The DiasporaDialogues

For many skilled African professionals, arriving in Canada often feels like having their career reset to zero. The most immediate and frustrating barrier is the infamous demand for “Canadian experience.” This creates a devastating catch-22: they cannot get a job in their field without it, but they cannot get it without a job in their field. This cycle forces engineers, accountants, lawyers, and doctors into a state of “survival employment,” taking jobs as Uber drivers, warehouse workers, or security guards just to pay the bills. The profound dissonance of being overqualified for their work while simultaneously being told they are underqualified for their profession takes a significant toll on their self-esteem and financial stability, forcing them to divert their hard-earned expertise into making ends meet instead of building a career.

Beyond the experience loop lies the complex and costly maze of foreign credential recognition. A surgeon from Nigeria or a civil engineer from Egypt doesn’t just have their degree overlooked; they are faced with a lengthy process of having their transcripts assessed, taking expensive bridging courses, and passing Canadian certification exams—all while potentially supporting a family on a diminished income. This system, designed to uphold Canadian standards, often fails to distinguish between a lack of specific local knowledge and a lack of core competency, effectively devaluing world-class education and experience. The result is a painful deskilling of the workforce, where a former hospital director might now be a healthcare aide, their managerial skills languishing while they navigate a bureaucratic system that seems designed to keep them out, not welcome them in.

Finally, even when they break into their field, African professionals must navigate the unspoken rules of Canadian workplace culture. The communication style can feel indirect and confusing, where feedback is softened and assertiveness can be misinterpreted as aggression. There’s also the challenge of the “hidden job market,” where many positions are filled through personal networks and referrals—a system that naturally excludes those who are new to the country. This lack of a professional network, combined with the constant, wearying need to prove their worth against unconscious bias and low expectations, means the path to career advancement is not just steep, but also lonely. The challenge isn’t just getting a job; it’s fighting for the recognition and respect that their skills have already earned them elsewhere.