immigrant workers perception of canadian workplace culture

Objective

1. To enhance career practitioners’ knowledge of the barriers immigrant workers encountered at their workplace and their adaptation strategies.

2. To develop practical skills in helping immigrant job seekers.

3. To be more creative in designing effective employment programs and training programs for immigrant workers.

4. To enhance employers’ effectiveness in human resources practices.

Areas of investigation:

1. Relationship 2. Communication 3. Support4. Equity: 5. Structure6. Value7. difficulties Encountered8. How long does it take to adapt? 9. How did they face the challenge? 10. their suggestion to improve the

situation?11. What is their understanding about CWC?

Methodology - a

target group1. people with immigrant background2. They had work experience in their

country of origin;3. They are or have worked in Canada

before.

The right candidate has to fulfill all 3 criteria.

Methodology - b

Time frameData collection period: from

January 15, 2009 – Feb 15 2009

instrumenta. by questionnaire b. b. by focus groups

respondent profile:

Country of OriginBrunei ,China, Colombia, England, HK,

Italy, Korea, Mexico, Nicaragua, Peru, Russia, Ukraine, Vietnam, Tanzania, Kenya, Philippines, Indonesia, Ethiopia, Hungary, Serbia, Yugoslavia, Venezuela, Iran, Fijis, and West India

Total respondents: 87

country of origin

Brunei, 1china, 11

Colombia, 2

England, 1

HK, 11

Italy, 1

Korea, 1

Mexico, 1

Nicaragua, 1

Peru, 1

Russia, 5

Ukraine, 1

Vietnam, 21

Tanzania, 4

Kenya, 1

Philippines, 2

Indonesia, 1

Ethiopia, 1

Hungary, 9

Serbia, 1

Yugoslavia, 3

Venezuela, 1

Iran, 1

Fijis, 1

West India, 1

Year of living in Canada

years of living in Canada

0

5

10

15

20

25

30

35

Series1 33 9 13 21 9 2

5 years and under

6 to 10 years 11 to 15 years 16 to 20 years 21 and above No answer

year of work in Canada

years of working in Canada

0

5

10

15

20

25

30

35

40

45

Series1 41 11 12 11 4 8

5 years and under

6 to 10 years 12-一月16 to 20 years

21 and above No answer

banking / business / commerce / sales /Building Management /construction /Corporate trainer /consultant / HR /Customer Service /Electrical /farmer/ laborer / film/video / graphic design /web publishing design / fish / food company /Health Care /IT /Lab Analysis /Logistics / manufacture / Marketing / mechanic /nail care /printing /real estate developer /Religious /retail /Security /sewing / knitting /social service / employment service/ Veterinarian /Warehouse

Industry

25

525

5

6

5

banking / business / commerce / sales / marketing / Building Management / real estate / CustomerService / retail / Corportate trainer /consultant / HR / logistics

film/video/graphic design/web/publishing design

fish / food / manufacturing / sewing / knitting company / construction / famer / labourer / warehouse /security

Health Care / veterinarian / nail care

IT / lab analysis / electrical / mechanic

social / employment service/ religious

positions - summary

Senior Analyst /Software Engineer /Senior Software Engineer, 4, 6%

senior manager / manager /Executive Director / Program Director / project coordinator / Supervisor /Property management / manager / Proj. manager / mortgage specialist / Fleet Supervisor / Licensed practical Nurse, 13, 20%

social worker / pastor/ employment counsellor / ESL teacher / trainer, 8, 12%

adv. Visual artist / graphic designer, 3, 5%

sales person / customer service representative / purchaser / PA / operator/ clerk / adim assistant /, 13, 20%

factory worker/production worker / longshoreman /labourer / sausage maker / packing, receiving / helper / construction worker / cleaning /assembler / demo people / restaurant helper / carpenter / welder /Machinist apprentice / Security Guard / Machinis...

Research Findings

Relationship With Boss: 80% Positive Friendly, fair & respect Less hierarchical with Country

of origin. Not that formal. You can call

your boss by name. Give you a chance. Give

expectations in advance.

With Co-worker:75% Positive Friendly Sharing workload Competitive among immigrants Don’t take it serious Others: Formal. Distant & Suspicious.

Majority: Positive Easy to fit in – In my country,

Big Boss. People just follow. Generally good in formal work

place; hard to establish relationship after work (less common ground, such as coffee, alcohol, games).

There is a saying, “when in Rome, do as the Romans”. Ask the “do” and “don’t” Don’t just act as if you were at home.

Normal to have an adjustment period.

Communication

85% Positive. Open and honest

Formal & Informal Encourage open

communication and voice opinions.

Easier to access senior management and make complaint.

Encourage meetings (formal & informal)

Always invite feedback. Mon to Thurs - Formal ;

Fri: Informal/Casual

Manager open – Come to me anytime

One-on-one meeting, Group, team, Catch–up lunch, Friday treat.

Most Immigrants still consider language is an issue – English, Canadian English.

“In Canada, you have to be honest, and don’t fear to ask, especially you don’t know.”

“I am asking tons of questions.”

Support 82% -respected by

employer/supervisor 5% - sometimes.

80% - achievement recognized & rewarded; 10% - achievement recognized but no reward.

70% encourage training

In Canada, majority employer/supervisor like to appreciate staff – in public or email.

Staff feel being respect as a person. Human.

In some culture, supervisor doesn’t like or never appreciate staff.

Encourage continuous learning

Equity Gender: 82%

agreed Age: 75% agreed Ethnic: 70%

agreed; 25% Not really (Hard to say, discrimination, depend on language proficiency.)

Majority give a positive answer

Still prefer to hire local people.

Won’t ask age, but age discrimination do exist.

“I can see immigrants got laid off first!”

Structure Majority has a good impression on this. Clear structure “Canada has rules.” “I got my contract, with job descriptions,

and clear expectations.” Safety is the priority. Every dangerous

area has a sign. There are strict rules and procedures.

Resources, information available

Value

70%: predominant value - Individual 60%: value Team Work 80%: value work/life balance More Accountable Strong focus on health, safety,

wellness and professional standards.

Did you encounter any difficulties in adapting to the Canadian Work

Place? 70%: Encountered difficulties: Language – slang, accent, different

English. They do not quite understand the Canadian idiom.

Workplace culture – social networking.

Less common ground, common interests.

Adapt the Canadian workplace culture; adapt diverse workplace culture.

Lack of confidence – afraid to speak up!

Decision making & Problem solving Emphasis on Team spirit. “If I don’t

join, I feel bad! I don’t want to be single out!

25%: Not a problem. Original country has

similar culture. I’m prepared. Work experience with

foreign company and international company.

How long does it take you to adapt into the Canadian Work Place

Culture?

Under 1 year: 55%

1-3 years: 30% Others: 10%

(including those who said they are still learning and still working.)

This target group is already in the workplace. The majority said they could fit in. Canadian workplace is less stressful and competitive.

However, we cannot ignore those who are unemployed, and not yet entered into the Canadian workforce

How did you face the challenges?

Be open and take initiative.

Build positive relationship with boss and co-worker.

Ask for help and support! Able to ask, ask Boss and supervisor as needed.

Make more Canadian born friends.

Try to come out. Learn and adapt.

Asian culture: Try hard! Work hard! This is the way they cope with the challenges.

Copy the way other worker make thing.

Try to mingle with co-worker.

Assimilation. Immigrant workers need

time to “learn the ropes”, learn how things function.

What is your suggestions to improve the situation?

Immigrant Worker: learn the language; ask for mentor (about the job, Canadian workplace culture & the Canadian way.)

Ask, ask, ask. Learn and develop common topics, interests, such as

read the 24 Hours Daily News. Government, Business and Immigrant Service

Organizations provide assistance and support to help integration. Such as Canadian Workplace Culture workshops, Company organize “Cultural Night”.

Networking. Do more volunteering. Intern, Job Mentoring Program. Talk to peers, co-workers, share something in common. To avoid offending people or being offended, Mediator

can help! Ideally, effective management in most cases, can able to resolve most situations.

What is your understanding about Canadian Work Place Culture?

70 %: The majority said to have some ideas about this.

18 % not sure or understand about what is “Canadian workplace culture” (The White rule, hard to describe)

If you ask 100 people, you may get 100 different answers!

It can be interpreted in two groups: White collar and blue collar).

Some said, “Not fair!”

Honest, open. Caring, humane and

tolerant Friendly and fair. Freedom to express ideas. Opportunity, equity. Work/Life balance. Diversity Respect Relax, Laid-back. Global village in the 21st

Century

Analysis & Interpretation What is Canadian Work

place Culture? Canada is a nation of

immigrants, all with different educational and cultural background

Cross culture competency:

Knowledge: Predominant culture + different view+ Canadian way.Attitude: OpenSkills: increase confidence in social and career related interaction skills

In this survey, we can see the different, yet complementary.

These difference vary for different people, and the way/time they adapt are different.

More outside, more to learn and adapt.

Speaking English and communicating English is different.

Open and sharing have beneficial impact on our global village in the 21st century.

Start from ME.

Workplace Communication: Communication is a major barrier Not talking about learning formal English informal language: ask for clarification,

common topics & common interests, understand Canadian jokes and idioms

Willingness to learn & adapt – If you are in Rome, act like a Roman.

Recommendations for Immigrant Workers


Training in Workplace Culture: Decision Making Problem Solving Skills In and Out of Office Networking Assertiveness


Accent Reduction The effect of mother tongue Blend in

Cultural Awareness Training: Management act as a mediator

to resolve situation Management becomes more

culturally aware, culturally sensitive and culturally competent

Recommendations for Employers/Supervisors

Cultural Day: Learn the culture of other colleaguesMentor in the Workplace: Matching a new employee with an

existing employeeOpen Door Policy: Employees came from countries with

deeply entrenched hierarchical structure Come to me anytime


Informal Communication: Catch Up Lunch, One-On-One Chat with Manager, Friday Treat


Job Finding Club: “White Collar” workplace more

positive comments “Blue Collar” workplace more

negative comments Longer Job Finding Club including

Lifeskills Workshops

Recommendations for Career Practitioners

Lifeskill Workshops: self-esteem, labour standards and human

rights, conflict resolutions etc.


Career Practitioner Training Incorporate Canadian Workplace

Culture into the Career Development Practitioner Training curriculum


Pre Landing Services Supports the settlement, adaptation

and integration of overseas skilled workers

Clients linked to specific workshops with topics including labour market information, foreign credential recognition, and Canadian workplace culture to enhance the new worker’s ability to integrate into our workplace

Recommendations for Policy Makers/Government/Service Providers

Training Incentives for Employers:

Provides training funds to employers to encourage them to train immigrant workers to adapt

Different components to choose from


Job Mentoring Program/Internship Program

Focus on job place adaptationConference/Forum: Organize conference/forum to

further explore what is the Canadian Workplace Culture


Helping immigrant workers’ to adapt to the new Canadian Workplace Culture is everyone’s business.

Recommendations

Conclusions

1. There is no one single Canadian Workplace Culture (CWC). However, the workers have indicated a common wish of what the workplace should be, we are in the process of building up this CWC, a unique CWC is achievable.

Conclusions

2, The need for further study in this area. in-depth investigation, i.e. cross tabulation, comparison of years in Canada, work experience, industry, position, ethnic background, more information can be identified.

Conclusions

3. In general workers are very positive about the Canadian workplace. This confirms our belief that Canada is good place to work. However, there are comments of “not fair” from the blue collars workers. Their voice should be heard and attention should be made to solve their difficulties and discontents.

4. Current practice and focus is too middle class value, and focus is more on the professionals / white collars. Programs, service delivery methods, etc. should also be gear towards to those working in factory, farms, i.e. non-professional job.

Conclusions