Report Highlights Underutilization of Immigrant Talent in Canada.
A recent report identifies a “smug Canadian superiority complex” as a key factor in the underutilization of immigrant talent in Canada. This mindset often dismisses the ideas and experiences of immigrants, labeling them as “not the way we do things.” The findings come from a survey conducted by Deloitte Canada and the Institute for Canadian Citizenship, which included insights from leaders across business, government, and civil society.
According to the report titled “Talent to Win,” this attitude, rooted in “Canadian complacency,” discourages employers from hiring and integrating newcomers. It also hampers the promotion and retention of immigrant talent. “Immigrant talent not only helps alleviate workforce shortages but also provides significant competitive advantages in both domestic and global markets,” the report notes.
Challenges in Building Diverse Teams
The research, conducted from May 2023 to June 2024, included discussions with over 40 leaders under “Chatham House Rules.” This approach allowed participants to share their experiences and concerns about hiring and retaining immigrants candidly, without revealing their identities. The participants represented various regions and sectors, including finance, energy, mining, technology, education, public service, and non-profits, with organizations ranging from 25 to nearly 100,000 employees.
Corporate leaders cited a broader “culture of non-ambition” as a significant barrier to recognizing and integrating immigrant talent. One executive noted that immigrants often work harder and longer than Canadian-born employees, which can create controversy and lead to discouragement of such efforts in favor of work-life balance. Others mentioned that managers may feel offended when immigrants propose improvements, especially if they come from countries perceived as less developed than Canada.
Need for Structured Onboarding
Participants also highlighted the lack of onboarding and in-job training as a significant challenge, particularly for immigrants who require clear guidance on Canadian professional culture and practices. Despite initiatives promoting diversity, equity, and inclusion in hiring, another senior HR leader noted that immigrants often fall through the cracks. Focus tends to be placed on gender identity, sexual orientation, and racialized groups, while factors such as country of origin or immigration status are frequently overlooked.
One HR employee at a financial services firm collected data to investigate the hiring process, suspecting that newcomers faced disadvantages. Although newcomers make up 25% of Canada’s population, they represented only 20% of job applicants and just 6% of hires.
Issues with Temporary Foreign Worker Hiring
Some leaders viewed hiring immigrants as an alternative to global recruitment, opting instead for temporary foreign workers. This approach often excludes permanent residents who are already in Canada and may struggle to find jobs that match their skills.
Recommendations for Employers
In response to these challenges, researchers created an employer playbook aimed at improving the recruitment and retention of immigrant talent. They advocate for enhanced data collection on immigration backgrounds in equity hiring practices and fostering a culture that views immigrants as valuable assets.
The report includes examples of employers who creatively leveraged immigrant skills. For instance, a construction company organized crews based on language proficiency, such as Hindi or Ukrainian, resulting in improved safety and productivity. Additionally, a natural resources firm in Western Canada eliminated the requirement for winter driving experience when hiring heavy equipment operators, discovering that immigrants new to snow driving often exhibited safer driving practices and had fewer accidents.
While acknowledging that racism and discrimination persist, the report concludes that many of the challenges related to integrating immigrant labor can be addressed. “Sometimes it takes only minor adjustments to hiring methods or mentality,” the report states.
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