7.1 Background on the Social Issue

Employers in Canada have a legal duty to keep employees safe, to not allow discrimination and to prevent harassment (British Columbia Human Rights Tribunal, n.d.; Canadian Human Rights Commission, 2020; WorkSafe BC, 2022). However, new immigrants and refugees might not be familiar with their human and workplace rights (Buckley, 2016). Unfortunately, new immigrants and refugees can experience discrimination, bullying and stereotyping at work in Canada.

Recent immigrants might appear to be an easy group to exclude or to focus on as targets of frustration for problems at work (Rosander, 2022). New immigrant or refugee employees may be criticized or berated by senior employees or supervisors, and if there are language barriers between them and other employees, new immigrants or refugees may be avoided. They may work alone, without getting advice on how to handle problems or mistakes. Furthermore, they may not be informed of updates or changes in procedures. Also, people who are bullied at work are often excluded from the social life of the workplace and may not have the same opportunity to bond with co-workers. Considering all these factors, workplace bullying can be stressful and can have detrimental effects on employees’ health and well-being.

If immigrant or refugee workers are experiencing discrimination or bullying at work, they may fear that if they complain they will experience reprisals from others, social exclusion or even risk losing their immigration or refugee status. Co-worker support is important for victims of bullying and harassment, but the victim needs supervisor support as well (Blomberg, 2020). Victims of bullying and harassment at work need employer advocacy and the enforcement of policies meant to protect them.