Read: Half of U.S. women say caregiving responsibilities impacting career ambitions: survey
The report also highlighted cultural norms that emphasize resilience, self-sacrifice and privacy can discourage some employees from accessing workplace supports or mental-health resources, particularly when benefits aren’t framed in ways that feel culturally safe or familiar. These employees may avoid counselling or workplace accommodations out of concern it could affect career advancement opportunities or how committed they appear professionally, notes Arora.
“Mental-health coverage often doesn’t include culturally-competent therapists who understand experiences such as intergenerational expectations, migration challenges or discrimination.”
According to Arora, culturally-relevant communications also plays a major role in whether employees actually use workplace supports. Many employees may not fully access their benefits simply because they aren’t clear on what’s available, how confidentiality works or whether services are appropriate for their needs.
“Employers can improve engagement by using plain language, offering multi-lingual resources where appropriate and normalizing conversations around mental health, caregiving and well-being.”
Read: How employers are integrating DEI into their benefits plans
She also stressed that employers need to adopt a more intersectional and culturally-responsive approach to benefits plan design by engaging directly with employees to better understand lived experiences and barriers instead of assuming existing programs work equally for everyone.
“That doesn’t necessarily require massive overhauls. Sometimes it starts with clearer communications around benefits, more culturally-responsive mental-health supports, flexible policies that employees feel safe using and leadership teams willing to listen to experiences that may not always be reflected in traditional workplace conversations.”
At the same time, younger South Asian workers are entering a labour market shaped by economic uncertainty, contract work and growing competition for stable jobs. The report found 41 per cent of respondents identified a lack of mentorship opportunities as a key career barrier, while 55 per cent said there’s a need for sponsorship and networking programs specifically tailored for young South Asian women and gender-diverse individuals.
Representation also matters more than many organizations realize. The report pointed to ongoing underrepresentation of South Asian women in leadership roles across industries, contributing to feelings of isolation and limited opportunities for advancement.
Read: South Asian women under-represented in Canada’s workforce despite rising immigration: expert
