Restoring Hope: Responding to Career Concerns of Immigrant Clients
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Restoring Hope: Responding to Career Concerns of Immigrant Clients
Tatjana Elez
University of British Columbia
Abstract mer of 1996, welcomed by the career in Marriage and Family
smiling faces of my husband and Therapy, and a couple of chil-
Immigrants, whose career a few close friends. It felt good to dren, I am currently completing
path is often different from the reunite, and we were happy that PhD studies in counseling psy-
one described in traditional ca- the bureaucratic procedure that chology. Now in my forties, I can
reer theory, compose a large por- included extensive paperwork, finally see a possibility of prac-
tion of the work force. As a medical exams, and a long wait ticing in my chosen field again.
result, a modified career theory was finally over. Prior to migra- This prospect is exciting and
and career counseling strategies tion, I graduated from the Uni- scary, as I have struggled be-
that respond to this population’s versity of Belgrade and worked tween letting go and holding onto
specific circumstances are for several years as a psycholo- my identity as a psychologist in
needed. In this paper, issues in gist in a hospital. I made a deci- the past sixteen years.
immigrant career transition are sion to migrate in order to join A number of privileges
described, including barriers that my husband who had left the along this path enabled me to ar-
interfere with the transition country due to circumstances of rive at this point, privileges that
process and factors that con- war. According to professional many immigrants are not so for-
tribute to its success. Immigrants and administrative definitions, I tunate to have. This included
face many intra-individual, rela- was a voluntary migrant who had white skin, physical ability, edu-
tional, and contextual level barri- met the requirements of educa- cation, English proficiency, belief
ers along with challenges of tion and language proficiency in my capacity to succeed, eco-
cultural adaptation. Successful outlined in the Canadian immi- nomically self-reliant community
transition relies on factors within gration guidelines. At the time left behind, familiarity with Euro-
the individual, such as adaptabil- this decision was made, my coun- pean cultures and traditions, and
ity and hardiness, and also on re- try was falling apart under the strong support of my husband.
lational and systemic supports, pressures of war that had brought Without these privileges, my cur-
such as family, language pro- upon us economic sanctions and rent education would likely have
grams, and government spon- consequent poverty. As a young not been an option.
sored organizations. Suggestions adult, I was not only facing inse- The notion of migration is
for counselling practice are of- curities of my country’s economic frequently romanticized and as-
fered, derived from a multi- collapse, but was also dealing sociated with images of a better
leveled interactive conceptual with adversities of war and isola- life, safety, and increased access
framework. Interventions tailored tion, including separation from to economic and occupational re-
to address individual, relational my husband and his forced mi- sources. In the hope of a better
and contextual levels are pre- gration to North America. future for their families and
sented, with an emphasis on so- Like many professionals themselves, immigrants leave
cial justice interventions that are trained in other countries, I lost homelands and arrive at new
seldom discussed in psychologi- the rights to practice as a psy- landscapes where they have to
cal literature. The author presents chologist in Canada and em- build lives, establish careers, and
a part of her own experience to barked on a long path towards find ways to adapt. After an ini-
illustrate the issues. re-establishing career that I per- tial sense of relief, many immi-
ceived to be a crucial part of my grants find themselves struggling
I arrived at the Winnipeg identity. After a few jobs taken in with a difficult transition in
International Airport in the sum- order to survive, a degree and which vocational obstacles fre-
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13 Number 1, 2014Strategies in Immigrant Career Counselling
33
quently serve as a major source published in a recent twenty year try play in career transition of im-
of stress (Yakushko, Backhaus, period address immigrants’ ca- migrants. Career can be a signifi-
Watson, Ngaruiya & Gonzalez, reer development. This is surpris- cant source of empowerment in
2008; Yakushko, Watson & ing, considering that numbers of the new country through creating
Thompson, 2008). Challenges immigrants have been steadily in- opportunities to learn about the
often include unemployment, un- creasing in North America in the culture and language (Yakushko,
deremployment, loss of previ- past few decades. Backhaus, Watson, Ngaruiya &
ously held professional The purpose of this paper Gonzalez, 2008), providing a
credentials, and professional sta- is to outline issues that the immi- sense of meaning, decreasing so-
tus, change from professional to grant population faces in their cial isolation, and defining status
service and manual labour, ex- process of career transitioning and identity (Aycan & Berry,
tended work hours, and lengthy and to offer practical suggestions 1996; Ishiyama, 1995). Aycan
periods of time away from fami- for career counsellors working and Berry (1996) found that du-
lies (Pope, Cheng, & Leong, with immigrant clients. Labels, ration of unemployment and cur-
1998; Yakushko, Backhaus, Wat- such as immigrants, can be harm- rent employment status have
son, Ngaruiya & Gonzalez, 2008; ful and it is necessary to clearly critical implications for well-
Yeh, Kim, Pituc & Atkins, 2008; define this term. While acknowl- being and adaptation of immi-
Yost & Lucas, 2002). Research edging her own ambivalence grants. The decline in
indicates that over one half of the about the term immigrant, the au- employment status and difficulty
recent Canadian immigrants does thor maintained this terminology regaining or achieving upward
not work in their specialized pro- for the sake of consistency with mobility have been found to in-
fessional field after immigration, existing literature. Immigrants crease acculturation stress, result-
despite being highly qualified. are considered to be voluntary ing in negative self-concept,
They earn less, are more likely migrants whose decision to move alienation from the society, and
unemployed and underemployed, is mainly motivated by eco- adaptation difficulties (Aycan &
and have a limited perspective nomic, social, and familial fac- Berry, 1996). Other scholars sug-
for career advancement (Chen, tors, and are generally able to gest that unemployment, eco-
2008). return to their countries of origin nomic hardship, and job demands
Immigrant career path is if they choose to (Yakushko, constitute major factors con-
often different from that of per- Watson & Thompson, 2008; Yost, tributing to depression, anxiety,
sons who grew up exposed to ca- 2002). and mental illness in the immi-
reer discourses typically grant population (Ishiyama,
described in traditional career The Experience of Career 1995; Yakushko, Backhaus, Wat-
theories (Holland, 1997; Super, Transition in Immigrants son, Ngaruiya & Gonzalez,
1957). Career counselling with 2008). These factors not only af-
immigrant clients requires under- In spite of the significant fect individual migrants, but also
standing of this population’s relationship between unemploy- have a significant impact on their
unique and complex circum- ment/underemployment and relationships and family dynam-
stances, and a set of practical health, largely established in the ics, causing intergenerational
tools specifically tailored to ad- general population, little is conflict and transforming family
dress issues of immigrant career known about the impact of career roles (Pope, Cheng & Leong,
development. Unfortunately, psy- transition on immigrant health 1998; Yakushko, Backhaus, Wat-
chological knowledge regarding and well being (Aycan & Berry, son, Ngaruiya & Gonzalez,
career experiences of immigrants 1996). Psychological literature 2008;Yost & Lucas, 2002).
is relatively sparse. In their re- has yet to provide information Asanin Dean & Wilson (2009)
view of four major professional about the role employment below identify three main pathways
career related journals, Flores, the level of one’s educational through which employment/un-
Hsieh and Chiao (2011) found preparation and additional chal- deremployment affects mental
that only 0.01% of all articles lenges of adaption to a new coun- health of immigrants. First, lack
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13, Number 1, 2014Strategies in Immigrant Career Counselling
34
of income is particularly impor- education and being relatively Ngaruiya & Gonzalez (2008)
tant for those in the position of proficient in English, we were classify barriers into individual,
supporting their families. Second, equipped with privileges that group, and contextual. Group and
immigrants experience de- would allow us to complete the contextual level barriers signifi-
skilling, or a loss of skills previ- required training and re-claim cantly overlap and will be con-
ously acquired through education occupational rights. We did not sidered together. In addition, the
and work, due to their inability to have an obligation to support author believes that it is impor-
continue in their chosen career. children, although for several tant to consider the influence of
Third, identities tied to one’s role years during the war we sent significant relationships in immi-
of a breadwinner, a professional, money to our family members grant career transition.
or a person employed in the soci- who stayed behind. As I at-
ety are lost, which results in a tempted to enroll as a graduate Intra-individual
significant degradation of social psychology student, I learned barriers. Barriers in immigrant
status. about financial pressures, GRE career transition, most commonly
Most of the existing liter- requirements, and the need to described in psychological litera-
ature on immigrant career transi- study materials very similar to ture, could be classified as indi-
tion focuses on barriers that what I had already learned back vidual level barriers. This
immigrants face in their attempt home. The cost of the application includes language proficiency is-
to establish a career in the host for multiple training sites, and tu- sues (Amundson, Yeung, Sun,
country and on associated chal- ition for years of graduate train- Chan & Cheng, 2011; Aycan &
lenges. Consistent with contem- ing in psychology were way Berry, 1996; Ishiyama, 1989;
porary career theory that suggests above what was affordable. As Leong & Serafica, 1995; Ma &
a view of career as inseparable new immigrants, we could not Yeh, 2010; Yost & Lucas, 2002;),
from general life and personal move to another Canadian city or individual differences in cultural
concerns (Krumboltz, 1993; to the US to study. The GRE test adjustment (Lee & Westwood,
Pope, Cheng & Leong, 1998; that was designed for native Eng- 1996; Aycan & Berry, 1996), un-
Savickas, 2009; Super, 1993), lish speakers seemed impossible realistic expectations prior to mi-
immigrant career transition is to pass. My path to becoming a gration (Lee & Westwood, 1996),
often described in the context of graduate student in my chosen and lack of job finding tech-
a larger adaptation process. field was engulfed by insur- niques (Westwood & Ishiyama,
mountable financial and systemic 1991). Other intra-individual bar-
Barriers Affecting Immigrant obstacles. This experience was riers that have been described are
Career Transition devastating, as my options for re- lack of knowledge regarding the
claiming this significant part of labour market and the commu-
After a long wait and sep- my identity seemed very limited. nity, no clear and feasible career
aration from my husband, I was The future of my career appeared goals, lack of awareness of serv-
happy to sign any documents at bleak. ices (Amundson, Yeung, Sun,
the Canadian Embassy that Many barriers that delay Chan & Cheng, 2011), difficulty
would allow us to move on with immigrant integration into the in self-validation (Ishiyama,
our lives. I was warned that I work force and significantly af- 1995), skills, education, emo-
might not be able to practice as a fect career transition have been tional and cognitive challenges
psychologist in Canada, but ca- identified. Research demonstrates (Koert, Borgen & Amundson,
reer was not my primary concern that educational and career barri- 2011). Personal characteristics
at the time. I was in my late twen- ers that are encountered become such as age, gender, and marital
ties, and my plan was to re-train internalized into immigrants’ be- status can also enable or slow
in order to eventually re-claim lief system consequently limiting down immigrant career transition
my professional identity. As a career aspirations (Jackson, Ka- (Yost & Lucas, 2002). Intra-indi-
young couple without children, canski, Rust & Beck, 2006). vidual focus, typical within the
having a considerable level of Yakushko, Backhaus, Watson, psychological discipline, offers
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13 Number 1, 2014Strategies in Immigrant Career Counselling
35
strategies for improving immi- by realities of our capitalist soci- have a significant impact on the
grant career transition through re- ety. Long working hours, time immigrants’ transition, negate the
moval of intrapersonal obstacles away from the family, and low concept of linear individual ca-
and through increased adjustment paying jobs become obstacles to reer development, implied in tra-
to the new culture. These strate- language or educational advance- ditional career theory (Holland,
gies mostly focus on learning ment (Ma & Yeh, 2010; 1997; Supper, 1980). According
new skills and on developing a Yakushko, Backhaus, Watson, to Stableton (2007), contextual
level of flexibility necessary for Ngaruiya & Gonzalez, 2008). factors are “any events or cir-
career adjustment, often involv- Due to financial pressures of sup- cumstances that have an impact
ing a career change. For example, porting families in the new coun- on an individual’s life-career” (p.
career counsellors can help try and the ones left behind, 293). Circumstances such as flee-
clients look for ways to many immigrants are unable to ing one’s country of origin, polit-
strengthen language skills, retrain take language classes (Flores et ical oppression, history, labour
(Lee & Westwood, 1996), de- al., 2011; Yost & Lucas, 2002). laws, natural disasters, violence
velop efficient self-validation Re-training is not an option for and poverty are examples of such
strategies (Ishiyama, 1995), re- many immigrant professionals, contextual factors. The author ar-
hearse mock job interviews (Ma due to systemic obstacles that are gues that our understanding of
& Yeh, 2010), and enhance per- outside the boundaries of their career development needs to take
sonal skills such as hardiness power. According to Bauder into account the role of family,
(Koert, Borgen & Amundson, (2003), immigrant labour has community, history, socio-cul-
2011). Limited findings indicate been systematically devalued tural, and political circumstances
that there is an increase in status through regulatory institutions’ influencing one’s career (Stable-
and earnings over time, as a re- active exclusion of immigrants ton, 2007).
sult of language skill develop- from the upper segments of the The contextual lens has
ment and expanded familiarity labour market. As professional been widely acknowledged in
with cultural and business related associations, regulatory bodies, contemporary career theory that
practices (Aycan & Berry, 1996). and employers give preference to calls attention to variables ex-
Although it offers helpful native born and educated work- tending far beyond the individual
tools to career counsellors, a pure ers, access to the most highly de- experience (Blustein, Palladino,
intra-individual approach may sired occupations is Schultheiss, & Flum, 2004; Har-
not be sufficient for understand- systematically denied to immi- tung & Blustein, 2002; Pryor &
ing the career transition experi- grants, resulting in eventual loss Bright 2009; Richardson, in
ence of immigrant clients. Career of skill, or de-skilling. Migrants press; Young, Valach & Collin,
transition does not happen in iso- whose foreign education and cre- 2002). Although these contempo-
lation, and is embedded in a dentials are not recognized in the rary theorists significantly differ
larger network of relationships, host country are often limited in in their approach to career, most
society, and culture that enables access to employment due to the modern conceptualizations of ca-
or thwarts individual attempts. differential assessment of their reer development call attention to
Hartung and Blustein (2002) sug- credentials and work experience trends of globalization, and the
gest that a career decision mak- (Bauder, 2003). For many such changing nature of labour market
ing model should incorporate migrants, the path towards re-es- and work contexts. Modern so-
differences not only in individual tablishing the original career and cial trends, which affect career
decision making styles, but also related occupational and social development of all society mem-
in one’s access to social and eco- status is very long and extremely bers, are especially salient for im-
nomic opportunities. In spite difficult (Chen, 2008). migrants who, by definition,
being aware of the fact that they change life and work contexts
need to improve their language Relationship, group, and through migration.
skills or retrain, many immi- context level barriers. Unpre- The effect of relational
grants are limited in their efforts dictable contextual factors, which variables on career development
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13, Number 1, 2014Strategies in Immigrant Career Counselling
36
has been demonstrated in litera- unfamiliarity with cultural norms in the country of origin and in the
ture on social support. Relational resulting in a need to negotiate receiving country (Bauder, 2003).
support from family and others cultures. It has been demon- According to Asanin Dean &
are critical factors in promoting strated that the impact of these Wilson (2007), fifty five percent
academic success and career as- challenges lessens with cultural of skilled immigrants in Ontario
piration of immigrant youth immersion and expanded experi- who are able to find work within
(Jackson, Kacanski, Rust & ence (Aycan & Berry, 1996; the first six months in the country
Back, 2006). Government spon- Chen, 2008). do so outside of their field of ex-
sored support systems and com- Other systemic barriers, pertise, mostly accepting part
munity resources have been however, are much more difficult time jobs. The phenomenon of
identified as helpful factors in to overcome. Requirements of de-skilling exacerbates health
immigrant career success (Koert, Canadian credentials and “Cana- problems not only for the indi-
Borgen & Amundson, 2011), dian experience” place newcom- vidual migrants but also for their
while absence of such supports ers in a no-win position, families (Asanin Dean & Wilson,
can be major impeding factors in systematically devaluing knowl- 2007).
immigrant career transition. edge, experience, and human and Another source of sys-
Group and contextual bar- cultural capital that immigrants temic barriers is related to the
riers that have been described in bring to their new country host culture’s attitudes towards
the literature include cultural val- (Bauder, 2003; Chen, 2008). “In immigrants and related oppres-
ues, immigration status, experi- most cases, foreign-earned cre- sive practices. Immigrants can be
ences of oppression and dentials and qualifications be- seen as competitors in the labour
discrimination (Ma & Yeh, 2010; come invalid in Canada, leading market, as intruders in one’s terri-
Yakushko, Backhaus, Watson, to a total loss of previous profes- tory, or as difficult to interact
Ngaruiya & Gonzalez, 2008), sional status and/or a re-qualifi- with (Lee & Westwood, 1996).
strain on family roles, separation cation process that requires a Yakushko, Watson & Thompson
from the family left behind, and huge amount of time, energy, and (2008) suggest that oppression,
loss of support networks (Flores money” (Chen, 2008, p. 430). In rooted in racism, sexism, xeno-
et al., 2011). Aycan and Berry addition, newcomers are often phobia, and poverty, is one of the
(1996) identify four major barri- misinformed that their profes- major sources of stress faced by
ers that delay integration of im- sional credentials will be valued immigrants. According to
migrants into the work force in in the host country (Neault, Ishiyama (1995), immigrants
Canada. These barriers include 2005). Recognition of profes- often face invalidating experi-
lack of recognition of occupa- sional qualifications is a jurisdic- ences related to loss of identity,
tional accreditation and educa- tion of regulatory professional role, sense of competence, and
tion; the requirement for foreign bodies, such as colleges of physi- status while lacking validating
trained candidates to take occu- cians, teachers, psychologists, community. As they leave behind
pation specific tests that are very and engineers, which require large parts of community that
demanding, expensive, culturally Canadian-earned education and used to act as a powerful buffer
biased and unfairly administered; work experience that most immi- in stressful situations (Lazarus &
inadequate language training; and grants do not posses. Immigrants Folkman, 1984), the need for a
“Canadian work experience”. can gain “Canadian experience” validating community becomes
Chen (2008) argues that through accepting labour below even more prominent.
unfamiliarity with the new cul- one’s level of educational prepa- The current state of the
ture is one of the major chal- ration and work experience. As labour market, characterized by
lenges in immigrant life-career their expertise acquired in the unpredictable workforce opportu-
transition. In addition to job-spe- country of origin eventually di- nities and lower earning poten-
cific skills, immigrants often ex- minishes, accepting such jobs tial, is a significant contextual
perience issues in cross-cultural leads to de-skilling and loss of factor that immigrants are faced
adjustment, culture shock, and cultural and human capital both with (Koert, Borgen & Amund-
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13 Number 1, 2014Strategies in Immigrant Career Counselling
37
son, 2011). In today’s unstable powerlessness, and anxiety about and conflict regarding cultural
economy, immigrants have a dif- our future. differences (Ishiyama, 1995).
ficult time securing employment As the notion of career is Another concept com-
and also face severe discrimina- inseparable from general life and monly used in the literature is ac-
tion. personal concerns (Krumboltz, culturation, a set of phenomena
1993; Super, 1993; Savickas et that result when a person from a
Barriers stemming from al., 2009), career transition expe- certain culture comes into contin-
challenges of cultural rience of immigrants needs to be uous first-hand contact with an-
adaptation. In the first year viewed in the context of their ex- other culture, including
after immigration, I found myself perience adapting in the new subsequent changes in the origi-
mourning numerous losses – loss country. According to Chen nal culture patterns (Berry, 1997).
of familiar language, scenery and (2008), “many immigrants gradu- Similarly to other above de-
smells, loss of occupation and ally gain a real sense of settling scribed concepts, the concept of
status, loss of cultural and family down only after they have rebuilt acculturation often implies a uni-
rituals, and, most of all, loss of their vocational life” (p. 428). directional nature of change re-
the relationship network that The quality of transitional experi- sulting from cultural interaction
used to provide support and en- ence in other aspects of personal and can be problematic as such.
velop my experience with mean- and social lives significantly de- It is implied that an acculturated
ing. A sudden shift to becoming pends on the quality of career individual is the one who has
a minority group member, a per- transition (Chen, 2008). made changes necessary to fit
son with a foreign accent, and a Migration related phe- into the dominant culture’s sys-
professional whose education nomena that are considered to be tem even if this is done at a detri-
and experience were not recog- significant obstacles to career ad- ment to her/his own well being.
nized resulted in feelings of pow- justment are culture shock (Chen, An immigrant employed below
erlessness. Our priority was to 2008; Yost & Lucas, 2002), ac- her/his level of preparation, in
survive economically and psy- culturation stress (Berry, 1997), order to support her/his family,
chologically, so my husband and immigration stress (Yakushko, could be seen as acculturated re-
I secured employment below the Backhaus, Watson, Ngaruiya & gardless of the impact her/his oc-
level of our education that paid a Gonzalez, 2008; Yakushko, Wat- cupational situation has on
minimum wage. Some job search- son & Thompson, 2008), and cul- her/his health and career. In this
ing strategies seemed strange, as tural dislocation (Ishiyama, context, the concept of accultura-
marketing one’s skills and em- 1995). Culture shock is defined tion can further reinforce circum-
phasizing one’s accomplishments as anxiety caused from contact stances that unjustly disempower
were contrary to humility that with a new and unknown culture, an immigrant population.
was valued in our culture. We resulting in feelings of confusion, In understanding immi-
had to learn much in respect to loss, and powerlessness that fol- grant career transition experi-
the job market, educational sys- low the loss of familiar cultural ence, it is important to consider
tem, and re-training opportuni- cues and social norms (Oberg, pre-migration, migration, and
ties. In addition to separation 1960). Concepts of acculturation post-migration sources of stress
from family and friends who stress and immigration stress and validation (Mock, 1998).
stayed behind, realization that we draw attention to pressures im- Pre-migration circumstances may
might not be able to re-claim our posed on internal resources in include involuntary migration,
previous occupations was very coping with the new environ- (un)available support, expecta-
painful. Even though we were ment. Cultural dislocation is a tions, losses, reversibility of the
willing to “re-train” and be- subjective experience of feeling move, experiences of threat, and
lieved we had the capacity to do displaced in a given socio-cul- pre-migration trauma. Migration
so, obstacles to receiving educa- tural environment, stemming and post-migration stressors may
tion in the new country further from a lack of validation of self, include stress of relocation, im-
contributed to a sense of loss, feelings of cultural uprootedness, migration status, acculturation
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13, Number 1, 2014Strategies in Immigrant Career Counselling
38
stress, relational stress, loss of comers and the new country. By Although it is important
social status and social contact, not doing so, counsellors risk to name and describe barriers that
and oppression (Yakushko, Wat- helping clients adjust to unjust stand in the way of immigrant ca-
son & Thompson, 2008). It is im- situations, which may be the reer transition, viewing this
portant to note that the source of the clients’ problems in group only through the lens of
relationship between adaptational the first place (Waldegrave, challenge further contributes to
stressors and career transition 2005). stereotyping and discrimination.
process is bi-directional. While In spite of obstacles, many immi-
adaptation stressors may interfere Success Stories: Helpful grants are successful in accom-
with career transition, successful Factors in Immigrant Career plishing life and career goals.
career transition aids cultural Transition With the focus on deficit in the
adaptation in the new country psychological literature,
(Chen, 2008). I consider mine to be a strengths, resilience, and commu-
Bhatia and Ram (2009) success story, replete with obsta- nity networks are often disre-
argue for a fluid and politicized cles, persistent effort, belief in my garded (Yakushko, Watson &
understanding of immigrant iden- capacity to be a psychologist, Thompson, 2008), and factors
tity, calling for a shift from con- and with plenty of support along that contribute to successful
ceptualizing acculturation and the way. This was not a straight- adaptation are neglected in re-
immigrant identity as an individ- forward path. I have made a “de- search. A small body of recently
ual process to a broader contex- tour”, acquiring a Master’s emerging literature has shed light
tual and political phenomenon. Degree in Marriage and Family on successful cultural and career
According to these authors, iden- Therapy, in a program where my adaptation in immigrants. In a
tity should not be defined in skills were recognized and my study examining factors that
terms of fixed absolute essences contributions were valued. I was helped and hindered successful
but rather as a creation of cultural lucky to come across mentors and coping with work related chal-
discourses, history, and power. colleagues who saw my potential lenges of immigrant women,
Cultural identity is about “posi- and supported my pursuit in be- Koert, Borgen and Amundson
tioning” – it is situated in histori- coming established in the field of (2001) identified a range of help-
cal context, bound up in a set of family therapy. I was also fortu- ful internal and external factors.
political positions and entails ne- nate to have a very supportive Internal factors described by suc-
gotiation, dislocation and conflict partner who stood by me during cessful immigrant women were
(Bhatia & Ram, 2009). In con- a long adaptation period. With beliefs, traits, values, inner
ceptualizing issues that immi- new confidence, experience, and strength, resilience, active search
grants face in the process of excellent references, I found the for skills and resources, and self-
cultural interchange, the field of courage to apply to a PhD pro- care. The external factors in-
career counselling needs a bi-di- gram in counselling psychology cluded relationships and support
rectional understanding of this and was accepted. Once again, I from family, friends, community,
process. Considering that both found myself fortunate to have religious groups, government and
immigrants and their new context my potential recognized by my community resources, and char-
change as a result of the intercul- new PhD program. Fourteen acteristics of the work environ-
tural exchange, it would be help- years after immigration, I was on ment such as positive interaction,
ful to examine how the new my way to reclaiming my long training, orientation, flexibility,
environment can provide optimal lost professional identity. In my and team-work (Koert, Borgen &
conditions for adaptation. In ad- ten-year career as a family thera- Amundson, 2011). Another study
dition to helping clients adjust to pist, I have had the honour of of the transition experience of
their new cultures, counsellors witnessing many similar stories successful Chinese immigrants
can advocate for changes in the and was amazed by resourceful- indicated four major success fac-
new culture that will result in op- ness and resilience of many suc- tors: 1. Having a positive attitude
timal benefits for both the new- cessful immigrant clients. and personality; 2. Skills and re-
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13 Number 1, 2014Strategies in Immigrant Career Counselling
39
source development; 3. Educa- selling with the immigrant popu- tion process of this population
tion and work experience back- lation can be conceptualized as: needs to be rooted in an integra-
ground; and 4. Community and 1. Helping clients cope with loss, tive approach that takes into con-
family support (Amundson, ambiguity, and unjust socio-polit- sideration intrapersonal,
Yeung, Cun, Chen & Cheng, ical situations; 2. Establishing relational, and larger contextual
2011). In a study on academic and/or strengthening factors help- levels. In the context of career
success and career aspirations of ful in a successful career transi- theory, this means going beyond
immigrant youth, Jackson, Ka- tion; and 3. Removing contextual integration of personal and career
canski, Rust & Back (2006) barriers that hinder successful ca- issues (Krumboltz, 1993; Super,
found that contextual supports, reer transition. Various types of 1993), in order to intervene on
particularly relational support strategies can be used to work to- the level of relationships and
from family and others were crit- wards these goals. To help clients contexts that individuals are em-
ical factors in promoting aca- cope with loss, ambiguity, and bedded in (Blustein, 2001; Blus-
demic success and career unjust situations, strategies such tein, McWhirter & Perry, 2005).
aspiration. as listening, acknowledging, It also requires abandoning the
Even though the studies naming, raising consciousness, unidirectional model of career
described above may be limited and collaboration in challenging and cultural adaptation, and re-
as they reflect values of the cul- unjust situations can be used. Fo- placing it with a dynamic interac-
tures of their participants, they cusing on factors helpful in ca- tional model. The following
consistently demonstrate that im- reer transition, counsellors can diagram illustrates a model for
migrant career transition needs to use interventions aimed at foster- understanding career transition of
be approached from a multi- ing resiliency or hardiness. To re- immigrants that is both contex-
leveled and holistic perspective. move the contextual barriers, tual and interactional. This inte-
In addition to attitude, personal- strategies of advocating, educa- grative conceptual framework
ity, skills, and resiliency, factors tion, and research can be used. draws from the ecological model
such as relationships, government To accomplish these of human development (Brofen-
sponsored support systems, and goals, career counsellors need to brenner, 1979), applications of
community resources have also obtain a thorough understanding which have been recommended
been identified as helpful in suc- of this population’s concerns, pay in counselling of immigrant pop-
cessful career transition. This re- attention to how their own expe- ulations (Yakushko & Chronister,
search indicates importance of riences and cultural heritage 2005), and from the systems the-
internal, relational, and contex- shape this understanding, remain ory of career counselling de-
tual factors in successful career a high degree of openness, and scribed by McMahon and Patton
transition. use appropriate interventions. (2006).
As illustrated in Figure 1.,
Suggestions for Counselling Establishing a More Complex career is embedded in a larger
Practice Picture context of personality and indi-
vidual’s life, a network of rela-
Based on the issues iden- The experience of career tionships, and a larger
tified in career transition, career transition in immigrants is influ- cultural-socio-political context.
counselling can be tailored to ad- enced by a number of factors Changes and events on each level
dress challenges and support im- functioning on intrapersonal, re- affect all other levels and may aid
migrant efforts towards their lational, and contextual levels. or hinder career transition.
chosen career goals. This is a multidirectional process The individual level con-
and affects not only the individ- tains information regarding per-
Goals of Career Counselling ual in transition, but also relation- sonal and career aspirations,
with Immigrants ships, groups, and systems that experience of career transition,
she/he is a part of. A deeper un- educational and professional ac-
The goals of career coun- derstanding of the career transi- complishments pre migration,
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13, Number 1, 2014Strategies in Immigrant Career Counselling
40
this multileveled interactive
framework can offer tools for in-
tervening on each level.
politics, econom
omyy, labour
market, war, persecution,
discriminaiton,
colonialism, racism,
sexism, cultural values
Individual Level Interventions
family, partn
tneer, fr
friends,
Most career counselling
community approaches primarily rely on in-
dividual quantitative and qualita-
tive assessment and counselling
tools description of which can be
lifee, personality,
lif
individual adaptatatio
tion
found elsewhere (Amundson,
Harris-Bowlsbey & Niles, 2009;
Brott, 2004; Campbell & Ungar,
2004; McIlveen, McGregor-
Bayne, Alcock & Hjertum, 2003;
McMahon & Patton, 2002). De-
career
pending on the client’s unique
circumstances, a career counsel-
lor can draw from a number of
interventions, such as question-
naires, inventories, behavioural
observation, interview, autobiog-
Figure 1. Integrative Interactional Model of Career Transition raphy and biography, games, card
(in)validation of career related lishing new relationships and sorts, life line, life role circles,
achievements in the new country, strengthening one’s community the goal map, and many other.
and feelings of loss and grief. Ca- of support may be a crucial part These tools may be useful in
reer related exploration needs to of the career transition process. identifying intra-individual
be placed in the context of the The contextual level con- strengths and growing edges, and
person’s life experiences, strug- tains predictable and unpre- in building skills, attitudes, and
gles, goals, and dreams. This dictable factors (Pryor & Bright, personality factors helpful in im-
might mean exploring the mean- 2009), including career related migrant career transition. For ex-
ing of career in the client’s indi- cultural norms and values, social ample, strategies aimed at
vidual and cultural environments, identity, ethnic and other commu- increasing the level of resiliency
examining how it relates to a nities, school system, govern- and hardiness, such as portfolios
sense of identity, and where it fits ment, helping agencies, medical, (Borgen, Amundson & Reuter,
in the larger context of one’s and school system. It is charac- 2004), or career narratives
past, present, and future. terized by culturally defined con- (Campbell & Ungar, 2004) can
The relational level in- structs such as gender, and be used.
volves changes in family and experiences of oppression and Literature on immigrant
community functioning related to discrimination related to clients’ career counselling suggests indi-
migration and career transition. various social locations. War, vidually focused strategies such
Consideration of this level may exile, voluntary or involuntary as pre-departure preparation, dis-
include family loyalty, interper- nature of migration, and range of cussion of culture shock, learning
sonal connections, those left be- options available are also signifi- about local labour market, in-
hind, those that the client feels cant contextual factors. creasing language proficiency,
obligated to support, those who In addition to providing a and enhancing work related inter-
offer support to the client, and way of conceptualizing the tran- cultural competences (Amund-
other relational concerns. Estab- sition experience of immigrants, son, Westwood & Prefontaine,
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13 Number 1, 2014Strategies in Immigrant Career Counselling
41
1995; Ma & Yeh, 2010; come the focus of career coun- not enough to acknowledge the
Yakushko, Backhaus, Watson, selling sessions when relevant to loss of unrecognized credentials,
Ngaruiya & Gonzalez, 2008; Yost the client’s career concerns. Sig- discuss it, and help clients con-
& Lucas, 2002). Selected inter- nificant others can be important sider information about training,
ventions need to make sense to witnesses of career experience as suggested by majority of the
clients in their contexts. Clients and competencies for immigrant counselling literature. Consistent
who hold different cultural values clients who have lost professional with the social justice model,
may not benefit from interven- rights in the new country. Using counsellors need to take a step
tions designed in the White the Significant Other Question- beyond helping clients adjust to
Northern American culture, and naire, or discussing how clients the unjust circumstances (Walde-
may appreciate more culturally are being perceived by their sig- grave, 2005), and work towards
relevant tools, such as story- nificant others, can offer a new changing these circumstances to
telling, or community approach perspective on clients’ strengths, create equal opportunities. While
(Stebleton, 2007). abilities, and work experience acknowledgment of the loss of
(Amundson, Westwood & Pre- professional identity and explo-
Relationship Level fontaine, 1995). Successful im- ration of training options are cru-
Interventions migrant role models and cial aspects of counselling (Lee
mentoring programs can also be & Westwood, 1996), it is impor-
For the counselling helpful (Ma & Yeh, 2010). tant to consider a full range of al-
process to be successful, immi- ternatives. This may include
grant clients need to feel valued, Context Level Interventions challenging the system that un-
understood, and supported justly de-skills trained and expe-
(Ishiyama, 1995), which requires The field of career coun- rienced immigrant workers.
a complex combination of cul- selling has been critiqued for a Immigrant workers are a minority
tural, interpersonal, and personal lack of attention to contextual work group that may not always
skills on the part of the counsel- factors and for inaction regarding speak out against poor conditions
lor. In addition to strong coun- issues of social justice (Blustein, that they are facing (Flores et al.,
selling skills, knowledge about McWhriter & Perry, 2005; 2011). Equipped with knowledge
immigrant issues and awareness Hansen, 2003; Hartung & Blus- regarding the impact of discrimi-
of the counsellor’s own cultural tein, 2002; Stebleton, 2007). nation, oppression, and injustice,
assumptions is necessary. Blustein, McWhirter & Perry counsellors can address these is-
Relationship level inter- (2005) suggest that vocational sues through theory and social
ventions can be aimed at helping psychology has a potential to im- action, which requires stepping
clients examine roles and obliga- prove the education and working outside the boundaries of tradi-
tions in families and communi- lives of all people by assuming tional counselling practice. So-
ties, validating their loyalty, and an activist social justice agenda. cial action may involve building
exploring changes in relationship According to Hartung and Blus- relationships with employers, ad-
and family functioning that are tein (2002), a just model of ca- vocating for more accessible
related to their career concerns. reer decision making includes training and hiring practices, con-
Considering the importance of attention to the opportunity struc- ducting workshops for potential
support system in immigrant ture, in addition to differences in employers, training government
transition, strategies can be estab- decision making styles. Counsel- representatives and legislators,
lished for strengthening existing lors should move to action and educating workers on their
social networks, negotiating rela- through partnering with commu- right and responsibilities (Flores
tionships with significant ones nities and other service providers et al., 2011). Other types of ac-
left behind, and building new re- in order to provide integrated in- tion include consultation, com-
lationships. Family roles, inter- tervention programs. munity outreach, program
generational conflict, and In addressing career con- evaluation, and engagement with
intercultural negotiation can be- cerns of immigrant clients, it is teachers, families, clinicians, and
The Canadian Journal of Career Development/Revue canadienne de développement de carrière
Volume 13, Number 1, 2014Strategies in Immigrant Career Counselling
42
administration (Blustein, proaches, be aware of immigrant ways in which the range of op-
McWhriter & Perry, 2005). related issues, or challenge their tions can be expanded; and action
Immigrants are typically own cultural assumptions (Flores, towards challenging systems that
involved with a number of sys- Hsieh & Chiao, 2011; Hansen, strip away identity, knowledge,
tems, such as medical and legal 2003). In order to better equip ca- and power from minority groups,
organizations, language schools, reer counsellors with these skills, such as immigrants. Learning
welfare, childcare programs, and training programs need to include that the counsellor is on their side
ethnic communities. Assuming a materials on affecting social and that change is possible, im-
collaborative approach in which change, immigrant issues, and migrant clients can start re-claim-
these various systems are con- awareness of one’s own cultural ing their power and
nected would help provide a values and related assumptions. re-establishing hope for a better
more integrated holding environ- To offer a comprehensive and fair future.
ment for immigrant clients. service to immigrant clients, Whether a life story is
Counsellors need to be counselling psychology also about success or failure is partly
careful to not narrowly conceptu- needs to recruit more immigrant a matter of interpretation. I con-
alize this group as oppressed and members into its profession and sider mine to be a success story,
helpless (Yakushko, Backhaus, its leadership (Hansen, 2003). although it is also a story about
Watson, Ngaruiya & Gonzalez, loss, struggle, and inability to
2008), but to actively engage im- Conclusion train or practice in my chosen
migrant clients and community field. As many other immigrants,
into partnerships that will help Since immigrants’ hope I have experienced de-skilling
remove barriers standing in the for a better future may be dimin- and am now working towards re-
way of successful career transi- ished by barriers encountered in building some of the skills. Ob-
tion. the new country, career coun- stacles that immigrants face in
selling with this population in- their process of career transition
Counsellor Competencies and volves restoration of hope. With a are enormous. These obstacles
Training Issues sense of hope, an immigrant unnecessarily block us from con-
client will be able to envision tributing our expertise to society,
As a form of counselling, meaningful goals and believe that causing loss of capital, and af-
career counselling of immigrants positive outcomes are likely to fecting our health and well-
requires proficiency in complex occur if specific actions are taken being. A more equal access to
relational and counselling skills. (Niles, Amundson & Neault, employment opportunities would
Career counsellors need to attend 2011). The counselling process not only promote immigrant
to intricacies of working with di- can increase the level of hopeful- health, but would also bring eco-
verse populations (Sue & Sue, ness through several mecha- nomic benefits to their new coun-
2002), potential language issues, nisms. A trusting counselling try.
unfamiliarity with counselling, relationship characterized by a
and different cultural healing true understanding of circum- References
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