Is 'Canadian Experience' a Requirement by Hirers a Form of Discrimination Towards New Immigrants?

When job searches in Canada, hiring managers often mention a preference for Canadian experience. This seemingly common practice may raise concerns about potential discrimination against new immigrants. However, a closer examination reveals that Canadian experience is not a rigid requirement by law and is often viewed as a way to ensure the best fit for the job rather than a discriminatory practice.

The Reality of Canadian Experience in Hiring

No Canadian employer is legally obligated to advertise for Canadian experience specifically. Employers are free to advertise for any position and typically receive a range of applicants—both with and without Canadian experience. The hiring process usually narrows down the pool to candidates whose credentials and experiences best match the requirements of the job. In such scenarios, Canadian experience often counts in favor of the candidates.

Rather than being a requirement, Canadian experience is more accurately seen as a significant advantage. Companies value candidates who can provide evidence of experience that aligns with their specific needs. This is why Canadian experience often carries weight in the hiring process. The underlying goal is to hire individuals with the highest likelihood of success in the role.

Examples of Discrimination in Hiring

My personal experience over the last 18 months working for four different employers has not been negatively impacted by a lack of Canadian experience. However, during my career, I have seen several cases where highly qualified immigrants faced challenges in their careers.

For instance, I encountered a Russian candidate who had attended a business school associated with the KGB. Her efforts to advance her career through informants alienated her colleagues and made her ineffective. Her mindset and work culture were fundamentally at odds with the team dynamic in Canada.

Another case was a senior individual from the Middle East who struggled to assert his opinions and took more time figuring out management's desires rather than generating his own ideas. His former organization, a national oil company, valued 'yes-men' policies, which he could not adapt to. Additionally, he had difficulty respecting the leadership of female colleagues, a dynamic he found incomprehensible.

Understanding Canadian Experience

Canadian experience encompasses a set of social and professional skills unique to the Canadian business environment. It involves a level of cultural understanding and social competence that comes from being embedded in Canadian society for an extended period. Employers value this experience because it provides a deeper understanding of how business is done in Canada and the nuances of the local work culture.

Senior positions often require extensive local experience due to the distinct business practices and cultural norms. The ability to point to evidence of such knowledge can be a significant asset for immigrants. Even discussing how one might develop this local experience can be beneficial in securing a position.

Addressing Hiring Practices and Discrimination

Despite the advantages of Canadian experience, there is unquestionable discrimination in the hiring of new immigrants. Canadian experience is sometimes disproportionately leveraged as an excuse for dismissing applicants. Such discrimination can be more pronounced in high-level positions where local experience is crucial.

Employers must strive to balance the need for Canadian experience with fairness and equality. It is important to create a transparent and inclusive hiring process that considers all candidates fairly, regardless of their background. Training hiring managers about unconscious biases and ensuring diverse hiring panels can help mitigate discriminatory practices.

Furthermore, immigrants can take steps to improve their chances of securing jobs with Canadian experience. Networking, gaining relevant Canadian experience through internships or volunteering, and understanding local business practices can all be valuable strategies.

Conclusion

While Canadian experience can be a strong asset for job seekers, it does not have to be a barrier. Employers use this preference to ensure the best fit for their teams, but they should not allow it to become a form of discrimination. By advocating for inclusive hiring practices, employers and immigrants can work together to build a more equitable and prosperous society for all.