More research needed to break down job barriers for racialized Canadians

While the specific suggestions have merit, I think it would be more productive to focus on the effective of existing policies and programs in addressing gaps and challenges:

To improve understanding and pathways for progress, researchers should continue and expand work in several areas, including the following:

  • more disaggregated data to allow us to better understand the experience of different populations within the categories of “visible minority” or “immigrant”;
  • greater focus on the impact of bias, discrimination and systemic barriers in the employment system rather than focusing solely on how job seekers can be better “adjusted” for the labour market;
  • a better understanding of who does what in areas like language training, bridging and other occupational programs, so that we can develop better data on what works for whom;
  • greater examination of how policies in the selection of immigrants, in settlement support and in training programs affect newcomers’ opportunities, and of how these policies can be aligned with employers’ needs; and
  • more examination of ways to promote innovative employer practices to recruit, advance and create inclusive environments for newcomers and racialized Canadians.

The great number of underemployed newcomers and racialized Canadians represents a significant opportunity for Canada’s employers and for the economy more generally. By further investigating these questions, we can help to ensure that all Canadians are able to seize, and benefit from, the opportunities presented by a future of work that is more diverse and inclusive.

Source: More research needed to break down job barriers for racialized Canadians

About Andrew
Andrew blogs and tweets public policy issues, particularly the relationship between the political and bureaucratic levels, citizenship and multiculturalism. His latest book, Policy Arrogance or Innocent Bias, recounts his experience as a senior public servant in this area.

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