In 2023, over 450,000 people became new Canadians. New Canadians or newcomers are immigrants or refugees adapting to life in our country. They can be classified into three groups:
Permanent residents
Refugees or protected persons
Temporary residents, including students, workers or individuals with temporary resident permits
Being a newcomer isn’t determined by a specific timeframe. A permanent resident living in Canada for ten years can still be considered a newcomer.
Many who immigrate through skills programs arrive in Canada career-ready, with the skills needed to join our workforce. However, they don’t necessarily have experience working for employers who prioritize mental health and psychological safety, and don’t know support is available or how to access it.
This raises many questions:
Do we understand their lived experience and perceptions?
How do we properly support their mental health?
What are their unique needs regarding being psychologically healthy and safe?
What adjustments should we make in workplace wellness and psychological safety programs to accommodate these workers?
Mental Health Research Canada (MHRC) has conducted numerous studies to answer these questions and build an understanding of the unique challenges and barriers to psychological safety for new Canadians. We are committed to analyzing their mental health for many reasons, including:
early identification of issues
connecting them with appropriate support
promoting successful settlement
preventing long-term consequences
enhancing overall public health
[See: Examining the Mental Health Experiences of Newcomers]
As leaders, you play an important role in supporting their mental health in your workplaces. The data and insights we’ve captured can help you understand the unique needs and concerns of newcomers so that you can begin to build an inclusive, psychologically healthy and safe workplace culture.
Lower mental health literacy
MHRC research on Mental Health Literacy in Canada revealed that visible minorities and newcomers have slightly lower scores than non-visible minorities and non-newcomers, and there were variations among different ethnicities – a reflection of how mental health and psychological safety are perceived based on culture and community.
Self-stigma and shame
Cultural differences influence our understanding of mental health and may also exacerbate self-stigmatizing behavior in visible minority newcomers. Multiple interviews with stakeholders uncovered feelings of shame or de-prioritization of mental health in their country of origin. Some feel that just talking about mental health creates an unwanted burden, and many who discuss struggling with mental health feel that their problems aren’t bad enough to warrant seeking mental health support.
Anxiety and depression
The prevalence of anxiety and depression is also higher among newcomers compared to non-newcomers. Notably, 27% of new Canadians who have been here anywhere from six to 15 years reported moderate to severe symptoms of anxiety, compared to only 22% of Canadian-born individuals.
Discrimination, harassment and bullying
Our research has also shown that newcomers who classify themselves as visible minorities highlight more substantive issues in the workplace pertaining to discrimination, harassment and bullying. They indicate that these factors undermine their psychological safety in the workplace by about 50% to 90% more than non-visible minorities.
Other issues identified by new Canadians who participated in MHRC polls include:
Higher levels of concern about making mortgage and rent payments (39% vs. 22% of Canadian-born respondents)
Greater food insecurity (57% among those who have been in Canada for five years or less vs. 31% for non-newcomers)
Lack of support networks to rely on (36% vs. 52% of Canadians)
Isolation is also a significant issue. One poll respondent said, “My mental health was fine before coming to Canada. But I came to Canada alone. Once I was here, there were a lot of responsibilities that fell on me. And I was by myself. It was hard.”
Sadly, despite these issues and mental health concerns, very few new Canadians seek the support they need. They are about 2.5 times less likely to reach out for mental health supports than their Canadian-born counterparts.
Deepen understanding and regularly reinforce the importance of mental health
Take the time to create a strategy recognizing that a portion of your audience is at the beginning of their journey. Don’t take anything for granted regarding newcomer employees’ understanding of mental health and psychological safety; conversely, make every effort to deepen your understanding of their perceptions, needs and concerns.
Make it a priority to demonstrate – not just verbalize - that you truly value psychological safety in the workplace, keeping in mind that subtle gestures may be missed.
Remind employees about the supports that are available and how to access them
This article in Canadian HR Reporter points out that two out of five Canadian workers are unfamiliar with the purpose of Employee Assistance and Employee and Family Assistance Programs (EAP and EFAP) and one in four say cost is a barrier to use even though these programs are free. Don’t assume new Canadians know about your EAP program or any other supports that are in place. Remind all employees of what’s available and free and normalize conversations about use to reduce stigma and fear.
Take a person-first approach to performance management
Some sectors, like transportation and manufacturing, provide first jobs for those entering the country.
When we conducted our Evaluation of Psychological Safety in the Workplace and the Guarding Minds at Work tool, these sectors had lower scores than others. Lack of community and disbelief that management truly cares about psychological safety were contributing factors.
Often these workplaces have roles that can be more easily quantified – kilometers driven, packages delivered, widgets produced. However, while focusing on these metrics and maximizing efficiencies can optimize output, failing to focus on the people performing these tasks can have damaging results. Workers burn out quickly and often choose to leave.
Recognize that paying attention to the psychological safety of new Canadians is good for everyone
Leading companies recognize that carefully measured and implemented workplace psychological safety strategies are good for people and the bottom line.
In a recent article published by WSPS, AISIN Canada, Inc. shares tips to help employers keep newcomers safe. They share tips for confronting fears, addressing language barriers, and getting supervisors up to speed, among many others.
[See: New Canadians in your workforce? This manufacturer’s approach can help protect them and you]
As of 2023, there were more than eight million immigrants with permanent residence living in Canada – roughly 20 percent of the total Canadian population. New Canadians enrich our workforce with valuable skills, expertise and experience. Developing inclusive strategies that build their understanding and awareness of the importance of psychological safety is a win for everyone. It sets newcomers up for success in and out of the workplace, enhances business performance, and advances the Canadian economy.
Get to know the authors – Michael Cooper, MHRC