Building a Workplace
Labor Market Matching Processes of Immigrants in Canada: Results from Case Studies in the Health and Information Technology Sector
Paper Presentation in a Themed Session Silvia Annen
Canadian society is characterized by a plurality of immigrants and, the Canadian migration policy is strongly geared to economic criteria and educational attainment. This project aims to gain knowledge, through a mixed method approach, into how immigrants to Canada use their foreign qualifications and competences in their current employment. This paper focuses on the results of twelve qualitative case studies conducted in Canadian enterprises to identify approaches and methods, which employers use to make decisions regarding foreign qualification and competence recognition. The fundamentals and reference points of these decisions, the considered information as well as the differing approaches and methods used are investigated. Regarding the individuals, the analysis focuses on how immigrants present and document their foreign qualifications and competences to employers. The selection and proposal of further qualification measures by employers and education providers to immigrants and their underlying principles are investigated. The case studies consider the health and information technology sectors, which vary in their degree of regulation and occupational requirements. The project refers to the theoretical concepts of signaling and screening and aim to make an empirical contribution regarding the relevance of information in the recognition of foreign qualifications and competences.
Gender Differences in Perceptions of Entrepreneurial Opportunities
Paper Presentation in a Themed Session Helen MacLennan, Lorrie McGovern, Angela Garrett, Redwan Samra, Aisha Rasberry
Because small business generates wealth, creates jobs, and subsequently stimulates the overall economy, bringing gender parity to entrepreneurship can have beneficial and far-reaching implications. This research uses existing data from the Global Entrepreneurship Monitor and utilizes an Analysis of Variance (ANOVA) to examine gender differences in the perception of gender equity in the perception of entrepreneurship opportunities.
The Impact of Associate Resource Groups on Employee Engagement and Workplace Inclusion
Paper Presentation in a Themed Session Ada T. Cenkci, Jeffrey M. Zimmerman, Tuba Bircan
Associate Resource Groups (ARGs), also known as “Employee Resource Groups” or “Affinity Groups,” are voluntary, company-sponsored groups organized around a common interest or identity (Welbourne, Rolf, and Schlachter, 2015). There is significant lack of research on ARGs, including ARGs’ influence on individual employee outcomes. Therefore, this study explores the influence of ARGs on employee engagement and workplace inclusion. For this purpose, a qualitative study in a major US retailer was conducted. Seventeen one-on-one interviews with ARG members and executives of the organization were administered in 2017. This paper discusses how the retailer employs ten types of ARGs at its corporate headquarters, including: Asian, African-American, the Alliance (LGBT and Allies), Hispanic and Latinos, Women’s Leadership, Veterans, and Parents ARGs. ARGs assist the organization significantly in a number of ways such as with product development (e.g. culture-specific products), policy development (e.g. “health and wellness” rooms that also serve as unisex restrooms at its new stores), and involvement in the community (e.g. charity fundraisers for cancer research). ARGs also serve as an internal community for employees, while providing the foundation to hire, retain, and develop diverse employees through, among other things: the strong social support network, mentoring, networking with peers, and exposure to executive leadership. In summary, this paper highlights how a major US retailer utilizes ARGs to influence employee engagement and workplace inclusion.
