Navigating the identity spectrum: South Asian diversity in Canada and its impact on employment integration

In recent decades, South Asian communities from India, Pakistan, Bangladesh, and Sri Lanka have witnessed significant growth in Canadian cities. As of 2021, they constitute 7.1% of the total Canadian population, comprising more than a quarter (26.7%) of the visible minority population. This substantial demographic presence carries profound implications for the urban labor market. While historically classified as a single racialized group, South Asians in Canada exhibit remarkable diversity in terms of gender, class, ethnicity, religion, and language. Acknowledging this diversity is imperative for comprehending their settlement and integration within the Canadian job market.

The objective of this research is to investigate the multifaceted identities within the South Asian population in Canada and analyze how these identities influence their employment dynamics. By delving into the intersecting dimensions of gender, religion, race/ethnicity, and class for both first- and second-generation South Asian subgroups, this study aims to unravel the complexities of South Asian diversity and its implications for various employment aspects, including discrimination, workplace integration, resilience, and overall employment outcomes across three prominent Canadian cities: Toronto, Vancouver, and Calgary. Specifically, the research will closely examine the effects of visible ethno-religious expressions unique to specific South Asian groups, such as the hijab, turban, sari, kurta, topi, and the like. We are keen on comprehending how these ethno-religious markers/symbols shape the process of labour market integration. Additionally, we will analyze how South Asian subgroups employ resilience strategies to combat discrimination and transcend imposed categorizations. Using a comparative approach, this research seeks to uncover localized factors and differences in employment experiences among various South Asian subgroups in these cities.

This research will generate new insights into how social categories intersect to shape the agency and resilience of the South Asian diaspora. It will examine the unique challenges faced by first and second generations, highlighting identity and social factors influencing employment experiences. The findings will inform policymakers and organizations on fostering inclusive and equitable workplaces that embrace South Asian diversity.

Our research examines the identities and employment integration of South Asians originating from India, Bangladesh, Pakistan, and Sri Lanka. We focus on two groups based on migration status:

1. immigrants in Canada born in these four countries, and
2. children of immigrants who either arrived in Canada with their parent(s) or were born in Canada. For this study, we classify both children who migrated with their parents (1.5 generation) and those born in Canada (second generation) as part of the second generation.

We adopt a mixed-methods approach, integrating both quantitative and qualitative methods. Quantitative Analysis involves a detailed examination of the 2021 Census data to conduct descriptive and regression analyses. We analyze how identity categories such as gender, race/ethnicity, religion, and migration status, along with social factors like education, occupation, skills, age, language proficiency, employment experience, and income, influence employment pathways and outcomes among South Asian subgroups. This analysis highlights similarities and differences within and across these groups, revealing disparities in labour market outcomes and identifying disadvantages faced by specific South Asian subgroups. Additionally, we compare South Asians’ labour market outcomes with those of the Canadian-born non-racialized population to assess the impact of visible minority and racialized status.

Qualitative Analysis involves conducting 50 semi-structured interviews with working-age South Asians (15–64 years old), including both men and women from immigrant and second-generation populations. We conduct 20 interviews in Toronto, 20 in Vancouver, and 10 in Calgary, along with 10 additional interviews with community leaders and representatives from settlement organizations. These interviews capture expert insights on labour market barriers, strategies for resilience, stakeholder roles, and policy recommendations related to employment integration.

• Submitted ethics application.
• Literature review is completed.
• A working paper is underway.