Nothing to do this Friday night? -TONIGHT

Here's something worth taking in and it is free - powerful stuff happening

 War, Women and the Human Spirit Presented by The University of Winnipeg Global College and the Winnipeg Art Gallery (WAG), co-sponsored by Institute for International Women’s Rights – Manitoba(IIWR) 


 Winnipeg Art Gallery, 300 Memorial Boulevard 


 7:00 p.m. 


 The evening features poet-performer and award-winning peace scholar-activist Dr. Rama Mani from the University of Oxford & World Future Council. Following the performance there will be an informal conversation among Dr.Mani and two local participants, Marilou McPhedran and Regine King. 


 Admission is free (donations welcome). 


 Info: https://www.facebook.com/ InstituteInternationalWomensRightsManitoba 

Please join us for a remarkable evening on Friday, June 6, 7:00 pm at the Winnipeg Art Gallery.

The University of Winnipeg Global College and the Winnipeg Art Gallery (WAG) presents an evening of poetic performances of women's voices from conflict zones around the globe entitled War, Women, and the Human Spirit. The evening features poet-performer and award-winning peace scholar-activist Dr. Rama Mani from the University of Oxford & World Future Council. Admission is free (donations welcome).

Following the performance there will be an informal conversation among Mani and two local participants: Marilou McPhedran, Director of the Institute for International Women's Rights, UWinnipeg; and Regine King, Professor of Social Work, University of Manitoba.  King is a survivor of the Rwandan genocide and focuses her research on forgiveness, reconciliation, and healing after atrocity.

Poster and further information attached.

Dean Peachey

Executive Director, Global College

Coordinator, Human Rights & Global Studies

Chair, Joint MA in Peace & Conflict Studies

University of Winnipeg

(204) 988-7106

Office: 520 Portage Avenue

Mailing address: 515 Portage Avenue, Winnipeg, MB R3B 2E9 Canada

Mosaic Newsletter

http://mosaicnet.ca/asset_library/page/551b/July-August2013.pdf www.mosaicnet.ca

Research Paper on Immigrant Women

http://im.metropolis.net/pres_mars04/Metropolis%20-%20Community%20Research%20on%20Immigrant%20Women%20Presentation.pdf

Filipino Women victorious in Discrimination lawsuit

http://newamericamedia.org/2012/09/fil-am-hospital-staff-in-ca-win-historic-discrimination-settlement.php

LOS ANGELES – The Asian Pacific American Legal Center (APALC), a member of the Asian American Center for Advancing Justice, and the U.S. Equal Employment Opportunity Commission (EEOC) announced on September 17 a landmark settlement of $975,000 against Delano Regional Medical Center (DRMC), a hospital in California’s Central Valley.

The case was brought forward, on behalf of almost 70 Filipino-American employees who fell victim to discrimination and harassment when hospital administration singled the ethnic group out for enforcement of its English-only policy.

Roots of harassment
In a statement to the Asian Journal, APALC Staff Attorney Carmina Ocampo explained that in 2006, Fil-Am hospital employees alleged that they were harassed and singled out and treated differently from other workers with different ethnicity.

They claimed that the harassment incidents all began when CEO of the hospital called for a mandatory meeting for only Fil-Am staff. During the meeting, the management of the hospital instructed the said employees to speak only in English, allegedly threatening them with suspension or termination for violating the policy.

Ocampo went on to explain that the CEO even went as far as to “threaten with monitoring using surveillance equipment.” And despite the diversity of the hospital’s workforce (with others speaking other languages like Spanish and Hindi) not other ethnic group was told to join this meeting, nor was the language policy enforced upon any other ethnic group.

EEOC General Counsel P. David Lopez, in a statement, said: “Employees should never be targeted because of their national origin or language. The EEOC stands ready to assist employees nationwide who believe they have suffered workplace discrimination, and to ensure that our work force reflects the rich diversity of our nation.”

In a report from the Associated Press (AP), the medical center defended its English-only policy as essential to patient care. In a written statement, officials said the hospital did nothing wrong, said AP.

An e-mail to the Delano Regional Medical Center from Asian Journal was not returned, as of press time.

A harsh workplace dynamic
The meeting resulted in a changed social dynamic within the hospital wherein Filipinos were mocked, harassed, and taunted. In their lawsuit against the DRMC, the Fil-Am employees claimed that the “discriminatory” enforcement of the policy created a hostile work environment for Filipino workers, who were monitored and reprimanded by their colleagues in the hospital. They were often told to speak in English, were ridiculed for their accents, and were humiliated in front of fellow hospital employees.

Under the language policy, Fil-Am employees of DRMC were required to communicate in English at all times at the workplace, even in break rooms, nurses’ stations, and hallways. Even during times when Filipinos were speaking in English, DRMC staff would still remind them to speak in English, especially if they were with other Filipinos.

For months, according to Ocampo, Filipinos were constant targets of reprimands and ridicule, with DRMC staff giving them reproach even without any violation of the English-only rule. One Filipino nurse even claimed that a co-worker sprayed air freshener on her food because the said co-worker apparently did not like the smell of Filipino food.

Another example of harassment is when Fil-Ams were reminded to speak in English even when they were just greeting their fellow co-workers in Tagalog, using the word “Manang” or “Manong,” terms that connote respect in Filipino culture. The Pinoys were constantly reminded to speak in English, even in the cafeterias when they were just having lunch.

Allegedly, the DRMC did not make adequate measures to prevent the harassment that the Filipinos experienced during this time. Even after over a hundred Filipino employees, including Filipino doctors, made formal a complaint about this discrimination, DRMC management still failed to make a significant response on the matter.

According to Ocampo, DRMC did not target the non-Filipino population of the medical center with their strict enforcement of the language policy. The overly harsh and restrictive measure seemed to apply only to the Filipinos.

“We believe DRMC enforced an overly restrictive English only policy against its Filipino American employees and created a workplace environment that was hostile toward them,” said Laboni Hoq, APALC Director for Litigation.

“This settlement will send a strong message to employers that it is illegal to target workers based on their national origin and will hopefully encourage more Asian American and immigrant workers to speak out when their rights are violated, like our brave clients did,” Hoq added.

A harrowing experience

Wilma Lamug, one of the victims of this discrimination, claimed that she felt even more harassed after the first meeting held with the DRMC management.

“I felt more harassed because we Filipinos received constantly harassing words like ‘Shhh, speak English!,’” Lamug confessed.

Another victim, Elnora Cayme, said that during the time of the harassment, at least once or twice a day, a supervisor or co-worker would call her out even at the hallways and break rooms, and say “English only!” According to Cayme, even the housekeeping supervisors and security guards were in on the harassment bit. When she asked a security guard why they were acting in such a way, the guard simply explained that their respective supervisors instructed them to “watch you guys and make sure that you were all speaking English.”

Like most of the Pinoys in the medical center, Lamug was scared for her source of livelihood, as the job she had with the DRMC was her “bread and butter.” And she felt like they “were in trouble.”

Cayme pointed out that DRMC’s actions created tensions among the employees “that weren’t there before.”

“I felt sad, undervalued, and humiliated,” Cayme added.

A huge victory indeed

According to Ocampo, this is the largest settlement for a workplace language discrimination case in the West Coast, and the largest settlement for a workplace language discrimination case in the health care industry in the US. Also, Ocampo added that it is the largest language rights settlement ever secured by the APALC.

“This landmark settlement is a victory for the Asian American and Filipino American communities,” Ocampo said.

“People don’t normally think of Asian Americans when they think of victims of workplace discrimination and harassment,” Ocampo explained.

She went on to elaborate that there are few reports from Asian Americans of cases of harassment, not because they are not victims of this on a more often basis, but rather because they are afraid of the retaliation and backlash that may ensue after such complaints are made. Ocampo also claims that there is a prevailing stereotype that Asian Americans don’t like to complain about violations against them.

“This landmark settlement won by almost 70 Filipino American workers is a powerful example of Asian Americans standing up for their rights and fighting back against discrimination,” Ocampo added.

Aside from the monetary relief, the settlement mandates upon the DRMC a three-year Consent Decree. Under the decree, hospital management is prohibited from engaging in the kind of alleged discrimination and harassment that gave rise to the lawsuit. It also institutes a new Language Policy that “acknowledges the value of the hospital’s diverse work force and allows employees the dignity to speak the language of their choice in appropriate circumstances.”

Furthermore, the Consent Decree will also require the DRMC to hire a third-party Equal Employment Opportunity monitor to “ensure compliance with its terms,” as well as “train all staff to comply with equal employment laws and the new Language Policy.”

Upcoming Events - Nutrition and Family Support

Eight Wednesdays starting October 24 (1-3pm)

Childcare, bus tickets and snacks provided

Please register with Priya or Iftu at:

Rene Deleurme Centre

511 St. Anne’s Road

Phone: 257-7308 Ext. 417

E-mail: priya.sharma@lrsd.net

Iftu.ibrahim@lrsd.net

***Registration is required as space is limited

**

                                                                        _________________

Newcomer Family Support Circle

Eight Tuesdays starting October 23 from 1-3pm

Rene Deleurme Centre – 511 St. Anne’s Road

The support circle is an opportunity for you to:

·     Connect with other immigrant families to share information and be supported

·     Learn about and discuss topics that are  important to your family.

Each week we will discuss different topics such as:

·       Newcomer services

·       Nutrition

·       Health related issues

FREE bus tickets, childcare and snacks

Open to all new immigrants in St. Vital area

 

Please register with Iftu Ibrahim or Priya Sharma at:

Rene Deleurme Centre

511 St. Anne’s Road

Phone: 257-7308 Ext. 417

E-mail: iftu.ibrahim@lrsd.net or priya.sharma@lrsd.net

Life for immigrant women in the US can be very rough. Their status is constantly at the forefront of their consciousness. All they want to do is to work to maintain their children but through unfriendly immigration laws these people are kept in the shadows of society being used by farmers and other businesses that rely on this cheap labour source.

Immigrant women and their children have become the face of that struggle in Arizona when many of their working husbands were deported as a result of minor traffic stops or sweeps of their workplaces, said Wilcox. These women, Wilcox said, took the lead as the voices for their families, marching and making their stories heard.

“Because I had the nerve to speak out, I was prosecuted,” Wilcox asserted. She was indicted as part of an investigation by the sheriff, charges that were later dropped. “I suffered a lot, but not half as much as a person with no resources, who has a family torn apart by deportation and who is trying to raise children,” she said.
This story speaks about the trauma to children of parents who work illegally in the USA. They speak about the fear of being separated from their parents, being without their parents.

While Americans benefit from a higher lifestyle because of cheap labour on the one hand, others - many of whom are racially motivated, make the lives of these innocent people hell.

“Immigrant rights is not just a Latino issue, not just a black issue, it’s not even just a women’s issue--it’s a human rights issue,” she said. “Immigrant rights are not just about those of us who come here across the border, but it’s for those who come on a plane, on a boat, those of us whose ancestors came here hundreds of years ago, but are still struggling for equality and justice to this day.”
http://newamericamedia.org/2012/09/as-arizonas-papers-please-law-startsimmigrant-women-speak-out.php

Upcoming event, Sept 20

　
Join us in a fun, free 8 week program.
Meet other women while doing crafts and talking about different topics like self-esteem, managing stress, body image and so much more.
Bus tickets and snack provided.

An Immigrant Women’s GroupWe All Belong runs every Thursday starting September 20, 2012Where: 200-323 Portage AvenueWhen: 1:00-3:00pm, every Thursday for 8 weeksCall Fatima at (204) 940-1973 or
Priscillah at (204) 940-1967 to register

The majority settle in large population centres

Immigrant women, like immigrant men, tend to settle in Canada’s large population centres. In 2006, 90% of immigrant women lived in the country’s 33 census metropolitan areas (CMAs). In comparison, 68% of the total female population lived in these areas.
Among Canada’s CMAs, Toronto, Vancouver and Montréal were home to the largest share of immigrant women: 63% of all immigrant women and 69% of recent immigrant women resided in these three CMAs in 2006. In comparison, a much smaller proportion of Canada’s total female population, 35%, lived in these CMAs.
Among these three CMAs, Toronto was home to 38% of all immigrant women and 41% of recent immigrant women. Montréal and Vancouver had the second and third largest shares of recent immigrant women, at 14% each.
Toronto and Vancouver had notably larger shares of recent immigrants than of their population share in Canada. For example, in 2006, Toronto was home to 16% of the total female population in Canada, but 41% of recent immigrant women. Thus, Toronto’s share of the population of recent immigrant women was 2.5 times more than its share of the total female population. This was also the case for Vancouver, where its share of the population of recent immigrant women was 2.1 times its share of the total female population. In comparison, Montréal’s share of recent immigrant women was only slightly higher than its share of the total female population, 1.2 times higher in 2006.
While Toronto, Vancouver and Montréal were still the three largest population centres where immigrant women settled, the smaller Toronto and Vancouver had notably larger shares of recent immigrants than of their population share in Canada. For example, in 2006, Toronto was home to 16% of the total female population in Canada, but 41% of recent immigrant women. Thus, Toronto's share of the population of recent immigrant women was 2.5 times more than its share of the total female population. This was also the case for Vancouver, where its share of the population of recent immigrant women was 2.1 times its share of the total female population. In comparison, Montréal's share of recent immigrant women was only slightly higher than its share of the total female population, 1.2 times higher in 2006. CMAs such as Calgary, Edmonton and Winnipeg saw increases in their shares of recent immigrant women. In 2006, 5.2% of recent immigrant women chose to live in Calgary compared with 3.8% in 2001. The shares of recent immigrant women who settled in Edmonton increased from 2.2% in 2001 to 2.9% in 2006 and in Winnipeg from 1.4% to 2.1%.
However, the share of recent immigrant women settling in Ottawa–Gatineau declined, from 3.9% in 2001 to 3.2% in 2006.

Source: 2006 Census and administrative data.  

Immigrant Women

The population trend of immigrant women mirrors that of the total immigrant population. In 2006, the total immigrant population also made up about one-fifth (19.8%) of the total population, the highest proportion since 1931.

From 2001 to 2006, Canada’s population of immigrant women grew by 14%; this growth rate was four times faster than that for Canadian-born women, which increased by 3.4%.

Canada’s female population grew by 840,000 from 2001 to 2006. During that period, about 579,800 women immigrated to Canada, accounting for 69% of the growth of the female population.

If Canada’s current immigration trend continues, by 2031, the country could have about 11.1 million immigrants. Slightly over one half of them (52.3%, or 5.8 million) would be women, who would then make up 27.4% of Canada’s total female population, according to Statistics Canada’s population projections.
Source: Statistics Canada, censuses of population, 1911 to 2006; Projections of the Diversity of the Canadian Population, 2006 to 2031; The Longitudinal Immigration Database; and the Labour Force Survey.

The income of immigrants who pursue postsecondary education in Canada

What motivates immigrants to invest time and money, and sometimes even to go into debt, to pursue post secondary education in Canada? While the motives differ from one individual to another, they are often not unrelated to problems associated with recent immigrants’ integration into the labour market: partial or no recognition of experience and credentials acquired abroad, lack of local experience, language barrier, weak social networks and differences in the quality of education depending on country of origin.

Source: Longitudinal Administrative Databank (LAD) and the Longitudinal Immigration Database (IMDB).      

My Answer:
Immigrant come with old values of the old country - that education is the key to success and sometimes it is but a lot of time education does not do it.  You might have a lot of degrees and still cannot find that job or you find a job and you get into the workplace and people treat you like dirt,
Immigrants must start thinking outside of the box to succeed in North America - starting businesses, being your own boss is one way and many immigrants do this as a sign of failed attempt to get into the paid workforce rather than an intentional attempt, real estate, use the skills you have to create opportunities for yourselves.
A university education costs a lot of money and you go into heavy debt to repay it  and sometimes you can't because you end up with low paying jobs that does not allow you to repay the loan.
     Education can pay big dividends in the professions e.g. doctor, lawyer, engineers, accountants etc. but not everyone has the stamina nor the intellectual capacity for such things.
     Lucrative jobs also includes jobs in crafts such as carpentry, masonry, electrical technicians - once you graduate from such programs you are assure a job or you can create your own. Many immigrant see jobs like these as low call and beneath them - well these are the jobs that pays - pushing paper don't pay much these days so think about that.

Immigrant Women

PDF]

LIFE STORIES AND RESILIENCE OF CANADIAN IMMIGRANT ...

https://www.uleth.ca/dspace/bitstream/.../rashid,%20raksana.pdf?...1

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File Format: PDF/Adobe Acrobat
by R Rashid - 2011
Canadian immigrant women and their resilience in every day life. A qualitative methodology ... Dr. Scruby, a feminist scholar and researcher, who helped me ...

Immigrant Women needs Gender Equality

Around the world, gender equality is the most prevalent issue women face, says Almas Jiwani, president of the National Committee of United Nations Women Canada. “Gender equality is not universal.”    UN statistics show women bear the burden of most of the world’s poverty, they are still underpaid compared to men, hold fewer leadership positions, and suffer more often as victims of violence and systemic discrimination.
And when women come to communities like Hamilton from places where equality is nonexistent — even as a concept — it is our job to educate them that equality is something we reach for here.
“They don’t know what gender equality means,” says Jiwani. “So it is crucial to help women navigate their new lives in Canada, even if they perceive gender equality on different terms than most Canadians.”
Jiwani, who lives in Mississauga, will be speaking in Hamilton, at 2011 event to mark the 100th anniversary of International Women’s Day. She says she is aware of the recent bankruptcy of the Settlement and Integration Services Organization and she hopes other agencies step in quickly to fill the gaps.
“I think that raising awareness of the resources and services available is crucial for successful integration of newly arrived women in Canada,” she says. “Service providers have an important role to play in this. They all need to work together to support public education campaigns to increase awareness of the services available for new immigrants.”
http://www.thespec.com/news/local/article/496825--immigrant-women-need-to-learn-about-gender-equality

Immigrant women more hesitant to report abuse

Although this story was written in 2004, the facts remain the same. Immigrant women are not forthcoming in reporting violence. They consider how this will reflect on their family and many fear they will be rejected by their community. 
Being part of a community, being respected and included is something many immigrant women hold dearly. How do we unloosen their tongue and their courage?

http://www.cbc.ca/news/canada/story/2004/03/08/immigrant_violence040308.html

Interesting information about immigrant women

http://criaw-icref.ca/ImmigrantandRefugeeWomen

Obstacles to finding skilled employment for Immigrant Women

A casebook example of systemic discrimination
These results highlight a situation of systemic discrimination brought about by several factors: sex, part of a visible minority group, and of foreign origin. This cross discrimination permeates practices, behaviors, and influential policy makers such as the State, businesses, professional associations, universities and the immigrated family.
Discrimination in the workplace: the concrete ceiling
Discrimination in the workplace can be explicit or implicit i.e. concealed in seemingly objective professional requirements (modern racism and sexism).
Some of the obstacles identified by the study are:

• Difficult to have qualifications and foreign diplomas acknowledged;
• Refusal to hire someone who speaks with a foreign accent, refusal to acknowledge work experience acquired abroad, recruit employees through networks in which immigrants are absent;
• Discourteous remarks made during the average work day, increased overview of work performance, skepticism regarding their true competence, client hostility;
• Overrepresentation in precarious jobs with poor conditions, limited training and opportunities for advancement: telemarketing, small businesses, cleaning.

Adding to the difficulties of finding skilled employment these workers often face insurmountable obstacles juggling the demands of family and work. For instance:

• difficulty finding available daycare;
• imposition of difficult work hours (working nights or weekends);
• long route between work and home.

The Quebec diploma: a guarantee for success?
A diploma acquired in Quebec doesn't necessarily improve the fate of these women. Recent research has shown that acquiring a diploma in the host country has a limited effect on professional integration and the risk of deskilling.

http://www.nouvelles.umontreal.ca/udem-news/news/being-an-immigrant-and-a-woman-two-major-obstacles-to-finding-skilled-employment.html

have you read the article?  Please post your suggestions for how immigrant women can overcome these difficulties before the government get around to changing policies.  How can we use network to help other immigrant women land jobs. 

IMMIGRANT WOMEN'S EXPERIENCE OF DISCRIMINATION IN THE WORKPLACE

What are immigrants' experiences of discrimination in the workplace?" Using data from the Longitudinal Survey of Immigrants to Canada (LSIC), findings from this report include:

 Visible minority immigrants are more than twice as likely as white immigrants to perceive discrimination when we control for gender, education and fluency in Canada's official languages

 For visible minority immigrants, fluency in English or French increases reports of discrimination in the workplace.

 For white immigrants, fluency in English or French decreases perceived discrimination in the workplace.

 Visible minorities who speak English or French fluently are more likely than white immigrants with comparable language skills to report workplace discrimination.

 Immigrant men are more likely than immigrant women to report discrimination overall and in the workplace.

 Immigrants who report discrimination have less family income and lower job satisfaction than those who do not report discrimination.

 Immigrants with post-secondary education report more workplace discrimination than those with less education. The report and presentation can be downloaded for free from the Toronto Immigrant Employment Data Initiative (TIEDI) York University's website at http://www.yorku.ca/tiedi/pubreports21.html. For more information, please contact tiedi@yorku.ca.

Tips on increasing your power in the workplace

Jeffrey  Pfiffer's  book Power: Why Some People Have It and Others Don't  recommends a few simple steps you can take to increase your power:

(1)  be visible;

 (2)  emphasize the aspects you're good at;

(3) make those in power feel good about themselves;

 (4) if you must point out a mistake by someone in power, blame the situation or others; and shower those above with flattery.

Bottom line: worry about your relationship with your boss more than you worry about your performance.

It is unfortunate but in this world where some of us allow our egos to run rampant, to ensure that you have a comfortable work experience you might need to adopt some of these measure.   In fact I agree with all these points except number 4.  If you can't speak the truth, don't speak at all. Do not blame anyone. Your boss knows fully well when the mistake is theirs. 

I think it is important for women and especially immigrant women to be conscious of who holds power in the workplace and to not make ruffles with those in power because they have the power to hire and to fire. Unless you are independently wealthy or have another job waiting for you, do what you can to remain neutral and cordial in the workplace.

Immigrant Stories of Migration and contribution to be included in Museum

There is a memory gap in those who have migrated earlier to richer western countries. They come to see their adopted countries and the wealth within as their own and  newcomers are seen as those who want to come and rob them of their wealth. Some of them develop the close-the-door-behind-you-syndrone.  Older migrants are some of the most damaging advocates for those who seek a better life in the USA and Canada or other developed countries. Like the pioneers of the land, they too forget that it is immigrants who built USA and Canada and women played a big part in that and even today without the benefit of the cheap labour migrants provide to these countries, life will not be that easy for any of us.  It is because the farmers pay such cheap labour than we can get cheaper prices for food in the supermarkets.
We conveniely forget the contributions of immigrants and how they make life so easier for them. In America the rabid border dogs jump at poor people trying to cross the border to provide for their families. We begrudge them of that  and treat them as lepers. We forget the contributions of slave labour to American riches and all the others after them.  Those stories are not written up in history books but kept in the shadows of our historical closets. Every now and then they are brought out by an author with little impact.
The Ellis Island Immigration Musem has developed a project to bring the stories of all those who inhabit and contribut to American empire to the forefront in a mammoth project. It's time the stories be told in truth.
Scholars and exhibit designers have spent three years vetting American history for the missing tales. The new displays will show the smallest villages and largest cities changing with immigration but also the larger economic and political pressures driving the myriad decisions to move on. The nation’s zigzagging immigration laws, the virulent anti-immigrant prejudices and newcomers’ resilience will all be depicted through family histories.
Ideally, the museum will blur the narrative “they” — the immigrants — with the “we” who visit, as in Mr. Kraut’s bracing summary: “Without their talent and muscle, where would we be?”


http://www.nytimes.com/2011/06/16/opinion/16thu4.html?_r=1&nl=todaysheadlines&emc=tha211

Success is a subjective definition

There are many formulas for success in any given field, in any given country but the final analysis is what success means to you.
Many of us define success by how others define success and we try to live up to those standards which promote success as getting a well paying job, buying a big car and a big house in the suburbs and cruise along.  That may be success for some but what does success mean  for you?
Success can mean getting a job where you are valued, completing grade 12, being able to speak fluent English and French, getting your children into a good school or just finding a job to get off income assistance.  Success can mean being able to buy a car to take your children to beach on hot summer days or having time to volunteer with people less fortunate than you are.
Define your own success, reach for your own goals and live your dream without regard for how others perceive you. Other people's perception of you is just that - a perception, an idea that is neither right nor wrong.
As a new comer immigrant may I suggest that you do the following for yourself
:Prioritize your life according to what is important for you:
Finding a place to live
Learning the language (if English or French is not your first language)
Get a working understanding of the culture
Ensuring the safety and well-being of your children
Go to school or find a job (sometimes you have to take what is offered until you can choose what you want), and so on.
Below is an article that talks about the success that some immigrant women have achieved and how they made it that far. You might learn something from their experience. Take what you need from it but always measure that  against your own values and priorities.


http://www.cnmag.ca/current-issue/1019-immigrant-women