Navigating the Canadian Job Market: Overcoming Barriers and Thriving
An Interview with Helen Berhane MBA, CPA, CMA, CGMA, Assistant Director, Transitional Year Programme University of Toronto
Helen Berhane is a senior finance and accounting professional with over 20 years of experience as a strategic and results-oriented business adviser. She specializes in leveraging financial data and analytics to gain insights and drive meaningful change. Helen is a collaborative leader, committed to fostering inclusiveness and open communication in her work.
Known for her innovative problem-solving skills, she excels at implementing new ideas and optimizing processes while ensuring compliance and strong internal controls. Currently, she serves as Assistant Director of the Transitional Year Programme (TYP) at the University of Toronto.
Helen holds an MBA from University of London, UK, and BSc honors degree from Kingston University, UK in Applied Physics with Business Management. She is a Chartered Professional Accountant (CPA, CMA), Chartered Global Management Accountant (CGMA) and Fellow of the Chartered Institute of Management Accountants (FCMA-UK).
1. Please share with us briefly about your career journey in Canada.
I began my career journey in Canada as a Senior Financial Analyst with Deloitte Consulting in Toronto in 2004. Prior to arriving in Canada, I secured a transfer opportunity from Deloitte UK to Deloitte Canada. Although it was a move to a different continent, working for a global BIG4 organization made my transition into the Canadian workforce seamless.
Over my 15-year career at Deloitte, I worked across various sectors of the company as a Finance Manager, providing financial advice and business support to different areas of the business, including supporting the Consulting and Tax sectors at a national level.
In 2018, I took on a Senior Accountant role with Bridgemarq Real Estate Services in Toronto. Bridgemarq provides services to residential real estate brokers and a network of more than 21,000 realtors across Canada.
I then joined the University of Toronto as a Finance and Operations Manager for the Communications Department in 2020. After a few years, I moved to my current role, Assistant Director of the Transitional Year Programme, where I manage the overall finance and operations for the division and oversee registrarial activities.
2. What inspired you to join/build New Nakfa and how has this experience shaped your approach to professional growth and community impact?
Outside of my professional work, I actively volunteer with non-profit organizations and charities. Volunteering has played a significant role in my career journey in Canada. As a new immigrant, most of my network and connections grew through volunteering and giving back to community.
The first professional group, I joined upon my arrival in Canada was the local CIMA Canada branch. Joining this incredible network of like-minded professionals with CIMA was enriching and highly rewarding experience.
During my term with CIMA, I took on board leadership roles serving the board on various capacity including as chair of the CIMA Canada board. This leadership experience led me to take on a PINs advisory role in 2018. I was also connected with the Black Female Accountants Network (BFAN) and the US AICPA further expanding my professional network and reach.
I came across the Eritrean Community Network, New Nakfa, soon after it was established in 2018. Being an Eritrean descent, I was excited by the opportunity to contribute and give back to my community. New Nakfa supports the Eritrean Canadian community through collaborations and meaningful partnerships with organizations that share the same goals.
I am excited by the opportunities that lay ahead for this network by connecting with organizations like TRIEC PINs. Through my work with TRIEC PINs, I am familiar with the many PINs Associations and the vibrant communities they support. I have also been inspired by the quality of connections and meaningful relationships I’ve built through organizations like CIMA, TRIEC, AICPA, and others.
3. How does New Nakfa support Black professionals in navigating the job market and securing meaningful employment?
New Nakfa offers dedicated support to professional and newcomers by providing various services and assistance in navigating job search and training opportunities. The organization supports these initiatives by creating networking opportunities and offering job-focused workshops designed to enhance the employability of newcomers, internationally trained professional and the youth.
New Nakfa is committed to fostering a welcoming and inclusive culture that promotes collaboration, trust, and belonging. It provides a platform that encourages meaningful connections and mentorship opportunities through partnerships and collaborations with other organizations.
4. What are some key networking and career strategies that Black professionals can use to stand out in a competitive job market?
Understanding the job market and assessing where your skillsets are best suited is key. Do research the careers and industries you are interested in. Be open and strategic to attending networking events, as they provide valuable opportunities to connect and learn from others.
Build a career plan, identifying your strengths and where your transferable skills will be most valuable. Invest time to update your skills and seek out opportunities to connect with a mentor, who may be able to provide additional guidance.
Once you narrow down the industries and organizations that interest you, focus your energy and leverage your resources and connections to achieve your career goals. As Nelson Mandela said, “It is not where you start but how high you aim that matters for success.”
5. What barriers do Black professionals often face in their job search, and what strategies have been effective in overcoming them?
The job market is highly competitive and there are many barriers including language and cultural differences, especially for newcomers. This can result in employers underestimating your potential, as you may unintentionally be perceived as less competent.
Make sure you have the equivalency of foreign qualifications and pursue any necessary upgrades, if needed, as credential recognition can also be a barrier. Also enhance your professional exposure and network connections. This is where organizations like TRIEC PINs will be a great resource to expand your network with a wide range of professionals of different backgrounds.
Canada is built on immigration, and the diverse experiences immigrants bring is integral to the landscape. Per Statistics Canada, in 2011, “Canada had 6.7M foreign-born population representing 20.6% of the total Canadian population” coming from more than 200 ethnic origins. As immigrants, we all represent the communities we live in, and your contributions enrich the fabric of Canadian society.
6. How can employers develop hiring and networking practices that better support Black professionals in advancing their careers?
Employers can enhance hiring practices by allowing applicants to fully demonstrate their skills and have a clear understanding of the candidates’ qualifications and experience. Also promote inclusive networking and working environments that foster a healthy and supportive atmosphere/culture for all employees enhancing retention.
7. What advice would you give to Black professionals looking to build a strong career foundation and achieve long-term success in Canada?
I would say have a long-term goal, by focusing on areas that enhance your network and broaden your exposure to connect with potential employers, community organizations and employment agencies.
Building a strong career foundation requires mentorship and supportive allies. These relationships over time will become stepping stones to greater opportunities.
Be adaptable and open to continuous learning, as these are key to long-term success. Develop an action plan that allows you to track progress by applying “SMART” goal techniques. As Tony Robbins says “Setting goals is the first step in turning the invisible into the visible”, so start by setting up measurable and achievable goals.
Good luck in your career journey!
Inspired by the impact of TRIEC’s Professional Immigrant Networks (PINs)? You can help immigrant professionals overcome barriers and thrive in the Canadian job market by fostering meaningful career connections and building a supportive, inclusive community that empowers professionals to grow and succeed. Explore the PINs Associations directory and learn how you can get involved: https://triec.ca/pins/directory/
Canadian workplaces are diverse, reflecting our diverse population.
This is a good thing! Diverse organizations are more innovative and productive – but to be productive, workplaces also need to be inclusive. Diverse teams need environments where everyone feels that they belong and that they can contribute.
How exactly do you create an inclusive workplace? The TRIEC Inclusive Workplace Competencies can answer this question. They provide a framework to help you and your colleagues build organization that works for everyone.
The competencies are based on research and consultations with a range of experts. But what do we mean by competencies, and why should your organization use them?
Competencies describe the knowledge, skills, and behavior that you need to perform effectively at work. Nowadays, being great at your job is about more than just getting through a list of tasks – it’s about being able to demonstrate key behaviors in different situations. Creating an inclusive organization is everyone’s job and goes way beyond what an individual employee does. So competencies are also about how teams work together and the organization’s culture.
There are 15 competencies, divided into three areas: myself, my team and my organization. You can add them to your existing competencies and customize and adapt them to meet the needs of your workplace. For example, if innovation is a priority for your organization, you can set the competency “collaborate in diverse teams to foster productive outcomes” at a high level for all of its employees.
One of the great things about these competencies is that you can use them in many different ways. You can use them to write job descriptions, in recruitment, to design training, to review organizational policies and processes, and much more. To find out more about how the competencies work and try them out for yourself, visit triec.ca/competencies.
Helen Berhane is a senior finance and accounting professional with over 20 years of experience as a strategic and results-oriented business adviser. She specializes in leveraging financial data and analytics to gain insights and drive meaningful change. Helen is a collaborative leader, committed to fostering inclusiveness and open communication in her work. 