Employer Success Stories
Scotiabank welcomes refugee talent and offers its employees opportunities to build and learn leadership and coaching skills. Working and supporting diverse new clients and employees is part of the banks corporate culture and there is no downside.
Starbucks wants to create opportunities for job ready candidates and will use their tried, tested and true ‘high touch’ approach to have a positive impact.
LiUNA! Local 506 serves a diverse group, and considers itself one of the most multicultural unions in North America. The Syrian refugee population represented an untapped talent pool, and LiUNA! responded to their specific needs through an innovative partnership with ACCES Employment to create a program that would meet labour market demands, while providing a pathway to employment for Syrian refugees.
RBC moves from understanding to action and looks to community organizations to build trust with refugee communities to engage in workforce planning and hiring diverse.
Delivering on their commitment to diversity as a strategic imperative, BDC has created job opportunities for former refugees and new learning opportunities for staff: recognizing refugees as talent first, and refugees second.
Siemens and the City of Erlangen Tap Refugee Talent with Internship Program, Training both Newcomers and their Colleagues
Engineering multinational Siemens piloted a training program for asylum seekers in a small German town. A triple win program, the initiative is being scaled from 10 to 100 placements across Germany.
The construction industry in Canada is a significant economic driver, accounting for 9% of Canada’s GDP. Future labour demands are high and immigrants are important.
Maple Leaf Foods gives workers the tools and supports they need to do their job. Offering on-site English language classes is one way to welcome their newcomer employees.
A Page for Immigrant Diversity from the Gender Diversity Handbook? Lloyds Sets Diversity Rules for Top Job Shortlists
Lloyds Banking Group announced earlier this year that candidate shortlists for high-level bank positions will not be considered if they don’t meet new gender criteria. It’s not difficult to imagine a similar strategy in place to meet other diversity types, like immigrant and visible minority diversity.
Arabic-speaking staff at RBC’s Moncton branch began as critical resources introducing Syrian families to Canadian banking. But as Kirk Dudtschak writes, the staff’s roles quickly extended far beyond and into the community, to onboarding the newcomers to life in Canada.
Based in Toronto, Canada, Nomz is a rapidly expanding business, selling nutritious and delicious snacks. Hire Immigrants spoke to founder Jana Al Zaibak about her experience leveraging refugee talent.
Entrepreneur Jana Al Zaibak credits her employees with her business success. They’re driven, contribute their expertise and ideas, and are passionate about their work. Another thing they have in common? They’re all refugees.
The owners of Almond Bar restaurant are partnering up with local chefs, restaurant owners, and immigrant serving agencies in Sydney, Australia, to welcome Syrian newcomers with training and job opportunities.
Some companies find it challenging to source immigrant talent. Not Cinnzeo Bakeries. The Calgary-based retailer of cinnamon buns meets directly with job candidates through volunteerism, an approach that supports job seekers and the company’s recruitment needs.
Through a supplier diversity strategy that includes a procurement mentorship program, RBC is sourcing from a larger supplier base, providing value to business clients and changing Canada’s supplier landscape.
A Canadian transportation employer taps into city’s multilingual workforce to bridge cultures while doing business worldwide.
With a long history in immigrant employment, Palliser has key lessons for employers seeking to become more immigrant and diversity confident. From renewed hiring practice, to on-the-job training, to leadership from the top.
Enbridge has long been deliberate about creating an inclusive and welcoming workplace, making it an employer of choice for immigrant talent.
Alberta employer of diverse workforce uses corporate chaplaincy program to help employees overcome personal challenges
Employee resource group fosters success through networking, peer coaching and mentoring.
Bank uses a variety of opportunities to tap into immigrant talent and therefore grow their business.
Small engineering firm boosts retention of new immigrants by educating all employees about its various employee-focused programs.
Voluntary form allows the utility company to better understand immigrant workforce.
A diverse workforce allows the bank to better serve a diverse client base, thus attracting more business.
Structured program allows hospital to assess skilled immigrants’ suitability for permanent jobs.
Building a workforce that is representative of a newly diverse population through community outreach, partnerships and pre-employment coaching.
To better recruit and retain internationally-educated professionals you need to tap into various sources to ensure you are reaching the best candidates.
Syncrude realizes it needs to have the most talented workforce in the field. It is doing this by hiring skilled immigrants that bring a wealth of skills and experience and they are also retaining them by providing an inclusive working environment.
The 12-week placement also includes 4 weeks of culture and communication training.
Program helps newcomers integrate into Quebec workforce through on-the-job training, mentoring and coaching.
A five-minute language exercise helps 3M supervisors better understand the experiences of skilled immigrant employees who speak English as a second language.
Fraser Milner Casgrain teams up with Deloitte to create a shared articling position for a highly skilled lawyer from India.
Tailored orientation and mentoring help a skilled immigrant move from a junior to senior role.
The City of Calgary holds regular employment forums for skilled immigrants about job opportunities and hiring practices.
In a mentoring relationship, both mentees and mentors learn from each other. One mentor from Canadian Pacific learned about new technologies he will be able to incorporate into his own job, thus building his capacity and boosting his employer’s competitive edge.
BC Hydro offers English courses to ensure employees are able to communicate effectively with team members, which boosts their ability to work safely.
When recruiting, the small tech company looks for relevant experience and language skills in line with the position.
When interviewed by a skilled immigrant, a newcomer candidate gets the clear message the tech company promotes and values diversity.
Career fairs, credential recognition services and internships are some of the ways the bank finds skilled immigrants.
Immigrant Settlement and Integration Services provides Maple Trade Finance access to candidates with the language and cultural skills to help the company succeed on a global scale.
Hummingbird’s clear guidelines for recruitment and screening create a bias-free and consistent hiring process.
An accelerated leadership development program and leadership review process ensures skilled immigrants aren’t overlooked for senior positions.
The accounting firm integrates immigrant professionals by prioritizing transferable skills during the hiring process, developing customizable onboarding programs and encouraging business development through social support networks.
Government agencies, community organizations, ethnic media and employees are all sources of skilled immigrants.
Other employers can use the hospital’s mentoring program guidebook to create their own internal mentoring programs.
The hospital is combining foresight and planning to help create a diverse workforce that interacts harmoniously with the community it serves.
Hiring tests assess skills, regardless of where they’re obtained, and cultural awareness sessions help skilled immigrants fit in.
Engineering firm provides study aids, work experience and training to international engineers, who are an excellent source of much needed talent
Cultural Navigator Tool clarifies cultural differences in the workplace, such as hierarchical nuances, reporting relationships and feedback.
New employees are matched with a staff member from the same culture and are offered various communication courses, along with a professional development plan.
Leadership support of the survey encouraged more employees to participate and the hospital found internationally educated professionals were less likely than Canadian-trained professionals to be working in jobs that used their credentials.
The CASIP Job Developers Network is an official Capgemini recruiter. With pre-screened candidates and no placement fee, the network saves Capgemini time and money. Since January 2009 the company has hired three referrals from the network.
Husky tracks employees by skill and educational background to better understand which international institutions are more likely to produce high-potential candidates.
Accent and word usage have no bearing on an applicant’s ability to do the job.
Providence Health Care has created various tools to help nurses communicate with and treat patients from different cultures.
LEA International focuses on competency and credibility when selecting candidates.
The publicly funded internship program allows internationally educated nurses to earn licensure hours and helps hospitals address skilled labour shortages.
By dedicating significant senior executive time and resources, Manulife’s leaders anticipate other companies will also rise to the challenge of hiring and integrating skilled immigrants.
Language classes and diversity training create an inclusive environment for a diverse workforce of skilled employees.
A workforce with international language skills and cultural competencies is better positioned to land international contracts, leading to increased profitability
ATI often seeks specific skill sets that are not widely found in the Canadian labour force. Its HR strategy has been expanded to source candidates from foreign universities and labour markets.
Employees who fit in and communicate well with the rest of the workforce will remain with the organization and contribute to its growth.
Multiple people review resumés and interview candidates then share their perspectives to make the hiring decision.
Role-specific tests, rather than conversation-based interviews, are used to assess a candidate’s competency.
Regular meetings allow employees to discuss their skills and how they can be applied to help the company achieve its goals.
Toronto and Region Conservation Authority encourages employees to mentor skilled immigrants and recognizes the value of newcomer volunteers and interns.
Understanding cultural experiences of nature, identifying barriers in the hiring process and providing diversity training are all part of TRCA’s efforts to attract skilled immigrants.
The Toronto and Region Conservation Authority changed several HR policies after working with a diversity consultant to remove some of the unintentional barriers in its hiring process.
The company values skills, regardless of where they’re obtained, and offers equal employment opportunities based on qualifications and performance.
Changing demographics prompted RBC to implement a recruitment strategy targeted at skilled immigrants.
Leaders throughout the firm have taken on the responsibility of ensuring inclusiveness is top of mind for all employees.
The accounting firm has various diversity initiatives, including internal mentoring programs and networking events, as well as leadership conferences, all supported by the CEO.
Recruiting team reflects diversity and uses behaviour-based structured interviewing to find best possible candidates, regardless of where they come from.
Skilled immigrants help IBM create products that meet the needs of customers from a variety of cultures.
The program provides skilled immigrants with practical advice and the opportunity to build their networks while the City’s workforce builds their cross-cultural competence and leadership skills.
The bank works with immigrant-serving organizations and trains managers on different cultures to access talented diverse candidates.
Professional organizations and training programs give employers access to highly skilled immigrants.
Winery offers help with travel and housing arrangements and introduces newcomers to members of the community in rural Newfoundland.
Cambrian partners with Manitoba government and other credit unions to prepare newcomers for jobs in financial services.
The Ottawa Police Service wanted to ensure the force would reflect the more than sixty cultural communities it served so it designed a new recruitment program to ensure the recruitment process was open to all cultures and provided promising candidates with ESL training when necessary.
Agencies provide training for skilled immigrants, as well as cultural awareness training for managers to ensure a fair and open work environment.
Teshmont’s investment in skilled new immigrants is helping to secure a strong pool of management candidates for the future.