How inclusive is New Zealand / Aotearoa towards migrants finding work? Or is it a case of our way or the high way?

Transcription

1 How inclusive is New Zealand / Aotearoa towards migrants finding work? Or is it a case of our way or the high way? A study into the effect of cultural differences on the career development of skilled migrants from Asian countries who are English speakers of other languages (ESOL), seeking work in New Zealand / Aotearoa. A research project submitted to Wellington Institute of Technology (Weltec) in partial fulfilment of Professional Development (Careers) for the Graduate Certificate in Career Theory and Practice. March Jane Orsman Background to Study This study stems from a personal interest as a Career Practitioner employed to provide career planning assistance and advice to predominantly migrants and refugees. It has been observed that many skilled migrants who come from Asian countries and whose English is their second language (ESOL) seem to be struggling to find work in their chosen career field and end up working in unskilled or semi skilled positions. In light of recent media attention with the downturn of the economy, migrant workers are being targeted as a problem and will likely face even more difficulties finding work in New Zealand / Aotearoa. The Press (2008). When examining job search strategies one finds that most migrants seek work through answering advertisements from the newspaper or the Internet. Other job search strategies are then discussed with clients, to explain and encourage them to explore the hidden job market which is responsible for approximately 80% of employment opportunities. This leads on to providing information about informational interviewing. Informational interviewing can be described as a method of researching chosen industries and contacting people working there, to ask questions and build up a better profile of the work involved. It also enables them to build up relationships and further networks that may assist them with their own job finding. However, as there is only a limited time to work with clients, career practitioners rarely get to reflect on how well networking and informational interviewing works for Asian migrants. The research lends itself to consider how inclusive New Zealanders are towards employing these migrants and explores the theme of cultural difference between eastern and western cultures. By exploring these differences, one can then examine how effective is networking and informational interviewing, to increase migrants opportunities to find paid work within their career field. Hypothesis New Zealand / Aotearoa has a westernised and individualist dominant cultural influence which is reflected in career development and job search practises. However, many skilled Asian migrants come from eastern and collectivist cultures and the cultural differences between east and west present issues and barriers for them here in New Zealand /Aotearoa and have had a negative impact on career development of these migrants living in New Zealand / Aotearoa. As a result, many Asian migrants find tapping into the hidden job market through building up networking and informational interviewing very challenging in a New Zealand

2 environment. They would therefore benefit from more active assistance from professionals in career or employment related industries, to take on wider roles of support and involvement including; advocacy, employer education, government policy and job placement. Literature Review There is some New Zealand research and information in regard to ESOL skilled migrants facing issues and barriers when seeking employment in their chosen professions and utilising networking as a proactive method of job search. Podsiadlowski (2006) examines migrants employment issues and cultural diversity in the New Zealand workplace. They interview migrants, employers, recruiters human resource managers and service providers. These interviews give both quantitative and qualitative evidence of the barriers facing ESOL migrants into employment. It also gives some insight as to how some employers, hr managers interview and select staff. This could help when considering how migrants will get on when networking and informational interviewing. Janson and Holmes (2007) present some results of a pilot study into Asian migrants use of professional network building using an online environment. It examines previous research identifying that migrant populations need help in establishing and growing local support networks and takes an Asian centric stance on ways of communication in particular communication with Asian populations. It offered a safe forum for migrants to discuss and provide information about networking in New Zealand. Mason and Lamain (2007) investigate the information seeking behaviour of New Zealand immigrants. It highlights the barriers confronting ESOL migrants when seeking employment and discusses a lack of understanding as to how difficult it would be to find work in New Zealand. Chal (2004) interviewed migrants to find out the effectiveness of career guidance for migrants in New Zealand. Her research outlines differences in how some migrants sought work in their home country compared with New Zealand and the lack of knowledge as to how to seek work in New Zealand, job search strategies here, how to approach employers and how to access services to assist them. The findings also highlight that many of the migrants interviewed, want an agency such as Career Services rapuara to provide a placement service and assistance with finding employment. The New Zealand Immigration Service Pilot Survey Report on Migrant s Experiences of New Zealand (2004) provides information relating to how migrants find their first job in New Zealand. The results show that making direct contact with an employer was the most common way for skilled business migrants to secure their first job and for others, they obtained work equally through friends and relatives and making contact directly with an employer. It also asked what the main factors that helped with finding work were and what were the main difficulties. The Human Rights commission produced Tui Tui Tuituia Race Relations in 2007 which has a section focussed on migrants and refugees and provides some information regarding discrimination in employment. It outlines some statistics highlighting that while Asian people 2

3 were statistically more likely to have a tertiary qualification, they were over represented in unemployment figures if they were recent migrants to New Zealand. The New Kiwis Employer Survey (2006) interviewed 494 businesses and asked what their top three preferences for recruitment were? Their feed back was that language and communication were the main issues when asked what difficulties employers experience, if any, when recruiting migrants. The Wellington Regional Settlement Strategy delves into skills development and employment and issues faced by migrants. There is a section on meeting the challenges and addressing the barriers which discusses how government departments, agencies and organisation can assist with employment issues. Cultural Differences between East and West The main theme that emerged was the cultural differences between eastern and western countries. To understand better how someone seeks career work in eastern countries, it is useful to examine the cultural factors that influence a person s values, beliefs, identity and behaviour. This can give some insight into what is important to them in their career and the factors influencing their job search. Hofstede (2005) discussed cultural differences between nations which include power distance (from high to low) and collectivism versus individualism. Literature pertaining to multicultural Career Counselling McMahon and Arthur (2005) discusses expanding perspectives about multicultural career counselling though integrating theoretical foundations from the System Theory Framework, They discuss that clients presenting issues may be centred on systemic issues and cultural barriers that have an impact on their career development and that from the STF perspective, and look at how career practitioners can view client issues. They raise some interesting challenges to career practitioners to consider taking a stand on issues that adversely affect the development and growth of individuals and clients groups, such as an advocacy role. Byars Winston and Fouad (2006) offer an expanded application of the Culturally Appropriate Career Counselling Model which focuses on career practitioners examining their model of the world and how their own culture may influence how they view clients concerns and the need to develop multicultural awareness. This could include an awareness of client s backgrounds and cultural norms. It offers a seven step plan of action which included asking how do I know that I have been effective? Lim, Winter and Chan (2006) provided two case studies of successful cross cultural interview strategies for recruitment selection and career development. It took into account the rapport building by the interviewer to successfully interview two ESOL migrants. McMahon and Patton (1997) edit a book that outlines the Systems Theory Framework of career development and its application including multicultural considerations in career 3

4 counselling. They also edit (2006) a book that discusses the use of narratives in crosscultural career counselling. Methodology The research involved undertaking a qualitative case study of two skilled migrants who have sought career assistance. The participants both have tertiary qualifications obtained either in New Zealand or overseas, English is their second language and they both come from Asian countries. They have been applying for career work related to their qualifications and have been finding it difficult and discouraging. They have already had two career counselling sessions which included discussing how the hidden job market works, networking and informational interviewing. A qualitative case study approach was decided upon over a quantitative survey for several reasons. First; there is a reasonable amount of quantitative research undertaken in New Zealand regarding the issues ESOL migrants, face when trying to obtain work in New Zealand. Second; embedded into this research is a systems theory approach and collecting qualitative data was considered more appropriate as it allowed the participants to tell their stories about their experiences. The third consideration was that, given the participants being interviewed spoke English as their second language, it was important that both clients understood the questions being asked, so it was better to interview them in person rather than send out a questionnaire via post or . The study and hypothesis was designed around a question this practitioner had raised when reflecting upon her own practise. One aim of this study is to seek better understanding and improve on her practice. Therefore embedded into this study, are elements of action research. The Systems Theory Framework (STF) of career development provided a theoretic base to utilise a holistic method of working with clients. The STF presented a framework that sees the individual as a unique system living within complex and interrelated systems and that an individual s career development is influenced by such systems. The STF worked well as it encompassed the storied approach whereby both the client and practitioner work together in a collaborative process to explore the client s journey or story from their model of the world. It is more holistic and recognises that people do not work in a vacuum and their behaviour and decision making can be influenced by a wide range of things including their perspective on the environment around them. Patton and McMahon (1997) The information collected from each participant was taped and transcribed and then analysed in terms of comparing their stories with literature reviewed. Whether this hypothesis is proven or disproven will be of assistance to this career practitioner when reflecting upon their practise when working with skilled ESOL migrants. It will give some clarity to whether they should consider extending their career counselling practise to include more advocacy or mentoring roles, as suggested within some of the literature on multicultural career counselling. Arthur and McMahon (2005) Within this study, various variables will need to be considered particularly in the light of the recent economic downturn that occurred in the second half of 2008 and the election of a new government. While the limited scope of this study cannot examine these variables, they are 4

5 important to consider. If the unemployment rate increases, as predicated and if the public sector comes under closer scrutiny, then the employment marketability for migrants may be further adversely affected. There could be a perception of hiring Kiwis first which has already been voiced in the media and there may be fewer jobs in the public sector which is a large employer in the greater Wellington region, where this study is located. The Press (2008). As resources are cut, there may be more pressure on managers, team leaders and staff and therefore less flexibility and willingness to support migrants seeking interviews to collect information about the job market in their interested career field. Recommendations for Career Practitioners The research project presents some recommendations for career practitioners to consider in their practice. These recommendations are outlined below: Culture is considered pivotal and needs to be infused into the principles and practises of counselling with all clients. Consider the theories and models available and their views of culture. Obtain skills in multicultural career counselling eg. Cultural Detective. Develop an understanding of cultural differences such as collectivist cultures versus individualist cultures. Know ourselves and the influences we bring to a career counselling session. We are not the experts on our client s lives. It s a collaborative approach, working from their model of the world. In general, will need more time to work with ESOL clients to explore their stories. If working towards a bicultural approach, then multicultural career counselling is the next step. Consider wider advocacy roles. Obtain knowledge about wider support groups and have good networks to support our clients. Conclusion This research set out to prove or disprove a hypothesis through comparing the available literature with a qualitative study that explored the career stories of two skilled Asian migrants. This study proves the hypothesis that many Asian migrants do find tapping into the hidden job market through networking and informational interviewing challenging in New Zealand. The cultural differences between east and west have had a negative impact on career development of the two migrants interviewed which is supported by the literature identifying the barriers and issues as well as the higher rates of unemployment facing recent Asian migrants. 5

6 Many migrants would therefore benefit from more active assistance from professionals in career or employment related industries to take on wider roles of support including advocacy, education, government policy and job placement. While some such services already exist, the recommendations made to career practitioners, challenge them to examine their counselling practice in relation to taking on these wider roles by encompassing multi cultural career counselling. The Systems Theory provides a useful theoretical framework to encompass the practical applications of the principles of multi cultural counselling; practitioner awareness, cultural knowledge, advocacy and culturally appropriate techniques. Lim in McMahon & Patton (1997) This study focussed on skilled Asian migrants only and was limited in terms of examining multi cultural career counselling within wider cultural and ethnic groups. Further research into multi cultural career counselling could be extended to refugees living in New Zealand / Aotearoa, most of who also live within collectivist cultures. It could also be useful to undertake such research and compare findings with Māori representing the indigenous collectivist culture in New Zealand / Aotearoa. This could assist the stair casing of career counselling practises from bicultural to multi cultural so as to be inclusive of the many different cultural and ethnic groups living in this country. 6

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