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Before moving to Canada six months ago, Karim was a pharmacist in his home country of Syria. He used to have his own pharmacy and had good relations with suppliers and pharmaceutical companies as well as a positive reputation among his colleagues.
Unfortunately, Karim has faced a lot of challenges starting work as a pharmacist in Canada, such as professional licensing and credential recognition. Meeting the provincial standards means a lot of time-consuming financial and emotional stress. However, like many newcomers, the most challenging barrier Karim has encountered is the Canadian experience requirement.
“Canadian experience” refers to work experience gained within Canada, often used by employers to assess a candidate’s familiarity with Canadian workplace norms, culture and industry standards. It encompasses not just technical skills but also soft skills such as communication, teamwork and understanding of local business practices. While this criterion may help employers gauge readiness for their work environment, it can pose a significant barrier for newcomers. Their international experience is often overlooked or undervalued due to this requirement – despite being relevant and valuable.
The “Canadian experience” requirement can be a significant barrier for newcomers, even when they possess relevant international experience, because employers may undervalue or misunderstand credentials and expertise gained outside Canada. This often leads to highly skilled individuals being overlooked for roles they are qualified for, forcing them to take lower-level jobs or re-certify in their fields.
The emphasis on local experience can perpetuate bias, limiting opportunities for newcomers to prove their capabilities and integrate fully into the workforce. For example, a newcomer who recently arrived from Ukraine shared their experience with me about facing barriers from government licensing requirements. Despite holding an advanced professional status in the security field – where they could easily transition across jobs in Europe and Africa – they now face an extensive licensing process here in Canada just to access entry-level opportunities. This speaks to the challenges of bridging prior expertise with Canadian systems, particularly in sectors where licensing is mandatory regardless of previous experience.
How Canada can do better – and why it should
Businesses, as well as newcomers, serve to benefit from breaking down the Canadian experience barrier. Newcomers bring a wealth of skills from their home countries, including technical expertise, problem-solving abilities and multilingual communication skills, along with unique cultural perspectives. Their global experiences often equip them with resilience and the capacity to work effectively in diverse environments.
“The emphasis on local experience can perpetuate bias, limiting opportunities for newcomers to prove their capabilities and integrate fully into the workforce.”
Diverse work experiences foster innovation by introducing fresh ideas and approaches to problem-solving, enriching workplace creativity. Additionally, newcomers’ adaptability to different cultural and professional settings enhances collaboration and helps businesses thrive in a globalized economy. Research highlights that companies with diverse and inclusive cultures are six times more likely to innovate, twice as likely to meet financial goals and eight times more likely to achieve superior business outcomes. Additionally, employees in inclusive workplaces report higher satisfaction, engagement and productivity, while businesses benefit from lower turnover and absenteeism rates.
Here are some shifts Canada could make to support newcomers’ professional integration while meeting employers’ needs:
- Cross-cultural training helps newcomers understand Canadian workplace norms, communication styles and expectations, enabling smoother integration and collaboration. For employers, such training fosters awareness of cultural differences, reduces biases and equips teams to create inclusive environments that value diverse perspectives.
- Systemic changes are needed to eliminate the reliance on “Canadian experience” as a hiring criterion and to recognize the value of international credentials and skills. Policies that promote inclusive hiring practices, provide funding for bridging programs and incentivize employers to embrace diversity can help newcomers contribute meaningfully to the workforce.
Breaking down the “Canadian experience” barrier is not just about fairness – it’s about unlocking the full potential of skilled newcomers like Karim. When we recognize and value international experience, we create a more inclusive workforce that benefits businesses, communities and the economy. By fostering policies that support credential recognition, inclusive hiring and cross-cultural training, we can build a system where talent is measured by skills and expertise, not geography.
If you’re an employer, consider reviewing your hiring practices to ensure they welcome diverse experiences. If you’re a policymaker, advocate for systemic changes that help skilled newcomers integrate more effectively. And if you’re a newcomer yourself, seek out resources, mentorship and networks that can support your journey. Together, we can create a more inclusive, dynamic and globally competitive Canada.
