Leverage Immigrant Talent: Turning Words into Action
Taking into consideration the information and insights of Summit speakers, and drawing upon their own experiences within their specific sectors and workplaces, participants at the Learning Exchange were asked to discuss what employers, governments, or other stakeholders could do to more effectively leverage immigrant talent in support of growth and diversification in Ottawa’s economy.
As the Wordle shows, the following seven key words emerged most frequently in the discussions.
Here’s a sampling of how those words were used:
1. Employers have essential roles to play. To leverage immigrant talent, organizations need to review their hiring practices and be mindful of cultural differences. Reduce subjectivity in the hiring process. Hire a diversity recruiter. Use a competency-based model for hiring, where applicable. Look at experience and related skills. Establish on-going contacts and relationships to involve community organizations in recruiting. When posting send email notification to immigrant serving agencies.
2. Talent is what gives us the opportunity to leverage immigrants for growth and innovation. Look at internationally trained professionals as an asset. Larger companies (e.g. banks) can bring together immigrant serving agencies with small and medium size client companies to spread the word about immigrant talent. Increase the opportunities for internationally educated professionals to engage with employers and stakeholders. Involve hiring managers in meeting immigrant talent pools. Use job fairs and networking events to become more aware of the talent out there.
3. Information is critical. Make sure internationally educated professionals and stakeholders have information they need. Make “pre-departure” information more readily available to help new immigrants prepare in advance of arrival. Provide a centralized location or source where people can get the information they need. Keep up to date information about services and programs that support integration. Establish an easier way to identify international education equivalents.
4. Immigrants can also make use of resources in the community. Stay informed. Follow the Ottawa Business Journal and Invest Ottawa. Attend business events. Network. Attend coaching events. Learn how entry level positions might be used to work your way up.
5. Create. If a needed program or policy doesn’t exist, create it. Create specific roles within organizations with duties to partner with immigrant serving agencies. Create sustainable initiatives by including leaders and senior level “buy-in”. Create criteria for hiring based on skills only. Create stronger ties between employers, stakeholders and internationally educated professionals. Anticipate staffing for predictable vacancies and create environments of “planning ahead”. Create organizational cultures that place a premium on innovation.
6. Culture matters. Measure and promote index to hire culturally diverse people. Multi-lingual teams are assets to better serve clients. Support language training. Invest in the cultural competencies of staff to create inclusive workplaces. Use on-boarding programs to help new hires understand the culture of the organization. “Open the doors”. Use a buddy system. Change organizational culture; get senior management buy-in.
7. Mentorship programs make sense. Mentor within organizations; mentor with community organizations. Involve leadership.