b'IMMIGRATIONOne in five immigrants is likely to leave within Addressing systemic barriers: Newcomers face numerous obstacles 25 years of arriving, and more than a third ofalong the way to finding fulfilling work in Canada, including difficulties obtaining those will leave within the first five years dual citizenship and recognition of their credentials. Anything that helps streamline credential assessment, reduce regula-from countries where their credentials"If someone says, \'I\'ve tackled this exacttory red tape, and embrace international place them at the top of the talent pool,issue before and I\'d love to help fix it here,\'experience encourages newcomers to make meaning they are likely to find work else- we shouldn\'t be telling them no becauseCanada their long-term home. where if their Canadian experience fallstheir experience wasn\'t Canadian," Improving francophone integra-short. Of note is that Canada has fallen toBernhard says. "We assume our standardstion outside Quebec: Francophone fourth position as a destination of choiceare the gold standard, but that\'s justimmigrants face a lack of language and for immigrants in the recent CERC/ not always true. We need to be open tocultural infrastructure in other provinces. IPSOS Global Mobility Survey, downlearning from others." Expanding access to French-language from its second-choice position in 2017. services and community spaces can This shift in the types of immigrantsPLUGGING THE LEAK improve both retention and inclusion in coming to Canada signals the need forThe good thing about a leaky bucketthose regions.a change in perspective. Rather thanis that it can be patched. But doing so viewing immigration as a benevolentrequires a conscious effort by governmentEmployers too are in a position to reverse act that ends with finding immigrantsand employers to demonstrate the advan- the migration. It begins, says Bernhard, by employment, Canadian employers andtages of staying in Canada for the longtaking a second look at the underutilized policymakers are encouraged to focusterm. Strategies include:pool of skilled talent that lies in waitmore on convincing high-potential talentwithin their jurisdictions, i.e., talent that Canada is the best place to invest theirEnhanced early settlement support:waiting for someone to recognize their energy and build their lives. The first five years of a newcomer\'svalue. This isnt just about doing the right Canadian experience are critical in theirthing. Its a business opportunity, says We still talk about immigrants as comingdecision to stay. While there are strongBernhard. These are people with global with five dollars in their pocket, fleeingsupport systems in place to help immi- networks, international experience, and deprivation, destitution, and therefore thatgrants settle when they arrive, more cana different way of thinking. Those are all they should just be grateful to be here,be done to recognize their credentials,competitive advantages.says Bernhard. In reality, the contem- provide mentorship, introduce them to porary immigrant is far younger, moreprofessional networks, or simply assistIt\'s important to remember that immi-skilled and more experienced than thethem in navigating public services andgrants bring valuable insights into average immigrant of 30 or 40 years ago.their workplaces. Anything that can helpglobal markets, which can be crucial for These are people who aren\'t necessarilybuild trust and engagement early increasescompanies as they expand theirstruggling at home; they have options tothe odds of long-term settlement. footprint abroad or strengthen theireither go back or find employment else- international operations. From this where in the world. Tailored services that matchperspective, providing opportunities and newcomers skills and aspirations:supports to ensure immigrants get the Onward migration is also driven by aMany Canadian immigrants are experi- most from their Canadian experience isn\'t sense of not belonging. Despite Canada\'senced professionals who have come withcharity. Its a strategy for tapping intoreputation for multiculturalism, Bernhardhigh career ambitions. Connecting themoverlooked experience. says that his experience with ICC leadswith entry-level jobs simply won\'t keep him to believe many immigrants still don\'tthem in place. Employment servicesAs Bernhard suggests, "If your cab driver feel fully included in their communities.need to be prepared to match them withhas a PhD in engineering and your That disconnect often extends into thepositions that align with their expertise,company is in that field, don\'t just say workplace and public services, where theirwhile sector-specific coaching, networking\'What a shame.\' Ask what they know and foreign credentials, skills and experiencesand licensing support must be made how they\'d do it differently. That mindset are frequently overlooked.more accessible.shift could be worth millions."THE LINK BETWEEN CITIZENSHIP AND RETENTION A 2025 study by Statistics Canada and Immigration, Refugees and Citizenship Canada states there is a link between citizenship and retention, highlighting the value of helping newcomers stay long enough to become Canadian citizens. The study found that immigrants who became Canadian citizens were significantly more likely to be employed, earn more, and work in the public sector than their non-citizen peers. These findings support the idea that policies encouraging long-term integra-tion improve outcomes not just for immigrants, but for Canada\'s economy as a whole.Source: Citizenship and the economic outcomes of immigrants in Canada, June 2025Fall 2025PERSPECTIVES21'