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Introduction: The “sanctuary city” movement is a grassroots, human rights-based response to increased numbers of non-status migrants living and working in global cities (Faraday 2012; Sawchuk & Kempf 2008; Bhuyan 2012; OCASI 2012). Nonstatus migrants live in situations of extreme precariousness — they are subject to detention and deportation if identified by federal authorities; often work in poor conditions; are socially isolated; face poverty, abuse, and exploitation; and are unable to safely access essential social services, including those related to healthcare, education, labour, shelters, food banks, and police services (Gibney 2000; De Giorgi 2010; Noll 2010). In February 2013, Toronto became the first “sanctuary city” in Canada, which is currently styled “Access T.O.” Hamilton and Vancouver followed suit in 2014 and 2016, respectively. The primary objective of Access T.O. is to ensure that all residents are able to access municipal and police services, regardless of immigration status. The policy directs city officials not to: 1) inquire into immigration status when providing select services, 2) deny non-status residents access to services to which they are entitled, and 3) share personal or identifying information with federal authorities, unless required to do so by federal or provincial law (City of Toronto 2013).

The global English-language literature on the effects of illegalized migrants on the labour market is heavily influenced by American studies. While many studies have examined the lived experiences of illegalized immigrants in general, comparatively few have examined the effect of illegalized immigrants on labour markets in a Canadian and European context. The literature review reveals four main findings: 1. Increasingly restrictive policies towards immigrants and employers have adversely affected illegalized immigrants’ labour market outcomes during the past three decades. 2. Illegalized immigrants have positively affected the earnings of native-born skilled workers and negatively affect the earnings of native-born unskilled workers. The effect of illegalized immigrants on the employment rates of native-borns has been negligible. 3. Illegalized immigrants have positively affected the national-level social welfare system. The findings for illegalized immigrants’ effects on state/provincial and local-level social welfare systems are mixed. 4. Organizations have benefitted from employing illegalized immigrants whose illegality renders them vulnerable to exploitation and unable to make demands for equitable remuneration. While a direct link between increasingly restrictive policies towards immigrants, their labour market outcomes, and their utilization of social welfare systems has not yet been examined in Canada, findings from the U.S. and several European countries can inform recommendations that may be useful for industrialized countries. First, findings from these studies indicate that all levels of government should work together to create policies that include illegalized immigrants as equal members of society, rather than maintain the current system(s) that illegalizes them. This includes providing illegalized immigrants with equitable access to social welfare at federal, state/provincial, and municipal levels. Various Solidarity City movements in Canada, the U.S., and Europe could be examined, and the best practices applied to state/provincial and federal levels to begin this process. Second, all levels of government should work together to create a policy framework that mandates employers to provide equitable remuneration to illegalized immigrants. This policy should also hold employers accountable for achieving these goals. Canada's current Employment Equity Act (1995) and various state/provincial level Equality & Human Rights Legislations could be amended to protect illegalized immigrants from exploitation. Third, until illegalized immigrants are no longer exploited based on their illegality, all levels of government should fund community-based organizations to provide them with the resources they need to facilitate their inclusion into the society in which they work. By brokering relationships between exploited illegalized immigrant workers and existing labour market institutions, community organizations like the Latino Organization of the Southwest's (LOS) Economic Development Centre (EDC), located in Chicago, USA, can help improve the quality of illegalized immigrants’ jobs and thus support more positive labour market outcomes.

Given contemporary federal migration policies, Canada can expect increasing numbers of immigrants who do not possess legal status. The exploitation of these “illegalized” immigrants in the labour market affects wages and labour standards for all Canadians. To mitigate the negative effects of federal immigration policies, Toronto and Hamilton have declared themselves sanctuary cities. In this working paper, we explore initiatives that could be applied at the provincial and territorial scale to enhance access to employment for illegalized immigrants. After conducting a scoping analysis of the literature, we conclude that provinces and territories could implement a range of programs, policies, and service deliveries.

The global migration of academic researchers and staff tends to follow a geographical hierarchy that has the USA at its centre. In this paper, we apply Gramsci’s concept of hegemony to explore the way in which the geo-scientific imagination of mobile researchers endorses hierarchies and asymmetries of the international academic system. While academic institutions and practices can be considered instruments for the organization and reproduction of hegemonic relations in civil society, this paper addresses hegemonic relations within the international academic system itself. An analysis of 42 interviews with mobile academics based in Canada and Germany affirms how mobile academics consent to the reproduction of a hegemonic academic hierarchy of countries. At the same time, however, the analysis reveals differentiated views that nest individual universities, departments, and disciplines in the context of national academic systems. The analysis also uncovers interesting shifts in the geo-scientific imagination of global academic hierarchies.

This paper explores the correlates of career satisfaction among Canadian managers, professionals and executives, specifically the career satisfaction experience of both visible minority and non-visible minority immigrants. Survey data collected from over 13,000 managers, professionals and executives in 43 Canadian organizations were analysed using the ordinary least squares multiple regression technique. Results indicate that immigrants experience lower career satisfaction than native-borns and visible minority immigrants have lower career satisfaction than non-visible minority immigrants. Employee and employer characteristics, objective employment outcomes and subjective perceptual measures were found to be positively associated with career satisfaction for immigrant and native-born respondents.

Previous studies have largely focused on the career success of white employees (Heslin, 2005). Using recent survey data, this paper examines the career satisfaction levels of white/Caucasian and visible minority managerial, professional and executive employees in the information and communications technology [ICT] and financial services sectors in corporate Canada. Given that the demographic makeup of organizations in Canada is drastically changing with the aging population and the increasing participation of visible minorities in the labour force, it is crucial for managers and organizations to understand their employees’ level of career satisfaction. Studies have found that employees who are more satisfied with their careers are more engaged and thus are more likely to actively contribute to the organization’s success (Peluchette, 1993; Harter, Schmidt and Hayes, 2002). Findings from this paper showed that the average career satisfaction scores were lower for visible minority employees than for white/Caucasian employees. In addition, variations were found between white/Caucasian employees and Chinese, South Asian and Black visible minority employees. While Black employees were 13.0% less satisfied than white/Caucasian employees, Chinese employees were only 8.3% less satisfied than their white/Caucasian counterparts, and the difference between South Asian and white/Caucasian employees was found to be insignificant. Decomposition analyses show that over 58% to 82% of the difference in career of satisfaction scores, depending on the ethnic group, can be accounted for by factors included in this paper. Of the unexplained portion, most of the differences in career satisfaction between white/Caucasian and minority groups are attributable to higher returns to white/Caucasian employees’ human capital and demographic characteristics., Des études antérieures sur le thème cité en titre ont mis largement l’accent sur le succès à l’égard de la carrière chez les employés de race blanche (Heslin, 2005). Utilisant les données d’une récente enquête, la présente étude examine les niveaux de satisfaction à l’égard de la carrière d’employés blancs (type caucasien) et en provenance des minorités visibles dans des emplois de niveau managérial, professionnel et exécutif dans les secteurs de l’information et des communications (TIC) et des services financiers corporatifs canadiens. Étant donné l’évolution dramatique du visage démographique dans les organisations au Canada attribuable au vieillissement de la population et à l’accroissement de la présence de personnes en provenance des minorités visibles dans la main-d’oeuvre, il est crucial pour les dirigeants et les organisations de mieux comprendre le niveau de satisfaction à l’égard de la carrière de leurs employés.Des études ont montré que les employés qui sont davantage satisfaits de leur carrière sont davantage engagés dans leur organisation et sont ainsi davantage susceptibles de contribuer au succès de celle-ci (Peluchette, 1993; Harter, Schmidt et Hayes, 2002). Les résultats de notre étude indiquent que les scores moyens en matière de satisfaction à l’égard de la carrière se révèlent plus faibles chez les employés des minorités visibles que chez les employés de race blanche. De plus, des différences sont observées entre employés blancs et ceux d’origines chinoise, sud-asiatique et de race noire. Alors que les employés de race noire affichent une satisfaction de 13 % moindre que ceux de race blanche, ceux d’origine chinoise sont seulement 8,3 % moins satisfaits que les employés de race blanche tandis que l’écart entre employés sud-asiatiques et ceux de race blanche n’est pas significatif sur le plan statistique.Des analyses de décomposition montrent que de 58 % à 82 % des différences dans les scores de satisfaction à l’égard de la carrière, selon le groupe ethnique, peuvent être attribuables à des facteurs pris en compte dans l’étude. Pour ce qui est de la portion non expliquée, la plupart des différences dans la satisfaction à l’égard de la carrière entre employés blancs et ceux provenant des minorités visibles, sont attribuables aux rendements supérieurs affichés par les employés de race blanche en matière de capital humain et à des caractéristiques démographiques., Estudios previos se han focalizado ampliamente en el éxito profesional de empleados blancos (Heslin, 2005). Usando datos recientes de encuesta, este documento examina los niveles de satisfacción profesional de directivos, profesionales y ejecutivos blancos/caucasianos y de proveniencia de minorías visibles, empleados en el sector de Tecnología de la información y de comunicaciones (TIC) y del sector de servicios financieros de una corporación canadiense. Dado que la conformación demográfica de las organizaciones en Canadá está cambiando drásticamente con el envejecimiento de la población y la participación creciente de las minorías visibles en la fuerza laboral, es crucial para los directivos y organizaciones comprender el nivel de satisfacción profesional de sus empleados. Diversos estudios han establecido que los empleados que son más satisfechos con sus carreras son más implicados y son entonces más susceptibles de contribuir activamente al éxito de la organización (Peluchette, 1993; Harter, Schmidt y Hayes, 2002). Los resultados de este documento mostraron que los puntajes promedio de satisfacción profesional fueron más bajos por los empleados de minorías visibles comparativamente con los empleados blancos/caucasianos. Además, se establecieron variaciones entre empleados blancos/caucasianos y empleados de minorías visibles chinos, sud-asiáticos y negros. Mientras los empleados negros fueron 13% menos satisfechos que los empleados blancos/caucasianos, los empleados chinos fueron solo 8,3% menos satisfechos que su contraparte blanca/caucasiana, y la diferencia entre empleados sud-asiáticos y empleados blancos/caucasianos fue no significativa. Los análisis de descomposición muestran que entre 58 a 82% de la diferencia de puntajes de satisfacción profesional que depende del grupo étnico, pueden ser explicados por los factores incluidos en este documento. Por la porción inexplicada, la mayoría de diferencias de satisfacción profesional entre blancos/caucasianos y grupos minoritarios son atribuibles a los beneficios más elevados reportados por el capital humano de los empleados blancos/caucasianos y a las características demográficas.

PurposeThe purpose of this paper is to investigate the association between employees' perceptions of diversity training (DT) existence and effectiveness with organizational commitment (OC), and career satisfaction (CS).Design/methodology/approachThe analyses in this paper utilize survey data collected between 2006 and 2007 from over 11,000 managers, professionals, and executives working in nine large organizations in corporate Canada. The survey included questions about employees' perceptions of their work experiences and outcomes and their organizations' diversity practices. Comparisons of means as well as multivariate regression analyses were undertaken.FindingsThe paper shows that employees who perceived DT to be effective were significantly more committed to their organizations and more satisfied with their careers than employees who perceived DT to be ineffective or non‐existent.Research limitations/implicationsThe paper examines the linkages between DT, OS, and CS based on survey responses from managers, professionals, and executives. Findings may therefore not be applicable to entry level employees.Practical implicationsDT, and in particular when viewed by employees to be effective, increases employees' OC and CS, which are associated with loyalty, lower turnover and higher employee engagement.Originality/valueThe paper found that employees' OC and CS are highest when they perceived DT to be effective. Factors associated with OC and CS are explored based on employees' perceptions of the availability and effectiveness of DT.

Academic researchers operate in their own labour market, or field, which has its own institutional infrastructure and professional practices that value international experience and mobility. In this paper, we explore if and how academics believe that international experience and mobility provide advantages for knowledge exchange and production and can be considered a symbolic form of capital that signifies value and thus renders them more competitive in the academic field. In addition, we investigate if international mobility is fetishised in the academic field and treated as an asset independent of the context in which it occurs. Results from a qualitative study involving 42 interviews with academic researchers in Canada and Germany show that international experience is valued as a form of capital but that mobility is rarely fetishised. Furthermore, the international academic field is organised hierarchically, with the USA and other English-speaking countries exerting the greatest value as destinations. Copyright © 2016 John Wiley & Sons, Ltd.