People Management: Analysis of Discrimination Against Immigrants in Canadian Organizations

This article analyzes the extent of discrimination against immigrants from different cultural backgrounds in Canadian organizations. The study reveals that larger organizations treat their racial employees more fairly than smaller ones. The research paper deals with the impact of organizational characteristics and discrimination on employees and applicants.

Running head: PEOPLE MANAGEMENT
People Management
Name of the Student:
Name of the University:
Author Note:

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The purpose of the authors in this article is to find out whether the employees with
different cultures and different racial backgrounds are treated fairly by the employers of the
large organisation. The audit study was conducted in Montreal and Toronto. Taking evidence
from it, the authors have examined the impact of the organisational characteristics and
discrimination over the employees and the applicants. The findings of the study of the
Canadian organisations reveal that although the employers of both the large and the small
companies have discriminatory practices towards their racial employees, there have been
positive responses from the large organisations to their employees due to their greater
experience with diversity (Banerjee, Reitz & Oreopoulos, 2018). The Asian skilled applicants
on the other hand receive disadvantage from the smaller organisations because these
companies have the notion that the hiring of any minority employee would affect the
organisation.
With the findings and the evidences from the audit study, the purpose of the author
can be reviewed. In order to find the extent of discrimination in the larger organisations, the
authors have taken the data of racial discrimination of both the Canadian and the Asian ones.
The authors says, “The Asian-name disadvantage was somewhat greater for women than for
men in that employers showed a preference for women among the Anglo applicants but not
among the Asian-named applicants” (Banerjee, Reitz & Oreopoulos, 2018). The authors’
point of view is valid because he states that the difference is found for the applicants of Asia
possessing all the qualifications that the Canadian people need as well as those with the
foreign qualifications.
According to me the authors were persuasive with their argument. Since the analysis
of the study proves that the large organisations respond more fairly and favourably to the
employees with foreign qualifications, I would like to question why the smaller organisations
do not respond positively to the immigrants from different regions. The cultural diversity

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make the organisations richer in experience as well as in skill. The larger organisations of
Canada should recruit more number of foreign applicants, so that the smaller organisations
follow the footsteps of the larger companies. The recruitment should be based on their skills
and talents and not on their names or origin.
Thus from the article it can be concluded that the smaller organisations in Canada do
not favour the foreign skilled immigrants but the larger organisations do treat their racial
employees in a relatively favourable manner, since they have more resources in the
recruitment process and have greater experience with the cultural diversity. The employer
size is an important factor in the discrimination process and the people. The research paper
thus deals with the analysis of the extent of discrimination in the organisations, against the
immigrants who belong to the different cultural backgrounds from the Asian countries.

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Reference:
Banerjee, R., Reitz, J. G., & Oreopoulos, P. (2018). Do large employers treat racial minorities more
fairly? An analysis of Canadian field experiment data. Canadian Public Policy, 44(1), 1-12.