Effective newcomer integration in Canada requires more than basic language training and employment assistance; it demands a critical examination of systemic power dynamics and a commitment to anti-racism. Recently, the University of Windsor hosted a comprehensive forum titled Approaches to Integrating Immigrants & Refugees 2.0, bringing together social work professionals, community organizations, and service providers to address these exact challenges. For practitioners and students in the settlement sector, understanding the insights shared at this event is essential for developing equitable, client-centered practices. Explore our related articles for further reading on community engagement and social work practices.
Understanding Power Dynamics in Canadian Settlement Services
Power and privilege are often unspoken undercurrents in social services. When service providers come from dominant cultural backgrounds while their clients are racialized newcomers, the potential for imbalanced power dynamics increases significantly. The University of Windsor forum opened with a tangible demonstration of this concept through a simple but profound exercise.
The “Marble Bag” Exercise: Visualizing Privilege
Designed to make systemic inequities physically apparent, the marble bag exercise required participants to add a marble to a bag for every statement that applied to them—statements related to race, citizenship, language, and socio-economic status. Dr. Riham Al-Saadi, a School of Social Work professor and the event’s host, noted that individuals from dominant backgrounds typically carried lighter bags. This physical representation of privilege sparked deep emotional reflections. Participants with lighter bags expressed guilt, while those carrying heavier bags described the cumulative weight of systemic barriers as being “heavy on their heart.”
This exercise serves as a vital tool for settlement workers. It demonstrates that privilege is not merely an abstract concept but a measurable reality that directly impacts the lived experiences of immigrants and refugees in Canada. Recognizing this weight is the first step toward dismantling oppressive structures within social service agencies.
Integrating EDID Frameworks into Newcomer Support
A major focus of the University of Windsor forum was defining and operationalizing Equity, Diversity, Inclusion, and Decolonization (EDID) within the immigrant and refugee settlement sector. Too often, EDID initiatives remain at the level of institutional policy without reaching the front-line interactions between practitioners and clients.
Moving Beyond Surface-Level Multiculturalism
Canada’s historical approach to immigration has heavily relied on multiculturalism—a framework that celebrates cultural differences but frequently ignores the structural racism that marginalized groups face. The discussions at the University of Windsor highlighted the necessity of moving past surface-level celebrations of diversity toward genuine anti-oppressive practice. This shift requires practitioners to ask difficult questions about who holds decision-making power within their organizations and whose knowledge is valued when designing integration programs.
Dr. Al-Saadi emphasized that true EDID integration requires collective definition. During the forum, sectoral tables—comprising representatives from community-based organizations, health and mental health services, post-secondary education, and settlement agencies—worked to define what EDID and anti-racism mean specifically for their distinct operational contexts. This collaborative approach ensures that anti-racism is not a top-down mandate but a grassroots standard of practice. Have questions? Write to us to share how your organization defines EDID.
Addressing Systemic Barriers for Internationally Educated Professionals
Newcomer integration cannot be separated from economic stability, yet systemic racism creates significant barriers to meaningful employment. Problem-solving discussions at the forum specifically addressed the challenges faced by internationally educated professionals, such as nurses. Despite severe labor shortages in Canada’s healthcare system, internationally educated nurses frequently encounter bureaucratic hurdles, credential recognition delays, and implicit bias that prevent them from practicing in their fields.
For settlement workers, supporting these clients requires more than resume writing workshops. It involves advocating for systemic changes in credential recognition, connecting clients with mentorship opportunities, and providing mental health support to navigate the trauma of professional de-skilling. Anti-racism in this context means recognizing that the “skills gap” narrative often placed on newcomers is a misdiagnosis; the actual issue is a systemic refusal to equitably recognize foreign credentials and experience.
Implementing Anti-Racism Practices in Social Work
Understanding anti-racism conceptually is different from practicing it daily. The University of Windsor event provided practical frameworks for social workers and settlement providers to apply in their direct client interactions.
“Calling In” Versus “Calling Out” Microaggressions
One of the most actionable sessions focused on identifying and addressing microaggressions. Forum participants engaged in a “calling in and calling out” activity designed to equip practitioners with the tools to address racist remarks or behaviors—whether they witness them among colleagues or from clients. Dr. Al-Saadi critically noted that the term “micro” can sometimes belittle the experience of the person targeted, minimizing the very real harm caused by these persistent, daily aggressions.
For social workers, knowing how to intervene safely and effectively is crucial. “Calling out” addresses the harm publicly and immediately, while “calling in” involves taking the person aside to explain the impact of their words or actions privately. Both are necessary skills in the settlement sector, where practitioners must protect the dignity of their clients while fostering an environment of learning and accountability among peers.
The Necessity of Self-Assessment
Dr. Al-Saadi pointed out a growing recognition among settlement workers: there is a “hunger for liberation, for knowing who I am before I am able to serve.” Effective anti-racist practice requires continuous self-assessment. Practitioners must monitor their own biases, understand their own cultural positioning, and recognize how their identities intersect with the power dynamics of the helping relationship. Only through this rigorous self-reflection can social workers provide genuinely anti-oppressive support to diverse newcomer populations. Schedule a free consultation to learn more about self-assessment tools for social service providers.
Future Directions for Anti-Racism in Canada
The work discussed at the University of Windsor forum is not a singular event but part of an ongoing, evolving process. Supported by the University’s Office of the Vice-President, People, Equity and Inclusion through the Diversity, Indigeneity & Anti-Racism Fund, this initiative demonstrates how academic institutions can partner with local communities to drive meaningful social change. The collaboration with the Windsor-Essex Local Immigration Partnership (WE LIP) further ensures that these academic insights are grounded in local realities.
Looking forward, the focus is shifting toward highly specific, action-based community work. Dr. Al-Saadi outlined plans to partner directly with the Francophone community through the Centre communautaire francophone Windsor-Essex-Kent (CCFWEK) and the South Asian Centre of Windsor. These targeted partnerships will conduct specific needs assessments, moving away from a pan-“immigrant” approach that treats all newcomers as a monolith. By focusing on cultural humility—the practice of continuously learning from clients about their specific cultural contexts—settlement agencies can provide far more effective and respectful services.
Applying These Lessons to Your Organization
For agencies and professionals working in newcomer integration across Canada, the insights from the University of Windsor provide a clear roadmap for organizational improvement. Settlement organizations must actively monitor their internal policies and external service delivery models to ensure they are not inadvertently perpetuating systemic racism.
This involves investing in ongoing professional development focused on EDID, creating safe spaces for staff to discuss power and privilege, and establishing clear protocols for addressing microaggressions. Furthermore, organizations must build authentic partnerships with the specific communities they serve, allowing those communities to lead the conversation regarding their own needs.
As the settlement sector continues to evolve, the integration of anti-racism frameworks is no longer optional—it is a professional and ethical imperative. By embracing cultural humility, challenging systemic barriers, and committing to continuous self-reflection, social workers and settlement practitioners can build a more equitable and welcoming Canada for all newcomers. Submit your application today to join academic and professional programs dedicated to advancing these critical social work skills. Share your experiences in the comments below regarding how anti-racism frameworks are being implemented in your specific community.
