Historically Canada Western Europe, Especially Great Britain as a Supplier for Immigrants

Week 7

Historically Canada western Europe, especially great Britain as a supplier for immigrants

2 decades after WW2 Canada maintained policy which favored immigrants from US, UK, and EU countries

In the 1960s major changes in the Canadian immigration policy placed emphasis on educational and occupational skills as criteria for selecting immigrants. Point system implemented in 1967.

1967: 96% of immigrants from Europe

2006-11: 82% were racial minorities.

2011: 13.7% of new immigrants arrived from Europe

Philippines was leading source of immigrants from 2006-11.

Racial minorities have grown from 1% in 1971 to 19% in 2011

Visible minority recognized in 1984.

Four designated categories: Aborginal people, visible minority, women, and disabled individuals.

Employment Equity Act: 1986, employers must engage in proactive measures to increase representation of these groups in the workplace.

In Toronto and Vancouver racial minorities represent almost half of the population.

Entry Effect: preference to immigrants upon arrival rather than native born

Assimilation Effect: catch up period in skill for immigrants.

Immigrants usually show a negative entry effect and positive assimilation effect.

Canadian Diversity Council shows that number of minorities in corporate board fell from 2010 to 2013.

Nearly 80% of corporate boards have no visible minority on them.

Second generation minorities are now reaching adulthood.

Segmented Assimilation: high volume of migration from given area. Sustained flows of large numbers. Residential Concentration. A existing racial underclass. Canada has a diverse immigrant population rather than one type of people. Canada follows more of a straight line assimilation model.

Determints of second generation education levels: parental education levels, visible minority status, large concentrations of immigrant population who value education have positive effects on population.

Public sector all are treated more fairly but in private sector there is more discrimination.

Name Based Discrimination: fake resumes with ethnic names showed a higher chance for failure

Micro aggressions targeting Asians: excluded and avoided, ridiculed for accent, rendered invisible, disregarded international values