CEO and Founder, DIVERSSIA
Diverssia is an initiative of Mohamed Soulami, founder and CEO of Actions Interculturelles de développement et d’éducation, an organization geared towards intercultural reconciliation and cultural diversity management since 1991. Mr. Soulami is well-known for his leadership in the integration of new Canadians integration as well as intercultural relations. His work brings to light the great social resources that are immigration and diversity. He is involved in several academic research projects and works with an extensive Canadian network of researchers and key players in the fields of intercultural management, industrial and organizational psychology and skills development.
Jamal El Koutbia
DIRECTOR, MOROCCAN BRANCH (ITTIJAH CANADA)
Once the manager of the Groupe Banque Populaire du Maroc at the representative office in Canada, Mr. Jamal El Koutbia has a vast experience in establishing and developing relationships between Canadian and Moroccan business communities. His strong implication in quality training as an experts/instructor as well as the director of a TI formation center accounts for his inherent inclination toward human capital development. As director of Ittijah Canada, Mr. El Koutbia coordinates and promotes activities pertaining to employment and Canadian immigration support at our Moroccan branch.
Mr. Jean-Luc Filion joined Diverssia in Fall 2016 to provide legal counsel and to represent clients before the administrative authorities during immigration procedures. In addition to his law degree, he also has academic training in philosophy. His law practice began in February 2015, where he displayed a vested interest in social law, and more particularly occupational health and safety cases.
INSTRUCTOR AND CULTURAL DIVERSITY MANAGEMENT EXPERT
Mr. François Faucher completed his degree in humanities and social sciences at the Université de Montréal. In the last twenty years, he has directed and contributed to several Diverssia or Actions Interculturelles’ programs aiming at diagnosing and strengthening cultural diversity management practices in the workplace. He was previously coordinator for the Carrefour de solidarité international in Sherbrooke and is well acquainted with international cooperation projects, having worked with various organizations as audiovisual communications specialist.
IMMIGRATION CASE MANAGER
Mrs. Quyên Cù joined Diverssia in the fall of 2016. She assists our legal team by preparing the Canadian immigration files, a task for which her previous experiences constitute a great asset. She completed her Master’s degree in intercultural mediation and possesses the expertise and essential qualities required to facilitate interactions with immigrant clients in an intercultural setting. She previously contributed to several action research projects for the Actions Interculturelles division in such fields as international communication, integration of immigrant workers in Quebec and development of immigrants’ essential skills.
DEVELOPMENT AND RECRUITMENT SPECIALIST
Ms. Gaha joined the Diverssia team in the summer of 2018. She is involved in all aspects of international recruitment and developing relationships with Canadian employers. With a bachelor's degree and a master's degree in human resources management, she has the necessary expertise to successfully complete the process of recruiting and integrating new recruits. Currently, a doctoral student in human resources management, she specializes in the relationship between the employee and the client. This led her to carry out several field surveys in different countries taking into account people of different cultures.
Paths of intervention
At Diverssia, we aim to…
- Evaluate our clients’ needs (individuals and businesses).
- Advise our clients concerning immigration and international human resources recruitment strategies.
- Support and guide candidates throughout the immigration process.
- Select the best international talent.
- Evaluate potential
- Advise employers regarding cultural diversity management.
- Train immigrant employees in order to develop linguistic (French and English) and technological skill sets.
- Promote HR integration and retention using various strategies (coaching, training, counseling, evaluations and assessments).