CO PS Fall 2014

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CAREER OPTIONS FOR CANADIAN POST-SECONDARY STUDENTS

CAREEROPTIONSMAGAZINE.COM FALL 2014 / VOLUME 28 NO. 2

E FLIP TZHINE MAGAOUR FOR A MB N! D E ITIO

22 EMBRACING DIVERSITY ON THE JOB: HOW YOU CAN HELP

26 WHO ARE CANADA’S BEST DIVERSITY EMPLOYERS?

38 SPECIAL SECTION: INTERNATIONAL EDUCATION

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CANADA’S NO.

FEMALE ENTREPRENEUR

SHE’S THE BOSS!

AN INTERVIEW WITH KELSEY RAMSDEN PAGE 10

CAREER OPTIONS FALL 2014

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Diversity: a look at how far we’ve come, and where we still need to go

IN EVERY ISSUE

5 EDITOR’S LETTER FEATURES

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3 Tips for Thriving in a Diverse Workplace

By David Lindskoog

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STEM Grows Great Careers Why Women Should Pursue a Career in the Skilled Trades

By Zujajah Islam

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By Sara Sethna

By Ruvini Godakandae

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Just You It Personal Banding Gives You the Edge

Invisible Disabilities An Interview with Nancy Moulday, Recruiter, TD Bank Group

By Sharon Cheung

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Think Globally, Hire Locally The Case for Diverse Workplaces

By Jordan Adams

She’s the Boss!

An Interview with Kelsey Ramsden

INTERNATIONAL

Diversity: How Does Your Employer Measure Up?

See the World (And Yourself in a Whole New Way)

By Mitch Vandenborn

Building Our Mosaic Diversity in Canadian Workplaces: Past, Present and Future

By Danielle Klassen

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B.C. a Big Draw for International Students

By Laura Falsetto

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Choosing Canada A Global Student’s Story

By Zujajah Islam

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Gender diversity isn’t a challenge— it’s an opportunity

By Ana Gajic

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CAREER OPTIONS EDITOR-IN-CHIEF

Paul D. Smith MANAGING EDITOR | GORDONGROUP

Simon Osborne

HAVE YOU CHECKED OUT THE CAREER OPTIONS WEBSITE?

ASSOCIATE EDITOR | GORDONGROUP

Robert Nettleton PROJECT MANAGEMENT | GORDONGROUP

Omer Abdallah ART DIRECTION | PRINT MANAGEMENT GORDONGROUP

Leslie Miles DESIGN & LAYOUT | GORDONGROUP

Kelly Read-Lyon, Alina Oliveira, Emily Barclay DIRECTOR OF ADVERTISING SALES | GORDONGROUP

Kirill Kornilov ADVERTISING SALES | GORDONGROUP

Colleen Hayes DISTRIBUTION REPRESENTATIVES | GORDONGROUP

Zahra Fazli, Rocio Valencia DISTRIBUTION COORDINATOR | GORDONGROUP

FOR TODAY’S MEDIA-SAVVY, CAREER-FOCUSED STUDENT! » Job hunting resources » Featured employers » Career event listings » Videos and more!

BLOGSPOT » Students, career educators and guest bloggers share their thoughts about post-secondary education, entering the workforce, finding the “right” job and getting a career on track. Submit your own blog ideas at careeroptionsmagazine.com/ community/blog

Want more CO? Read past issues

at careeroptionsmagazine.com/magazines

Ian Mackichan CONTRIBUTORS

Jordan Adams Sharon Cheung Marc Cousineau Laura Falsetto Ana Gajic Ruvini Godakandae Zujajah Islam William Johnson Vanessa King Danielle Klassen David Lindskoog Sara Sethna Mitch Vandenborn Sabina Wex Sarah Whittaker

Career Options is published bi-annually in January and September by the Canadian Association of Career Educators and Employers (CACEE), 720 Spadina Avenue, Suite 202, Toronto ON M5S 2T9 FOR SUBSCRIPTION INFORMATION, CONTACT PAUL D. SMITH:

Tel.: 613-634-2359 Fax: 416-929-5256 Email: pauls@cacee.com Website: careeroptionsmagazine.com FOR ADVERTISING INQUIRIES, CONTACT KIRILL KORNILOV,

Director of Advertising Sales, gordongroup: Tel.: 613-288-5363 Fax: 613-722-6496 Email: kkornilov@gordongroup.com Website: gordongroup.com ISSN: 1712-1183 The Canadian Association of Career Educators and Employers (CACEE) is a national, non-profit partnership of employer recruiters and career services professionals. Our mission is to provide authoritative information, advice, professional development opportunities and other services to employers, career services professionals and students.

Career Options is distributed to students at post-secondary institutions across Canada. Career Options is available free of charge through campus career centres.

NOTE: The opinions expressed within are those of the authors and do not necessarily reflect CACEE policy. No part of this magazine may be reproduced in whole or in part without written permission of the publisher. the publisher.

The National Student Resource of: Canadian Association of Career Educators and Employers 720 Spadina Ave., Suite 202, Toronto ON M5S 2T9 cacee.com

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WE WOULD LIKE TO THANK OUR ADVERTISERS… 25 Automotive Business School of Canada at Georgian College 32 Bilingual Job Fair (WGB Canada) 3 Brighton College 48 Canada Job Expo 41 Canadian Bureau for International Education (CBIE) 34, 49 Canadian Payroll Association (CPA) 13 Canadian Securities Institute 33 Canadian Security Intelligence Service (CSIS) 35 Cargill 36 Centre for Digital Media (CDM) 6 CPA Ontario 48 Chinese Professionals Association of Canada (CPAC) 50 College of the Rockies 45 Education & Career Fairs 20, 49 Enterprise Rent-A-Car (ERAC) North America 21 Halifax Career Fair 49 Hire Canada Fair CA REEROP TI O N SMAGA ZIN E.COM

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EDITOR’S LETTER

Diversity Employers Know One Size Does Not Fit All

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iversity” is a term that we hear quite a lot these days when people talk about hiring practices. There are good reasons for that: Canada is a diverse nation, and employers have access to well-educated individuals from across the spectrum of genders, cultures and abilities. This characteristic of our country is most obvious among the thousands who graduate each year from our colleges and universities.

Canadian campuses are among our most diverse communities, populated by students, faculty and staff from many nations and walks of life. The number and visibility of Aboriginal and international students is growing on campuses. More persons with disabilities are attending postsecondary institutions, and members of the LGBTQ community are coming forward. These factors are combining to make each graduating class more diverse than the previous one.

This is a strength for our nation, but it also poses a challenge. Our national talent pool (that includes you!) rewards recruiters who are flexible in their approach, capable of adapting to the differing priorities of our diverse communities and individuals. But those employers who adopt a one-size-fits-all approach to recruiting will struggle in our environment, because their message won’t meet the wants and needs of our varied supply of candidates. The “skills shortage” we hear so much about in the media is likely made worse by recruiting campaigns that make the same pitch to all grads.

There are elements of offers that are universally desired—everyone wants to earn a decent salary for doing work that interests them, and that they perceive as valuable. But those are just the table stakes now. Our diverse talent pool wants to see authenticity, and that, as many recruiters will tell you, can be hard to fake. What does an authentic recruiting campaign look like? It must be transparent, revealing what the candidate has to gain, and what the recruiter will gain, too. It must reflect an openness to understanding the specific needs and challenges faced by members of minority communities. And it must demonstrate openness to continued learning. This requires effort, but more than that, it requires time. Authenticity demands trustworthiness, and trust needs time to grow. Employers need to show that they will take the time for “a thousand cups of tea,” as an Aboriginal Elder once remarked to me.

As we enter into another school year and another recruiting cycle, I invite you to take a look at the recruiting campaigns at work on your campus—and there are lots of campaigns out there—and see which ones you feel are authentic. How can you tell? Ask questions. Talk to the company reps, and/or visit their recruiting sites. I bet you’ll be able to tell the difference between an organization that is truly committed to diversity, and one that is trying to make an off-the-rack campaign look like a tailored outfit. Then you can choose which one interests you more. CO

PAUL D. SMITH is the Executive Director of the Canadian Association of Career Educators and Employers and Editor-in-Chief of Career Options magazine. Email Paul at pauls@cacee.com

FOR MORE INFORMATION, PLEASE VISIT: cacee.com, careeroptionsmagazine.com

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2 / KNOW YOUR STRENGTHS,

AND HOW TO COMMUNICATE THEM Without a doubt, with diversity in people comes diversity in values, which does create the potential for conflict. The flip side of this, of course, is that diverse teams are arguably more likely to harbour unique strengths among team members.

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The ability to identify your strengths, and to let others know about them, becomes crucial in this context. What are you good at? What value do you bring to a group? How can you communicate your strengths to others in ways they understand and appreciate?

3 / BECOME A MASTER OF ADAPTABILITY

TIPS FOR THRIVING

By David Lindskoog

IN A DIVERSE WORKPLACE

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o you ever get the impression that as workplaces become more diverse, they also become more complicated, challenging, perhaps overwhelming?

You wouldn’t be alone if you felt intimidated by the myriad possible differences among your present or future colleagues. My intention with this piece, however, is one of encouragement: you already have many of the skills you need not merely to survive, but to thrive in a diverse workplace! Here are my top three tips.

1 / CELEBRATE SIMILARITIES

Sometimes diversity gets mistakenly equated with difference, but the reality is that it has just as much to do with similarity. You’ll work with different generations, ethnicities, cultures, abilities, genders, sexual orientations—you name it!

What’s too often forgotten is the reality that we are all humans who have the same basic needs and emotions. When you encounter someone whose life experience is different from yours, remember to ask yourself, “What do I have in common with this person?”

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As the saying goes, change is the only true constant. Adaptability is a valuable trait in any context, but its worth skyrockets in diverse workplaces.

This means being open to new ideas, being willing to change your mind, and limiting the number of assumptions you make about work.

There’s nothing that builds respectability and reputation quite like taking on an unexpected challenge or a new work environment with grace and charm. If that sounds scary, that’s okay! A little bit of fear is a normal response to uncertainty.

The payoff is the growth you get to experience by showing courage and taking a risk.

It truly is an exciting time to be joining a world of work that is more diverse than ever before, and becoming more so every day. With the above tips, I hope you’re able to embrace diversity and thrive! CO

DAVID LINDSKOOG is a clinical counsellor in Vancouver, BC with a background in post-secondary career counselling. He writes regularly on his website, thedayjob.ca.

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By Zujajah Islam

STEM GROWS GREAT CAREERS WHY WOMEN SHOULD PURSUE A CAREER IN THE SKILLED TRADES Lindsay Amundsen is the director of program development and operations at Journeyman, an organization that promotes, supports and mentors women in the skilled trades. She says that the negative stigma surrounding work in the trades often discourages women from considering it as an option.

“Many people think that construction is for ‘dumb people,’ or that it’s not a smart job,” she says. “There needs to be a cultural awareness around these jobs. The industry is booming. There is going to be tons of work. The pay is wonderful. It’s secure. You can travel.”

As part of her work with Journeyman, ­Amundsen and her team visit schools and job fairs to promote the skilled trades and their organization’s mentorship program.

“I think by just educating kids at a young age and getting them exposed is the best way to spark their interest in the skilled trades,” she says. “It’s not that young girls or guys don’t want to be in construction. The problem is that they don’t know about it and they don’t know that they can do it.”

Visit

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f you are a high school student applying to colleges and universities, or a post-secondary graduate searching for career opportunities, you’ve most likely heard about the skills shortage in the science, technology, engineering and mathematics (STEM) fields.

In fact, the anticipated shortage of workers is seen as such a threat that the federal government recently promised to invest $19 million to promote education in STEM fields and the skilled trades.

So if you want a lasting career and are willing put the work into gaining a more technical skill set, the odds are in your favour—especially if you’re a woman.

journeymaninc.ca to learn Amundsen says there is so much all about careers in the skilled trades. potential, flexibility and stability in skilled trade jobs, but the issue is that young people aren’t exposed to them enough. She mentions a pilot project Journeyman wishes to establish with a school board in Ontario that would focus on incorporating the skilled trades into the curriculum. Students would participate in a type of shop class, but one where they would be introduced to all kinds of trades.

“We want to change what people think about construction. It’s not just rough and tough women working these jobs,” says Amundsen. “These are real, everyday women with families, of all ages, and from all walks of life. And there are tons of different trades.”

Electrician. Welder. Software developer. Engineer. These and many more are rewarding, well-paying fields that will need new workers. Do you have what it takes to tackle one? CO

ZUJAJAH ISLAM is studying Journalism and

Women have traditionally been underrepresented in STEM occupations.

Female students are also less likely than their male counterparts to choose a STEM program in post-secondary school. It’s not because they’re less capable or less interested, but often because of the stigma that surrounds the skilled trades and stereotypes that exist about women who work in STEM fields. The skilled trades are simply overlooked as viable and fulfilling career options for young women.

Political Science at University of Toronto. She’s undecided about her future, but she knows it will involve words. She likes to paint and bike, but nothing makes her happier than sunshine, trees and windy days.

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or Canada’s number one female entrepreneur, gender diversity isn’t a challenge— it’s an opportunity.

Kelsey Ramsden launched Belvedere Place Developments, a construction firm, in 2005 when she was 28 years old. The novelty of a woman running the show in a non-traditional industry drew people to her, she said.

Still, women run only four percent of mediumsized businesses in Canada, and 13 percent of small businesses. With about 160 employees, Ramsden’s Belvedere Place Developments is considered a medium-sized business.

“There’s a little bit of the freak show component, right? Like, wouldn’t you like to meet a 28-year-old girl who’s starting a multi-million-dollar construction company? That sounds interesting,” Ramsden explains with a laugh.

“So there’s a gap. But what there also is, is a huge opportunity to educate women, to inspire them and to really empower them,” says Lisa Niemetscheck, general manager at the Forum for Women Entrepreneurs (FWE). The British Columbia-based non-profit group aims to help female business owners find success through networking and education.

Her company has expanded from a focus on small roadway projects to building large infrastructure, such as bridges. Ramsden’s success as an entrepreneur has blossomed along with the firm. The mother of three now runs multiple businesses, and Chatelaine magazine has named her “Canada’s Number One Female Entrepreneur” two years in a row.

Ramsden is part of a growing number of women running businesses in Canada, and the key to her success lies in her ability to think outside the box. Whether it’s starting a construction company or simply being a female boss, Ramsden doesn’t let other people’s opinions get in her way.

“I think oftentimes things don’t get started by virtue of the fact that you think there’s going to be pushback,” she says. “I’ve never really been one to consider pushback.”

UNDERSTANDING FEMALE LEADERS According to Foreign Affairs, Trade and Development Canada, the number of female entrepreneurs running non-start-up businesses rose by five percent from the early 90s to 2012.

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Female entrepreneurs’ challenges aren’t unique, Niemetscheck says. Limited management experience, a lack of mentorship and a shortage of time stand in the way of success for both female and male entrepreneurs.

In Ramsden’s experience, the fact that women face challenges in the business world means the landscape is changing. Women have broken a glass ceiling and can now face entrepreneurship and its gender stereotypes head-on. Ramsden has had men ask for “the boss,” assuming it’ll be another man, only to find out she’s the boss.

“Things like that, to me, are a part of changing industries. So you can either consider that a negative, or you can consider it a positive because the whole reason why there’s an interaction there is because positive change is being made,” Ramsden explains.

One on hand, being singled out as a female entrepreneur can be frustrating because gender doesn’t CA REEROP TI O N SMAGA ZIN E.COM

By Ana Gajic

SHE’S THE BOSS AN INTERVIEW WITH KELSEY RAMSDEN

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“ Is it a pro or a con to be a woman in business right now? If that’s the question, it’s a PRO—with all three letters capitalized.”

“I wouldn’t say I’m most proud of any one thing. I think I’m most proud of my evolution,” she explains. “I’m most proud of my continuous ability to change and adapt and be ingenious.”

In her early years as an entrepreneur, Ramsden says she strived for influence and money. As time went on, she realized those elements weren’t enough.

In 2012, only two months after the birth of her third child, Ramsden found out she had cervical cancer.

“You recognize how very insignificant you are quite quickly in the broad scheme of things, and how significant you are on a very small scale—to your children, your spouse, your parents, your brother,” she explains.

determine prosperity in the business world. On the other hand, Ramsden says, female entrepreneurs enjoy benefits their male counterparts don’t.

“Is it a pro or a con to be a woman in business right now? If that’s the question, it’s a PRO—with all three letters capitalized,” she says. Being a woman in business earned her Chatelaine’s recognition two years in a row. “Is there an award that takes the front page of magazines for boys? No!” Women’s networking groups, like FWE, are another benefit for female business owners. Very rarely do you see male-only networking groups, Ramsden says.

The task lies in making sure everyone’s aware of their potential. “You [women] have just as much capacity and ability. There are women in powerful places— look up!” Ramsden says.

GETTING TO THE TOP The now 37-year-old Ramsden also runs SparkPlay, a children’s toy subscription service, and offers business coaching through her website, kelseyramsden.ca.

Combined with the British Columbia-based Belvedere Place Developments, which she manages remotely from London, Ontario, Ramsden has a lot to juggle—and that’s not including her personal life as a wife and mother.

But to Ramsden, success hasn’t come from money, power or owning multiple businesses.

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Ramsden’s battle with cancer was relatively brief—she beat the disease within a year of being diagnosed—but the experience left a lasting impact on how she manages her life. “I don’t have time to nancy-pants around like I used to. I don’t bother myself with about things I can’t change,” she says.

Kelsey at kelseyramsden.ca

earn more

Now, Ramsden makes sure to unplug from electronics when she’s with her children, she reserves time each night to talk to her husband, and she exercises regularly. She’s also rethought her early approach to business.

“Ultimately, what was my original, juvenile definition of success—influence and money—all that does is afford me the freedom to do the things that I do.”

A CONTINUUM OF LEARNING Awards and business success aside, Ramsden says she still has a lot to learn. She sees life as a continuum of learning, and tries to discover something new every day.

“I think we can all get a little bit too self-centred. We don’t look up and look at what’s going on around us—to ask, what can I learn about some things that I haven’t learned about before? Or how can I offer what I know to some other people?” she says. “Through that you learn things. By giving, you get.”

Ramsden uses her business mentoring and her experiences giving TEDx talks around the world as an opportunity to learn and connect with people who have fresh outlooks.

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She’s launching an online course in September for those starting out as entrepreneurs, and is releasing two books with tips and tricks for success.

She offers a free email newsletter subscription through her website in hopes of fostering a community and sharing what she’s learned so far.

Making mistakes has also helped Ramsden along her ongoing path of discovery. “I think if you’ve made no mistakes, odds are you’re probably not trying that hard,” she says. “For me, it’s such a crazy continuum of mistakes.”

Ramsden holds a Bachelor of Arts from the University of Victoria and a Master of Business from Western University, but academia was never her strong suit. The mistakes she made at school provided her the best learning experience, she said.

“I had to develop more than a great GPA,” she says. “I recognized the value in things other than other people’s determination of my own value quite early on.”

This realization paved the way to moving past the hurdle of what she calls “legacy thinking”: the idea that women don’t run businesses, or the notion that women must choose between a career and children. It allowed her to build businesses based on her own values: adventure, creativity and family.

ADVICE FOR FEMALE ENTREPRENEURS Ramsden has two tips for women who run businesses: network with women and men, and build trusting relationships.

“The fundamental piece of all transactions is trust. It takes time to build that,” she says.

In Niemetscheck’s experience as manager of FWE, she’s also seen the importance of networking. Finding a mentor and learning the basics of business is also crucial to entrepreneurial success, she says.

“It is a huge benefit to women entrepreneurs to be able to talk about their challenges with others,” Niemetscheck explains. “And often they’ll walk away from a conversation thinking, ‘I can conquer this and it’s not as tough as I thought it was.’ ” For Ramsden, a key component to business lies in self-trust.

“You’re never ready,” she says with a laugh. “We always allow that sense of readiness to hold us back and I think we should make it okay to kind of be not ready, because I believe that’s when the best results happen.” CO

ANA GAJIC wrote her first newspaper article when she was eight years old. It was featured in a newsletter she created and only her parents read, but that article set the course for Ana’s career in communications.

Now, Ana is a freshly minted journalism graduate from Carleton University, and she lives in Toronto.

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By Sara Sethna

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ike, Disney, Apple, you name it: the reason some companies are household names internationally is because they’ve successfully created a unique and desirable brand.

As job seekers, you may not have to go as far as creating a logo and tagline for yourself (depending on your industry, that might be just the thing that sparks your potential employer’s interest!). But for the majority of job seekers out there, a wellchosen font style and colour scheme could be all it takes to create the [Your Name Here] brand.

PERSONAL BRANDING GIVES YOU THE EDGE

JUST YOU IT

In today’s digital age, resumés are not merely a black-and-white listing of past duties and responsibilities, but instead an electronic visual representation of who you are and what you bring to the table. Incorporating the concept of “branding” into your job search strategy is a necessity to make you stand out among a diverse applicant population.

In a 2.0 world, submitting a template resumé through an online application isn’t necessarily going to cut it. This, of course, depends on the industry you’re in, but if you’re one out of 100 applications, you need to capture the employer’s eye visually, first and foremost. If the design is appealing enough that they stop to actually read your content, half the battle is already won.

Have a resumé question?

Ask us on Twitter @career_options

One solid job search strategy is to develop a visual theme that sets a tone for the employer and differentiates you from the rest. Your resumé will be your key marketing document, and the area of your resumé requiring your individualized stamp will be your letterhead.

Based on your personality, profession and industry, you decide how far you want to go with this personal brand. It can be carried over online through a blog that showcases your area of expertise or an online portfolio that holds samples of your work.

Think of how this professional letterhead can represent you in 2D: font style, formatting, shading, borders and colouring. The letterhead of your resumé should be the framework of your brand that will be carried through all of your marketing documents. What goes at the top of each of your cover letters? That would be your letterhead! What font and colour scheme is carried through on your business cards? You guessed it: the same as in your letterhead.

Whether you have a resumé alone, or the full package of a resumé, business card and online portfolio, website or blog, you should take advantage of branding to make your personal mark.

Do note, however, that an eye-catching font and colour scheme won’t win anyone over if your resumé and cover letter are riddled with grammar and spelling mistakes. Be sure to proofread!

Just as dressing in a crisp suit puts forward a smart and capable first impression, your personal marketing documents are an extension of you as a full-time job seeker. Always present yourself with your best foot forward and make sure you’re getting your brand out there! CO

SARA SETHNA is a Career Specialist with the BCIT Student Association. She lives by the motto, “Find your passion, make it happen,” and gets energized by helping others do just that! Follow her on Twitter @careerbyte

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AN INTERVIEW WITH NANCY MOULDAY, RECRUITER, TD BANK GROUP

ancy Moulday, recruitment manager for TD Bank Group in Business Banking and two-time president of the Canadian Association of Career Educators and Employers (in 2004 and 2014), can attest to the power of sharing one’s story.

Nancy has spent the last 10 years advocating for mental health awareness using her “Nancy’s in the House” campus visits as a vehicle to reach out to students who self-identify with an invisible disability—in other words, one that is not physically apparent, such as a mental health issue.

As an Aboriginal woman, she also uses her visits to meet with and inspire Aboriginal students, share her story, and demonstrate that anyone can overcome adversity through hard work, honesty and open conversation.

By Sharon Cheung

CO had the chance to chat with Nancy on why mental health issues are important to her, and why she wants others to feel comfortable sharing their stories.

WHERE DOES YOUR STORY BEGIN? Back in 2004, I was serving as president for the Canadian Association of Career Educators and Employers (CACEE), my sister had just passed away, my job had changed and I was going through marital difficulties. I was engulfed in all these very difficult personal issues, and I needed help.

I met with my psychiatrist, and with TD Bank’s Canadian Council of Rehabilitation Work (CCRW). My psychiatrist diagnosed me with clinical depression, and the CCRW assessed my workplace needs and recommended a change in office space— having natural light, flexibility to work at home—and a shift in roles.

Want to share your story?

WHAT MOTIVATED YOU TO FIRST blog@careeroptionsmagazine.com SPEAK ABOUT YOUR DISABILITY and we’ll post it on our blog!

TO YOUR COLLEAGUES? It was important for me to share with my colleagues what was happening so that they were aware that I needed accommodations. I wanted them to understand little things like when I was gone for a couple of hours, it wasn’t because I wasn’t being a team player, but because I was traveling to see my therapist. Or when I became defensive it wasn’t because of them, it was an episode of depression.

Together with the CCRW, I held a Lunch and Learn where I came out to my colleagues to discuss invisible disabilities—what it means, what the symptoms of depression are, and how we can all work together.

The first step was awareness of what was preventing me from functioning.

The second was opening the dialogue with my colleagues and speaking up about mental illnesses.

HOW CAN SUPPORTERS OR ALLIES OF MENTAL HEALTH HELP? Listen to our stories, ask questions and do research to gain a better understanding of invisible disabilities. Mental health issues can make you feel very isolated. Having a support network is important.

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TD STANDS OUT AS A PROGRESSIVE INSTITUTION. WHAT OTHER PROGRAMS DO THEY HAVE TO SUPPORT THEIR EMPLOYEES? It started at the top when TD established the diversity leadership council 10 years ago to improve the employee experience. This made diversity and inclusion a business imperative. Executive committees were struck to head up the different areas of focus, including Aboriginal People, Visible Minorities, Persons with Disabilities, LGBT and Women in Leadership. Other programs include the Mental Health Awareness half-day sensitivity program, which takes place four to five times a year, as well as employment equity surveys.

There’s also a comprehensive annual corporate responsibility report, which readers can check out on TD.com, as well as our TD Volunteer Network, which supports employees in activities and projects in the communities where they live and work.

WHEN EXPERIENCING LOW DAYS, HOW DO YOU MOTIVATE YOURSELF? I motivate myself by sharing my story with others and helping them through their personal challenges. I remind myself that there is always an ending to a bad day and then use my coping mechanisms. Even though we can’t see it immediately, these periods will pass if we just keep moving forward. TD also has wellness groups dedicated to individuals with various levels of depression or mental health issues. CO Nancy has been at TD for 27 years, and her role as a senior leader within the banking industry wouldn’t have been possible had she done it alone.

While TD offers a variety of diversity programs, there are also many other resources available n the community, at school and through your doctor.

Follow Nancy on Twitter @NancyMoulday_TD

AS A RECRUITMENT MANAGER, DO YOU HAVE ANY ADVICE FOR OUR STUDENTS WITH A DISABILITY (VISIBLE OR INVISIBLE)?

I recruit undergraduate and MBA students at 35 different universities coast to coast, and my advice is always to practice with your friends or family, be prepared and know the job description. There may be times where you feel intimidated, but remember that you’ll be hired on your merits, so continue working hard. If you’re looking for more information, you can go to your school’s career centre and look into the alumni working at the company.

Take advantage of your support systems and do your research.

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To explore career options at TD, visit td.com/careers.

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SHARON CHEUNG is a young professional in her third year of an Honours BA in Public Relations at the University of Ottawa. Sharon is very involved in the PR community and is a student leader for both the CPRS and IABC.

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THE CASE FOR DIVERSE WORKPLACES

THINK GLOBALLY, HIRE LOCALLY

By Jordan Adams

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anada proudly embraces its diversity. We are, after all, a nation founded by immigrants, and one of the most multicultural countries in the world today.

We recognize our Aboriginal history, we demand gender equality, and we accommodate the needs of others.

New Canadians, people with disabilities, Aboriginal peoples and women make up a large and growing portion of our workforce, and this growth shows no signs of slowing down in future. According to Statistics Canada, by 2031 one in three Canadians will belong to a visible minority, and one in four will be foreign-born. The Aboriginal population has also been on a steady upward trajectory, as well as the number of women in the workforce. And as the population ages, more and more of our workforce will identify as having a disability.

Whether or not we’re part of one of these groups, we all benefit from diversity being properly represented in Canada’s workplaces.

WHAT IS A DIVERSE WORKPLACE? “A diverse workplace, to me, is a workplace that is representative of its community,” says Lisa A. Kuiper, who works for Brock University’s Career Services.

In Canada, that means a workplace representative of its multiculturalism. We live in a country where:

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• Over

20 percent of the population is foreignborn—more than any other G8 country, according to Statistics Canada.

• Diversity numbers are high in major cities, such as Toronto, where almost half of residents are immigrants.

• Aboriginal peoples make up four percent of the population.

• Half the population and half the workforce is female.

• 3.8 million adults report having a disability—over 13 percent of the population.

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RBC says that strong leadership is important for diversification efforts to take hold: “Proactive, visible and engaged leaders drive change. We believe an active group of diversity leaders will accelerate the achievement of our diversity goals through their direct actions, their own development and by inspiring others.”

THERE ARE LOTS OF REASONS WHY TECHNOLOGY COMPANIES LIKE GOOGLE STRUGGLE TO RECRUIT AND RETAIN WOMEN AND MINORITIES. The benefits of representing all these groups in the workforce are numerous. For one, diversity can help companies think about their product or service in new ways, says Paulina Nozka, career consultant at Ryerson University.

“I think recognizing that we don’t all have the same perspectives, and ideally listening to these different perspectives, is what makes a diverse workplace work,” says Nozka. “When you have to consider different points of view, you will end up with a better product or service that’s going to better fit the needs of the population.”

Major Canadian employers such as RBC appear to support this notion as well. The financial institution has an entire diversity section on its website, which states in part: “RBC believes diversity and inclusion represent incredible business and economic potential. We know innovation and creativity is spurred by different perspectives. With demographic and population shifts, globalization, advances in technology and communications, diverse perspectives in common purpose have huge potential to drive innovation and growth for companies and economies around the world.”

RBC website: “We believe for Canada to succeed in the global marketplace, attracting, employing and fully integrating immigrants in our workforce is imperative.”

Kuiper says that hiring people with disabilities is beneficial to employers as well. “It makes good business sense to recruit and hire diverse workers,” she says.

She cites a federal government study, “Rethinking DisAbility in the Private Sector,” that heard from senior business leaders who echoed her statement. The study states, “Although mainly intuitive, their beliefs are supported by the performance of corporate diversity leaders on the capital markets, as well as data on employee retention and productivity.”

About half of Canada’s disabled population are part of the workforce—a number that has increased despite the barriers that people with disabilities face.

Diversity policies like this embrace the benefits of a workforce that represents the full population of not just Canada, but the whole world. From the

COMPANIES REALIZE DIVERSITY MATTERS Employers are recognizing that a diverse workforce is beneficial to their company culture as well as their products and services. That’s why many major companies have strong diversification programs in place, and have made it a top priority.

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Google has recently made efforts to strengthen diversity both in its own ranks and within the technology industry as a whole. The global tech giant made waves when it released information about its own workforce’s diversity, which is 70 percent male and 30 percent female, and also 61 percent white.

These imbalances are why Google establish a diversity program: “Google is committed to bringing together people—in our workforce, our industry, and on the web—who have a broad range of attributes, experiences, and points of view. We believe our differences make us stronger, and produce better, more innovative work.”

Part of Google’s strategy to change these numbers is by taking an active role in education.

The company’s Senior Vice President of People Operations, Laszlo Bock, said in a blog post: “There are lots of reasons why technology companies like Google struggle to recruit and retain women and minorities. For example, women earn roughly 18 percent of all computer science degrees in the United States. Blacks and Hispanics each make up under 10 percent of U.S. college grads and each collect fewer than 10 percent of degrees in CS majors. So we’ve invested a lot of time and energy in education.”

CHALLENGES DIVERSE WORKERS FACE Although most people seem to agree that diverse workplaces are beneficial to all involved, that doesn’t mean diversity comes easily. There are barriers to overcome for both the employer and employee who is new to the work environment.

Kuiper and Nozka both say training is key to retaining diverse workers. The employer must take the extra time to engage these workers and help acclimatize them to the company and its

culture, and employees must educate their employers on their background and abilities, and try to dispel myths, Kuiper says.

Nozka stresses the need for openness from both employer and employee, as well as coworkers: “Openness goes farther than anything else.”

Employers also must recognize that employees who come from different cultural backgrounds may have a tough time fitting into the workplace.

“The fact that it seems to be so informal in the workplace here, where bosses talk to their subordinates and there isn’t that distinction of ‘Mister,’ ‘Sir,’ or ‘Ma’am,’ ” Nozka says, can be a tough adjustment for employees that come from societies where the workplace is more formal and hierarchical. “And also that managers trust their workers to do their job well and often encourage them to work independently. There can be less of that ‘someone sitting over your shoulder watching you work.’ ” Another example of a workplace culture shock in Canada would be the way we work in teams.

“Those coming from cultures that are more community- and group-oriented may find that teamwork here could be more challenging because Canadians tend to be more individualistic,” says Nozka. “People advocate on their own behalf here more than they’re used to, and a lot of [newcomers] aren’t comfortable with that.”

The way to fix this is by taking the time to train employees on the workplace’s culture and practices, she says. And employees can learn by paying attention to cues and body language, and listening closely to what people say.

People with disabilities also face certain barriers when entering the workplace, such as lack of accommodation and misconceptions from coworkers about their disability. Employers can help break these barriers by, again, taking the time to train the new employee, and by training their coworkers on how to work together.

Building a personal connection is important in the workplace, Nozka says.

“No matter who you are or what your background is, when you look for the things you have in common with others, it becomes easier to work together and succeed,” she says.

While our cultural backgrounds, gender and abilities may be visible on the outside, we ultimately all have our own perspective.

“I think in the end every workplace is diverse, because diversity isn’t just culture, being from a different country. We all bring our own different perspectives into the workplace,” Nozka says. “They say even two kids raised by the same parents can look at the world completely differently. We all have our lens, based on our experiences and how we view the world.” CO

JORDAN ADAMS is a writer and Carleton journalism grad living in Toronto. Follow Jordan on Twitter @byJordanAdams

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DIVERSITY

HOW DOES YOUR EMPLOYER MEASURE

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anadians are rightfully proud of our country’s multiculturalism and diversity, and of all we do to support and sustain it. Many of Canada’s top employers are those whose hiring practices and human resources polices value diversity in the workplace, too. Whatever your background, it’s something you should factor in when considering whether you and an employer are a good fit.

CANADA’S BEST DIVERSITY EMPLOYERS Over the past 15 years, Mediacorp Canada Inc. has created over 15 competitions for excellence in employment practices, including Canada’s Top 100 Employers, which recognizes those who have created especially favourable workplaces.

Eight years ago, the Canada’s Best Diversity Employers competition was born to examine the community involvement and charitable initiatives of the Top 100 Employers.

The companies were assessed based on their initiatives benefitting five traditionally under-represented employee groups: women, members of visible minorities, persons with disabilities, Aboriginal people(s) and the lesbian, gay, bisexual and trans (LGBT) community. The overall goal of the competition is to inform the public about the programs available and encourage more employers to implement similar initiatives.

“I think [diversity] is important because it reflects the changing social fabric of not just the Canadian workforce, but the makeup of Canada as a country and its

citizens,” says Kristina Leung, the lead editor for the Canada’s Best Diversity Employers competition.

“We are diverse by nature and thus, we should address this subject in the workplace as well,” she says.

For a complete list of Canada’s Best Diversity Employers, visit canadastop100.com/ diversity Sodexo Canada Ltd, the Government of Manitoba, Enbridge Inc., CIBC, and Stikeman Elliott were among the 55 employers who were noted for implementing some unique diversity initiatives. Some of these include addressing LGBT issues across Canada, recruiting visible minority women and Aboriginal job seekers, and aggressively pursuing persons with disabilities.

SHIFT TO INCLUSION Since the awards began, Leung has seen a difference in how employers approach the subject, focusing on inclusion and going beyond the five focus communities of the competition.

“We’re not just talking about recognizing that diversity exists, but ensuring we have initiatives to help build that inclusion,” says Leung.

A greater emphasis has also been put on creating employment opportunities versus community awareness events and addressing hot topics, such as mental health and generational differences among “millennials” and workers approaching retirement, she says.

DIVERSITY EMPLOYER The University of Toronto was one of 55 employers who made the cut from the 3,500 applications submitted to Mediacorp.

The university has placed an importance on mental health in the workplace by creating seminars for managers to understand how to deal with mental health issues and accommodations, such as “Convergence on Mental Health in the Workplace,” which addresses people with serious mental health issues, as well as anxiety, depression and stress.

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“ I THINK IT’S BEST TO THINK OF WAYS WHERE WE DON’T ISOLATE PEOPLE, BUT WE LOOK TO WAYS THAT THEY CAN CONTRIBUTE AT THEIR MAXIMUM POTENTIAL.”

WHAT TO LOOK FOR When seeking an employer who values diversity, De Mello suggests looking past employers who try to “tick boxes to win diversity awards.”

“I’d really look for a place that supports employee development and recognizes all the unique gifts you bring. I think it’s important to find an employer that acknowledges that we’re different and we need different things,” she says.

The type of work you choose is the other component.

“We really try to build resilience with students, faculty and staff,” says Tanya “Toni” De Mello, an equity and diversity officer for the University of Toronto Scarborough.

“If the work is meaningful to you then you’re more likely to be successful and you’re more likely to show your skills and talents,” says De Mello. CO

These seminars add to a long list of existing diversity initiatives introduced by the university, including single-user washrooms for transgender people, families, people with accessibility issues and religious groups; a mentorship program to help people who face similar inclusivity issues navigate the school easily; and an equity report for the Scarborough campus.

“I think it’s best to think of ways where we don’t isolate people, but we look to ways that they can contribute at their maximum potential,” says De Mello.

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RUVINI GODAKANDAE is a career development and communications professional who enjoys connecting with youth and newcomers. After transitioning through many areas in her career including media, marketing and communications, she found her niche coaching others in their careers. You can connect with her on Twitter @Ruvini_G.

BUILDING

By Danielle Klassen

MOSAIC OUR

DIVERSITY IN CANADIAN WORKPLACES: PAST, PRESENT AND FUTURE

T

he ever-quotable Anchorman gives a satirical inside look at the male-dominated workplace of the 1970s. The classic 2004 comedy is set in a fictional San Diego newsroom where egos run high and scotch flows freely.

When the ambitious Veronica Corningstone takes her seat next to Ron Burgundy, the polyester-clad news anchor learns firsthand that “diversity” in not in fact defined as “an old, old wooden ship that was used during the Civil War era,” as he once believed.

Pushing back against the rampant chauvinism of the time, Corningstone fights through her male co-workers’ constant sexist jokes and management’s reluctance to acknowledge her talent to eventually land a coveted network job.

In reality, the 1970s was a big decade for recognizing workplace diversity in North America, as companies endeavored to align with new guidelines that were being introduced. In 1971, Canada became one of the first countries in the world to adopt a national multicultural policy, when Prime Minister Pierre Trudeau officially recognized Canada as a multicultural country.

DIVERSITY THEN AND NOW “Forty years ago, everyone began to talk about gender diversity. Now, when we look at where we are today, what we talk about when it comes to diversity in the workplace has really broadened.

Companies are responsible to reflect what society looks like,” says Roxanne Hutchings, Inclusion and Diversity Lead for Accenture Canada.

In 1977, the Canadian Human Rights Act was enacted, outlining 10 unacceptable grounds for discrimination: race, national or ethnic origin, colour, religion, age, sex, marital status, family status, disability and conviction for an offense for which a pardon has been granted.

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CANADA HAS A LONG ROAD AHEAD TOWARDS HAVING A FULLY INCLUSIVE SOCIETY… EMPLOYERS PLAY A MAJOR ROLE IN INFLUENCING OUR NATIONAL CULTURE.

But the creation of the Act alone was insufficient in dramatically altering the makeup of workplaces across the country.

In 1987, the Employment Equity Act was enacted to create a systematic response to address discrimination. With it, the federal government set in place a framework for companies to ensure that all Canadians had the same access to the labour market.

The Act legally requires employers to take action to ensure that they don’t merely open up job competitions to diverse applicants, but that they actively hire and train a diverse workforce.

Today, companies with more than 500 people on staff may be audited to ensure that women, Aboriginal peoples, persons with disabilities and members of visible minorities are fully represented within their organizations.

Having been part of Accenture for 25 years, Hutchings says she has seen the company’s workplace diversity practices expand and evolve.

“When I first came in, the focus was on women and LGBT inclusion. Today, we’ve expanded our focus to inclusion of persons with disabilities, and the focus on mental health has increased. It’s changed and has become more talked about. We want to foster a safe and inclusive environment,” says Hutchings.

Accenture was one of the first organizations to include an LGBT component in their inclusion and diversity policies, beginning in the 1990s, says ­Hutchings. Canada added sexual orientation to the list of prohibited grounds for discrimination under the Canadian Human Rights Act in 1996.

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Today, the different ways we look at diversity and inclusion have become more central to public discussion and are more visible in society.

Thousands from the LGBT community and allies come out to march in Pride parades every year.

Paralympic broadcast coverage continues to expand rapidly and viewership has increased by 32 percent in the four years between the Vancouver 2010 Games and Sochi 2014. And an Aboriginal urban music group, A Tribe Called Red, continues to sell out shows around the world, while provoking public dialogue about Aboriginal struggles for equality with their unique brand of “Electric Pow Wow.” However, for each remarkable success story, there is another story about past struggles and challenges ahead.

The Canadian workplace is no longer homo­ genous, as women fill nearly half of jobs and visible minorities are highly represented. But women still earn less than men and minorities are not well-represented in key decision-making positions in Canadian organizations, according to the Canadian Conference Board.

Members of the LGBT community continue to face persecution every day in our country and across the globe. Persons with disabilities struggle to be included and accommodated in the Canadian workplace, as less than half of the disabled workforce candidates become employed.

Aboriginal people continue to feel the lasting impact of colonization and institutionalized inequality in their communities. They have seen little increase in representation in the workplace, and they continue to earn less than their non-Aboriginal counterparts—Aboriginal women in particular.

Canada has a long road ahead towards having a fully inclusive society. The onus does not fall exclusively on politicians and legislators. Employers play a major role in influencing our national culture.

COMPANIES THAT LEAD Each year, Canada’s Top 100 Employers identifies companies across the country that demonstrate leadership in creating a diverse and inclusive workforce. Accenture and PricewaterhouseCoopers are among two firms that have been called Canada’s Best Diversity Employers.

“Diversity is so important at Accenture. We take the widest possible view of inclusion and diversity.

We go beyond race, gender, sexual orientation to create an environment that really affords a rich range of types of people and a diverse talent in the workforce,” says Hutchings.

The multinational consulting company identifies five main areas of focus as part of a companywide commitment to inclusion and diversity. These include cross-cultural training and understanding, ethnic diversity, LGBT diversity, persons with disabilities, and workplace equality for women.

“We know that diversity is crucial to the fabric of who we are as a company, and it’s so important to attracting unique talent,” says Hutchings.

James Temple is the Corporate Responsibility Leader for PwC. He says that inclusion is a top priority, one that appears in every element of the business.

“The diversity of our teams helps us bring unique experiences and perspectives to the table with our

clients,” says Temple. Both PwC and Accenture see the diversity of their teams as a competitive business advantage.

As they build a more diverse workforce, Accenture focuses on training to foster an inclusive environment.

What both these firms have in common with other leading firms is that they view diversity as an ongoing journey. For these companies to continue to forge ahead, they must do much more than speak about diversity—they must actively foster it.

Operating out of many countries across the globe, Accenture sees first-hand the benefit of crosscultural understanding. “Cross-cultural training is intended to increase awareness of how other cultures operate and how you as an individual operate, so that we can all learn to communicate better,” says Hutchings.

DIVERSITY AND INCLUSION IN THE WORKPLACE In terms of recruitment, Accenture is always looking for new ways to expand its hiring network.

The company recently reported that only one percent of their workforce is Aboriginal. To address this, the company has spearheaded a program to effectively recruit young Aboriginal people. They’re teaming up with the Government of Canada and Accosys Consulting, an Aboriginal-owned technology company, to recruit interns for year-long work placements and to later transition them into full-time employees.

On a grassroots level within the workplace, large companies will often create a framework for employees to create and join peer resource groups. PwC has developed Employee Resource Circles to bring people with shared values together, including “Women’s Up Front,” the Black Professionals Circle, Latin Connections, and GLEE (Gays, Lesbians and Everyone Else).

“We support our employees in developing new internal and external relationships and encourage everyone to be involved, not just those who

might identify with a particular interest area or group,” says Temple.

The output of these groups is valuable to the company, says Temple: “We look to them to help us think through important inclusion-based issues impacting their communities and to help us devise new strategies to help us make a difference to the success of our people, communities and clients combined.”

Overall, Temple says that the key to facilitating an ongoing transformation in the workplace is to create the right infrastructure to have every single person view themselves as an inclusion leader.

“Change Management takes time, and developing a truly inclusive corporate culture will always adapt and transform as society and business progresses,” he says.

LOOKING AHEAD By 2031, at least one in four Canadians will have been born outside Canada, predicts Statistics

Canada. In that same year, it’s predicted that the majority of new hires will be from an immigrant talent pool. This means that businesses, clients, customers, partners and consumers will also be from many different countries and diverse backgrounds.

Today in Canada, the white male continues to dominate the corporate boardroom. Even as a multicultural nation, we are just beginning its journey toward true equality for persons of all cultures, races, sexual identities, genders, abilities and religions.

“There’s a lot left to do. We still need to focus on cross-cultural diversity. We will need to continue to raise awareness and capability focus going forward,” says Hutchings.

Employers that embrace diversity in their hiring criteria would have, according to an RBC study, access to an additional 1.6 million Canadians to staff their organizations. These newly-employed Canadians would generate an estimated $174 billion in personal income. Companies that can successfully create inclusive environments will reap the rewards.

“We must always think about inclusion as a journey and that milestones are just that: movements forward on a continuum of important diversity-based issues, but to know that the work is never done. We must never become complacent,” says Temple. CO

Based in Toronto, DANIELLE KLASSEN works as a publicist and is a graduate of Carleton University’s School of Journalism. Connect with her on Twitter @daniklassen.

SEE THE WORLD

By Mitch Vandenborn

THE NETHERLANDS: Home to more than 800,000 residents and an estimated 881,000 bicycles, Amsterdam is a top destination for international travel among North American youth.

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(AND YOURSELF IN A WHOLE NEW WAY)

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about other family members still living there, but I always thought of experiencing Holland for myself as a bucket-list type of thing.

In spite of all of this, I think it’s one of the most rewarding experiences a young person can have at the outset of their career. I learned more about myself, the world and what I wanted to do with my life in my six months abroad than I did during my whole undergraduate degree.

• Did I choose the right program?

• How am I going to find a job after graduation?

• What is my career going to look like?

tudying or working internationally can be stressful, expensive and lonely. Some days you’ll wake up and wade through tides of confusion until you crawl back into bed at night, mentally exhausted. You’ll miss your family, your friends and certain comforts from home you never knew you’d ache for.

Growing up, I was the antithesis of someone you’d expect to live abroad. I was a shy kid who grew up in rural southwestern Ontario.

The only international trips I’d taken were to see baseball games in Detroit, and a couple of road trips to Florida.

The closest experience I had to a interacting with a foreign culture was with my grandparents on my Dad’s side. They immigrated to Canada from the Netherlands in the 1960s and have lived in Ontario ever since. From time to time I’d ask what it was like there and

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It wasn’t until my third year at Carleton University in Ottawa that travelling there presented itself as an option. I was studying journalism and stressing over those big existential questions twenty-somethings usually stress over:

With those issues weighing on my mind, I thought studying abroad might help me figure out a few of them. I browsed the different countries and schools I could travel to, but only two had programs where the credits would transfer back to my degree at Carleton: Denmark and the Netherlands.

I took it as a sign that it was time for me to visit my ancestral homeland and went full-steam ahead planning my adventure. After a year of saving money and filling out endless amounts of paperwork, I was sitting on a red-eye flight somewhere over the Atlantic Ocean, excited and feeling good about my decision.

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Have you ever traveled

abroad? Share your story with blog@careeroptionsmagazine.com and we’ll post it on our blog!

NEDERLAND—Dutch It didn’t take very long for me to feel like I’d made the right choice. Almost as soon as I stepped off the plane, my life became a whirlwind of new experiences, language and culture.

Almost everything about being a student there was internationally-focused. My residence building housed students from both the Netherlands and all over the world. We spent so many (late) nights sharing stories about our countries and laughing about all the cultural differences we found.

At school, my course topics ranged from European cities to art history to the state of religion in modern Europe. My program was made up entirely of international students, so we were able to bring many different cultural perspectives to classroom debates.

When we had some time off school, my friends and I did the backpacking thing, staying in hostels and jumping from country to country faster than a fugitive. You don’t really get to “know”

a country in this way, but it’s a great way to get the flavour of many different countries.

Outside of school and travelling, I spent a lot of time with my Dutch family, who couldn’t have been more accommodating. They told me many stories about our family history and took me to see where my grandparents were born, and to the cemeteries where our great relatives were buried.

Six months flew by way too fast, and I found myself back on another red-eye flight to Ottawa.

It wasn’t until I got back that I felt I could fully process everything I did and saw, and looking back now it all still feels like a visceral dream.

WHAT I LEARNED Studying abroad gave me answers to a lot of the questions I was struggling with back home.

A lot of articles I’ve read on personal development stress the idea of putting yourself outside your comfort zone, somehow finding that space where you’re challenged without feeling frustrated.

I think studying abroad puts you right in that sweet spot. You’ll encounter the normal problems that come from travelling, like language barriers and visa issues, but you’ll also face everyday problems, like getting sick or running low on cash, that become magnified by the fact that you’re in a foreign country.

Figuring out solutions to these problems on your own does wonders for your independence, and in my experience, I learned how to become more comfortable with being uncomfortable.

So when I got back, I found a lot of my anxiety about the future was gone. My inner monologue stopped saying, “How are you going to figure this out?” and switched to: “Well, it’ll be hard, but you’ve solved tougher problems.”

Travelling also forces you to come to terms with the absolute immensity of the world. This gave me a confidence that no matter what how bad the economy gets or what degree I graduate with, there will always be an opportunity somewhere out there for me to make a living (if I’m willing to work hard for it).

Studying abroad isn’t a panacea or a guaranteed solution to all of the stresses of being a young adult, but I think there’s a special form of selfrealization that it can offer, like swinging a wrecking ball at all of your preconceptions about the world and about yourself. CO

MITCH VANDENBORN is a digital communications professional and graduate of the Bachelor of Journalism program at Carleton University.

He can usually be found obsessing over design, municipal politics and pugs. Follow him on Twitter @mitchvandy

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INTERNATIONAL

By Laura Falsetto

A BIG DRAW FOR INTERNATIONAL STUDENTS

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ritish Columbia has become quite the hotspot for international students pursuing post-secondary studies in Canada. In fact, B.C. is home to 25 percent—or 94,000—of Canada’s international student population.

There are many reasons why students from around the world choose to study in B.C., with quality of education, reputation of institutions and post-graduation opportunities being among the leading factors. It also helps that B.C. is hailed as one of the most beautiful Canadian destinations.

Eventually, Li graduated from Kwantlen Polytechnic University with a degree in accounting. When she graduated, she opted to stay in Canada after falling in love with B.C.’s beautiful landscape and exciting lifestyle. She now works as a manager at a leading telecommunication company in Vancouver.

Canada provides a lot of opportunities for international students to immigrate after school, such as the Provincial Nominee Program (PNP).

PNP is designed to help international students study in Canada, but also to help them stay Drawn by the temperate weather and relative prox- and work after completing their post-secondary imity, Violet Li left her home in China in 2005 to education. It offers accelerated immigration for study in B.C., and has been in Canada ever since. foreign workers and entrepreneurs who intend to live permanently in the country, and who have the In China, many Canadian potential to become economischools promote their programs cally established and contribute University of to prospective international stuto the economy.

British Columbia dents either directly or through agencies. “There are a lot of Each province that participates agencies that help you apply in PNP has its own nomination to schools in Canada,” says Li. guidelines.

And while larger universities like University of British Columbia Promoting a growing interand Simon Fraser University national student population are popular in China, “smaller has directly affected Canada’s information schools like Okanagan College economy, resulting in approxiabout the Provincial promote a lot as well.” mately 21,000 new jobs in Nominee Program can be 2010. This in turn spells found at cic.gc.ca/english/ In addition to the many universiopportunity for many internaimmigrate/provincial/ ties, colleges and technical tional students who come institutes located in B.C., there to Canada in search of a are also a number of degreebetter life for themselves and granting English as a Second their families.

Language (ESL) institutions, which can help prepare international students for the transition Dada Out Adebayo, a psychology instructor at into an English-speaking school and into Kwantlen Polytechnic University, emigrated from Canadian culture.

Nigeria in 2007. He was drawn to Canada by the social and scholastic opportunities he saw here.

Li says she was better able to improve her English language skills while immersed in “I relocated because of the opportunities in Canadian culture.

Canada, particularly for my daughter,” he says.

More

Vancouver, B.C.

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B.C.’s diverse population, rugged beauty and rich culture make it an attractive province for international students, not only to pursue a post-secondary education, but also to become permanent residents after graduation.

“There was never a plan to pack up and go back to China,” says Li. “I just love it here—the working environment, the weather. China will become more of a tourist spot for me. This is my home.” CO

WHERE CANADA’S INTERNATIONAL STUDENTS ARE STUDYING

0.03% / Territories Combined 7.0% / Alberta 25.7% / B.C.

0.8% / Newfoundland and Labrador 14.4% / Quebec

2.7% / Manitoba 2.1% / Saskatchewan

0.3% / P.E.I. 41.9% / Ontario

LAURA FALSETTO graduated from the University of Ottawa with a degree in Communication and relocated to British Columbia shortly after graduation. She works in marketing and has a passion for fitness and health.

3.6% / Nova Scotia

1.4% / New Brunswick

Source: http://international.gc.ca/global-markets-marches-mondiaux/education/benefits-avantages.aspx?lang=eng

➸

HELP! “WHAT’S NEXT AFTER GRADUATION?” “WILL YOUR FIELD OF STUDY GET YOU A JOB?” “WHERE DO YOU SEE YOURSELF FIVE YEARS FROM NOW?”

IS HERE FOR YOU AT

CAREEROPTIONSMAGAZINE.COM ☞CONNECT WITH EXPERTS AND PEERS ONLINE  READ AND COMMENT ON THE CO BLOGSPOT  SUBMIT AN ARTICLE OR A BLOG ON YOUR OWN SCHOOL EXPERIENCE

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By Zujajah Islam

CHOOSING CANADA: A GLOBAL STUDENT’S STORY

By Zujajah Islam

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ushra Rehman was destined to be a lawyer: she naturally tends to emphasize her words, and those close to her know her as a hardworking and determined woman. She has endured law school, and has a thriving law career—all while living in a foreign country.

Rehman studied law at the University of Toronto as an international student, but before that completed her undergraduate studies in computer science in the U.S. on a student visa. Her high school and elementary school years were spent in Pakistan, Saudi Arabia and Malaysia.

“After you graduate on a student visa, you have to immediately find a job. I didn’t choose to study computer science because I loved it. I chose it more because it would enable me to quickly find a job… and allow me to stay in the United States.”

When she was in the U.S., she says she found the immigration process to be all-consuming, causing her to worry a lot.

She says her decision to study in North America was influenced by her British school system education, where most students eventually go to North America or the United Kingdom to further their education.

“That’s essentially the reason I chose to immigrate to Canada,” she says.

“Here, the immigration set-up is really different. You have a longer period within which you can find a job. It gives you a lot more flexibility. The immigration process is so much more welcoming and straightforward. It’s designed to let people stay.”

However, her decision to move from the U.S. to Canada is far more interesting. She began her career in the U.S. because of the perception that the U.S. would have better job opportunities than in Canada.

When Rehman moved to Canada, she wasn’t entirely sure what she wanted to study. She spent a year and a half applying for jobs, working and—once she’d decided on law school—studying for her LSAT exam.

“In the United States, the way the student or work visa works and the way the immigration system is set up is really not conducive to someone wanting to leave their career and explore other options,” she says.

Rehman says she feels that rather than being a disadvantage, her status as an international student in fact gave her an edge when applying to university and for jobs in Canada.

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“Employers like to hear that you have a broad, international background,” she says.

However, despite the fact that she was proficient in English and had experience in a culture similar to Canada’s, Rehman says she felt alone and culturally alienated at times.

“There are a lot of things about the business development aspects of a legal career and the demands of a corporate culture that can be isolating if you’re not naturally inclined toward schmoozing and business network development,” she says. In fact, she recalls feeling a stronger sense of community in the United States. She believes this is because undergraduate school, particularly the one she attended, is set up to largely accommodate international students. She says she remembers that there were students’ associations for many different ethnicities and religions, where students could find people to connect to. But due to the nature of graduate school, and the competitive environment of law school especially, Rehman didn’t feel she had that in Canada.

“Sometimes, I still feel like I struggle to develop a stronger sense of community and belonging here,” she says. However, she is happy to say that she has built a loving family and continues to exceed in her career. CO

ZUJAJAH ISLAM is studying journalism and political science at the University of Toronto. She’s undecided about her future but she knows it will involve words. She likes to paint and bike, but nothing makes her happier than sunshine, trees and windy days.

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