1. Rebuilding Professional 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

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:
adnan_turegun@carleton.ca
57