Why Women Are Using Birthing Hotels In Canada: Lyndsie Bourgon

2017/08/09 Leave a comment

Good long and informative read on birth tourism in Canada. Quotes from immigration lawyer and myself among others.

The previous Conservative government pressed unsuccessfully to find ways to end the practise but failed given the small percentage of total births – an estimated 500 out of 360,000 in 2013 – and provincial opposition given the additional costs involved were – see my earlier What happened to Kenney’s cracking down on birth tourism? Feds couldn’t do it alone | hilltimes.com:

Birth tourism is legal, and despite common misconceptions, simply being a parent of a child born here is not enough to land a permanent resident visa for a prolonged length of time. Women here on visitor visas must go home with their children and apply to come back later, usually when their children are adults and can sponsor them. In the majority of cases, a Canadian passport is less a backdoor entrance into a Canada than an insurance policy for parents hoping to give their children better options.

But birthing hotels are unregulated and can go untracked. In some cities, the number of maternal hospital beds being taken up by non-residents is increasing, and, in some cases, they have become a flashpoint for people’s insecurity and xenophobia — especially urban areas such as Vancouver and Richmond, where a long history of racial tensions still simmers, and skyrocketing home prices (blamed in part on foreign investment) have some residents on edge. Here are the basics:

Why is birth tourism popular here? 

Canada is one of the few developed countries, along with the United States, that grants birthright citizenship. When a baby is born here, he or she receives a birth certificate and can apply for a Canadian passport right away. With that comes the benefits of potentially living in Canada one day: access to our education system and public healthcare, for instance. It also can provide benefits in the parent’s home country: In China, for example, a child with a foreign passport can gain access to international schools, which are often more affordable than private schools, with a high standard of education.

If China has become the main source of birth tourism to the West Coast, it’s because of the country’s volatility, explains Will Tao, an immigration lawyer at Vancouver’s Larlee Rosenberg. “Everything is tied up with government. Many people have been able to ride the wealth of China, but they realize the foundation isn’t that strong. There is this idea that at any moment, things can turn for them, and what will happen to those things they worked towards?” Canada, then, becomes a stable “Plan B,” Tao says.

How common are they?

Maternity hotels dot Canada’s major cities and, in some areas, are growing in number: In July 2016, health ministry investigators in B.C. counted 26 in the province—a threefold increase since 2009. While no such data has been made public for Ontariob Sunnybrook hospital in Toronto also reported an increase in foreign births in 2015, receiving women from China, Nigeria, Saudi Arabia and the United Arab Emirates. In 2013, Montreal authorities said women from Haiti and French-speaking northern African countries “frequently” arrived to give birth in Canada.

Between March 2015 and March 2016, 295 of the 1,938babies delivered at Richmond Hospital were to Chinese visitors. Public records released in July stated that the cost of non-resident births to the province of B.C. in 2014 and 2015 was $693,869. (Visitors to Canada do pay the hospital a fee for a baby to be born here. Melody, for example, paid around $10,000, which is a standard amount, for a standard birth procedure. “I think it is a really good deal,” she said). Some Richmond families have complained about being bumped to other facilities when they’ve shown up at the local hospital in labour and are told the facility is at capacity.

How are the hotels booked, and what are they like? 

Finding a birthing or maternity hotel is similar to finding Airbnb accommodation. (The vast majority of birthing hotels in Vancouver are marketed to Chinese women on a Craigslist-style website called Vansky.com.) Private homeowners can provide rooms at a nightly rate, which range from swanky high-end options to basic rooms with a single bed (Melody paid just under $30 per night, a bill of $4,000 overall). Booked for months at a time, the rooms are most often home to women who travel here from abroad when they are around five months pregnant—while they’re still able to fly and, often, before they are obviously showing—to give birth in Canadian hospitals. The hotel owner provides meals, as well as a myriad of other services like translation, transportation and booking appointments with family doctors.

“I wasn’t scared at the time,” Melody says. “But now I’ve realized that it was a scary experience without your parents or family around. Because it was my first child, I didn’t have much knowledge.”

What are the tensions around them?

In some cases, maternity hotels have raised the ire of their neighbours and concern from the health services community. This happened in Richmond, B.C. — a suburb where, according to the 2011 census, 49 percent of the population are Chinese Canadians.

In 2015, long-time Richmond resident Kerry Starchuk discovered the large pink stucco house next door to hers was housing pregnant women from China. From her house, she watched food being delivered and vehicles picking up and dropping off pregnant women. In her mind, it marked one more way her community was changing. (In 2014, noting there were signs in her community written only in Chinese, she lobbied the city’s council to make it mandatory that have all signs include English or French).

She started a petition (e-397), calling on the federal government to eliminate birthright citizenship, and Conservative Richmond Centre MP Alice Wong co-signed the document, which argues that, “the practice of birth tourism can be very costly to taxpayers,” and “take[s] advantage of Canada’s public health system and social security programs.”

Between July and October of that year, Starchuk’s petition gathered 8,568 signatures from across Canada, enough for Wong to take it to the House of Commons (the benchmark for this is 500 signatures). “Richmond Hospital, in the last fiscal year, reported nearly one-in-six births were to non-residents,” Wong wrote in a statement. “This has led to capacity issues.” The petition was presented in Parliament in October for review, and tabled in December with a response from Minister of Immigration, Refugees and Citizenship John McCallum. “While there may be instances of expectant mothers who are foreign nationals who travel to Canada to give birth,” McCallum wrote, abolishing birthright citizenship “would represent a significant change to how Canadian citizenship is acquired.”

What’s the experience like for the women who come to give birth?

There’s a great amount of anxiety that comes with travelling to another country to give birth, says Daisy Zhu, a PhD candidate at the University of Toronto’s Ontario Institute for Studies in Education, who researches immigrant mothers in Canada. The vast majority do not speak the language, and are often ostracized. “Many Canadians don’t want to talk to these mothers; they just use their imaginations to think of all the Chinese people coming here to take citizenship,” she says.

Zhu has experienced the workings of a maternity hotel first hand — a facility in Scarborough, Ont., that she used when her son was born two years ago, even though she was already a permanent resident. Zhu is from Wenzhou in the province of Zhejiang, and moved to Canada as a postgraduate student in 2006. The maternity hotel gave her something that was missing from her hospital birth experience—a cultural connection. In China, new mothers adhere to a strict meal plan tradition for 30 days after giving birth. Each meal is made with precise ingredients and follows a complex system; some meals are cooked with salt, some without, for instance. Typically, the mothers of new moms prepare and serve these meals to their daughters. Zhu’s parents were not in Toronto when she gave birth. So she paid $100 per day for room and board at a birthing hotel, where daily packets of food were delivered outside her bedroom door.

“In Canada, the immigration policy is to emphasize multiculturalism,” says Zhu, “but many people don’t really [think of it as something to] practice.” She notes the similarities between Starchuk’s petition against Chinese signage in Richmond, and protests against birth tourism in Hong Kong. In 2012, hospital executives there reported a doubling of women from mainland China arriving at hospitals through emergency rooms to give birth. The benefits are similar—better medical treatment and public education.

There are also parallels between Richmond and the wealthy Los Angeles suburb of Chino Hills. In 2012, Chino Hills residents protested, and shut down, a maternity hotel for Chinese women in the hills above their homes. An activist there referred to birth tourism as, “invasion by birth canal.”…

How are hospitals and doctors responding?

The increase in birth tourism has led to changes in hospital policy in Canada, and has doctors facing some delicate ethical issues.

Sunnybrook Hospital in Toronto now abstains from providing high-risk treatment and ultrasounds for foreign women with no OHIP coverage, and Tao has fielded anonymous emails from Richmond hospital staff looking for legal advice, saying they can’t keep up with the number of births. 

“As a clinician, I provide obstetrical care and this is an issue I have come into,” says Dr. Murray*, a Toronto-based family doctor, who asked to remain anonymous. “Until 24 months ago, it was something I came across every once in a while, and now [Sunnybrook] has a policy on it because so many [women from abroad are] showing up.”

“I’ve had women show up on my doorstep or be referred through other patients. It’s very common for a patient to say her sister or friend is pregnant and needs care, but then she arrives and is actually from another country and has insurance or is planning to pay cash.” Dr. Murray explains, “Then I’m in a difficult ethical position. I can’t register those women at the hospital as a patient of mine because the hospital won’t accept non-OHIP [Ontario Health Insurance Plan] cases, so I have to tell them, ‘You didn’t hear this from me, but if you show up to the emergency room in labour they have an obligation to take care of you.’”

Some doctors are hesitant to deliver a baby to a foreign national because if something goes wrong he or she could be sued for malpractice in another country. The Canadian Medical Protective Association (CMPA), which provides physicians with assistance in medical legal cases, says they can’t support foreign cases against Canadian doctors. “You can’t turn someone away because of concern about payment,” explains Dr. Doug Bell, associative executive director at CMPA. “But if there is nothing urgent, you are under no obligation to provide care.” 

Should the government be stepping in?

Andrew Griffith, a former director general of federal Citizenship and Immigration and writer on multiculturalism, insists that the numbers aren’t large enough to take any drastic action in Canada. He does, however, believe that federal and provincial governments should take on annual reporting of births to non-resident women. “And you should be able to crack down on the consulting companies and birthing hotels, in terms of legislative action,” he adds.

Tao agrees. From his perspective, this is an issue that the federal government needs to take on: “Our government has no oversight. The clients who come from overseas often have absolutely no idea what the law is,” he says, adding that they may have been given incorrect information by people overseas. In this sense, a government crackdown would be aimed at protecting women coming to Canada to give birth, as much as anything else.

Source: Why Women Are Using Birthing Hotels In Canada

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We’re speaking more languages, but is our landscape more diverse? – Andrew Parkin

2017/08/09 Leave a comment

Thoughtful questions by Parkin of the Mowat Centre regarding the apparent lack of interest in foreign language learning:

For those who see linguistic diversity as contributing to the vibrancy of society, there are several census results that stand out as positive developments. The first is that the number of Canadians who are bilingual in terms of English and French reached a record in 2016, at 18 per cent. The other is that a number of Indigenous youth are picking up an Indigenous language as a second language, even if they did not learn it as infants in the home. This is a promising sign for the preservation of Indigenous languages in Canada.

It is also encouraging that the proliferation of languages other than English and French has not come at the expense of an ability to communicate in one of Canada’s official languages. More than 98 per cent of Canadians say they can converse in either English or French.

The census numbers, however, also raise a couple of questions about how evenly our linguistic diversity is distributed across our society. In the first instance, our “increasingly diverse linguistic landscape” is mostly driven by immigration – by the arrival in Canada of adults who speak languages other than English or French, and the passing on of these languages in the home to their Canadian-born children. It is less clear that Canadians born to English-speaking parents are learning additional languages, whether out of personal interest or to gain an advantage in the global economy.

The bar for this internationally is set pretty high. In the European Union, for instance, two-thirds of working-age adults can speak a language other than the one they learned from their parents in the home. This means, in most cases, acquiring a second (if not a third) language at school. It helps, of course, that this second language is often English, the learning of which is made easier by its ubiquity in popular culture. The point remains that the focus on foreign languages in school pays off. European societies by and large are less ethnically diverse than Canada’s, but more multilingual in terms of the ability of most adults to speak more than one language.

The other cautionary note concerns official bilingualism. The proportion of Ontarians who can speak both English and French rose between 2011 and 2016, to just more than 11 per cent. The fact remains that among Ontarians who grew up in English-speaking households, only one in 12 can speak French. In an era where anyone aspiring to hold a position of national (and, increasingly, provincial) leadership must be bilingual, too many Ontarians are selecting themselves out of contention. It is not only math or coding skills that will open doors for young people – language skills will, too.

By all means, then, let’s celebrate our growing linguistic diversity. But in an officially bilingual country nestled in a globalized world, it is important to ensure that this diversity does not end up as a thick layer of multilingual icing on top of a unilingual cake. The ability to communicate in more than one language is something that can benefit everyone, and not just those with immigrant or French-speaking parents.

Source: We’re speaking more languages, but is our landscape more diverse? – The Globe and Mail

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How biased are hiring decisions? Wente

2017/08/09 Leave a comment

Wente does raise a valid question whether blind cvs will necessarily improve representation of women given that there may be some conscious biases in favour of more women  to redress current imbalances (see my earlier Ottawa pilots ‘name-blind’ recruitment to reduce ‘unconscious bias’ in hiring).

One of her better columns as does not present studies that only favour her main argument – a positive bias in favour of women – but also those studies that demonstrate the impact of implicit biases.

That being said, the current federal public service pilot will provide some useful data for the public service in this regard with respect to all four employment equity groups:

Australia did this too. Twenty-one hundred civil servants were asked to assess hypothetical candidates for senior jobs. Half the résumés had identifying information, and half did not. But the results were a shock. Blind hiring made things worse. It turns out that when recruiters had identifying information, they actively discriminated in favour of women and minorities – just as they’d done all along.

“Participants were 2.9 per cent more likely to shortlist female candidates and 3.2 per cent less likely to shortlist male applicants when they were identifiable,” the researchers said. “Minority males were 5.8 per cent more likely to be shortlisted and minority females were 8.6 per cent more likely to be shortlisted. … The positive discrimination was strongest for Indigenous female candidates who were 22.2 per cent more likely to be shortlisted.”

“We anticipated this would have a positive impact on diversity,” Michael Hiscox, the Harvard academic who oversaw the project, said sheepishly. “We found the opposite.” He recommended that the experiment be put on hold.

Privately, plenty of people in government and academia will tell you that hiring bias now favours women, especially in male-dominated fields. In France, researchers found, female applicants for teaching jobs in math and physics at all levels are now preferred over men. (Conversely, men have a slight edge in traditionally feminine fields such as literature.) What’s going on? The researchers concluded that the examiners are probably trying to counteract gender stereotypes.

In another famous (and hotly controversial) study, psychologists Stephen Ceci and Wendy Williams submitted hundreds of résumés from hypothetical candidates applying for tenure-track positions in STEM fields. They foundthat the women were favoured by a ratio of 2 to 1.

No one would argue that gender discrimination does not exist. But maybe it isn’t the monster problem some folks think it is. And maybe twisting ourselves into pretzels to erase imaginary biases in hiring is a poor idea.

Source: How biased are hiring decisions? – The Globe and Mail

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It’s not just Google — many major tech companies are struggling with diversity – Recode

2017/08/09 Leave a comment

Some good comparative diversity data:

An internal memo written by a male Google engineer has reignited a heated debate about representation in Silicon Valley. Google’s new diversity VP has since come out against the memo’s central claims — which include statements about women being biologically unsuited to engineering jobs — but the debate still rages on.

Here’s a look at major tech companies’ comparative diversity, according to their most recent reports. Women make up at most 30 percent of leadership roles and less than 27 percent of technical roles at these companies.

Twitter, the smallest company by number of employees, has the highest rate of female leadership at 30 percent. It also has the lowest rate of women in technical positions, such as engineers at 15 percent.

Racial demographics aren’t much brighter.

Blacks and Latins are represented at a much lower rate than their U.S. population. Facebook, which most recently reported new diversity numbers, had the highest share of people of color, particularly Asians, in technology jobs. Asian Americans tend to be overrepresented in technical roles but underrepresented in leadership positions.

Amazon, Apple and Google all had 31 percent of their leadership consisting of Asian, Latinx and blacks. These companies also report “other” and people who are two or more races, but those are usually under two percent.

Inequality exists at all levels of the job pipeline, but so do solutions. Look, for example, at the record number of women and minorities taking college-level computer science in high school this year.

Source: It’s not just Google — many major tech companies are struggling with diversity – Recode

 

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The mystery of high unemployment rates for black Americans – The Economist

2017/08/08 Leave a comment

Further to earlier posts on blind cvs and discrimination:

Lower levels of education cannot account for the size of the racial gap. The real cause may be discrimination

Graphic detail

IT IS well known among labour-market wonks that black Americans are less likely to be employed than members of other racial groups. The unemployment rate for blacks sits at 7.1%, compared with 3.8% for whites. What is not known, however, is why. One straightforward cause would be lower levels of education: only 23% of African-American adults have at least a bachelor’s degree, compared with 36% of whites. However, a recent paper by Tomaz Cajner, Tyler Radler, David Ratner and Ivan Vidangos, a group of economists at the Federal Reserve, finds that differences between races in schooling alone are not nearly large enough to account for the size of the disparity.

Using American census data from 1976 to 2016, the authors built a statistical model using four factors they expected to account for variations in unemployment between racial minorities and whites: education, age, marital status and the state a person lives in. Among men, these variables collectively explained around three-quarters of the difference in joblessness rates between Hispanics and whites—but only about one-fifth of the gap between blacks and whites.

The authors put forward three possible reasons for this stubborn discrepancy. First, they suggest that nominal educational attainment could be a poor measure of labour-market skills: schools vary widely in quality, and those in majority-black districts tend to underperform on standardised tests. A second potential reason is mass incarceration. Around one in three black men spend time behind bars during their lives, which severely hampers their employment prospects upon release.

The third possible explanation is outright discrimination. One study in 2004 provided strong evidence that racism among employers is at least partly to blame. The authors responded to “help wanted” advertisements in newspapers in Boston and Chicago with fake resumes. They gave names common to black Americans to some fictitious applicants, and names common to whites to the rest. Every other detail was identical. Sure enough, the candidates with stereotypically white names received 50% more job interviews.

Source: The mystery of high unemployment rates for black Americans

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Google just hired a diversity VP — just as it struggles with a sexist memo from an employee – Recode

2017/08/08 Leave a comment

Culture change is hard:

Google recently announced a new head of diversity, just as it has had to deal with a controversial 3,000-word internal memo sent across the company by an employee.

It contains a series of what I can only describe as sexist twaddle, wrapped in the undeserved protection of free speech. (Hey bros who don’t agree, that’s just my opinion, so you’ll have to take it because … First Amendment and all!)

Danielle Brown, who was previously at Intel, was named the search giant’s new VP of diversity, integrity and governance several months ago and arrived a month ago. But she now has her first big test and it has to do with Silicon Valley’s latest problem.

Which is: Some male techies don’t seem to like women around computers.

She did note that in her memo she just sent to the company, noting she would not link to the employee’s memo because, ‘it’s not a viewpoint that I or this company endorses, promotes or encourages.”

The employee memo —which has been up for days without action by the company — went viral within Google this weekend with some decrying it and others not. Sources said execs have been struggling with how to deal with it and the fall-out, trying to decide if its troubling content crosses a line or should be allowed to be aired.

It’s not an easy line to walk. The employee — whom I am not naming since he seems to be the subject of threats online — penned a piece he sent across the company that said, among other things, that women just can’t do tech.

Titled “Google’s Ideological Echo Chamber,” it begins promisingly enough:

“I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes. When addressing the gap in representation in the population, we need to look at population level differences in distributions. If we can’t have an honest discussion about this, then we can never truly solve the problem.”

But then, in what is pretty much the main premise, he went on in detail: “I’m simply stating that the distribution of preferences and abilities of men and women differ in part due to biological causes and that these differences may explain why we don’t see equal representation of women in tech and leadership.”

Also men like status and, apparently, ladies like me are too nice to code.

More to come, but here is a memo Brown just sent out about the other memo:

“Affirming our commitment to diversity and inclusion—and healthy debate

Googlers,

I’m Danielle, Google’s brand new VP of Diversity, Integrity & Governance. I started just a couple of weeks ago, and I had hoped to take another week or so to get the lay of the land before introducing myself to you all. But given the heated debate we’ve seen over the past few days, I feel compelled to say a few words.

Many of you have read an internal document shared by someone in our engineering organization, expressing views on the natural abilities and characteristics of different genders, as well as whether one can speak freely of these things at Google. And like many of you, I found that it advanced incorrect assumptions about gender. I’m not going to link to it here as it’s not a viewpoint that I or this company endorses, promotes or encourages.

Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company, and we’ll continue to stand for that and be committed to it for the long haul. As Ari Balogh said in his internal G+ post, “Building an open, inclusive environment is core to who we are, and the right thing to do. ‘Nuff said.”

Google has taken a strong stand on this issue, by releasing its demographic data and creating a company wide OKR on diversity and inclusion. Strong stands elicit strong reactions. Changing a culture is hard, and it’s often uncomfortable. But I firmly believe Google is doing the right thing, and that’s why I took this job.

Part of building an open, inclusive environment means fostering a culture in which those with alternative views, including different political views, feel safe sharing their opinions. But that discourse needs to work alongside the principles of equal employment found in our Code of Conduct, policies, and anti-discrimination laws.

I’ve been in the industry for a long time, and I can tell you that I’ve never worked at a company that has so many platforms for employees to express themselves — TGIF, Memegen, internal G+, thousands of discussion groups. I know this conversation doesn’t end with my email today. I look forward to continuing to hear your thoughts as I settle in and meet with Googlers across the company.

Thanks,

Danielle”

Source: Google just hired a diversity VP — just as it struggles with a sexist memo from an employee – Recode

Update: Google has apparently fired the employee who wrote the offending memo.

Filed under gender, Multiculturalism Tagged with ,

Blogging Break – Resuming next week

2017/08/03 Leave a comment

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An increasingly diverse linguistic landscape: Highlights from the 2016 Census

2017/08/03 Leave a comment

Excerpts from the StatsCan summary:

Immigrant languages show strong growth

“Immigrant languages” refer to languages (other than English and French – the national official languages) whose existence in Canada is originally due to immigration after English and French colonization. This expression excludes Aboriginal languages and sign languages, in addition to English and French.

The first results from the 2016 Census, released on February 8, 2017, showed once more that international migration is the key driver of population growth in Canada. As such, Canada’s linguistic landscape is constantly changing. In the 2016 Census, over 7.7 million people reported an immigrant mother tongue (alone or with other languages). This corresponds to 22.3% of the Canadian population.

Over 7.3 million people reported speaking an immigrant language at home. The main immigrant languages spoken at home by Canadians in 2016 were Mandarin (641,100 people), Cantonese (594,705 people), Punjabi (568,375 people), Spanish (553,495 people), Tagalog (Pilipino) (525,375 people) and Arabic (514,200 people). Proportionally speaking, the number of people who speak each of these languages individually represents between 1.4% and 1.9% of the Canadian population.

Some languages saw significant growth from 2011 to 2016. Among the languages spoken by at least 100,000 people, Tagalog (Pilipino) (+35.0%), Arabic (+30.0%), Persian (Farsi) (+26.7%), Hindi (+26.1%) and Urdu (+25.0%) experienced the largest increases. The number of people who spoke a Chinese language at home rose 16.8% from 2011 to 2016 (see note to readers).

Chart 2  Chart 2: Variation between 2011 and 2016 in the population who reported speaking certain immigrant languages, Canada
Variation between 2011 and 2016 in the population who reported speaking certain immigrant languages, Canada

Chart 2: Variation between 2011 and 2016 in the population who reported speaking certain immigrant languages, Canada

Conversely, some European languages were reported by fewer people as the language spoken at home, led by Italian (-10.9%), Polish (-5.5%), German (-3.3%) and Greek (-2.3%).

These trends reflect the changes that Canada has undergone in terms of the geographic origin of its immigrants. The number of people who speak languages from countries that are recent sources of immigration, primarily Asian countries, is on the rise. Meanwhile, the number of people who speak certain European languages—which reflect older waves of immigration—is declining.

Immigrant languages are more commonly spoken in Canada’s large census metropolitan areas (CMAs). The infographic Immigrant Languages in Canada gives a general overview of the main immigrant languages spoken in the different regions of Canada.

The population with an immigrant mother tongue is increasing across Canada

The population with an immigrant mother tongue rose in every region of Canada. In absolute numbers, Ontario (+352,745 people) and Western Canada (+414,260 people) saw the largest growth from 2011 to 2016.

In relative terms, the Atlantic provinces (+33.2%) and the territories (+27.6%) saw the largest increase in the population with an immigrant mother tongue, despite accounting for only 1.2% of this population in 2016. In 2011, these two regions accounted for 1.0% of this population.

The population with an immigrant mother tongue is largely concentrated in large CMAs, with nearly two-thirds living in the CMAs of Toronto (35.3%), Vancouver (14.1%) and Montréal (13.0%). These proportions were down slightly from 2011, when they were 36.3%, 14.3% and 13.3% respectively.

In relative terms, the population with an immigrant mother tongue experienced more rapid growth in the CMAs of Edmonton (+31.1%), Calgary (+28.0%) and, to a lesser extent, Ottawa-Gatineau (+15.5%). This growth was 10.3% in Toronto, 10.6% in Montréal and 11.5% in Vancouver.

The document Linguistic diversity and multilingualism in Canadian homes presents the main immigrant mother tongues in the large CMAs in Canada. In Montréal and Ottawa-Gatineau, Arabic was the main immigrant mother tongue. In Calgary and Edmonton, the three most common immigrant mother tongues were, in order, Tagalog, Punjabi and Cantonese. In Toronto and Vancouver, they were Cantonese, Mandarin and Punjabi.

Cree languages are the Aboriginal languages most commonly spoken at home

The 2016 Census of Population provides data on close to 70 Aboriginal languages.

Cree languages were the Aboriginal languages most often reported as the language spoken at home in Canada (83,985 people) in 2016. Inuktitut was spoken by 39,025 people, while 21,800 people spoke Ojibway, 13,855 people spoke Oji-Cree, 11,780 people spoke Dene and 10,960 people spoke Montagnais (Innu).

Overall, the number of people who speak an Aboriginal language at home (228,770 people) is higher than the number of people who have an Aboriginal mother tongue (213,230 people). This difference, particularly significant among youths aged 0 to 14, shows the growing acquisition of an Aboriginal language as second language. In this age group, 44,000 people have an Aboriginal language as a mother tongue, while 55,970 people speak an Aboriginal language at least on a regular basis at home.

More detailed analysis highlighting the richness and diversity of Aboriginal languages will be made available with the release of 2016 Census data on Aboriginal Peoples on October 25, 2017.

English and French are pathways of integration into Canadian societyLinguistic diversity is also measured by the growth of multilingualism in Canadian homes. Multiple languages in the homes of Canadians of all origins are becoming more common.

The proportion of the Canadian population who speak more than one language at home rose from 17.5% in 2011 to 19.4% in 2016. There were also more multiple responses to the question on mother tongue, with the proportion of people who reported more than one mother tongue rising from 1.9% in 2011 to 2.4% in 2016.

Multilingualism primarily occurs when official languages are used increasingly with an immigrant language. For more information, see Linguistic diversity and multilingualism in Canadian homes.

For example, 69.9% of people with an “other” mother tongue (reported alone) spoke English or French at home in 2016—mostly in combination with the mother tongue.

Similarly, 69.8% of people who spoke an “other language” at home (regardless of mother tongue) did so in combination with at least one of the two official languages.

Overall, 98.1% of Canadians reported that they were able to hold a conversation in at least one official language in 2016, and 93.4% spoke English or French at home at least on a regular basis.

…

Strong growth of Arabic in the Atlantic provinces

There was an increase in immigrant languages as mother tongue and as a language spoken at home in the Atlantic provinces. Arabic in particular saw strong growth from 2011 to 2016 and was the main immigrant language spoken at home in three Atlantic provinces.

The only exception was Prince Edward Island, where Mandarin was the main immigrant language spoken at home (2,290 people).

Montagnais (Innu) (1,505 people), an Aboriginal language, was the other language most frequently reported spoken at home in Newfoundland and Labrador.

Decline in the use of French at home in Quebec

The various linguistic indicators show an increase in other languages and in English, and a decline in French in Quebec.

Arabic was the most common immigrant language spoken at home (213,055 people) in 2016 in Quebec, up 23.7% from 2011.

English as a mother tongue rose from 9.0% in 2011 to 9.6% in 2016, and as a language spoken at home it increased from 18.3% in 2011 to 19.8% in 2016.

French saw a decline as a mother tongue (from 79.7% in 2011 to 78.4% in 2016) and as a language spoken at home (from 87.0% in 2011 to 86.4% in 2016).

Nearly half of Canadians with an immigrant mother tongue lived in Ontario in 2016

Ontario accounted for nearly half (49.5%) of Canadians whose mother tongue or language spoken at home was an immigrant language in 2016, down slightly from 2011 (50.9% for mother tongue and 51.2% for language spoken at home).

Immigrant languages spoken at home rose significantly in Ontario from 2011 to 2016, led by Arabic (+30.5%), Persian (Farsi) (+24.0%), Urdu (+21.3%), Tagalog (Pilipino) (+19.3%), Chinese languages (+17.4%) and Punjabi (+14.5%).

Asian languages see strong growth in the western provinces

Tagalog (Pilipino) is the main immigrant language spoken at home in the Prairie provinces. From 2011 to 2016, Tagalog (Pilipino) increased 123.1% in Saskatchewan, 68.3% in Alberta and 42.3% in Manitoba.

In numbers, Punjabi was the main immigrant language spoken at home in British Columbia (222,720 people) in 2016, up 10.9% from 2011, followed closely by Mandarin (202,625 people) and Cantonese (200,280 people).

Strong growth for Tagalog in the territories

The number of people who reported speaking Tagalog (Pilipino) rose sharply in Yukon (+105.4%), the Northwest Territories (+58.8%) and Nunavut (+54.5%). The main “other” languages spoken at home were Dogrib (Tlicho) in the Northwest Territories (2,005 people) and Inuktitut in Nunavut (25,405 people). From 2011 to 2016, the number of people speaking Inuktitut in Nunavut rose 12.1%.

All French linguistic indicators increased in the three Canadian territories.

Source: The Daily — An increasingly diverse linguistic landscape: Highlights from the 2016 Census

Filed under Language, Multiculturalism Tagged with ,

What’s Keeping Asian-American Lawyers From Ascending The Legal Ranks? : NPR

2017/08/02 Leave a comment

Useful analysis, including breakdowns by different Asian ethnicities, and the importance of role models:

In 2015, the California Supreme Court reversed the ruling [against non-citizens joining the California Bar – Chang was unable to become a citizen given the Chinese Exclusion Act of 1882]. “Even if we cannot undo history, we can acknowledge it and, in doing so, accord a full measure of recognition to Chang’s path-breaking efforts to become the first lawyer of Chinese descent in the United States,” the judges wrote in their decision.

“That case got me thinking about the fact that Asian-Americans have been formally excluded from the legal profession as Chang was, and of course, [with] all the informal barriers,” says California Supreme Court justice Goodwin Liu, who reviewed the case. He said he realized he hadn’t seen a comprehensive study of how Asian-Americans came into the legal profession — so he took it upon himself to lead one.

In the study, Liu shows that though Asian-Americans are the fastest-growing minority group in the legal field, there’s still a stark lack of Asian-American lawyers in top positions in this country.

In 2015, 10 percent of graduates at the top-30 law schools were Asian-American, according to the study. Yet they only comprised about 6 percent of federal law clerks and 4 percent of state law clerks. Compare that to white students, and you’ll see a striking contrast: 58 percent of students from top-30 schools were white, but still landed 82 percent of all federal clerkships and 80 percent of all state clerkships.

Liu and his co-researchers also found that while Asian-Americans comprise 5 percent of lawyers in the U.S. and 7 percent of law students, only 3 percent of federal judges are Asian-American, and three out of 94 U.S. Attorneys last year were Asian-American.

The study noted that some obstacles Asian-Americans face include a lack of access to mentors, as well as stereotypes of Asians as being unable to assimilate or socially awkward.

“Whereas Asian Americans are regarded as having the ‘hard skills’ required for lawyerly competence, they are regarded as lacking many important ‘soft skills,’ ” the researchers wrote.

The study also pointed out that there’s a dearth of Asian-American lawyers in public service roles:

“It is notable that few Asian Americans appear motivated to pursue law in order to gain a pathway into government or politics. … Greater penetration into these public leadership roles is critical if the increasing number of Asian American attorneys is to translate into increasing influence of Asian Americans in the legal profession and throughout society. A major challenge is to encourage Asian American lawyers to pursue public service roles and to eliminate barriers for those who do.”

When asked to break out the data further by ethnicity, Xiaonan Hu, one of the researchers, told NPR that she noticed Filipino-American and Indian-American respondents were more likely to say they enrolled in law school to work in government or politics than, say, Japanese-American or Korean-American respondents. Two percent of respondents who were Japanese-American and 3 percent of Korean-Americans ranked the entry into government or politics as a top motivator for going to law school, compared to 11 percent of Filipino-Americans and 5 percent of Indian-Americans.

So what could account for this?

“It doesn’t seem like it’s as much about those groups [being] MORE interested in government and politics, but less averse to it,” Karthick Ramakrishnan, a professor of political science at the University of California, Riverside, wrote in an email.

“For Filipino Americans, many of them made advancements in government and local politics in California and Hawaii, where they have large populations and there were relatively long-standing Filipino communities,” Ramakrishnan, who also runs the project AAPI DATA, said.

“Indian Americans, by comparison, are much more recently arrived in the United States (with their population booming in the last 2 decades). That normally would mean that we would not expect them to be involved in politics. But, past research indicates that prior experience with democracy and high English proficiency tend to mean greater political participation.”

And while there are rampant structural issues that need to be addressed, Chris Kang, former National Director of the National Council of Asian Pacific Americans, said that emphasizing role models can sometimes be powerful.

When Kang was working with the Obama administration as Pres. Obama’s Deputy Counsel, he helped appoint federal judges. Kang said he and his team tried to highlight each new justice’s ethnicity and gender.

“It wasn’t just, ‘the first Asian-American judge in the district,’ but we really went and highlighted ‘the first Vietnamese-American, the first Filipino-American,’ ” Kang told NPR.

“If there’s someone of your particular ethnicity — or an Asian-American woman, [where there’s] only been two to the federal bench before — seeing now a dozen of them starts to make a difference,” Kang said, “and you start to think as you’re going into law school or you’re a lawyer considering what’s next for you, that a judgeship might be possible.”

Source: What’s Keeping Asian-American Lawyers From Ascending The Legal Ranks? : Code Switch : NPR

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ICYMI – UK ‘has stripped 150 jihadists and criminals of citizenship’ | UK news | The Guardian

2017/08/02 Leave a comment

Given the recent attacks in the UK, hard to say that revocation acts as a deterrent:

More than 150 jihadists and other criminals have been stripped of their citizenship and banned from returning to the UK, it has been reported.

Ministers stepped up the “deprivation orders” amid fears the collapse of the so-called Islamic State terror group will lead to an influx of militants from Syria, according to the Sunday Times.

Quoting official figures and security sources, the paper said more than 40 suspects have had their right to a passport removed this year, with about 30 targeted since March.

It added those who have had their citizenship removed include gunmen and “jihadi brides” who have travelled to Syria.

 They are all dual nationals, including British-born people with parents of different nationalities, as ministers cannot take away citizenship if it would lead a suspect stateless.

A senior security source told the Sunday Times: “There’s an awful lot of people we have found who will never be coming home again. Our number one preference is to get them on trial. If we don’t think that’s possible, we use disruption techniques.”

Last week the Home Office revealed just six suspects in Britain who cannot be deported or prosecuted are subject to terrorism prevention and investigation measures (Tpims).

The security minister, Ben Wallace, said: “Prosecution and conviction is always our preference for dealing with terrorists.

“Tpims (terrorism prevention and investigation measures) are one of a range of powers at our disposal to disrupt terrorism-related activity where prosecution is not possible.”

Source: UK ‘has stripped 150 jihadists and criminals of citizenship’ | UK news | The Guardian

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