Abstract
The objective of the Health of the Sector (HOTS) survey is to identify challenges, strengths, and opportunities through a quantitative survey. Akin to other employee surveys, the primary objective of the HOTS survey is to evaluate and accordingly improve staff workplace-related experience in order to deliver quality settlement and integration services across the PNT region. By improving the satisfaction of front-line employees, settlement agencies will retain their competent and experienced employees and promote and encourage their long-term commitment to the organization.
Publication Date: 1/1/2022
Publication Type: Report
Notes
Key findings
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Frontline staff are generally very interested in their work helping newcomers, and are generally very gracious to be able to help
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Around half of participants indicated they are happy with their compensation for working, but some participants indicated that they have to look for new employment due to inability to receive compensation in accordance with skills and certifications; the gender pay gap is an additional level to this
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Participants working in the Language Instruction for Newcomers to Canada (LINC) indicated large amounts of unpaid work, such as preparation for classes, and large administrative duties, but little benefits due to low paid hours, as well as lay-offs
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Low levels of benefits in the non-profit sector may discourage some frontline workers from maintaining their job, and women were more likely to receive less benefits due to working part time positions
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Many participants were satisfied with the diversity and inclusion policies, but also believed that mental health supports are an area of potential improvement
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Many participants indicated difficulty in being able to advance their career, as well as worries surrounding job stability
Key populations
Front-line workers of agencies serving newcomers
Key recommendations
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Long term funding, as well as stability, in order to have job security in workers, as well as benefits, such as RRSP contributions, and stable salaries
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Increase training and professional development, as well as increasing mental health supports
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Increase data collection for pay, DEI, as well as work policies, in order to identify any disparities
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Find new funding opportunities for the sector, and collaboration with other agencies to apply for funding
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Increase mental health supports for workers, as well as securing this in organization policies
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Increase diversity in higher level executive positions
Community organizations
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AAISA
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Immigration, Refugees and Citizenship Canada (IRCC)
Location
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Alberta
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Manitoba
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Saskatchewan
