Canada is on the cusp of a significant workforce shift. In 2022, over one million immigrants arrived, with 1.5 million expected in the next three years. These newcomers hold the key to invigorating industries like healthcare, manufacturing, and hospitality, grappling with post-pandemic talent shortages. Yet, challenges persist. While high-tech sectors capitalize on immigrant talent (40% of programmers and engineers being immigrants), many industries continue to lag.
Our study, “Breaking Down Barriers: For a Bright and Fair Future of Work,” reveals a disconnect: Newcomers face challenges navigating the job market that can be exacerbated by multiple factors. This results in a recruitment storm, with jobs unfilled despite available talent. Our focus is on newcomers residing in Canada for under five years.
Here’s what we found.
Immigration status as a barrier
One significant barrier is immigration status. According to our study, 54% of respondents who have lived in Canada for one to two years see immigration status as an obstacle, with varied percentages for those residing longer or shorter. This places many in a professional standstill, awaiting an opportunity.
The Canadian government recognizes the challenge. They accelerated the immigration process with multiple programs. For instance, a new three-year work permit for U.S. H-1B visa holders saw 10,000 applications in the first two days. Various programs, like the Employment and Mobility Pathway Pilot (EMPP), target talent in diverse sectors.
Education and language barriers
Education and language persist as challenges to employment in Canada for newcomers. Many immigrants struggle with the recognition of their international credentials. In regulated sectors like healthcare and technology, foreign professionals often face Canadian systems that don't easily equate global qualifications. Beyond credential recognition lies the untapped potential: Over 13,000 foreign-trained doctors currently can't practice in Canada due to certification barriers.
Moreover, newcomers often lack the extensive professional networks that unveil informal job opportunities, compounding their challenges. Language barriers further complicate their employment journey. Per our study, half of the newcomer respondents identified language as a workplace barrier, with non-native English or French speakers feeling this most acutely.
Racism and discrimination as barriers
Racism and discrimination also play a significant role in the newcomer experience. Over a third of survey respondents experienced racial discrimination. Despite Canada's diverse reputation, 26% of newcomers have encountered workplace bias. This discrimination manifests in many ways, from undervaluing opinions to sidelining candidates for promotions.
To combat these challenges, employers should be proactive. One approach is to reevaluate strict job qualifications and consider on-the-job training. Crafting job postings that reflect inclusivity and understanding cultural nuances, such as differing approaches to self-promotion, can attract a diverse applicant pool. Although some strides have been made, like the OHRC's removal of the "Canadian experience" barrier, systemic issues like bias against foreign-sounding names persist in hiring practices.
Supporting newcomers in Canada
Canada has launched initiatives to lessen obstacles for newcomers vying to enter the job market. Provinces like Ontario and British Columbia have crafted policies to facilitate integration into the workforce, emphasizing programs tailored for high-demand roles and pathways to permanent residence. The Québec Experience Program, targeting temporary foreign workers and international students, exemplifies streamlined integration processes.
Consider offering pathways to support newcomers and lessen the obstacles they face while looking for a job or within their workplaces. Emphasizing newcomer inclusion can bridge the gap seen in job vacancies, boosting customer experience, workplace diversity, and long-term success.
By leveraging government initiatives, understanding the programs and offering consistent support, organizations like yours can truly exemplify a diverse and inclusive workforce.
As the employment landscape shifts, prioritizing diversity and inclusion remains pivotal. Understanding the nuanced needs of a varied workforce which includes newcomers can ensure that organizations like yours can thrive.
