Given the reality of a diverse and multicultural workplace in Canada, and the benefits of inclusion for both employees and employers, it is reasonable for employers to consider the inclusion of immigrants. This study explored (a) skilled immigrants’ perceptions of inclusion in an energy company in Edmonton, Alberta, Canada, (b) what these perceptions revealed about the diversity climate in the workplace, and (c) how these perceptions could inform and challenge the inclusion practices in the company. Eighteen participants were interviewed in-depth to determine their perceptions of a number of indicators of inclusion. The participants identified that communication (language and culture-specific communication styles), relationships, and organizational practices were salient in their experiences. Immigrants who had previous relevant work experience in the country reported the most positive experiences. The climate of the company led to strong perceptions of satisfaction and belonging, but low perceptions of fairness and equity. Suggestions for the company to improve its diversity and inclusion climate included attending to the experiences and development of women, contractors, and immigrants who are new to Canada or the company. Recommendations included initiatives to support relationships amongst employees, intercultural training and support for internationally educated professionals and Canadian colleagues including leaders, and talent management that would result in more cultural diversity at the senior leadership levels of the company.
","abstract_html":"<p>Given the reality of a diverse and multicultural workplace in Canada, and the benefits of inclusion for both employees and employers, it is reasonable for employers to consider the inclusion of immigrants. This study explored (a) skilled immigrants’ perceptions of inclusion in an energy company in Edmonton, Alberta, Canada, (b) what these perceptions revealed about the diversity climate in the workplace, and (c) how these perceptions could inform and challenge the inclusion practices in the company. Eighteen participants were interviewed in-depth to determine their perceptions of a number of indicators of inclusion. The participants identified that communication (language and culture-specific communication styles), relationships, and organizational practices were salient in their experiences. Immigrants who had previous relevant work experience in the country reported the most positive experiences. The climate of the company led to strong perceptions of satisfaction and belonging, but low perceptions of fairness and equity. Suggestions for the company to improve its diversity and inclusion climate included attending to the experiences and development of women, contractors, and immigrants who are new to Canada or the company. Recommendations included initiatives to support relationships amongst employees, intercultural training and support for internationally educated professionals and Canadian colleagues including leaders, and talent management that would result in more cultural diversity at the senior leadership levels of the company.</p>","abstract_has_math":false,"creators":["Chesley, Jill M."],"institution":null,"degree_name":"Master of Arts (M.A.)","degree_level":"Thesis - Pacific Access Restricted","degree_discipline":"International Studies","degree_department":null,"school":null,"contributors":["Kent Warren"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2016,"date_issued":"2016-01-01T08:00:00Z","date_published":"2016-01-01T08:00:00Z","updated_at":"2026-07-24T05:36:09Z","subjects":["Organizational behavior","Social sciences","Canada","Diversity and inclusion","Intercultural","Perceptions","Skilled immigrants","Workplace","International and Area Studies","Social and Behavioral Sciences"],"languages":[],"rights":[],"rights_urls":["http://rightsstatements.org/vocab/InC/1.0/"],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["9781339687711"],"render_values":[{"text":"9781339687711","href":null,"code":true}]}]},"links":{"outbound_url":"https://scholarlycommons.pacific.edu/uop_etds/237","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Kent Warren"]},{"key":"dc:creator","label":"Author","values":["Chesley, Jill M."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2018-06-29T09:07:36Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["International Studies"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Thesis - Pacific Access Restricted"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Arts (M.A.)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Organizational behavior","Social sciences","Canada","Diversity and inclusion","Intercultural","Perceptions","Skilled immigrants","Workplace","International and Area Studies","Social and Behavioral Sciences"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["http://rightsstatements.org/vocab/InC/1.0/"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["9781339687711","https://scholarlycommons.pacific.edu/uop_etds/237"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Given the reality of a diverse and multicultural workplace in Canada, and the benefits of inclusion for both employees and employers, it is reasonable for employers to consider the inclusion of immigrants. This study explored (a) skilled immigrants’ perceptions of inclusion in an energy company in Edmonton, Alberta, Canada, (b) what these perceptions revealed about the diversity climate in the workplace, and (c) how these perceptions could inform and challenge the inclusion practices in the company. Eighteen participants were interviewed in-depth to determine their perceptions of a number of indicators of inclusion. The participants identified that communication (language and culture-specific communication styles), relationships, and organizational practices were salient in their experiences. Immigrants who had previous relevant work experience in the country reported the most positive experiences. The climate of the company led to strong perceptions of satisfaction and belonging, but low perceptions of fairness and equity. Suggestions for the company to improve its diversity and inclusion climate included attending to the experiences and development of women, contractors, and immigrants who are new to Canada or the company. Recommendations included initiatives to support relationships amongst employees, intercultural training and support for internationally educated professionals and Canadian colleagues including leaders, and talent management that would result in more cultural diversity at the senior leadership levels of the company.
"]},{"key":"dc:source","label":"Dc Source","values":["147"]},{"key":"dc:title","label":"Title","values":["Skilled Immigrants in the Workplace: Perceptions of Inclusion in a Canadian Energy Company"]}]}],"canonical_facts":{"dc:contributor":["Kent Warren"],"dc:creator":["Chesley, Jill M."],"dc:date.available":["2018-06-29T09:07:36Z"],"dc:description.abstract":["Given the reality of a diverse and multicultural workplace in Canada, and the benefits of inclusion for both employees and employers, it is reasonable for employers to consider the inclusion of immigrants. This study explored (a) skilled immigrants’ perceptions of inclusion in an energy company in Edmonton, Alberta, Canada, (b) what these perceptions revealed about the diversity climate in the workplace, and (c) how these perceptions could inform and challenge the inclusion practices in the company. Eighteen participants were interviewed in-depth to determine their perceptions of a number of indicators of inclusion. The participants identified that communication (language and culture-specific communication styles), relationships, and organizational practices were salient in their experiences. Immigrants who had previous relevant work experience in the country reported the most positive experiences. The climate of the company led to strong perceptions of satisfaction and belonging, but low perceptions of fairness and equity. Suggestions for the company to improve its diversity and inclusion climate included attending to the experiences and development of women, contractors, and immigrants who are new to Canada or the company. Recommendations included initiatives to support relationships amongst employees, intercultural training and support for internationally educated professionals and Canadian colleagues including leaders, and talent management that would result in more cultural diversity at the senior leadership levels of the company.
"],"dc:identifier":["9781339687711","https://scholarlycommons.pacific.edu/uop_etds/237"],"dc:rights":["http://rightsstatements.org/vocab/InC/1.0/"],"dc:source":["147"],"dc:subject":["Organizational behavior","Social sciences","Canada","Diversity and inclusion","Intercultural","Perceptions","Skilled immigrants","Workplace","International and Area Studies","Social and Behavioral Sciences"],"dc:title":["Skilled Immigrants in the Workplace: Perceptions of Inclusion in a Canadian Energy Company"],"thesis:degree_discipline":["International Studies"],"thesis:degree_level":["Thesis - Pacific Access Restricted"],"thesis:degree_name":["Master of Arts (M.A.)"]},"updated_at":"2026-07-24T05:36:09Z"}