She worked diligently for eight months, ensuring she would qualify for Employment Insurance (EI) during her maternity leave so she could later pursue a role aligned with her professional background and aspirations.

Seven months after her baby was born, Omawumi felt ready to re-enter the workforce and soon secured a new position. But from the outset, her experience underscored the cultural adjustments many newcomers face. On her first day, Omawumi noticed that her colleagues seemed uncomfortable with her accent and direct manner of speaking, something that hadn’t been an issue in her previous work environments.

Additionally, she was initially given an office with a standing table, which she found especially comfortable, enjoying the flexibility to sit or stand throughout the day. However, on the second day, a colleague approached her with a request: “Would you mind going to a smaller office without a standing table?” Omawumi, accustomed to straightforward requests, replied that she was open to moving to the smaller office but would love to keep the standing table, as it greatly enhanced her comfort. To her surprise, she was met with a look of disapproval from her colleagues, leaving her feeling confused about the interaction.

Seeking to maintain a positive outlook, Omawumi continued with her work. On the same day, she requested a private space to pump breast milk, as she was still nursing her child. Her request was met with reluctance, and she was eventually given a cramped, dimly lit storage room. The constant interruptions from people needing access to the area left her frustrated and unable to pump in peace, leading her to return home in discomfort and ultimately introduce her baby to formula earlier than she had planned.

Despite her efforts to adapt, Omawumi faced another setback on her third day. That evening, she received a call from the recruitment firm, informing her that she would not be returning to the job due to a lack of “cultural fit.” Shocked and heartbroken, she sought clarification but received no further feedback. She even requested an opportunity to speak directly with her supervisor, hoping for insight into what might have gone wrong, but the firm discouraged her from pursuing it, leaving her feeling unsupported and uncertain of her next steps.

Though deeply discouraged, Omawumi did not give up. She continued her job search, eventually securing a role at a company with leaders who valued diversity and were committed to helping newcomers integrate into the workplace. With their support and a welcoming work culture, Omawumi thrived, advancing steadily and eventually becoming a Director within the organization.

Omawumi’s story reflects the resilience often required of immigrant women navigating unfamiliar workplace dynamics and underscores the importance of inclusive hiring and onboarding practices. Her journey serves as a reminder that cultural integration takes time and effort, especially for skilled immigrants adapting to a new work environment. Rather than expecting instant “cultural fit,” organizations should foster a supportive environment that empowers newcomers, helping them acclimate and realize their full potential.

At CIIS, we believe that skilled immigrant women like Omawumi deserve the tools, support, and inclusive environments they need to succeed. Our mission is to help employers create workplaces where diversity is celebrated, and every employee feels welcomed and valued from day one. Here are five strategies that organizations can implement to foster such inclusive environments: