are used to identify the

destination (by economic region) of newcomers in Manitoba. As indicated in the chart

below, Winnipeg received by far the most newcomers in the study period (2014 to

2016).

Including Winnipeg

Figure 10: Data Source: Manitoba Education and Training 2016

Given that the overwhelming majority of Permanent Residents choose to settle in

Winnipeg, a chart showing the destination of the balance of Permanent Residents is

helpful.

Excluding Winnipeg


0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

16,000

Winnipeg Southwest South Central Southeast North Parklands North Central Interlake

2014 2015 2016

0

200

400

600

800

1,000

1,200

1,400

Southwest South Central Southeast North Parklands North Central Interlake

2014 2015 2016

30

The North Central economic region, which includes Portage, receives fewer newcomers

than every economic region other than the Interlake (in terms of absolute numbers).

5.2.8 Destination of Permanent Residents by Community

The chart below shows in raw numbers the number of newcomers arriving in Portage in

comparison to other communities in Manitoba. Although Portage ranks fairly low in

terms of immigration (eighth in 2016), it is worth noting that the number of immigrants

has roughly doubled from 52 in 2008 to 103 in 2016.

Figure 12: Data Source: Manitoba Immigration Report, Manitoba Education and Training 2016

The top nine destination communities for newcomers may more easily be made

graphically as indicated below. Winnipeg is again excluded as those numbers distort the

information. Communities such as Portage and Thompson are generally stable, while

communities such as Brandon and Neepawa have experienced sudden influxes of

newcomers for particular industries. The Pembina Valley (other than Morden) appears

to be decreasing.

2008 2009 2010 2011 2012 2013 2014 2015 2016Winnipeg 8,050 9,911 12,264 13,339 10,997 11,073 13,822 12,330 14,014Brandon 668 1149 1433 702 579 457 531 696 635Morden 243 121 83 138 96 48 155 169 300Winkler 659 763 411 226 275 206 218 192 255Neepawa 171 206 229 223 422 453 253Steinbach 488 409 313 315 206 181 158 190 215Thompson 63 78 141 139 162 158 200 136 149Portage la Prairie 52 63 74 70 51 69 60 95 103Altona 80 50 68 33 50 51Dauphin 33 39 32 50Other 767 875 835 727 684 634 556 557 796

31


5.2.9 Immigration as a Percentage of Population

The raw numbers of newcomers arriving in a community outlined above only tell a part

of the story. It is interesting to note the number of immigrants arriving every year as a

percentage of the total population, as the trends provide insight into the impact on a

community and a community’s capacity to respond.

0

200

400

600

800

1000

1200

1400

1600

Brandon Morden Winkler Neepawa Steinbach Thompson Portage laPrairie

Altona Dauphin OtherMunicipalities

2008 2009 2010 2011 2012 2013 2014 2015 2016

32

Figure 14: Data Source: Manitoba Immigration Facts Report, Manitoba Education and Training 2016

As indicated in the above chart, the Town of Neepawa receives the greatest number of

newcomers by far as a percentage of the total population when compared to other

Manitoba communities. Portage receives a relatively small number of newcomers as a

proportion of its population, ranking 8th in 2016.

5.2.10 Age of Permanent Residents (Manitoba)

The chart below represents the age of Permanent Residents arriving in Manitoba

between 2014 and 2016. The largest proportion of newcomers are aged between 25

and 39 followed by those 0 to 9 years of age. Newcomers falling within this age

category are desirable, as current residents aged 25-39 are under-represented in

Portage when compared to the Manitoba average. Residents in this age category are

desirable in the sense that they are more likely to be in the workforce than older or

younger residents and are less likely to require different types of public services.

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

7.0%

8.0%

9.0%

Winnipeg Brandon Morden Winkler Neepawa Steinbach Thompson Portage laPrairie

Altona Dauphin

2008 2009 2010 2011 2012 2013 2014 2015 2016

33

Figure 15: Data Source: Manitoba Immigration Facts Report, Manitoba Education and Training

5.2.11 Age at Immigration

The chart below provides information specific to the City and RM of Portage from Statistics

Canada and is generally consistent with trends found for the Province as a whole. Although the

data is compiled somewhat differently than the data from Manitoba Education and Training,

the trends and conclusions are the same. Most newcomers to Portage are between the ages of

25 and 44, arriving at a time in their life where they are most likely to be in the workforce.

Age at Immigration (Portage la Prairie)


0

500

1000

1500

2000

2500

3000

0 to 4years old

5 to 9years old

10 to 14years old

15 to 19years old

20 to 24years old

25 to 29years old

30 to 34years old

35 to 39years old

40 to 44years old

45 to 49years old

50 to 54years old

55 to 59years old

60 to 64years old

65 to 69years old

70 to 74years old

75+

2014 2015 2016

0

200

400

600

800

1000

1200

Under 5 years 5 to 14 years 15 to 24 years 25 to 44 years 45+ years TOTAL

City RM TOTAL

34

5.2.12 Population Pyramid

A population pyramid is a visual representation of a community’s age and gender

structure. The population pyramid below compares the Portage la Prairie region (City

and Rural Municipality) with the Province of Manitoba. The pyramid indicates that the

Under 20 and 50+ categories in the region are over-represented (both male and female)

when compared to the Province as a whole. This means that the region is under-

represented of those in their prime working age. Additional services (education, health,

child care, recreation) may be required for children, youth, and seniors.

Figure 17: Data Source: Statistics Canada 2016

10% 8% 6% 4% 2% 0% 2% 4% 6% 8% 10%

0 to 4 years5 to 9 years

10 to 14 years15 to 19 years20 to 24 years25 to 29 years30 to 34 years35 to 39 years40 to 44 years45 to 49 years50 to 54 years55 to 59 years60 to 64 years65 to 69 years70 to 74 years75 to 79 years80 to 84 years85 to 89 years90 to 94 years95 to 99 years

100 years and over

MALE FEMALE

2016 Census Population Comparison Manitoba - Portage PD

35

5.2.13 Level of Education of Permanent Residents (Manitoba)

Permanent Residents arriving in Manitoba are well-educated, with approximately half of

them possessing a University degree (Bachelor’s, Master’s, or Doctorate).

Figure 18: Data Source: Manitoba Immigration Facts Report, Manitoba Education and Training

5.2.14 Occupation of Permanent Residents (Manitoba)

In Manitoba, the most common occupation of Permanent Residents between 2014 and

2016 has been registered nurses and psychiatric nurses, although those numbers have

declined through that period. The second most common occupation is industrial

butchers/meat cutters and associated trades. Most other occupations are relatively

stable and comparable in terms of overall numbers. The number of secondary school

teachers arriving also increased briefly but has since decreased substantially.

0

500

1,000

1,500

2,000

2,500

3,000

3,500

4,000

4,500

Secondary orLess

Formal TradeCert. or

Apprenticeship

Non-UniversityCertificate or

Diploma

Some University – No Degree

Bachelor’s Degree

Some Post-Grad. Education – No

Degree

Master’s Degree Doctorate Not Stated

2014 2015 2016

36

Figure 19: Data Source: Manitoba Immigration Fact Report, Manitoba Education and Training

5.2.15 Skill Type of Permanent Residents (Manitoba)

According to the Manitoba Immigration Fact Report, 71% of principal applicants under

the economic category in 2016 were considered highly skilled and had previous

occupations primarily in:

• Sales and service

• Business, finance and administration

• Natural and applied sciences and related occupations

• Trades, Transport and Equipment Operators and Related Occupations.

0

50

100

150

200

250

300

350

400

450

Registerednurses andregisteredpsychiatric

nurses

General officesupport workers

Cooks Transport truckdrivers

Food counterattendants,

kitchen helpersand related

supportoccupations

Industrialbutchers andmeat cutters,

poultrypreparers and

related workers

Financialauditors andaccountants

Retail andwholesale trade

managers

Other customerand information

servicesrepresentatives

Advertising,marketing andpublic relations

managers

Accounting andrelated clerks

Retailsalespersons

Administrativeofficers

College andother vocational

instructors

Secondaryschool teachers

Elementaryschool and

kindergartenteachers

Computerprogrammers

and interactivemedia

developers

2014 2015 2016

37

Figure 20: Source: Manitoba Immigration Facts Report

5.2.16 Mother Tongue of Permanent Residents (Manitoba)

Over the last three years, the most common mother tongues of Permanent Residents

were Tagalog (found in the Philippines), Punjabi (found in India), and Russian. More

recently, Tigrinya and Arabic have increased rapidly due to immigration from Ethiopia,

Eritrea, and Syria.

0

100

200

300

400

500

600

700

800

900

ManagementOccupations

Business, Finance andAdministrative

Occupations

Natural and AppliedSciences and Related

Occupations

Health Occupations Occupations in SocialScience, Education,

Government Serviceand Religion

Occupations in Art,Culture, Recreation

and Sport

Sales and ServiceOccupations

Trades, Transport andEquipment Operators

and RelatedOccupations

Occupations Unique toPrimary Industry

Occupations Unique toProcessing,

Manufacturing andUtilities

Other

Chart Title

2014 2015 2016

38

Figure 21: Data Source: Manitoba Immigration Facts Report

5.2.17 Official Language of Permanent Residents (Manitoba)

In 2016, English was the 6th most common language spoken by Permanent Residents in

Manitoba. French was spoken by 345 individuals, with approximately 4000 French-

speaking Permanent Residents having arrived since 2007.

Figure 22: Source: Manitoba Immigration Facts Report

0

1,000

2,000

3,000

4,000

5,000

6,000

Tagalog Punjabi Tigrinya Arabic Russian English Chinese Gujarati Somali Urdu Korean Yoruba Spanish Otherlanguages

2014 2015 2016

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

English French Both French and English Neither Not stated

2014 2015 2016

39

5.2.18 Period of Immigration (Portage la Prairie)

In 2016, of the roughly 1000 immigrants in Portage, most are either relatively new

arrivals (over half of the newcomer population having arrived after 2001) or long-term

residents (one third having arrived before 1981). Only 10% of the newcomer population

arrived between 1981 and 2000. This indicates that either immigration to Portage

decreased substantially during the period between 1981 and 2000, or more likely, that

earlier newcomers who were able to get established ended up staying in the community

for the long term while those who were not able to establish themselves moved on to

live in another community.


5.2.19 Generation Status

The chart below indicates which generation each resident of Portage represents in 2016.

Approximately 1320 residents are first generation Canadians, having been born outside

Canada. Approximately 1980 residents are second generation Canadians, meaning that

at least one of their parents was born outside Canada (they are the children of

immigrants). The vast majority of the population – over 15,000 residents – are third

generation or more, meaning that both parents were born in Canada.

260

40 20

210

285

815

100

35 20 40 50

245

360

7540

250

335

1060

0

200

400

600

800

1000

1200

Before 1981 1981-1990 1991-2000 2001-2010 2011-2016 TOTAL

City RM TOTAL

40


5.2.20 Admission Category and Applicant Type In 2016, the vast majority of newcomers qualified under the Economic Immigrant or Sponsored

by Family categories. A very small proportion (3%) qualified as Refugees.


1045 1375

10345

12765

275 605

48055685

13201980

15150

18450

0

2000

4000

6000

8000

10000

12000

14000

16000

18000

20000

First Second Third or more TOTAL

City RM TOTAL

0

100

200

300

400

500

600

Economic Sponsored by family Refugees Other

City RM TOTAL

41

5.3 General Community Information for Portage la Prairie

Additional demographic and socio-economic data are provided to help paint a fuller

picture of life in the Portage la Prairie community. This data is not specific to the

newcomer population but applies to all residents of the community and may refer to

either the City of Portage la Prairie, the Rural Municipality of Portage la Prairie, or both

depending on the source. As with previous chapters, because the sample size is small

the data is somewhat variable as the margin of error is higher. However, the

information provided is useful in that it compares Portage with other comparable

communities and presents trends, both of which are helpful when considering the needs

of the community and the provision of services and infrastructure.

5.3.1 Economic Activity in Portage la Prairie

Information on economic activity in Portage la Prairie is based on the 2017 Portage la

Prairie Region Economic Profile produced by the Province of Manitoba. The study area

includes the City and RM of Portage, as well as the Long Plain, Dakota Plains, and Dakota

Tipi First Nations. The Economic Profile uses information from Statistics Canada data

and ESMI (Economic Modelling Specialists International), based on information from a

business and labour force surveys.

In 2017 there were 11,799 jobs in the region, up from 11,381 in 2011. This represents

an increase of 3.7% compared to a provincial increase of 5.3%. Average total income is

generally consistent with the provincial average, except there is a smaller proportion of

higher income families earning $100,000 and up.

In terms of jobs by industry sector, the three most common industry sectors are

Healthcare and Social Assistance (16%), Retail (14%), and Manufacturing (11%).

In raw numbers, the greatest increases were seen in Retail (273),

Professional/Scientific/Technical (101), Public administration (95), and Healthcare/Social

Assistance (83). Significant decreases were seen in the Agriculture sector (-277),

Manufacturing (-74) and Real Estate, rental, and leasing (-74). The decrease in the

Agriculture sector is largely a result of fewer active farms in the region due to

consolidation in the industry.

42

In terms of specific occupation in Portage, the following chart shows the 12 most

common occupations. The most common occupation, Nurse aide/orderly/patient

service is has increased significantly since 2011.

Figure 26: Source: Portage la Prairie SLA Economic Profile 2017

5.3.2 Mobility

Mobility attempts to determine how people move within and between communities.

The following chart looks at the place of residence one year ago. Compared to other

Manitoba communities of a similar size, residents of the City and RM of Portage are

slightly less likely to move. If they do move, they are more likely to stay within the

community and less likely to move between communities.

43


When asked to provide their place of residence five years ago, residents of the City and

RM of Portage la Prairie are more likely to not have moved at all. They are less likely to

have moved within the community and less likely to have moved between communities.

Mobility data surveys the residents who live in Portage today. It does not reflect those

who have left Portage.

84%

10% 5% 1%

90%

5% 4% 0%

84%

9%7% 0%

81%

11%

7%

1%

82%

10% 7% 1%

87%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Non Movers Moved within the community Moved between communities Moved from outside Canada

Place of Residence One Year Ago (2016 – Statistics Canada)

Portage Rural Municipality Selkirk Steinbach Thompson Manitoba

44


5.3.3 Percentage of Low Income

Percentage of Low Income is measured by Statistics Canada based on the Census Family

Low Income Measure. The chart below includes all ages, family types, and composition

within the City of Portage la Prairie over a five-year period from 2011 to 2016. Families

experiencing low income have remained fairly stable during this time for all

communities within Manitoba. However, rates of low income are considerably higher in

Portage than in other Manitoba communities (as well as Kenora and Yorkton), and

roughly 50% higher than the Manitoba average.

59%

23%

14%

3%

73%

13% 13%

1%

60%

22%

18%

1%

44%

30%

19%

7%

54%

24%

18%

5%

62%

22%

10%

6%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Non Movers Moved within the community Moved between communities Moved from outside Canada

Place of Residence Five Years Ago (2016 – Statistics Canada)

Portage Rural Municipality Selkirk Steinbach Thompson Manitoba

45

Figure 29: Source: Statistics Canada Table 11-10-0018-01

5.3.4 Crime (Incidents per 100,000 population)

A high-level analysis of criminal behaviour in Portage suggests that criminal activity has

generally increased slightly between 2011 and 2016. The analysis looks only at the

number of incidents as measured by detailed violations and does not consider the

relative severity of the crime. We can say from looking at the data that the number of

reported violations in Portage is twice the Manitoba average for example but make no

judgement as to the nature of safety in a community.

0

5

10

15

20

25

30

35

Portage Brandon Winkler Winnipeg Kenora Yorkton Steinbach Thompson Manitoba2012 2013 2014 2015 2016

46

Figure 30: Source: Statistics Canada Table 35-10-0181-01

5.3.5 Housing in Portage

The nature of the housing market in Portage la Prairie was examined through data

obtained from Canada Mortgage and Housing Corporation’s annual Market Rental

Report, and Statistics Canada (2016). CMHC data is particularly relevant as it was

collected as recently as the Fall of 2018.

Contrary to anecdotal information, the vacancy rates in private apartments (including 1,

2, and 3-bedroom units) is higher in Portage than other communities surveyed in

Manitoba (except for a brief spike in Thompson). Note that the sample size in Manitoba

communities outside of Winnipeg is small, and that the Manitoba result will be

overwhelmingly influenced by the relative size of the Winnipeg market.

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

45,000

50,000

Portage la Prairie Brandon Morden Winkler Thompson Selkirk Steinbach Winnipeg Manitoba2013 2014 2015 2016 2017

47

Private Apartment Vacancy Rates (All Bedroom Types)

Figure 31: Source: CMHC Market Rental Reports

The chart below refers to average rents in privately owned apartments (as opposed to

apartments owned and operated by Manitoba Housing for example). While rents have

been increasing fairly rapidly in Portage (as they have across the Province), they remain

lower than other communities in Manitoba other than Winkler. This could be explained

by a number of factors, such as:

• Demand in Portage has traditionally been soft, leading to generally lower rents

• There is little new supply coming on stream in Portage, leading to increasing

rental rates as demand increases over the short term

• There is more supply in Winkler, leading to declining rents even as demand

remains strong.

These assumptions are based on anecdotal information and are provided in an attempt

to explain data which may not be consistent with community sentiment. It is worthy of

further study. Note as well that data from the City of Winnipeg overwhelmingly

influences the Manitoba results.

0

1

2

3

4

5

6

7

8

Manitoba Winnipeg Portage la Prairie Brandon Selkirk Steinbach Thompson Winkler2014 2015 2016 2017 2018

48

Private Apartment Average Rents (All Bedroom Types)

Figure 32: Source: CMHC Rental Market Report

5.3.6 Average Household Size

The average household size in Manitoba is 2.5 persons per household. The average in

the City of Portage la Prairie is somewhat less at 2.3, while the average in the Rural

Municipality is 2.6.

There are approximately 5570 households in the City, and 2200 households in the RM.

0

200

400

600

800

1000

1200

Manitoba Winnipeg Portage la Prairie Brandon Selkirk Steinbach Thompson Winkler2014 2015 2016 2017 2018

49


In the City of Portage, it is more common to find single person households and very large

households. Roughly one third of households are occupied by either a single person or two

people in the City. Two, three, and four person households are more commonly found in the

Rural Municipality than in the City.


1925 1860

750605

430

450

900

320

295

235

0

500

1000

1500

2000

2500

3000

1 person 2 people 3 people 4 people 5+ people

Population per Household (2016 – Statistics Canada)

City Rural Municipality

35%33%

13%11%

8%

21%

41%

15%13%

1%0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

1 person 2 people 3 people 4 people 5+ people

Population per Household (2016 – Statistics Canada)


50

5.3.7 Tenure

In the City of Portage la Prairie, two-thirds of households own their homes and one-third

rents. Home ownership is more common in the Rural Municipality, where

approximately four out of five homes are owner-occupied.


5.3.8 Size of Homes

Homes in the Rural Municipality of Portage also tend to be larger (i.e. more bedrooms)

than in the City of Portage, as indicated in the chart below.

65%

35%

83%

17%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Owner Renter

Owners vs. Renters (2016 – Statistics Canada)


51


5.3.9 Age of Homes

Roughly one-third of all homes in Portage were built before 1960, which means they are

at least 60 years old. Another third were built between 1961 and 1980. Only

approximately one in ten homes have been built since 2001.

The housing stock in the City is also somewhat older than the housing stock in the RM,

as indicated in the chart below.

1%

13%

25%

35%

24%

0%

3%

24%

40%

33%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

0 bedrooms 1 bedroom 2 bedrooms 3 bedrooms 4+ bedrooms

Size of Homes (2016 – Statistics Canada)


52


33%

39%

13%

6%

3% 3% 3%

32% 31%

13%

11%

4%5%

4%0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Before 1960 1961-80 1981-90 1991-2000 2001-2005 2006-2010 2011-2016

Age of Homes (2016 – Statistics Canada)


53

6.0 Conclusions

Portage la Prairie is changing. There is a renewed sense of optimism, driven by economic

growth and new opportunities. There is an opportunity for everyone to enjoy an improved

quality of life.

Newcomers will be part of that change. Many communities in Manitoba are growing and

prospering, in part due to the contributions of newcomers. Portage will be no different.

It is up to everyone to create a welcoming community for newcomers, where economic

opportunities are abundant and social ties are strong, so that newcomers are able to fully

participate in all aspects of civic life in the community.

We trust that this research report provides a useful snapshot of the community, and offers

insight into the needs and opportunities that will arise as newcomers arrive in their new home.

54

7.0 Appendices

Tool Box of Ideas for Smaller Centres: Attracting, Welcoming & Retaining Immigrants to Your Community

Resource Handout #1

r

20 Ways to Welcome a Newcomer to Your Community

� Host a welcoming event � Volunteer as an English-As-Second Language Tutor � Attend Multicultural Festivals - & bring a friend!

� Diversify your news sources � Attend a cultural activity or event � Host a diversity lunch & invite a newcomer to speak at your workplace � Volunteer to be a “newcomer host” in your community � Support a local, small business run by an Immigrant � Write a Letter to the Editor in your local newspaper welcoming newcomers � Form a refugee sponsorship group � Challenge racist remarks – in your home, workplace, place of worship � Volunteer to be a Professional Mentor � Learn a new language � Encourage more inclusive hiring practices at your workplace � Invite a newcomer family over for supper � Donate money to an immigrant settlement agency � Attend a Diversity workshop or a training on Inter-Cultural Awareness � Offer your time as a Settlement Volunteer

P ovided by MISA of Nova Scotia 2007


Resource Handout #2

Dimensions of Culture

Adapted from The Managing Diversity Survival Guide, Gardenswartz and Rowe (IRWIN, 1994)

Sense of Self and Space Distance Touch Formal/Informal Communication and Language Language/Dialect Gestures/Expressions/Tone Direct/Indirect Dress and Appearance Clothing Hairstyle Grooming Food and Eating Habits Food Restrictions/taboos Utensils/hands Food preferences Manners/rituals Time and Time Consciousness Punctuality/Promptness Age/Status Pace Relationships Family/Friends Age/Gender Status/Authority Values and Norms Group/Individual Independence/Conformity Privacy Respect Competition/Cooperation Beliefs and Attitudes Religion/Spirituality Position of Women Social Order Mental process and learning Rational/Emotional Holistic/Individualistic Work Habits and Practices Work ethics Remuneration/Promotions Division of Labour Status of type of Work


Resource Handout #3

Differences - Cultural Norms & Values

Adapted from The Managing Diversity Survival Guide, Gardenswartz and Rowe (IRWIN, 1994)

Dimensions of Culture Western Culture Non-Western Cultures

1. Sense of self & space Informal Handshake

Formal Hugs, bows, handshakes

2. Communication &

language

Explicit, direct communication Emphasis on content— meaning found in words

Implicit, indirect communication Emphasis on context—

meaning found around words

3. Dress & appearance "Dress for success" ideal Wide range in accepted dress

Dress seen as a sign of position, wealth, prestige

Religious rules

4. Food & eating habits Eating as a necessity—fast food

Dining as a social experience Religious rules

5. Time & time

consciousness

Linear and exact time consciousness

Value on promptness— time = money

Elastic and relative time consciousness

Time spent on enjoyment of relationships

6. Relationships,

family, friends

Focus on nuclear family Responsibility for self

Value on youth, age seen as handicap

Focus on extended family Loyalty & responsibility to family

Age given status and respect

7. Values & norms Individual orientation Independence

Preference for direct confrontation of conflict

Group orientation Conformity

Preference for harmony

8. Beliefs & attitudes Egalitarian Challenging of authority Individuals control their

destiny Gender equity

Hierarchical Respect for authority and social

order Individuals accept their destiny

Different roles for men & women

9. Mental processes &

learning style

Linear, logical, sequential Problem-solving focus

Lateral, holistic, simultaneous Accepting of life's difficulties

10. Work habits &

practices

Emphasis on task Reward based on individual

achievement Work has intrinsic value

Emphasis on relationships Rewards based on seniority, relationships

Work is a necessity of life


Resource Handout #4

Glossary of Terms Used in Understanding Diversity Aboriginal/Indigenous These terms apply to First Nations people (“Indians”), Inuvialuit (Western Arctic), Inuit (Eastern Arctic), and Metis (mixed ancestry). Culture The ideas, beliefs, values, knowledge & way of life of a group of people who share historical experiences. Discrimination Treating people inequitably based on characteristics such as their ethnicity, nationality, language, religion, gender, disability, or sexual orientation. There are three types of discrimination—direct (inter-personal), indirect (unintentional) & systemic (through policies or practices). Diversity Refers to all of the characteristics that define us as individuals. It can include characteristics of culture like religion, family structure, work ethic, language, etc. as well as other characteristics like age, physical ability, education, economic status, sexual orientation, etc. Multicultural (many cul ures) & Multiculturalism tIn Canada, the government policy of Multiculturalism includes a statement of commitment to understanding, acceptance, respect and inclusion of all people in society. Multiculturalism encourages the social, economic, and political participation of all Canadians. Race Historically, the concept of race was used to classify humans based on physical characteristics, such as skin colour or eye shape. It has also been used to describe a group of persons related by common descent or heredity. Many scientists argue that the concept of ‘race’ has no biological validity as humans share 99.9% of the same genetic material. Racism The belief that one group of people is superior to another. Racism may be present in organizational and institutional systems and programs as well as in the attitudes and behaviours of individual people. Stereotype A simple statement or image of a group of people that does not account for individual differences.

Resource Handout #5

Guidelines for Multicultural Collaboration


Cultural questions -- about who we are and how we identify ourselves -- are at the heart of living in a multicultural society like Canada. As you set to work on multicultural collaboration in your community, keep in mind these guidelines:

☼ Learn from generalizations about other cultures, but don't use those generalizations to stereotype, "write off," or oversimplify your ideas about another person. The best use of a generalization is to add it to your storehouse of knowledge so that you better understand and appreciate other interesting, multi-faceted human beings.

☼ Practice, practice, practice. That's the first rule, because it's in the doing that we actually get better

at cross-cultural communication.

☼ Don't assume that there is one right way (yours!) to communicate. Keep questioning your assumptions about the "right way" to communicate. For example, think about your body language; postures that indicate receptivity in one culture might indicate aggressiveness in another.

☼ Search for ways to make the communication work, rather than searching for who should receive the

blame for the breakdown. Don't assume that breakdowns in communication occur because other people are on the wrong track.

☼ Listen actively and empathetically. Try to put yourself in the other person's shoes. Especially when

another person's perceptions or ideas are very different from your own, you might need to operate at the edge of your own comfort zone.

☼ Respect others' choices about whether to engage in communication with you. Honor their opinions

about what is going on.

☼ Stop, suspend judgment, and try to look at the situation as an outsider.

☼ Be prepared for a discussion of the past. Use this as an opportunity to develop an understanding from "the other's" point of view, rather than getting defensive or impatient.

☼ Acknowledge historical events that have taken place. Be open to learning more about them. Honest

acknowledgment of the mistreatment and oppression that have taken place on the basis of cultural difference is vital for effective communication.

☼ Awareness of current power imbalances -- and openness to hearing each other's perceptions of

those imbalances -- is also necessary for understanding each other and working together.

Remember that cultural norms may not apply to the behavior of any particular individual. We are all shaped by many, many factors -- our ethnic background, our family, our education, our personalities, etc. -- and are more complicated than any cultural norm could suggest. Adapted from Topsfield Foundation and Marci Reaven 1997


Resource Handout #6

Our Learned Cultural Bias and Prejudice

WHAT IS MY CULTURAL BIAS?… Learning Culture is Learning Prejudice (and that’s okay!) If we look deeper into our learned patterns or responses, we see that behind our learned patterns lie cultural values. We learn how to be human in a particular way within a particular range of cultural values. One way to think of our range of cultural values is to imagine our range as a filing drawer with a particular number of files each within an established category. This filing drawer (our value system) allows us to organize and categorize experiences and information. If something does not fit into one of these categories, it is often thrown out without further examination. It is important to understand that the range of values supporting our learned responses or patterns is relatively narrow, given the broad range of responses available in cultures worldwide. Our values are indoctrinated into us from birth. In a sense, our values are our prejudice. Prejudice is the human condition. All ‘mentally healthy’ human beings are prejudiced toward the automatic preference for certain clothing styles, political values, foods, and so on. AM I PREJUDICED?… We might describe prejudice as a ‘prejudgment’. We automatically learn and apply prejudice and the use of stereotypes to everything and everyone in our environment as a way to neatly process information. Prejudice is an unavoidable part of the human condition. To be human means to learn right from wrong, true from false, good from bad, tasteful from distasteful, safe from dangerous, all in accordance with the values from our own culture. We need our value system, our ability to prejudge, in order to live in our culture in a rational way. An individual who did not exercise his or her prejudice by being unable to discriminate between right and wrong, good and bad, etc. might be regarded as abnormal. Our prejudice or prejudgment is neither positive nor negative; it is simply an unavoidable fact of our existence. What becomes positive or negative is what we do with our prejudgments or stereotypes as we interact with others.

Resource Handout #7

Diversity Awareness Continuum


Directions: Circle the number that represents where you fit along the continuum below.

I am not knowledgeable about the cultural norms of different groups in the community.

1 2 3 4 5 6 7 8 9 10 I am knowledgeable about the cultural norms of different groups in the community

I do not hold stereotypes about other groups.

1 2 3 4 5 6 7 8 9 10 I admit my stereotypes about other groups.

I feel partial to, and more comfortable with, some groups than others.

1 2 3 4 5 6 7 8 9 10 I feel equally comfortable with all groups.

I gravitate toward others who are like me.

1 2 3 4 5 6 7 8 9 10 I gravitate toward others who are different.

I find it more satisfying to work in a homogeneous group.

1 2 3 4 5 6 7 8 9 10 I find it more satisfying to work in a multicultural group.

I feel that everyone is the same, with similar values and preferences.

1 2 3 4 5 6 7 8 9 10 I feel that everyone is unique, with differing values and preferences.

I am perplexed by the culturally different behaviors I see among people.

1 2 3 4 5 6 7 8 9 10 I understand the cultural influences that are at the root of some of the behaviors I see.

I react with irritation when confronted with someone who does not speak English.

1 2 3 4 5 6 7 8 9 10 I show patience and understanding with limited English speakers.

I am task focused and don't like to waste time chatting.

1 2 3 4 5 6 7 8 9 10 I find that more gets done when I spend time on relationships first.

I feel that newcomers to this community should adapt to our rules.

1 2 3 4 5 6 7 8 9 10 I feel that both newcomers and the community need to change to fit together.

Adapted from: The Managing Diversity Survival Guide, Gardenswartz and Rowe ( IRWIN, New York, 1994)

Resource Handout #8

What am I Doing to Welcome Diversity?… Quiz


Here is a basic self-test to reflect on what actions and attitudes we take in response to welcoming diversity…

1. Among my friends there are people from other cultures.

Many Quite a Few Some One None

t

t

t

r r

2. If I see a person I know, of my own culture and background, sitting alone in a cafeteria, I make a point of talking to him/her.

Frequen ly Quite Often Most of the Time Rarely Never

3. Most of my friends are against people who have a different cultural background than

their own.

Very True Mostly True 50% of the time Largely Untrue Completely Untrue

4. When Someone is telling a racist joke, I:

Laugh Tell he person it is wrong to make fun of someone Say nothing at all

5. If someone of another culture or colour needed direction to go some where, I would:

Walk Away Give him/her the directions Tell/him/her I’m not an informa ion booth

6. I like people only because of their personality, not because of the way they look.

Completely True Mostly T ue Usually T ue Rarely True Never True

7. If I see a person I know, of another culture, sitting alone in the cafeteria, I make a point of talking to him/her.

Completely True Mostly True Usually True Rarely True Never True

8. My friends usually ignore the situation when someone of another culture is being treated unfairly or disparaging comments are made about him/her.


9. I have tried to place myself into the shoes of someone who has been discriminated against and see how it would feel.

Yes No

10. I feel more comfortable around some ethno-cultural groups than others.


► Make an effort to learn and pronounce people’s names clearly.


Resource Handout #9

Suggestions for Improving Cross-Cultural Communication

► Use appropriate level of plain English language.

► Rephrase, say the same idea in different ways so as to ensure understanding.

► Use body language, it’s a profound facilitator in cross-cultural communication.

► Feel comfortable to repeat what you have said if you sense the other person does not

understand you. Also, encourage them to repeat their statements if you haven’t understood them.

► Don’t raise your voice when talking with people who speak limited English. This does

not make the meaning any clearer.

► Adopt an attitude of mutual language sharing and mutual learning. Ask people to teach you certain words in their language. This often helps to break barriers as participants hear you struggle with their language and they feel less self-conscious attempting to speak English.

► If jokes and riddles are part of a conversation, explain concepts being used.

► Be aware of aspects of culture that you might take for granted, eg. Names of political or

local sports figures, brand names for foods or names of places.

► Don’t make assumptions about the comprehension ability of the other person. Check out understanding.

► Be attentive to people’s non-verbal communication as it could clarify meaning.

► When appropriate, correct people’s language in a gentle way and encourage them to

repeat the correct version.

Resource Handout #10

Tips for Organizing a

Multicultural- Diversity Event


1. Model effective multi-cultural-diversity relationships. In putting on diversity-multicultural initiatives, it is particularly important to assemble a multicultural team. This helps to build trust and communicates that your organization is committed to "walking the talk."

2. Plan to invest significantly more time and resources in the “front end” to reach out and build credibility and trust. Tap into networks (yours and others'), and use word-of-mouth and personal references to enhance your credibility. Personal contact is important. Ask if you can go to meetings of existing groups -- multicultural groups, civic associations, coalitions, wherever people meet. Get on their agenda for a few minutes, and make a personal invitation. Then follow up formal invitations with personal phone calls.

3. Invite input from a representative group of participants, if not all of them, into the

design of any multicultural event. Use their input in noticeable ways, so that they can see their "fingerprints" on it.

4. Find out if individuals or groups require special support or “accommodation” to

participate effectively. In any invitations or follow-up conversations ask if translators, translated materials, large print or audio versions of the materials are needed.

5. Hold events in mutually acceptable and easily accessible locations. Organizers

should go to the community to hold events, rather than expect the community to come to them. Some locations will implicitly reinforce power disparities. For example, if a meeting focuses on policy/community tensions, you would not want to hold it at the police station. Attend to access issues for those with disabilities. Oftentimes, an informal environment will help people relax and get to know one another more easily.

Adapted from A MORE PERFECT UNION Marcelle E. DuPraw, National Institute for Dispute Resolution. Topsfield Foundation and Marci Reaven 1

Newcomer Readiness Research Report - Portace Community … · 2019. 8. 27. · Newcomer Readiness...

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