|
 |
|
|
Not All Resumes Are Treated Equally: How Toronto's Skilled Immigrants Are Getting Hired
BY PAUL GALLANT |
|
| When Erich Shih arrived in Canada two years ago, he found his first job in three weeks - as a gas station cashier in Milton. It was something of a shock since both he and his wife had been established teachers in their country of origin, the Philippines. Shih didn't look down on the gas station work, but it wasn't at all what he had planned when he applied to immigrate to Canada.
"I wasn't trained to be a cashier," says Shih, 33, who was attracted to Canada because of its social services, health and education systems. "I was living with my sister-in-law in Milton and I needed to start earning money. I didn't know where to start." Shih's dilemma is faced by many of the estimated 100,000 immigrants who arrive in the Toronto region each year. According to the 2006 census, 45.7 percent of the region's current population was born outside Canada, a percentage soon expected to exceed 50 percent. Many of the new arrivals will have been professionally trained abroad, but, like the famous stereotype of the taxi-cab-driving doctor, they face a range of obstacles in putting their skills to good use in the Canadian work force...
[read more] |
|
|
|
|
| VIP Novo Nordisk |
|
What do you see as the benefits of a workplace with a high percentage of women? In other words, what you feel women bring to the workplace?
Another key principle of our diversity strategy is we believe that a diverse, global organization creates the best business results. Working teams that are diverse make better decisions. It is an over- simplification to say that women bring particular qualities to the workplace. It is the diversity of perspectives, competences and personal qualities that is important to us. It just so happens that these diverse views and qualities are often brought by in those who differ by identity, be that gender, nationality, age, etc. Therefore, it is of critical importance to us that we have a balance gender representation throughout the company to ensure that a full range of perspectives, competencies and personal qualities are represented...
[read more] |
|
|
|
|
| ETC global news briefs |
|
Canada
A new survey of boards of large Canadian companies has found while 62% of directors believe their boards are diverse, only 15% are women, 5% are visible minorities and less than 1% is aboriginals. The survey also revealed that 39% of directors said the issue of board diversity is important. When it came to a written diversity policy, only 16% have one, 68% do not have one and 16% were not sure. Among those who do not have one, 66% felt the board should not develop a formal diversity policy. The Canadian Board Diversity Council which surveyed 3100 members of the Financial Post 500 companies, received only 450 replies...
[ read more ] |
|
|
|
|
| MVP diversity champions |
|
| The Toronto Region Immigrant Employment Council (TRIEC) is calling for entries for the 5th annual Immigrant Success (IS) Awards, sponsored by RBC. The IS Awards recognize innovation and leadership in integrating skilled immigrants into the Greater Toronto Region labour market. Employers and individuals are invited to apply or submit a nomination by December 1, 2010. For more details, www.isawards.ca....[ read more ] |
|
|
|
|
POV Technological barriers in the workplace
BY DONNA J. JODHAN |
|
| It is probably never going to go away but the truth is disabled employees may always have to face some sort of technological barrier in the workplace. Why is this? Because the evolution of technology is moving at a much faster rate than the development of access technology for disabled users. This is a chronic challenge that disabled persons will probably always have to deal with both at home and in the workplace and it includes both hardware and software as well as access to information. This should not come as a shocker or shaker to anyone who has knowledge of this topic. I will focus my attention on three types of technological barriers: Hardware, software, and access to information...[ read more ] |
|
|
|
|
Top 10 ways hiring disabled workers can motivate all
BY ROY SAUNDERSON |
| |
| Inspiring and motivating a team is more than the one-on-one encounters and giving tangible forms of recognition. It is also about making a difference and giving back to society in ways that has a meaning to your workforce and customers. Corporate culture is living the beliefs and values common to any community. The harsh reality is 1 out of 5 Americans live with a disability and 70% of them are unemployed. Consider the following ideas sparked from a conversation with Robert Stack, President of Community Options, Inc., www.comop.org on how we can be more inclusive and recognize everyone in the workplace... [ read more ] |
|
| |
|
| |
|
|
|
|
|
