PROJECT OBJECTIVES
In Canada and Manitoba there is an interest in facilitating the entry of immigrants into the labour market. Challenges exist in matching the skill sets and interests of newcomers to Canada with available opportunities. It was the intent of the DAWN project to implement a common lens, WPLAR, (Workplace Prior Learning Assessment and Recognition) to assist all stakeholders to agree as to the base skill set, and appropriate interventions required to stabilize and grow opportunities for newcomers to Canada.
PROJECT ACTIVITIES
The DAWN Project was to be implemented with a representative cohort of regional employers and Chambers of Commerce from the Pembina Valley Region. The project involved introducing a common training framework using training options/vectors for assessing and costing. Activities revolved around providing expert coaching, applying prior learning assessment recognition (PLAR) practices to occupations within the workplace (i.e. WPLAR), developing best practices and transferring knowledge and lessons learned to others.
FACTORS LEADING TO DEVELOPMENT OF THE PROJECT
A small group of concerned community members identified the following:
- There is a strong base of small and medium sized enterprises in the Pembina Valley
- There is a shortage of skilled workers in the manufacturing industries
- The Pembina Valley has demonstrated an ability to attract immigrants to live and work in the area (this area was one of the first to actively recruit through the Manitoba Provincial Nominee Program)
- There is an excellent base of core services for immigrants in the area
CHALLENGES ADDRESSED BY DAWN
When hiring newcomers to Canada, employers have identified the following challenges:
- Difficulty in the proper assessment of credentials/skills of newcomers; Foreign credentials are not consistent with Canadian standards
- Difficulties in identifying appropriate skills training; Employers don’t always know what’s available in the way of training, and are not sure what their workers need
- Differences between employer/employee expectations; Canadian workplace culture is often different from that of the immigrants’ home country. Many employees come from a culture where it is not acceptable to question authority, and asking a question is seen as showing a lack of knowledge that could result in dismissal from their job. The employee responds in the affirmative when asked if they understood instructions, whether or not they actually do understand, which results in safety concerns, and production problems down the line.
- Unanticipated training related costs; For example, translation costs for safety related training due to the language barrier
- Significant number of underemployed workers; Newcomers often end up being employed in jobs which are beneath their skill level
