Exploring the helping and hindering factors in employment acquisition and job maintenance for underrepresented groups in rural communities.

Employers across Canada report serious challenges with hiring and maintaining workers. This is especially true in rural communities. Yet the unemployment rates for underrepresented groups —such as Indigenous Peoples and persons with disabling conditions — remain high. To investigate the factors helping and hindering the employment success of such groups, Free Rein Associates partnered with Life Strategies Ltd. for an exciting research project: Diversity Disconnect.

We conducted this research in the five rural communities of Agassiz, Hope, Ashcroft, Merritt, and Princeton. We spoke with job seekers, employees, employers, and community service providers.

The following outlines our preliminary research results, with a final report being published November 2024.

Project Supporters

Diversity Disconnect is funded by Employment and Social Development Canada. Our project has been supported and guided by an incredible Advisory Committee including representatives from Yale First Nation, Focus Disability Network Society, Advantage Hope, and Community Futures Sun Country.

Research Results At A Glance

Multi-Method Approach

Five Communities

Multiple Perspectives

Representation

Strongly Agree or Agree

Job Seekers

When I look at employers in my area, the workforce/staff represent the diversity of my community.

49%

Employees

When I look at my workplace, it represents the diversity within my community.

63%

Employers

When I look around my community, my business/organization adequately represents its diversity.

82%

Success At Work

Strongly Agree or Agree

Job Seekers

When I look at prospective employers, I consider if they can fully support my success at work.

86%

Employees

My current employer fully supports my success at work

74%

Employers

My business/organization fully supports individuals with specific accessibility or cultural needs to be successful at work.

88%

Level of Support

Strongly Agree or Agree

Job Seekers

Employers in my area fully support the employment of individuals with specific accessibility or cultural needs.

31%

Employees

My current employer fully supports the employment of individuals with specific accessibility or cultural needs.

68%

Employers*

I… balance the equity, diversity, and inclusion of underrepresented groups with the realities of day-to-day business.

* reverse scored item

48%

Employment Tasks

Most Difficult

Easiest

Job Seekers

Finding job opportunities within your community

Completing the application process

Employees

Completing orientation and on-the job training

Completing the application process

Providing a welcoming space within the existing workplace environment

Securing necessary supports / accommodation to be successful

Scheduling / completing interviews

Offering advancement opportunities

Feeling welcomed / valued within the existing workplace environment

Completing orientation and on-the job training

Deciding on a career direction

Deciding on a career direction

Completing orientation and on-the job training

Preparing your work-search documents

Deciding on a career direction

Securing /
attending an interview

Employers

Finding potential applicants within your community

Preparing job advertisement

potential disconnects

Top Skills

Finding Employment

  1. Communication

  2. Reading

  3. Adaptability

  4. Collaboration

Maintaining Employment

  1. Communication

  2. Adaptability

  3. Collaboration

  4. Problem Solving

Employment Success

Opportunities for individuals to obtain work experience were essential for finding and maintaining employment. To be helpful, such opportunities were stable, quality positions which fit employee attributes and provided the ability to demonstrate thei

Opportunities for individuals to obtain work experience were essential for finding and maintaining employment. To be helpful, such opportunities were stable, quality positions which fit employee attributes and provided the ability to demonstrate their abilities and develop. Taking a chance on someone with limited experience was particularly helpful for those underrepresented in employment to gather relevant experience. Hindering factors comprised employers refusing to hire or hiring only for undesirable, low paid, or poorly defined roles. Further industry limitations may impact the ability to hire specialized roles.

Rural Realities were a key factor across many categories of responses, related to calling for more diverse economies, better infrastructure, and job creation. The necessity for individuals, workplaces, and service providers to be aware of realities o

Rural Realities were a key factor across many categories of responses, related to calling for more diverse economies, better infrastructure, and job creation. The necessity for individuals, workplaces, and service providers to be aware of realities of working in rural places was helpful in supporting relevant solutions for communities. Importing urban solutions that don’t accommodate and address rural realities hindered employment success. Although the sense of community/belonging was strong in rural spaces, there were many hindering factors related to the limited number of employment opportunities, the centrality of business and service providers’ locations, and lack of infrastructure (e.g., access to cell phones). The result is pressure to leave the community.

Training/Learning comprised a wide set of informal and formal options ranging from sharing information with peers/colleagues to engaging in dedicated training programs for individuals and workplace/community representatives. The focus of such trainin

Training/Learning comprised a wide set of informal and formal options ranging from sharing information with peers/colleagues to engaging in dedicated training programs for individuals and workplace/community representatives. The focus of such training/learning also comprised a wide set of topics from onboarding staff, building workplace skills, and increasing awareness. Having access to appropriate, relevant, and accessible training/learning opportunities was helpful. Lack of local and culturally informed training/learning hindered employment success.

Work Environments described how healthy or toxic a specific workplace was including physical and organizational factors. Healthy work environments were helpful in supporting finding and maintaining employment through providing professional, safe, and

Work Environments described how healthy or toxic a specific workplace was including physical and organizational factors. Healthy work environments were helpful in supporting finding and maintaining employment through providing professional, safe, and caring environments with clear boundaries and expectations. Toxic work environments hindered success through perpetrating or tolerating bullying, harassment, and/or unethical/unsafe working conditions. Furthermore, in some industries, employment restrictions and liability concerns were cited as reasons to avoid employing underrepresented groups. In rural/remote communities where such industries represent the major employer, this can substantially hinder employment success.

Fit was demonstrated through an employee’s sense of fulfillment, enjoyment, and longevity within specific work roles, environments, and employers. When fit was present, this facilitated employment success by matching an individuals’ skills and values

Fit was demonstrated through an employee’s sense of fulfillment, enjoyment, and longevity within specific work roles, environments, and employers. When fit was present, this facilitated employment success by matching an individuals’ skills and values to those of the workplace/community. Where fit was absent, respondents indicated incompatible work roles, responsibilities, and tasks, as well as the work environment itself (e.g., too rigid, unsafe).

Awareness comprised an understanding and recognition of the lived experiences, cultural/contextual factors, and logistical realities of underrepresented individuals and rural/remote communities. Many respondents indicated a lack of awareness of issue

Awareness comprised an understanding and recognition of the lived experiences, cultural/contextual factors, and logistical realities of underrepresented individuals and rural/remote communities. Many respondents indicated a lack of awareness of issues thus hindering the ability to even recognize that a problem is present. Even when an awareness of the problem existed, there was a limited awareness of appropriate solutions and supports. When awareness was present, this helped support disclosure in the workplace, requesting/receiving appropriate accommodations, and enabling workplaces to hire for the intrinsic value of an individual rather than to just meeting a quota or stat.

Accessibility/Accommodation referred to the appropriate adjustments and necessary supports/resources to successfully find and maintain employment. It was helpful to have such accessibility and accommodation needs rooted in flexibility and understandi

Accessibility/Accommodation referred to the appropriate adjustments and necessary supports/resources to successfully find and maintain employment. It was helpful to have such accessibility and accommodation needs rooted in flexibility and understanding. Where accessibility was lacking or accommodation absent, respondents indicated several hindering factors such as a lack of awareness, expensive cost, and logistical restrictions due to industry requitements.

Communication comprised a two-way process whereby information is shared and received either verbally or in writing. When helpful, communication supports employment success through actively listening and valuing the message received, asking for feedba

Communication comprised a two-way process whereby information is shared and received either verbally or in writing. When helpful, communication supports employment success through actively listening and valuing the message received, asking for feedback or input as necessary, and avoiding stereotypes/bias. Lack of communication or poor communication results in unclear, incomplete, or missing information that hinders employment success.

Bureaucracy encompassed the administrative and structural organization of employment supports/programs. Rigid policy, cumbersome application/reporting requirements, and convoluted, time-consuming processes hindered employment success. Although there

Bureaucracy encompassed the administrative and structural organization of employment supports/programs. Rigid policy, cumbersome application/reporting requirements, and convoluted, time-consuming processes hindered employment success. Although there were systems/supports available through community service providers that both individuals and employers found helpful in providing information and guidance through the employment cycle, in the absence of supports to effectively navigate through several, interconnected bureaucratic systems and funding streams, respondents were confused and unable to access supports fully.

Respect was indicated as influential in finding and maintaining employment success. Where present, respect was helpful in creating spaces where people are treated with dignity, autonomy is valued/recognized, and personal growth/advancement is support

Respect was indicated as influential in finding and maintaining employment success. Where present, respect was helpful in creating spaces where people are treated with dignity, autonomy is valued/recognized, and personal growth/advancement is supported. Employers also valued respect being reciprocated through rule following, being accountable, and responding positively to opportunities provided. Where absent, a lack of respect hinders success through enabling pity, permitting abuses, and allowing poor interactions with customers or staff to go unchallenged. Respondents also noted a general lack of respect for Indigenous ways, culture, and experiences.

Connections described the relationships in the community which serve to support employment success. Such connections are helpful when your personal/professional networks and word of mouth enables essential information sharing about the labour market

Connections described the relationships in the community which serve to support employment success. Such connections are helpful when your personal/professional networks and word of mouth enables essential information sharing about the labour market and facilitates job placements/recommendations. A positive reputation or having someone speak on your behalf were particularly helpful. Where absent, isolation can limit opportunities hindering success. In several instances, respondents indicated that specific connections to Indigenous communities were lacking.

Financial comprised factors related to employment compensation, cost of living, and program funding. Employment itself provided helpful stability to those underrepresented in employment, particularly when wages were adequate to meet financial needs.

Financial comprised factors related to employment compensation, cost of living, and program funding. Employment itself provided helpful stability to those underrepresented in employment, particularly when wages were adequate to meet financial needs. High costs of living and accessibility needs were cited as hindering employment success, along with a call for more funding for programs, training, and accommodations. Many respondents shared feelings related to the cycle of poverty.

Flexibility encompassed dynamic, adaptable supports and systems targeted to the needs of individuals, workplaces, and communities. Where present, flexibility helped foster customized, creative, and innovative solutions rooted in an awareness and unde

Flexibility encompassed dynamic, adaptable supports and systems targeted to the needs of individuals, workplaces, and communities. Where present, flexibility helped foster customized, creative, and innovative solutions rooted in an awareness and understanding of the strengths and challenges. Where absent, rigid systems hindered the ability for individuals to access what’s necessary to succeed and implement often simple adjustments to work process, schedule, or structure.

Community comprised the supports, programs, and people available to individuals and workplaces. Community helped support employment success through providing access to a wide range of intentional, essential supports enabling increased integration and

Community comprised the supports, programs, and people available to individuals and workplaces. Community helped support employment success through providing access to a wide range of intentional, essential supports enabling increased integration and visibility of underrepresented groups within the community. Some respondents indicated a loss of community hindering success along with competency programs from within the community.

Motivation comprised a willingness and desire to work, grow, and persist despite challenges. Where present, motivation helped to facilitate success in finding and maintaining employment through enabling meaningful contributions within the community a

Motivation comprised a willingness and desire to work, grow, and persist despite challenges. Where present, motivation helped to facilitate success in finding and maintaining employment through enabling meaningful contributions within the community and providing opportunities to demonstrate a strong work ethic and take pride in one’s work. Employers with experience as/with a member of an underrepresented group shared strong motivations to provide opportunities. In contrast, a high turnover after onboarding and economic disincentives to getting off social assistance highlighted a lack of motivation. Both employers and individuals shared some lack of willingness to shift expectations (e.g., only wanting remote options, not providing accommodations). The absence of motivation hindered success; however, too much motivation may also hinder success by pressuring individuals to extend themselves beyond their limits resulting in burnout.

Several Interpersonal Skills were noted as influencing success in finding and maintaining employment. Helpful attributes included accountability, responsibility, ownership, dependability, and confidence. Hindering attributes included having a poor at

Several Interpersonal Skills were noted as influencing success in finding and maintaining employment. Helpful attributes included accountability, responsibility, ownership, dependability, and confidence. Hindering attributes included having a poor attitude and being apathic or fearful. Respondents also shared how power dynamics and relational practices could help or hinder the process.

Discrimination described experiences of bias, stereotypes, racism, and the reality of the historical footprint of colonialism on finding and maintaining employment. Where present, discrimination hindered employment success by fueling limiting beliefs

Discrimination described experiences of bias, stereotypes, racism, and the reality of the historical footprint of colonialism on finding and maintaining employment. Where present, discrimination hindered employment success by fueling limiting beliefs and assumptions about the employment realities underrepresented individuals. Such discrimination fed into individuals feeling left behind and unworthy. Some positive experiences and dedicated programs helped address discriminatory practice; however, several workplace and community representatives still reiterated that discrimination didn’t exist in their community despite the overwhelming responses reflecting discrimination as a hindering factor.

Collaboration highlighted the importance of respondent groups working together. Where present, collaboration is helpful through enabling a team-based approach and partnerships across stakeholder groups. Helpful collaboration encompasses walking along

Collaboration highlighted the importance of respondent groups working together. Where present, collaboration is helpful through enabling a team-based approach and partnerships across stakeholder groups. Helpful collaboration encompasses walking alongside those who need support, amplifying their voices and bringing together multiple stakeholders to address needs. Where stakeholders fail to work together, success is impeded; people working in isolation are unaware of what others are doing.

Transportation comprised the ability for individuals to get where they needed to be in a safe/reliable manner and was highlighted by most respondents regardless of their respondent group. In terms of finding and maintaining employment, it was helpful

Transportation comprised the ability for individuals to get where they needed to be in a safe/reliable manner and was highlighted by most respondents regardless of their respondent group. In terms of finding and maintaining employment, it was helpful for respondents to either live in close proximity to work opportunities (due to unreliable/unsafe transportation) or be able to access reliable/safe transportation either through pubic transit options or by obtaining their driving licence through sponsored training opportunities. In the absence of such solutions, respondents were more isolated and felt their work opportunities were limited.

Authenticity was described as genuine, honest, and open communication, collaboration, and connections across respondent groups. Where present, authenticity enabled stakeholders to represent themselves and their intentions with clarity and truth. It w

Authenticity was described as genuine, honest, and open communication, collaboration, and connections across respondent groups. Where present, authenticity enabled stakeholders to represent themselves and their intentions with clarity and truth. It was helpful to support individuals to feel safe to disclose conditions and request the accommodations they need, trusting they’d be heard. Lack of authenticity hindered employment success resulting in individuals hiding/masking conditions and in workplaces/communities misrepresenting hiring requirements and processes.