March 2008

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Vo l u m e 1 • I s s u e 5 • w w w. t h e vo i ce i n d i a s pora.com • 905.920.1752

U N I T Y

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D I V E R S I T Y

“Using the power of the pen to facilitate smooth integration for immigrants into the Canadian society.”

Women Around The World

This year’s theme for 2008 International Women’s Day is: “Investing in Women and Girls”.

The 2008 International Women’s Day celebration falls on March 6th. This event is celebrated in many countries, to recognize the several achievements women the world over and generations gone by have

realized in all spheres of human endeavours. This celebration has no boundaries as to which calibre of woman needs to be recognized of her achievements. International women’s day is celebrated “without regard to divisions, whether national, ethnic, linguistic, cultural, economic or political. It is an occasion for looking back on

In Celebration of St. Patrick’s Day - March 17

St. Patrick’s Day has evolved into more of a secular holiday, or simply put, ‘an Irish Day’ Irish people has borne it as part of their national tradition in everywhere they populated and prospered. St Patrick was the son of Calpurnius, a Roman-British army officer. He and other boys were captured and sold into slavery in Ireland by a band of bandits who landed south

of Wales. He was in captivity for 6 years.

Legend has it that, he was instructed by God to escape with a getaway ship which he did to Britain, and then to France where he joined a monastery and studied under St. Germain, the bishop of Auxerre.

He spent around 12 years in training. And when he became a bishop he dreamed that the Irish were calling him back to Ireland to tell them about God. So he set out for Ireland with the Pope’s blessings.

There he converted the Gaelic Irish, who were then mostly Pagans, to Christianity.

Patrick was quite successful at winning converts even among the royal families.

For 20 years he had traveled throughout Ireland, establishing monasteries across ∞ continued on page

Purim – Jewish Celebration ‘Purim’ is an ancient Jewish celebration that dates back to the 5th Century BC. It is celebrated during the month of March.

The event leading to the celebration of Purim took place during the reign of King Achashverosh. A Jewish man named Mordechai, refused to bow down and prostrate himself before Haman, the King’s adviser, and this led to a conspiracy to annihilate the whole Jewish people that lived in and around that ancient kingdom by Haman and his collaborators, (see Esther 3.6). Haman made false allegations against the Jews so that he could receive the king’s approval to carry out his wicked plan of

killing off all the Jews. He informed the king the Jews were “scattered abroad in all the provinces,” and that “their laws are different from those of every people” (Esther 3.8). This is a racist comment. The king was irate against the Jews and... ∞ continued on page

past struggles and accomplishments, and more importantly, for looking ahead to the untapped potential and opportunities that await future generations of women” (IANWGE) Historically, International Women’s Day first emerged from the activities of labour movements at the turn of the twentieth

century in North America and across Europe. From the recognition of 1908 women garment workers’ strike in New York in protest against working conditions; to supporting universal suffrage for women; demand for equal treatments amongst the sexes; and protesting against world war 1, ∞ continued on page

March 21: International Day for Elimination of Racial Discrimination (UN) end this misnomer and promote peaceful racial co-existence.

This date did not just happen; it was in remembrance of the March 21, 1960 killings of 69 peaceful demonstrators against the oppressive apartheid regime in Sharpeville, South Africa. Canada was one of the first countries to support the UN initiative and launched its first annual campaign against racial discrimination in 1989.

The United Nations designated March 21 as the International Day for the Elimination of Racial Discrimination. This day is observed globally to promote awareness about the negative effects of racism and to engage people on progressive ways to

However, as we mark this day, we should be aware that racism is still embedded in almost all fabrics of this society. The journey through the road to end racial discrimination has only just begun.

Norooz – New Year Celebration!

In harmony with rebirth of nature, the Norooz New Year Celebration always begins on the first day of spring, March 21st of each year. Norooz ceremonies are symbolic representations of two ancient concepts - the End and Rebirth. About 3,000 years ago Persian’s major religion was Zoroastrianism, named in honour of its founder Zoroaster, and arguably the world’s first monotheistic religion. Zoroastrians had a festival called “Farvardgan” which lasted ten days, and took place at the end of the solar year. It appears that this was a festival of sorrow and mourning, signifying the end of life while the festival of Norooz, at the beginning of spring signified rebirth, and was a time of great joy ∞ continued on page

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Women All Around The World

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In Celebration of St.Patrick’s Day

International Women’s Day has been celebrated with rallies in support of gender equity and call to end discrimination and oppression against women. Since those early years, International Women’s Day has assumed a new global dimension for women in developed and developing countries alike. The growing international women’s movement, which has been strengthened by four global United Nations women’s conferences, has helped make the commemoration a rallying point to build support for women’s rights and participation in the political and economic arenas. Increasingly, International Women’s Day is a time to reflect on progress made, to call for change and to celebrate acts of courage and determination by ordinary women who have played an extraordinary role in the history of their countries and communities.

The United Nations began celebrating International Women’s Day on 8 March since 1975. The General Assembly recognized the role of women in peace efforts and development and urged an end to discrimination and an increase of support for women’s full and equal participation. The Day is traditionally marked with a message

the country. He also set up schools and churches which would aid him in his conversion.

By the end of the 7th century Patrick had become a legendary figure, and the legends have continued to grow since then. There are many legends associated with St Patrick. It is said that he used the three-leafed shamrock to explain the concept of the Trinity; which refers to the combination of Father, Son, and the Holy Spirit. This has strong association with his day and name. Legend also has it that; Saint Patrick had put the curse of God on venomous snakes in Ireland.

And he drove all the snakes into the sea where they drowned. All these legends have helped us know much about the Saint and the spirit behind celebration St. Patrick’s Day.

from the Secretary-General.

■ Nica Brown Facts obtained from: ‘WomenWatch’ an Initiative of the Inter-Agency Network on Women and Gender Equality (IANWGE)

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PurimJewish Celebration ...un-knowingly gave permission to an evil man to kill off a race.

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Norooz – New Year Celebration! and celebration. Norooz was officially acknowledged and named “Norooz” by mythical Persian emperor, Shah Jamshid, from Achaemenid Dynasty (500 BC). Norooz in Persian/ Farsi means “New Day” and brings hope, peace and prosperity to the world and has been celebrated among people regardless of ethnic background, political views or religion in many countries around the globe such as Iran, Afghanistan, Azerbaijan, Turkey, Uzbekistan, Pakistan, Georgia, Iraq, Tajikistan, Syria, Kurdistan, Armenia and India. Some of the activities during Norooz are spring cleaning, buying new clothes, painting eggs, family reunions, giving presents, visiting neighbours and friends and celebrating by having a picnic on the 13th day of spring. Happy Norooz!

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Our Mission Using the power of the pen to facilitate smooth integration for immigrants into the Canadian society.

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Haman being a superstitious man casted lots and chose the 13th as a date to kill all the Jews within the king’s dominion. Hence, the word for lots is “Purim”, and from it we get the name for the holiday. The chosen date was the thirteenth of Adar. Letters, written by Haman and signed by the king, were sent out throughout all the provinces, commanding all persons “to destroy, to slay, and to cause to perish all the Jews” (Esther 3.13).

The Jews would have been massacred, had it not been for Esther, Mordechai’s

(From wonderfulworldtomorrow.org) cousin, who had been chosen queen a few years earlier. Queen Esther was able to intercede and save the Jewish community from genocide. Haman was hanged on the gallows which he himself had prepared for Mordechai. The Jews of Persia were spared and judgments were executed on their enemies. So during Purim celebration, people give gifts and foods to the poor and family members. Also, it is a time to bake and share delicious sweets and goodies with others. Hamantaschen, a Purim cookie named for the three-cornered hat that Haman wore, is one of the favourites.

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EDITORIAL

The month of March is very special. A lot of activities being celebrated are crucial to the advancement of our society in terms of breaking the chains of oppression that have held people in bondage as a result of their heritage or gender. March is a month set aside for Elimination of racism; Women’s Day celebration, Jewish Purim celebration, and Easter celebration among others. What all these celebrations have in common is ‘freedom from oppression’ in any form or shape. Easter brings us the good news of our redemption from sin through the death and resurrection of Christ.

Racism and sexism are embedded in our social fabrics; still people feign ignorance of their existence. Those that deny that sexism and racism exist wish people could stop talking or writing about them. To the contrary, the need to continue exposing the negative impacts of these two evils in our society is much needed now that we have a medium like the Voice in Diaspora to help make peoples voices heard in our communities. Racism and sexism have left negative impacts on the lives of thousands of victims. Yet, people are paying lip services to many programs and services set up to address these societal anomalies. Readers, racism has many faces. There is inter-racial discrimination, whereby people of same heritage discriminate against one another.

This type of discrimination is worth noting as it is quite rampart amongst people of ethnic population living in diaspora. Most times, the problem we have or the discrimination we face does not come from another race, but amongst ourselves. Do not limit your understanding of racism to ‘Whites’ discriminating against ‘Blacks’ or vice versa; or ‘Whites’ discriminating against Aboriginals or Asians. Blacks do discriminate against fellow blacks, so also are other races discriminatory against their people. However, what gets attention in the media, public or private discussions about racial discrimination is when a majority race discriminates against a minority one. Hidden acts of discrimination are being practiced amongst people of the same race every day even here in Hamilton. What a shame!

As we once again celebrate another year of creating awareness about racial discrimination and freedom for womenfolk, let us do a serious soul searching on what we could do to help alleviate the sufferings of people being victimized because they are different. Let us eliminate hatred, starting with ourselves first, before pointing fingers at others.

The Voice in Diaspora and Settlement and Integration Services Organization (SISO) wish every one happy celebration.

the advertisers & contributors.

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Mar 2008 • Volume 1 • Issue 5

WRIGHT, Patrica (Pat) A. Pearson. Antiracism Trainer, Employment Consultant, Motivational Speaker and Organizational Coach Born: Jamaica/ in Canada from 1966 to date.

Pat Wright is an educator and community activist with several years teaching

and extensive community experience.

She became involved at the grass roots level in the Ontario Secondary School Teachers’ Federation (OSSTF) in 1984, and was elected in 1993 as a Provincial Executive Officer. She was the first black person to be an elected Union representative for the secondary teachers of Ontario at the Provincial level, and served for two terms until 1997. She was then elected to fill one of the newly-created positions of Visible Minority VP on the executive of the Ontario Federation of Labour. and served in that capacity until 1999. She began working within the non-profit sector by providing employment related support and services for adults with learning disabilities. After spending several years as the Executive Director, Brampton, Mississauga and Dis-

Aurelia Tokaci Woman of Excellence

When Veronica asked me to write for the Women’s Month, my first thought was to research the tradition and history related to it. From historical to feminist studies and accounts, the information abounds.

Events to celebrate it around the world are plenty, as well.

to hunger, or loose their paths to desperation. And yes, even for those who are fortunate enough to succeed, the “glass ceiling” is still obvious. So, far from being a month of celebration, March needs to be for all us, women around the world a month when we pause and reflect to our next steps.

So, where do one starts? Maybe realizing that besides all the historical connotations associated with U.N.’s sponsorship of the International Women’s Day in March, there is at least one strange coincidence with the first month of spring, symbolizing renewal and growth. I like that! It is my closest representation of the most intimate spirit of many women I know. It also fits with a long struggle throughout history to be acknowledged for our abilities, skills and creativity; for our resilience; for our candor; for our strengths; for our caring and compassionate approach to life.

Our families, our communities and our world need us to be strong. Knowingly, or unknowingly, they rely on us: for a hug, for guidance, for brilliant ideas, for a smile, for a solution, for a shoulder to cry on. More importantly they rely on us for who we are: mothers, daughters and sisters; drivers, teachers and nurses; astronauts, welders and researchers; doctors, politicians and homemakers.

Yes, there are still too many accounts of women who are abused, who loose their lives to violence, who loose their children

Mar 2008 • Volume 1 • Issue 5

This month, let’s pause again and, while taking pride on everything that we are, let’s reflect on how we make this world a better place for everybody around us and for ourselves!

Aurelia Tokaci came to Canada in 1993.

She is married and has two children, 25

Wright, Patricia A. Pearson Woman of Excellence

trict Labour Action Centre, Pat continues to provide employment-related assistance and services to a diverse client group of women, minorities, and new immigrants.

She is an Antiracism Trainer in Hamilton for the Hamilton Centre for Civic Inclusion and works within the community and with the Hamilton Wentworth Board of Education in that capacity. She was an Employment Consultant for SISO in Hamilton, and uses her training and experience to develop employment support programs and assist new immigrants integrate into the school system. In addition, she uses her skills as a speaker as the President for ACCESS Toastmasters, and is the 2006 Area, Divison and Distict 60 Humorous Story champion.

Background: trained as a chemist in Jamaica, she worked primarily in the bauxite-alumina sector, as an x-ray specialist and lab supervisor in the analytical lab for the Alumina Partners of Jamaica; then was recruited by the Guyana Bauxite Company, as a bauxite chemist, responsible for the bauxite and alumina laboratories, and the development of new products. At the time, she was the only female manager and the only female chemist. After her arrival in Canada, she worked for a short time at the Princess Margaret Hospital in the Medical

and 23 years old. Her background includes a B.Sc. in Engineering, along with studies in Law and Management. As Manager of the Employment Services at SISO, she has been instrumental in the development and implementation of programs and services that facilitate the integration of newcomers into the economic, social, political and cultural fabric of our communities. She is actively engaged in countless initiatives and volunteer activities dedicated to facilitate development and growth at both individual and societal level. When asked about her job, the favor-

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Bio-Physics Dept and later became a high school teacher of math, chemistry and biology, from 1975 until her retirement from teaching in 2000. Community: Grant Review Team for Hamilton; Afro-Canadian Caribbean Association of Hamilton. She has also been a member of the London Race Relations Advisory Cmtee; Brd. of Governors, Fanshawe College; and Referee for Employment Insurance Brd. of Referees; Hons.: including, Award of Merit, for service to District 3, OSSTF, Life Membership, for outstanding service to the Union, OSSTF, President’s Award, for service to the teachers of Lambton County, Works: conference papers; articles in Orbit, 1994; Education Forum, 1992. Education: MSc, Education, U. of Western Ont., Hon. Specialist Teacher, Chemistry & Biology, U of T; Teacher’s Cert., U of T, BSc, Chemistry & Botany, UWI, Jamaica. In addition to training certificates for Non-Profit Management and Policy Governance. Motto: This above all, to thine own self be true, and it follows as the night the day, thou canst not then be false to any man. (Shakespeare) ■

ite line is:”I’m in the business of changing attitudes.”

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TIARA FESTIVAL PAYS TRIBUTE TO WOMEN Hamilton, Ontario, February 15, 2008 –-- The struggles and successes of women will be highlighted at Tiara Festival, a whole day event celebrating women through fashion and art. It will be held on Thursday, May 8th, 2008, at LIUNA Station in Hamilton starting at 12 noon.

All women-related activities and presentations will be open to the public and will be held until 4 p.m. Women entrepreneurs will showcase their products and services. A ticketed dinner presentation starts at 5:30 p.m. at the Continental Express Ballroom.

Multicultural organizations and businesses are invited to participate. To join the festival, email to tiarainc@ gmail.com Tiara Festival is presented by Kultura Life & Art Inc. in collaboration with Womenpower International and The Immigrant Journal.

Kultura Life & Art Inc. is a registered non-profit organization which promotes and upholds diversity through art, culture, and heritage. Womenpower International is a diverse group of women entrepreneurs, professionals and homemakers who utilize their skills and knowledge to actively advocate the rights of women. The Immigrant Journal is an alternative on-line publication composed of artists and journalists who raise awareness about domestic and global issues that impact the lives of the marginalized.

For more information about Tiara festival, email to tiarainc@gmail.com

Hamilton’s Centre for Civic Inclusion – (HCCI) Strengthening Our Community Hamilton’s Centre for Civic Inclusion (HCCI) is a community-based network, mobilizing all Hamiltonians to create an inclusive city, free of racism and hate.

HCCI will assist the City, major institutions, business, service providers, and others to initiate and sustain transformative processes to create racism-free and inclusive environments. It will develop and share training and education resources, and enable easier access to relevant research and information. HCCI will also be a source of support and information to newcomer immigrant and refugee communities, diverse ethnoracial and ethno-cultural groups and Aboriginal communities. It will help build community leadership and enable productive dialogues and partnerships between marginalized and ‘centralized’ communities, organizations and institutions.

Our Vision: A united community that respects diversity, practices equity, and speaks out against discrimination.

Our Goal: To create in every sector, and among youth, effective and sustainable ways of integrating all Hamiltonians into the civic life of the community, using their contributions to create a strong and vibrant city Strategic Directions: • Promote the safety and security of all Hamiltonians.

• Develop broad-based strategies to eliminate racism and hate.

• Foster inter-faith and inter-cultural understanding and respect.

• Foster civic leadership across the diverse communities, particularly

youth.

• Facilitate youth leadership and engagement.

Approaches: • Build relationships across the community • Challenge and respond to incidents of discrimination • Foster inclusive, equitable and enduring civic participation.

• Facilitate opportunities for on-going public education and aware

ness.

• Set strategic priorities using community input and sound research.

Madina Wasuge Executive Director

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Mar 2008 • Volume 1 • Issue 5

“Immigrants: The Way of the Future?”

Fading away…

By: Priya Verma The world is a place of many nations, each with their own cultures and customs, which makes them unique in their own ways. Canada is one such place and has been considered the “land of diversity” and many great opportunities. Many people come here in hopes of leading a better life. Over the last few years, a great number of newcomers have arrived to Canada to become members of our “multicultural mosaic.” As a result, immigration rates have increased significantly and the face of Canada is ever changing.

Thousands of immigrants are settling in Ontario, in larger metropolitan areas like Hamilton and Toronto. About one-half of the people living in Toronto and Vancouver would belong to a visible minority by 2017 (CBC News, February 16, 2007). This is due to a growth in immigration. There has been a huge rise in the number of newcomers over the last decade alone.

Chinese and South Asians were the largest visible minority groups in Canada according to the 2001 census, and the projection does not see that changing. Roughly onehalf of all visible minorities would belong to those groups by 2017. Blacks would remain Canada’s third-largest minority group, reaching a population of about one million (Census, 2001. Statistics Canada).

Newcomers arrive here for the same reason: to live a better life.

Many immigrants are from highly educated backgrounds such as lawyers and doctors. They hold university degrees and Ph.D.’s, along with valuable knowledge and skill sets, which would make them an ideal candidate for any job, right?

Wrong. It seems as if these newcomers are ideal candidates due to their educational backgrounds, training and job experience, however, in reality this just is not the case. Immigrants face a myriad of barriers

once they begin their new lives here. The number one barrier being language, but we cannot forget that in addition to this, there are a myriad of others such as culture shock, isolation, a lack of knowledge regarding resources and most importantly, accessing employment. One can always find a job, but what about a good job?

These become obstacles that block their progress on the path to success.

Since most immigrants are highly educated and experienced, they should find good jobs in their fields, however, what should happen and what actually happens are two different things. Accessing employment in one’s field is quite a chal-

Mar 2008 • Volume 1 • Issue 5

lenge due to issues such as a lack of recognition of foreign credentials, “Canadian” experience and discriminatory practices.

Immigrants struggle to find adequate employment and some end up in menial jobs barely making ends meet. “There’s an assumed deficiency of everybody coming in from the outside, no matter where they’re coming from and the skills and experience they’re bringing” (Girard, D. May 2006, p.

K3), as one man has put it. It is all too common to hear the story of the taxi driver who is a heart surgeon from Asia or the cashier at your favourite take-out restaurant who is a lawyer from Europe.

Look at Bobby Saini, a 37-year-old veterinarian from India. He works the night shift as a security guard preparing for the long road ahead of exams and licensing. He came to Canada two years ago to practice and raise his 4-year-old son. He explains the cycle that most immigrants face, “I was so excited to begin my new life in Canada with my family. I looked for a job, but couldn’t find anything out there because I don’t have Canadian experience. How do I get Canadian experience without a job?

It’s a common equation, no job means no Canadian experience and no Canadian experience means no job. What do I do?” (B. Saini, personal communication, July 12, 2007). This is an all too familiar situation for newcomers, as they are caught in this vicious cycle.

Mohammed Bilal, another piece lost in our “multicultural mosaic” came from Syria ten years ago. “You know when I first came here, I had a marketing and public relations background. It was my dream to work here and pursue my passion. I began looking for work in my field and applied to at least four hundred jobs, but only had a few interviews. My dream was shattered one day when I met a man who sucked the life right out of me. He said ‘you know that I really like you, but I’m going to tell you something that most people won’t tell you. You’re in the wrong profession and you have all of the right credentials and education, but you’ve got the wrong skin colour. You can work harder, but people won’t make room for you here’” (M. Bilal, personal communication, July 13, 2007). From that day forward, Mohammed changed his life path and now works in race relations.

What irony.

The struggles immigrants face in order to find a reliable and secure job in their own field only exacerbates the barriers they already confront.

Living in a new country, not being able to speak the language, no family or friends or sense of security, all welcome immigrants into Canada.

The lack of recognition of foreign credentials, discriminatory practices and other factors make it difficult to lead a decent living. Canadian policies and the attitudes of the Canadian population have positioned many immigrants to specific jobs and careers. Overt and covert forms of discrimination in the workplace stop immigrants from achieving labour market outcomes equal to those of their white counterparts (Cheung, L. October 2005).

Foreign-born workers have an unemployment rate of 9.1%, while Canadian workers have 5.5% unemployment (Cheung, L. October 2005). In addition, unemployment rates and poverty diminish the longer one has been here, but immigrants still have

higher unemployment rates and lower incomes than their white counterparts (Picot and Hou, 2003). That path to success seems to recede farther and farther.

There is a big gap between qualifications and employment for immigrants. Instability, poverty and unemployment all lead to a lower sense of security and well-being for newcomers. It creates a complicated web for them to further get tangled into.

There are thousands of skilled immigrants out there and companies looking for employees to fill those positions. Then why isn’t this being done? Canadian employers and the regulatory bodies of various professions are hesitant to recognize the experiences and education people have received abroad. Consequently, new immigrants cannot get their “foot-in-the door” even though they have what it takes to do the job. This issue is about equality, and immigrants deserve a fair chance to work in their fields and gain real “Canadian” experience.

The needs of the labour market will be met through immigration, as our aging population and limited labour force growth increase. The demographics of Canadian society are changing and we must recognize that. Numerous people come from all over such as China and India who are highly educated versus ten years ago.

Especially looking at women, out of every one hundred women Veronica Dichoso, the Program Coordinator of Employment Services with St. Joseph Immigrant Women’s Centre in Hamilton sees, thirty hold some type of Ph.D and sixty hold Bachelor degrees.

The barriers immigrants face such as language and a lack of “Canadian” experience,

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also encompass settlement issues, business culture and learning about a new set of social customs and culture. The Western lifestyle is very fast-paced, independent and private. People rely greatly on having a social network and other resources, but when you are a new face in a large crowd, no one really sees you. Newcomers struggle to adapt as some come from highly educated backgrounds where they were established overseas, but once they arrive here, the culture shock sets in and a whole new way of life awaits them.

Internationally trained professionals try to navigate their way through the systems set in place and some receive support through specific programs and services, but not enough is being done. Veronica shared an interesting story a friend once told her, “If I ever got sick in another place such as Africa, the doctor would operate on me there because it could save my life.

If that very same doctor came to Canada, he couldn’t operate on me because he isn’t licensed. In either place, he’d doing the same work, but it wouldn’t be recognized here” (V. Dichoso, personal communication, July 9, 2007). The lack of support and access to employment is a growing issue and more programs the government can implement to facilitate this process are crucial.

Statistics Canada recently released a report based on a survey on immigrants to Canada and their perspectives on the first four years here. A great deal of them said finding adequate employment was the most challenging (Kaur, R. October 2007).

The three main reasons why immigrants faced difficulties finding good jobs were: a lack of Canadian work experience (cited ∞ continued on page 14

Hamilton’s Immigration Strategy – The Time is Now! ...continued from February issue What Can we Learn from Other Jurisdictions?

There are a number of examples and best practices of Canadian cities and regions that have understood the multiple benefits of attracting and retaining a strong immigration pool. Notwithstanding the fact that strategic models need to be developed around local realities, some of these examples may provide interesting starting points for our own strategic exercise in Hamilton. At the minimum, they offer an opportunity to appreciate how Canadian cities will compete for immigrants in the near future.

Immigration Strategies Halifax Region Immigration level in 1996: 2,908 Immigration level in 2005: 1,488 Led by the Greater Halifax Partnership, the Halifax Region Immigration Strategy1 is based on the promotion, facilitation and support of successful interventions by local stakeholders, including: • Settlement Organizations • Economic Development Organizations (The Greater Halifax Partnership, The Halifax Regional Development Agency, The Black Business Initiative) • Francophone Community • Multicultural Organizations • International and Religious Communities • Employer, Trade and Labour Organizations • Education Sector The Strategy identifies the specific contribution and commitment from each of these stakeholders, in addition to the contribution and commitment of the provincial and federal government.

The Recommendations from the Consultations with Stakeholders include: • Build on foundation of existing ethnic & religious communities • Retain international students as immigrants • Engage employers and business community • Publicly focused communication • Welcoming Community • Attraction and Marketing Greater Fredericton Region Immigration level in 1996: 245 Immigration level in 2005: 312 The Immigration Preparedness-A Pillar of the Community Growth Strategy 200420072, was prepared by the Multicultural Association of Fredericton in partnership with Amulet Consulting. The Strategy is “focused on human resources capacity building and investment”. It articulates that: “provides the foundation and direction for the Region’s internationalization process. It is a tool to successfully attract, recruit, integrate and engage immigrants in sustainable economic environment in the Region” and includes: • Economic Goals o To integrate immigration as an important component of the Region’s community economic development strategy

o To increase the number of immigrants to the Greater Fredericton Area o To enhance and integrate Regional capacity to attract, settle and retain immigrants o To enhance potential immigrant awareness of the Greater Fredericton Region • Socio-Cultural Goals o To engage stakeholders and citizens in the Immigration Preparedness Strategy o To build a socially inclusive Region that supports multicultural diversity o To contribute to the internationalization of educational institutions, governments, businesses, industries and individual citizens The Strategy is also including the creation of an Immigration Board of Directors in the Greater Fredericton Region to foster immigration/internationalization initiatives through collaborative planning, resource sharing and evaluation. The primary role of the Immigration Board is to provide strategic direction to the immigration/internationalization efforts, with an annual performance review and evaluation.

Toronto Immigration level in 1996: 97,757 Immigration level in 2005: 112,790 Given the number of immigrants settling in Toronto every year, the City is focusing on issues related to the facilitation of settlement and integration. The City of Toronto is the only city recognized as full partner with the province and federal government in the Canada-Ontario Immigration Agreement, while all other Ontario municipalities are represented through the Municipal Immigration Committee.

The issues that the City of Toronto has been called to address3, include, and are not limited to policies in the areas of: • Days of Cultural Significance • Multilingual Services • Immigration and Settlement

The City of Toronto’s Plan of Action for the Elimination of Racism and Discrimination5 includes: A. Building an organization that is responsive to the diversity of its residents • Development of an Access Action Plan Guide, including measurement indicators and provisions of reporting to Council • Development of an Accessibility Plan • Completion of an employment equity workforce survey to inform employment equity plan, with mechanisms for measuring progress and results • Implementation of training and awareness programs to sensitize staff on issues related to accommodation of disabilities and religion B. Address Changing Demographics • An Annual Diversity Report Card • Undertaking of research to establish indicators and monitor socio-economic status of groups, to set service delivery priorities • Integration of labour force development strategy that address diversity in all forms C. Provide direction to economic participation • Implementation of mentoring program to assist internationally trained professionals access employment in their field of expertise • Outreach and information initiatives with businesses from diverse communities to facilitate their access to procurement process • Provision of information, peer networking and advocacy to remove barriers faced by small businesses and businesses owned by people from diverse communities D. Build strong communities • Establishing partnerships with diverse communities, other orders of government and public and private sector to address discrimination and inequity • Develop the resources with emerging community organizations

• Hate Activity • Workplace Human Rights and Harassment • Employment Equity • Racial Profiling In 2001 the Council has approved a tenpoint action plan for a Diversity Advocate.

Among its duties, the Diversity Advocate4: meets directly with the members of the Council and with the Council Chairs of the Community Advisory Committees; meets with community organizations on issues that require advocacy; works with staff to implement specific initiatives; monitors progress and inform City Council on diversity issues and work with staff in organizing an annual report on diversity initiatives and goals, including the issuance of a diversity score card.

• Identify and remove barriers to municipal elections for all voters, provide information in different languages and encourage voter turn-out • Use creative, innovative and proactive community engagement practices to facilitate diverse communities’ participation in the City’s decision-making process E. Increase Public Awareness • Publicize and celebrate success and achievement of diverse people and communities • Portray diverse population in the City’s advertising, communications, cultural programs and special events • Promote to the public the City’s vision on access, equity and diversity F. Leadership and Advocacy

Other initiatives include: • The Welcome Poster, which reflects 78 languages spoken in Toronto • Encouraging and supporting staff to volunteer in the Profession to Profession Mentoring Immigrants Program • The Roundtable on Access, Equity and Human Rights • Toronto Plan of Action for the Elimination of Racism and Discrimination • Active membership in the Coalition of Municipalities Against Racism

• Advocate for adequate funding in the areas of: affordable housing; public transit; childcare; employment programs; training in official languages; literacy programs; accreditation and recognition of prior learning and experience of immigrant workers; and settlement services for immigrants and refugees • Act as an advocate and partner with the school system to acquire adequate funding from the Province to meet the educational needs of students from diverse

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backgrounds, changes to allow community use of space and recreational facilities in schools and the continuation of equity programs in schools G. Oversee implementation of the Plan of Action: coordination, accountability and monitoring • City Council Reference Group for the Plan of Action for the Elimination of Racism and Discrimination • Interdepartmental staff team on access and equity City of London, ON Immigration level in 1996: 1,681 Immigration level in 2005: 3,213 The Workforce Development Strategy6 for the City of London was commissioned by the London Economic Development Corporation in 2005. Its priorities are clustered under “What Will It Take to Meet the London’s Future Workforce Needs” and include, amongst others: • Creating an environment that is welcoming and employing immigrants, including those who are already in London and are currently unemployed or underemployed • Targeted immigration to attract quality workers to London and programs to help immigrants gain skills and certification they need to get them on the job quickly City of Calgary Immigration level in 1996: 7,059 Immigration level in 2005: 11,185 The attraction of immigrants to Calgary has been fuelled mainly by the overall economic prospects. Alberta has been experiencing rapid population and economic growth for the past several years and is expected to continue leading the country in growth for the foreseeable future.

With over 60% of all immigrants to Alberta settling in Calgary, immigrants represent approximately 21% of the total population. Although involved for the past few years in a number of initiatives to attract more people, the City of Calgary has not developed a formal immigration strategy, but has rather focused on economic development and job creation/availability to attract “secondary” or inter-provincial migrants.

With population growth occurring by default, not by design, the city acknowledged in 20057 that: “integrating newcomers into our labour force and community with respect for diversity requires strategies that exceed the bounds of traditional economic development as well as the authority and resources of a municipal government”. The Key Note Address to the Innovation in Integration Post Symposium in 2005 shows that: “In addition to finding meaningful employment it is quality of life that contributes to a welcoming environment and encourages new Canadians to settle and thrive”.

Notwithstanding a strong economy and availability of employment, “access to jobs commensurate with their education and experience impact this population group as it does many Calgarians. We work to ensure that we can create a welcoming community where newcomers can work and participate in civic life to ensure that they do not leave for better opportunities elsewhere.”

Mar 2008 • Volume 1 • Issue 5

∞ continued on page 10

Women’s Voices for International Women’s Month Celebrating the Audacity of Immigrant Women

Being an immigrant is like living in somebody else’s house, where you do not know where the basic necessities are. You know the house has a kitchen or a bathroom, but you cannot access them because you do not have the basic information or you do not know how to communicate with your cohabitants.

As a recently arrived immigrant woman to Hamilton, I have first-hand experience with a few of the challenges one could face as a newcomer to Canada. Prior to my coming, I was well aware of the fact that finding a job in my own field would be difficult. However, I didn’t expect myself to send out numerous applications that were unable to get responses. After some months of futile trials to find a job, I discovered SISO where I received valuable information about the general job search environment. I recall my first visit to SISO with mixed feelings. That day I found one

of the most important elements any newcomer craves, the sense of belonging. Just looking at the diversity of people working at SISO, I went back home feeling understood, welcomed and accepted.

Now, working for SISO in the Settlement Workers in Schools Hamilton (SWISH) department, I have the chance to give back what was given to me when I came here just nine months ago. Working with newcomer families, I am able to see the challenges of settlement beyond my own experience. My responsibility includes meeting newcomer families in the schools and connecting them with available resources in the community and the schools.

As mothers are naturally more inclined to deal with children and their development, most of SWISH’s primary clients happen to be women. This gives me more room to view the role of gender as a factor influencing one’s settlement.

Library & SISO Settlement Resettlement Assistance Partnership (LSSP) Program Program (RAP) Unique? Innovative? Novel…

What makes the placement of Information and Referral (I & R) Counsellors in the library a unique, innovative idea and a capacity building initiative that is enhancing the richness and vibrancy of the library and the community? Sceptics disdainfully ask: What is it that I & R Counsellors can do when there is already so much information for people? People can search on the Internet, so why would they want to talk to I & R Counsellors?

What can truly be said about I & R Counsellors, is that they are there to answer questions about services and provide options, assist clients in finding solutions regarding issues they face from housing, paying bills, to employment or school, making referrals to services they need within the community, providing shortterm counselling, showing newcomers that there is someone who cares and supports them, providing crisis intervention for individuals and families, and most importantly, providing a supportive ear.

The next few comments are feedbacks collected from the clients on their experiences, and are proof that the work of I & R Counsellors help newcomers overcome their barriers and most importantly, empower them to succeed.

“When I come to the library I know I have someone to talk to more than just getting information regarding the resources and programs in the library” “Talking with you decreases my loneliness and fears” “I have friends, but when I need to solve my problem or find a solution I come to you, as I know you will not tell anyone and you will get me the right counsellor and you are not in a hurry. You listen” “Thank the Lord there is a human being we can talk to instead of relying on the machines” “You tell us what is still there for citizens – that all doors are not closed. I have hope” “When I had no food and nowhere to go I came to the library thinking I will sit till evening and then leave. The library staff called you and I got what I could – food

Mar 2008 • Volume 1 • Issue 5

As part of its humanitarian commitment to the international community Canada receives over 7,200 Government Assisted Refugees (GARs) each year. Hamilton Resettlement Assistant Program (RAP) was established as a program of SISO by the Citizenship and Immigration Canada to provide services to the GARs. During the last seven years RAP program has received approximately 2,200 GARs in Hamilton. shelter and a counsellor. Any woman or person in trouble, I will tell them to come here.”

One family had this to say: “Whenever I have tried to find help or assistance, I have either been given names and telephone numbers of some agencies or given a few websites where I could get information from – but this is the first place where I got all the necessary help that I needed. In addition, I got to connect with another human being, a counsellor who could help me. I moved from Toronto and for months I did not get the child tax benefit. I went to a community centre where they gave me a phone number, which I tried and tried, but to no avail. I went to the post office, and to many other places where they either gave me the red book to refer to or some numbers which I could call and check. My husband tried asking someone at the religious centre, and there an elderly gentleman told him to come to the library and ask the counsellor sitting next to the newcomer signage. You connected me with the settlement counsellor at SISO and within a week my problem was solved. In addition, I now know where my children can go for homework help, and I can have computer classes.”

The truth is that I &R Counsellors do not make it all happen – but they do provide a channel through which information reaches the clients and fills them with courage to venture forward. The counsellors provide a bridge for clients where they can walk from one end, even when they are full of uncertainties, to the other end where there are services and help to succeed.

Kamal Grewal Information and Referral Counsellor

It does not take much effort to notice that immigrant women are more challenged than their male counterparts in their efforts at adaptation and settlement in their new home. Women are more likely to have language barriers, and also less likely to have the necessary skills to foster their settlement. Immigrant women with children also find the settlement process more taxing as we are mostly accountable for a large part of the domestic and child care responsibilities. I have met mothers who are educated and would like to pursue their careers by attending school. However, they cannot do so as they have to carry much of the burden of taking care of their family. Hence, most women opt to stay at home or take lower paying jobs, which will enable them to earn merely enough for subsistence living. This calls for more specialized, women-focused services that are easily accessible to immigrant women.

In spite of all these difficulties, however, most of our women have one thing in common. We all aspire to a better life and are ready to face any challenge. I feel hopeful when I think of my client who is a refugee mother of nine kids, who always manages to smile in spite of the heavy responsibilities she bears alone. I am encouraged when I see hope in the eyes of the widow who lost her husband in a genocide killing.

She faces the future with courage, which she asserts she will commit for her five children’s happiness. During this year’s International Women’s Day, I say, the audacity of our brave immigrant women, whose smiles keep shining against all odds, should be celebrated!

The objective of the Resettlement Assistance Program is to provide Government Assisted Refugees with temporary accommodation, orientation and information sessions, as well as other essential services. RAP assists refugees in their early settlement and successful adaptation in the City of Hamilton.

• Iranians, Iraqis, Egyptian and Pakistanis

Yehualashet Otite Information and Referral Counsellor

• Karen- Burmese (Myanmar) from: Thailand - Mae La Oon Camp • Other ...continued on page 10

In the last seven years RAP program successfully accommodated high needs refugees from the following backgrounds: • Somali, Sudanese, Ethiopian, Eritrean, and Sierra Leonean and other refugees from different camps in Africa • Liberians from: Ghana Accra Camp • Somalis from: Dadaab Camp and Sudanese from Egypt • Afghans: from Tajikistan (Kolb Camp), Uzbekistan and Moscow • Colombians from Bogotá

Working with Immigrant Women Working with new immigrant women is a pleasure for me because I see them as human beings trying to adopt a new way of life in Canada. Most women in our first phase of settlement face similar obstacles, such as language barriers, finding ways to provide for our families, receiving access to programs in the community, and learning how to dress appropriately for winter. Learning about improving education for ourselves and our families can also be challenging as some of our women were already well educated in their country of origin. It is not easy to begin at the bottom, especially when they already had a good career and work experience. In a positive light, most women take advantage of the services offered by the SWISH worker in schools. In working with this specific group, I have witnessed much enthusiasm on how their self esteem increased each time they learn a new

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SISO Resettlement Program Team: Front from left: Janette Godwin, Marufa Shinwari, Jenny Hayward, Teresa SimmsObidi, Back from left: Ahmed Mohammed, Klo Say, Gordon Ajak, Pradeep Navaratna

thing. This new knowledge stems from planned sessions in the schools, such as learning about the educational system and its expectations, getting involved in their children’s education, receiving access to free programs in the community, as well as learning how to dress appropriately for winter.

With the encouragement and support of the SWISH workers, I am happy to say that this group of women has taken an active step forward and decided to further their involvement by joining the school council. This will foster change in the community, as well as in our clients’ lives. Some women are taking the lead and beginning to work in the schools as volunteers in order to assist the schools and further their learning. I believe that it is a blessing to be an immigrant woman in Canada because we have so much to learn and so much to give.

Leticia Nolasco Information and Referral Counsellor

A Day at the Youth Program

SISO HOST YOUTH PROGRAM

SISO is an organization that I have personally known for several years. I have met many wonderful friendly people working

Spring is just around the corner, March break is near, the birds are chirping and the Youth program is in full swing! This month, we have some great news to share with you, namely, we have a new partner!

The Art Gallery of Hamilton, and SISO Host and Host Youth have come together to create a unique new partnership. In the coming months we will be holding youth art sessions, gallery tours, special events, studio time and more. This partnership will give the youth the opportunity to experience the art world here in Hamilton. We are thrilled in regard to this partnership as it will enable us to achieve common goals regarding the integration of the newcomer youth.

We have some great new programming for March break; we are planning a field trip to the Maple Syrup Festival on March 11, a Pizza Day on March 12 and a Movie Day on March 13. The Field Trip has limited space, so please do call in advance to reserve your seat. See you all in March!

From Gigi Youth Organizer For further information and to register with our program please contact us at (905) 667-7476 or email youth@sisohamilton. org. All our programs are free of charge.

years in high school, and I thank them for that.

If you need assistance with homework or any problems and issues, or if you just like to meet friendly people, then I highly recommend that you check out what programs they are offering. I would like to take this opportunity to personally thank all the Youth Team as well as the McMaster University volunteers for helping me every week with my school work.

Menal is one of our regular youth participants. Thank you Menal!

Youth Programming A little bit of magic happens every Thursday afternoon at the Jamesville Community Centre. The magicians are the participants of the English Conversation Circle for

Host youth. This group is run by a remarkable group of high school volunteers from Hillfield Strathallan College who are very passionate about working with newcomer youth to help them learn English. The ECC is a different experience from ESL classes, because it strives to create fun and free approach to English learning by building on what the youth learn in school. The door is always open to anyone interested in practicing English and making new friends in the process.

If you are interested in participating in the English Conversation Circle, we meet every Thursday 4-6 p.m. at Jamesville Community Centre (209 McNab Street North).

From Deanna, Sport & Recreation Youth Worker

here throughout the years. I have participated in various programs, volunteering and accomplishing the 40-hour volunteer graduation requirement. The Host Youth program provides the youth here in Hamilton with a variety of enjoyable after-school and weekend programs. I personally believe that the after-school programs they offer free of charge help keep the youth and students off the streets and prevent them from getting into all sorts of trouble.

I’m stating this from my own personal experience as a youth that the Host Youth program has helped me throughout my w w w.thevoiceindiasp ora.com

Mar 2008 • Volume 1 • Issue 5

…continued from page 7

and Inclusion.

Hamilton’s Immigration Strategy – The Time is Now!

In its Population Growth Section the Socio-Economic Outlook 2007-2012 shows: “Strong economic conditions and plentiful jobs will keep population growth strong throughout the forecast period. Around 70 per cent of the total growth will come from net migration, which is expected to average 16,600 persons per year – double historical annual averages of 8,000 persons.

However, a lack of affordable and available housing, increased economic growth in eastern Canada and continued growth in British Columbia will soften net migration growth slightly after 2008. The population of the Edmonton CMA is expected to grow by 107,000 between 2007 and 2012 (10 per cent growth) and reach 1.2 million by 2012, while the city of Edmonton’s population is expected to grow by 70,000 (10 per cent growth) and reach 830,000 over the same time period.

On June 10, 2005, Mayor Bronconnier has issued the Proclamation titled: Newcomer’s Integration Day”, showing that: “Newcomer’s Integration Day acknowledges that the full participation and successful integration of new Canadians is imperative for the betterment of our community.”

City of Edmonton Immigration level in 1996: 4,942 Immigration level in 2005: 6,013 Edmonton’s approach to sustainable growth is probably one of the most interesting and holistic exercise to be carriedout by a city. The City’s Corporate Business Planning Department includes the Economic Trends and Research Section, which is responsible for providing short and long term economic and demographic projections on Edmonton’s economy and region.

The Edmonton Socio-Economic Outlook9, a five-year outlook issued twice a year by the City Forecast Committee is used by city departments, as well as public agencies, businesses and citizens for their own strategic and business planning.

The report includes up to date and detailed information and statistics related to all major economic and social indicators; a detailed analysis of potential implications for businesses, government/public sector and families/individuals; and a section dedicated to upside and downside risks.

The report is well balanced, with an equal importance placed on both areas, while dedicating two full pages to an analysis of the Social Implications of Demographic Change and three full pages to Diversity …continued from page 8

Resettlement Assistance Program RAP program provided these groups with temporary and permanent accommodation, the first steps in orientation and information sessions, documentation and Life Skills activities.

The RAP program regularly highlights the process of settlement, needs, and challenges of each GARs group, family, or single persons who are going through the integration and adaptation process in the Canadian society. We have studied not only client’s current household needs but also the family’s emotional stage, educational needs, goals and objectives and provided help and references to reach single cases. RAP clients have received not only orientation but also a road map to settle, integrate, and reach their families’ strategic goals while living in Hamilton.

2005-2007 were years of successes and new decisions not only for RAP Hamilton but also for all resettlement programs in Canada. During this time the country hosted international visitors from different countries of the world to share Canadian refugee settlement success and new methodology of community engagement and community involvement in the resettlement process.

SISO Resettlement Program in Hamilton also shared its experience with the International Organization for Migration (IOM), Australian, and European delega-

10

Mar 2008 • Volume 1 • Issue 5

Edmonton’s increasingly diverse population and the challenges inherent to the integration process have prompted the City of Edmonton to create an Office of Diversity and inclusion. According to the SocioEconomic Outlook:“Visible minorities accounted for 15% of the Edmonton region’s 927,000 residents in 2001, up from 14% in 1996 and 13% in 1991. The increase in immigrants coming to Edmonton in recent years will likely increase visible minorities representation in the population. In 2001 Edmonton had the fifth highest proportion of visible minorities among census metropolitan areas, behind Vancouver, Toronto, Abbotsford and Calgary.”

The same Socio-Economic Outlook identifies the main reasons for immigrants to choose Edmonton or Calgary as their destination: “Immigrants to Canada choose Edmonton and Calgary for the same general reasons but in different proportions. The largest group, 38% of immigrants sampled, chose tions in regards to the resettlement process achievements, needs, challenges and future goals.

In the last two years SISO Resettlement Program significantly contributed into the process of modification of RAP program nationally. A key accomplishment of the SISO-RAP program during this time was the creation and development of Life Skills Support “Train the Trainers” model, and Client Support System (CSS) Life Coaching and Personal Mentoring model.

Based on our past experience the SISO RAP program suggested the need for a transitional period from the temporary to the permanent accommodation for GARs. This transitional period of resettlement is described as the time spent in temporary accommodation that is longer than the time in a hotel but is still considered temporary accommodation.

This is the concept of a Reception House where GARs will stay for a longer period of time and obtain welcoming home services. It will be not only central to a caring and homelike environment, but it will also play a significant role in the successful resettlement and integration of newcomers to the Canadian society. The concept of a Reception House will present Hamilton as a better place for new immigrants and government assisted refugees. We have the expertise and the right tools to do this job successfully. Hamilton welcomes more immigrants.

Marufa Shinwari RAP Manager

Edmonton for economic opportunity; 24% for family and friends; 19% for educational opportunities and 19% for Edmonton’s quality of Life. Immigrants surveyed indicated the best thing about living in Edmonton is quality of life (41%), educational opportunities (31%); and economic opportunities (28%).” Despites a thriving economy, immigrants in Edmonton experience higher unemployment rates (5.9% compared to 4.1% for others) and “40.6% of new immigrants had incomes below the Statistics Canada Low Income Cutoff“.

The Socio-Economic Outlook acknowledges that special supports and social infrastructure is needed to ensure settlement and integration of immigrants and to “enable them to have satisfactory transitions to Canadian and Edmonton life.”

Does Hamilton Need an Immigration Strategy?

The examples included show clearly that attraction and retention of highly qualified immigrants is an emerging priority for most Canadian cities.

The crunch for skills all over Canada is already evident and it will rapidly get worse.

Over the next two decades, successful and prosperous communities will emerge out of those cities that are smart in thinkingout their economic development strategies in synergy with the attraction and retention of a skilled and talented workforce.

The research shows clearly that there is a natural tendency - especially for new immigrants - to move to the places that offer strong employment opportunities. Once there, however, they also need to enjoy a relatively high quality of life, along with participation and integration in all areas of culture and society.

Immigration is not the only answer to the skill shortage; however, it is an increasingly important factor for both population growth and labour force replacement.

Taking Action on Skilled Trades Report released by the Ontario Chamber of Commerce in 2005 calculates that: “If these 100,000 retiring skilled manufacturing employees are not replaced, over the next 15 years the provincial and federal governments would stand to lose between $1.2 billion and $1.3 billion in combined taxation revenue. That is about $82 million per year in lost tax revenue from the manufacturing sector alone almost enough to train 650 tool and die makers per year over the next 15 years. The impact to Ontario’s economy will be the cumulative loss of some $43 billion by 2020.”

...continued from February issue

Cultural Interpretation and Translation Services Benefits of the Cultural Interpretation and Translation Program • Providing gainful employment for Interpreters/Translators. They are paid monthly, usually by the middle of the month following the provision of services, even before SISO is paid by the Service Provider • Many qualified newcomers acquire Canadian working experience through this program • Interpreters/Translators are able to get job references when they apply for jobs in Canada • Interpreters/Translators may apply to the Association of Translators and Inter-

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The Ontario Government is rethinking its population growth strategy through aggressive support and funding for regionalized strategies, which address both attraction and retention aspects, with a goal of matching the local-provincial economic growth and development plans and to ensure availability of a skilled workforce.

This represents an important opportunity for Hamilton to articulate its own immigration strategy and integrate it with the local plans for economic and community growth. Canadian and Ontario’s city-regions have already entered a period of high competition for attraction of global skills and talent and Hamilton needs to quickly learn how to become a strong player in this game. The future implications of not doing it now are far too important.

References 1 Christa Hornberger, Halifax Global Inc. Greater Halifax Partnership. Halifax Region Immigration Strategy-Research and Consultation Findings. 2005 2 The Multicultural Association of Fredericton & Amulet Consulting. Enterprise Fredericton Community Economic Development Agency. Immigration Preparedness Report Summary. A Pillar of the Community Growth Strategy 2004-2007 fro the Greater Fredericton Region 3 City of Toronto. Diversity Management and Community Engagement Web Site. www.toronto.ca/diversity/index.htm 4 City of Toronto. Diversity Management and Community Engagement Web Site. www.toronto.ca/diversity/advocate.htm 5 City of Toronto. Diversity Management and Community Engagement Web Site. www.toronto.ca/immigration/elimination_ racism.htm 6 London Economic Development Corporation. Workforce Development Strategies.

2005.

7 Innovation in Integration Post Symposium: Toward a Practical Approach to Integration. Key Note Address. The City of Calgary. Office of the Alderman. June 2005.

8 Western Social Science Association Conference. Leading Change-Sustainability into the Future. Calgary’s Initiatives for Success.

The City of Calgary. Office of the Alderman.

April 2007 9 Edmonton Socio-Economic Outlook, 2007-2012. Corporate Business Planning Department. Demographic Information/Economic Information .

preters of Ontario (ATIO) for certification • Some Interpreters qualify to become Court Interpreters • Strengthening the application process for refugees • Currently we have over 325 trained interpreters who are available to provide services in over 84 languages • We have established our system to provide 24/7 services If you want an additional income and you know English and at least one other language, then you can become an oncall interpreter/translator and be a member of our team.

Our next initial training for Interpreters is on Saturday, March 15, 2008 at 12:00 noon.

For registration please call 905-667-7500, or e-mail to cits@sisohamilton.org

Easter Celebration: ‘I am the resurrection and the life, he who believes in Me will live even if he dies’ (John 11: 25) cles and authoritative preaching’s were never imagined, and never happened before. That being the case, to agree to his death and resurrection will amount to accepting the impossible- to defy death, which has scourge mankind ever since creation; wiped off powerful kings and kingdoms, and who neither listens to pleas or bargains nor accept bribes. This is where the difficulty in accepting Christ resurrection came from. However, the truth remains and this truth is what the Easter celebration is all about. It is not about the Easter bunny or eggs. Easter simply celebrates the sufferings, death, resurrection and ascension of our Lord Jesus Christ, whose death won us all over to God as His children.

Many people celebrating this joyous occasion do not know the origins of this celebration. Some do know, but chose to replace it with something they could relate to – Easter bunny and eggs. My questions are ‘what is the significance of the bunny or eggs to the betterment of mankind? Why trivializing such an important Christian celebration, which is the nucleus of our Christian faith with something very dismal like the bunny and egg? Anyways, there is so much to share about the significance of Christ death with readers than to discuss insignificant topics like ‘Easter bunnies and eggs.

‘If Christ had died and did not resurrect, our faith in Him and our preaching about Him would have been in vain” (1 Corinthians 15:14). But the fact was, is and still remains that Christ died and resurrected. Paul made compelling assertions in the first book of Corinthians chapter 15 to finally silence “doubting Thomases” about Christ resurrection.

Well, it is not far fetched where these doubts are coming from. Christ through the power of the almighty did what was incomprehensible to mortals. His virgin birth, mira-

That Jesus would resurrect was foretold by the Prophets. And, with memories sharpened by hatred, his enemies were the first to remember his prophecy. Hardly had he been buried when they approached the Roman Governor Pontius Pilate with a request to guard the tomb. Pilate gave them soldiers and instructed them to secure the tomb. They went, sealed the stone that closed the entrance, and set the guards to keep watch day and night. During the night of Friday, the day of his Crucifixion, through to Saturday, nothing had really happened. Then on the third day, at the appointed time on early Sunday morning, the impossible started to happen. There was a great uproar and the guards of the tomb were all struck by lightning for an angel of the Lord descended from heaven and came and rolled back the stone, and sat upon it. His face was

shining like lightning and his garments white as snow. At this sight, the soldiers trembled with fear and remained as dead men. (Mathew 28: 4). When they came to their senses there was no point in watching over an empty tomb any longer. As mischievous as ever, and filled with shame that their plans of silencing the author and finisher of our faith, they conspired to spread false rumours that Christ did not resurrect, rather that his disciples stole his body when the guards were asleep during the night. Guards sleeping on duty?

Meanwhile, heavenly testimonies started pouring in.

Severe earthquake occurred to herald the resurrection of the anointed one; angels carried the good news to the women who were very loyal to a ‘fallen’ friend to even invest their money to buy costly spices to anoint the holy one. Soon the risen one started appearing and showing His body to beloved ones. It was never a secret. He appeared in flesh and blood, and showed His friends His hands and feet where the nails have left their marks on his body. Christ even cajoled them saying “touch Me and see, for a spirit does not have flesh and bones as you see that I have” (Luke 24: 39). So, from these facts, we Christians are more than convinced that our Christ is real; death could neither conquer Him, nor ground able to contain Him. His gospel is preached all over the world, in every language and amongst every culture.

Happy Easter celebration! From the Voice in Diaspora Newspaper.

■ Veronica Chris-Ike

How To Recognize A Good Woman ❁ A Good Woman is Proud ❁ She respects herself and others ❁ She is aware of who she is ❁ She neither seeks definition from the person she is with,nor does she expect them to read her mind ❁ She is quite capable of articulating her needs ❁ A Good Woman is always Hopeful ❁ She is strong enough to make all her dreams come true ❁ She knows love,therefore gives love ❁ She recognizes that her love has great value and must be reciprocated ❁ If her love is taken for granted it soon disappears ❁ A good Woman has a dash of inspiration and a dabble of endurance ❁ She knows her past, understands her present and forges towards the future ❁ A Good Woman knows God ❁ She knows that with God the world is her playground but without God she will be played with ❁ A Good Woman does not live in fear of the future because of her past, Instead she understands that her life experiences are merely lessons meant to bring her closer to self knowledge and unconditional self-love This month being Woman’s Month, I want to Salute all the woman in my especially my MOM and GRANDMA. I can honestly say that without their prayers, love and continual encouragement I would not have made it this far and accomplished all that I have.

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Mar 2008 • Volume 1 • Issue 5

11

Build Bridges & E-RACE Racism!

By: Priya Verma Has our hope been shattered?

The feeling is so strong you can almost taste it in the air. A Hindu temple is burned to the ground just four days after the 9/11 attacks. A Sikh man is violently attacked and labeled a “terrorist” because of his turban. Racial slurs are viciously spray-painted on the back of a school, a place of learning. On those very nights, you could feel that hate. The same feeling that has made

many live in fear and become innocent victims of racism.

Racism is a phenomenon that has been with us for centuries. It is the belief that “inherent differences among the various human races determine cultural or individual achievement, usually involving the idea that one’s own race is superior and has the right to rule others. It is rooted in historical, social and cultural contexts where some have been considered superior due to the colour of their skin, namely “white” (the term “white” is a social construct) people.

The element of continuity has remained over the years, and even today, racism is very prevalent. It comes in many shapes and forms and here in Canada, we have a history that can speak to that.

Canada has a long history of racism towards racial and ethnic minorities. Not even 100 years ago, countless families were shunned away from Canada due to their race. They were considered to be inferior or not “worthy enough” to be “Ca-

nadians.” Thousands of people were simply used to help make Canada’s economy boom and were then deported back to their homelands. For example, a record of racism exists as the Chinese and Japanese also faced discrimination. There was the “Chinese Exclusion Act of 1923” and many Chinese men came to Canada in search of economic opportunities to lead better lives. Canada had become dependent on the Chinese as a cheap source of labour and many helped build the Canadian railway. Hundreds of people died building the

railway, “on the 350 miles connecting British Columbia to the rest of Canada alone, 700 Chinese people died. This means that two Chinese workers died for every mile of the railway.” Chinese workmen were paid $1.35 per day, as compared to white workers at $2 per day.

There were also numerous attempts made to stop the “brown invasion” in Canada where many South Asians came from India. Many came with the dream of finding work in order to improve their economic situation. Upon arrival in Canada, they encountered numerous hardships and discrimination. Canada felt that the increasing number of South Asians would take over their jobs and through these uncertainties, British Columbia passed strict laws discouraging the immigration of Indians to Canada. Indians were required to have at least $200 in order to enter British Columbia and had to come via direct passage from India. These laws were unfair and the Canadian government pressured

steamship companies to stop selling tickets to Indians. In 1907, a bill was passed denying all Indians the right to vote. They were prohibited to run for public office or serve on juries. A farther look back at history also shows centuries of discrimination against Aboriginal people. Many Aboriginals lost their land, precious resources and even faced a cultural genocide. It has been an ongoing issue that making resolution of long-standing treaty claims has been protracted because it involves sharing power.

Aboriginal people were forced to assimilate and numerous families were torn apart. Children were snatched from their parents and sent off to residential schools.

They were made to forget about their rich heritage and culture. If they spoke their language they were scolded and looked down upon. Aboriginal people were not able to exercise their rights, in fact, many of their inherent rights were infringed upon and several incidents played witness to that. For instance, “the use of land mines against the Sundancers at Gustafsen Lake, the fatal shooting of Dudley George by the police at Ipperwash Provincial Park and the destruction of property, arrests, and criminal convictions that scores of non-violent Indigenous rights activists at Skwelkwek’welt have endured.”

This article will be in-complete without mentioning racism against the black people. It seems they are the worst hit as far as racial discrimination is concerned. Black young men are stopped and searched indiscriminately by law enforcements; (police profiling). Systemic racism in our school system, places of employment, and other public places have prevented so many talented and well-meaning black people from attaining to and achieving their goals in life. The results of their frustrations most times, have far reaching negative consequences for the society.

The history of racism and discrimination paints a picture of times past, however these very attitudes and approaches have shaped certain perspectives and practices that we see today. Racism is still rampant and is woven into the very fabric of our society. Indeed we have come a long way, but we still have work to do. It’s been said that if racism has a beginning, then it can have an end.

Currently, Canada is becoming more diverse. In Hamilton alone, 1 in 5 people are foreign born and the history of racism faces a changing Canadian population with people from different ethnic and racial groups becoming more relevant statistically. “By

2025, it is projected that 20 per cent of the population will be racialized and an even more significant number will inhabit our urban areas. These changing demographics will highlight the issue of race and racial hierarchies in access to opportunities and power.” The struggle to end racial discrimination continues, but not without a fight and everyone doing their part.

There are five important areas to think about in order to build bridges in our community and work towards alleviating racism. Each of these points is connected and work as a system to build upon the former and show how we can create positive changes. a) Reflect and review political, historical, economic, cultural and social influences/ factors that have lead to racism. In order to understand how we function as a society and how our beliefs/practices have been shaped, it is vital to understand our history.

History paves the way for new beginnings and tells us how to right our wrongs, what changes were made and more importantly, what changes are needed. We can see intersecting oppressions such as racism and sexism and the context in which racism exists. Reviewing the progress made in the fight against racial discrimination can help us move forward to create a society, which fosters inclusivity and equity and each person has an equal opportunity to be a productive member of society. b) Replace ignorance with education – Ignorance is not bliss. If you don’t know what is going on around you, you will often be misinformed and misguided. Ignorance can be a dangerous thing and could lead to the perpetuation of stereotypes and negative attitude towards people who are different. We always fear the unknown and things that are not familiar to us. We need to embrace these as learning opportunities to become informed and educated. We need to keep an open mind to consider the ways to better ensure the implementation of existing standards and tools to fight racism. In addition, combating racism comes on a personal level where it is critical to engage in self-reflection to see who we are, where we come from and what sense of power and privilege we each hold. c) Turn positive thoughts into action – Actions speak louder than words. We all have ideas about how to make the world a better place. It may seem like a far-fetched idea, but is it really? The impact of our ac∞ continued on page 14

Thank You for reading The Voice in Diaspora Every Month 12

Mar 2008 • Volume 1 • Issue 5

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Land Transfer Tax Refund Program able for year round permanent residential occupation; f.a condominium unit; g.a residential dwelling that is a duplex, triplex or fourplex; Report By Philip U. Okpala ...continued from February.

d.The purchaser cannot have owned a home or had any ownership interest in a home, anywhere in the world.

h.a partial ownership interest as a tenant in common of real property if the ownership interest was acquired for the purpose of acquiring the right to inhabit a housing unit forming part of the real property;

e.A spouse of the purchaser cannot have owned a home or had any ownership interest in a home, anywhere in the world while he or she was the purchaser’s spouse.

i.a manufactured home that is manufactured in whole or in part at an offsite location, that is intended for basement installation, that is suitable for year round permanent residential occupation and that complies with,

A resale home is referred to as an eligible home in the proposed legislation.

i.the Building Code made under the Building Code Act, 1992;

It is proposed that eligible home be defined as follows:

ii.if the manufactured home is constructed in sections that are not wider than 4.3 metres, Canadian Standards Association Standard Z240.2.1 Structural Requirements for Mobile Homes and Canadian Standards Association Standard Z240.8.1 Windows for Use in Mobile Homes, or

a.a detached house; b.a semi-detached house, including a dwelling house that is joined to another dwelling house at the footing or foundation by a wall above or below grade or both above and below grade; c.a townhouse; d.a share or shares of the capital stock of a co-operative corporation if the share or shares are acquired for the purpose of acquiring the right to in-habit a housing unit owned by the corporation; e.a mobile home that complies with the Canadian Standards Association Standard CAN/CSA-Z240 Mobile Homes and is suit-

iii.if the manufactured home is constructed in sections that are 4.3 metres or wider, Canadian Standards Association Standard A277 Procedure for Certification of Factory Built Houses; or; j.any other residential property as may be prescribed.

For electronic land registrations, providing the proposed amendments have been passed and the electronic land registra-

tion system has been updated, all eligible first-time homebuyers would be able to claim an immediate refund at time of registration by completing the required statements under the explanation tab of the electronic affidavit.

If registering on paper, providing the proposed amendments have been passed, the immediate refund would be claimed by filing an Ontario Land Transfer Tax Refund Affidavit for First-Time Purchasers of Eligible Homes (Resale) or an Ontario Land Transfer Tax Refund Affidavit for First-Time Purchasers of Newly Constructed Homes at the Land Registry Office.

Law at: Okpala Law Offices Professional Corporation 105 Main Street East, Suite 1201 Hamilton, Ontario L8N 1G6 Phone: (905) 524-1999 Fax: (905) 524-1995 Email: philip@okpalalaw.com Website: www.okpalalw.com Phone: (905) 524-1999 Email: philip@okpalalaw.com

■ Philip practices Real Estate Law, Immigration and Refugee Law & Personal Injury

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Mar 2008 • Volume 1 • Issue 5

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Dietary Habits/Patterns and Health Outcomes ... continued from February

Research has shown that most immigrants who came to Canada with very sound health decline in their health status with each progressive year (1994/95 National Population Health Survey (NPHS).

This is a result of simply adopting the wrong lifestyle. Most people come to Canada trim and strong, but now they appear very obese and look anything but their usual healthy selves. They constantly complain about pain, pain and yes pain and the once radiant beautiful smiles that graced their faces when they newly immigrated to Canada are now replaced with frown and wrinkle lines. We need to go back to our locked up suitcases and retrieve our old pictures to reflect at the changes. Maybe that would help drive this message home.

Writing about this dietary piece is very important for positive life altering purposes and it ties very well with the most recent provocative report of the World Cancer Research Fund (WCRF) research. In November 2007, the WCRF published ‘Food, Nutrition, Physical Activity, and the Prevention of Cancer: a Global Perspective.’ The report is the result of a five-year process that has seen teams of scientists around the world sifting through 500,000 studies on the link between cancer and diet, physical activity and weight, before identifying the 7,000 most relevant. A panel of 21 world-renowned experts, chaired by Professor Sir Michael Marmot, made some important recommendations.

Some of the recommendations are: not gaining weight as an adult, avoiding sugary drinks and alcohol and not eating bacon or ham. Everyone must also aim to be as thin as possible, without becoming underweight. Some of this is not new information. They also stated that people with a

“Cancer is not a fate, it is a matter of risk, and you can adjust those risks by how you behave. It is very important that people feel that they are in control of what they do.” However, two-thirds of cancer cases are not thought to be related to lifestyle and there is little people can do to prevent the disease in these circumstances.

Nevertheless, more than three million of the 10 million cases of cancer which are diagnosed across the world each year, could be prevented if the recommendations were followed, Professor Wiseman indicated. Highlights of the recommendations include: • Limit red meat • Limit alcohol • Avoid bacon, ham and other processed meats • No sugary drinks • No weight gain after 21 • Exercise every day • Breastfeed children • Do not take dietary supplements to cut cancer

Body Mass Index (BMI) (a calculation which takes into account height and weight) between 18.5 and 25, are deemed to be within a “healthy” weight range. However, studies show that people’s risks increase, as they head towards the 25 mark. Everyone should try to be as close to the lower end as possible.

...continued from page 12

mating its significance to be much higher than previously thought. The report’s authors say that they have produced a list of recommendations, not “commandments.”

“But if people are interested in reducing their cancer risk, then following the recommendations is the way to do it,” said Professor Martin Wiseman.

(Written by Veronica Chris-Ike. Thoughts on these issues would be appreciated.

Email venike@thevoiceindiaspora.com with your opinions.

■ Contributed by Veronica Chris-Ike

...continued from page

Build Bridges & E-Racism! tions can have a rippling affect. It is essential to create awareness and work towards creating a society, which welcomes and understands diversity. For example, creating a group or club that works on antiracism initiatives or examining whether your school or workplace fosters inclusive practices is a start. Your group or club could work towards formulating concrete recommendations to further actions-oriented municipal, provincial, national and international measures to fight against all forms of racism. d) ADVOCACY! & Partnership Building – When on the path to social justice, advocacy is a key element. Without advocacy, creating consciousness and learning is a challenge. Advocacy can be implemented on a personal, group or community level.

There is also power in numbers. Having allies fighting against the same social issues you believe in such as racism creates a strengthened network. You achieve a voice to speak out against acts of racism, influence and/or lobby for legislative changes to make a difference in your community. e) Building a brighter future – The work we do now will shape the future of our nation. If we start with our own communities (act locally, think globally!), we can build bridges and teach our children acceptance and respect for difference. Creating a dialogue with each other to increase our analysis and knowledge of this issue will pave the way for positive change. A collaborative and governmental response to eradicate racism is important. Increased changes are needed on many fronts including the education, employment and

14

There is no new research involved in this document: the panel examined 7,000 existing studies over five years. The result, they say, is the most comprehensive investigation ever into the risks of certain lifestyle choices. The panel see body fat as a key factor in the development of cancer, esti-

Mar 2008 • Volume 1 • Issue 5

Immigrants: The Way of The Future

health sectors where marginalized people are left on the sidelines. Further training and awareness around cultural competency, diversity management and legislation are essential because they protect the rights of all individuals not just in policy, but in practice too.

Respect is a fundamental right and racism strips people of that right. We learned how racism has been embedded in the history of the “Canadian culture.” Great strides have been made over the last few decades, but the road to end racism is a long one.

Keeping in mind some of the above steps is a way to change that reality and encourages a community response to a serious problem. The time to start is now, as March is Anti-Racism month, however racism is a sad reality millions face everyday.

It’s not something that one experiences for just a day or a month, but a fight that is battled everyday because of who they are.

We affect each other through our words, thoughts and actions, so building a community that works together creates understanding and unity.

“It does not matter how slowly you go, as long as you do not stop.” ~ Confucious ■ References: History of the Chinese in Canada: Debates of the Senate (Hansard) 1st Session, 36th Parliament, (Vol. 137). Tuesday, February 2, 1999. (And) Galabuzi, G.E., (Jan/Feb 2004).

Canadian Dimension: The contemporary struggle against racism in Canada. Manitoba: Winnipeg.

by 50% as the hardest factor), a lack of job contacts, networks and recognition of foreign experience (Kaur, R. October 2007).

The problem is easy to identify, however a solution is harder to come by.

It is essential that the Canadian government take a proactive step in decreasing unemployment rates amongst immigrants.

Canada’s current population is at about 33 million and is projected to rise to 39 million by 2026 (CBC News. February 16, 2007).

The visible minority population of Toronto will range between 2.8 million and nearly 3.9 million within 12 years (CBC News. February 16, 2007) and Hamilton will also be one of the top cities where immigrants will settle. Therefore, with the changing face of Hamilton and the rest of our nation, the needs of the Canadian labour market will be answered through immigrants.

There are many settlement services, English language training organizations and bridging programs that the government has introduced, which is a great start. The Conservatives first budget outlined a call to help internationally trained professionals integrate into the Canadian labour market. Furthermore, Ontario announced an investment of $14 million into programs to help immigrants enhance their language skills and training through internship programs to achieve the good old “Canadian” experience. Perhaps a committee on foreign credentials (to receive a fair assessment) could be established? There needs to be a push for programs which gets employers on board and a group or advisory committee could be formed to look at the business sector in smaller enterprises to train staff and recognize the immigrant experience. As a society we need to consider

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the talents, skills and education of immigrants so they can get good jobs because after all, they are the way of the future.

References (B. Saini, personal communication, July 12, 2007).

CBC News. (February, 16, 2007). Immigration to Canada [CBC News]. Toronto: Canadian Broadcasting Corporation.

Census. (2001). Immigrant population by place of birth, by province and territory. Statistics Canada. Retrieved from the World Wide Web on July 20, 2007, from http://www40.statcan.ca/l01/cst01/demo34d.htm Cheung, L. (October 2005). Racial status and employment outcomes. Canadian Labour Congress. Retrieved from the World Wide Web on July 23, 2007, from http://canadianlabour.ca/updir/racialstatusEn.pdf.

Girard, D. (2006, May 25). How much do foreign credentials count? The Toronto Star, p. K3.

Kaur, R. (April 30, 2007). Immigrants continue to struggle to find good jobs. Retrieved from the World Wide Web on July 23, 2007, from http://action.web.ca/home/ billsiksay/en_alerts.shtml?x=100300&AA_ EX_Session=0118988f2c19b31f26507239 4a869ccf (M. Bilal, personal communication, July 13, 2007).

Picot, G. & Hou, F. (2003). The rise in low-income rates amongst immigrants in Canada. Statistics Canada. Catalogue no.

11F0019MIE. (V. Dichoso, personal communication, July 9, 2007).

Diversity Dialogue - hosted by MP Wayne Marston (MP Hamilton East—Stoney Creek) at Lake Avenue School. Feb, 19, 2008

March Events Month of March is Kidney Health Month.

Day light savings - March 9th First day of Spring - March 20 Good Friday - March 21

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Mar 2008 • Volume 1 • Issue 5

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REWORDING THE EDUCATIONAL STRATUM OF IMMIGRANT WOMEN In a poverty stricken community where Karzima resides, it is convenient to accept her misfortune regardless of her educational status. It seems politically reasonable to define poverty with Karzima, combining unemployment, social assistance and immigrant women in one perfect equation.

Karzima had been anxiously waiting at the women center’s reception area while pacifying her two year old baby in a stroller. She is scheduled for a career assessment and her sick baby needs her care. She had been advised by her social worker to speak with a career counselor about potential job opportunities in order to continue receiving her social assistance.

Coming to the center has become a way of life for Karzima and her baby for the last six months. Karzima was a practicing doctor in Iraq before she migrated with her baby to Canada. The disappearance of her journalist husband forced them to leave their country in exchange for safety. She had hoped that she can continue her medical profession in a place like Hamilton that has shortage with doctors.

After an hour’s wait and another hour of assessment, Karzima was told by the counselor to come back without the baby so she could speak with the potential employer for a telemarketing position. Karzima has no telemarketing experience and she had been looking for a job close to her medical background.

The counselor said the center does not have any program in place for international doctors, thus they could only offer jobs that are far and few in between.

Karzima’s education and international experience is short of Canadian educational requirements, hampering her desire to practice her medical profession.

She can upgrade her credentials in a Canadian medical school but she needs money to pursue her schooling. As Karzima struggled to look for jobs, she could not meet the employer’s expectations to fit in whatever job is available. As she is still dependent on social assistance, the telemarketing position will continue to hound her until the medical practice will come into fruition.

Karzima’s plight remains one of those veiled stories about highly educated immigrant women who suffer in silence.

Like Karzima, the educational competence of highly educated immigrant women in Canada which initially qualified them to migrate with their families becomes oblivious to the workplace as they are forced to accept menial jobs in lieu of professional jobs. It becomes a natural phenomenon to see internationally trained doctors work as security guards or maintenance clerks instead of allowing them to save the critical state of Canadian health system.

Highly educated immigrant women ranks among the highest in unemployment statistics. Aside from doctors, there are journalists, engineers, teachers, physicists, chemists, and nurses who are misplaced in Canadian society and end up working in warehouses and small offices.

The current wave of immigration will bring more highly educated women in the next five years. Is the Canadian workplace ready to reword the educational stratum of immigrant women, or is it just paving the way for these women to fill more warehouses and small offices?

■

By Joyne Lavides / ©joynelavides2008