Settling and integrating newcomers into the tourism sector is a complex issue and needs collaborative efforts from newcomers, employers, immigrant-serving agencies and tourism human resource organizations alike.
In the past, research conducted by a variety of government, not-for-profit and think-tank organizations has identified the major employment barriers for immigrants in Canada. These include: lack of Canadian workplace experience, lack of language skills, lack of understanding and recognition of foreign credentials and competencies, the tendency of employers to screen out “overqualified” candidates and a lack of networking opportunities.
Many organizations are already providing services to decrease barriers and assist immigrants in finding gainful employment. These barriers and services also apply in large part to international job seekers in the tourism sector.
The identification and adaptation of strategies and tools will assist newcomers to find gainful employment and will help meet the human-resources needs of tourism employers.
Integrating Immigrant Skills into the Tourism Workplace (Projected completion date: February 2008)
This project builds on Tourism HR Canada’s “Getting There from Here” research and emulates The Employer’s Roadmap to Hiring and Retaining Internationally Trained Workers, commissioned by Citizenship and Immigration Canada. This tourism-specific roadmap addresses systemic barriers through the use of successful collaboration models to create an adaptable and region-specific model for integrating newcomers to Canada.
Defining Expectations: Canadian Workplace Experience (November 2007)
This research engaged tourism employers, immigrant-serving agencies and newcomers to articulate the specific skills, attitudes and behaviours that foreign-trained workers must demonstrate to secure entry-level positions in the tourism industry.
The report outlines the nine basic skills and attitudes that more than 200,000 small and medium-sized tourism enterprises look for in new hires and recommends specific ways to recognize and integrate qualified new Canadians and internationally trained individuals into the workforce. (For an executive summary of this report, (click here)
In response to the outcomes of the study, Canadian Workplace Essentials, a national training program tailored to the needs of new Canadians was developed. This will enable the industry to accelerate the integration of immigrants into the labour market, and will prepare foreign-trained professionals to meet the expectations of interviewers and tourism-sector employers.
Getting There From Here: Immigrant-Serving Agency Perspectives on Meeting the Challenges Facing Newcomers in the Tourism Sector (September 2005)
The objective of this research was to identify and catalogue the programs and providers that serve immigrant populations, including those that provide language training, literacy training, career counselling and other help to prepare individuals for work. The results are being used to assist Tourism HR Canada to develop working relationships with these groups. The goal is to help them provide effective, efficient service and to prevent duplication of effort in terms of assessing and recognizing the credentials of newcomers to Canada.
Research Towards a Foreign-Credentials Recognition Model for Non-Regulated Professions (September 2004)
The goal of this project was to examine ways to improve labour mobility by helping new immigrants from non-regulated professions come to Canada more easily and by assisting them to integrate into the Canadian labour force more quickly.