In this exclusive interview with CanadianSME Small Business Magazine, Analisa Allen, a seasoned public relations and communications specialist with over 15 years of experience, shares her journey from mentee to mentor. A champion of growth, inclusion, and leadership development, Analisa talks about how mentoring has shaped her career and empowered countless newcomers navigating the Canadian professional landscape. She highlights the value of mentorship programs like TRIEC in breaking down systemic barriers, fostering innovation, and building a diverse, inclusive workforce. Read on to discover how mentorship can transform not only individual careers but also entire organizations.
Analisa Allen is a public relations and communications specialist with over 15 years of experience in external/internal communications, reputation management, crisis communications, and brand development. Most of her career to date was spent managing the public relations and public education portfolios for a government agency and the communications arm of a start-up engineering firm – both in the Caribbean.
Having immigrated to Canada approximately seven years ago, Analisa has kept busy growing her career in an internal communications role within the banking sector. She holds a Bachelor of Arts degree in Literatures in English with a minor in Psychology, a Masters of Arts Degree in Communication Studies and a Postgraduate Certificate in Public Relations, among other academic qualifications.
Your transition from program participant to mentor exemplifies TRIEC’s impact. How did your mentor’s guidance shape your early career in Canada, and what motivated you to ‘pay it forward’ by mentoring newcomers?
My mentor was so very invaluable in helping me to settle into the professional space. My mentor was very kind and patient and she took as much time as I needed to not only review the work that I produced, but also to provide guidance on programs and courses I could take to acquire some of the nuanced skills I needed and broaden my network by introducing me to some of her colleagues in the field (one of whom I have forged a meaningful connection with and continues to act as a mentor to me even six years after). It was through her approach, the tools and tips she shared, my efforts in implementing her advice, and keeping the connections formed that helped me to land my first Communications job here in Canada.
My motivation – Giving back is at the core of what I do whether personally or professionally. I believe that support helps individuals to grow, and growth comes from experience. Growth doesn’t have to be hard and if I can use my experiences to help someone on their journey and make it even a tiny bit easier, then my role as a mentor would have been fulfilled. I wanted to serve as a mentor to help someone on their journey, to be that practical cheerleader, the sounding board, and that source of objectivity that is often required as one tries to navigate a new space and find their footing. It is important to me that the time someone else invested in me to guide and prep me, it only felt fitting that I should/could do the same for others.
As someone who has experienced both sides of mentoring, what unique advantages do you see for professionals who volunteer as mentors? How did mentoring accelerate your own cross-cultural leadership skills?
As someone who has been both a mentor and a mentee, I’ve seen firsthand how mentorship creates a powerful cycle of growth, connection, and impact. For professionals who volunteer as mentors, the unique advantage is not just in giving back but in the enrichment they receive. Through programs like the TRIEC Mentoring Partnership (TMP), Mentorship sharpens leadership skills, enhances emotional intelligence, and provides exposure to diverse perspectives. It’s a two-way learning experience—mentors offer guidance while gaining fresh insights from their mentees’ experiences and ideas. Mentorship is a two-way street, it allows the mentee an opportunity to share, learn, and develop. It also provides a safe space to make plans and decisions while getting the time for practical do-overs as you improve – the mentor provides that space for open dialogue and transparency. It is an invaluable learning partnership.
For me, mentoring played a significant role in accelerating my cross-cultural leadership skills. Engaging with individuals from different backgrounds challenged me to lead with empathy, communicate effectively across cultural lines, and adapt my approach to be inclusive and empowering. It deepened my understanding of the nuances that shape identity, career growth, and professional development.
Through programs like TRIEC, mentoring has allowed me to extend care and support to internationally trained professionals while fostering a stronger, more connected community. It reinforces the importance of representation, advocacy, and shared learning—values that are essential to strong, cross-cultural leadership.
TRIEC reports that mentees are 2.5x more likely to secure jobs in their field within six months of completion of the program. How does mentoring address systemic barriers like credential recognition or workplace cultural gaps that immigrants face?
Mentorship is a powerful tool for breaking down systemic barriers that immigrants face, such as credential recognition challenges and workplace cultural gaps. By providing guidance, advocacy, and networking opportunities, mentors help bridge the gap between talent and opportunity.
One of the biggest barriers for immigrant professionals is having their credentials and experience recognized in a new country. A mentor can help by offering insights into alternative career pathways, connecting mentees with professional networks, and guiding them toward certifications or bridging programs that enhance their qualifications in the local job market. All while supporting the mentee to build their confidence to showcase their skills.
Beyond credentials, workplace culture can be another significant hurdle. Unspoken rules, communication styles, and professional norms can vary widely across cultures. Mentors serve as navigators, helping mentees understand workplace expectations, develop confidence in their leadership presence, and build relationships that open doors for career growth.
Through mentorship, we create more inclusive workplaces where diverse talents are valued, and systemic barriers are challenged—not just for individuals but for the broader professional community. By investing in mentorship, we foster workplaces that don’t just welcome immigrants but empower them to thrive.
Employers like RBC and Telus partner with TRIEC. What tangible benefits have you observed for organizations that encourage employees to mentor skilled immigrants?”
Organizations that encourage employees to mentor skilled immigrants, through transformative programs like the TRIEC Mentoring Partnership (TMP) see tangible benefits in talent retention, innovation, and leadership development. Mentorship helps skilled immigrants integrate smoothly, feel valued, and stay longer, strengthening workforce stability.
It also fosters innovation by bringing in diverse perspectives that enhance problem-solving and business strategy. At the same time, mentors develop coaching skills, cultural intelligence, and inclusive leadership—improving collaboration and workplace culture.
Ultimately, companies that invest in mentorship build a stronger, more engaged, and diverse workforce, driving both business success and community impact.
What actionable steps would you recommend to newcomers seeking mentors, and to employers aiming to foster immigrant-inclusive workplaces through programs like TMP?
For newcomers seeking mentors, start by joining professional networks, attending industry events, and engaging in programs like the TRIEC Mentoring Partnership (TMP) program. Be proactive—clearly define your goals, come prepared for meetings, and respect your mentor’s time by following through on advice and feedback. Building relationships through informational interviews and workplace resource groups also helps.
For employers, fostering an immigrant-inclusive workplace starts with structured mentorship programs, cultural competency training, and leadership support. Encouraging employees to mentor, recognizing diverse talent, and creating spaces for open dialogue can bridge workplace gaps and strengthen inclusion.
By taking these steps, both newcomers and organizations contribute to a more connected, thriving workforce.
