Upload
others
View
2
Download
0
Embed Size (px)
Citation preview
Diversity anD immigration Community Plan
It’s Your plan
ACKNOWLEDGEMENTS
There was a tremendous response from the community to provide input
into the development of this plan and the Local Diversity and Immigration
Partnership Council would like to thank:
• the community members, institutions, agencies, boards and organizations that participated in the consultations, summits,
survey and interviews;
• The Municipalities of Ajax, Brock, Clarington, Oshawa, Pickering, Scugog, Uxbridge, Whitby and the Regional Municipality
of Durham including their departments of Economic Development, Library Services, Recreation, Culture, CAO’s office,
Human Resources, Planning, Health, Communications and Clerks who participated in the online survey, consultations,
summits, research, interviews and focus groups that informed the development of this plan;
• the convening partners of the Council: the Community Development Council of Durham, the Durham Region Local
Training Board and the Department of Social Services, Region of Durham;
• the Health and Social Services Committee of the Region of Durham and Regional Council for endorsing and supporting
the development of the Council and the plan;
• a special thanks to the members of the Interim Local Diversity and Immigration Partnership Council (listed on page 27 and
29) who gave generously of their time and expertise to ensure as many voices as possible were heard in this plan; and
• Citizenship and Immigration Canada for their financial support.
Funded by: Financé par :
TABLE OF CONTENTS
Message from the Co-Chairs of the Local Diversity
and Immigration Partnership Council 3.
Background 4.
Process 5.
Who Lives in Durham? Population Demographics 6.
Identifying Priorities
Where to start 7.
Alignment with the Durham Region Strategic Plan 8.
Responsibility 8.
Communication on Progress of the Plan 9.
Areas of Priority 10.
Priority 1: Create a culture of inclusion 11.
Priority 2: Improve labour market outcomes for newcomers 12.
Priority 3: Attract and retain newcomers 13.
Priority 4: Enhance Durham’s settlement capacity 14.
References 15.
Community Plan Highlights (detachable) 16.
Appendix A: LDIPC Terms of Reference 20.
2.
MESSAGE
Dr. Hugh Drouin Larry O’Connor
“ A journey of a thousand miles
begins with a single step”
Laozi
The Local Diversity and Immigration Partnership Council is pleased to offer this Plan as a blueprint towards building a more
inclusive and welcoming Durham region. All residents of Durham region should have opportunities to fully participate in their
communities and utilize their skills and creativity. This plan is a framework to build on the work already being done in Durham
and consider how to move forward to build the kind of Durham region that will grow, prosper and be a community of choice.
As challenges emerge and trends shift, this framework will serve as a mechanism to address changing needs and new priorities.
This is a community driven plan. Every resident, employer, agency and institution has a role to play in its success. The Local
Diversity and Immigration Partnership Council is charged with the responsibility of overseeing the implementation of this plan.
We would like to acknowledge former Co-Chair of the LDIPC, April Cullen, and her commitment to this initiative.
These are exciting times and the work that lies ahead is a chance for Durham region to become a leader in diversity and
immigration matters.
FROM THE CO-CHAIRS OF THE LOCAL DIvERSITy
& IMMIgRATIOn PARTnERSHIP COUnCIL
3.
Dr. Hugh Drouin
Co-Chair, Local Diversity &
Immigration Partnership Council
Commissioner, Social Services Department,
Region of Durham
Larry O’Connor
Co-Chair, Local Diversity
& Immigration Partnership Council
Mayor, Township of Brock
BACKGROUND
In 2005 the Canada Ontario Immigration Agreement (COIA) was signed by both the federal and provincial levels of
government formally acknowledging for the first time that municipalities have a role in the integration and settlement
of newcomers to Canada. The federal government through Citizenship and Immigration Canada has responsibility
for setting immigration levels, citizenship and public policy. The province of Ontario’s Ministry of Citizenship and
Immigration has specific responsibilities they share with the federal government. What is new is the explicit role of
municipalities in supporting the immigration and settlement process.
Through the Municipal Immigration Committee, the COIA calls for the development of Local Immigration
Partnership Councils. These Councils will strengthen the role of local communities throughout Ontario in serving
and integrating immigrants.
Local Immigration Partnership Councils are a mechanism to develop local partnerships and community-based planning
around the needs of residents and newcomers. The areas of priority for the Local Immigration Partnership Council
are to create a culture of inclusion; attract and retain newcomers; improve labour market outcomes for newcomers;
and enhance settlement capacity. Elected officials of the Region of Durham recognized the value of these goals and
endorsed the creation of the Durham Local Diversity and Immigration Partnership Council (LDIPC), aligning Durham
Region with this federal initiative.
Local Immigration Partnership Councils are advisory bodies, assisting in the coordination of existing diversity and
settlement initiatives, the coordination of new initiatives and overseeing the development and implementation of a
community plan.
Many of Durham’s municipalities, educators, service providers
and businesses began the journey of integrating the needs
of newcomers into planning processes long ago. What was
missing was a single body to assist in capturing those activities,
identifying emerging needs and planning for the future to ensure
the best use of resources, shared best practices and avoiding
duplication. The LDIPC meets that need.
4.
PROCESS
Throughout 2008 - 2010, community consultations that included more than 500 individuals representing thousands of
constituents took place. Key informant interviews, focus groups, sector specific working groups, an online survey, a
literature and research review, two summits, and the findings from over sixty community contributors who developed
content for the Durham Immigration Portal fed into the consultation process. The Durham community is ready and
eager to see this work move forward. This plan is a result of those consultations.
The community of Durham region indicated that diversity must be defined using the broadest definition of the word to
be inclusive of all populations that include the young, aged, newcomers, minorities, people with disabilities and those
of all sexual orientations. As such, in Durham region, the Local Immigration Partnership Council is named the Local
Diversity and Immigration Partnership Council.
Short term, the community recognizes that we are accountable to the mandate set out under the Canada Ontario
Immigration Agreement (COIA) and must focus on the needs of newcomers. Long term, this community is proud of
its willingness to create a path to weave the complex needs of the broader diverse community into the infrastructure
of the Council and the plan.
5.
WHO LIVES IN DURHAM?
Demographic complexity and population diversity affects service delivery, economic development and planning.
There is much to be considered when setting planning and service priorities.
Durham remains one of the fastest growing municipalities in Ontario. Almost 85% of the region’s total population is
located in five municipalities situated along Lake Ontario, stretching from Pickering in the west to Clarington in the east.
Durham Region’s population is forecast to increase to nearly one million people (960,000) by the year 2031. In 2006, the
date of the last census, the population of Durham Region was 561,258.
The western portion of our region has experienced a steady increase in the numbers of new immigrants as evidenced
by 2006 census data. The northern parts of our region are rural in nature and the communities much smaller. While the
north has not yet had the same attraction for new immigrants, there is a realization that these rural communities could
potentially benefit from increased settlement of newcomers.
Diverse populations in Durham region represent substantial groups of residents. For planners, elected officials,
business owners and service providers, these numbers translate into powerful planning considerations. The numbers
indicate that the business of serving diverse populations is indeed, everyone’s business.
POPULATIOn DEMOgRAPHICS
Diverse Populations1 Estimated number of residents in Durham
Residents who identify as visible minorities (16.8%)2 93 000
Residents over the age of 65 years (10.7%) 60 000
Residents under the age of 15 years (20.5%) 115 000
Residents who do not identify as heterosexual 9 500 to 78 600
(estimates range from 1.7% to 14%)3
Residents who are immigrants (21%) 118 000
Residents with a disability (15.7%)4 70 000
Residents with French as their mother tongue (1.8%) 10 000
Residents who identify with an Aboriginal group (1.2%) 6 565
6.
IDENTIFYING PRIORITIES
Where to start?Durham region has reached a turning point in its history. How and where
residents work, play and live in Durham region for the next 40 years will
depend largely on how shifting demographics and economic trends are
embraced today. A diverse population brings skills, creativity and innovation.
The opportunities Durham region creates to utilize those skills, spark
innovation and spur creativity will impact what the community and the local
economy will look like in the future.
Ontario is changing. Ontario in the Creative Age, a report commissioned by the Province of Ontario, suggests
communities that shift to economies of creativity will compete and prosper in the new Ontario and that attracting
and retaining the best and the brightest are essential components of that transition. The authors define economies
of creativity as “an economy [that] is shifting away from jobs based largely on physical skills or repetitive tasks
to ones that require analytical skills and judgment … and a shift from employment in goods-producing to service
industries, from occupations that depended on physical work to produce goods to ones that provide service and
rely on creativity”.5
Durham region is changing and the creation of the Diversity and Immigration Community Plan is one of many good
first steps towards framing that change.
Based on community consultations and local research, four primary areas of priority have been identified to position
Durham region to meet the needs of all residents and make Durham region a community of choice. These four areas
of priority are:
• create a culture of inclusion;
• improve labour market outcomes for newcomers;
• attract and retain newcomers; and
• enhance Durham’s settlement capacity.
7.
Alignment with the Durham Region Strategic Plangrowing Together: Durham Region Strategic Plan 2009-20146 established key priorities, directions and related
considerations that are important within the broader community context and was endorsed by Regional Council. The
Diversity and Immigration Plan flows from that document with complementary priorities in alignment with the vision
residents have expressed for Durham Region.
“ It is not our differences that divide us. It is our inability to recognize,
accept, and celebrate those differences”
Audre Lorde
ResponsibilityEvery resident, organization, institution, agency, government and individual has an opportunity to make this plan
successful. Integration is a two-way street with the responsibility of successful integration resting with both the existing
community and those finding their place in it. We are all leaders. This plan is designed to create plenty of opportunities
for all voices to be heard and new leaders to emerge.
The global movement of people and continuing shifts in the world economy will ensure that the work of Local
Immigration Partnership Councils around the province will be constantly evolving as needs change, populations change
and indeed our definition of diversity changes. Communities understand that defining challenges is a moving target.
The purpose/goal of this plan and the Durham
Local Diversity and Immigration Partnership
Council is to serve as a mechanism to
ensure that the tough questions get asked
and that the process of defining challenges
is an ongoing shared responsibility.
8.
This plan will be posted on www.durhamimmigration.ca and shared with the community members
who participated in its development.
Reports on progress will be made regularly and posted on www.durhamimmigration.ca and
www.durham.ca to ensure transparency and an open approach to this work. Progress will also be
reported to Durham Regional Council annually.
Additionally, the LDIPC in conjunction with the community, will undertake a process to develop a community
report card. The report card will define what success looks like and will create local measurements which
are meaningful.
Copies of the Diversity and Immigration Community Plan are available in alternate formats upon request.
COMMUNICATION On PROgRESS OF THE PLAn.
9.
On PROgRESS OF THE PLAn. AREAS OF PRIORITY
1. Create a culture of inclusion
2. Improve labour market outcomes for newcomers
3. Attract and retain newcomers
4. Enhance Durham’s settlement capacity
10.
PRIORITY AREA 1: CrEAtE A CulturE of InClusIon
goals:1.1 Representation of municipal leaders/council/boards are reflective of the community.
1.2 Diversity is authentically reflected as part of the community identity.
1.3 All municipal councils work together to achieve and support diversity initiatives and model/own inclusivity.
1.4 Acceptance is modeled by elected officials, institutions and organizations; policies reflect inclusive practices.
Areas of Activity:
Information Gathering & Research
Best practices related to creating, nurturing and growing a culture of inclusion will be gathered and mined for local
relevance. Promotion and access to this information and these resources will be shared with community stakeholders.
Knowledge Sharing (Communication, Education & Outreach)
Through a series of guest speakers, demonstrations, workshops and other events, we will create opportunities for
knowledge sharing with community partners. Some of these may include (but are not limited to) conversations about
grappling with diversity, workshops on developing barrier-free service delivery, information sessions on external
sources of funding, as well as the promotion of the work of the Local Diversity & Immigration Partnership Council.
Through our communication tools we will celebrate, promote and showcase success stories, ‘diversity’ activities of
agency-providers, employers and institutions throughout Durham Region.
Evaluation
Learning is integral to the success of the LDIPC community plan. We will work with
community stakeholders to develop measures of success for meeting the goal of
creating a culture of inclusion.
Sample of planned or in progress activities:
• Showcase local best practices and emerging leaders through a variety of local media
• Develop a resource of best practices related to increasing diversity at leadership levels
• Promote the role and work of the LDIPC to local service organizations (e.g. Kiwanis, Rotary, Optimists)
All residents of Durham region have a right to fully participate in their community. Inclusive communities
ensure that people of all ages, sexual orientation and ability have a right and a responsibility to civic
engagement, labour force participation and social inclusion whether they are newly arrived or have been in
Durham for generations. By creating a culture of inclusion, all Durham residents will benefit.
11.
goals:2.1 Durham will have a business sector that understands and takes advantage of the diversity in the workforce.
2.2 The benefits of inclusive hiring practices are fully understood by both the public and employers.
2.3 The development of a local organizing body with a mandate to plan and develop programs and services that
facilitate the successful integration of all workers into the workforce is explored.
Areas of Activity:
Information Gathering & Research
Work will include, but not be limited to creating a local and publicly accessible online library of labour market resources.
Work will expand to include best practices, gap analysis and capacity building activities and will inform the new
community report card. Attention will be paid to both current and future trends.
Knowledge Sharing (Communication, Education & Outreach)
The LDIPC has a commitment to sharing knowledge and to leveraging existing experience and practices to assist in the
integration of newcomers and to work towards creating cultures of inclusion in the business and labour communities.
Evaluation
Durham needs to assess the current level of labour market integration of diverse populations and identify key indicators
that would assist in local planning and policy making, as well as determine if we are successfully moving towards our
goals. We will work with community stakeholders to develop measures of success for meeting the goal of improving
labour market outcomes (report card).
Sample of planned or in progress activities:
• Explore the creation of a local immigrant employment council with local partners
• Develop a toolkit of ‘best practice’ resources for attracting and retaining newcomers for employers
• Promote the work of the LDIPC and the Immigration Portal to local employers, Boards of Trade and
Chambers of Commerce
To address our current and future skill requirements, an integral part of our
local labour market and economic development strategy will be to establish
Durham region as a community that actively welcomes and values the skills,
experience and training that all its residents possess.
PRIORITY AREA 2: ImprovE lAbour mArkEt outComEs for nEwComErs
12.
PRIORITY AREA 3: AttrACt AnD rEtAIn nEwComErs
goals:3.1 There will be an understanding across sectors of the need to both attract and retain newcomers.
3.2 Durham is marketed to newcomers provincially, nationally, and internationally as a community of choice.
Areas of Activity:
Information Gathering & Research
Work in this area will include gathering existing information on programs, services and best practices currently being delivered
in Durham and beyond. Key stakeholders will be identified. Emerging needs will be discussed with traditional and non-
traditional stakeholders. This work will inform local capacity building, the identification of emerging trends, and innovative
locally based responses.
Knowledge Sharing (Communication, Education & Outreach)
The benefits of attracting and retaining newcomers, sharing local newcomer and service provider success stories are
important. Knowledge sharing will be used to support existing networks and partnerships as well as to forge new relationships
across and within sectors.
Evaluation
As with the other priority areas in this plan, research and development activities will be used to feed into the development
of the new community report card – leading to the creation of key indicators such as assessing Durham’s attractiveness to
newcomers and areas for improvement and/or future development.
Sample of planned or in progress activities:
• Support, enhance and promote the Durham Immigration Portal as an attraction and retention tool to community
stakeholders
• Investigate ways to support the community to celebrate Durham as a destination of choice and leverage outreach
opportunities and avoid unnecessary duplication through partnerships and working groups
• Involve newcomers, where possible, in visioning and planning sessions – targeting pre- and post-immigrant communities
There is a world wide competition for the best and brightest. Attracting
newcomers is only one half of the equation. Retaining skills in this community
is important to economic growth and to deepening the pool of talent
and creativity in Durham.
13.
goals:4.1 All new and existing residents will settle and integrate successfully into the Durham community.
4.2 A Durham-specific plan will be developed that reflects the suite of flexible and responsive services in Durham
necessary to meet the unique needs of Durham residents.
Areas of Activity:
Information Gathering & Research
The Local Diversity & Immigration Partnership Council will continue to work with community stakeholders to
continuously investigate the service needs of diverse communities in Durham region and develop strategies to meet
those needs.
Knowledge Sharing (Communication, Education & Outreach)
Working in collaboration with community stakeholders we will explore the options for an integrated settlement
service delivery system for Durham region that includes an action plan, processes for improved communication and
networking, as well as opportunities for training and knowledge sharing between service providers. We will publicize
and promote the development of initiatives that improve access to services for diverse communities.
Evaluation
Learning is integral to the success of the LDIPC action plan. We will work with community stakeholders to develop
measures of success for meeting our goal of enhancing Durham’s settlement capacity.
Sample of planned or in progress activities:
• A working group will be established to assess the options for an integrated
settlement service delivery system
• Cultural competency education and training opportunities will be promoted
to local service providers
• A guide to funding opportunities will be developed for local community
agencies and organizations
It takes an entire community to successfully welcome, integrate and settle newcomers. All residents, working in
partnership, can contribute to the suite of services necessary for successful settlement and integration. newcomers
are families, extended families and individuals with independent needs. growing the capacity of all service providers
in Durham region will result in improved and accelerated settlement outcomes for Durham residents.
PRIORITY AREA 4: EnhAnCE DurhAm’s sEttlEmEnt CApACIty
14.
REFERENCES
1 All statistics are taken from the 2006 Canada Census by Statistics Canada unless otherwise indicated.
2 The Employment Equity Act defines a visible minority as “persons, other than Aboriginal peoples, who are non-Caucasian in
race or non-white in colour.”
3 There is no generally agreed upon statistic for the average percentage of LgBTQ members in a community. EgALE Canada’s
recent study of LgBTQ youth in schools puts the number at 14%; Health Canada cites 1.7% although 10% has been most
commonly used by agencies working with the LgBTQ community. The variance in these numbers is a reflection of different
research questions asked and different research methodologies employed.
4 This percentage (15.7%) is based on a population base of 442 034 responding to the PALS Survey. Additional detail can be
found at http://www.statcan.gc.ca/dli-ild/meta/pals-epla/2006/pals-epla2006sae-eng.doc . As the population
ages this number is expected to increase.
5 For a copy of Ontario in the Creative Age, visit: http://www.martinprosperity.org/research-and-publications/
publication/ontario-in-the-creative-age-project
6 For a copy of growing Together: Durham Region Strategic Plan 2009-2014, visit the Region’s website at: http://www.
durham.ca/corpoverview/communityplan/CSPFinalColour.pdf.
15.
Community Plan HigHligHts
It’s Your plan
APPENDIX ACOMMUNITY PLAN HIGHLIGHTS
WHA
T
CAN
I DO?
EVAL
UATI
ON
KNOW
LEDG
E
SHAR
ING
(Com
mun
icat
ion,
Ed
ucat
ion
& O
utre
ach)
INFO
RMAT
ION
GA
THER
ING
RE
SEAR
CH
AREA
S OF
ACT
IVIT
YGO
ALS
PRIO
RITI
ES
prIorIty ArEA 1: CrEAtE A CulturE of InClusIon
All residents of Durham region have a right to fully participate in their community. Inclusive communities ensure that people of all ages, sexual orientation and ability have a right and a responsibility to civic engagement, labour force participation and social inclusion whether they are newly arrived or have been in Durham for generations. By creating a culture of inclusion, all Durham residents will benefit.
1.1 Representation of municipal leaders/council/boards are reflective of the community.
1.2 Diversity is authentically reflected as part of the community identity.1.3 All municipal councils work together to achieve and support diversity
initiatives and model/own inclusivity.1.4 Acceptance is modeled by elected officials, institutions and
organizations; policies reflect inclusive practices.
Best practices related to creating, nurturing and growing a culture of inclusion will be gathered and mined for local relevance. Promotion and access to this information and these resources will be shared with community stakeholders.
Through a series of guest speakers, demonstrations, workshops and other events, we will create opportunities for knowledge sharing with community partners. Some of these may include (but are not limited to) conversations about grappling with diversity, workshops on developing barrier-free service delivery, information sessions on external sources of funding, as well as the promotion of the work of the Local Diversity & Immigration Partnership Council. Through our communication tools we will celebrate, promote and showcase success stories, ‘diversity’ activities of agency-providers, employers and institutions throughout Durham Region.
Learning is integral to the success of the LDIPC community plan. We will work with community stakeholders to develop measures of success for meeting the goal of creating a culture of inclusion.
prIorIty ArEA 2: ImprovE lAbour mArkEt outComEs for nEwComErs
To address our current and future skill requirements, an integral part of our local labour market and economic development strategy will be to establish Durham region as a community that actively welcomes and values the skills, experience and training that all its residents possess.
2.1 Durham will have a business sector that understands and takes advantage of the diversity in the workforce.
2.2 The benefits of inclusive hiring practices are fully understood by both the public and employers.
2.3 The development of a local organizing body with a mandate to plan and develop programs and services that facilitate the successful integration of all workers into the workforce is explored.
Work will include, but not be limited to creating a local and publicly accessible online library of labour market resources. Work will expand to include best practices, gap analysis and capacity building activities and will inform the new community report card. Attention will be paid to both current and future trends.
The LDIPC has a commitment to sharing knowledge and to leveraging existing experience and practices to assist in the integration of newcomers and to work towards creating cultures of inclusion in the business and labour communities.
Durham needs to assess the current level of labour market integration of diverse populations and identify key indicators that would assist in local planning and policy making, as well as determine if we are successfully moving towards our goals. We will work with community stakeholders to develop measures of success for meeting the goal of improving labour market outcomes (report card).
APPENDIX A
prIorIty ArEA 3: AttrACt AnD rEtAIn nEwComErs
There is a world wide competition for the best and brightest. Attracting newcomers is only one half of the equation. Retaining skills in this community is important to economic growth and to deepening the pool of talent and creativity in Durham.
3.1 There will be an understanding across sectors of the need to both attract and retain newcomers.
3.2 Durham is marketed to newcomers provincially, nationally, and internationally as a community of choice.
Work in this area will include gathering existing information on programs, services and best practices currently being delivered in Durham and beyond. Key stakeholders will be identified. Emerging needs will be discussed with traditional and non-traditional stakeholders. This work will inform local capacity building, the identification of emerging trends, and innovative locally based responses.
The benefits of attracting and retaining newcomers, sharing local newcomer and service provider success stories are important. Knowledge sharing will be used to support existing networks and partnerships as well as to forge new relationships across and within sectors.
As with the other priority areas in this plan, research and development activities will be used to feed into the development of the new community report card – leading to the creation of key indicators such as assessing Durham’s attractiveness to newcomers and areas for improvement and/or future development.
prIorIty ArEA 4: EnhAnCE DurhAm’s sEttlEmEnt CApACIty
It takes an entire community to successfully welcome, integrate and settle newcomers. All citizens, working in partnership, can contribute to the suite of services necessary for successful settlement and integration. Newcomers are families, extended families and individuals with independent needs. Growing the capacity of all service providers in Durham region will result in improved and accelerated settlement outcomes for Durham residents.
4.1 All new and existing residents will settle and integrate successfully into the Durham community.
4.2 A Durham-specific plan will be developed that reflects the suite of flexible and responsive services in Durham necessary to meet the unique needs of Durham residents.
The Local Diversity & Immigration Partnership Council will continue to work with community stakeholders to continuously investigate the service needs of diverse communities in Durham region and develop strategies to meet those needs.
Working in collaboration with community stakeholders we will explore the options for an integrated settlement service delivery system for Durham region that includes an action plan, processes for improved communication and networking, as well as opportunities for training and knowledge sharing between service providers. We will publicize and promote the development of initiatives that improve access to services for diverse communities.
Learning is integral to the success of the LDIPC action plan. We will work with community stakeholders to develop measures of success for meeting our goal of enhancing Durham’s settlement capacity.
18.
LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL605 Rossland Rd. E.
P.O. Box 623
Whitby, On L1n 6A3
Tel: 905-668-7711 or 1-800-372-1102
Fax: 905-666-6219
Email: [email protected]
www.durhamimmigration.ca
March 2011
APPENDIX A: lDIpC tErms of rEfErEnCE
Table of Contents
1.0 InTRODUCTIOn 21
2.0 PURPOSE 21
3.0 gUIDIng PRInCIPLES AnD BELIEFS 22
4.0 OBJECTIvES 22
5.0 SCOPE 22
6.0 REFEREnCES 23
7.0 MEMBERSHIP RECRUITMEnT AnD SELECTIOn 23
8.0 COMPOSITIOn AnD SIZE 24
9.0 TERM OF OFFICE 26
10.0 OFFICERS 26
11.0 PROCEDURES AnD PROCESSES 26
11.1 Meetings 26
11.2 Quorum 26
11.3 Responding to Media Inquiries 26
11.4 Resignations and Designates 26
12.0 AnnUAL REPORTS 27
13.0 ROLES AnD RESPOnSIBILITIES 27
14.0 WORKIng gROUPS 28
15.0 COnFLICT OF InTEREST 29
15.1 Conflict Resolution 29
16.0 CHAngES TO TERMS OF REFEREnCE 29
APPEnDIX 1 – Conflict of Interest Policy for the Local Diversity and Immigration Partnership Council 30
20.
LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL605 Rossland Rd. E.
P.O. Box 623
Whitby, On L1n 6A3
Tel: 905-668-7711 or 1-800-372-1102
Fax: 905-666-6219
Email: [email protected]
www.durhamimmigration.ca
March 2011
APPENDIX A
1.0 IntroductionIn February of 2008 a call for proposals for the creation of Local Immigration Partnership Councils was issued
by Citizenship and Immigration Canada to strengthen the role of local communities in integrating and serving
newcomer populations. Council for the Regional Municipality of Durham endorsed the creation of a Local Diversity
and Immigration Partnership Council (LDIPC). The LDIPC is funded by Citizenship and Immigration Canada (CIC).
The LDIPC will evolve in two phases. Phase one will include the development and establishment of the council and
plan for integrating and serving newcomers. Phase two involves the development of an implementation plan. Phase
two will be funded under a separate contract with CIC.
In a phased in approach the LDIPC will work to address the needs of the broader community by attracting
resources and allocating planning to assist other populations.
2.0 PurposeThe Local Diversity and Immigration Partnership Council’s primary purpose is to act as a community advisory body
lending direction to the development and execution of a Diversity and Immigration Community Plan for Durham
region that will improve the settlement and integration experience of Durham residents.
Members of the LDIPC will provide executive leadership, the wisdom of experience, sector specific knowledge and
overall direction.
The LDIPC defines diversity in the broadest sense of the word recognizing that there are intersections of diversity
and that a plan to integrate newcomers could and should, be leveraged to improve the integration and engagement
levels of all members of a community including newcomers, the disabled, youth, seniors, women, the gay lesbian
bisexual community and all other marginalized populations.
The LDIPC will aim to create alignment of newcomer and diversity initiatives and services. The development of a
local plan will allow for the utilization of best practices, sharing of resources and avoiding service duplication. The
framework of the LDIPC will ensure the best use of Durham region’s community resources and services.
21.
3.0 guiding Principles and Beliefs • All residents have the right to fully participate in their community
• It is the collective responsibility of the residents of Durham region to effect the needed change required to
support inclusive communities and improve the settlement and integration experience of all residents
• Attracting and retaining newcomers to Durham region will benefit communities, stimulate the local economy and
strengthen a diversified pool of talents to make Durham region a community of choice
• The LDIPC will operate in the spirit of integrity, respect and fairness
4.0 Objectives• To create a culture of inclusion
• To improve labour market outcomes for newcomers residing in Durham
• To attract and retain newcomers to Durham region
• To enhance Durham’s settlement capacity
5.0 Scope• To identify, connect and coordinate present initiatives and services within Durham region to maximize benefits
• To prioritize the work of the LDIPC based on trends, gaps and needs in the community
• To monitor the project work plans
• To mobilize working groups
• To seek funding opportunities to execute the LDIPC community plan
• To act as an advisory body to Regional Council, through the Health and Social Services Committee
22.
APPENDIX A
6.0 ReferencesThe Local Diversity and Immigration Partnership Council reports to the Health and Social Services Committee of
Regional Council. The Chair of the Health and Social Services committee will serve as Co-Chair. The Commissioner of
Social Services will serve as the other Co-Chair.
The LDIPC and the development and execution of the plan is led jointly by the Community Development Council
of Durham and the Durham Region Local Training Board with the Regional Municipality of Durham as the primary
partner. Each convening partner is responsible for specific deliverables within the contract with CIC.
The LDIPC has received funding from Citizenship and Immigration for its overall operation commencing Sept 1,
2009. Specific deliverables detailed in the contracts are additionally funded by CIC. The LDIPC must report on
those deliverables as outlined in the contract to Citizenship and Immigration Canada.
7.0 Membership Recruitment and SelectionRegional Council shall appoint the Chair of the Health and Social Services Committee to sit on the LDIPC for the
term of Regional Council.
For the selection of members, the Social Services Department, after consultation with the LDIPC shall contact
community partners and invite them to volunteer for the LDIPC if a specific sector/stakeholder is deemed missing
from the Council.
It is recognized that any one member of the LDIPC can and should, when possible, represent more than one sector
or organization. Members who can speak on behalf of a number of stakeholders and represent the broadest range
of interests and voices are deemed key for the LDIPC to have as comprehensive a representation of the community
as possible.
Once every two years or, as vacancies become available, the public will be invited to apply for a position on the
Council via public advertising.
23.
8.0 Composition and Size The composition of this Council is representative of institutions, organizations and/or sectors within Durham region
to which a wide spectrum of populations has connections or is a part in some way. Community consultations
indicated that change has to occur at an institutional level and as such composition of the council was formed
accordingly. The LDIPC shall consist of up to 17 members with 14 drawn from the community representing
institutional stakeholders/sectors in the community.
The positions of Community Member at Large, Ethno-Cultural/Francophone, Business and Member of the Faith/
Cultural Community will be filled by way of an open, public call. The process will include an application and an
interview. Applications will be reviewed by a recruitment selection sub-committee of the LDIPC. The interview
panel will consist of three people, all members of the LDIPC.
The LDIPC Community Plan is designed to be flexible and responsive. As priorities shift and needs change in the
community, seats will be added or replaced as deemed appropriate by the LDIPC. Different phases will require
different stakeholders.
The LDIPC will review membership as needed or at least once a year.
24.
Sector # of Rational Representative Reps
Accessibility 1 Brings the perspective of people living with disabilities thereby ensuring broader inclusivity.
Business/of Commerce 1 Brings the perspective of business and entrepreneurs – their challenges, opportunities,needs.
Settlement Services 1 As a convening partner and service provider, the representative is the Community Development Council of Durham.
Community Member at Large 1 Brings the perspective of the broader community as all residents are affected by change.
Academic 2 Durham College sits on the Council as a premier provider of language service and support to newcomers. UOIT sits on the Council as a service provider to newcomers, a source of research and host of the Welcoming Communities Initiative in Durham.Both can provide information on gaps in service and needs.
Employment Skills and Training 1 As a convening partner and service provider, the representative is the Durham Region Local Training Board. The DRLTB is also connected to the full scope of Employment Ontario providers and a range of funders and employers.
Police Services 1 Brings the knowledge and experience of the Durham Regional Police Service including their Diversity Strategic Plan.
Economic Development 1 Brings the experience of business and economic development and an understanding of the link between attraction and retention of newcomers and the economic growth of a community.
Employer/Service Provider 1 Brings the perspective of employers with their knowledge of skills and labour trends, challenges and opportunities.
Local Municipal government 1 Brings the perspective of local government, service needs, gaps, challenges and opportunities.
Local School Boards 1 Brings the perspective of the education sector’s settlement services with newcomer youth and their families.
Member of the Faith/Cultural Community 1 Brings a critical link and perspective from diverse faith communities.
Regional Council 1 A representative from Health and Social Services serves as co-Chair of the Council.
Region of Durham - Social Services & 2 The Commissioner of Social Services serves as co-Chair of the Regional Department Representative Council. A representative from Planning, Health or another
Region of Durham department will bring further diverse perspectives.
Ethno-cultural/Francophone 1 Brings the perspective of the broader ethno-cultural / Francophone newcomer community.
APPENDIX A
25.
9.0 Term of OfficeFollowing a two-year served term, representation by sector will be reviewed. All efforts will be made to stagger changes
to maintain momentum. When necessary, sector recruitment and selection will be assumed by an LDIPC Co-Chair in
consultation with the Council.
10.0 OfficersThe LDIPC shall have two Co-Chairs. The Chairs will preside over all regular meetings.
Leadership, direction and support will be provided by a designated staff person of the Region of Durham
department of Social Services.
The LDIPC shall have a recording secretary who will take and distribute minutes and correspondence.
11.0 Procedures and Processes
11.1 Meetings
The LDIPC will meet a minimum of five times a year, excluding July and August. The schedule is to be set by
April of each year.
Only resolutions as they appear in the adopted minutes may be considered as officially representing the position of the LDIPC.
11.2 Quorum
Quorum is two/thirds of voting members or 12 votes based on 17 voting members.
To ensure the work of the council moves forward and recognizing the time restrictions of Regional Councillors, the two
members of the council representing Regional Council will not be required to vote to achieve quorum. Quorum will be based
on 10 of 15 should Regional Councillors not be present.
Items requiring a decision will be done so by voting. Recommendations are “carried” if supported by a two/thirds majority.
11.3 Responding to Media Inquiries
Members of the Council who are approached by the media should refer all inquires to the Regional staff person assigned to
the LDIPC. Media protocols are detailed in the contract between the Regional Municipality of Durham and CIC.
11.4 Resignations
Any resignation of an LDPIC member should be tendered to the Co-Chairs.
26.
APPENDIX A
12.0 Annual ReportsThe LDIPC will prepare an annual report summarizing the activities completed in the previous year. The annual report shall
be forwarded to the Health and Social Services Committee and made public on the Regional website, once approved by the
Health and Social Services Committee.
The terms of reference will be reviewed annually and amended as necessary.
The LDIPC will report to the Health and Social Services Committee as necessary.
The LDIPC will report to Citizenship and Immigration Canada as outlined in the current contract.
13.0 Roles and Responsibilities a. Each member shall understand that they represent an entire sector, not the interest of their particular organization and in
doing so ensures the greater good of the community.
b. Each member shall understand that they represent a body of knowledge and must come prepared to share that knowledge
and when appropriate, act as champion for a specific working group.
c. Each member will endeavour to become knowledgeable of all stakeholders and sectors represented on the LDIPC for the
purpose of fulsome, broad-based, productive dialogue.
d. Each member understands that the LDIPC will be guided by evidence-based decision making.
e. Each member will endeavour to attend all the scheduled meetings when possible. If a member misses three meetings
during the year, they will be asked by the Co-Chair about their consistent interest in the Council.
f. Each member shall come prepared to the meetings and read the correspondence in advance thereby ensuring the work of
the LDIPC moves forward and is respectful of fellow LDIPC members’ time.
g. Each member understands that they will periodically receive correspondence from the LDIPC between meetings.
27.
14.0 Working groupsComponents of the Community Plan will be executed by working groups. In the spirit of openness and inclusion,
this plan was designed to be open ended. The working groups could potentially be limitless giving the largest
number of community members a role in the success of the plan. This model was designed in response to the
community consultations and is slightly different than many models adopted across the province. The number of
working groups will be determined by resources, community needs and identified priorities.
Each working group will have at least one member of the LDIPC or a dedicated Regional staff member. Members
will ensure the working groups remain true to the objectives of the plan. Working groups will report back to the
LDIPC through their LDIPC member.
Working groups will develop plans in alignment with the community plan.
The working groups are an opportunity for broader community engagement with sector specific knowledge and
expertise to participate in the work of the LDIPC thus creating greater alignment.
It is the long-term goal of the LDIPC that the bulk of the diversity and immigration work being done in Durham
region will fall under, align with or connect to, the LDIPC community plan. Work will be done in the spirit of
increasing Durham’s capacity to serve the community. Potential competition between stakeholders must be
addressed at the onset of working group formation.
It is the responsibility of the lead partners of the LDIPC to do the required outreach to the broader community by
providing information, extending invitations to events and developing ongoing communications with the larger
Durham community.
Members of working groups and the council will be required to sign a Conflict of Interest acknowledgement
(Appendix 1).
28.
APPENDIX A
15.0 Conflict of InterestAny member with a conflict of interest or a perceived conflict of interest should disclose this conflict to the Chair(s).
The standardized Agenda will include a routine call for conflicts to be declared at the beginning of each meeting.
Conflict of interest is defined in Appendix 1. LDIPC members with a conflict will stand down from voting and discussing an
item on the agenda.
15.1 Conflict Resolution
Should a conflict arise and an agreement is not possible, at the discretion of the Chair(s), the parties can meet individually;
call on a third party to mediate or a subject matter expert.
16.0 Changes to Terms of ReferenceThe LDIPC recognizes that these terms of reference will serve to guide the work and development of the LDIPC, its plan
and the working groups. The terms of reference are designed to be flexible and responsive to emerging community needs of
Durham region. The terms of reference anticipate further funding from CIC and have been designed as such.
29.
30.
APPEnDIX 1 – Conflict of Interest Policy for the Local Diversity
and Immigration Partnership CouncilThe LDIPC member will be considered to have a conflict of interest when a decision made and/or the actions taken by an LDIPC
member in the course of exercising his or her duties are affected by, may be affected by, or could be seen by another party to be having
an unfair advantage. This would include actions that would directly benefit:
• The sector representative’s personal, financial or business interests; or
• The personal, financial or business interests of relatives or business associates of the LDIPC sector representative.
The LDIPC member is ultimately responsible and accountable for using good judgment in the course of exercising duties.
Examples of potential conflict of interest:
Recommendations for Funding Priorities: LDIPC members provide information on gaps in service and needs for consideration
in the plan. Information provided by the LDIPC member should be reflective of the sector they represent and consider the needs of
the broader community as a whole. Recommendation for consideration must not exclusively benefit the LDIPC member’s business
interests, their organization or the agency they represent.
Special Treatment: An LDIPC member shall not use their position to give any person or organization special treatment that would
advance their own interests or that of any of the LDIPC member’s relatives or business associates.
Financial Interests: An LDIPC member must not participate in any decision or make any recommendation toward the development of
the plan in which they, their relatives, agency or business associates will have exclusive financial gain.
Public Appearances: Any LDIPC member who is asked to speak publicly to an organization or professional association (as a result
of their membership on the LDIPC) must notify the Region to ensure that the messaging is consistent with the direction of the plan
and in keeping with the Terms of Reference. LDIPC members who are speaking at a conference or meeting who are not representing
the Region must not appear to represent the opinion or policy of the Region and may not present any information gained as a result of
membership on the LDIPC.
_______________________________________________ _______________
Signature of Sector Representative Date
APPENDIX A
Member Name Organization Title Sector
Dr. Shahid Alvi* University of Ontario Institute Associate Dean and Academic of Technology Professor of Criminology
Allan Angus (alternate member) Durham College Member Accessibility Accessibility Working Group
Martyn Beckett* Durham District School Board Director Local School Board
Mary Blanchard* Durham College Dean, School of Communication, Language and General Studies Academic
Pam DeWilde Inter-Church Immigrant Coordinator Faith Support Group
Dr. Hugh Drouin* Region of Durham Commissioner of Social Services Region of Durham
Keith Hernandez KAH Consultants Employment and Human Resource Ethno-cultural / Francophone Management Consultant
Colleen Jordan* Town of Ajax Regional Councillor Local Municipal Government
Ali Juma Durham Children’s Aid Society Training Supervisor Community Member at Large
Kerri King Region of Durham Manager of Tourism Economic Development
John Koopmans* Region of Durham Principal Planner Region of Durham
Rick Lea* Durham Region Local Executive Director Employment Skills and Training Training Board
Wanda Leach* Lakeridge Health Director of Human Resources Employer / Service Provider
Caroline Nevin Scotiabank Branch Manager, Uxbridge Business / Chamber of Commerce
Larry O’Connor Township of Brock Mayor and Regional Councillor Chair, Health & Social Services Committee
Keith Richards* Durham Regional Police Service Constable and Diversity Coordinator Police Services
Tracey Tyner Cavanagh* Region of Durham Accessibility Coordinator Accessibility
Tracey Vaughan* Community Development Executive Director Settlement Services Council Durham
*Also served as an interim council member
2010 LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL
31.
APPENDIX A
Staff Support to the Local Diversity & Immigration Partnership Council
Member Name Organization Title Sector
Audrey Andrews Region of Durham Manager, Diversity and Staff Support to the LDIPC Immigration Program
Samantha Burdett Region of Durham Policy Advisor, Diversity and Staff Support to the LDIPC Immigration Program
Nadia Polani Region of Durham Secretary, Diversity Staff Support to the LDIPC and Immigration Program
Hilary Schuldt Region of Durham Policy Advisor, Diversity Staff Support to the LDIPC and Immigration Program
32.
25.
Member Name Organization Title
Merle Cole Merle Cole Consulting Consultant
April Cullen City of Oshawa Former Regional Councillor
Ben Earle Community Development Council Durham Community Development Manager
Robert Fillion Durham Region Local Training Board Francophone Representative
Doug Lindeblom (retired) Region of Durham Director, Economic Development & Tourism
Kelly O’Brien Region of Durham Manager, Employment Programs
Susan Simpson Taylor Pro Act Ideas Consultant
We would also like to acknowledge the efforts of the Interim Council and other contributors
whose hard work and dedication have resulted in the Community Plan.
33.
LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL
605 Rossland Rd. E.
P.O. Box 623
Whitby, On L1n 6A3
Tel: 905-668-7711 or 1-800-372-1102
Fax: 905-666-6219
Email: [email protected]
www.durhamimmigration.ca
March 2011
28.
LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL
605 Rossland Rd. E.
P.O. Box 623
Whitby, On L1n 6A3
Tel: 905-668-7711 or 1-800-372-1102
Fax: 905-666-6219
Email: [email protected]
www.durhamimmigration.ca
March 2011
Funded by: Financé par :