Canadian Work Experience Research Results

As the voice of the Human Resource profession in Manitoba, CPHR Manitoba strives to be representative of all people living in this province. We are leading by example in increasing diversity, equity and representation across the organization and creating an inclusive and welcoming environment for all people.

In January and February 2024, CPHR Manitoba conducted: a CPHR member survey; three interviews with post-secondary contacts; and four in-person focus groups with internationally educated and experienced professionals in human resources and other fields, including recent graduates of Canadian HR post-secondary education programs to gain information about hiring practices, requirements, considerations, and barriers regarding Canadian work experience for newcomers to Canada.

The objectives of this project were to:

• Determine the degree to which professionals (HR and non-HR) who are new to Canada are facing barriers to employment related to requirements for Canadian experience.

• Determine whether the same groups are facing other barriers to relevant employment that CPHR Manitoba can help mitigate.

• Determine whether CPHR Manitoba members and professionals who are newcomers to Canada would like CPHR Manitoba to lobby the provincial government and business leaders for legislation related to the removal of Canadian experience as a requirement for employment.

• Determine whether the same groups would like CPHR Manitoba to lobby the provincial government and business leaders for legislation related to the removal of Canadian experience as a requirement for licensing in certain regulated professions and trades.

Some of the key findings included:

• Almost 60% of respondents said there are unique barriers to recruiting newcomers to Canada. Common barriers include issues with travel/visa permits, certification requirements, education requirements, communication, language, lack of Canadian experience, cultural adaptation.

• Lack of Canadian work experience is the key barrier to newcomers obtaining a job that aligns with their previous education and work history. Secondary barriers include networking, language and communication, discrimination, and transportation.

• Participants said it was important to both eliminate the expectation for newcomers to have Canadian work experience and encourage employers to hire internationally educated and experienced newcomers.

• Representatives and students provided recommendations that focused on enhancing governmental support, educational collaborations, and employer incentives to facilitate a smoother integration of newcomers into the Canadian workforce.

To view the results, click here.