10 Things Social Purpose Organizations Need to Know About Newcomer Talent

As Canada continues to welcome a growing number of immigrants and international students, social purpose organizations have a unique opportunity to engage with and benefit from this talented and motivated group.
During The Good Growth Company’s session on 10 Things Social Purpose Organizations Need to Know About Newcomer Talent, Ritika Saraswat, founder of Redefined, shared key insights on how nonprofits and other mission-driven organizations can effectively attract, retain, and support newcomer talent.
Ritika Saraswat is a creator, speaker, founder, writer, and consultant. Originally from India, she moved to Canada just over six years ago, and founded an organization called Redefined two years ago, which aims to be an end-to-end solution for newcomers and immigrants, focusing on community upskilling and mentorship. Ritika has helped build a community of over 100,000 members and conducted more than 55 events. Ritika is also a creator on LinkedIn, spreading awareness about immigrant issues and international student realities.

Here’s a deep dive into the main takeaways from Ritika’s session and how your organization can put them into action.

Newcomers are the Future of Canada’s Workforce

Ritika emphasized the critical role newcomers play in Canada's labor market. Currently, immigrants make up about 25% of the workforce, and this number is expected to grow significantly. In fact, by 2032, newcomers are predicted to account for 100% of net labor force growth, according to the Conference Board of Canada. For social purpose organizations, this presents a huge opportunity to engage talented individuals who are eager to contribute to meaningful causes.

Despite their potential, many newcomers, particularly youth, face high unemployment rates due to barriers such as the lack of 'Canadian experience.' By recognizing and addressing these challenges, nonprofits can tap into a wellspring of dedication, skills, and resilience that newcomer talent brings.

Look Beyond ‘Canadian Experience’

A key point Ritika made is that organizations need to shift their focus away from the traditional requirement of ‘Canadian experience’ and instead look at the broader skills that newcomers bring. Skills such as adaptability, resilience, multilingualism, and cross-cultural communication are invaluable, especially for organizations that operate in diverse communities or seek to expand their global reach.

Ritika urged nonprofits to take a personalized approach to assessing talent. Instead of just relying on resumes, consider alternative methods like video interviews or LinkedIn profiles, which may better reflect the newcomer’s international experience.

Foster a Sense of Belonging and Inclusion

Creating an inclusive and welcoming work culture is vital for engaging newcomer talent. Ritika stressed that organizations need to be mindful of the unique experiences and geographical contexts newcomers bring. A workplace that respects and celebrates these differences can foster a sense of belonging, which is key to retaining newcomer employees.

Implementing ongoing cultural sensitivity training and providing opportunities for leadership development are excellent ways to build an environment where newcomers feel supported and valued. It’s not just about integrating people into the existing culture—it’s about evolving the culture to include new perspectives.

Recognize the Value of Dedication and Stability

Newcomers often come from cultures where stability and long-term employment are highly valued. For nonprofits, this can translate into greater retention rates and a more stable workforce. Newcomers tend to be highly dedicated and passionate about contributing to their new country and its communities, particularly when the organization’s mission aligns with their own values of giving back and supporting marginalized groups.

Provide Upskilling and Mentorship Opportunities

Upskilling is an essential aspect of supporting newcomer talent. Offering training programs that help newcomers gain job-specific skills or certifications can make a significant difference in their ability to thrive in your organization. Ritika also highlighted the importance of mentorship programs and networking opportunities to help newcomers navigate the nuances of Canadian workplaces.

Consider creating buddy programs that pair newcomers with current employees or developing ambassador programs that encourage newcomers to advocate for your organization within their communities. These initiatives not only support newcomer integration but also expand your organization’s reach and impact.

Leverage the Global Networks Newcomers Bring

One of the greatest advantages newcomers offer is their global networks. Many newcomers maintain strong connections to their home countries, which can help your organization access new communities and opportunities. Leveraging these connections can be particularly beneficial for social purpose organizations that have or aim to establish a global footprint.

By recognizing and utilizing these expanded networks, your organization can build more diverse partnerships, expand its community outreach, and strengthen its advocacy efforts.

Offer Alternatives to Traditional Recruitment Methods

Ritika pointed out that many newcomers may struggle with traditional recruitment methods, such as requiring extensive resumes or cover letters. To better engage this talent pool, consider offering alternatives like video applications or evaluating their LinkedIn profiles as a part of the hiring process. This approach not only makes it easier for newcomers to showcase their skills and experience but also helps your organization assess talent more holistically.

Recognize and Value Multilingual and Cross-Cultural Skills

While it may be challenging to provide direct financial compensation for additional language skills, there are other ways to recognize these valuable contributions. Offering leadership opportunities or increased responsibilities to those who can communicate across languages and cultures shows trust and recognition of their unique abilities.

Organizations can also spotlight these skills in internal and external communications, showcasing the diverse perspectives that help drive innovation and creativity within the team.

Create Youth Councils and Advisory Boards

To ensure newcomer perspectives are represented in your organizational decisions, consider forming youth councils or advisory boards that specifically include newcomer talent. These structures provide newcomers with a platform to share their insights and contribute to shaping the future of the organization. Additionally, it gives your leadership team direct access to the voices and ideas that can help your organization grow and thrive in a more inclusive direction.

Be Persistent and Patient

Ritika stressed the importance of persistence. Engaging newcomer talent isn’t a one-time effort—it requires ongoing dedication and understanding. Building relationships with newcomer communities, following up consistently, and offering continuous support are key to maintaining a strong, motivated team.

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Engaging newcomer talent is not only a moral imperative but also a strategic advantage for social purpose organizations. Newcomers bring adaptability, resilience, and a wealth of cultural knowledge, which can greatly enhance your organization’s effectiveness and reach.

By creating inclusive environments, offering mentorship and development opportunities, and recognizing the unique skills that newcomers contribute, your organization can build a thriving, diverse workforce that supports your mission while driving meaningful change.

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