The Federal Internship for Newcomers (FIN) Program: Opening Doors for Newcomers in the Public Sector

FIN Program at a Glance.

Launched in 2010, the Federal Internship for Newcomers (FIN) Program addresses a key barrier that newcomers face – the lack of work experience in Canada. The Program works with employers in the public sector to find paid opportunities for newcomers, thus helping to support their labour market integration and participation. Public sector work experience and references provide newcomers with a huge step up in the labour market.

With design advice and consultation from community stakeholders, including Hire Immigrants Ottawa (HIO), the Program was initially launched with newcomer internships at both Employment and Social Development Canada (ESDC) and Immigration, Refugees and Citizenship Canada (IRCC). Based on this success and the positive experience of managers supervising newcomers, the Program has grown from 71 interns in the first year to 830 internship opportunities across 50 government departments since it was launched in 2010.

The FIN Program is managed by a team at IRCC who coordinate and engage volunteers from multiple government departments to help with application screening and interviewing as well as to act as mentors for candidates who receive placements, thus increasing awareness of the benefits of diversity and inclusion. IRCC also works in close partnership with immigrant serving organizations across the country, including HIO partner World Skills in Ottawa, to pre-screen, support and prepare newcomer candidates for the Program. Each year, about 2000 newcomers apply and approximately 350 are interviewed. Successful FIN recruits go into a pool of candidates that managers can draw from to support their short-term staffing needs.

Short-term Opportunities, Long-term Impact

Every year, employers and newcomer interns in the FIN Program are surveyed to find out about the experience and how it has impacted their understanding of and prospects in the Canadian labour market. FIN interns say that the work experience, training and mentorship provided through the Program has helped them with their long-term career prospects; 64% found employment within three months of completing their internships and the majority of those employed agree that their jobs are commensurate with their skills, experience and education.

Managers also share positive feedback about their experience with newcomer interns. Eighty-nine (89%) of hiring managers are very satisfied or satisfied with the FIN Program, the process of hiring interns, and the quality of the interns they hired and almost all hiring managers say that they would hire from the FIN Program again. Additionally, 65% of hiring managers shared that the interns enhanced productivity and creativity in the workplace as well as brought a diverse perspective to the team. Many government managers help support FIN interns to transition to full-time employment and longer contracts within the federal government, a testament to both the skills and value newcomers bring to the work environment and the willingness of managers to find ways to access and hold onto diverse talent.

Embedding Diversity and Inclusion

When the FIN Program started, the focus was on employment and supporting managers to staff short-term opportunities efficiently with newcomer talent. There was less emphasis on training and support for managers and supervisors engaged in the Program. Over the years, the FIN team has worked to support broader government employee education, awareness and engagement to support diversity and inclusion across the public sector. HIO has played an important role in providing resources and support to the FIN team, who regularly participate in the Employer Working Group and Cross-Cultural Competency sessions.

The FIN Program is both a tangible way for departments across the government to meet their diversity, inclusion, and employment objectives, as well as a key starting place for embedding inclusive recruitment and workplace practices in government. Those who use the FIN Program receive cross-cultural competency information, training and support (e.g., how to conduct cross-culturally competent interviews). Managers also have access to support from the FIN team to help problem-solve, build awareness and address any issues that arise. This learning and these experiences transcend the FIN Program and help to develop and strengthen cross-cultural leaders and inclusiveness in public sector departments. The FIN experience informs and advances how managers work, engage staff and recruit staff, creating positive culture change to support diversity and inclusion more broadly in government.

Responses Need to Match the Institution

One of the key components that makes the FIN Program work is that it is designed and administered by a government organization, within its existing culture, system, and institutional constraints. The FIN Program follows the unique federal HR processes that are well-understood in government. Therefore, across departments, government managers understand the screening and selection process and mechanisms used by the Program. FIN works with all levels of government to make sure that this process is aligned with their hiring needs. This makes engaging new managers and Program uptake easier, enabling managers to pull from a pool of FIN candidates who are partially assessed through a government HR process.

Additionally, managers receive support from the FIN team to work effectively with newcomers and to lead and manage cross-cultural teams. Managers feel comfortable with the unique and tailored support they receive from public sector colleagues on the FIN team and additional training, support and problem-solving is appropriate to the resources and context of government.

The FIN Program is Adaptable for other Sectors

The FIN Program is an incredible opportunity that can bring so much value to other public sector organizations. HIO regularly refers other government departments to the FIN program to access diverse talent and provides FIN interns and graduates with opportunities to network with Ottawa employers through Coaching Events. A few organizations outside the federal government have adapted the FIN model in the Ottawa area. The diversity of perspectives and voices will strengthen the work being done and ensure that organizations reflect the population they serve.

For more information about the FIN program visit: https://www.canada.ca/en/immigration-refugees-citizenship/services/new-immigrants/prepare-life-canada/prepare-work/federal-internship.html