MAPLE2.0’s Cultural Competency Training for Employers


Article By Emma Cochrane

On Thursday March 25th, MAPLE 2.0 – Mentorship in Action, an original initiative of In-TAC, hosted another in a series of workshops on cultural competency for employer partners. Dr. Linda Manning, intercultural economist, facilitated the lively and evocative half-day session. Participating employers who participated from private and not-for-profit sectors reported better understanding of how to recognize unconscious bias and improve their interactions with people who come from different cultures.

MAPLE 2.0-Mentorship in Action recently won the top award for best workplace initiatives in the category of Workplace Integration at the 2014 International Qualifications Network (IQN) Awards. The cultural competency workshop series is only one of the many innovative activities that MAPLE 2.0 has developed to bring employers and internationally educated professionals (IEPs) together. The workshops are designed to support businesses in their performance initiatives for all employees. Dr. Manning uses active learning techniques, including case studies, to help participants “build on similarities and capitalize on differences” in the workplace.

Employers are looking for solutions in today’s multicultural labour market. One of the workshop participants, Marcus Duquette, Human Resources Manager for Combat Sports, noted that, “the current workforce is very diverse and it will be beneficial for businesses to understand this further.” The cultural competency training offered by MAPLE 2.0 helps employers to do just that!

Kyle Lin, CEO of iNano Matico Inc., went on to say that, “newcomers from outside Canada are a good resource for us.” Hiring IEP employees and leveraging their international networks and multilingual capabilities can broaden the scope of your business and open the door to new global markets. And just as training for IEPs is necessary to make sure they are “employment-ready,” employers recognize that they also need help to be “IEP-ready,” to insure long-term retention and productivity. MAPLE 2.0 provides partner employers with the kind of tools they need to ensure successful integration and top employee performance.

Erica Lychak, Relationship Officer at the Development Bank of Canada, said one of the ‘aha’ moments for her in the training was when she realized that, “something cannot be a ‘given’ if it is not articulated.” Norms and values differ in different cultures, whether by culture you mean different ethnicity, industry, age or gender. The MAPLE 2.0 cultural competency training provides employers like Lychak with support to capitalize on these differences and benefit from the unique expertise IEP employees bring.

Lin first learned of MAPLE 2.0 when he heard people “saying In-TAC can help us. It’s great for newcomers and great for our business.” In-TAC can deliver IEP talent with the technical and soft skills that business needs, because they offer comprehensive, sector-specific training and other employment supports for IEP clients, as well as training and other supports for employers.


作者Emma Cochrane

由In-TAC發起的MAPLE2.0項目自2010年成立以來己經多次成功地舉辦了多場多元文化僱主系列培訓講座。講座由跨文化經濟學家Linda Manning 博士主講,歷時半天,既生動活潑又極具感召力,她運用涵蓋案例分析,以幫助參與培訓的僱主們在工作崗位上力爭做到“求同存異,取長補短,共同進步”。來自私企以及非營利機構的僱主們普遍反映:經過培訓,他們在如何識別無意識的偏見,從而進一步改善自己與不同文化背景的人們交流等方面得益菲淺。

僱主在當今的多元勞動力市場上尋找解決方案。Combat Sports公司的人力資源經理Marcus Duquett聽完講座後說:“當今的勞動人口組成非常多樣化,企業對此多加瞭解將獲益匪淺。”這正是MAPLE2.0多元文化僱主系列講座的目的所在。

iNano Medical Inc. 的首席執行長Kyle Lin接著說:“新移民對我們來說是個很好的人材來源。”僱用有專業技能的新移民,充分利用他們所帶來的國際網絡和語言優勢,對拓展企業的業務,進而與國際接軌具有積極的推動作用。

正如培訓新移民可以幫助他們做好進入職場的準備,僱主同樣認識到企業也需要做好“接受新移民”的準備,以保證新移民僱員能充份融入公司文化中並提高業績效率。MAPLE2.0的使命正是給僱主提供為達到上述目的所需要的“工具”。

MAPLE2.0項目首次引起Kyle Lin的注意是有人告訴他“In-TAC能幫到我們,他們既能幫新移民,又能幫僱主。”In-TAC向新移民專業人材提供他們找工作需要的技能,提供既專業又個性化的就業服務,不遺餘力地為他們早日獲得移民後第一份專業工作而努力。