A recruitment and attraction strategy for bringing Francophone immigrants to PEI

The PEI Acadian and Francophone Community (PEIAFC) has determined the need for population growth for its community. The PEIAFC has identified Francophone immigration as one of the spheres of activity of its population growth strategy and has set a goal of recruiting at least six (6) Francophone immigrants per year to Prince Edward Island (Gallant, 2012). The most recent data from the Longitudinal Immigration Database (IMBD)1 indicates Prince Edward Island (PEI) was not an immigration destination for Francophone immigrants from 2007 to 2010. The same source indicated zero Francophone immigrants arrived on PEI from 1998 to 2005 and the twenty-five (25) Francophone immigrants who arrived in 2005 and 2006 left the province in 2007. Using PEI Provincial Nominee Program (PEIPNP) data as a benchmark, most immigrants to the province bring spouses or family members, indicating that for every immigrant accepted through the PEIPNP, an equivalent (on average) of 2.5 to 3 other people will accompany the immigrant (Grant Thornton, 2012). For the PEIAFC, a total increase of 12 to 15 people per year through immigration through the PEIPNP would be a success story. The challenge for the community is not only in recruiting and retaining six immigrants per year, but in getting them counted in official statistics. When considering only French as mother tongue and first official language for measurement purposes, the National Strategy for Francophone Recruitment (2006 – 2012) did not reach its objective of 4.4% (8,000 to 10,000) of French speaking immigrants to settle outside of in 2012 When evaluators applied a different definition to French-speaking immigrants for identification purposes, statistics for French-speaking immigrants outside of Quebec doubled from 2003 to 2011 from 1,614 to 3,543(Evaluation Division, CIC, 2012). See Appendix 1 for more detail. Francophone immigrant recruitment in Canada in general and in PEI, specifically, depends on constructing a strategy based on the reality of bridging the gap between divergent federal-provincial priorities and programs, Official Languages legislation and PEIAFC programs and priorities. The findings of the research for this document which included a literature review and key informant interviews indicate certain conditions related to success in Francophone recruitment within the context of the Official Languages reality of a minority Francophone community such as the PEIAFC. Those conditions include the following: • Successful recruitment and attraction activities based on direct linkages to the local and regional labour market • Strong partnerships within and outside of the province for identifying and supporting recruitment activities • Inclusive and strong self- identity within the PEIAFC open to recruitment and retention of international Francophones • Community education and awareness of immigration for guiding "best fit" recruitment, attraction and retention activities The resulting strategy is based on the following themes that emerged from the literature review, the interviews and, the success indicators from the Findings section: • Knowledge Acquisition and Management to follow and foresee trends and changes in immigration and population • Networking and Relationship Leverage to create partnerships for building influence and engagement • Engagement of the PEIAFC, employers and allies in identifying and creating employment The following document presents a strategic plan which would guide the PEIAFC in reaching its yearly immigration goals with initiatives which would not only permit their numbers to be recognized and counted, but would also support the them in creating sustainable partnerships with the province and the private sector in order to reach their goals.