Build Diverse Pipelines and Innovative Workplaces
Build Diverse Pipelines and Innovative Workplaces
Did you know that while the majority of employers agree that migration benefits their access to talent, only 15% of organizations actively pursue global diversity in their hiring; and a mere 2% do it well [1]?
In Canada, 90% of business leaders indicate that they have a diversity, equity, and inclusion strategy - but only 33% say actual progress is being made [2].
This gap between intention and meaningful results comes down to three key reasons: it not being a strategic priority, obstacles like visa issues, and perceived language and cultural barriers.
Top 3 Recommendations for Employers to Support Immigrant Women in STEM
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Research shows that immigrant women are asked to show prior experience rather than being assessed for their competence and potential [3].
Reassess your organization's approach to evaluating skills and competencies, taking into consideration international credentials
Instead of using rigid criteria to screen applicants, screen based on a learning mindset, passion for your organization’s mission, and rich experience in unusual settings
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Although mentorship and resume-based recruitment are useful tools, they are often not enough to amplify the power and potential of immigrant women in STEM. In sectors where workforces are attempting to correct gender disparities, these tools have been shown to consistently undervalue the skills and experiences of women and marginalized people.
Launch an executive sponsorship program to have senior leaders actively invest in the development and advocacy for STEM-trained immigrant women within their circles of influence.
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There is a difference between removing obstacles and creating conditions of success for immigrant women in STEM. Conditions of success acknowledge the assets immigrant women in STEM bring and support their long term growth and achievements.
Build an accountable framework of policies that ensure a safe, harassment-free, non-discriminatory workplace
Adapt human resources processes to migrants’ needs
Create opportunities for professional development to amplify their skills
Change Together
Different businesses throughout Canada’s economic landscape will face unique challenges. For example, small- to medium-sized businesses have a limited human resources capacity and lack the budget for extensive third-party consulting or lengthy series of team-wide training. These barriers mean that diversity recommendations from large businesses simply won’t work the same for all businesses.
TGC collaborated with Deloitte Digital to design a do-it-yourself on-ramp for small- to medium-sized businesses to take steps towards diversifying their workplaces. Change Together documents the key successes and lessons learned over a 12-month collaborative period.
An important finding from Change Together was the importance of considering scope when implementing new processes and policies for equity, diversity, and inclusion: To maximize momentum, depth of collaboration and return on investment, TGC and Deloitte Digital recommend other workplaces implement a smaller number of related strategies (e.g. four) over shorter periods (e.g. six months).”
The Business Case for Hiring Immigrants [1]
““In addition to the diversity of thought and innovation...the amount of resiliency and courage, how nimble we are, and the ability to work under pressure with a lack of resources, all of these are qualities that I don’t think any typical employee would bring.
An immigrant, at some point, made one of the toughest decisions in their life to leave everything behind and come to a new country, to start everything from scratch when they know nothing about this country, and despite that they broke all the barriers and figured out a way to move forward and make success.””
Download an informative two-page summary document to share with your networks.
English Summary Document
French Summary Document
References
[1] United Nations x BCG Report, 2022
[2] Ceridian, 2023
[3] Player et al, 2019