Twice as qualified, still overlooked: 3 Black women on the challenges of working in Sask.

Twice as qualified, still overlooked: 3 Black women on the challenges of working in Sask.

Racialized groups face more barriers to higher levels of employment, Statistics Canada says

Those words followed her throughout her career, says Nordy Amanambu.

The constant rejection wasn't because she lacked qualifications.

Amanambu points to a time when she worked as a temporary employee at an import-export company in Saskatoon. She had a university certificate, bachelor's degree and years of administrative experience.

She often took on responsibilities beyond her role, proving herself daily, she said.

When a permanent posting opened up, she applied.

Amanambu said the job went to an external candidate with less experience.

"I was burnt out, I was stressed, I was resentful, but I also was wasting my potential because I could do so much more," she said.

"They refused to hire me and pay me much more than they were. But they wanted to keep me there for as long as possible."

Amanambu is not alone in her experience.

According to a Being Black in Canada Survey, commissioned by CBC News, Black Canadians who reside on the Prairies are more employed than in any other region in the country.

The three-week survey heard from over 1,200 respondents who all self-identified as being of Black ancestry or ethnicity. A total of 146 respondents said they were part of the Prairies.

The survey offered insight into the experience of some Black Canadians in the region, finding that 84 per cent of respondents are employed, but only 66 per cent are working in their area of expertise — the lowest rate in Canada.

Furthermore, nearly half of the surveyed Prairie respondents said their resumes and credentials were not recognized during hiring.

That was the case for Jayna Amadasun.

Jayna Amadasun wears multiple hats, as an author, business coach and African strategist focused on health care and the workplace. (Submitted by Jayna Amadasun)

She completed her nursing degree in the Bahamas and then worked there as a registered nurse.

Then she got a medicine degree in the Dominican Republic and a master's in medical law and ethics in Scotland.

When she moved to Canada 12 years ago, those qualifications didn't seem to hold the same weight, Amadasun said.

"It was not easy to transition."

Amadasun planned to complete her medical residency. Instead, she ended up working in an entry-level administrative job in the health-care field.

At the time, she thought she could advance quickly from the position because of her education, she said.

Instead, she stayed in that role for five years.

"There were other individuals that would have been in the department who transitioned into other higher positions, or even out of the department in other higher positions," she said.

Meanwhile, she was facing "racially charged" emails and racist remarks from her colleagues, she said.

It made her doubt herself and own abilities.

Amadasun said she eventually resigned from her administrative role, after staying longer than she should have.

"If I'm not growing, then obviously I'm dying, right? And stagnation isn't good. Stagnation isn't growth," she said.

In hindsight, she believes her lack of mobility in that role was related to her race.

Like Amadasun, 63 per cent of Prairie survey respondents said they have experienced anti-Black racism in the workplace in the last year — second only to B.C. and well above the national average of 46 per cent.

And 32 per cent of those working outside of their qualifications said they blame anti-Black racism for that. Other barriers could include language and foreign credential recognition.

Amadasun now wears multiple hats, as an author, business coach and African strategist focused on health care and the workplace.

She's thriving now, but those experiences linger in her mind.

For many Black employees, the long-term effect of being overlooked can go far beyond career stagnation or missing out on a job, said Sharon Makanga, a psychotherapist with a social work designation. She is also a candidate for a masters in counselling psychology.

Makanga noted that in workplaces where representation is low and support is limited, many Black employees stop reaching for opportunities entirely.

"They won't take on training or they won't go above and beyond to ask for a promotion or they won't see for themselves that they can further develop their career," she said.

When Black employees do land roles they're qualified for, Makanga said the pressure tends to intensify.

Sharon Makanga, a psychotherapist with a social work designation, said the long-term effect of being overlooked can hinder a person from progressing and developing. (Germain Wilson/CBC)

That pressure is also accompanied by imposter syndrome, anxiety and the feeling of constantly having to prove yourself, she said.

"It's overdoing or making sure you go above and beyond, you know, in ways that you continue to be seen."

She added that fear of jeopardizing their job security can make it harder for Black employees to speak up, ask questions or admit when they're unsure about something.

This isn't about individual shortcomings, she said.

Stats shine a light on systemic issues

According to Statistics Canada data from 2023-24, Black Canadians were among the top racialized groups who self-reported experiences of discrimination within the previous five years.

The Statistics Canada survey found racialized groups face additional barriers when obtaining higher levels of education and employment income as a result of systemic and direct discrimination.

It added nearly half of Black people experienced unfair treatment or discrimination in the workplace, significantly more than other racialized groups or non-racialized people.

The data also found that employment outcomes among racialized Canadians were less favourable, despite racialized Canadians being more likely to hold a bachelor's degree.

Nordy Amanambu is now completing the Interactive Design and Technology (IDT) program at Saskatchewan Polytechnic in Saskatoon. (Travis Reddaway/CBC)

In the workplace, the survey found discrimination can impede racialized Canadians in their day-to-day working conditions, pay and access to higher positions.

The survey emphasized the short and long-term impacts of discrimination on the well-being of racialized Canadians, including their physical and mental health and feelings of happiness.

In an emailed statement, a spokesperson for Saskatchewan's Ministry of Health said all employees have the right to be treated fairly, and that the government supports building a diverse and inclusive workforce.

It noted the Saskatchewan Employment Act protects workers from discriminatory action by employers based on any prohibited grounds, which are defined in the Saskatchewan Human Rights Code. That includes characteristics such as race, age, gender, disability and religion.

However, the ministry said it doesn't include provisions regarding the specifics of promoting employees or review of credentials.

Makanga is working to change the reality for Black Canadians working in the Prairies one kid at a time. She first started the Afro-Mentorship Initiative in 2019 to give her two daughters a safe space to connect with other kids.

Talking with other mothers, she realized many Black kids in Saskatchewan were having similar experiences and identified the need for an environment where they feel heard, seen and valued.

The Afro-Mentorship Initiative, now based in Regina and Saskatoon, works to empower Black youth and encourage inclusivity.

"Working is hard, right? But when you are already dealing with the fact of being a visible minority, there's further challenges that you are coping with," she said.

Sharon Makanga is the founder of Afro-Mentorship Initiative, which uses an anti-oppressive and family systems approach to encourage the inclusive development of kids. (Chris Hartman Photography)

Through the initiative, kids can learn about how culture shapes who they are and often what they choose as a career. Sessions feature guests who share their life story and lessons.

Kids also get to learn about mental health and well-being in their chosen career and about networking and professional relationships.

"Mentorship is so important because when we see people who look like us doing the things that we aspire to achieve, it becomes so real and attainable for ourselves."

Aliyah Marko-Omene is a reporter for CBC Saskatchewan. She has previously worked for CBC and Toronto Star in Toronto. You can reach her at aliyah.marko@cbc.ca.