Maple News reports that a new study by Deloitte and the Institute for Canadian Citizenship (ICC) outlines a roadmap for newcomers to better integrate into Canada’s workforce and maximize their potential. Titled ‘Talent to Win’, the report offers actionable insights for both employers and immigrants to bridge the gap between available talent and job market needs.
The findings, based on interviews with over 40 leaders from key sectors like technology, finance, public service, and education, highlight a critical issue: Canada’s immigrant workforce remains underutilized, despite newcomers often bringing high levels of education and experience.
Although the core focus of the report is on what Canadian employers must do to better attract, retain, and support immigrant talent, it also emphasizes several proactive steps newcomers themselves can take to thrive professionally.
One major challenge identified is the absence of clear onboarding, structured training, and mentorship, especially for immigrants unfamiliar with Canadian workplace norms. The report notes that while this issue affects many employees, it disproportionately impacts newcomers due to their limited exposure to local professional culture.
To address this, Maple News suggests that newcomers actively seek mentorship programs, whether within their companies or through external networks such as immigrant-serving agencies or industry-specific associations. Participating in mentorship initiatives can help them navigate workplace expectations, improve communication skills, and build confidence.
Another essential step is pursuing upskilling opportunities. Newcomers are encouraged to enroll in job readiness programs, language training, or sector-specific certifications that align with Canadian standards. These efforts not only strengthen résumés but also demonstrate a commitment to growth and integration.
According to Maple News, building local professional networks is another key to success. Attending networking events, joining professional associations, or engaging in volunteer work can help immigrants gain access to hidden job markets and forge valuable industry connections.
Finally, the report calls for newcomers to advocate for themselves during the hiring process, asking for clarity around job expectations, career progression opportunities, and feedback mechanisms. Being proactive can set the tone for longer-term engagement and upward mobility.
‘Talent to Win’ reinforces that while systemic change is needed among Canadian organizations to fully leverage immigrant talent, there is also plenty newcomers can do to boost their chances of success. By combining personal initiative with strategic support, new Canadians can thrive in a competitive job market and contribute meaningfully to the country’s economic future.