Canada makes a cogent economic argument for immigrant skills being necessary to tap into global markets and for Canada to be globally competitive. Evidence in Ontario reveals otherwise; it shows that only 31% of immigrants with professional backgrounds[1] (IPBs) who require licensing, certification or registration are successful and only 35% are working in their own or a related occupation with the same status in the first four years of arrival (Government of Ontario, 2002).

Systemic barriers[2] within the credentialing, experience recognition and employment processes including de-legitimization and non-recognition of their work experience, education and skills, as well as barriers within the regulatory processes for individuals pursuing professional licensing and registration, amongst others, are responsible for this.

In order to quicken their entry into the job market, immigrants with professional backgrounds are offered "bridge training programs". The rationale behind these programs is varied, but broadly, it is to enable immigrants to gain work experience in Canada, upgrade their skills, fulfil licensure requirements and reduce employer[3] risk adversity. Both federal and provincial governments have been allocating significant proportion of funds for these bridge training programs - they have changed the numbers from $60 million down to $48 million then $30 million over the past two years. But nonetheless, they have spent considerable funds from tax payers money.

So far, little research has been done to validate the ability of these programs to achieve their aims and integrate skilled professionals into work. In fact, only one study did the initial comprehensive review (Rasheed et al, 2006) and that was released but never well publicized as it challenged the so called 'successes' of these programs. Informal data collection from immigrant professional organizations (which are a handful as resources for organizing are limited and challenges unlimited) seem to show negative results. Often the cost of programs is very high, especially if they are focused on licensure (around $14,000 for the Pharmacy program at University of Toronto) and even if some programs are free (e.g. a course for teachers funded by the government) the outcome rates are abysmal as one tracking study is showing. They often leave the applicant in debt. (For more detailed research, I can forward you the published paper).

It is also pertinent that whatever research is being done is by immigrant researchers themselves; often mainstream research is focused on the individual barriers of skilled professionals, notably language. New research (Bambrah 2008) shows in fact that for the engineering group, the largest fraternity of skilled immigrants at around 40,000 in Ontario alone, most in fact match a variety of jobs within the sector. Some have certain areas / skills in which they need upgrading (opportunities to provide an appropriate and relevant basket of courses rather than taking on the entire curriculum?) but are vastly qualified for jobs as employers see fit. So what's the problem?

The bottle neck is the employers. Uptil 1986 when the points system was first introduced, immigrants to Canada mostly arrived with employment letters in hand - similar to the American H1B system. Now, the employer is risk averse in hiring someone with education from school X in country Y with employment history Z. There is little need to look into the immigrant pool even if that may be a way to bring in innovation, add to the human capital or explore new markets. Recruiters, who need to place the 'right' candidate 'promptly' have no need to search the immigrant pool. Therefore large numbers (ranging in estimate from 50%-90%) are unemployed, underemployed or employed at a significantly lower level job. An employer driven immigration system is the best choice for North America given its conservative hiring procedures. A points system assumes that knowledge workers will be able to transfer their skills to different sectors but that is yet to be realized, at least in Canada. The knowledge economy scares us I think.

Now in the UK, the points system used to apply slightly differently. If you qualified for the HSMP you have two years work permit in the UK. Has anyone tracked how HSMP individuals were doing in terms of integrating at skills commensurate levels? Or were they too pushed into delivering pizzas and driving taxis as in Toronto, Montreal and vancouver? In Canada, the sheer economic loss of lack of integration is around $6 billion a year, and this does not include the costs due to lack of social integration, service access, healthcare and mental well-being.




References

[1] Immigrants with professional backgrounds (IPB) immigrate to Canada under its points system that selects them on the basis of their international skills, knowledge, experience and education.

[2] Barriers which affect a group of individuals in a common way and not within the control of the individual to resolve e.g. requirements related to education from defined sources, work experience within the country etc., for successful licensing or ability to practice the profession.

[3] Employers: Any individual, private or public entity that can offer gainful employment (fulltime, part time, contractual, apprenticeship, internship, or mentorship) to IPBs in their respective profession and/or specialization.