NATHAN DING WANTED A CHANGE.
After a fast-paced career managing a publicly-traded company in China, he was tired of a life with little time for his family.
So, he uprooted to Canada in search of a slower pace. “It was too busy. It was easy to make money (in China) but you had no life,” said Ding, who has been in P.E.I. for nine years.
However, soon after immigrating, he felt compelled to find fulfilling work.
After an accounting seminar for Chinese-Canadians, Ding saw a need for someone with his abilities and knowledge.
“The Chinese and Canadian tax systems are totally different. I thought that was a good opportunity,” he said.
Doug Ezeard, a partner at the Charlottetown-based accounting firm of Arsenault Best Cameron Ellis, reached out to Ding after seeing the newcomer’s skills.
Ding has now been crunching numbers there for four years.
He’s loving the work. With no plan to leave, he is taking courses at the University of Prince Edward Island.
Ding aims to become a chartered professional accountant. The firm is helping make those studies possible. “They’ve supported me a lot,” he said of his employer. As in Ding’s case, integrating skilled immigrants into Atlantic Canada’s workforce is often employer-driven.
Getting companies and industries on board and aware of the benefits is a key strategy in that integration, and of the Atlantic Immigration Pilot.
The three-year trial was announced in 2017 and extended by two years, to December 2021, on March 1.
Through the pilot, more than 2,535 approved permanent residents are destined for or already in Atlantic Canada.
Craig Mackie, executive director for the P.E.I. Association for Newcomers to Canada, suggests there’s a growing acceptance of the talent coming in.
More businesses, he adds, are considering things like diversifying their workforce or bringing in another language.
“These will, in the medium and long term, help your business,” he said, adding that while acceptance is growing, there is still a learning curve.
“It is a culture shift for people. When you think about it, a lot of new immigrants arriving is really something that has only happened in the past decade.”
Other Ocean is an example of an employer that’s on side and benefiting from hiring newcomers.
The video game development company operates a studio in Newfoundland and Labrador as well as a quality assurance company in Prince Edward Island.
It has realized the value of adding international talent. According to Deirdre Ayre, the St. John’s-based head of Canadian operations, hiring immigrants has allowed Other Ocean to grow, take on new projects, and expand the skills of local staff.
The newcomers, she elaborated, often mentor the local junior workforce.
It might be somewhat specific to the gaming industry, but Other Ocean has found immigrants adapt easily.
“The games community — they all play the same games — they already have that in common,” said Ayre. “They come to work with us, they have a sense of community with their co-workers.”
However, the transition isn’t always so smooth. Immigrants joining the Canadian workforce often face speed bumps or waiting.
The P.E.I. College of Registered Nurses is one association that reaches out to immigrants to guide them along that path.
The college meets face-to-face with internationallyeducated nurses (IEN) to explain the process.
“It makes it fairly personal for them. It’s less intimidating and gives them more opportunity to be engaged in the process,” said Dr. Sheila Marchant-Short.
The college is also transparent with IENs that it can take time to become registered, as the credentials of all nurses coming into Canada must undergo a national assessment. The outcome determines any need for further education.
Marchant-Short said the college remains available to IENs throughout the process.
“I think it helps them to understand it’s not a large mechanism standing in their way, there are just pieces that have to be completed,” she said.
The college has registered 25 IENs on P.E.I. since 2015. Such a personal approach also seems to be a winning strategy for the Halifax Partnership.
The organization has two people who meet with businesses facing chronic labour shortages, asking them to consider the immigration pilot
They have referred 159 companies for designation. “We’re really trying to promote that it isn’t as complicated as one might think. We’re trying to encourage businesses to think more about immigration,” said Robyn Webb, director of labour market development.
“It’s a very proactive approach… it’s really gaining momentum.”
Webb said the pilot has been successful for businesses and industries with chronic labour shortages.
It also offers a layer to the existing provincial and federal programs, she said.
“Moving forward, as our population ages, we need to find every creative way we can to bring in immigrants.
“It’s a perfect fit for what the needs are. We’re not trying to fit a square peg into a round hole. The employers are saying what they need and bringing in the talent to fill their needs.”
Nathan Ding is one of three Mandarin-speaking employees at the Charlottetown accounting firm.
With hundreds of Chinese clients, Doug Ezeard said the trio’s presence has benefited the company while helping other newcomers navigate P.E.I.’s business landscape.
“Nathan kind of bridges the gap between the detailed accounting knowledge and the translation,” said Ezeard, adding his company has supported all the immigrants in pursuing higher education.
“It’s a win-win. He’s thrilled with what he’s doing and being able to work in the community … And then there’s a lot of valuable insight that we wouldn’t have (otherwise).”