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.
Despite previous research examining the identities and labour market integration of South Asians as a single group, there remains a lack of comprehensive research exploring the unique challenges faced by South Asian subgroups in the labour market. Furthermore, there is a dearth of knowledge concerning the impact of systemic racism and Islamophobia on different ethnic and religious subgroups among South Asians in Canada. This project aims to bridge existing knowledge gaps by conducting primary research on South Asian diversity, specifically focusing on how the intersections of gender, class, religion, race/ethnicity, and migration status (1st and 2nd generation) may influence their employment decisions, outcomes, workplace integration, and experiences of discrimination and resilience across three Canadian cities: Toronto, Vancouver, and Calgary.
The short-term objectives of this study are:
- To produce comprehensive and first-hand knowledge on how diverse identities and social factors influence the employment outcomes for South Asians in Canadian cities.
- To analyze the effects arising from the ethno-religious symbols/markers (such as hijab, turban, sari, kurta, topi) adopted by certain South Asian men and women within the labour market.
- To understand how South Asian subgroups respond to employment challenges, exercise agency, and demonstrate resilience in the labour market.
The long-term objectives of the study are twofold:
- To offer a comprehensive theoretical and analytical exploration of intersectionality and its impact on identity construction, labour market discrimination and resilience within the South Asian community in Canada.
- To provide recommendations for organizations, policymakers, and stakeholders to enhance the inclusivity and support of South Asian subgroups in the Canadian workplace and to formulate targeted strategies to promote diversity, equity, and inclusion in the labour market.
- How do intersecting identities, such as gender, class, religion, race/ethnicity, and migration status—shape the employment outcomes and workplace experiences of South Asians in Canadian cities?
- What role do ethno-religious symbols and markers (e.g., hijab, turban, sari, kurta, topi) play in influencing labour market integration and experiences of discrimination for South Asian men and women?
- How do South Asian subgroups navigate employment challenges, exercise agency, and demonstrate resilience in the labour market?
- What strategies can policymakers, organizations, and stakeholders adopt to promote diversity, equity, and inclusion for South Asians in Canadian workplaces?
“Navigating the Identity Spectrum: South Asian Diversity in Canada and its Impact on Employment Integration” is a three-year research study examining how the diverse identities within Canada's South Asian population impact their employment dynamics, focusing on gender, religion, race/ethnicity, and class. It investigates these aspects for both first- and second-generation South Asian subgroups in Toronto, Vancouver, and Calgary. The study also examines how visible ethno-religious markers affect labor market integration and explores resilience strategies employed by South Asian subgroups to combat discrimination. Through a comparative approach, the research seeks to uncover localized factors and differences in employment experiences among these subgroups in the selected cities.
In Canada, where visible minority groups make up over a quarter (26.53%) of the population, it is crucial to understand the integration of diverse ethnic and cultural communities into the workforce. This understanding is vital for achieving social cohesion, equality, and inclusivity in the country. Notably, the rapid growth of South Asians, the largest visible minority group in Canada, accentuates the significance of addressing their integration into the labour market. However, the inclination to homogenize heterogeneous ethnic, religious, and linguistic South Asian communities from different countries (such as India, Bangladesh, Pakistan and Sri Lanka) - each bearing distinct ancestral origins, immigration trajectories, and life narratives - under the overarching label “South Asians”, can impede a nuanced grasp of their employment challenges, resilience and strategies.
This concern gains added implication due to the well-established research indicating that the trajectories of immigrant settlement diverge across dimensions encompassing 'race,' gender, social class, birth country, admission category, arrival timing, and notably, cultural identifiers such as religion, language, accent, and attire. Within this contextual framework, an urgent necessity arises for a comprehensive analysis and substantive dialogue centered around South Asian identities and their impact on employment undertakings and the successful fusion within the workplace. This research holds significance as political conflicts and religious tensions within and among South Asian countries frequently influence diasporic relations in Canada, resulting in consequences for the employment landscape. Through its illumination of these intricate dynamics, this study enriches theoretical understanding of intersectionality, multiculturalism, agency, and resilience, informs policy interventions, and strives to foster the development of workplaces that embrace inclusivity while fostering equitable prospects for all individuals within the South Asian diaspora.
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:
- immigrants in Canada born in these four countries, and
- 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.
March 2027
Social Sciences and Humanities Research Council of Canada (SSHRC) Insight Grant
identity, intersectionality, South Asian diversity, employment integration, Canada
