Labour Market Need

It has been argued that the labour market position and employment status of minority ethnic groups are significant to understanding the different experiences they face and the extent to which institutional racism can severely affect their life chances.

With scholars such as Kerry L. Preibisch (The Other Side of el Otro Lado: Mexican Migrant Women and Labor Flexibility in Canadian Agriculture), Ronaldo Munck (Globalization, Migration and Work: Issues and Perspectives), and Parrenas R. S. (Servants of Globalization: Migration and Domestic Work) all argue that the power the employer has in selecting which migrant workers they want based on nationality or sex. In turn, has created a competition among the labor-supply of countries. And between the workers themselves based on social hierarchy, which both race and gender are prominent. However, these articles perspectives have not adequately addressed the issue of the relationship between how labour migration and the current economic policy in effect by the Canadian government the CSAWP has on migrant workers. My paper addresses the issue of migrant’s workers face in the agricultural sector in Ontario but with particular attention with regards to the recent changes in economic policies set by the Canadian government. Specifically, in my paper, I will be looking at the challenges of migrating to Canada, and the lack of fundamental rights of becoming a Canadian citizen, to show the difficulties that migrants face of being less mobile today than in the past. I will discuss the power that employers have the choice of picking the migrant worker that they want in Canada. The type of labour mobility they have within the workforce in Canada and juxtapose them against the current economic policies enforced by the Canadian Government to reveal the previously misunderstood connections between migrant workers and the challenges they face on a daily

The foreign credentials and work experience of highly skilled immigrants is often not recognized by employers and accreditation bodies. This results in underemployment of highly educated internationally trained immigrants. Research on the difference in earnings of immigrants and their Canadian counterparts clearly demonstrates the underutilization of immigrant skills (Bloom, Grenier & Gunderson, 1994; Hum & Simpson, 1999; Pendakur & Pendakur, 1998). According to a study by Reitz (2005), foreign-educated immigrants earned $2.4 billion less than native-born Canadians, who had comparable skills because the immigrants were underemployed. He also reported that two-thirds of the unutilized skills, which were worth $1.6 billion would have been productive in the context of Canadian economy. Alboim, et al. (2005) found that a foreign degree appears on an average to have a return worth less than one-third that of a degree obtained in Canada. The intended economic impact of selective migration policies is not being achieved and the underutilization of immigrants ' skills has become a significant issue in Canada’s immigration program.

The Canadian Charter of Rights and Freedom also prevents discrimination against religious and cultural values that immigrants may have brought with them from their home country. Foreigners are also encouraged to immigrate to Canada. While this may look good on paper, in reality, equality seems to dissipate when it comes to wages. Statistic Canada has discovered that immigrants do not receive the same wages as their Canadian counterpart. For the same level of education and work experience, an average of male immigrant workers earn 50% or less salary than Canadian-born males and female immigrant workers earn approximately 44% of their white counterpart’s salary. The reason for the differentiation between immigrant workers and Canadian-born workers is because experience and education received in foreign countries are not recognised in Canada. The immigrant workers are also at a vulnerable state as they are desperate to find work to support their new life in Canada. The bourgeoisies are able justify exploitation because of this notion of not recognizing immigrant worker’s education and experience, and the vulnerability of immigrant worker to gain same level of work for a cheaper price. Some companies also take the risk of employing illegal immigrants who are determined to find whatever employment they can, in order to save cost on workers. The bourgeoisies

It is said that the modern day civilization is the most evolved that it has ever been and though that may be the case in regards to technological advancements, there are still extensive leaps that society has to make before social cohesion can be achieved. The Financial Times recently published a piece titled “Employers vow to tackle recruitment racism” which illustrated the outstanding matter of discrimination of certain names during the recruitment process, which simply demonstrates that society still has a great deal of evolving to do if equality is ever going to be achieved. (O'Connor & Parker, 2015). The following essay will argue that the progress that has been made in regards to the discrimination of racialized workers has been indubitably insufficient and in turn labour segmentation and the sundry challenges that correlate with it are still a prominent source of adversity for minorities, immigrants and

The main questions in this research paper address are what are the outcomes of immigrants’ labour market in western provinces?

This report presents an overview of Canadian economic immigration since the 1960s when significant changes were made to immigration policy. Canada has a positive net-migration and relies on immigration for over 70% of its population growth. Further, it has the highest population of foreign-born citizens in the G8, at 20.6%. With increasing hostility towards migrants in other developed countries including the US, Canada is often praised for its perceived acceptance of refugees and embrace of multiculturalism. However, in addition to addressing humanitarian needs and family reunification, Canadian immigration policy is heavily focused on the economic immigration, as shown in Chart 1, and this category of migrants will, therefore, be the focus

A majority of immigrants encounter employment disadvantage or discrimination, compared to native-born Canadians. It’s difficult to obtain suitable employment, so immigrant skills are underutilized, earning less income than native-born Canadians (Oreopoulos, 2011; Reitz et al., 2014). A viewpoint on racialized differences asserts that discrimination in employment is an act which negatively affects the employment situation of individuals because of membership in a group, and not because of qualification or capacity to contribute to productivity (discrimination and disadvantage 2014, slide#5). Oreopoulos (2011) observed that, immigrants who entered Canada based on their skills do poorly in the labour market. In another study Reitz and others (2014) argued that, employment discriminatory behavior creates skill underutilization or ‘brain waste’ for immigrants and lowers their human capital value. So, despite entering Canada with high skills level similar to that of native-born Canadians, immigrants have very little success in obtaining skilled-based employment. Prejudice attitude of recruiters or employers may overlap with the social identity theory that asserts that immigrants are seen as cultural threat because they are not distinctly assimilated into the host country (Harrell et al., 2012). Thus, this essay assesses measures of employment discrimination and its significance in Canada.

The researchers in this vein found that US foreigners got fewer benefits than natives when entering the US, however converged to the native wage level in 15 years. After 30 years, migrants were found to gain more than locals of comparable age. These outcomes drove many to infer that migration had a positive net effect on the US economy. An expansive verbal confrontation hence arose about whether later migration associates to the US were of lower training and expertise because of a move in source-nation synthesis after the 1965 Immigration Act (Kerr & Kerr, 2011). Thus, this makes the indigenous people insist on being more successful and more materialized because they felt that immigrants are getting more benefits

Managing and promoting the growth in workforce diversity is crucial in recruitment and selection strategies for most organizations (Thomas & Ely, 1996). Recruitment processes can be expanded to access wider network, specifically targeting their campaigns towards minority groups. This would ensure that people are equally accessible to opportunities offered by the organisation. Likewise, the selection should be rigorous and fair, ensuring that each individual put at a disadvantage at any stage of the

Sourcing and managing people from a diverse background have become a critical part of an employment and management

Perhaps the biggest issue that hinders our understanding of migrant work is racial and ethnic biases. The ‘American Dream’ that we know today was built by the labor of slaves and immigrants. Americans like to think that our ancestors created this great country justly and without suffering, but one could argue that America has not advanced much past the days of its founding. At times we are all guilty of assuming that

To begin with, it might be necessary to define the terms of Gender inequality and ethnic inequality in employment. While gender disadvantage refers to the prejudicial treatment of an individual or group based solely on issues of gender (Robert, 2008); ethnic inequality indicates the unfair distribution of opportunities and resources between the majority white and ‘black and minority ethnic groups’ in the labour market. The two issues have been rooted in the job market for long, and despite recent progress of improvement, the issues remain and probably have evolved into more covert and complex forms. In the following context, the two kinds of disadvantages will firstly be introduced respectively, together with reasons behind the scene; yet, acknowledge the relevance of gender differences to ethnic inequality, the explanations given for BME group’s predicament will be aware of the overlaps between gender and ethnicity issues; a brief conclusion will also be provided in the final part, however, given the complexity of the picture, for example, the extent to which women and men from different ethnic groups experience disadvantages varies (Vittachi, 2011), it is hard to generalise and any predictions about future prospect may not be realized.

A majority of immigrants encounter employment disadvantage or discrimination, compared to native-born Canadians. It’s difficult to obtain suitable employment, so immigrant skills are underutilized, earning less income than native-born Canadians (Oreopoulos, 2011; Reitz et al., 2014). It is asserted that discrimination in employment is an act which negatively affects the employment situation of individuals because of membership in a group, and not because of qualification or capacity to contribute to productivity (Lecture 7: Slide#5). Oreopoulos (2011) observed that, immigrants who entered Canada based on their skills do poorly in the labour market. In another study Reitz et al. (2014) argued that, employment discriminatory behavior creates skill underutilization or ‘brain waste’ for immigrants and lowers their human capital value. So, despite entering Canada with high skills level similar to that of native-born Canadians, immigrants have very little success in obtaining skilled-based employment. Prejudice attitude of recruiters or employers may overlap with the social identity theory that asserts that immigrants are seen as cultural threat because they are not distinctly assimilated into the host country (Harrell et al., 2012). Thus, this essay assesses measures of employment discrimination and its significance in Canada.

Some of the most important objectives of HRM policy is to attract and keep the best talent and to provide strategies to motivate and improve staff performance. HR Managers are faced with many different cultures and not all cultures have the same intrinsic motivations. RIO Tinto has responded by seeking to embrace workplace diversity in order to achieve their business outcomes by increasing stakeholder relationships and providing local business partnerships. This approach helps by aligning local cultures with Rio Tinto business objectives. This is a common approach of MNE companies where by using local suppliers and local businesses they are able to benefit local communities and motivate staff with programs aimed to benefit indigenous communities. An example would be the Rio Tinto Aboriginal Foundation which aims to strengthen the local economy and promote diversity. (Rio Tinto, 2004)