Integrating different cultures in the workplace (Host: YT)

The pandemic has transformed business operations and employee expectations. With 77% of Canadians desiring flexibility to work in the office and remotely, the hybrid workplace model is becoming the “new normal.” The hybrid model has allowed organizations to access global talent and support the creation of broadly diverse teams that bring together different skill sets, experiences and ideas, and create opportunities to learn and grow from different cultures and wisdoms.

Hybrid is the new normal, and an opportunity to rethink and remake organizational culture together. A recent HP Canada survey found that over a third of Canadian employees believe a hybrid work model is the most beneficial for advancing marginalized groups. Yet the increasing multicultural workforce comes with the challenge of integrating different cultures and wisdom in the workplace. While the importance of workplace culture is growing, and a Deloitte survey found that 94% of executives and 88% of employees believe a distinct workplace culture is important to business success, 81% of employees believe their managers need to be better trained to effectively manage a hybrid workplace team. In the post-secondary world, some institutes’ anti-discrimination policies have required learning modules related to cultural diversity, and created opportunities for intercultural learning though events and celebrations.

What is clear is that as employers, post-secondary institutes, non-profits, and the people that work at and with them, we all have a role to play in better understanding and engaging people from different cultural backgrounds to build a better future of work. To do this, organizations need to develop processes and practices that better support cultural diversity and understanding across all areas and functions of an organization or community.

Introduced by Florence Rousseau, Senior Manager, Marketing & Communications, Magnet and moderated by Chantal Brine, CEO, EnPoint, the event featured panelists:

Trevor Buttrum, Executive Director, CACEE / ACSEE
Shawna Garrett, President + CEO, EduNova Cooperative Ltd.

We encourage you to check out the organizations listed above and watch the recording of the session to form your own opinion on what stands out for you.

Here is our summary of key takeaways from the session:

1. What comes to mind when you think about ‘building future ready communities’?

International student graduates are going to be the future of the workplace in many industries in Canada, if not all. Hiring new immigrants and being able to effectively onboard those employees is going to have a positive impact across sectors.
One of the challenges we face is retaining international students in our provinces and in our workforces. EduNova takes an iterative approach to continue to learn, to listen, and to try to meet students where they are. It is important to not only listen to students, but to also engage them in a number of diverse ways to be able to capture their attention and effectively provide them with the information that they need.
There’s a demographic challenge within the Canadian Labor Market; we don’t have enough folks within the 18-34 cohort domestically to be able to meet the future needs of our labor market. We need to intentionally look at immigration and international student retention in terms of accessing diverse talent pools and ensuring that we’re maximizing each of our demographics as much as we can.
Diversity within our organizations is critically important; McKinsey and Company did a study on diversity that showed that diverse teams are 3 to 4 times more productive than teams that are homogeneous.
We need to break the myth that cultural diversity means too many contrasting voices; what it actually means is that there are different modes of thinking, different perspectives, and different experiences that are going to be able to create better products that are more holistic and better representative of the communities that you serve.
Canada has a really unique position in terms of being viewed as a destination of choice, and we need to also make it a place where everyone can stay and thrive.
There are multiple generations that have grown up within Canada that still have ties to their cultural identity and that are a part of the Canadian labor market. There is value in hearing those perspectives and voices of experience.
Employers are unaware of how easy it is for them to be able to hire and retain international talent, e.g, the work permit process is not actually sponsorship of foreign talent. We need to better educate employers so that they can leverage the existing programs and services that the government has implemented.

2. What is the most memorable “success story” or “lesson learned” you’ve experienced when you think about how your organization/group has contributed to ‘building future ready communities’?

Successful initiatives:

Founded in 2016, EduNova’s Study and Stay program started in Nova Scotia with only 10 students and then expanded to Atlantic Canada. This year, the program had its biggest cohort with 100 students from 32 nationalities and 77 students graduating in July. The program provides participants with enhanced one-on-one and group support throughout their final year of study at a post-secondary institution in Nova Scotia. It enables participants to easily gain access to the resources, tools, and connections needed to launch a successful career and fulfilling life in Nova Scotia.
- Next year, EduNova will be starting the Study and Stay Connect Program that will include their Capstone program, which takes place in the final year of college or University study, as well as the Foundations program, which will support students in their first, second and third year of university and transition them into the Capstone program, with the goal of retention in the Atlantic provinces.
Mentorship is an absolutely critical component and key pillar of the Study and Stay program. Every single one of their students has a mentor with experience in their field of interest or study. Mentorship provides opportunities for students to apply what they’ve learned, build connections, and gain a deeper understanding of Nova Scotia’s workplace culture and job market opportunities.
- Mentorship plays an important role in providing support and sharing learnings and resources; A past student participated in a panel discussion and gave an example of her first ever interview with an employer in the aerospace industry. She had spent a week preparing her portfolio and practicing her interview skills, but the actual interview lasted only three minutes because the first question asked was about her immigration status in Canada. As soon as they noted she had a post-graduate work permit, they said she was not eligible for security clearances. She talked to her mentor, who was in the same industry, and he further spoke to industry partners to better understand industry regulations around security clearance for international students. Her mentor found that work permits are eligible for security clearances in aerospace, national defense, etc. He took that learning and he brought it back to industry associations across the Atlantic region. The sharing of information helped other employers access a talent pool that they had otherwise not considered due to not understanding regulations in the industry.
- Mentorship is a catalyst to bring people together; alumni are able to share stories and experiences and create pathways for other international students, and industries and communities are able to learn together and build better from the grassroots up.
In Nova Scotia we retain about 20% of our international student graduates in the province, five years post-graduation that become a permanent resident. The Study and Stay program retains 89% of students in the Province post-graduation. The secret of this success is the programming; they know that their students are asking for opportunities in workplace integration, interview skills development and networking so that they can learn more about immigration pathways and immigration support.

Lessons Learned:

There is a difference between intention and performative action; doing something for the sake of doing it isn’t actually good enough, there needs to be conversation around what do we mean by diversity and how we integrate it into our workplace.
We need to identify the gaps in our talent pools, and then create pipelines that support diverse individuals and enable inclusive hiring both internally and externally.
Rather than a top-down leadership style, create an environment that better supports employees needs and passions, and provides accommodations that help foster a diverse and inclusive workforce.
Understanding the caste and class system in our workforce is important. Employers need to implement meaningful accommodations for all kinds of employees that have disability or other needs. For instance, employers should consider daycare and/or other kinds of family support options for women getting them back into the workforce.
Provide employees with days to embrace and celebrate who they are to create a community in which people can live authentically – whether it is a day to participate in pride month, feast days, lunar new year and/or other cultural events. Employers will find that engagement, productivity and retention improves.
Organizations and communities need to come together so that all the voices of experience can make it through to all of the professional networks. This helps both employers and job seekers better understand how to navigate the systems that we’ve created and leverage existing programs and resources.
Market job opportunities to communities in ways that are inclusive, and ensure that the onboarding process also honors and reflects that. We need to make sure that each hire is not just representation, but actually integration; we need to create opportunities for every voice to contribute to our organizations in meaningful ways.
Within the insurance industry 14-17% identify as a person of color. Yet, the image associated with the industry is often one of a bald old white man opening up a briefcase to sell his products and services. Deconstructing this misguided image, telling a different story, and celebrating the diversity existing within the industry can help further break down barriers.

3. How do we support employers in building their capacity to integrate multiple cultures in their own workplace? What key messages do we need to equip employers with to help close the skill gap? (Audience Question)

Looking at skills requirements, when recruiting candidates employers need to go beyond just listings required/desired skills and better define what they need. For example, excellent communication skills – what context are you referring to (presentations, client relationships, etc.), and what opportunities have you provided for talent groups to be able to build this skill (case competitions, funding for micro-credentials, etc.).
In terms of cultural skills gaps and understanding the programs and services available to employers, there is value in attending forums and panel discussions such as the Building Future Ready Communities: Virtual Tour. Participate in conversations where you can learn as well as share your own learnings and experiences.
It’s when we work collaboratively that we actually create some of the best relationships.
Mentorship helps employers learn from each other in terms of best practices.
Employers should also provide mentorship opportunities to communities in which they are trying to tap talent. This will help educate and empower individuals, and let them know that there’s a place for them within the labor market.
Employers need to develop pipelines into talent. The Study and Stay program has seen employer interest because it has a good reputation of producing quality graduates with developed skill sets and connections. Employers see opportunity in having their employees become mentors in the program to make connections with students in their fourth year of study in a relevant field.
Show students a pathway to permanent residency in a career that they’re interested in. Share information and resources with students; students are looking for programs that will help launch their career and match them with an opportunity to be able to stay in the country.
International students carry a lot of the weight here in terms of being able to make that connection to the labor market. It’s important that employers also have access to career centers, international student offices, and career programming to be able to have these kinds of conversations and debunk the myths early.

4. What would be your biggest piece of advice to talent in Canada trying to start and/or advance their careers and navigate the future of work?

Don’t settle! Voice your experience, education, passion and needs.
The role of a job seeker is often to figure out “How do I meet the needs of the employer?”; but you should also ask the question of “How is the employer meeting my needs?”
Ask the genuine questions that you need to know in order to make an informed decision about whether or not the workplace is for you.
You need to make sure that your values and needs align with those of the company you are looking to join. Once your values are aligned, it makes getting out of bed in the morning a whole lot easier.
EduNova will be launching Discover Nova Scotia – a digital student resource hub for new international students. The new online resource will offer information to prospective international students looking to study abroad, helping them identify academic, career and immigration opportunities and to help make Nova Scotia a destination of choice in a competitive global arena.
EduNova, in partnership with Inspired Immigration, will also be launching a Post-Graduation Immigration Support Program next year. The program aims to support and retain international graduates by providing detailed information on immigration pathway programs via a new iCent app and personalized immigration coaching post-graduation.

5. What are some resources, books, Ted Talks, or podcasts, that have been instrumental in shaping your view on the future of work?

Closing Remarks

A theme discussed by our panelists is the power of mentorship in educating and empowering individuals and communities. Continuous learning through the sharing of experiences, stories and resources is a critical component in fostering talent and building diverse and inclusive workplaces.

We need to take a look and gain a deeper understanding of what equality, diversity and inclusion mean to our organizations. It shouldn’t be just a number, but actual integration where every voice is able to contribute in meaningful ways. We need to identify the gaps in our talent pools, create support systems, and share best practices with other organizations in our communities.

Guiding discussion questions:

What steps has your organization taken to create diversity in the workplace? What’s worked? What’s failed horribly?
What benchmarks, success stories and/or resources discussed by the panelists can you adapt/apply to your organization and/or community?
Have you found a particularly helpful resource related to the theme integrating different cultures in the workplace that we can share?

About the panelists:

Trevor Buttrum, Executive Director, CACEE / ACSEE

Trevor Buttrum is an award-winning leader who, over the last 20+ years, has honed his craft in campus recruitment strategy, career education and experiential learning, fostering inclusive talent pipelines and workplaces, and building relationships to attract, engage, and retain, early career talent. In the Spring of 2022, Trevor was named the Executive Director of the Canadian Association of Career Educators and Employers (CACEE). CACEE provides a national voice, leadership, events, resources, and a niche community of practice to empower members to excel in their meaningful and critical work supporting students in their transition from post-secondary to career.

Prior to joining CACEE, Trevor was the Director of Operations at TalentEgg and led a best-in-class national career education program at the Insurance Institute of Canada. From 2018-2021, he served as a member of the National Stakeholder Committee overseeing the creation of the competency framework informing career development practice and certification in Canada. His passion is anchored by post-graduate studies in both Career Development and Adult Education.

The Canadian Association of Career Educators and Employers (CACEE)

CACEE is a national non-profit partnership of employer recruiters and career services professionals. Their mission is to provide professional networking and development opportunities, information, advice, and other services to employers and career service professionals.

CACEE’s purpose is to help career service professionals and employers have access to strong professional networks and professional development opportunities. CACEE knows how to provide this support to our members, and relies on their ongoing input to improve and strengthen the association. Member feedback leads the work of CACEE’s committees and board as well as the specific goals of each CACEE staff member.

Shawna Garrett, President + CEO, EduNova Cooperative Ltd.

Originally from the Maritimes, Shawna Garrett has held registrarial and enrolment management positions at Acadia University, NSCAD University, College of the North Atlantic – Qatar, and Mount Allison University. She has also worked as a superintendent, principal, and dean at international schools in Japan and China. Shawna holds degrees from the University of Prince Edward Island and Acadia University and is currently a Ph.D. Candidate in educational studies through Nova Scotia’s inter-university doctoral program

EduNova Cooperative Ltd.

EduNova is a co-operative industry association of education and training providers in Nova Scotia, Canada. With an office in the province’s capital city of Halifax, they are the only provincial education and training co-operative in Canada. EduNova’s mandate is to work with members to raise the profile of Nova Scotia’s education and training expertise. EduNova’s focus is on collaborative international recruitment activities and the identification of international project opportunities.

EduNova recognizes the importance of education and training in today’s global economy. When international students choose to study abroad in Nova Scotia, they help connect our province to the world and spread the word about the quality of life and learning found here. When education providers in Nova Scotia take their expertise to other countries, our province gains further international recognition and respect.