“There is increasing recognition worldwide of the value of diversity in human affairs. Just as biodiversity has a value in allowing ecosystems to deal with major change, so too does cultural diversity offer us a wider range of viewpoints and ways of doing things.” - David C. Tomas and Kerr Inkson (2003). Cultural Intelligence, San Francisco, Berrett-Koehler.
Internationally Educated Nurses: An Employer’s Guide contains tips that can be applied to other health professions. Their resource
"Policy on Removing the 'Canadian Experience' Barrier" from the Ontario Human Rights Commission
Laroche, L. & Rutherford, D. (2007). Recruiting, Retaining and Promoting Culturally Different Employees. Oxford: Elsevier.
To attract IEOTs, employers should:
Debbie Hebert, Corporate Professional Leader – OT, University Health Network (UHN) UHN is an acute-care teaching organization with approximately 1000 beds. The Network is comprised of three hospitals located in downtown Toronto.
Some of the things that we do for new employees here that may be helpful for others include:
Jill Chesley of the Edmonton Region Immigrant Employment Council talks about the steps you can take to ensure a new employee will succeed in your organization. (This article was first published in the Commerce News; The Voice of Business in Edmonton, in December of 2012, Vol. 34 No.11 and republished in ERIEC’s blog - The Wave.)
A variety of resources have been used to shape the OTepp team’s thinking about successful integration and retention practices. For more in-depth reading on the subject, please see the references and links listed below.
A key objective for employers is to create an inclusive work environment that leads to enhanced productivity and employee satisfaction. It is vital to
“Diversity is about finding and hiring, while inclusion is about retention, loyalty
Suggested strategies to promote success:
1. Include a formal orientation that is welcoming, general in scope and includes an overview of the organization’s structure and values.
2. Provide newcomers with
4. Establish formal mentoring programs.
5. Schedule work activities that provide opportunities for social interaction and professional development.
Laroche, L., Rutherford, D., (2007). Recruiting, Retaining, and Promoting Culturally Different Employees. Burlington, MA: Elsevier, Inc.
Immigrant Friendly Businesses: Effective Practices for Attracting, Integrating, and Retaining Immigrants in Canadian Workplaces by The Conference Board of Canada. (2009). Retrieved July 6, 2012, from http://www.e-library.ca.
Internationally Trained Workers: A Strategy for the Integration of Internationally Trained Workers in Ottawa by The Internationally Trained Workers Partnership – Ottawa. Retrieved July 6, 2012, from http://www.itwp.ca.
Moving Beyond Diversity to Inclusion (Guest Column) by Ratna Omidvar (2011). Retrieved July 17,