Business immigrants continue to take top billing in Canada

MP Jason Kenney of the Conservative Party fiel...Image via Wikipedia
A lot of the talk about immigration recently has focused on would-be refugees trying to cheat the system to gain entry to Canada and eventually become citizens.

It got me thinking about the numbers and types of immigrants who come to Canada - just as the latest release of quarterly statistics from the department of immigration crossed my desk. The report contains year-to-year and quarterly statistics that track who's coming to Canada, why, where they're ending up.

There are too many statistics to discuss in this space. So allow me to mention a few of the numbers in the third quarter for 2010 that caught my attention.

There are three main classes of immigrants: business, family and refugees. From the chart below, you see the trend that's in play.
(David McKie, Jan. 26, 2011) class charts for blog.JPG
When comparing their numbers from the second quarter of 2010 to the third quarter (the most recent statistics), we see that the business class - represented by the red line in the chart - grew by eight per cent; the family and refugee classes dropped by 2.6 per cent and 2.8 per cent, respectively.
These trends held firm when comparing the first three quarters for 2009 and 2010. 
In a news release last summer, Immigration Minister Jason Kenney said Canada wouldn't increase the number of business-class immigrants at the expense of family or humanitarian immigration categories, but the numbers tell a different story.
Predictably, advocates and some Opposition MPs accuse the Harper government of favouring people who either have money or who are coming here to do certain jobs over potential refugee claimants.
The government responds by pointing out that Canada needs people who can contribute to the economy and pay taxes (or put another way, stay off welfare) while helping to increase our population by sponsoring their relatives or having kids, or both.
I recall a scrum Kenney had with reporters on Nov. 1, 2010. We asked him about numbers, which even then showed an increase in people coming to Canada through temporary work permits. While he fielded specific questions about that program, there was no mistaking his government's take on the value of business-class immigrants. 
"Within five years, there will be no growth in the Canadian labour market (workers)," he explained to reporters. "All labour force growth will be because of immigration. There are, in certain regions, significant labour-market shortages. We've also seen some recent data that show that federal skilled workers who have arrived in the last few years have seen significant improvement in their economic outcomes."

(Click here to listen to audio of Kenney talking to reporters)
There are also some interesting trends within the general numbers from those Citizenship, Immigration and Multiculturalism spreadsheets.

For instance, within the business class, one of the largest growth areas is something called the "Provincial or Territorial nominees" program, which allows jurisdictions across the country to determine who they get to keep. It's often the case that they end up choosing individuals who are on temporary work visas. This category has grown, in part, because provinces such as Alberta have asked Ottawa to raise the cap. The "investors" category has enjoyed even more impressive growth.

In the "refugee class," even though the overall category is in decline, there are parts of it, such as "privately sponsored" refugees, that are increasing. This comes as no surprise, as Kenney has touted this as a preferred route for refugees entering the country. But "Refugees landing in Canada" and those sponsored by the government are two parts of this overall category that are declining. And these declines are responsible for the refugee category's overall downward trend.

If you have any feedback on any aspect our immigration program, please feel free to contact me at: david_mckie@cbc.ca
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Wal-Mart Canada plans 40 supercentres in next fiscal year

Wal-Mart location in MonctonImage via Wikipedia
The retail giant says it will open 40 new Canadian supercentres in its upcoming fiscal year starting Feb. 1 through both renovating and relocating some existing stores and constructing new ones.
While the location of the new stores hasn't been announced yet, the plan will expand the supercentre concept into Manitoba and Quebec, and represents a combined investment of nearly $500 million.
Supercentre locations in the greater Ottawa area include Lincoln Fields, Carleton Place, Rockland and Orleans.
Wal-Mart said the plan could create more than 9,200 jobs in stores and in the construction sector.
The retailer opened its first Canadian supercentres in Ontario in 2006.
At the end of this month it will have 325 stores, of which 124 will be supercentres.
– With files from OBJ Staff
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Canada’s culture of excellence in education

CLRV #4059 travels along the Main Street bridg...Image via Wikipedia
Andy Hargreaves
Last year, I was driving through Toronto when I spied a bumper sticker ahead. It didn’t proclaim “God Bless Canada” or even “Proud to be Canadian.” It simply said “Content to be Canadian!” That’s Canada in a nutshell. Canada scores quite well (but not spectacularly) on a range of international indicators: 8th in human development, 25th most equal, 14th least corrupt, and characteristically half way on UNICEF’s index of child well-being.
Canada ranks in the middle of lots of things, except perhaps hockey, the Winter Olympics and now, education. Last month, the media had a feeding frenzy over the release by the Organization for Economic Cooperation and Development (OECD) of the results of their Program for International Student Assessment (PISA). The big story was the prominence of Asian countries on the top-10 list. What the media elsewhere overlooked was the strong performance of Canada.
Canada ranked 6th overall, and the OECD picked out Canada as one of four “strong performers” and “successful reformers.”
Strictly speaking, though, the OECD concentrated not on the whole of Canada but on just one province: Ontario. In a video promotion of PISA’s policy implications, the OECD’s change guru, Andres Schleicher, praises Canada for its positive approach to immigration that is evident in narrow achievement gaps between students from different social backgrounds. Then, without explanation, he switches to Ontario. It’s as if Ontario stands for all of Canada.
The province is praised for its urgent focus on measurable improvement in literacy and numeracy; its ability to set a clear plan and sign up key stakeholders to commit to it, including teachers; its sophisticated use of achievement data to pinpoint problems in underperformance among certain students or schools; and then its response: to “flood” these schools with resources, technical assistance and support. Bravo, Ontario!
But here’s the puzzle. Ontario isn’t the only high-performing province on PISA. On reading literacy, Alberta leads, followed by Ontario and British Columbia. On math, Quebec leads, followed by Alberta and Ontario. On science, Alberta leads, followed by B.C. and Ontario. Some of these differences are tiny — barely a percentage point or so. Yet the policies and strategies are often quite different.
Take Alberta. There, the Conservative government has supported an $80-million-per-year program spanning more than a decade to support school-designed innovations in more than 90 per cent of the province’s schools. It doesn’t have government targets and it doesn’t concentrate so tightly on literacy and numeracy. In many ways, it’s the opposite of Ontario. So perhaps we should give bigger applause to Alberta for its bottom-up approach? Or to B.C.! Or Quebec! The provinces have different policies, different relationships between government and teachers’ unions, and different parties in power — but the PISA results are pretty much the same. What’s going on?
There’s obviously something about Canada, or at least the more prosperous parts of it. Canada has some striking commonalities with Finland, the only non-Asian performer above it in the OECD ranking. Both countries value teachers and insist on a professional program of university-based training for all public-school teachers. Working conditions are favourable with good facilities, acceptable pay, wide availability of professional development, and discretion for teachers to make their own professional judgments. Both countries have a strong commitment to public schools and only a very modest private sector in education. Both countries have strong social welfare and public health systems with broad safety nets to protect the youngest and most vulnerable members of the population. Last, both nations are characterized by deeper cultures of cooperation and inclusiveness that make them more competitive internationally.
Being Canadian is not about occupying the middle ground in everything. It’s also about being cooperative and inclusive and about valuing shared community and public life. It’s not this or that province’s policy that makes Canada such a strong educational performer, but a social fabric that values education and teachers, prizes the public good, and doesn’t abandon the weak in its efforts to become economically stronger.
These are the things that make Canada educationally successful, and that it should cherish and protect compared to poorer PISA performers, like the U.S. (17th) and U.K. (24th). Let’s be content to be Canadian in most things if we must, but Canadians in general — Ontarians, Albertans, British Columbians and Québécois alike — should feel proud to be among the world’s very best in education.
Andy Hargreaves is the Brennan Chair in Education at Boston College. Although he lives in the U.S., he is content to be Canadian.
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    Canada’s top family-friendly employers for 2011

    The Westminster QuayImage via Wikipedia
    To create the Top Family-Friendly Employer list for 2011, Mediacorp, which oversees the competition, examined the most progressive and forward-thinking workplace benefits valued by families. These included maternity and parental leave top-up payments, generous vacation and personal days off, flexible work options, emergency daycare support, and childcare costs for employees attending events or business trips.
    “Many of these benefits are not big ticket expenses but rather represent an ongoing evolution in how we want to work and an enlightened approach for employers looking to attract and retain their work forces,” says Richard Yerema, managing editor of Canada's Top 100 Employers, including the Family-Friendly competition.
    “Less than five years ago, we considered maternity and parental leave top-up over 20 weeks to be quite generous,” he says. “It still is, but we now see more than a few with much more generous top-up, ranging up to 95 per cent for the full year of one's leave.”
    The companies in this list are not ranked. They appear in alphabetical order.
    Agriculture Financial Services Corp., Lacombe, Alta.: Non-depository credit intermediation; 491 employees. Manages a scholarship program (to $1,000) for employees' children.
    BC Public Service, Victoria: General government support; 25,581 employees. On-site daycare centres at some locations.
    British Columbia Lottery Corp., Kamloops, B.C.: Gambling industries; 779 employees. Offers fertility drug treatments through its health benefits plan.
    British Columbia Safety Authority, New Westminster, B.C.: Regulation, licensing and inspection of commercial sectors; 248 employees. Parental leave top-up for new mothers (to 85 per cent for 52 weeks).
    Catholic Children's Aid Society of Toronto, Toronto:Children and youth services; 590 employees. Option of extending maternity leave time for an additional two years.
    Edmonton Regional Airport Authority, Edmonton: Airport operations; 276 employees. Parental leave top-up benefits (to 93 per cent of salary for 15 weeks).
    George Brown College, Toronto: Post-secondary education; 1,300 employees. Extends its tuition subsidy program to employees' family members.
    HP Advanced Solutions, Victoria: Computer services; 377 employees. Maternity leave top-up payments (to 85 per cent of salary for 15 weeks), followed by parental top-up payments (to 75 per cent of salary for 35 weeks).
    Human Resources and Skills Development Canada, Gatineau, Que.: General government support; 26,024 employees. On-site daycare centre for returning parents.
    Industry Canada, Ottawa: Administration of economic programs; 5,849 employees. Health benefits continue during maternity and parental leave.
    ISM Canada, Regina: Computer services; 496 employees. Offers fertility drug treatments through its health benefits plan
    Johnson Corp., St. John’s, Nfld.: Insurance; 1,109 employees. Manages a post-secondary scholarship program (to $1,500)
    L'Oréal Canada Inc., Montreal: Toiletry product manufacturing; 1,200 employees. Offers early Friday closings in winter and summer.
    McGill University, Montreal: Post-secondary education; 5,746 employees. Multiple on-site day-care options for employees (and students) with young children.
    Monsanto Canada Inc., Winnipeg: Chemical manufacturing; 270 employees. Offers alternative work options, from telecommuting to informal summer hours.
    National Energy Board, Calgary: Administration of economic programs; 335 employees. Maternity and parental leave top-up payments for new mothers (to 93 per cent of salary for 52 weeks) and for new fathers or adoptive parents (to 93 per cent of salary for 37 weeks).
    NB Power Holding Corp., Fredericton: Power generation; 2,546 employees. Flexible health benefits that employees can customize.
    Office of the Auditor General of Canada, Ottawa: General government support; 698 employees. Gives three weeks of vacation after one year, and offers unpaid leaves of absence for up to one full year.
    Saskatchewan Government Insurance, Regina: Insurance; 1,710 employees. Offers post-secondary scholarships to children of employees (to $2,500).
    Simon Fraser University, Burnaby, B.C.: Post-secondary education; 4,303 employees. Additional daycare and an elementary school are being developed for the future.
    Statistics Canada, Ottawa: General government support; 5,550 employees. On-site daycare centre and emergency short-term daycare services.
    Sunnybrook Health Sciences Centre, Toronto: Hospital; 4,825 employees. Parental leave top-up payments (to 93 per cent of salary for 10 weeks).
    Toronto Community Housing Corp., Toronto: Residential property managers; 1,412 employees. Compassionate care leave top-up benefits (to 93 per cent of salary for eight weeks).
    Toronto Hydro Corp., Toronto: Electric power distribution; 1,519 employees. Organizes a family Christmas party for more than 1,800 guests.
    Vancouver City Savings Credit Union, Vancouver: Credit unions; 1,744 employees. Alternative work arrangements including flexible hours, telecommuting, compressed workweek.
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    Canada's Best Diversity Employers

    Cameco Corporation --- Uranium - Fuel - Electr...Image via Wikipedia

      Now entering its fourth year, Canada's Best Diversity Employers recognizes employers across Canada that have exceptional workplace diversity and inclusiveness programs. This competition examines a range of diversity initiatives covering five major employee groups: (a) Women; (b) Members of visible minorities; (c) Persons with disabilities; (d) Aboriginal peoples; and (e) Lesbian, Gay, Bisexual and Transgendered/Transsexual (LGBT) peoples. This competition replaces our two annual rankings of the top employers for women and visible minorities, which we published as an appendix to our book between 2002 and 2007, when the present competition was launched. Winners may use the competition's official logo for recruitment purposes until next year's winners are released. Read the press release announcing the 2010 winners
    Agrium Inc.
    Alberta-Pacific Forest Industries Inc.
    BC Hydro
    Bell Aliant Regional Communications
    Blake, Cassels & Graydon
    Boeing Canada Operations Ltd.
    Bruce Power Limited Partnership
    Business Development Bank of Canada
    Cameco Corporation
    Canada Mortgage and Housing Corporation
    Canada Safeway Limited
    Canadian Food Inspection Agency
    Catholic Children's Aid Society of Toronto
    Corus Entertainment Inc.
    Diavik Diamond Mines Inc.
    Ernst & Young LLP
    George Brown College
    Health Canada - Santé Canada
    Home Depot Canada, The
    HSBC Bank Canada
    KPMG LLP
    L'Oréal Canada Inc.
    Manitoba Lotteries Corporation
    McGill University
    Mount Sinai Hospital
    MTS Allstream Inc.
    Nexen Inc.
    Novartis Pharmaceuticals Canada Inc.
    Ontario Public Service
    Port Metro Vancouver
    Procter & Gamble Inc.
    Royal Bank of Canada
    Saskatchewan Gaming Corporation
    Saskatchewan Government Insurance / SGI
    SaskPower Corporation
    Scotiabank Group
    Shell Canada Limited
    Stantec Consulting Inc.
    Statistics Canada
    Stikeman Elliott LLP
    Telus Corporation
    Toronto Police Service
    TransCanada Corporation
    University of British Columbia
    University of Toronto



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