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Despite this, in their unemployment rates were Among Moroccans and Algerians who had lived in Quebec five years or less, the unemployment rates were even higher, at And yet these immigrants have many of the qualifications needed to find a job, and they were selected on the very basis of these qualifications.

This study examines possible explanations for this situation by analyzing the perceptions of immigrants tuinsie the Maghreb and of job counsellors. The authors interviewed 22 North African job seekers and 15 counsellors in Sherbrooke and Montreal. From these interviews, the authors discerned three major areas of agreement between the two groups. The first is the difficulty these immigrants irp; in getting their work credentials recognized: The third area is discrimination among employers.

The authors show that the North African job seekers and the job counsellors look at the situation through very different lenses. Comments by the immigrants indicate that their expectations upon arrival to achieve a rapid improvement in their living conditions and their professional situations affect how they perceive the steps they have to take and the difficulties they encounter in their job search.

The immigrants feel they are entitled to a job and to individualized employment services, since they were selected on the basis of criteria linked to their skills in the first place.

Job counsellors view the immigrants as being the same as all other job seekers; they believe that all job seekers are primarily responsible for doing what is necessary to find work. As a result North African immigrants are not focusing on what they could do to join the labour market; instead, they tend to question the criteria used to select them, the type of support they receive and the attitudes of employers. Job counsellors believe that the difficulties experienced by the newcomers from the Maghreb are linked to attributes of the immigrants themselves, such as unrealistic expectations, the need to upgrade training, lack of Canadian experience, and the particular demands of their culture and religious practices.

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Those counsellors who said they wished they had more tools at their disposal to improve the support provided to immigrants and to encourage employers to hire them have little room to manoeuvre.

Thus the lenses through which they interpret the situation could be viewed as their way of coping with the powerlessness they feel in their work context.

The problem, however, lies in the fact that these lenses, when combined with the discrimination North African job seekers experience, serve to exacerbate and justify the vulnerability of immigrants.

The authors add that while several of the job counsellors adopted a resigned or passive attitude toward employers, thereby reinforcing exclusion and discrimination, others looked for effective ways to combat discrimination. Some, for example, attempted to get employers to reflect on their prejudices toward North Africans and to instead focus on their primary concern, which is to hire competent workers.

This strategy, which requires establishing a relationship of trust between employers and counsellors, is a common element of intercultural training, something the authors recommend for all job counsellors. This could help to reduce discrimination among employers and would be a tool that job counsellors could use to combat their own feelings of powerlessness in fighting against discrimination.

Par ailleurs, en toujours, 29,9 p. Ainsi, en34 p. En14,4 p.

Deux questions se posent alors: Je suis en train de rechercher un emploi, toujours. Disons que, selon moi, il y a un double message. Des fois, il y en a qui vont nous dire: Ils ne peuvent pas retourner. Ils ne savent plus quoi faire.

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Que pensez-vous de Ben Laden? Que pensez-vous du 11 septembre?

Je vais contacter des entreprises. Tnisie gens vont me dire: En informatique, il y a du travail. Dans le domaine de la technologie, il y a du travail.

Il y avait un Noir, qui est venu me parler. Les gens ne savent pas pourquoi nous sommes venus ici. Moi, je suis jaloux.

La Tunisie et l’impôt : quelle fiscalité, pour quelle société

tunisoe On peut reculer et avancer ensuite. Mais moi, je recule tout le temps. Parce que moi, je pose aussi la question: Il y a des attentes ; des attentes qui sont vraiment culturelles. Quand ils arrivent ici, ils prennent pour acquis…: On part de loin. Alors, des fois, il faut que je leur dise: Il y a une personne qui travaillait ici et qui a dit: Les jeunes, ils font le guichet emploi, ils regardent dans le journal et ils reviennent bredouilles.

Moi je leur dis toujours: Les employeurs choisissent les candidats.

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Ils peuvent avoir une femme patron ; alors, on leur dit: Les femmes, ici, sont fortes. Il y en a qui ressentent des malaises. Quand je parle de femmes et de femmes arabes, je pense beaucoup aux femmes musulmanes. Quand on voit une femme musulmane arriver tknisie CLE, souvent son mari est avec elle.

La Tunisie et l’impôt : quelle fiscalité, pour quelle société

De plus, comme leur travail se fait en partenariat avec des employeurs, en cas de discrimination directe, ils se trouvent alors dans une position inconfortable: Renaud, Pietrantonio et G. Les relations eth- niques en question. Pietrantonio et Bourgeault dir.

Institute for Research on Public Policy.