GPICC Phase One

• Key Objectives

  GPICC aimed to:

  • Improve awareness of local programs and services for newcomers.
  • Increase employer and service provider understanding of newcomer needs.
  • Equip community actors to more effectively support settlement and retention.
  • Strengthen local partnerships to build a welcoming and economically vibrant city.
• What we did

  Over two years, GPICC delivered a range of innovative tools and activities:

  • Passport to GP: A newcomer integration guide, printed (500 copies) and available online, offering step-by-step settlement support and key local contacts.
  • Rural Renewal Stream (RRS) Follow-Up Survey System: Tools for tracking the experiences of newcomer employees and participating employers.
  • Cultural Awareness One-Pagers: Focused on Grande Prairie’s top 5 newcomer groups, plus a guide to help employers and service providers build trust.
  • Participation in Major Community Events: Welcoming Week (2023 & 2024), Experience GP, and Fireside Chat (2025)—collectively reaching over 7,000 residents.
  • Employer & Service Provider Workshops: Ten sessions on inclusive hiring, cultural responsiveness, and local settlement trends.
  • Cross-Departmental Coordination: Collaboration across City departments to enhance resources for newcomers.
• What we learned

  • Employers often act as informal guides for newcomers—simple tools like the Passport to GP make their support more effective.
  • Community-driven design improves results: flexible, responsive planning allowed us to address evolving local needs.
  • Inter-departmental collaboration significantly amplifies impact and sustainability.
• What's next?

  GPICC Phase 2 is now funded for 2025–2027. It will expand the use of Passport to GP, launch a new Newcomer Integration Navigator, and bring cultural awareness training to more local businesses, deepening Grande Prairie’s long-term capacity to welcome and retain newcomers.

GPICC Phase Two

• Why it matters

  Phase one created foundational tools—like the Passport to GP, Integration Roadmap, and initial cultural awareness training. Phase 2 moves from development into implementation, ensuring those tools are widely adopted, adapted, and institutionalized in daily practice across local employers and service providers.

• Project goals

  • Support employers with practical strategies for workforce integration.
  • Embed cultural awareness and inclusive practices into everyday business operations.
  • Foster long-term retention of newcomers through structured tools and peer learning.
  • Strengthen Grande Prairie’s reputation as a welcoming, inclusive city.

Funded By