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Rupa Banerjee - Ted Rogers School of Management. Toronto, ON, CA

Rupa Banerjee Rupa Banerjee

Associate Professor | Ted Rogers School of Management

Toronto, ON, CANADA

Expert in Human Resource Management and Organizational Behaviour





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Dr. Rupa Banerjee is Associate Professor of Human Resource Management and Organizational Behaviour. Her primary research interest lies in the employment integration of new immigrants to Canada. She is particularly interested in the institutional barriers facing new immigrants in the Canadian labour market. In addition, she is interested in workplace diversity and ethno-racial discrimination, particularly as it applies to second-generation immigrants. Dr. Banerjee’s research has appeared in such journals as International Migration Review, Ethnic and Racial Studies,Journal of International Migration and Integration, Journal of Labor Research and Relations Industrielles/Industrial Relations.

Areas of Expertise (5)

Ethno-Racial Discrimination Human Resources Immigrant Employment Workplace Diversity Organizational Behaviour


Accomplishments (3)

Nominated for SSHRC Aurora Prize (highest-rated new scholar in the area of labour and employment)


Honorable Mention, Labor and Employment Relations Association (LERA) Best PhD Dissertation Competition


Dean’s Research Award, Ted Rogers School of Management, Ryerson University


Education (4)

University of Toronto, Centre for Industrial Relations and Human Resources: PhD 2008

University of Toronto, Centre for Industrial Relations and Human Resources: MIR 2003

University of Windsor, Faculty of Information: B.Ed. 2001

University of Windsor, Odette School of Business: B.Comm (Honours) 2000

Affiliations (4)

  • Member of Board of Directors, COSTI Immigrant Services, Toronto ; 2016 - Present
  • Member of Executive Committee, Canadian Industrial Relations Association : 2013 - Present
  • Conference Chair, Canadian Industrial Relations Association : 2016 - 2017
  • Survey Design Consultant, Colour of Poverty, Toronto : 2011 - 2012

Selected Media Appearances (4)

'Accent is an irrelevant factor' if you can do the job, but it can pose a challenge during the job hunt

CBC News  online


'So they've gone through stringent screening, notes Rupa Banerjee, an associate professor at Ryerson University's Ted Rogers School of Management, only to be filtered out of job prospects.'

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Applying for a job in Canada with an Asian name

Policy Options  online


Article co-authored by Dr. Rupa Banerjee.

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What's in a name? Your shot at a job according to study

CBC News  online


'This is what study co-author, Rupa Banerjee, calls an employer's "implicit bias."'

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People of Ryerson: Rupa Banerjee

The Eye Opener  online


'Not quite Indian, not quite Canadian, Rupa Banerjee knows there’s nothing wrong with feeling this way, but that hasn’t stopped her from figuring out why.'

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Research Grants (5)

The impact of employer-driven immigrant selection: An evaluation of Canada's new 'Express Entry' system

SSHRC Insight Grant $174,567

2017 - 2021
Principal Investigator

De-stress and Take Control: An E-Mental Health Application to Support Precarious and Unemployed Workers in the GTA

CIHR Catalyst Grant $63,400

2017 - 2018
Principal Investigator

Assessing the Changes to Canada’s Live-in Caregiver Program: Improving Security or Deepening Precariousness?

Pathways to Prosperity Canada Faculty Research Grant $8000

2015 - 2016
Principal Investigator

Advancing Social Inclusion in Canada's Diverse Communities: Neighbourhood, Regional and National Comparisons

SSHRC Insight Grant $252,949

2015 - 2019

Life After the Live-in Caregiver Program: The Labour Market Integration of Former Caregivers in Canada

SSHRC Insight Development Grant $62,942

2012 - 2015
Principal Investigator

Selected Articles (8)

Do Large Employers Treat Racial Minorities More Fairly? An Analysis of Canadian Field Experiment Data Canadian Public Policy

Rupa Banerjee, Jeffrey G. Reitz, and Phil Oreopoulos


Analysis of amended data from a large-scale Canadian employment audit study (Oreopoulos 2011) shows substantial organization size differences in discrimination against skilled applicants with Asian (Chinese, Indian, or Pakistani) names in the decision to call for an interview. In organizations with more than 500 employees, Asian-named applicants are 20 percent less likely to receive a callback; in smaller organizations, the disadvantage is nearly 40 percent. Large organizations may discriminate less frequently because of more resources in recruitment and training, more human resources development, and greater experience with diversity. Anonymized résumé review may allow organizations to test hiring procedures for discrimination fairly inexpensively.

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From ‘Migrant’ to ‘Citizen’: The Labor Market Integration of Former Live-In Caregivers in Canada Industrial and Labor Relations Review

Banerjee, R., P. Kelly, E. Tungohan, P. Cleto, C. De Leon, M. Garcia, M. Luciano, C. Palmaria, and C. Sorio.


The guarantee of freedom of association and collective bargaining rights to domestic workers: Two opposite models, Brazil and Canada Pensar-Revista de Ciências Jurídicas

Gomes, Ana V.M. & Rupa Banerjee


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Do ‘Tied-Movers’ Get Tied Down? The Labour Market Adjustment of Immigrant Women in Canada Journal of International Migration and Integration

Banerjee, R. and M. Phan


In this study, we utilize both quantitative and qualitative data to examine the effect of dependent applicant status on the occupational mobility of married, professional immigrant men and women arriving in Canada through the skilled worker immigration category. Using longitudinal quantitative data, we find that dependent applicants, regardless of gender, experience a greater drop in occupational status after migration than principal applicants and they are unable to overcome this disadvantage over time. Qualitative interview data highlights the subtle, implicit relationship between dependent applicant status, traditional gender roles, and employment integration. In most cases, the women are designated as the dependent applicant during the immigration process because they have lower levels of the human capital that is valued for Canadian immigration than their husbands. Our findings suggest that within newly immigrated families, principal applicants are better able to reestablish their careers, while dependent applicants, disproportionately women, face more employment disadvantage, regardless of their professional background.

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Decreasing the Recent Immigrant Earnings Gap: The impact of Canadian Credential Attainment International Migration

Banerjee, R. and B.Y. Lee


It is well documented that newly arrived immigrants face a significant earnings gap relative to native-born workers. One way for new immigrants to improve their relative labour market position upon arrival in a host country is to improve their educational credentials. According to signalling theory, a host-country credential should provide employers with a proxy for true productivity on the job, leading to higher earnings. Using data from a Canadian longitudinal survey, we employ longitudinal growth-curve techniques to estimate the effect of receiving a Canadian educational credential on the income growth of racial-minority recent immigrants compared to native-born Canadians. The results indicate that the earnings gap between recent immigrants and native-born Canadians is significantly reduced with the attainment of a Canadian educational credential.

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Licensing Requirements and Occupational Mobility Among New Immigrants in Canada Relations Industrielles/Industrial Relations

Banerjee, R. and M. Phan


In this study, we examine the effect of licensing requirements on the occupational mobility of highly skilled new immigrants in Canada using longitudinal data. We find that immigrants who worked in regulated professions in their home country, but unregulated fields in Canada, experienced significantly greater occupational downgrading than those who worked in unregulated professions prior to migration. Immigrants who worked in regulated fields in their home country who were able to find work in regulated fields in Canada did not experience any occupational downgrading after migration. Policy implications of these findings are discussed.

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Determinants and Effects of Post-Migration Education among New Immigrants in Canada Journal of International Migration and Integration

Banerjee, R. and A. Verma


This study investigates post-migration educational investment among newly arrived immigrants and examines the effect of post-migration education on new immigrants’ labour market integration, as measured by earnings and occupational status. The results indicate that younger immigrants who are already well educated, fluent in English or French and worked in a professional or managerial occupation prior to migration are most likely to enroll in Canadian education. But, acceptance of previous work experience by Canadian employers lowers the likelihood of enrolling in further education. Financial capital was not found to affect participation in post-migration education. Those immigrants who did enroll in post-migration education enjoyed an earnings advantage and were more likely to work in a professional or managerial job. The effect of post-migration education was greater for immigrants whose previous work experience was not accepted in Canada.

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Religion, Religiosity, and the Social Integration of Immigrant Ethnic Groups in Canada International Migration Review

Reitz, J. G., R. Banerjee, M. Phan and J. Thompson


The social integration of Canada’s new religious minorities is determined more by their racial minority status than by their religious affiliation or degree of religiosity, according to results from Statistics Canada’s 2002 Ethnic Diversity Survey. Interview questions tap life satisfaction, affective ties to Canada, and participation in the wider community. Muslims, Sikhs, Buddhists, and Hindus are slower to integrate socially, mainly because they are mostly racial minorities. Degree of religiosity affects social integration in the same ways as ethnic community attachments in general, positively for some dimensions, negatively for others, and similarly for different religious groups. Patterns are similar in Quebec and the rest of Canada; results carry implications for the debate over “reasonable accommodation” of religious minorities in Quebec, and parallel debates in other provinces and countries.

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