The value of hiring newcomers
Hiring new Canadians provides an opportunity for employers to reflect the diverse people of Canada at work. Organizational actions that can help newcomers are in Discrimination prevention and inclusion. Below are actions and suggestions for leaders to support their employees who are newcomers.
A report from Employment and Social Development Canada (2014) shares that many people from the business community had positive feedback on the impact of newcomers. They noted that newcomers:
- Often had strong work ethics, which positively influenced the work of current employees.
- Grew their organizations’ markets and increased diversity. They also filled skill gaps and brought new ways of doing things.
Actions for supporting newcomers
Supporting the success of all employees means understanding their challenges and needs. Some challenges for newcomers may include:
- Language competency, including occupation-specific jargon
- Learning new processes, preferences and norms
- Adapting to a different culture
- Having their foreign experience and education recognized
- Employer bias against hiring immigrants
- Lack of social and professional networks
- Getting work because of over-qualification
Some ways to help improve the experience of newcomers include:
- Fair hiring practices that include evaluation of foreign credentials and experience
- Opportunities for English as a second language training
- Introduction to the work culture and norms for new hires
- Introduction to work jargon and terminology
- On-the-job training
- Mentorship or buddy system
- One-on-one discussions with leaders
- Live (rather than online or print( training on organizational policies and procedures
- Referring employees to community-based resources
Newcomers and trauma
Some newcomers may have been exposed to trauma prior, during or after the immigration process. They may have experienced civil unrest, war, violence, or the loss of or separation from family, friends and colleagues. It’s important to understand the impact trauma can have on an individual. This is true even when trauma may appear to be behind them.
Trauma in organizations shares policy development, leadership actions and tips to support employees.
Implicit bias and Indigenous teachings for leaders supports employees with specific needs. This may include but is not limited to race, class or gender.
Workshop materials
Implicit bias workshop
A self−reflection workshop that explores attitudes and stereotypes. Participants learn about how their actions, decisions and unconscious understanding towards a particular person or group may be affected by bias.
Additional resources
- Employer roadmap. The Canadian government offers tips to help employers support newcomer employees at work.
- Helping employees to manage change. Any organizational change may impact employees. Help by planning, communicating, and engaging employees on how changes can be handled in a psychologically safe way.
- Hire immigrants. Hire Immigrants provides videos and articles related to managing a diverse workforce.
- Inclusive Workplace Competencies. The Toronto Region Immigrant Employment Council offers information for employers to develop diverse and inclusive workplaces. This includes a competency framework, success stories and free introductory training and resources.