Sapna Jain is an Impact and Development Strategist. A dynamic leader dedicated to empowering individuals and organizations through strategic development and mentorship. She serves as the President of Data Management Association (DAMA) Toronto, where she leads initiatives to strengthen the data management community. She is currently the Fund Development Manager at Iron & Earth, where she builds impactful partnerships and advances workforce development initiatives. Additionally, she collaborates with startups and nonprofits as an organizational consultant, helping them scale programs and optimize operations. A committed mentor with TRIEC, she is passionate about creating equitable career opportunities and empowering individuals to navigate their professional journeys with confidence.
What motivated you to join the TRIEC Mentoring Partnership (TMP) program as a mentor, and how has this experience shaped your professional journey?
I wanted to join the TRIEC Mentoring Partnership (TMP) program because of my passion for supporting newcomers as they navigate the Canadian job market and settle within Canada. Most of my work has shaped me into a resourceful connector, mentor, and guide. I enjoy working with individuals on skill development, career coaching, and mentoring. With TRIEC’s long-standing commitment to mentorship, I knew their well-structured process would provide a great experience for a volunteer mentor. Working with TRIEC has made my mentoring experience very rewarding, allowing me to provide market insights, share resources, and help my mentees build the confidence and skills needed to achieve their employment goals.
Through this opportunity, my goal is to help my mentees discover the resources available to them in the community and learn how to leverage them to advance professionally. This experience has strengthened my leadership and coaching skills while deepening my commitment to equitable career opportunities and advocating for the power of mentorship.
Can you share your journey to leadership? What challenges did you face as an immigrant woman, and how did you overcome them?
My leadership journey is driven by a deep desire to create meaningful change through impactful programs and opportunities. I identify gaps in systems and unmet service needs, for which I develop strong programs that support individuals navigating career transitions. Over time, I found projects at work or in the community to lead new programs or processes, eventually creating opportunities for myself to demonstrate my leadership skills.
Through my work aimed at enhancing career support and professional development for immigrants, newcomers, and international students, I’ve come to understand that leadership isn’t just about directing initiatives but also about recognizing challenges, fostering collaboration, and driving solutions that create lasting impact.
My desire to support newcomers and strengthen settlement systems across Canada led me to pursue my immigration consulting license and work within career services departments. This allowed me to tailor my support to newcomers and international students, many of whom faced complex challenges at the intersection of immigration and employment.
I am a second-generation Canadian-born woman to immigrant parents. While growing up, I faced systemic barriers that seemed to limit my options for unconventional career paths. Over time, I learned to take pride in my identity and let my work and experience speak for themselves. For most of my career, I haven’t followed a traditional path. Instead, I pursued new opportunities based on my interests and current focuses while using my honed skills through the various roles.
Mentorship plays a crucial role in career growth. How can it be a game-changer in advancing employment and leadership opportunities for immigrant women?
Mentorship is crucial for immigrant women as it helps bridge the gap between their aspirations and the opportunities available to them, especially in a new country. Finding similarities with mentors who understand their journey can provide guidance and confidence in navigating professional landscapes.
Stepping into a new country comes with challenges, but mentorship encourages self-reliance, independence, and the ability to build strong professional and social networks. By connecting with mentors, immigrant women can gain insights into workplace expectations, leadership development, and career advancement, ultimately positioning themselves for long-term success.
What systemic and unique challenges do immigrant women face in the workplace, and what strategies can help them navigate these barriers?
Immigrant women face systemic challenges in the workplace, including ageism and sexism, which can significantly impact their career growth and leadership opportunities. Many career coaches advise women not to disclose their age or marital status during job applications or interviews, as biases related to maternity leave or childcare responsibilities can influence hiring decisions. One of the more hidden yet persistent barriers is the misalignment between school schedules and standard 9-to-5 work hours, often placing the burden of childcare logistics on women. This reflects a broader issue—societal systems are not designed to fully support dual-income households, making it difficult for women to balance career advancement with family responsibilities.
While small talk often revolves around personal life, maintaining professional boundaries allows every individual the opportunity to establish credibility based on skills and contributions rather than personal circumstances. Additionally, advocating for systemic changes with potential solutions, such as flexible work policies and better childcare support, is essential to creating a more inclusive and equitable workplace where women can fully participate and thrive.
What advice would you give to immigrant women trying to break into leadership roles?
For immigrant women aspiring to break into leadership roles, I would advise requesting mentorship from other women holding similar leadership roles. Leadership is often about influence, so demonstrating the tangible benefits of your ideas, whether through data, strategic planning, or problem-solving, can make a compelling case for why your leadership is valuable.
Additionally, building a strong professional network is essential. Surround yourself with mentors, sponsors, and allies who can advocate for your growth and provide guidance on navigating workplace dynamics. Confidence and self-advocacy also play a crucial role. Women should step forward for opportunities, share their achievements, and negotiate for what they deserve. Finally, viewing challenges as opportunities to strengthen your leadership skills will set women up for long term success in leadership roles.
What skills and leadership qualities do you think are essential for women to thrive in leadership roles today?
For women to thrive in leadership roles today, these key qualities are essential:
- Resourcefulness – The ability to adapt, solve problems, share tools, and build relationships.
- Confidence – Trusting your abilities, advocating for yourself, and making decisive choices.
- Clear Communication – Articulating ideas, expectations, and feedback effectively.
- Delegation – Empowering others by trusting their ability and distributing responsibilities.
How can organizations create more thriving environments to support immigrant women’s career growth?
- DEI Training – Address biases and foster inclusive workplaces.
- Support for Mothers – Provide parental leave and career continuity support.
- Childcare Solutions – Offer on-site daycare or subsidies and flexible work hours for school
drop-offs/pick-ups.
- Workplace Learning & Growth – Offer internal training, mentorship, and career development
programs to support skill-building.
What are some practical ways leaders can uplift and mentor immigrant women in their industries?
Leaders can uplift and mentor immigrant women by building mentorship programs within organizations.
Another way to achieve this is by partnering with local organizations to create mentorship opportunities that support women’s leadership development. They can also foster growth by hosting company-led workshops and courses for long-term development. Creating a space for learning and growth helps build a positive workplace culture focused on advancement. By investing in mentorship and development, leaders can empower immigrant women to succeed.
Inspired by Sapna’s story and interested in mentoring newcomers to Canada. Find out more about becoming a mentor here.