Canada faces a critical moment as it contends with economic and social pressures.
The past year saw a remarkable shift in public opinion regarding immigration, with a majority of Canadians now viewing immigration levels as too high—influencing recent policy adjustments to control the influx of temporary workers and international students.
As we all navigate these changes, however, I am deeply concerned with the dangerous narratives and the rise of anti-immigrant rhetoric, targeting individuals and demonizing immigration as a societal ill.
If the System is Broken, Don’t Blame Those Trying to Survive Within It
The challenges facing Canada are undeniably complex, but blaming immigrants is neither accurate nor productive. Immigrants arrive at Canada’s invitation, filling essential roles. They trust in Canada’s promises and deserve respect and the opportunity to thrive.
Unfortunately Canada has at times “over promised and under delivered” to help immigrants integrate at a level that reflects their skills and potential. When systemic issues persist, it is neither accurate nor just to hold immigrants accountable for them.
Far-right groups and social media platforms are amplifying rhetoric that casts immigrants as scapegoats for broader systemic challenges, fueling division and risking physical harm, as online hostility can incite real-world violence.
The impact of such biases extends into workplaces, where exposure to hate-driven content can shape attitudes and behaviors, eroding the inclusive values organizations strive to uphold.
It is essential for leaders to address these ripple effects across sectors as we work to build a Canada that honors diversity, supports integration, and actively resists division
In this landscape, how we respond to these issues matters immensely.
What I observe:
There is need for “Digital Footprint Impact” education
With digital and social media profiles so visible today, it is essential for organizations to educate employees on the impact of their digital persona and footprint. While some may view their social media activity as “personal,” the reality is that an individual’s online presence forms part of their public identity. Messages rooted in hate can cast a long shadow, affecting not only personal reputations but also their workplaces’ brands and values.
Investing in education that focuses on digital responsibility and digital persona brand management can help employees understand the far-reaching effects of their actions online.
As AI and digital analysis tools become more integrated into organizational processes (hiring; firing; performance management; promotions, etc.), hateful and discriminatory comments could have lasting professional repercussions on their personal lives.
Do your employees realize that? To what extent?
Emotional Regulation Skills are in Huge Demand
Many hateful narratives stem from fear, anger, or frustration—emotions that, if left unchecked, can manifest in harmful ways. Well, when those skills should be installed in all of us since school time, let’s be honest, many adults need to “upgrade” that skills more than kids.
Understanding emotional regulation empowers your employees to handle difficult encounters constructively, ultimately benefiting both their personal lives and their professional interactions.
Notice that I am not suggesting suppressing the feelings behind artificial “politeness” which is often the case in Canada, but helping people understand “what is in it for them” when it comes to emotional health.
Lack of Cultural Curiosity is Striking
“Cultural intelligence picks up where emotional intelligence leaves off”. I love this quote by David Livermore, as it clearly explains the platinum rule – treat people not as you want to be treated but as they want to be treated.
There is nothing worse than someone who has no knowledge about someone’s values, history, culture, and beliefs that explains to them their feelings and emotions, and how to live their lives, especially when there is conflict or misunderstanding.
It only adds the oil to the fire and blaming pours on both sides.
Canadians blame immigrants for not wanting to adopt Canadian values, and immigrants blame Canadians for lack of understanding and inclusivity, stereotyping, biases and discrimination.
Narratives from the leadership in power to the South of our border only amplifies this division and creates ripple effects in our country.
The more we ignore the lack of cultural curiosity towards each other, the deeper we will go with this issue.
We at Quiet Tenacity offer Cultural Curiosity Trainingaimed at helping people discover underlying reasons for lack of motivation to learn more about “otherness”, fostering empathy and understanding across diverse backgrounds.
This training helps participants see beyond stereotypes, find the sweet spots of mutual interest, learn to build strategies for interactions and recognize the shared humanity in their interactions, and appreciate the cultural richness we all bring and benefits from it to everyone of us. (“Culture” here means beyond “Ethnicity”).
Promote and Exercise Fact-Based Decision Making, Not Fear-Based Reactions
Evidence consistently shows that immigrants contribute positively to Canada’s economy and communities. Employers who embrace diversity in hiring benefit from expanded perspectives, higher innovation, and better engagement in their teams.
Reinforcing fact-based decision-making within organizations can counter the fear-driven narratives that often dominate public discourse.
As leaders, you play a vital role in sharing accurate information about immigration’s positive impact, helping to dispel myths and shape a narrative grounded in reality.
Here’s a fact for you to reflect on: Employers who hired immigrants in the past, increase opportunities for immigrants and hire more immigrants.
Today, I ask you, my reader – check your biases before making decisions, creating policies and shaping your communication that can impact someone’s life.
And always, always, before hitting that send button, check with your AI agent to see if your message is kind.