It's interesting that you say that.
When we were on the panel going across Canada, we found, obviously in the less concentrated urban centres, that a lot of those services would fall to the employer to make up for the cultural community that may not be present there. Sometimes they were ill-equipped to do so.
With the larger employers.... I remember that we spoke in Halifax at one point with Irving Oil, which was very interesting. They took it upon themselves. They felt that enhancing their cultural diversity was a corporate objective. They felt this was something that all businesses, urban or rural, were going to have to face. As the workforce diversifies and as immigrants become more and more crucial as a talent pool for these businesses, they are going to have to incorporate into their HR culture the idea of making sure that they indoctrinate and help not just the placement, but the family to be more comfortable.
Certainly some of the clusters that I represent in biotech in P.E.I., which has a vibrant cluster of biotech companies, have had big issues. With some of the skills in biotech that may be required, sometimes there are two people in Europe who have the skill. When they bring them in, it's not the fact that the workplace is not accommodating, that they can't work there; it's the fact that the spouse can't find a job; it's about the kids not feeling that they are part of the community.
That is why the placement or the employment fails many times in those communities. Your point is well taken.