Pathways to Permanent Residency for French-Speaking Skilled Temporary Foreign Workers - Ontario

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Table of contents

• Acronyms
• Summary
  • Statistical profile of French-speaking skilled temporary foreign workers in Ontario
  • Analysis of the interviews and data
  • Potential solutions
• Introduction
  • Background
  • Research Objective
  • Méthodology
• Statistical profile of French-speaking skilled temporary foreign workers in Ontario
  • Characteristics of the French-speaking skilled temporary foreign workers in Ontario
  • Temporary residence programs
  • Regions and countries of origin
  • Gender, marital status and age
  • Professional skill level and language profile
• Factors encouraging settlement in Canada and Ontario
  • Leaving for Canada
  • Choosing the region of destination
• Pathways to settlement
  • Steps and challenges settling in Ontario
  • Building a social network
  • Settlement support
• Integrating in the workplace
  • Job search
  • Language in the workplace
  • Working conditions and issues associated with closed temporary permits
  • Recognition of skills and experience
• Transition to permanent residence
  • Characteristics of French-speaking skilled TFWs who have transitioned to permanent residence
  • Admission categories for French-speaking skilled TFWs who have transitioned to permanent residence
  • Reasons to choose permanent residence
  • Reasons not to choose permanent residence
  • Decision to remain in Ontario
  • Challenges encountered in the immigration process and suggested solutions
• Conclusion
• Courses of action
• Bibliography of documents cited and consulted
• Appendix
  • Stakeholders interviewed
  • Additional information on the qualitative sample

Acronyms

IMP

International Mobility Program

IRCC

Immigration, Refugees and Citizenship Canada

TFW

Temporary Foreign Worker

TFWP

Temporary Foreign Worker Program

Summary

This report presents the highlights of a research project carried out by the firms Goss Gilroy Inc. (GGI) and Sociopol for Immigration, Refugees and Citizenship Canada (IRCC). The purpose of this report is to understand the transition to permanent residence for French-speaking skilled^{Footnote 1} temporary foreign workers (TFWs) in Ontario.

During the study period (2012 to 2021), transitions from temporary worker status to permanent resident status (“two-step” immigration) increased in Canada. Since temporary and permanent immigration are particularly important for the vitality of Francophone communities outside Quebec, it is important to look at the pathways taken by the skilled foreign workers who make this transition in a minority language community. To do so, the research team reviewed IRCC administrative data and conducted interviews with 35 TFWs and permanent residents who were temporary residents during the study period. The research team also spoke with nine stakeholders and representatives from organizations that serve or are very familiar with this population.

Statistical profile of French-speaking skilled temporary foreign workers in Ontario

In Ontario, 175,574 skilled temporary workers obtained their first work permit between 2012 and 2021. Of that number, 3.3% (5,805 people) were French-speaking. These French-speaking skilled temporary workers were mainly born in Europe: 82.5% in France, followed by 2.2% in Switzerland and 2.2% in Belgium. After Europe, the second most common region of origin is Africa (7.8%), where the main countries of birth are Cameroon (1.4%), Tunisia (1.2%), Morocco (1.1%), Algeria (0.8%), Mauritius (0.7%) and Ivory Coast (0.5%). Over 94.5% spoke French as their mother tongue, and more than half (57.2%) also spoke English. There were more men (60.3%) than women (39.7%) in this relatively young population (78.3% were under the age of 35 when they arrived). Over half of these temporary workers (56.5%) were employed in professional occupations, 27.5% in technical occupations and skilled trades, and 16% in managerial positions. The vast majority (96.3 %) of these workers chose the International Mobility Program (IMP), which includes the Francophone Mobility stream. The annual proportion of French-speaking skilled temporary workers admitted to Ontario through the Francophone Mobility stream rose from 3% in 2016 to 39.3% in 2021.

Analysis of the interviews and data

Factors encouraging them to settle in Ontario. Most French-speaking skilled TFWs settle in Canada as the result of a job offer (theirs or their spouse’s), but there are other reasons as well, such as a desire to live elsewhere or to seek a better education for their children, personal ties to Canada, and an interest in the Canadian lifestyle and perceived attitudes and mentalities in Canada (e.g., work-life balance and a sociopolitical climate of tolerance). In addition, three French-speaking skilled TFWs in our sample arrived in Ontario as refugee protection claimants. These individuals, who initially came to Canada for family or professional reasons, claimed refugee protection in order to escape very difficult situations abroad. After their claims were rejected by the Immigration and Refugee Board of Canada, they applied for permanent residence based on humanitarian and compassionate considerations, since they felt that they could not return to their respective countries for safety reasons. They are now awaiting a decision.

Settlement. The most frequently cited challenges related to settlement include housing, financial concerns, difficulty accessing certain services such as health care and child care in French and in general, and various administrative challenges. Those who arrived in Canada with a solid job offer, a good level of English, good financial resources and some kind of social network or support from their employer experienced few settlement-related issues. However, some still faced challenges, especially those who had a low level of English when they arrived and those awaiting a decision regarding their application for permanent residence based on humanitarian and compassionate considerations. In most cases, these problems did not discourage respondents from wanting to settle in Ontario long-term, but they were a source of major stress and had an impact on decisions. Additionally, processing delays in the renewal of temporary work permits can mean that work and entry permits expire before a decision is made. For example, one person and their family found themselves in this very situation at the time of their interview and were experiencing a number of administrative problems that caused them a great deal of stress.

Few of our respondents tried to obtain settlement services in Canada, often because they did not feel they needed them. Some respondents, however, explained that they were not aware that resources in French existed when they arrived. That said, temporary workers are not usually eligible for the settlement support services provided by front-line immigration organizations since IRCC does not fund this population. Given that this population is transitioning to permanent residence following a period of temporary work in Canada, the initial settlement is already over by the time IRCC settlement services are available to them. Employer support for skilled workers during their settlement is always valuable, but highly variable.

Professional integration. The majority of our respondents arrived in Canada with a job offer. However, some people faced difficulties when they changed jobs before or after obtaining permanent residence. Challenges were also more common among people who had to find a job once they arrived in Canada, such as the refugee protection claimants and the spouses of skilled TFWs. Less than half of our respondents worked in a bilingual environment or in French during their temporary residence. Some of those who worked in a more Anglophone environment described having a difficult time at first. For example, conversations with their colleagues or clients were limited or laborious because of their low level of English.

Around half of respondents confirmed that the job they held as a TFW matched their experience and skills. The other half reported that the position did not quite match or did not at all match their field or level of expertise, and some did or would have trouble getting their credentials recognized in order to advance or change positions. Four respondents reported problems experienced by others (spouse or acquaintance) related to credential recognition.

Most respondents were satisfied with their working conditions. However, some of those interviewed experienced fairly serious issues (e.g., workplace conflicts and tension, low wages, long hours and unfair conditions for temporary workers). These respondents felt trapped in the job because of their closed work permit. Even though there is recourse for people in such situations, our respondents waited for permanent residence instead, because they did not know the options available to them or out of fear that they would jeopardize their plans in Canada. Even the respondents who did not experience major problems mentioned the constraints associated with the temporary permit in terms of a precarious status and not being able to travel in certain circumstances (e.g., while waiting for renewal), study, or work more than one job. The three people who were waiting for permanent residence on humanitarian and compassionate considerations held jobs that paid very little. All three would have liked to be able to study and get a job in their field or with better conditions.

In general, the anxiety that comes with temporary permits leads skilled TFWs to want to obtain permanent residence as quickly as possible. While some French-speaking skilled temporary workers make the transition quickly and easily, others retain their temporary status for a long time and must renew their permit multiple times before obtaining permanent residence. This was the case for half of those interviewed who were no longer temporary workers.

Transition to permanent residence. Of the French-speaking skilled TFWs who obtained their first temporary work permit from 2012 to 2021 in Ontario, 20.7% transitioned to permanent residence. Among them, a higher proportion were employed in managerial positions (27%) on arrival compared to all French-speaking skilled TFWs. Men (22.3%) were also slightly more likely to transition to permanent residence than women (18.2%). Those who transitioned to permanent residence were also, on average, slightly older than those who did not make the transition. The quantitative data also tends to show marital status as having an influence, with people in relationships being more likely to transition to permanent residence.

The majority (88.5%) of those who transitioned were admitted through one of the economic immigration programs. Federal economic programs managed as part of Express Entry were used the most (Canadian Experience Class (62.2%), Skilled Worker Class (19.2%) and Skilled Trades Class (1.2%)). These three federal programs account for 82.6% of permanent residence admissions for the study population. The Provincial Nominee Program is still not widely used (4.3%). That said, within the Ontario Immigrant Nominee Program, the province created a specific stream for French-speaking skilled TFWs. This program gives bilingual skilled workers the opportunity to apply for permanent residence in Ontario. In 2019, Ontario was the only province to meet its admissions targets for French-speaking permanent residents under the Provincial Nominee Program. Some stakeholders also identified the Rural and Northern Immigration Pilot as another route to permanent residence for French-speaking skilled TFWs. This program, rolled out in Ontario and the Western provinces, builds on the success of the Atlantic Immigration Program.

Some of our respondents, including the refugee protection claimants and workers with a Canadian spouse, were already considering immigrating to Canada permanently when they arrived. However, most interviewees made the decision to apply for permanent residence during their temporary stay, after spending some time in Canada. These individuals decided to start the process because their position had been extended, for example, or because they were happy with their quality of life in Ontario. Many people started or grew their family during the period they had a temporary permit, and so staying in Canada and obtaining permanent residence made sense for them. Of those who transitioned to permanent residence during the study period, the majority (89.2%) planned to stay in Ontario.

The decision to apply for permanent residence is influenced by a range of considerations, whether personal (e.g., being in a relationship with a Canadian or preferring the way of life in Canada for oneself or one’s family) or professional (e.g., changing jobs, advancing one’s career, taking on more responsibility, going into business or pursuing studies). Most respondents wanted to become permanent residents to have greater peace of mind and be free from the constraints associated with temporary status.

When it comes to the challenges experienced in making the transition, respondents mentioned the complexity of the process, the cost, the time frame, and a lack of access to clear and complete information that is relevant to their situation. Respondents would like to see in-person processing for immigration procedures and lamented that they were not able to speak with an IRCC representative to obtain information during the process. In particular, our respondents were worried that an administrative error might jeopardize their transition, and this did in fact occur in some cases. Simply put, skilled TFWs are looking for personalized, specialized assistance, preferably in French, to help them through the process, but using immigration consultants is costly. Moreover, even though French is viewed as an asset in the permanent residence process because of the points awarded to Francophones in minority communities, a number of respondents also told us that they found it redundant and onerous to have to take a test to prove their French language skills, especially when French was already their mother tongue or language of education.

Potential solutions

1. Provide all French-speaking skilled TFWs with access to pre-departure services.
2. Provide French-speaking skilled TFWs with information on the Francophone community and resources in their region of destination as soon as possible, to facilitate connections between workers and organizations.
3. Provide additional resources to organizations already responsible for settlement services in French, and authorize them to provide services to temporary residents.
4. Work with employers to identify and welcome French-speaking skilled TFWs.
5. Facilitate access to immigration counselling resources in French.
6. Increase outreach to French-speaking temporary workers and employers to raise their awareness of the rights of TFWs, and improve support to TFWs who have a closed permit and are facing difficult situations.
7. Speed up the transition from temporary to permanent residence for settled French-speaking skilled TFWs who have been working in Canada for several years.
8. Ensure personalized, in-person processing and systematic, clear and easy access to information in French about permanent residence for temporary residents.

Introduction

This report presents the data and conclusions of a research project carried out by Goss Gilroy Inc. (GGI) and Sociopol for Immigration, Refugees and Citizenship Canada (IRCC) regarding the pathway to permanent residence taken by French-speaking skilled^{Footnote 2} temporary foreign workers (TFWs) in Ontario.

temporary foreign workers (TFWs) in Ontario.

Background

The selection of former TFWs to become economic permanent residents is called a “two-step migration” process and has increased in Canada since the early 2000s (Crossman, Hou and Picot, 2021). This approach to immigration is also increasingly being used in other countries, particularly in New Zealand and Australia. To make it easier for temporary residents to become permanent residents, the federal and provincial governments have introduced a number of measures and programs for immigration in the economic class, such as the Canadian Experience Class under Express Entry and the Temporary Resident to Permanent Resident Pathway, a temporary program that ended in November 2021.

Among those admitted to work temporarily are international students who have obtained a post-graduation work permit, those eligible under the Temporary Foreign Worker Program (TFWP), and those admitted on a temporary basis under the International Mobility Program (IMP). In Canada, most TFWs are admitted under the TFWP and the IMP (Ci et al., 2018; Coderre and Nakache, 2021; Hou et al., 2020).

The overall objective of the TFWP is “to fill short-term labour shortages” (Hou et al., 2020, p. 2), whereas the IMP “aims to advance Canada’s broad economic and cultural interests” (Hou et al., 2020, p. 2). The TFWP has streams for caregivers, agricultural workers and other TFWs broken down by skill level. The IMP also has various streams, such as International Experience Canada, which has options for working holidays, young professionals and international co-ops. Within the IMP, the Francophone Mobility stream, established in 2016, aims to increase the recruitment of French-speaking skilled TFWs outside Quebec. To achieve this, as with the other IMP programs, employers are exempt from the requirement to obtain a labour market impact assessment. In addition, the eligibility criteria for Francophone Mobility are not restricted by the worker’s nationality and age, unlike other IMP programs. Lastly, even though the primary language of recruits must be French, they do not have to work in French.

Temporary and permanent immigration are particularly important for Francophone communities outside Quebec, which must increasingly rely on immigration to ensure their vitality (Ba, 2021). To that end, the Government of Canada’s support for Francophone immigration has increased over the years, contributing to the achievement in 2022 of the 4.4% admission target for French-speaking permanent residents outside Quebec by 2023 (IRCC, 2019). Ontario is the top province of destination for Francophone permanent residents admitted to Canada outside Quebec. Between 2015 and 2021, 57.7% of all Francophone permanent residents had Ontario as their province of destination (Sociopol, 2023).

Research objective

The main objective of this study is to understand the transition of French-speaking skilled TFWs transition to permanent residence in Ontario. The research questions that guided this work are as follows:

Main question: What factors influenced the transition of French-speaking skilled TFWs to permanent residence in Ontario?

Sub-questions: Regarding French-speaking skilled TFWs in Ontario:

• What are their social and demographic characteristics?
• What are the characteristics of those who did or did not transition to permanent residence?
• What factors influenced their decision whether or not to apply for permanent residence?
• How have government programs and policies influenced their transition pathway to permanent residence?
• What are the unique characteristics of their economic, cultural and social integration?
• What are the main obstacles and challenges they encountered on their pathway, particularly during the process to become a permanent resident?
• What resources, services and practices (both formal and informal) helped them or could have helped them make the decision or transition to permanent residence?
• What impact did the pandemic have on their migration pathway?

Methodology

To carry out this project, the research team used a mixed methodology, summarized below, based on the collection of primary and secondary data.

Document and literature review

The team reviewed the literature on skilled TFWs, which allowed it to meet the following objectives:

• Understand the known issues, dynamics and realities of the skilled TFW pathway, especially for French speakers.
• Take stock of the current situation regarding the policies and dynamics particular to Francophone immigration to Canada outside Quebec, with a focus on TFWs and Ontario.
• Review the programs in Canada and Ontario that allow skilled professionals to acquire temporary resident status and then to initiate the process to obtain permanent residence.

Statistical analysis

The research team also analyzed IRCC administrative data from the records of applicants for temporary and permanent resident status. Three criteria were used to identify the TFWs who were included in the statistical profile: the date when they obtained their first work permit; their National Occupation Classification (NOC) skill type/level; and their language. French-speaking skilled TFWs at NOC skill type 0 or skill level A or B^{Footnote 3} who obtained their first work permit between January 1, 2012, and December 31, 2021, were included.

Regarding language, we used IRCC’s 2006 definition of a French-speaking immigrant. The definition is as follows: an immigrant whose mother tongue is French, or whose first official language in Canada is French if the mother tongue is a language other than French or English. Those who were included reported knowledge of “French only.” The dual responses of “English and French” were therefore excluded^{Footnote 4} (IRCC, 2016).

Note that to ensure that respondents remain anonymous, the values under five were not included in all of the figures and tables. When someone had more than one work permit (e.g., in 2013, 2015 and 2017), the year when the first work permit was obtained is shown (e.g., 2013).

Semi-structured interviews

The research team conducted 35 semi-structured interviews with individuals belonging to various groups within the study population. All interviewees were adults with the following characteristics:

• Have or have had (since 2012) temporary resident status as a skilled worker;
• Are French-speaking, as per IRCC’s 2006 definition; and
• Lived and worked mainly in Ontario during their temporary residence.

In sum, the characteristics of the sample are as follows (also see the Appendix for more information on the 35 study participants):

• Concerning the countries of birth, our sample is somewhat more diverse than the overall population of French-speaking skilled TFWs in Ontario for the study period; however, most respondents (25) were nevertheless born in Europe, primarily in France. The other countries of origin represented in the qualitative sample include Saudi Arabia, Cameroon, Haiti, Mali, Morocco, Tunisia and the Democratic Republic of the Congo.
• Most respondents were based in Toronto (16) or Ottawa (13), consistent with the quantitative data. Other cities represented in the sample are Burlington, Hamilton, Kitchener, Waterloo, Windsor, and one city in Northern Ontario that is not identified for privacy reasons.
• The duration of the temporary stays varied from less than one year to more than 36 months.
• Those interviewed obtained their temporary permits under various programs, but most (19) went through the IMP, specifically the Francophone Mobility stream (13). A few people (6)went through the TFWP. Other types of pathways included individuals who accompanied their spouse who was a skilled temporary worker, and three people who are currently awaiting a response to an application for permanent residence based on humanitarian and compassionate considerations.
• The sample had a similar number of women (17) and men (18).
• Six people indicated that they are a member of a visible minority and six others preferred not to answer that question.
• Just under half of the respondents (14) came to Canada alone; the others came with children (13) or with a spouse only (8).

Table 1: Permanent residence situation of the interviewees

The interviews addressed the professional and migration pathway of French-speaking skilled TFWs to gain a clear understanding of the factors that influenced their transition to permanent residence. The interviews also explored the factors that influenced the respondents’ choices at various key moments.

To recruit volunteers to participate in the interviews, IRCC had an invitation emailed to the people in its internal databases whose profiles matched the various groups in the study. Those interested in participating were invited to contact the researchers directly to ensure that there would be no possible connection between their participation in the study and their personal file at IRCC. The volunteers were asked to fill out a short questionnaire in order to collect the demographic and pathway-related information required for participant sampling. The interview participants were given a consent form outlining the research goals and how the information gathered would be used.

In addition, the research team had a recruitment notice sent to Francophone immigration networks, and a few respondents volunteered in response to this notice.

All of the interviews were conducted by videoconference or telephone and lasted approximately 60 minutes.

The research team also conducted nine semi-structured interviews with stakeholders who could provide relevant information regarding the path of French-speaking skilled TFWs in Ontario (see the list in the Appendix). The information provided by the stakeholders helped put the qualitative data into context and provided a broader perspective of the issues in the various regions. These interviews were also useful for addressing innovations, promising practices and possible solutions to the issues raised.

Statistical profile of French-speaking skilled temporary foreign workers in Ontario

Characteristics of the French-speaking skilled temporary foreign workers in Ontario

In Ontario, 175,574 skilled TFWs obtained their first work permit between 2012 and 2021. Of that number, 5,805 people, or 3.3%, were French-speaking. More specifically, the proportion of French-speaking people among all of the skilled TFWs who were admitted fluctuated between a low of 1.9% in 2013 and a high of 4.6% in 2014 and in 2017.

Figure 1: Annual proportion of French-speaking skilled TFWs among all skilled TFWs by year when the first work permit was obtained, 2012 to 2021, Ontario

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 1

	2012	2013	2014	2015	2016	2017	2018	2019	2020	2021
Proportion	2.0%	1.9%	4.6%	3.7%	3.6%	4.6%	3.7%	3.1%	2.6%	3.0%

From 2012 to 2021, an average of 580 French-speaking skilled TFWs per year obtained a work permit in Ontario, with a high of 861 in 2017 and a low of 241 in 2020 in the context of the COVID-19 pandemic. During the first few months of the pandemic, visas and work permits were issued exclusively to temporary workers and international students already in Canada (Feenan & Madhany, 2021, p. 9; The Conference Board of Canada, 2021). Many who had already received their visa but were still residing outside Canada were not able to enter the country because of the border closures and travel restrictions. IRCC also “temporarily stopped processing applications [for temporary immigration permits] over a three-month period” (Feenan & Madhany, 2021, p. 9). Owing to these factors, the number of international students, temporary workers and permanent residents entering the country dropped considerably, including in Ontario.

Temporary residence programs

The main mechanism for admitting French-speaking skilled TFWs in Ontario is the IMP (96.3%), compared to 3.7% for the TFWP. These figures reflect the fact that the IMP targets skilled TFWs specifically. The Canadian Interests sub-category (93.6%), which includes the Francophone Mobility stream, is used most often. Since it was launched in June 2016, the annual proportion of French-speaking skilled TFWs admitted to Ontario through this stream has increased year over year, from 3% in 2016 to 39.3% in 2021 (Figure 2).

Table 2: Number and percentage of French-speaking skilled TFWs by permanent resident status, main admission class and certain admission sub-categories, 2012 to 2021, Ontario

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 2: Proportion of French-speaking skilled TFWs who obtained their first work permit under the Francophone Mobility stream, 2016 to 2021, Ontario

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 2

	2016	2017	2018	2019	2020	2021
Proportion	3.0%	15.8%	18.0%	26.3%	35.7%	39.3%

Study respondents explained that the Francophone Mobility stream is beneficial because it allows the principal applicant and their partner, if applicable, to obtain a temporary permit quickly. However, some temporary residents and stakeholders said that not all employers are aware of the Francophone Mobility program or do not necessarily understand the parameters and may find the process daunting (see text boxes), especially if the company does not have the means to hire an immigration consultant. These comments came from skilled workers who used Francophone Mobility when the program was relatively new, but also from more recent cases as well. Some organizations work directly on supporting entrepreneurs through the Francophone Mobility process. However, stakeholders also said that the average processing times (6 to 8 months) might be considered too long for employers who have pressing labour needs. According to these respondents, the time frames to bring someone from Africa tend to be even longer.

Regions and countries of origin

Europe is the region of origin for 88.5% of French-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 in Ontario. The main country of origin, by a wide margin, is France (82.5%), followed by Switzerland (2.2%) and Belgium (2.2%). The second most common region of origin is Africa (7.8%), where the main countries of birth include Cameroon (1.4%), Tunisia (1.2%), Morocco (1.1%), Algeria (0.8%), Mauritius (0.7%) and Republic of Ivory Coast (0.5%).

Figure 3: Proportion of French-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by status of transition to permanent residence and region of birth, Ontario

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 3

Region of birth	Total	Have not transitioned	Have transitioned
Americas	2.0%	1.9%	2.1%
Europe	88.5%	90.1%	82.4%
Africa	7.8%	6.5%	12.7%
Other regions	1.7%	1.5%	2.8%

Gender, marital status and age

More French-speaking men (60.3%) than women (39.7%) obtained a work permit as a skilled TFW in Ontario between 2012 and 2021. As a whole, this population was relatively young. For the period from 2012 to 2021, 78.3% of them were under the age of 35 when they obtained their first work permit, and 43.6% of that group was between the ages of 18 and 24. The majority of French-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 were not in a relationship (69.4%).

Figure 4: Proportion of French-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by status of transition to permanent residence and age group (18 and over), Ontario

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 4

Age group	Total	Have not transitioned	Have transitioned
18 to 24 years	43.6%	50.8%	16.2%
25 to 34 years	34.8%	30.0%	53.2%
35 to 49 years	18.0%	15.4%	27.8%
50 years and older	3.6%	3.8%	2.8%

Professional skill level and language profile

Most French-speaking skilled TFWs in Ontario were employed in professional occupations (56.5%), while 27.5% were in technical occupations and skilled trades and 16% were in managerial positions.

The vast majority (94.5%) of French-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 in Ontario have French as their mother tongue. The second most frequently identified mother tongue is Arabic (2.0%). In terms of self-declared knowledge of both of Canada’s official languages, 57.2% of French-speaking skilled TFWs who obtained their first work permit during the study period reported that they knew both French and English and 29.7% knew only French. These proportions are similar among people who did not transition to permanent residence. However, just over one fifth (21.9%) of those who transitioned to permanent residence did not report their knowledge of official languages, so the profile for this group when it comes to this question is less accurate.

Figure 5: Proportion of French-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by status of transition to permanent residence and self-declared knowledge of official languages, Ontario

Source: IRCC, Temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 5

Self-declared official language knowledge	Total	Have not transitioned	Have transitioned
French	29.7%	29.7%	29.9%
English and French	57.2%	61.3%	41.5%
English	2.7%	1.6%	6.7%
Not declared	10.4%	7.4%	21.9%

Factors encouraging settlement in Canada and Ontario

Leaving for Canada

The factors that lead skilled workers to settle temporarily in Canada vary greatly, depending in particular on their country of origin, socio-economic situation and level of education.

Nearly all of our respondents (25) came to Ontario for a job opportunity. Of the rest, some said they were initially motivated by a taste for adventure and discovery (5) and two people followed a spouse who had gotten a job in Canada. Three people holding the status of skilled TFW status who came to Canada in another context: as refugee protection claimants. These individuals, who initially came to Canada for family or professional reasons, claimed refugee protection in order to escape very difficult situations abroad. After their claims were rejected by the Immigration and Refugee Board of Canada, they applied for permanent residence based on humanitarian and compassionate considerations, since they felt that they could not return to their respective countries for safety reasons. They are now awaiting a decision.

In our interviews and in the literature, professional opportunities were a key factor for migration among skilled TFWs. Professional development or advancement were the main reasons cited by participants in our study who entered Canada with a young professionals visa or a co-op visa in particular. Many temporary workers are motivated by their desire to [translation] “accumulate cultural capital and mobility capital” (Désilets, 2019, p. 19) and their desire to have a fulfilling professional life or find a good work-life balance. Migration is also not always motivated by the desire to earn more money. Some of our respondents confirmed that they could earn more elsewhere or in their country of origin but still preferred to choose an opportunity in Canada.

The literature and interviews also indicate that factors unrelated to employment, professional experience or financial considerations also play an important role for those who decide to settle abroad temporarily. Among the people interviewed for the Ontario study, their reasons for coming to Canada reflect these factors and are a combination of looking for professional or economic opportunities and more personal considerations such as the appeal of the Canadian lifestyle or the (perceived) values, attitudes and mentalities in Canada. Other factors include the appeal of a certain way of life or standard of living, a desire to have a new experience, or a romantic relationship with someone in Canada (Harvey & Beaverstock, 2017; Nakache & Dixon-Perera, 2016; Patzelt, 2021).

Identifying job opportunities

Of those motivated mainly by professional reasons (25), 14 had previously lived abroad and already had experience with an extended stay or temporary work situation abroad. For example, some people said that they came to settle in Ontario after the renewal of their temporary permit in the United States was denied.

Most respondents who arrived for professional reasons (19) had a job in Canada before they arrived, either through their immediate professional network (e.g., colleagues, a university research network or a student internship program) or through an opportunity offered directly by their employer (e.g., transfer to an Ontario branch with the same company or a subsidiary). Ten respondents found their job in Canada by doing their own broader online searches (4) or searches online (6). Four of these respondents reported getting a job after visiting the Destination Canada forum.

Finally, six people found a job only after they arrived in Canada. This included those accompanying a spouse, the refugee protection claimants, and one person who initially came to study. These individuals carried out their own job searches, responded to postings or identified opportunities through word of mouth.

Choosing the region of destination

Most of our respondents came to Canada for professional reasons, and the job they obtained determined the location where they settled. Of those who had to choose between different destinations, several said Canada in general appealed to them and they did not consider the province specifically, while others chose Ontario for more specific reasons (e.g., to live in Toronto specifically or in Ontario because it is closer to Europe than the Western provinces).

Few people indicated the presence of a French-language community as a major factor in their decision-making. Some people were completely unaware that there was a Francophone community in Ontario, or were aware of it but it did not weigh heavily in their considerations. For some, the presence of French was an appealing factor among others in terms of, for example, French-language education for their children, access to certain services in French or the presence of the Francophonie on a socio-cultural level. Among those based in Ottawa, some particularly appreciated the city’s proximity to a Francophone majority community (Gatineau), while others said they had opted for Ontario rather than Quebec specifically to be in an Anglophone environment or to experience something different.

Through various informal mechanisms (word of mouth, coincidence, personal research), a few people connected with the Francophone community, in particular through Toronto-Accueil, the Centre Francophone de Toronto, the Société économique de l’Ontario, Northeastern Ontario Settlement Services, chambers of commerce, embassies or the Alliance française. These respondents turned to these resources mainly after arrival, whether for information about immigration and settlement or simply to meet other Francophones.

Pathways to settlement

Steps and challenges settling in Ontario

The majority of those who arrived with a job opportunity reported an overall positive settlement experience. These individuals received support from their employer, had previous migration experience and/or access to resources through their network. Experiences were more varied for those who arrived without a pre-arranged job or for the purpose of discovery. Some also had a positive experience on arrival, but most faced challenges related to, for example, their proficiency in English, access to housing or administrative procedures. These individuals more often had to navigate the process on their own, without any formal support. Those who arrived as refugee protection claimants experienced the most difficulties.

Linguistic dimension. In terms of language, the majority of interviewees had an advanced (26) or intermediate (9) level of English. A few respondents said that their level of English was weak on arrival, and for some, in particular those awaiting their application for permanent residence on humanitarian and compassionate considerations, it remains an issue. For some, English was a barrier when it came to changing jobs (e.g., after obtaining permanent residence). Only one respondent said that they had done pre-departure language training. Those who improved their English did so after arriving in Canada, mainly through self-instruction. However, one respondent explained that obtaining permanent residence allowed his spouse to take free English classes, whereas she had had to pay the significant costs of this training during the temporary permit period. Another respondent who had just obtained permanent residence also mentioned his interest in the free English classes he could now access.

Most common settlement challenges. Housing was a recurring concern that was raised in particular by stakeholders and by respondents based in Toronto, Ottawa and Northern Ontario. It wasn’t just cost that was an issue, but also access to housing in the context of a housing shortage and the reluctance of some landlords to rent to temporary residents. On the financial side, several mentioned challenges such as access to credit for temporary residents (see text box). A few times, respondents mentioned challenges related to access to health care, health insurance and child care.

Only a few explicitly described a lack of services in French in their community. In most cases, respondents were comfortable doing things in English or had received the desired services in French. That said, a few interviewees noted a lack of services or the poorer quality of services in French in their region (see text box). These comments had to do with, for example, a lack of French-language schools, a lack of French-speaking staff on public transit systems, or difficulty finding a French-speaking doctor.

These settlement challenges did not stop our respondents from settling in Ontario and staying there. Nor were they a major factor in the decision whether or not to obtain permanent residence. However, these issues did have an impact on the temporary residents’ experience, their short- and medium-term plans, and their mental health. Nearly half of the respondents said that they had gone through the settlement process on their own or with ample support, but the other half would have liked to receive additional guidance once they arrived in the country. In particular, those interviewed would have appreciated an official, comprehensive guide on the key aspects of settlement as well as a list of support resources available in their region.

Building a social network

For many of our respondents, strong social integration for the principal applicant and/or their family, if applicable, played a role in their desire or decision to apply for permanent residence.

Respondents built their social networks in different ways. Often, initial contacts were made at work, in the professional community, or through school. Otherwise, social networks were formed through hobbies or sports, at church, through volunteer work, in their neighbourhood or through shared living arrangements, or through a network of acquaintances in Canada. How easy it was to develop a network depended on the person’s profile (e.g., whether they were used to relocating to a new community). Experiences also varied from city to city and region to region. For example, one respondent who has now moved to Montreal finds social life more vibrant in this French-speaking city, where there are more activities and better public transit than in Ottawa.

In terms of language, the majority of respondents indicated that their social network was predominately Francophone (18) or linguistically mixed (10). A number of them said that they had connected with other Francophones through their children’s school. A small number of respondents said that they were involved with Franco-Ontarian organizations or activities. Among those respondents who spend time mainly with Anglophones, a few do so deliberately to improve their English and further expand their network. Most respondents said that they were mainly in contact with other immigrants or expatriates, explaining that it had been difficult to forge close relationships with people born in Canada.

Many people who arrived during the pandemic described experiencing isolation during this period due to the health restrictions. A few other respondents experienced isolation outside the specific circumstances of the pandemic, in particular during periods when they were separated from their families or had very busy jobs.

Differential treatment. The majority of interviewees did not feel that they had been treated differently at work or in their personal lives owing to their temporary status, their language or their origins. That said, nine people, including people belonging to visible minorities and the refugee protection claimants, reported experiencing differential treatment or racism (see text box). Furthermore, some people perceived the administrative differences based on a temporary or permanent status as discriminatory.

Settlement support

Overall, most of our respondents had a positive settlement experience. For most of them, successful settlement in Canada contributed to or confirmed their decision to remain here in the long term. Even those who initially had a more negative experience did not let the settlement phase discourage them from staying and eventually becoming permanent residents. However, a number of respondents gave suggestions to help ease this phase of their stay, including access to information or additional support.

Most of the temporary workers we interviewed (16) took steps to settle here on their own or with informal help from friends, colleagues and other acquaintances. Ten people mentioned that their employers helped them settle in various ways. In some cases, employers provided specific support for one aspect of the process (e.g., temporary housing, transportation arrangements), while in others, the support was very comprehensive. Some employers play an important role in the settlement process and provide immigration consulting resources.

Virtually no respondents tried to obtain formal settlement services in Canada, often because they did not feel a need to. That said, TFWs are not typically eligible for settlement support services provided by front-line immigration organizations. On the other hand, the people who arrived as refugee protection claimants faced significant challenges and relied on community organizations and churches for immediate assistance (e.g., finding emergency housing, being put in touch with a lawyer, accessing services). The few people (5) who described receiving help from Francophone organizations immediately after arriving mentioned Toronto-Accueil, the Centre Francophone du Grand Toronto, the Catholic Centre for Immigrants, Northeastern Ontario Settlement Services, the Société de développement économique de l’Ontario (pre-departure support) and neighbourhood Francophone community centres for information about school systems and other administrative procedures. However, other respondents explained that they were simply unaware of the existence of these resources when they arrived (see text box).

Integrating in the workplace

Job search

As mentioned above, the vast majority of respondents (29) already had a job when they arrived in Canada. Most people who had to find their first job after arriving did not encounter any major difficulties, but had a harder time finding a job that matched their skills. For example, one interviewee accompanying their spouse with an open work permit, explained that they had a hard time getting their first job in Canada because they lacked Canadian experience. It took this individual some time to obtain a job that matched their skills. Some people who had no problem identifying a temporary work opportunity in Canada nevertheless encountered problems when the time came to change jobs before or after obtaining permanent residence. It took them longer to get a new job because of their level of English (see text box), their temporary resident status or because of province-specific qualification issues. These issues will be explored in more detail below, but it bears noting that employment opportunities and professional integration are very important retention factors for skilled TFWs.

Language in the workplace

From a linguistic point of view, less than half of the temporary residents interviewed worked in a primarily Francophone (3) or bilingual (7) environment. Of these people, most consider that their proficiency in French is essential or an important asset, for example, because of the labour needs in Ontario’s Francophone schools. Of the 16 people who worked in predominantly Anglophone environments, five described initially facing challenges in communicating in English with colleagues or clients.

Working conditions and issues associated with closed temporary permits

Most respondents (23) reported that their working conditions were good and as expected. Some noted that the salary, schedule and workplace culture were different from their previous jobs abroad but that in most cases, these differences were acceptable, even advantageous(e.g., a less busy schedule).

Some (5) reported that their situation was generally positive, but that their working conditions or career advancement opportunities were not quite in line with their expectations or their ambitions.

At the other end of the spectrum, six respondents experienced fairly serious issues. Three individuals were confronted with workplace conditions or environments that were entirely unacceptable to them (e.g., workplace conflict and tension, low salaries, very heavy schedules and unfair conditions for temporary workers). These people explained that they were trapped in these jobs because of their closed permit. Representatives from immigration organizations explained that it is hard for temporary residents, even skilled ones, to report their problems, out of fear of reprisals or negative consequences for their immigration pathway. These issues only come to light once the person has obtained their permanent residence. Furthermore, even the respondents who did not come up against serious issues mentioned the constraints that come with the temporary permit in terms of the precarity of their status and the inability to travel in some circumstances (e.g., while waiting for a renewal), to study, or to hold several jobs (see text boxes). In many cases, these temporary permit issues made respondents want to obtain permanent resident status as quickly as possible.

Recognition of skills and experience

Approximately half (16) of respondents confirmed that the job they held as a TFW was in line with their experience and skills. For example, the responsibilities of those who transferred internally within the same company did not change much. However, four respondents who did not personally experience any issues reported skill recognition problems experienced by others (spouse, acquaintances).

Among the other half of those interviewed, 11 stated that their job, or at least their first temporary job in Canada, was either not at all or not quite in line with their field or their level of experience. As mentioned above, it was more difficult for TFWs or their family members who had to find employment after arriving in Canada to find a position that matched their skills, especially because of their lack of Canadian experience. Others did not experience any issues right away, but faced or foresee facing challenges related to skill recognition to advance in their jobs or change positions. For example, one individual described how their engineering degree would be fully recognized in Quebec under an international agreement, but that in Ontario, it is not recognized. Another mentioned that they were very surprised to have had their degree equivalency refused when they applied for permanent residence (see text box).

The three people waiting for a response to their application for permanent residence on humanitarian and compassionate considerations were in a separate category in terms of their employment situation. These individuals found work on their own after arriving in Canada and held very low-wage jobs. They described their working conditions as decent, but all of them wanted to study and obtain work in their fields or with much better conditions (see text boxes).

Transition to permanent residence

As described in Hou et al. (2020), the rise in the number of skilled TFWs transitioning to permanent residence is linked to the introduction of the Provincial Nominee Program, which targets people with local experience, and the Canadian Experience Class. Both “prompted rapid expansion of two-step immigrant selection” (Hou et al., 2020, p. 2). However, the literature and our interviews indicate that a number of TFWs still have to renew their temporary work permits, change their temporary work permit category, obtain a visa or return to their country of origin for a few months (Coderre & Nakache, 2021; Patzelt, 2021) before undertaking the permanent residence process. While some French-speaking skilled TFWs transition to permanent residence quickly and easily, others retain their temporary status for years and must renew their permit at least once before becoming permanent residents. This was the case for 17 of the 35 people interviewed for this study. Among those who are no longer skilled TFWs (22), half of them had to renew their temporary permit at least once, while the other half did not (some of them left after a short stay and others obtained permanent residence quickly). Furthermore, some respondents could not understand the differences in duration of their temporary permits, stating that they had to be renewed at seemingly random intervals (e.g., their initial permit was for three years, but subsequent permits were for one or two years). The three people waiting for a response to their application for permanent residence on humanitarian and compassionate considerations had to renew their work permits every year and have been in Canada for several years.

Benefits of French. In the past few years, Canada has been facilitating the transition of skilled TFWs to permanent residence for French speakers. Since 2017, the federal government has been giving additional points for strong French language skills as part of the Express Entry system. This system privileges human capital (e.g., education, knowledge of official languages, age) and the possibility of contributing to the Canadian economy after a job offer in Canada is received. Among our respondents who have or are in the process of obtaining permanent residence, most chose Express Entry (through the Canadian Experience Class) because they were told that it would be faster or because this pathway seemed easier or more beneficial to them, namely with regard to their score.

The Provincial Nominee Program also offers a potentially useful pathway for French speakers. An examination of the various federal-provincial/territorial immigration agreements demonstrates that they all contain provisions intended to increase immigration to Francophone and Acadian communities (Deschênes-Thériault, Forest & Benhamadi 2022). However, in 2019, Ontario was the only province that met its admission targets for Francophone permanent residents under the Provincial Nominee Program. Ontario also created a specific stream for skilled workers who speak both official languages (Deschênes-Thériault, Forest & Benhamadi, 2022). It is an Ontario-specific pathway to permanent residence for French-speaking skilled TFWs.

Some stakeholders mentioned the Rural and Northern Immigration Pilot as another potential transition pathway for the study population. This program has been rolled out in Ontario and the Western Provinces. It is based on the success of the Atlantic Immigration Program and was expanded and enhanced in the summer of 2022 (IRCC, n.d.). The program offers a path to permanent residence for skilled TFWs who want to live and work in one of the participating communities and provides support to community partners who assist candidates and employers. Stakeholders who mentioned the program described it as a good step forward. However, one stakeholder pointed out that this program does not include a specific Francophone immigration stream.

Characteristics of French-speaking skilled TFWs who have transitioned to permanent residence

Overall, 1,199 French-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 transitioned to permanent residence (20.7%). This percentage is similar to that of all skilled TFWs in Ontario who transitioned to permanent residence during that period (19.4%).

From 2012 to 2016, French-speakers were proportionally more likely to transition to permanent residence than all skilled TFWs. Starting in 2017, this trend seems to have reversed, and French-speakers are proportionally less likely than all skilled TFWs to transition to permanent residence.

Figure 6: Proportion of French-speaking skilled TFWs who transitioned to permanent residence by year when the first work permit was obtained, 2012 to 2021, Ontario

Source: IRCC, temporary resident administrative data set linked to the permanent resident administrative data set, December 31, 2021

Figure 6

	2012	2013	2014	2015	2016	2017	2018	2019	2020	2021
French-speaking temporary workers	35.7%	36.8%	19.4%	22.9%	24.0%	19.5%	21.1%	19.1%	10.8%	1.4%
Temporary workers (all languages)	19.0%	18.1%	16.7%	16.3%	19.8%	23.1%	26.2%	27.5%	19.0%	2.6%

An examination of the totals based on gender demonstrates that, on average, French-speaking men who obtained work permits as skilled TFWs between 2012 and 2021 were slightly more likely (22.3%) to transition to permanent residence than women (18.2%). Those who transitioned to permanent residence were also on average older than those who did not. French-speaking skilled TFWs who transitioned to permanent residence were more often employed in managerial positions (27%) than those who did not (13.1%), and less often employed in technical occupations and skilled trades (23.1% versus 28.7%).

A recent study on temporary workers shows that age, gender, duration of temporary status, number of permits, and personal skills are good predictors of transition to permanent residence (Haan et al., 2021). However, this study looks at all temporary workers and not just skilled workers. Specifically, the study revealed that transition to permanent residence is more likely among young temporary workers than among older ones, that women are slightly more likely than men to transition to permanent residence, and that those who lived in Canada for approximately four to five years are the most likely to transition to permanent residence, in contrast with those who lived in Canada for shorter or longer periods (Haan et al., 2021). Regarding the number of work permits, those who held three or four work permits are the most likely to transition to permanent residence, in contrast with those who held fewer or more permits (Haan et al., 2021). Again, these results refer to all categories of temporary workers. Our quantitative data suggests that a similar study looking at only skilled TFWs could produce different results. Results relating to skill level categories demonstrate that the most skilled temporary workers are slightly more likely than the least skilled to transition to permanent residence (Haan et al., 2021).

Admission categories for French-speaking skilled TFWs who have transitioned to permanent residence

The vast majority of people who transitioned to permanent residence were admitted in the economic immigration class (88.5%). This proportion is even higher for the most recent cohorts (93%) from 2017 to 2021. The programs most used by skilled TFWs who have transitioned to permanent residence are the federal economic programs falling under the Express Entry umbrella. They account for 82.6% of permanent residence admissions for the study population, compared with 4.3% through the Provincial Nominee Program. Federal economic programs include the Canadian Experience Class (62.2%), the Skilled Worker Class (19.2%) and the Skilled Trades Program (1.2%). It is not surprising that the Canadian Experience Class is the most frequent admission sub-category for people who have transitioned to permanent residence is not surprising, since this category is reserved for people who have acquired at least 12 months of skilled work experience in Canada.

Table 3: Number and percentage of French-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by permanent residence admission class and sub-categories, Ontario

Source: IRCC, temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021.

To decide which permanent residence program to choose, respondents mostly did their own research, got advice from acquaintances or their employer, or worked with specialized resources (lawyers and regulated consultants). Several people mentioned that it was difficult for them to understand the differences between the various programs and to choose the one that was right for them. In general, respondents would have liked to have gotten clear information on the different immigration pathways available following a temporary stay earlier. Some respondents felt that temporary workers already established in Canada should have priority or access to a simplified process. Representatives from Francophone immigration organizations mentioned that they receive a lot of requests for immigration advice. One of the organizations consulted decided to pay for one of their staff members to become a regulated consultant in 2020.

Reasons to choose permanent residence

Some people were already planning on long-term settlement in Canada before obtaining a temporary work permit or arriving here. Some of these people already intended to immigrate for diverse reasons, such as having a Canadian partner. Those who arrived in Canada as refugee protection claimants also wanted to stay in Canada long term. However, most of the people interviewed decided to apply for permanent residence during their temporary stay (20), after having spent some time in Canada. These people decided to start the process because they got a job extension or because they were satisfied with their quality of life in Canada and chose to stay. Several started or grew their family over the course of their temporary permits, so staying in Canada and obtaining permanent residence became the obvious choice.

Furthermore, most respondents mentioned that having to periodically renew their temporary permit was a source of stress. Permanent residence is therefore a way to have more freedom and peace of mind, compared to the more precarious, stressful and restrictive temporary permit.

The personal reasons cited by those interviewed to explain their wish to remain in Canada were varied, including a relationship with a local partner and a preference for the lifestyle in Canada for themselves or their children. Such considerations reflect those in the literature (Bryan, 2019; Ci et al., 2018; Nakache & Dixon-Perera, 2016; Patzelt, 2021). The quantitative data tends to show marital status as having an influence, with people in relationships being more likely to transition to permanent residence. In fact, one third (32.3%) of skilled workers who were in relationships transitioned to permanent residence, compared to 15.2% of people who were not. For some, permanent residence is also necessary from a practical standpoint, considering their personal or family plans (e.g., to facilitate access to property, to obtain university funding for their children).

Figure 7: Proportion of French-speaking skilled TFWs who obtained their first work permit between 2012 and 2021 by status of transition to permanent residence and marital status, Ontario

Source: IRCC, temporary resident administrative dataset linked to the permanent resident administrative dataset, December 31, 2021

Figure 7

Marital status	Total	Have not transitioned	Have transitioned
Single / Seperated / Divorced / Widowed	69.4%	74.2%	51.0%
Common-law / Married	27.8%	23.7%	43.5%
Not declared	2.8%	2.1%	5.5%

For skilled temporary residents, permanent residence also offers more professional freedom. Many temporary workers opt for permanent residence in order to have the freedom to choose where they work and access positions available only to permanent residents, for example (Ci et al., 2018). The literature and our interviews also reveal that permanent residence is a way to leave an employment situation that is unsatisfactory or simply difficult (Ci et al., 2018). As mentioned above, temporary permits, especially closed ones, are limiting for many people who want to change jobs, have multiple jobs, advance their career, increase their income, go to school while working or start a business (Ci et al., 2018). Most of the permanent residents interviewed said that obtaining permanent residence did not immediately change their employment situation—the majority remained in the same position, with similar or better conditions. However, some were able to change jobs or are glad to be able to do so more easily, if they so choose.

The decision to apply for permanent residence is therefore influenced by a variety of considerations related to, among other things, family, employment and mobility (Bryan, 2019; Ci et al., 2018; Nakache & Dixon-Perera, 2016; Patzelt, 2021). The literature does not establish a hierarchy of these decision factors, which are highly dependent on each person’s situation.

Reasons not to choose permanent residence

Among those who chose not to seek or who were no longer seeking permanent residence, situations varied.

• One individual who would have liked to stay in Canada was unable to because their temporary position employer did not want to extend their stay and they were unable to find an employer willing to support them in the permanent residence process. This respondent had the impression that employers are not well-informed about the possibilities on this front and are intimidated, which prevents them from hiring someone from abroad.
• One individual chose not to apply for permanent residence because they would have lost the option of retiring in France, given that there is an agreement on this matter in Quebec, but not in Ontario.
• One individual who went back to Europe said that at the end of their temporary stay, they did not want to settle in Ontario, but that now they think about it from time to time.

Decision to remain in Ontario

Among the skilled TFWs who transitioned to permanent residence during the study period, the majority (89.2%) planned to remain in Ontario. In the medium and long term, most respondents who obtained permanent residence intended to remain in the province (13). Some had bought a house, started a family, found it beneficial to stay in Ontario for their children or enjoyed their lifestyle in general. One individual who was let go when their temporary work permit expired now works for a Quebec company that agreed to sponsor them for their permanent residence, but this person works remotely and is able to stay in Ontario.

That being said, as the literature indicates, permanent residence and citizenship eventually provide the freedom to relocate. A number of studies have explored in greater depth this desire for mobility observed in some of the interview participants. These studies show that for skilled and highly skilled individuals in particular, obtaining permanent residence is more a question of convenience, as it gives them more rights and opportunities in Canada, while allowing them to consider various forms of mobility in the medium and long term, in Canada or elsewhere (Traisnel et coll. 2020; Bélanger et al., 2021; Nakache & Dixon-Perera, 2016; Patzelt, 2021). These individuals often wish to maintain potentially mobile in order to respond to changing opportunities, situations and well-being (Bélanger et al., 2021; Désilets, 2019; Nakache & Dixon-Perera, 2016; Patzelt, 2021). In our sample, three people who were permanent residents or citizens intended to leave Canada in the short term for employment opportunities or for their retirement plan. These individuals have not ruled out returning to Canada, and in one case, some of their family members are going to stay in Ontario. However, one person who came here for a post-doctorate and obtained permanent residence after three years would have liked to stay in Ontario but does not have the means to and was planning to return to Europe. Three others stated that they want to keep their options open and are planning to move elsewhere within or outside of Canada should the opportunity arise.

For some people, language is an important factor in deciding to remain in Ontario. In some cases, being in a Francophone community, even a minority one, or living close to a Francophone environment is a retention factor. On the other hand, a lack of services in French is a reason that pushes others to leave (see text box).

Challenges encountered in the immigration process and suggested solutions

Challenges encountered

Whether an individual is renewing a temporary permit or applying for permanent residence, immigration program criteria and processing delays create stress and even mental health issues, make it hard to plan ahead, and force TFWs to change their plans. While some French-speaking skilled TFWs transition to permanent residence quickly and easily, others retain their temporary status for years before becoming permanent residents. The respondents voiced a number of criticisms regarding immigration procedures, often related to anxiety-provoking situations.

• Access to information. The TFWs who participated in the study mentioned that it was sometimes difficult for them to obtain clarification about the immigration process; this issue also came up in the literature (Nakache & Dixon-Perera, 2016). A number of respondents commented that the information available on the IRCC website was not sufficiently structured or easy to understand. The individuals interviewed also bemoaned not being able to contact IRCC directly (via text chat, telephone, video call or at the counter). Those who mentioned representatives of the Department did not raise any language issues but reported that they had not received the information they wanted, and even got contradictory information every time they called. The literature also describes how immigrants have trouble finding up-to-date and accurate information about immigration programs, including the procedures for renewing or extending their temporary resident permits (Coderre & Nakache, 2021) and the procedures for obtaining permanent residence (Nakache & Dixon-Perera, 2016)—especially since these programs are subject to change (see text box).

Some comments made by respondents had more to do with specific aspects of the permanent residence application process, namely language requirements, cost and processing delays.

• Language requirements. Generally speaking, proficiency in one of Canada’s official languages facilitates the transition from temporary to permanent residence (Haan et al., 2021), while proficiency in French is considered an asset in obtaining temporary or permanent residence, according to those interviewed. However, language requirements were also identified by respondents as a potential obstacle. Having to take a French-language competency test seems difficult to justify and onerous for individuals for whom French is their mother tongue, who completed their entire education in French, and who have worked in Canada, in French, for many years without any problems. Moreover, a few respondents commented on the quality of the French-language test and about the impact of this requirement on people who already live in Canada. One respondent in particular (see text box) was blocked in their attempts specifically because of the language test. Stakeholders also mentioned that the difficulty of the language test and the requirement level for Express Entry are issues.

• Permanent residence application processing delays. The majority of respondents obtained permanent residence within 12 months or less (between applying for and obtaining status—through various programs), but some of them indicated that the processing time was longer than expected, for example, for obtaining official documentation. Several people cited COVID-19 as a reason for long delays in processing their application or satisfying prerequisites such as a medical examination or language tests. Others experienced delays related to bureaucratic problems such as months of delays with citizenship owing to a payment system issue, different processing times for members of the same family, a request for additional documents or a return of documents. Respondents indicated that they would have been more tolerant of the delays if they had been kept informed of the reasons for these delays and given more precise information regarding the status of their file. A few people contacted their member of Parliament to obtain more information about their files. In addition to creating stress, at times considerable, the delays had consequences for those interviewed, as reported in the literature, such as career stagnation, travel constraints, family plans having to be put on hold, or difficulty finding housing (Kachulis & Perez-Leclerc, 2020).

• Costs. A number of respondents mentioned the matter of costs involved with obtaining permanent residence as being a potential or actual obstacle, outside of lawyer and consultation costs. The cost of the language test, for example, especially if several tests are necessary, can be an issue, as well as the cost of medical exams and the verification of educational credentials. A few respondents were concerned or surprised at having to deal with private companies or non-governmental agencies to complete these steps.
• List of travels. A number of individuals who had travelled a great deal found it difficult to recount and list all the trips they had taken over the past ten years, or to have criminal checks conducted in various countries.
• Absence of pre-screening from immigration file. The stakeholders and the respondents explained that it can be anxiety provoking to submit a permanent residence application if a person cannot verify whether their file is complete and meets all the requirements. People fear a refusal or additional delays due to a simple formality, which was in fact the case for some of the respondents. For example, someone’s application was refused in connection with a question on a form, and although they were eventually granted permanent residence, the delay meant that their university-age child was not able to obtain residence via the family’s application and must now wait a year before applying independently. This type of example illustrates why some temporary residents seek out specialized help to assist with completing this process.

Support with immigration processes

Generally speaking, the respondents who obtained permanent residence would have preferred having more support and advice to understand the process, guide their decision-making, and ensure that their application was complete and followed all the rules, especially for people with cases that are a bit more complex, such as in the context of a separation. However, IRCC cannot provide specific advice. Using the services of a lawyer or consultants is very expensive, and immigration resource people are most often Anglophones (Pelletier & Forest, 2021). Some respondents nevertheless chose to hire a lawyer to support them through the process or were compelled to do so in an attempt to resolve issues. Several respondents received assistance from their employer, some through an immigration consultant, when applying for or renewing their temporary permit and, in some cases, to obtain permanent residence. The support provided by employers varies from one case to another and over time. For example, a couple of respondents explained that they benefited from the assistance of a specialized firm paid for by the employer to obtain an initial work permit, but had to pay the lawyers’ fees out of pocket when it came time to renew the permit. Some employers are prepared to support permanent residence applications while others are not. Finally, the support received is not always perfect, and some respondents have faced delays or administrative errors made by the employer or by hired consultants.

People who did not receive formal support mostly proceeded on their own, using the IRCC website and online forums or consulting acquaintances, colleagues or friends who had gone through a similar process. However, several of these respondents indicated that they preferred government sources to informal information, which they knew was not always accurate or up to date. A few people asked immigration agencies for factual information about the immigration process (e.g., Toronto Accueil), but most of the respondents were not aware of the assistance available within the Francophone community. Service providers point out that temporary residents regularly ask them for information on immigration procedures, such as permit renewals. These stakeholders point out that it would be helpful if they were provided with tools and authorized to offer such assistance.

Conclusion

Through a literature review, quantitative data analysis and interviews, this study sought to answer the following question: What factors influenced French-speaking skilled TFWs transition to permanent residence in Ontario?

Among the French-speaking skilled TFWs who obtained a temporary work permit in Ontario during the period from 2012 to 2021, 20.7% made the transition to permanent residence. The ones who made the transition were mainly admitted through one of the federal economic immigration programs (88.5%). That being said, within the Ontario Immigrant Nominee Program, the province has created a stream specifically for bilingual skilled workers, and in 2019, Ontario was the only province to reach its targets for the admission of Francophone permanent residents under the Provincial Nominee Program. A few stakeholders also identified the Rural and Northern Immigration Pilot as another pathway to permanent residence for French-speaking skilled temporary workers. This program implemented in Ontario and the Western provinces builds on the success of the Atlantic Immigration Program.

From a status perspective, obtaining permanent residence is an obvious step in the context of Canadian family, personal and work experience in the medium to long term. Indeed, almost all those interviewed wanted to remain or were open to remaining in Ontario for an extended period. For many, temporary residence was a quick way to come to Canada and confirm their intention to stay. That being said, temporary status quickly becomes a stress factor and a pitfall for professional, personal and family plans that have somewhat longer time frames. As such, the benefits associated with permanent residence, including peace of mind, greater opportunities for professional development and mobility, and more protection, motivate people to apply for permanent residence.

The literature and interviews clearly show that the process’s complexity, delay, inconsistency and impersonal nature negatively affect the experience of transitioning to permanent residence, to the point of discouraging some people from making the transition. Those who received personalized support, mainly through their employer, but also through well-developed personal and professional networks, generally had a more positive transition experience.

An emphasis on factors related to the French language and the presence of Francophone communities shows that speaking French often, but not always, appears to be an advantage when it comes to obtaining temporary and then permanent residence. However, living in a Francophone community, participating in sociocultural activities in French and socializing in French do not always play a central role for respondents. In fact, most knew little about the Francophone communities or their services and activities, particularly when they first arrived. Developing a network within the Anglophone community and improving their English skills, on the other hand, seemed to be important for many.

Courses of action

Provide all French-speaking TFWs with access to pre-departure services in French. Research has already demonstrated the importance of pre-arrival services, which can improve the experience of immigrants settling in Canada (Esses et al., 2013; Lodermeier, 2012). In order to meet the needs of French-speaking skilled immigrants, it is also important that these services be offered in French (IRCC, 2020; National Francophone Settlement Advisory Committee, 2022). Access to clear, transparent and realistic information is widely desired by people applying for permanent residence, as well as those wishing to settle in Canada as temporary residents. Pre-departure services could be systematically offered to them to provide useful settlement information prior to their arrival in Canada. As with permanent residents, this would involve identifying their preferred official language and sharing specific information on health services, administrative procedures, expected costs, the Francophone community, transportation, etc. Sharing such information would help temporary workers prepare better and reduce disappointment after arrival.

Provide French-speaking skilled TFWs with information on the Francophone community and resources in their destination region as early as possible, to facilitate connections between workers and organizations. Through systematic information sharing, access to pre-departure services or a referral system, IRCC could put French-speaking skilled TFWs in touch with Francophone organizations in their settlement region before their arrival in Canada or once they arrive. For the Ottawa region, for example, IRCC funds the Point d’accueil francophone (PAF), a single entry point for guiding French-speaking immigrants and facilitating referrals to Francophone services. Ten Francophone partners from Eastern Ontario decided to work together to start this group to facilitate the integration process for French-speaking immigrants. However, the group does not have a way to systematically reach French-speaking skilled TFWs to introduce them to this resource.

Provide additional resources to organizations already responsible for French-language settlement services, and authorize them to serve temporary residents. A large proportion of permanent residents in the economic immigration class obtained temporary residence first. For them, settlement services are most useful at the time of arrival, while they still hold temporary resident status. It is also important to include proactive access to these services to support spouses who receive an open work permit but arrive in Canada without a job offer.

For example, the Northern Policy Institute is currently spearheading an international and community matchmaker pilot project in the Northeast, in partnership with Workforce Planning for Sudbury & Manitoulin, City of Greater Sudbury Economic Development, FedNor and the Greater Sudbury Chamber of Commerce. This initiative includes general support for employability and guidance for potential immigrants, including temporary workers. The project aims to create connections between services, programs, organizations and available opportunities by helping to support permanent residence in Northern Ontario. The program also includes a component to match employers with international talent. A similar international and community matchmaker project in the Northwest ended in fall 2019.

Furthermore, given the different needs of certain classes of temporary residents, such as those waiting on an application for permanent residence on humanitarian and compassionate considerations, it is essential that settlement services take these specific needs into account and tailor their services accordingly (National Francophone Settlement Advisory Committee, 2022).

Finally, to help address the English-language challenges that may be encountered by some French-speaking skilled temporary immigrants, it would be helpful to offer free and formal English courses to these individuals, like the free French courses offered to non-French-speaking immigrants in Quebec (National Francophone Settlement Advisory Committee, 2022). A stakeholder also suggested supporting language learning in the workplace through English-language courses offered by the employer.

Work with employers to identify and welcome skilled TFWs. Employers can be a direct and effective source of support for skilled temporary workers in identifying candidates, obtaining temporary permits, settling in and integrating into the workplace or sociocultural environment. IRCC could provide more resources to organizations responsible for economic integration and settlement to enable them to initiate a recruitment and integration process in close partnership with employers. For example, the Société Économique de l’Ontario has invested in helping temporary workers and their employers with immigration and settlement processes, even though this is not supported by IRCC. Other stakeholders would also like to have more resources to be able to support employers, as stakeholders consider a partnership between employers, organizations and the temporary resident to be an optimal solution.

Facilitate access to immigration consulting resources in French. Several respondents mentioned difficulty accessing resources offering immigration advice because of the cost. There are also fewer resources that are able to offer services in French. Immigration agencies are frequently approached by TFWs looking for immigration advice, either to make decisions (e.g., choosing one program over another), to resolve issues (e.g., problems related to the closed permit or its renewal, extended delays on the IRCC side) or to get help with the application process (e.g., having someone review their permanent residence file before it is submitted). Given the high cost of specialized lawyers and consultants, access to such resources should be facilitated, at least for temporary residents with limited means, either by supporting front-line organizations interested in obtaining this expertise or by finding a way to facilitate access to these specialized resources through organizations or employers. For example, one stakeholder suggested that IRCC fund consultant positions within Francophone organizations to provide free immigration services.

Increase French-language awareness activities for French-speaking TFWs and their employers on the rights of TFWs and improve support to temporary workers who have a closed permit and are facing difficult situations. IRCC could encourage and showcase the success of employers who implement good practices involving working conditions. The Department could offer more resources to employers wishing to hire temporary workers in order to prevent situations of abuse. More importantly, temporary workers need to be better informed and supported so they feel safe inquiring about their rights or reporting abusive workplace situations. Currently, a lack of information and fear of reprisals or of further delays in processing their files discourage temporary residents from filing complaints, even though channels exist for them to do so.

Accelerate the transition from temporary to permanent residence for settled French-speaking skilled TFWs who have been working in Canada for several years. Long delays in obtaining permanent residence lead to a variety of stressful situations. Programs and requirements should be revisited in order to speed up the transition to permanent residence for French-speaking skilled temporary workers who have been in Canada for some time. The fact that some people maintain temporary status for many years, despite their desire to settle in Canada in the medium or long term, has consequences for their mental health, family life and career. Possible solutions could include re-evaluating certain accessibility criteria for permanent residence, but also speeding up the processing of applications, as well as providing more guidance and sharing more information on pathways to permanent residence for French-speaking skilled temporary workers as soon as they arrive in Canada.

Provide in-person, personalized service, as well as systematic, clear and easy access to information in French for temporary residents. Most of the people we spoke with did not need a great deal of assistance with the immigration process, except in the case of specific issues. However, they did note that the density or complexity of the information on the IRCC website can slow down the process. Several individuals suggested that IRCC should have human resources available to provide specific answers to their questions and provide advice, if necessary. The respondents who would have liked more help with the process are looking for reliable, direct and human support that is affordable. It is the hope that IRCC will adopt a case-management approach that can help people navigate immigration issues in the longer term and respond quickly to their concerns.

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Appendix

Stakeholders interviewed

While collecting qualitative data, the research team enlisted the help of representatives from the following organizations:

• Association des francophones du Nord-Ouest de l’Ontario
• Sudbury Health Centre
• Economic and Social Council of Ottawa-Carleton (CÉSOC)
• Immigration consultant
• Point d’accueil francophone d’Ottawa
• Réseau du Nord: Soutien à l’immigration francophone
• Réseau en immigration francophone Centre-Sud-Ouest
• Société Économique de l’Ontario (SÉO)

Additional information on the qualitative sample

The following tables contain additional information regarding the 35 temporary residents interviewed in the context of the research project.

Additional information on the qualitative sample

The following tables contain additional information regarding the 35 temporary residents interviewed in the context of the research project.

Table 1: Age group of interviewees

Table 2: Year of arrival on first temporary permit for the interviewees