1. DRAFT - Please Do Not Quote - Rebuilding Professional Lives: Immigrant Professionals Working in the Ontario Settlement Sector Adnan Tregn Centre for International Migration and Settlement Studies, Carleton University Ontario Council of Agencies Serving Immigrants Fall 2010 Professional Development Conference 3 November 2010, Alliston 1 2. Outline Posing the Problem Research Design Findings Concluding Remarks 2 3. Posing the Problem Immigrants and refugees lack access to professions and trades in Canada. What do internationally trained professionals (ITPs) do when they do not get to practice their profession in Canada? Exit Option: They may return to their country of origin or move to a third country for professional pursuit. 3 4. De-professionalization: Many ITPs experience de-professionalization through unemployment or work which does not require any professional skills set. Re-professionalization: They may acquire a new profession which may or may not be related to their primary profession. 4 5. Settlement work is a second profession for many ITPs. Immigrant and refugee professionals practicing settlement work are an under-researched population. What are the personal and organizational dynamics underlying the employment of ITPs in the settlement sector? 5 6. Research Design A study of Ontario settlement workers who are trained abroad in areas other than settlement work. In collaboration with the Ontario Council of Agencies Serving Immigrants (OCASI) and with funding from CERIS The Ontario Metropolis Centre. An online survey (August-November 2009) targeting the employees of OCASI member agencies. 6 7. In-depth interviews with employees holding a variety of positions, including those who make hiring decisions, at these agencies (November 2009- March 2010). Of the 228 responses to the online survey, 155 were included in the analysis and the rest were excluded for various reasons. 7 8. A caveat: Our online survey is not based on a representative sample of the internationally trained labour force in the Ontario settlement sector. 19 in-depth interviews were conducted among those who responded to the online survey and 6 particularly with agency staff in a managing position. 8 9. Findings 9 10. 21% 79% Sex Male= 32 Female= 123 10 11. 26% 32% 32% 10% AgeGroup 25-34 = 41 35-44 = 49 45-54 = 50 55-64 = 15 11 12. Region of Birth Number (%) Africa and Middle East 33 (21.29) Asia and Pacific 59 (38.06) South and Central America 32 (20.65) United States 1 (00.65) Europe and United Kingdom 28 (18.06) DNA 2 (01.29) Total 155 (100.00) 12 13. Ethnic Status Number (%) Chinese 16 (10.32) South Asian 37 (23.87) Black 18 (11.61) Arab/West Asian 14 (09.03) Filipino 4 (02.58) Southeast Asian 2 (01.29) Latin American 24 (15.48) White 26 (16.77) Other 4 (02.58) DNA 10 (06.45) Total 155 (100.00) 13 14. Religious Affiliation Number (%) Buddhist 3 (01.94) Christian 66 (42.58) Hindu 16 (10.32) Jewish 2 (01.29) Muslim 37 (23.87) Sikh 3 (01.94) Non-religious 16 (10.32) DNA 12 (07.74) Total 155 (100.00) 14 15. Level of Education Number (%) Diploma/Certificate 18 (11.61) Bachelors 67 (43.23) Masters 55 (35.48) Doctorate 15 (09.68) Total 155 (100.00) 15 16. Top 10 Fields of Education Number (%) Business Administration and Management 21 (13.55) Education 18 (11.61) Arts, Language, and Literature 17 (10.97) Science 14 (09.03) Law 11 (07.10) Engineering 9 (05.81) Social Science 8 (05.16) Social Work 8 (05.16) Journalism and Communication 7 (04.52) Medicine, Dentistry, and Veterinary Medicine 6 (03.87) 16 17. 74% 8% 17% 1% Place of Education Country of Birth = 114 Canada= 13 ThirdCountry = 27 DNA = 1 17 18. Period of Graduation Number (%) 1965-1969 1 (00.65) 1970-1974 4 (02.58) 1975-1979 11 (07.10) 1980-1984 15 (09.68) 1985-1989 21 (13.55) 1990-1994 35 (22.58) 1995-1999 24 (15.48) 2000-2004 30 (19.35) 2005-2009 12 (07.74) DNA 2 (01.29) Total 155 (100.00) 18 19. 79% 21% Pre-ImmigrationEmploymentinField of Education Yes = 122 No = 33 19 20. Top 10 Pre-Immigration Job Titles in Field of Education Number (%) School Teacher 16 (10.32) Manager 14 (09.03) University Professor 8 (05.16) Lawyer 6 (03.87) Director 6 (03.87) Coordinator 6 (03.87) Engineer 5 (03.23) ESL Teacher 5 (03.23) HR Officer 5 (03.23) Other Health Professional 4 (02.58) 20 21. Duration of Pre-Immigration Employment in Field of Education (in Years) Number (%) 1-5 33 (27.05) 6-10 41 (33.61) 11-15 26 (21.31) 16-20 14 (11.48) 21-25 6 (04.92) 26-30 1 (00.82) DNA 1 (00.82) Total 122 (100.00) 21 22. Period of Arrival in Canada Number (%) 1965-1969 1 (00.65) 1970-1974 1 (00.65) 1975-1979 0 (00.00) 1980-1984 2 (01.29) 1985-1989 8 (05.16) 1990-1994 9 (05.81) 1995-1999 35 (22.58) 2000-2004 54 (34.84) 2005-2009 45 (29.03) Total 155 (100.00) 22 23. 92% 8% Provinceof Arrival Ontario= 143 Other Provinces = 12 23 24. (Im)migration Category Number (%) Economic Class 70 (45.16) Family Class 41 (26.45) Protected Person 24 (15.48) Temporary Worker 2 (01.29) Visitor 7 (04.52) Student 8 (05.16) DNA 3 (01.94) Total 155 (100.00) 24 25. 64% 35% 1% CitizenshipStatus CanadianCitizen= 99 Non-CanadianCitizen= 55 DNA = 1 25 26. 70% 30% Expectationof ProfessionalPractice in Canada Yes = 109 No = 46 26 27. Reasons for Expectation of Professional Practice in Canada Number (%)* Educational/Professional Assets 47 (43.12) Linguistic Assets 13 (11.93) Personal Characteristics 8 (07.34) Points System 6 (05.50) Canadian Equivalency of Education and Degree 9 (08.26) Shortage of Professionals in the Field 7 (06.42) Information Agents 24 (22.02) Canadas Reputation 15 (13.76) Other Factors 15 (13.76) 27 28. 72% 28% ActiveSearch for Professional Practice in Canada Yes = 111 No = 44 28 29. Reasons for Not Actively Searching for Professional Practice in Canada Number (%)* Loss or Change of Interest 9 (20.45) Pursuance of Further Education 4 (09.09) Lack of English and Accent in English 7 (15.91) Lack of Information, Network, and Other Support 4 (09.09) Personal or Family Need to Survive 3 (06.82) Lack of Professional Experience 5 (11.36) Difference in Professional System 4 (09.09) Registration/Employment Difficulties 17 (38.64) Discrimination and Other Barriers 7 (15.91) 29 30. Forms of Active Search for Professional Practice in Canada Number (%)* Seeking Help from Institutions and Individuals 102 (91.89) Taking Profession-Specific Language Training Courses 33 (29.73) Taking Courses to Upgrade Professional Skills 62 (55.86) Applying for Registration to the Regulatory Body 47 (42.34) Volunteering in an Activity Related to the Profession 72 (64.86) Taking Job Search Workshops 79 (71.17) Searching for a Job Related to the Profession 106 (95.50) 30 31. 92% 8% SeekingHelp from Institutions and Individuals Yes = 102 No = 9 31 32. Seeking Help from Institutions and Individuals Number (%)* Government Agency 45 (44.12) Professional Regulatory Body 49 (48.04) Settlement Service Agency 71 (69.61) Legal or Professional Advocacy Organization 12 (11.76) Individuals Practicing the Profession 60 (58.82) Employers in the Profession 59 (57.84) Family and Friends 50 (49.02) Other Institutions and Individuals 9 (08.82) 32 33. 30% 70% Taking Profession-SpecificLanguageTraining Courses Yes = 33 No = 78 33 34. 56% 44% Taking Courses to Upgrade ProfessionalSkills Yes = 62 No = 49 34 35. 42% 58% Applyingfor Registration to the Professional RegulatoryBody Yes = 47 No = 64 35 36. 53% 47% Resultof the Applicationfor Registration Succeeded= 25 DidNot Succeed = 22 36 37. 65% 35% Volunteeringinan Activity Related to the Profession Yes = 72 No = 39 37 38. 71% 29% Taking Job Search Workshops Yes = 79 No = 32 38 39. 95% 5% Searchingfor a Job Relatedto the Profession Yes = 106 No = 5 39 40. 44% 56% Resultof the Search for a Job Related to the Profession Found = 47 DidNot Find = 59 40 41. Reasons for Leaving Jobs in the Professional Field Number (%) Continuing 19 (40.43) Transition to Settlement or Other Work 7 (14.89) Further Education 1 (02.13) Resignation or Retirement 2 (04.26) Business Downsizing or Closure 2 (04.26) End of Contract 5 (10.64) Volunteer or Co-op Position 2 (04.26) Insufficient Par or Hours 3 (06.38) Dissatisfaction with Job or Employer 4 (08.61) DNA 2 (04.26) Total 47 (100.00) 41 42. Self-Explanation of Prevention from Practicing Profession in Ontario Number (%)* Lack of Preparedness 11 (17.19) Lack of Resources 5 (07.81) Lack of Support 3 (04.69) Professional Registration Process 26 (40.63) Canadian Experience Requirement 13 (20.31) Institutional/Systemic Barriers 5 (07.81) Discrimination 8 (12.50) Other Reasons 7 (10.94) 42 43. 69% 29% 2% Post-ImmigrationEmploymentinNon- Professionaland Non-SettlementFields Yes = 107 No = 45 DNA = 3 43 44. Non-Professional and Non-Settlement Fields of Post-Immigration Employment Number (%)* Sales, Marketing, and Customer Service 43 (39.09) Banking, Finance, and Accounting 3 (02.73) Office Administration 13 (11.82) Hospitality Industry 20 (18.18) Janitorial, Maintenance, and Housekeeping Services 13 (11.82) Manufacturing, Processing, Warehousing, and Repair 12 (10.91) Information Management and Technology 6 (05.45) Research, Education, and Consultancy 15 (13.64) Health and Social Services 14 (12.73) 44 45. Post-Immigration Job Titles in Non-Professional and Non-Settlement Fields Number (%)* Sales/Service Person 51 (46.36) Office Assistant 13 (11.82) Other (Occupation-Specific) Assistant 10 (09.09) Non-ACSM Occupational Position 15 (13.64) ACSM (Administrator, Coordinator, Supervisor, Manager) 15 (13.64) Manual Worker 26 (23.64) 45 46. Top Five Reasons for Leaving Jobs in Non- Professional and Non-Settlement Fields Number (%) Dissatisfaction with Job or Employer 23 (20.91) Transition to Settlement Work 17 (15.45) Further Education 11 (10.00) Search for Better Employment 10 (09.09) Business Downsizing or Closure 10 (09.09) 46 47. Reasons for First Contact with a Settlement Agency Number (%) Seeking Help for Initial Settlement Needs 23 (14.84) Seeking Help for Employment in the Primary Profession 55 (35.48) Volunteering 28 (18.06) Looking for Work at the Agency 24 (15.48) Other Reasons 9 (05.81) DNA 16 (10.32) Total 155 (100.00) 47 48. 47% 42% 11% First SettlementAgencyContact - First SettlementJobMatch Yes = 73 No = 65 DNA = 17 48 49. Reasons for Seeking Employment in the Settlement Sector Number (%)* Helping Newcomers 52 (33.55) Contributing to Community 12 (07.74) Multicultural Environment 6 (03.87) Education, Experience, and Interest in the Sector 32 (20.65) Relevance of Primary Profession/Work to Settlement Work 30 (19.35) Referral by Various Parties 8 (05.16) No Other Opportunities 20 (12.90) Other Reasons 18 (11.61) 49 50. Period of First Employment in the Settlement Sector Number (%) 1985-1989 1 (00.65) 1990-1994 5 (03.23) 1995-1999 14 (09.03) 2000-2004 30 (19.35) 2005-2009 84 (54.19) DNA 21 (13.55) Total 155 (100.00) 50 51. First Settlement Job Titles (Top Five) Number (%) Settlement Worker/Counsellor 43 (27.74) Administrative/Program Coordinator 18 (11.61) Community/Outreach Worker 14 (09.03) Other Non-Supervisory Position 10 (06.45) Administrative Assistant/Receptionist 10 (06.45) 51 52. 39% 47% 14% First SettlementJob - Current SettlementJobMatch Yes = 60 No = 73 DNA = 22 52 53. Current Settlement Job Titles (Top Five) Number (%) Administrative/Program Coordinator 19 (27.74) Settlement Worker/Counsellor 17 (27.74) Program Supervisor/Manager 13 (09.03) Executive/Program Director 5 (06.45) Other Non-Supervisory Position 5 (06.45) 53 54. 42% 34% 24% First SPO Employer- Current SPO Employer Match Yes = 38 No = 31 DNA = 22 54 55. 67% 19% 14% ProfessionalTraning Related to Settlementsince First Job in the Sector Yes = 104 No = 29 DNA = 22 55 56. 37% 38% 25% Desireto Go Back to Practice in Primary Profession Yes = 58 No = 58 DNA = 39 56 57. 41% 34% 25% Desireto Go Back to Practice in Primary Profession(Giventhe Opportunity) Yes = 64 No = 52 DNA = 39 57 58. Concluding Remarks Respondents place heavy emphasis on the personal, inner satisfaction they get from, and the social obligation they feel towards, settlement work. For many, settlement work is a calling. In their work with and for newcomers, they find a connection in different forms and varying degrees to their primary profession. 58 59. By establishing this connection, they make sense of the multitude of investments that they have made for and in their previous career. For professionals, occupational identity is one of the building blocks of self and losing that can thus be destructive of self. 59 60. How can we hold public policy accountable for the plight of internationally trained professionals and trades people in Ontario and Canada? 60