Lives: Immigrant Professionals Working in the Ontario Settlement Sector Adnan Türegün Centre for International Migration and Settlement Studies, Carleton University Ontario Council of Agencies Serving Immigrants 2010 Executive Directors’ Forum and Fall 2010 Professional Development Conference 1-5 November, Alliston 1
1. Rebuilding Professional Lives: Immigrant Professionals
Working in the Ontario Settlement Sector Adnan Tregn Centre for
International Migration and Settlement Studies, Carleton University
Ontario Council of Agencies Serving Immigrants 2010 Executive
Directors Forum and Fall 2010 Professional Development Conference
1-5 November, Alliston 1
2. Outline Posing the Problem Research Design Preliminary
Findings Concluding Remarks 2 3. Posing the Problem Immigrants and
refugees lack access to professions and trades in Canada. What do
internationally trained professionals (ITPs) do when they do not
get to practise their professions in Canada? Exit Option: They may
return to their countries of origin or move to a third country for
professional pursuit. 3 4. De-professionalization: Many ITPs
experience de-professionalization through unemployment or work
which does not require any professional skills set.
Re-professionalization or professional rebuilding: They may acquire
a new profession which may or may not be related to their primary
profession. 4 5. In the context of re- professionalization,
settlement work is a second profession for many ITPs. Immigrant and
refugee professionals practising settlement work are an
under-researched population. What are the personal and
organizational dynamics underlying the employment of ITPs in the
settlement sector? 5 6. Research Design A study of Ontario
settlement workers who are trained abroad in areas other than
settlement work. In collaboration with the Ontario Council of
Agencies Serving Immigrants (OCASI) and with funding from CERIS The
Ontario Metropolis Centre. An online survey (August-November 2009)
targeting the employees of OCASI member agencies. 6 7. In-depth
interviews with employees holding a variety of positions, including
those who make hiring decisions, at these agencies (November 2009-
March 2010). Of the 228 responses to the online survey, 155 were
included in the analysis and the rest were excluded for various
reasons. 7 8. A caveat: Our online survey is not based on a
representative sample of the internationally trained labour force
in the Ontario settlement sector. 19 in-depth interviews were
conducted among those who responded to the online survey and 6
particularly with agency staff in a managing position. 8 9.
Preliminary Findings Analysis of data, particularly of in- depth
interviews, is still ongoing. A full report is to be expected in
January 2011. 9 10. 21% 79% Sex Male= 32 Female= 123 10 11. 26% 32%
32% 10% AgeGroup 25-34 = 41 35-44 = 49 45-54 = 50 55-64 = 15 11 12.
12 21.29 38.06 20.65 0.65 18.06 1.29 0 10 20 30 40 50 60 70 Africa
& Middle East Asia & Pacific South & Central America
United States Europe & United Kingdom DNA (Did Not Answer)
Region of Birth Frequency Percent 13. 13 10.32 23.87 11.61 9.03
2.58 1.29 15.48 16.77 2.58 6.45 0 5 10 15 20 25 30 35 40 Chinese
South Asian Black Arab/West Asian Filipino Southeast Asian Latin
American White Other DNA Ethnic Status Frequency Percent 14. 14
1.94 42.58 10.32 1.29 23.87 1.94 10.32 7.74 0 10 20 30 40 50 60 70
Buddhist Christian Hindu Jewish Muslim Sikh Non-religious DNA
Religious Affiliation Frequency Percent 15. 15 11.61 43.23 35.48
9.68 0 10 20 30 40 50 60 70 80 Diploma/Certificate Bachelor's
Master's Doctorate Level of Education Frequency Percent 16. Top 10
Fields of Education Number (%) Business Administration and
Management 21 (13.55) Education 18 (11.61) Arts, Language, and
Literature 17 (10.97) Science 14 (09.03) Law 11 (07.10) Engineering
9 (05.81) Social Science 8 (05.16) Social Work 8 (05.16) Journalism
and Communication 7 (04.52) Medicine, Dentistry, and Veterinary
Medicine 6 (03.87) 16 17. 74% 8% 17% 1% Place of Education Country
of Birth = 114 Canada= 13 ThirdCountry = 27 DNA = 1 17 18. 18 0.65
2.58 7.10 9.68 13.55 22.58 15.48 19.35 7.74 1.29 0 5 10 15 20 25 30
35 40
1965-19691970-19741975-19791980-19841985-19891990-19941995-19992000-20042005-2009
DNA Period of Graduation Frequency Percent 19. 79% 21%
Pre-ImmigrationEmploymentinField of Education Yes = 122 No = 33 19
20. Top 10 Pre-Immigration Job Titles in Field of Education Number
(%) School Teacher 16 (13.11) Manager 14 (11.48) University
Professor 8 (06.56) Lawyer 6 (04.92) Director 6 (04.92) Coordinator
6 (04.92) Engineer 5 (04.10) ESL Teacher 5 (04.10) HR Officer 5
(04.10) Other Health Professional 4 (03.28) 20 21. 21 27.05 33.61
21.31 11.48 4.92 0.82 0.82 0 5 10 15 20 25 30 35 40 45 1-5 6-10
11-15 16-20 21-25 26-30 DNA Duration of Pre-Immigration Employment
in Field of Education (in Years) Frequency Percent 22. 22 0.65 0.65
1.29 5.16 5.81 22.58 34.84 29.03 0 10 20 30 40 50 60 1965-1969
1970-1974 1980-1984 1985-1989 1990-1994 1995-1999 2000-2004
2005-2009 Period of Arrival in Canada Frequency Percent 23. 92% 8%
Provinceof Arrival Ontario= 143 Other Provinces = 12 23 24. 24
45.16 26.45 15.48 1.29 4.52 5.16 1.94 0 10 20 30 40 50 60 70 80
Economic Class Family Class Protected Person Temporary Worker
Visitor Student DNA (Im)migration Category Frequency Percent 25.
64% 35% 1% CitizenshipStatus CanadianCitizen= 99
Non-CanadianCitizen= 55 DNA = 1 25 26. 70% 30% Expectationof
ProfessionalPractice in Canada Yes = 109 No = 46 26 27. 27 44.34
12.26 7.55 5.66 8.49 6.6 22.64 14.15 14.15 0 5 10 15 20 25 30 35 40
45 50 Reasons for Expectation of Professional Practice in Canada*
Frequency Percent 28. 72% 28% ActiveSearch for Professional
Practice in Canada Yes = 111 No = 44 28 29. 29 21.43 9.52 16.67
9.52 7.14 11.90 9.52 40.48 16.67 0 5 10 15 20 25 30 35 40 45
Reasons for Not Actively Searching for Professional Practice in
Canada* Frequency Percent 30. 91.89 29.73 55.86 42.34 64.86 71.17
95.5 0 20 40 60 80 100 120 Forms of Active Search for Professional
Practice in Canada* Frequency Percent 30 31. 31 44.12 48.04 69.61
11.76 58.82 57.84 49.02 8.82 0 10 20 30 40 50 60 70 80 Government
Agency Professional Regulatory Body Settlement Service Agency Legal
or Professional Advocacy Organization Individuals Practising, or
Trying to Practise, the Profession Employers in the Profession
Family and Friends Other Institutions and Individuals Seeking Help
from Institutions and Individuals* Frequency Percent 32. 53% 47%
Resultof the Applicationfor Registration Succeeded= 25 DidNot
Succeed = 22 32 33. 44% 56% Resultof the Search for a Job Related
to the Profession Found = 47 DidNot Find = 59 33 34. 34 2 1 1 2 1 2
1 1 2 4 1 2 1 5 2 2 5 3 1 1 1 1 2 1 1 1 0 1 2 3 4 5 6
Post-Imigration Job Titles in the Professional Field Frequency 35.
35 11 10 6 2 3 3 1 2 1 2 1 1 1 1 2 0 2 4 6 8 10 12 1 yr 2 yrs 3 yrs
4 yrs 5 yrs 6 yrs 7 yrs 8 yrs 9 yrs 10 yrs 11 yrs 14 yrs 15 yrs 17
yrs 18 yrs Duration of Post-Immigration Employment in the
Professional Field Frequency 36. 36 19 7 1 2 2 5 2 3 4 2 0 2 4 6 8
10 12 14 16 18 20 Reasons for Leaving Jobs in the Professional
Field Frequency 37. 37 20.37 9.26 5.56 48.15 24.07 9.26 14.81 12.96
0 10 20 30 40 50 60 Self-Explanation of Prevention from Practising
Profession in Ontario* Frequency Percent 38. 69% 29% 2%
Post-ImmigrationEmploymentinNon- Professionaland
Non-SettlementFields Yes = 107 No = 45 DNA = 3 38 39. 39 40.57 2.83
12.26 18.87 12.26 11.32 5.66 14.15 13.21 0 5 10 15 20 25 30 35 40
45 50 Non-Professional and Non-Settlement Fields of Post-
Immigration Employment Frequency Percent 40. 40 48.11 12.26 9.43
14.15 14.15 24.53 0 10 20 30 40 50 60 Post-Immigration Job Titles
in Non-Professional and Non-Settlement Fields Frequency Percent 41.
41 41.82 15.45 8.18 5.45 7.27 6.36 2.72 0.91 1.82 0.91 0.91 8.18 0
5 10 15 20 25 30 35 40 45 50 1 yr 2 yrs 3 yrs 4 yrs 5 yrs 6 yrs 7
yrs 9 yrs 10 yrs 12 yrs 14 yrs DNA Duration of Post-Immigration
Employment in Non- Professional and Non-Settlement Fields Frequency
Percent 42. Top Five Reasons for Leaving Post-Immigration Jobs in
Non-Professional and Non-Settlement Fields Number (%)
Dissatisfaction with Job or Employer 23 (20.91) Transition to
Settlement Work 17 (15.45) Further Education 11 (10.00) Search for
Better Employment 10 (09.09) Business Downsizing or Closure 10
(09.09) 42 43. 43 14.84 35.48 18.06 15.48 5.81 10.32 0 10 20 30 40
50 60 Seeking Help for Initial Settlement Needs Seeking Help for
Employment in the Area of Professional Qualification Volunteering
Looking for Work at the Agency Other DNA Reasons for First Contact
with a Settlement Agency Frequency Percent 44. 47% 42% 11% First
SettlementAgencyContact - First SettlementJobMatch Yes = 73 No = 65
DNA = 17 44 45. 45 39.39 9.09 4.55 24.24 22.73 6.06 15.15 13.64 0
10 20 30 40 50 60 Reasons for Seeking Employment in the Settlement
Sector* Frequency Percent 46. 46 0.65 3.23 9.03 19.35 54.19 13.55 0
10 20 30 40 50 60 70 80 90 1985-1989 1990-1994 1995-1999 2000-2004
2005-2009 DNA Period of First Employment in the Settlement Sector
Frequency Percent 47. First Settlement Job Titles (Top Five) Number
(%) Settlement Worker/Counsellor 43 (27.74) Administrative/Program
Coordinator 18 (11.61) Community/Outreach Worker 14 (09.03) Other
Non-Supervisory Position 10 (06.45) Administrative
Assistant/Receptionist 10 (06.45) 47 48. 39% 47% 14% First
SettlementJob - Current SettlementJobMatch Yes = 60 No = 73 DNA =
22 48 49. Current Settlement Job Titles (Top Five) Number (%)
Administrative/Program Coordinator 19 (20.00) Settlement
Worker/Counsellor 17 (17.89) Program Supervisor/Manager 13 (13.68)
Executive/Program Director 5 (05.26) Other Non-Supervisory Position
5 (05.26) 49 50. 42% 34% 24% First SPO Employer- Current SPO
Employer Match Yes = 38 No = 31 DNA = 22 50 51. 67% 19% 14%
ProfessionalTraining Related to Settlementsince First Job in the
Sector Yes = 104 No = 29 DNA = 22 51 52. 37% 38% 25% Desireto Go
Back to Practice in Primary Profession Yes = 58 No = 58 DNA = 39 52
53. 41% 34% 25% Desireto Go Back to Practice in Primary
Profession(Giventhe Opportunity) Yes = 64 No = 52 DNA = 39 53 54.
Concluding Remarks Respondents place heavy emphasis on the
personal, inner satisfaction they get from, and the social
obligation they feel towards, settlement work. For many, settlement
work is a calling. 54 55. By establishing this connection, they
make sense of the multitude of investments that they have made for
and in their previous careers. For professionals, occupational
identity is one of the building blocks of self and losing that can
thus be destructive of self. 55 56. In their work with and for
newcomers, they find a connection in different forms and varying
degrees to their primary profession. 56 57. Thank you! Contact:
[email protected] 57
