When Discrimination Peaks
New research highlights that discrimination peaks for young immigrant men in their prime working years who are actively seeking jobs, challenging common assumptions about who faces the highest barriers.
While many expect the youngest newcomers or the most vulnerable to face the harshest discrimination, new London-Middlesex data challenges this assumption.
In a survey of 124 temporary residents, individuals aged 26–35 reported experiencing discrimination at an average of 3.6 on a 7-point scale—significantly higher than both younger respondents (18–25: 2.5) and the overall average (2.9).
The pattern becomes sharper when gender is considered: men reported discrimination levels of 3.5 compared to women's 2.3, a difference of 52%.
Source: Lammert, J., Oshiogbele, G., Nielsen, E., & Esses, V. (2025). Survey of newcomers to London-Middlesex (Part B): A study of the experiences, challenges, and strengths of temporary residents in London-Middlesex. City of London. [Figure 9, based on 124 responses.]
These findings come from the Survey of Newcomers to London-Middlesex, conducted by the Network for Economic and Social Trends at Western University in partnership with the City of London and LMLIP. The survey, completed in March 2025, provides the most detailed picture yet of how discrimination affects temporary residents in the region.
Where Discrimination Concentrates
The data reveal a pattern that challenges common assumptions about who experiences discrimination most acutely. Rather than affecting all newcomers equally, discrimination appears to concentrate among those who meet several factors: prime working age, male gender, and active participation in the labour market.
Three possible explanations emerge from the data:
Visibility in Employment Contexts: Immigrant men aged 26–35 are most actively engaged in job applications, credential recognition processes, and workplace negotiations—all spaces where discrimination can occur. More contact with these systems means more opportunities to encounter barriers. The companion survey of permanent residents found that younger permanent residents (18–35) also reported the highest levels of discrimination (3.3), suggesting that active job-seeking years consistently expose newcomers to discriminatory treatment.
Expectation and Reality: Young men often arrive in Canada during prime career-building years with expectations of opportunity based on their qualifications and experience. When the labour market doesn't match those expectations, when credentials aren't recognized, when "Canadian experience" becomes a barrier, when qualified applicants face rejection, the gap between what was expected and what is experienced may register more sharply as discrimination.
Economic Competition: Prime working-age immigrant men may be perceived as direct competitors for jobs, particularly during economic uncertainty. This perception can shape hiring decisions, workplace dynamics, and community interactions in ways that create discriminatory outcomes, whether intentional or not.
The survey data do not clearly identify a single explanation; instead, it is likely a combination of several factors. However, what is clear—and most important—is that discrimination in London-Middlesex is not evenly distributed but concentrates among young, working-age immigrant men seeking employment. Recognizing these patterns is crucial for designing effective supports and resource allocation.
Location Matters
Location also plays a role. The survey revealed striking geographic differences: temporary residents in London reported discrimination levels of 2.7, while those in Middlesex County outside London reported 4.4, nearly twice as high. This suggests that rural and suburban areas may present different challenges, or that certain industries and communities may differ in their exposure to discriminatory treatment.
Among permanent residents, those born in Sub-Saharan Africa reported the highest discrimination (3.3), while those from South Asia reported the lowest (2.4). These regional differences point to how race, ethnicity, and origin interact with other factors to shape discrimination experiences.
What This Means for Community Responses
These patterns indicate that service providers, employers, and community organizations must understand who faces the highest barriers, so their responses and interventions reach those who need the most support.
For Settlement and Support Services: If resources are designed assuming discrimination affects all newcomers equally, programs may miss the populations experiencing the most acute barriers. Young men in their prime working years may need targeted support around credential recognition, navigating "Canadian experience" requirements, and understanding that systemic barriers are not personal failures.
For Employers: The data suggests that discrimination often happens in hiring and workplace contexts. When job postings require "Canadian experience" or when interview processes favour certain communication styles, these practices can create barriers even without intentional discrimination. Reviewing hiring practices with attention to how they affect qualified newcomers at different life stages could reduce discriminatory outcomes.
For Community Organizations: Programs designed to build welcoming communities should consider how discrimination concentrates. Young immigrant men experiencing high levels of discrimination may be less likely to engage in community activities, volunteer work, or social networks—not because they aren't interested, but because their experiences make participation more difficult.
For Young Immigrant Men Themselves: If you're aged 26–35 and experiencing discrimination during job searches or at work, the data shows you're not alone. These patterns affect temporary residents across the region. Understanding that these barriers are systemic, not individual, can help determine how to respond and which supports to seek.
Context and Timing
This data comes at a time of rapid change in immigration policy and public discourse about newcomers. Recent national surveys show shifts in public opinion on immigration levels, while policy changes at both the federal and provincial levels affect pathways to permanent residence and employment for temporary residents.
These national developments affect how temporary residents experience discrimination locally. When public discussion focuses on immigration as a problem requiring control, when policy changes create uncertainty about pathways forward, and when enforcement actions highlight abusive practices, the environment for all newcomers, including those in London-Middlesex, becomes more complex.
Using Data to Improve Outcomes
The Survey of Newcomers to London-Middlesex provides evidence that can guide more effective responses to discrimination. By showing where barriers concentrate, the data helps service providers target resources, employers examine their practices, and policymakers understand what interventions might make a difference.
The survey found that temporary residents face challenges in multiple areas beyond discrimination, including housing affordability, job matching with qualifications, and community connection. These challenges interact; someone experiencing high discrimination in employment contexts may also struggle to find suitable housing or build social networks.
The overall picture is not one of uniform discouragement. Many temporary residents reported satisfaction with aspects of life in London-Middlesex and achievement of some goals since arriving in Canada. The discrimination data shows where barriers exist, not that all experiences are negative.
Moving Forward
Understanding discrimination patterns doesn't by itself eliminate barriers. But it does provide a foundation for more targeted responses. Service providers can design programs to address the specific challenges young immigrant men face in their prime working years. Employers can review their hiring and workplace practices to identify any that may unintentionally screen out qualified newcomers. Community organizations can create spaces where those experiencing high levels of discrimination feel welcome and supported.
The data also makes visible what individuals experiencing discrimination may already know: that their experiences reflect patterns, not personal shortcomings. For young immigrant men aged 26–35 navigating the labour market in London-Middlesex, knowing that others face similar barriers—and that these barriers have been documented and measured- can shift how they understand and respond to discrimination.
The full Survey of Newcomers to London-Middlesex includes additional findings on employment, housing, civic participation, and community belonging. Both Part A (permanent residents) and Part B (temporary residents) are available on the City of London website.
This article is based on data from the Survey of Newcomers to London-Middlesex, conducted by the Network for Economic and Social Trends at Western University in partnership with the City of London and the London & Middlesex Local Immigration Partnership. The survey included responses from 124 temporary residents and 384 permanent residents.