7 ways to foster the inclusion of foreign workers

International recruitment can be an integral part of your strategy to meet workforce needs. However, hiring someone from abroad is not, in itself, an integration plan.

How do you prepare for the arrival of a foreign worker? How do you support the existing team? And above all, how do you move from a well-organized welcome to genuine, day-to-day inclusion?

Our advice: prepare the work environment just as carefully as you prepare for the worker's arrival. Here are some ways to structure your approach and make room for small, meaningful gestures.

1. Prepare the team for the arrival

• We suggest announcing the new hire's arrival and explaining their role, responsibilities, and how the onboarding process will work.

• With their permission, share the parts of their background they are comfortable disclosing. Regarding language needs, focus on practical guidance, such as rephrasing instructions, rather than labeling their level of French.

• Avoid sharing personal or administrative information that is not necessary for the onboarding process.

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2. Set up a buddy system with a colleague

• Designate a volunteer who can answer day-to-day questions: where to find a document, who to ask for help, or how to use an internal tool.

• Our recommendation: clearly define the buddy's role and set aside time for this support. The pairing should not rely solely on the colleague's availability between tasks.

• This person serves as a point of contact, without replacing the manager or those responsible for training.

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3. Explain the habits that seem obvious

• How do you report a delay? Who do you ask a question? Which channel should be used to communicate urgent information?

• We suggest presenting these habits during the initial welcome and revisiting them as needed. Clearly distinguish between mandatory rules and the team's simple preferences.

• A reference sheet can be a great way to gather useful contacts, tools, and primary communication methods in one place.

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4. Facilitate communication in French

• To support communication, we suggest:

• Provide short, structured explanations.

• Show the steps of a task.

• Explain industry-specific jargon.

• Leave time for questions.

• Verify understanding through a demonstration or by having them rephrase.

• Maintain a distinction between language learning and an individual's professional skills.

• Offer French language courses to support your employee's language learning and integration. Click here to discover our French language training options.

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5. Create low-pressure opportunities to get to know one another

• Host a welcome coffee, a team lunch, or a brief introduction session. However, let everyone choose how much they wish to share.

• Our advice: do not ask an individual to represent an entire culture or to share their personal history in front of the group.

• Inclusion can also be as simple as inviting someone to take a break together or making space for them in a conversation.

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6. Schedule individual check-ins

• We recommend planning follow-up discussions after their arrival, rather than waiting for a problem to be reported.

• Some possible questions:

• Are the responsibilities clear?

• What explanations need to be revisited?

• Do you know who to ask for help?

• Is there any situation you would like to clarify?

• What could we improve in our onboarding process?

• Also, provide the support team with space to voice their own needs for time, training, or assistance.

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7. Provide guidance on settlement resources

• Beyond work, you can offer a list of local resources: transportation, essential services, and newcomer support organizations. Present this help without intruding on the employee's personal life.

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Pitfalls to avoid

• As you move forward, we invite you to pay attention to four key points:

• Blaming everything on culture. When a misunderstanding arises, clarify the facts, expectations, and instructions first.

• Expecting one-way adaptation. Also examine what the company can make clearer or more accessible.

• Confusing inclusion with social participation. Do not make optional activities a condition of belonging.

• Considering onboarding finished after the first day. Provide support that continues and evolves.

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Integration is built day by day

To prepare for the arrival of your temporary foreign workers, start with concrete commitments: an informed team, an available resource person, explained instructions, and opportunities to ask questions.

You don't need to change everything at once. Choose actions you can realistically support, then adjust them with the people involved.

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Small gestures are most valuable when they are part of a consistent and sustainable onboarding process.

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Need support with your recruitment or immigration files? Contact us!

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