There are many ways to boost your savings in Canada. And to encourage you to save, the government offers various incentives with a number of advantages. Let’s take a closer look. Read more
Achēv is proud to present this insightful blog post in collaboration with National Bank. Together, we are dedicated to empowering newcomers in Canada, ensuring they have the support needed to reach their full potential.
When preparing for interviews, people spend the vast majority of their time thinking about questions they could be asked. While this makes perfect sense, many people don’t put enough thought into questions to ask a prospective employer. After all, an interview is not only about selling your experiences to employers but also about identifying whether a company is the right one for you. With this in mind, here are the top eight questions to ask an interviewer.
This is a valuable question to ask an interviewer for a number of reasons. First, it’s an excellent way to ask about the specific expectations for a position. The interviewer will respond by describing how they see the person in the role functioning. These answers will allow you to determine if you can picture yourself in the role. Additionally, some jobs have lots of variabilities, and there may not be a typical day. Asking this question can help inform you of that as well.
There are many benefits that employers can offer in addition to compensation. One is encouraging your professional development. Many employers will provide incentives for staff to further their education or training. Some will provide funding for improving skills that will make you more effective at your job. Asking this question to an interviewer helps determine a company’s level of investment in your growth.
One of the most valuable things to learn as a prospective employee is what your boss expects of you. A good way of determining this is to ask about expectations for the most important accomplishments during the first 60 days (or three months or six months). This can help you get a sense of how quickly you need to get up to speed.
It’s always good to know how you will be evaluated in a particular job. Will your performance be assessed on the accomplishment of specific goals? Will you be evaluated based on the skills that you demonstrate? Asking this question allows you to get a sense of a company’s assessment processes and what they value most.
A company’s organizational culture can make or break your enjoyment of working there. Asking about organizational culture during a job interview can help you get a sense of the company’s values. While no one will tell you they have a negative culture, you may be able to pick up on warning signs. Additionally, you can learn other information, such as whether a company encourages collaboration, leadership, and other things from their employees.
This is a great way to phrase the question if you’re curious about upward mobility. First, it puts the ownership of getting promoted on you, which can come across positively. Secondly, you’ll be able to learn not only if there are opportunities for promotion but also how to demonstrate that you are ready for the next level. This question is great to ask an interviewer from large organizations.
Asking this question is a good way of learning about the challenges you will have to navigate if you are selected for the position. It’s an excellent question to ask an interviewer if the organization is larger or going through changes in its organizational structure, as it can shed more information on how things like this may affect your role. It can also allow you to discuss your passion for taking on a particular challenge, if applicable.
This is a great question to ask an interviewer to get a sense of how well they enjoy working for the company. If they seem to have difficulty forming an answer, that could be a hint to look for other signs of negative work environments. However, if they seem genuinely thrilled about their work and team, that’s a great indicator that it’s a good place to work. Focus on their emotions and body language just as much as what they say in response.
While interviews are certainly an opportunity to showcase your skills and experience, you should also be ready to ask an employer a few questions as well. This list provides you with a starting point for what questions you should ask when it’s your turn at the end of the interview.
At Achēv, our Employment Ontario Services offers a wide range of resources to support your career and employment needs. Our employment centres are located across the Greater Toronto Area, including Toronto, Brampton, Mississauga and North York. Contact us today to register for our free employment services.
Before lending you any credit or signing a lease contract, for example, someone may, with your approval, submit a request to consult your credit report. Here’s the rundown from our experts to help you understand the information contained in this report and how to build a good credit score. Read more.
Achēv is proud to present this insightful blog post in collaboration with National Bank. Together, we are dedicated to empowering newcomers in Canada, ensuring they have the support needed to reach their full potential.
Canada, renowned for its inclusivity and diversity, welcomes immigrants from around the world seeking a better life. However, the journey for newcomer women in Canada comes with its own set of challenges. In this blog post, we’ll shed light on seven common challenges faced by newcomer women, offering insights and strategies to navigate these obstacles and thrive in their new environment.
Newcomer women often encounter difficulties in securing meaningful employment. Language barriers, unrecognized credentials, and a lack of Canadian work experience can hinder career progression. To overcome this challenge, women can enroll in language courses, seek mentorship, and explore volunteer opportunities to build local experience and networks.
Adapting to a new culture can be overwhelming. Cultural nuances, social norms, and workplace dynamics may differ significantly from one’s home country. It is crucial for newcomer women to engage in cultural integration programs, connect with community organizations, and seek support from fellow immigrants to ease the transition and build a sense of belonging.
Educational credentials obtained in another country may not always be recognized in Canada, limiting access to certain professions. Newcomer women can overcome this challenge by researching credential recognition processes, seeking advice from educational institutions, and exploring bridging programs designed to help integrate foreign qualifications into the Canadian workforce.
Newcomer women may experience social isolation due to language barriers, cultural differences, or the demands of family responsibilities. Building a social support network is crucial. Attend community events, join social groups, and connect with other immigrant women who share similar experiences. Embracing opportunities for friendship and support can alleviate feelings of isolation.
Finding affordable and suitable housing can be a significant challenge, particularly in urban areas. Newcomer women may face financial constraints, making it challenging to secure stable housing. Seeking assistance from settlement organizations, exploring subsidized housing options, and creating a budget plan can help alleviate housing and financial struggles.
Understanding and navigating the Canadian healthcare system can be complex for newcomer women. Language barriers, unfamiliar healthcare practices, and lack of knowledge about available services can pose challenges. Enrolling in orientation programs, accessing interpreter services, and registering with a local family doctor are essential steps in ensuring proper healthcare access.
Balancing family responsibilities with career aspirations is a common challenge for newcomer women. Many arrive in Canada with a strong commitment to family, and juggling childcare, household duties, and professional goals can be overwhelming. Seeking support from family members, exploring childcare options, and discussing flexible work arrangements with employers can help strike a balance.
Community support, mentorship programs, and accessible resources provided by settlement organizations play a crucial role in helping newcomer women overcome these challenges. Achēv Women’s Services offers programs and services to support the unique needs of women and girls as they navigate their employment, educational, community, and language needs.
In the past two and a half years, the Advancing Equity for Women and Girls team has developed several resources and initiatives aimed at addressing barriers to employment for immigrant and racialized women. Following last week’s blog, we will explore two more strategies included in our DEIA toolkit for employers, “Paving the Way: A Diversity, Equity, Inclusion and Accessibility Guide to Support Immigrant and Racialized Women in the Canadian Labour Force.”
To foster a positive and respectful work environment, you can integrate DEIA into your internal communications strategy. There are several benefits of integrating DEIA, from increasing understanding between teams to enhancing employee engagement and well-being.
But how can you achieve this? Creating an awareness campaign or initiatives to promote the use of inclusive language is a great way to start. During the campaign, training can be provided, and leaders can encourage employees to use inclusive language in both written and verbal communications, such as using gender-neutral terms and avoiding gendered words.
For inclusive language to be integrated, it’s important that leaders not only encourage but also lead by example and demonstrate this inclusive behavior to the organization.
Regarding external communications, consider integrating DEIA into the hiring process, starting with job postings. Keep in mind that a job posting is most likely the first connection and impression an applicant will have of your organization. As such, having a clear commitment to DEIA is of benefit to attract the candidates you want. Consider the following when writing a job posting:
To further integrate DEIA, ensure that the posting meets accessibility standards, such as having alternative text and machine-readable documents.
For a deeper dive into strategies supporting immigrant and racialized women in the Canadian labour force, access our toolkit for employers, “Paving the Way: A Diversity, Equity, Inclusion, and Accessibility Guide.”
Funded by Women and Gender Equality (WAGE), Advancing Equity for Women and Girls supports a feminist response and recovery from the impact of COVID-19 on the employment of immigrant and racialized women in the Greater Toronto Area (GTA) by contributing to systemic change to promote women’s economic prosperity and equality.
For any questions regarding the project, contact us:
Read more about our program here: Advancing Equity for Women and Girls – Employment Services
In the past two and a half years, the Advancing Equity for Women and Girls team has developed several resources and initiatives aimed at addressing barriers to employment for immigrant and racialized women. After conducting a consultation phase with immigrant and racialized women, employers and key stakeholders, the AEWG team, in partnership with SEASONOVA, a BIPOC-led social enterprise, developed a DEIA toolkit for employers, “Paving the Way: A Diversity, Equity, Inclusion and Accessibility Guide to Support Immigrant and Racialized Women in the Canadian Labour Force.”
The “Paving the Way” toolkit offers a guide on implantable strategies to recruit, hire and retain immigrant and racialized women in the Canadian labour force by applying DEIA principles and practices. In this blog, we will explore two of the ten strategies presented in the toolkit.
Suppose your organization is in the early stages of its DEIA journey. It is crucial to engage with its leadership to cultivate their buy-in and commitment toward DEIA efforts. This can include having a Lunch & Learn session to create awareness and understanding of what DEIA means, its benefits to the organization and its employees, and the risks of not cultivating a diverse and inclusive workforce.
It’s highly encouraged that before engaging with senior leadership, one should develop a business case for DEIA in one’s organization. One approach is to present DEIA not just as an HR strategy but as an ongoing business tool that can improve the attraction and retention of diverse talent and maximize workforce potential (The Building Industry and Land Development Association, 2021).
Another approach to present the significance of DEIA for your organization or company is “competitive advantage” or “organizational benefits.” The following section outlines some of the key contributors to understanding and developing your business case. Remember that as each organization is unique, there is no one correct business case, and it’s okay if the business case evolves over time:
After you engage with the leadership, with a clear perspective of the benefits of DE&I initiatives for the organization, the next step is to have your company’s leadership state their reasons for improving diversity and belonging to garner greater buy-in.
Having a senior leadership champion the initiative is a critical success factor. Without at least one executive sponsor, the initiative will likely end before it starts. To learn how to successfully acquire leadership buy-in, from having an executive sponsor to establishing a permanent and working DEIA committee, you can read our toolkit.
DEIA lens is a tool that supports leaders in their decision-making process when developing programs and policies. It can be used to identify positive and negative impacts for diverse groups of employees. DEIA lens can be applied in several different ways within the workplace, such as communications, training, service delivery, policy development and human resources, amongst others.
A prime example of a DEIA lens is the Government of Canada’s Gender-Based Analysis Plus (GBA Plus). GBA Plus is an analytical tool that aims to ensure equitable benefits and opportunities for everyone. This tool supports leaders in assessing “how the needs and experiences of different groups of people are influenced by intersecting parts of their identity, the context they are in and their lived experiences.” GBA Plus can support you in identifying problems, challenging your assumptions, and identifying the potential impacts of your initiatives. To learn more about GBA Plus, explore our toolkit and access Women and Gender Equality Canada’s course “Introduction to GBA Plus.”
For a deeper dive into strategies supporting immigrant and racialized women in the Canadian labour force, access our toolkit for employers, “Paving the Way: A Diversity, Equity, Inclusion, and Accessibility Guide.”
Funded by Women and Gender Equality (WAGE), Advancing Equity for Women and Girls supports a feminist response and recovery from the impact of COVID-19 on the employment of immigrant and racialized women in the Greater Toronto Area (GTA) by contributing to systemic change to promote women’s economic prosperity and equality.
For any questions regarding the project, contact us:
Read more about our program here: Advancing Equity for Women and Girls – Employment Services
The difference between a gross and net salary can be surprising. Fortunately, there are a number of ways to reduce this gap and save on taxes. Follow these steps to leave less money on the table. Read more
Achēv is proud to present this insightful blog post in collaboration with National Bank. Together, we are dedicated to empowering newcomers in Canada, ensuring they have the support needed to reach their full potential.
For aspiring women entrepreneurs in Canada, embarking on the journey of starting a business is both exhilarating and full of potential. For immigrants and newcomers, navigating the entrepreneurial landscape in a new country may pose unique challenges. In this blog post, we’ll explore eight essential tips tailored to women looking to launch their own businesses in Canada, providing guidance and insights to help them thrive in the entrepreneurial realm.
Building a strong professional network is a cornerstone of entrepreneurial success. Attend industry events, join business associations, and connect with fellow entrepreneurs, mentors, and potential collaborators. Networking not only provides valuable insights and advice but also opens doors to partnerships and business opportunities.
Canada offers a wealth of resources and support for women entrepreneurs. Explore programs provided by government agencies, non-profit organizations, and local chambers of commerce. Many of these organizations offer mentorship, training, and financial assistance specifically tailored to women entrepreneurs.
The entrepreneurial landscape is dynamic, and staying informed is key to success. Take advantage of workshops, seminars, and online courses that focus on business development, marketing, and financial management. Continuous learning ensures that you stay ahead of industry trends and acquire the skills necessary for sustained growth.
In the digital age, an online presence is crucial for business success. Invest time in building a strong digital brand through a well-designed website, social media platforms, and online marketing strategies. Utilize digital tools to reach a broader audience, build brand awareness, and connect with potential customers.
Mentorship plays a vital role in the entrepreneurial journey. Find experienced mentors who can provide guidance, share insights, and offer support based on their own entrepreneurial experiences. Mentorship programs, both formal and informal, provide valuable perspectives and can help navigate the challenges of starting and growing a business.
A solid understanding of financial management is crucial for the success of any business. Familiarize yourself with basic accounting principles, budgeting, and financial planning. Seek professional advice when needed, and consider working with an accountant to ensure your business finances are in order from the start.
Entrepreneurship is a journey filled with ups and downs. Cultivate a resilient mindset to navigate challenges and setbacks. Embrace failures as opportunities to learn and grow. Surround yourself with a support system that understands the entrepreneurial journey and provides encouragement during both triumphs and tribulations.
Achieving a balance between work and personal life is essential for overall well-being. For women entrepreneurs, juggling various responsibilities may be challenging. Set boundaries, prioritize self-care, and allocate time for family and personal pursuits. Striking a healthy work-life balance contributes to sustained success and fulfillment.
For women immigrants and newcomers aspiring to become entrepreneurs in Canada, the path to success is paved with determination, resilience, and strategic planning. Through empowerment, support, and shared experiences, women entrepreneurs can continue to make valuable contributions to the economic landscape of their new home.
Achēv Women’s Services offers program and services to support the unique needs of women and girls as they navigate their employment, educational, community and language needs. Our women-centric programs and services helps women to develop valuable skills, become involved in their community, or support them with their employment goals.
Embarking on the journey to finding your first job as a youth can be both exciting and daunting, especially in the dynamic Canadian job market. As a young individual in Canada, you are entering a diverse and competitive job landscape that offers numerous opportunities for growth and learning. In this blog post, we will explore key strategies to help you navigate the Canadian job market.
Before delving into the job search process, it’s crucial to comprehend the Canadian job market and its nuances. Canada boasts a robust and diverse economy, with job opportunities spanning various industries. An important component of finding your first job as a youth is to research the current job trends and in-demand skills in your area of interest will give you a competitive edge when tailoring your application materials.
Crafting a compelling resume and cover letter is the first step in presenting yourself as an ideal candidate to potential employers. Highlight your education, relevant skills, and any extracurricular activities or volunteer work that demonstrate your commitment and work ethic. Tailor your resume to the specific job you’re applying for, and use your cover letter to express genuine interest in the position and company.
In Canada, networking plays a crucial role in the job search process. Attend career fairs and industry events, and connect with professionals on platforms like LinkedIn. Consider reaching out for informational interviews with individuals working in your desired field. This not only provides valuable insights into the industry but also expands your network, increasing your chances of discovering hidden job opportunities.
Online job portals are powerful tools for job seekers. Websites like Indeed, Monster, and Workopolis feature a plethora of job listings across various industries. Create profiles on these platforms, upload your resume, and set up job alerts to stay informed about new opportunities. Additionally, explore specialized job boards that cater to specific industries, ensuring you don’t miss out on niche job openings.
Internships and co-op programs are excellent ways to gain hands-on experience and make valuable connections in your chosen field. Many Canadian companies offer internships to students and recent graduates, providing a stepping stone to finding your first job as a youth. Research organizations that offer such programs and submit applications to gain practical experience while enhancing your employability.
While technical skills are essential, employers in Canada also value soft skills such as communication, teamwork, and adaptability. Highlight instances where you’ve demonstrated these skills in your resume and during interviews. Participate in extracurricular activities or volunteer work that allows you to develop and showcase these attributes, making you a well-rounded candidate.
Canada has various government-sponsored programs, like Achēv, aimed at supporting youth employment. Achēv’s Youth Services offers various youth employment programs that provide valuable resources, training, and mentorship opportunities, enhancing your chances of securing meaningful employment.
Finding your first job as a youth in Canada requires a combination of proactive efforts, networking, and a well-crafted application strategy. By understanding the job market, building a strong resume, networking, utilizing online job portals, exploring internships, showcasing soft skills, and taking advantage of youth employment programs, you’ll be well on your way to securing that coveted first job. Remember, persistence and adaptability are key as you navigate the exciting path towards launching your career in the Canadian workforce.
Advancing Equity for Women and Girls (AEWG) at Achēv hosted three panel discussions with experts from various sectors, including AI, business, and government leadership, between September 2023 to November 2023.
The objective of this series of panel discussions was to unpack the challenges faced by immigrant and racialized women, as well as young women, in the labour market. This phase marked the intervention stage of the AEWG project, aiming to engage both employers and employees with solution-oriented recommendations.
Among the panelists were Warsan Hagi-Yusuf, DEIA Specialist at Deloitte; Amal Masri, founder of Fix The Broken Rung; Theirry Lindor, Co-Founder of Happly.ai; Dorian Spears, Director of Partnerships & Strategy at the Gender Equality in Tech Cities initiative; Nammi Sriharsan, Executive Coach and AI Leader; Jhoanna Gonzales Miners, CEO of SEASONOVA; and Richard Sharpe, Director of the Black Equity Branch at the Treasury Board Secretariat in the Ontario Public Service.
Key emerging themes from all three panel discussions included:
There is a crucial need for intentional recruitment processes, especially concerning the recruitment of women, particularly immigrant and racialized women. For instance, the collaborative efforts between corporations and the non-profit sector, such as Achēv, are essential to reach racialized women and other equity-deserving groups.
Intentional data analysis is crucial for mitigating inherent biases within IT, with Artificial Intelligence (AI) development being a key focal point. The solution lies in cultivating diversity of expertise within development teams and fostering collaborations with non-profit and educational institutions. Additionally, recognizing the important role of government regulations is essential in ensuring equitable and unbiased outcomes.
The pitfalls within our current hybrid workplace are that it can foster biases among the leadership in organizations and companies, where social networks and sponsorship are being missed for women in the workplace. There is a strong potential of impacting women and their ability to progress career-wise. For example, “Fix the Broken Rung” has been providing racialized professional women a platform to share their experiences and develop solutions to reducing biases in the workplace by promoting inclusivity and shifting the focus on the talent and contribution women make in the workplace.
Sponsorship opportunities hold significant importance for working women, particularly racialized and immigrant women, in leveling the playing field and ensuring equity in access to professional opportunities.
In the current hybrid workspace, cultivating a healthy workplace culture entails rejecting a surveillance-oriented approach and instead encouraging leaders to regularly check in with their teams, ensuring that everyone’s voice is heard and valued.
For sustained success, Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives cannot solely rely on Human Resources (HR) departments. Instead, they must be integrated throughout the organizational structure and operations. This approach fosters trust by prioritizing transparency and accountability at all levels.
Immigrant and racialized women represent some of the most educated and skilled individuals in Canada today. Shifting the paradigm requires employers to recognize the invaluable assets they bring to the labour market. These women are not merely employees; they are also entrepreneurs and job creators for their communities and Canadian society as a whole.
The current partnership between businesses and non-profits, particularly Employment Service Providers, has the potential to cultivate experiential opportunities through work-integrated learning, such as co-ops, internships, and volunteer opportunities.
During the panel discussions, some employers and business owners highlighted the importance of decolonizing our mindset when navigating the Canadian labour market. They emphasized the need to avoid devaluing the education and work experiences of newcomers recruited by the government based on their expertise.
Fostering alliances with diverse communities, sharing knowledge, and recognizing the potential that emerges from organizing both people and data are crucial elements in navigating the forthcoming changes in the labour market.
The effectiveness of Diversity, Equity, Inclusion, and Accessibility (DEIA) within an organization or company relies on hiring a third party to conduct surveys, interviews, and focus groups. This serves as a mechanism for organizational accountability.
Sharing the results of the equity audit conducted by the company or organization with employees presents an opportunity for employers to commit to improvement and address burnout, dissatisfaction, and high turnover among their employees, particularly those belonging to equity-deserving groups.
Adopting a multi-pronged approach towards Diversity, Equity, Inclusion, and Accessibility (DEIA) involves education, fostering diverse perspectives, and conducting institutional and individual self-assessment. This is a long-term effort and not a quick fix. Throughout this process, it’s crucial to deprioritize the comfort of those in dominant spaces and recognize the impact harmful work practices have on marginalized groups within companies and organizations.
In all three panel discussions, guest speakers emphasized the critical role communities play in holding those in powerful positions, whether in government or the private sector, accountable for advancing essential systemic and institutional changes. Measuring the impact of an organization or company’s DEIA initiatives is crucial, as it provides leaders with contextualized, qualitative upward feedback, along with recommendations for the next steps. Conducting an Equity Audit requires companies and organizations to cultivate a culture of psychological safety, which is central to fostering humility among leaders and making earnest efforts to respect, recognize, and connect with all employees. DEIA work is a collective effort, and it’s important to view all small progress as steps in the right direction.
For a deeper dive into strategies supporting immigrant and racialized women in the Canadian labour force, access our toolkit for employers, “Paving the Way: A Diversity, Equity, Inclusion, and Accessibility Guide.”
Funded by Women and Gender Equality (WAGE), Advancing Equity for Women and Girls supports a feminist response and recovery from the impact of COVID-19 on the employment of immigrant and racialized women in the Greater Toronto Area (GTA) by contributing to systemic change to promote women’s economic prosperity and equality.
For any questions regarding the project, contact us:
Read more about our program here: Advancing Equity for Women and Girls – Employment Services
