b"IMMIGRATIONall while engaging their team in some- Canada. So it's really about us shiftingcertification programs. You cant just rely thing transformative. that mindset. on the government to step in and solve RefugePoint has also helped a numberEmployers are often surprised by thetodays labour issues; you need to be of displaced families find a new home indegree of talent and experience thattaking the reins, he says. Canada. The organization was initiallyresides within refugee communities, addsWagner adds that employers are seeing a invited to participate in the EMPP pilotSlaughter. It can be helpful to rememberswift entry of these refugees into needed project alongside Immigration, Refugeesthat the conflicts refugees flee affect allroles and even rapid promotion, noting, and Citizenship Canada (IRCC), TBB,parts of society, so refugee populationsWe see hiring teams meet candidates for and the UNHCR. Since then, it hasare as diverse as any, with a wide varietyjobs in tech, food service, healthcare, or moved forward with the goal of identi- of education levels, professions andthe skilled trades and asking us, How fying 125 qualified candidates skillsets. In fact, many employers tell ussoon can we get them here?from Kenya over three years forthat refugees are extremely hardworking, in-demand occupations in Canada andloyal employees. Talent is where you findOverall, the math makes sense. With supporting their job and immigrationit, and no countries or regions have aCanadas labour demands growing and application processes.monopoly on it.millions of talented people in displace-Amy Slaughter, RefugePoint seniorThere may be gaps between the skillsment eager to put their skills to good use, advisor, says forging those pathways hasand qualifications that displaced candi- there is a strong argument for changing been more difficult during the pandemic,dates present and the immediate needspolicies, mindsets and talent strategies to but that the organization is on track toof the employer. But Greenberg says themake these mutually beneficial connec-helping dozens of additional candidatesbigger question isnt whether refugeestions. The world cannot afford to make the journey. The complete processcan contribute to a business, but whatsquander the talent and skills of refugees from the initial identification of a poten- employers can do to unlock their fullleft to languish in limbo for decades, says tial candidate through to ultimate arrivalpotential. Businesses really need to beSlaughter. It is a win-win to providein Canada and entry into the workforcethe ones taking care of themselves in thisrefugees opportunities to fulfil their poten-is a very lengthy one, though we expect itregard by creating or supporting thesetial, contribute to local economies and to become faster and more efficient overrefugee employment programs, partneringculture, and simultaneously fill labour time, she says. with educational institutions, or creatingmarket gaps. CHANGING PERSPECTIVESCanada is in an ideal position to make initiatives like TBB, TalentLift and RefugePoint work. Time and time again, the country has led the way in supporting refugees, and it continues to explore path-ways to quick and effective immigration. Despite this progress, however, the refugee population is only getting larger and more connections are needed. Moving the needle means doing away with outdated perceptions about refugees and recognizing the value they can bring to Canadian employers. We need to change the narrative around refugees, insists OLeary. These are highly skilled individuals who can contribute not only to our communities, but our economy in Winter 2021PERSPECTIVES21"