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The Revolving Glass DoorImmigrant women’s experiences finding managerial employment

in Halifax

Presented by:Catherine MacKeiganDalhousie University

camackei@dal.ca

16th International Metropolis ConferenceSeptember 14, 2011

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• Nova Scotia population: almost 950 000• Halifax population: over 400 000• 7 % of Halifax population is foreign born

(Stats Can, 2011)

• “Halifax anything but diverse”(Greater Halifax Partnership, 2005)

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Study

• Metropolis Pilot Study, ongoing

• Goals:– To explore employment experience of immigrant

women in management and professions within Halifax– To consider social and organizational culture influences– To identify social integration and policy implications– To compare findings with similar Quebec City study

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Study

• Participants:– Women as recent immigrants and newcomers

(having citizenship) to Halifax– Identified through community organization– Holding or seeking professional and management

employment• Currently primarily student & public sector based• 6 Semi-structured interviews• 1 Focus group (to date), 6 participants

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Expectations

• Many women had high expectations for self & family

• Would “Just fit in”

• A welcoming community and integration (Canadians as ‘peacekeepers’)

• Canada as rich, world of plenty– Education would teach participants how to achieve this

• Lots of employment opportunities

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Expectations Experiences

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Experiences are NOT unique

• Organizational culture• Heritage & history of the region

“Revolving glass door”

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Halifax as a homogenous environment

Experiences mediated by mode of entry

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Halifax as a homogenous environment

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This homogenous culture is in both the workplace &

community

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Homogenous Culture

• Communication barriers– Accents– Slang– Body language

• Racism– Visible minorities– Names– Discreet

“Best fit for the job” best fit is often familiarity

someone mirroring the employer

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Not a matter of “just fitting in”

• Cultural Competencies• “Canadian Experience”• Education• Lack of Community• Racism

• Systemic Problem

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Organizational Culture

• Recognition that problem is not with themselves– 1. Unintentional discrimination– 2. Visible minority and/or accent seen as a negative not

positive quality

• Perception by participants that employers are ‘not ready’ to employ– Managerial attitudes in interviewing– General discomfort– General ‘unpreparedness’ – support systems, career

counselling

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Experiences mediated by mode of entry

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Participant A

• From UK• Married, entered as dependent • Husband had work with university• Fluent in English• Highly qualified in labour force & masters

degree

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Participant B

• From China• Married, entered as a dependent• Did not speak English

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Participant C

• From Africa• Single• Entered through student nominee program• Fluent in English, but with accent

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Relation to Labour Force

• Participant A - Used husband’s support network of University

• Participant B - Started small entrepreneurial import business with husband

• Participant C - Remained in school, upgrading education

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What’s this mean?

Highly skilled and motivated migrant women are being trapped in the “revolving glass door.” They can see the office desk and but cannot get past the door.

Instead labour skills are being used elsewhere (family entrepreneurship) or lost to other areas (using Halifax as a stepping stone to learn English)

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Next Steps

• Additional interviews• Focus group• To add:– Private sector representatives– Organizational representatives (YW/MCA, MISA,

NS Policy officials)• Comparison to Quebec City research

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Thank you

Presented by:Catherine MacKeiganDalhousie Universitycamackei@dal.ca