Racialized minorities and immigrants in Québec face significant hurdles when seeking employment, with barriers compounded by language gaps, systemic discrimination, and limited access to public services.

Black workers in particular experience higher unemployment rates, lower wages, and have difficulty accessing the resources they need to advance in their careers. According to a recent Provincial Employment Roundtable (PERT) report, English-speaking visible minorities in Québec have an unemployment rate of 12%, compared to 10.9% for the English-speaking population as a whole. Black English speakers in the province experience an even more pronounced disparity, with an unemployment rate of 12.8%.

Black English speakers also earn significantly less than their French-speaking counterparts. Black English speakers in Québec earn $4,400 less annually compared to French-speaking Black workers—$30,400 versus $34,800. These statistics illustrate the results of the barriers Black workers face result in both higher unemployment rates and lower wages.

Systemic Barriers

The barriers to employment for Black workers in Québec are themselves the result of systemic issues that affect labour market participation for racialized minorities. One of the most significant barriers for members of these communities is the lack of accessible employment services in languages other than French. Often, racialized communities include immigrants to Québec who possess stronger English-language skills than French, making it difficult to access the employment services that would help them integrate into the Francophone job market.

As part of the Mapping Employment Supports for Québec’s Racialized and Immigrant English-speaking communities report, PERT inventoried and categorized employment programs across the province by the type of provided and the clients targeted. The report found that in Québec, local employment organizations predominantly offer services in French. One such organization confirmed that some English-speaking clients could not receive employment services because there were no staff members able to provide assistance in English.

For Black English speakers, language barriers are compounded by the potential experience of racial discrimination and systemic biases. Some clients have reported being reluctant to seek help from government-sponsored services because they have previously experienced hostility or discrimination based on their race, immigrant status, or linguistic identity. These negative experiences erode trust in these services and further isolate Black English-speaking workers.

The emotional and mental toll of navigating these barriers extends beyond job-seekers. Program and service providers report feeling stressed and overwhelmed by their inability to address the systemic issues clients face. Many of these providers struggle with their own mental health as they witness their clients’ hardships without being able to offer the support needed to overcome them. This sense of powerlessness among service providers only deepens the distress of clients who already feel excluded from the job market due to systemic barriers.

Policy Recommendations

PERT has identified several areas where policy could be implemented to address the disparities in employment for Black and other racialized English speakers in Québec. First, employment service providers must take a more holistic approach when supporting racialized clients, particularly immigrants. Services should not only focus on job placement but also consider other crucial needs such as access to housing, food security, mental health support, and childcare.

Improving access to employment services for English speakers would also help bridge the gaps in employment outcomes for Black workers. While translation support is commonly offered, it is often an ad-hoc solution and does not fully address the systemic challenges created by language barriers. A more comprehensive approach to language services is needed to ensure that English-speaking visible minorities can access employment services in a language they understand.

Even when successful programs are available, their efficacy can be hampered by inconsistent funding. One such example is the Québec City Talent Matching Venture, operated by Future Opportunity Reinvention Team (FORT), an employment service provider in the Capitale-Nationale region. Counselors in this program supported English-speaking immigrants by reviewing their CVs, cover letters, and other application materials, and then matching them with employers who require bilingual or English-speaking workers. The FORT program went even further by offering additional services like childcare support and assistance with setting up cell phone plans. However, due to budget cuts from the provincial government, FORT dropped its employment service programs – demonstrating how inconsistent support from government has exacerbated the barriers for Black English-speaking job seekers.

Supporting these types of programs is crucial to ensuring that Black English speakers gain equal access to opportunities for career advancement and success. By prioritizing these changes, Québec can take a significant step toward creating a more inclusive and equitable labour market for all.