Canada prides itself on being a welcoming nation for immigrants, particularly those with advanced professional qualifications. However, Canada persistently underemploys highly skilled immigrant professionals, especially physicians. An official report by the Conference Board of Canada and the Institute for Canadian Citizenship (ICC) in 2023 confirmed that growing numbers of immigrants are leaving Canada within seven years of landing. Daniel Bernhard, ICC’s chief executive, stated, “It’s not good enough to just tell people that you should be happy to be here, and that’s that. We need to be working harder to make sure that people are able to succeed in Canada.”
Another official report by Statistics Canada in 2024 confirmed that 16 percent of immigrants leave Canada within 20 years of landing, and 6 percent leave within five years of landing. Indeed, Canada keeps squandering a potential competitive advantage in skilled talent, particularly physicians. This problem has been featured in Canadian news and other newsletters by Dr. Olumuyiwa Bamgbade, highlighting health care leadership failures.
An official study published by Canada’s Chief Medical Workforce Advisor in 2025 highlights Canada’s considerable lack of workforce planning. The publication indicates a deficit of 22,823 between supply and demand for family physicians in Canada, and only 1,300 new graduates per year. Joss Reimer, the Canadian Medical Association’s president, stated, “This report should be the last of its kind. From now on, let’s move from studies to action so we can see real change take place. Leaders can no longer look away.”
Canada attracts health care professionals from across the globe. Yet many of these professionals are relegated to non-clinical survival jobs, while their Canadian-trained equivalent counterparts secure leadership and career advancement opportunities. Despite Canada’s points-based immigration system valuing education and professional experience, the job market fails to reward these attributes equitably.
Canada’s version of networking is opaque. Informal networks undermine hiring decisions. Immigrant health care professionals lack access to these tightly knit circles. Hiring practices prioritize referrals, internal networks, or “cultural fit” over competence, thereby excluding immigrants who could otherwise offer innovative insights and global perspectives. This form of professional gatekeeping fosters closed leadership ecosystems that resist diversity and meritocracy.
Ethnocentrism continues to shape perceptions of professional credibility and leadership potential. As a result, Canada’s health care workforce loses out on the intellectual capital it has already attracted. Canada’s future success depends on whether it can evolve into a truly inclusive meritocracy that empowers all its residents to contribute and lead. Anything less is a waste we cannot afford.
Canada must replace gatekeeping with workplace meritocracy and equity; when talent and diligence are recognized, everyone benefits.
Olumuyiwa Bamgbade is an anesthesiologist.
