In my last blog post, I discussed the gap in Canadian media in sharing the voices of newcomers, immigrants, and third-culture individuals. There’s a clear need for more platforms to explore these experiences, which was a key motivation behind the creation of 3 magazine. But beyond storytelling, another primary reason for developing 3 is to help Canadian institutions, companies, and employers better understand the opportunities that come with welcoming established newcomers.
Canada is known for its diversity, yet there’s often a disconnect between celebrating diversity in theory and fully integrating it into workplaces and institutions. While there are many diversity, equity, and inclusion (DEI) workshops and initiatives, we still see gaps in understanding the real value that immigrants, newcomers, and third-culture individuals bring. Through 3, I want to bridge that gap by sharing stories illustrating how established newcomers contribute to the workforce and economy and how Canadian institutions can harness this potential to their benefit.
Our feature story and cover subject for our inaugural issue, “Value Judgment,” profiles Abdullah Snobar, a tech innovator reshaping Canadian business. Snobar’s story is a testament to how global perspectives drive empathy and innovation, qualities that are increasingly important in today’s competitive tech industry. His background and journey highlight the unique advantage that immigrants bring—offering not only technical expertise but also a broader worldview that enables companies to think outside the box. Snobar’s success underscores the idea that businesses can gain a competitive edge by fully embracing the diverse skills and experiences of newcomers, inspiring a new perspective on the value of diversity and inclusion.
Another compelling article in the first issue of 3 is “No Canadian Experience? Good,” written by Daniel Bernhard, the Institute for Canadian Citizenship CEO; he highlights the common barrier many newcomers face: the so-called “Canadian experience.” Far too often, immigrants are overlooked in the job market because they lack local experience, despite bringing a wealth of international knowledge and skills. Bernhard’s article flips this narrative on its head, arguing that a lack of Canadian experience can actually be an asset, particularly in industries that benefit from global insights and cross-cultural understanding. This fresh perspective challenges employers to rethink traditional hiring practices and recognize the immense potential that immigrants bring to the table.
Beyond the individual success stories, 3 also tackles some of the systemic challenges newcomers face, particularly when accessing culturally competent services. In “System Failure,” we explore whether the Canadian healthcare system is equipped to deliver care that considers patients’ diverse cultural backgrounds. This article highlights how organizations, especially in sectors like healthcare, can benefit from integrating diverse perspectives to improve the services they provide. When employees from different backgrounds are empowered to contribute their unique insights, companies can create more inclusive, responsive environments that better serve both their workforce and their customers.
3 magazine doesn’t just highlight the challenges and opportunities for third-culture individuals and newcomers, it provides a platform for those who may not be familiar with these experiences to gain a deeper understanding. By reading these stories, employers, hiring managers, and institutional leaders can develop a more nuanced perspective on the value of diversity and inclusion. It’s one thing to attend a DEI workshop or read a report on diversity—it’s another to hear directly from people who have lived through these experiences and can share how they’ve navigated the Canadian system. This emphasis on understanding and empathy is crucial for fostering a truly inclusive environment.
Take, for example, our piece on Atiba Hutchinson, “There’s No Place Like Home.” Hutchinson, a soccer star who has played all over the world, reflects on the concept of home and belonging. His story resonates with many immigrants and third-culture individuals who often find themselves navigating multiple identities and cultural expectations. For Canadian employers, understanding this sense of fluid identity is crucial in creating a welcoming environment where newcomers feel comfortable bringing their whole selves to work.
The article “When Fashion Is Decolonization” features Vinta Gallery founder Caroline Mangosing, and we dive into the power of cultural expression. Her approach to rethinking Filipino fashion is a powerful example of how immigrants contribute to Canada’s cultural and creative industries. Her decision to move away from colonial-inspired designs and embrace more authentic, culturally rooted styles shows how diversity can challenge the status quo and lead to new, innovative approaches. This kind of creative disruption is exactly what Canadian institutions need if they want to stay relevant in a global marketplace.
Finally, one of the key messages we emphasize in 3 magazine is that these stories aren’t just for newcomers. They’re for everyone—especially for those who may not have a direct connection to immigrant or third-culture experiences. By engaging with the stories in 3, employers and institutions can gain a more holistic understanding of what it means to be a newcomer in Canada, how third-culture individuals navigate their careers, and what companies can do to better support them. This isn’t just about checking a box for diversity; it’s about fundamentally rethinking how Canadian organizations approach recruitment, retention, and inclusion.
3 is about more than just celebrating diversity—it’s about creating real change in how Canadian companies and institutions operate. By embedding themselves in the stories we share, employers can develop strategies to attract, integrate, and retain talented individuals from diverse backgrounds. These insights are crucial for building stronger, more innovative teams that can thrive in an increasingly globalized world. This promotion of strategies empowers the audience to take concrete steps towards a more inclusive workplace.
As the Canadian workforce continues to evolve and we welcome more newcomers as a nation, embracing the third-culture experience and the perspectives of newcomers isn’t just the right thing to do—it’s the smart thing to do. Through the stories in 3 magazine, we’re offering a roadmap for organizations to harness the full potential of diversity and inclusion.
