Gaining employment in the Canadian workplace is only the first step in overcoming barriers faced by the country’s visible minority population.

Human resources professionals responsible for hiring and promotions for small and mid-sized Canadian companies will soon have the necessary tools to help them harness the often-wasted skills that immigrants offer their employers.

With the 2006 census showing that immigrants account for two-third of Canada’s population growth in the past five years, another new survey is suggesting that the more Canadians of all races interact with new immigrants, the better they all get along.

Is Canada’s entrenched use of the term “visible minority” racist? Or is it simply outdated.

Employment opportunities in Western Canada may have improved for Canada’s aboriginal population, but there is still a pressing need for development of long-term career opportunities beyond entry-level and other low-level positions in labour.

Ottawa appears to have reconsidered its decision last year to slash funding to “concrete” programs that advance the cause of women. Opposition MPs claim the move is politically motivated.

Before 1917 there was no income tax. Before 1867 Canada was not a confederation. But before both these historical events, there were the roots of a company that would become Ernst & Young.

People with disabilities have skills, abilities and experience that can add value in your workplace. By opening up your search for talented employees and making your workplace accessible, you create a win-win situation. You find the right person for the job. You create a place where anyone can work and be productive—and you allow employees of all abilities to compete in the marketplace.