Cultural Capital and Employment: Investigating the Impact of Cultural Barriers on the Recruitment of Skilled Racialized Minorities in Canada


Elahe Nezhadhossein, University of Windsor

This research investigates the discriminatory barriers encountered by racialized minorities with advanced education or work skills in Canada, with a specific focus on the Windsor area. It aims to understand the influence of cultural differences on the professional recruitment of these individuals. The study is anchored in Bourdieu’s concept of “cultural capital” and the “cultural distance” hypothesis, exploring how cultural divergences between racialized minorities and non-racialized employers impact employment prospects for the former. Employing a mixed-methods approach, this research combines quantitative surveys with qualitative interviews to gather a nuanced and comprehensive perspective of the issue. Cultural Barriers in Recruitment: The project emphasizes the significant impact of cultural markers (such as respect, presentation, religion, attire, accents, names, and behaviors) on the recruitment processes of skilled racialized minorities. Employers Perspective: Addressing a gap in current literature, this study focuses on employers views of cultural barriers in diverse industries, particularly within Canada. It seeks to understand these perspectives more deeply. Economic and Social Integration: The study underscores the importance of overcoming cultural barriers, not only for the economic benefit of racialized minorities but also for enhancing the productivity and efficiency of the Canadian economy. To rigorously investigate these cultural barriers in the recruitment of skilled racialized minorities, this study adopts a mixed-methods research approach, combining the breadth of quantitative data from surveys with the depth of qualitative insights from semi-structured interviews. Mixed-Methods Research: The combination of surveys and interviews facilitates data triangulation, enhancing the studys reliability and depth. This methodology allows for a richer understanding of the complex cultural factors influencing recruitment. Quantitative Data: Surveys will provide numerical insights into employers perspectives and experiences. Qualitative Data: Interviews will reveal detailed aspects of employers attitudes, beliefs, and behaviors. Preliminary findings from the study reveal a nuanced landscape where cultural differences notably influence the recruitment of skilled racialized minorities, often leading to disparities in employment and income based on both physical and cultural markers. Cultural differences significantly affect the recruitment of racialized minorities, often resulting in occupational and income disparities based on physical and/or cultural identifiers. There is a critical need for policy initiatives and educational programs to help employers recognize and address these cultural barriers, fostering a more inclusive workforce. This research aligns with the conferences focus on challenging hate, addressing the subtle forms of discrimination and prejudice that racialized minorities encounter in professional environments. It contributes to discussions on equity and inclusion, emphasizing the recognition and appreciation of cultural diversity in the workplace. The research offers vital insights into the cultural dynamics influencing the recruitment of skilled racialized minorities in Canada. By concentrating on the Windsor area and potentially expanding to the Greater Toronto Area, it provides a distinctive outlook on the challenges faced by these groups in both urban and rural contexts, especially in sectors like the automotive industry. The findings aim to guide policy-makers, employers, and other stakeholders in fostering a more inclusive and culturally sensitive professional landscape. In conclusion, this research presents a critical examination of the role of culture in the recruitment of highly skilled racialized minorities in Canada. By understanding the cultural barriers from the employer’s perspective, particularly in the Windsor area, it contributes to the development of strategies for a more equitable and diverse workforce, benefiting both racialized minorities and the broader Canadian society.

This paper will be presented at the following session: