The contributions of attracting and retaining this diverse talent pool transcend far beyond organizational boundaries, offering significant economic and social benefits for our communities and provincial and national economies.
The Government of Canada’s International Education Strategy is a robust policy in which international education is essential in ensuring that Canada’s labour force has the skills and talent it needs to compete in a global economy.[1]
Employers who are future-focused and intentional about the evolving needs of our economic landscape will have a major advantage and be key players in our future prosperity amidst a fiercely competitive and global economy.
Organized into three sections, this toolkit includes information on the benefits international talent brings to the workplace and common barriers for attracting, hiring, onboarding, and engagement to cultivate an inclusive environment that helps retain and unlock the benefits of a diverse workforce.
You will also find ways to engage with SAIT’s international students and alumni. SAIT is an industry-driven institution that values its industry relationships. SAIT actively welcomes additional opportunities to foster collaborative relationships and partnerships and work together to engage a pipeline of talent that mutually benefits both employers and SAIT to achieve common goals of success and economic prosperity.
This toolkit was prepared by SAIT’s International Centre and Career Advancement Services and informed by articles, literature reviews, research, and interviews with nine industry leaders. It is a living document that will be updated regularly. We want to acknowledge and thank everyone who took the time to share their insights and experiences and provide feedback.
Why international talent matters
*Robert Half. Employment Trends in 2023: Demand for Skilled Talent
International students and alumni are a vastly talented demographic that can alleviate some pressing challenges of skilled labour shortages experienced across industries, presenting additional opportunities for companies looking to thrive and embrace the evolving nature of work.
Bringing in international talent has been a good way to challenge us as employers with new ideas, a useful exchange of theoretical and practical information, and a different perspective on the current business issues facing us.
Higher profits
International students and graduates are comprised of individuals from diverse ethnocultural backgrounds, adding unique perspectives, cultural competence and global skills that enrich the diversity and performance of a team.
Companies with a more diverse workforce have higher economic outcomes compared to their less diverse industry counterparts.[2] This relationship has been found to be consistent across time and geographical boundaries.[3] Every 1% increase in ethnocultural diversity leads to a 2.4% increase in revenue and a 0.5% increase in workplace productivity.[4]
Fuel innovation and creativity
International students and graduates bring a wealth of diverse knowledge, unique experiences and fresh perspectives, which fuel innovation, creativity and enhancement of a team’s problem-solving and decision-making capability.[5]
Many also have global work experience, additional knowledge and skills from their previous education that can help employers gain a competitive advantage.
They are resilient, can embrace change, and adapt to challenges and shifts in the market with agility developed through their bold international journeys of furthering their education while adapting to a different language and cultural environment in a new country.[6]
Attract top talent
Diverse and inclusive companies gain a significant advantage in attracting top talent from diverse and domestic talent pools.[7]
According to Glassdoor’s 2020 Diversity Hiring Survey, 76% of job seekers stated that diversity is important to them when evaluating companies and job offers, and 32% stated that they would not apply to a company that is not diverse.[8]
Businesses prioritizing diversity are not only better equipped to navigate change but also establish reputations as socially responsible and desirable organizations.[9]
*SAIT Entrance Survey Academic Year 2021-2022. Credit Enrolment: Highest Level of Education Before Starting Program at SAIT.
Expand global connections
International talent offers an advantage for organizations seeking to thrive in an increasingly interconnected and global economy. Their global skills, expansive networks, cultural intelligence and multiple languages can lead to an expanded customer base, new business development opportunities, and future global connections and collaborations.[10]
Their global mindset, cultural fluency, and understanding of new markets and languages drive innovation and can build bridges beyond North America.[11]
Increase engagement, productivity and retention
International students and graduates have a strong work ethic and were described by employers as some of the hardest working, industrious, dedicated and service-oriented staff they have ever had. They have a high drive to succeed and get connected to the Canadian job market to prove their capabilities as they work towards Canadian permanent residency.
With 9/10 SAIT students expressing interest in staying and settling in Canada, this is higher than the national average.[12]
According to a 2021 survey by the Canadian Bureau for International Education, 72.6% of international students expressed they plan to stay and settle in Canada after their studies, 19.9% stated uncertainty about their future plans, and only 7.4% said they had no plans to stay.[13]
In this toolkit
Why international talent matters
Get a copy of our toolkit
Download a PDF version of our toolkit, Unlocking International Talent and Pathways to Engage with SAIT International Students and Alumni.
References
[1] Government of Canada (2020). Building on Success: International Education Strategy (2019-2024)
[2] McKinsey & Company (2020). Diversity wins: How inclusion matters
[3] Hunt, V. D., Yee, L., Prince, S., Dixon, S. (2018) Delivering through diversity, McKinsey & Company
[4] Momani, B. and Stirk, J. (2017). Diversity Dividend: Canada’s Global Advantage. Centre for International Governance Innovation and Pierre Elliott Trudeau Foundation.
[5] Canadian Centre for Diversity and Inclusion (2022). Making the case for diversity, equity, and inclusion: Toolkit for developing an imperative for DEI that goes beyond ROI
[6] Canadian Centre for Diversity and Inclusion (2014). Locking in your leadership: Toolkit for developing a diversity and inclusion strategy
[7] Canadian Centre for Diversity and Inclusion (2014). Locking in your leadership: Toolkit for developing a diversity and inclusion strategy
[8] Glassdoor for Employers. (2021). What Job Seekers Really Think about Your Diversity and Inclusion Stats
[9] Momani, B., Stirk, J. (2017). Diversity Dividend: Canada’s Global Advantage. Centre for International Governance Innovation & Pierre Elliott Trudeau Foundation
[10] Momani, B., Stirk, J. (2017). Diversity Dividend: Canada’s Global Advantage. Centre for International Governance Innovation & Pierre Elliott Trudeau Foundation
[11] Canadian Centre for Diversity and Inclusion (2014). Locking in your leadership: Toolkit for developing a diversity and inclusion strategy
[12] 2022 Graduate Employment Survey conducted by SAIT’s Business Intelligence and Analytics Unit
[13] Canadian Bureau for International Education (2022). The Student Voice. National Results of the 2021 CBIE International Student Survey
Employers and Industry
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SAIT is located on the traditional territories of the Niitsitapi (Blackfoot) and the people of Treaty 7 which includes the Siksika, the Piikani, the Kainai, the Tsuut’ina and the Îyârhe Nakoda of Bearspaw, Chiniki and Goodstoney.
We are situated in an area the Blackfoot tribes traditionally called Moh’kinsstis, where the Bow River meets the Elbow River. We now call it the city of Calgary, which is also home to the Métis Nation of Alberta.