2. 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.

3. Areas of investigation:
1. Relationship
2. Communication
3. Support
4. Equity:
5. Structure
6. Value
7. difficulties Encountered
8. 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?

4. Methodology - a
target group
1. people with immigrant background
2. 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.

5. Methodology - b
Time frame
Data collection period: from January
15, 2009 – Feb 15 2009
instrument
by questionnaire
b.
b. by focus groups
c.

6. respondent profile:
Country of Origin
Brunei ,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

7. country of origin
West India, 1
Fijis, 1
Iran, 1
Venezuela, 1
Brunei, 1
Yugoslavia, 3
china, 11
Serbia, 1
Colombia, 2
Hungary, 9
England, 1
Ethiopia, 1
Indonesia, 1
Philippines, 2 HK, 11
Kenya, 1
Tanzania, 4
Italy, 1
Korea, 1
Mexico, 1
Nicaragua, 1
Vietnam, 21 Peru, 1
Russia, 5
Ukraine, 1

8. Year of living in Canada
years of living in Canada
35
30
25
20
15
10
5
0
5 years and
6 to 10 years 11 to 15 years 16 to 20 years 21 and above No answer
under
33 9 13 21 9 2
Series1

9. year of work in Canada
years of working in Canada
45
40
35
30
25
20
15
10
5
0
5 years and 16 to 20
6 to 10 years 12-一月 21 and above No answer
under years
41 11 12 11 4 8
Series1

10. Industry
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

11. 5
6
25
5
5
25
banking / business / commerce / sales / marketing / Building Management / real estate / Customer
Service / 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

12. positions - summary
Senior Analyst /Software
adv. Visual artist /
Engineer /Senior factory
graphic designer, 3, 5%
Software Engineer, 4, worker/production worker
6% / longshoreman /labourer
/ sausage maker /
packing, receiving /
social worker / pastor/
helper / construction
employment counsellor /
worker / cleaning
ESL teacher / trainer, 8,
/assembler / demo
12%
people / restaurant helper
/ carpenter / welder
senior manager / /Machinist apprentice /
manager /Executive Security Guard /
Director / Program Machinis...
Director / project
coordinator / Supervisor
/Property management / sales person / customer
manager / Proj. manager service representative /
/ mortgage specialist / purchaser / PA /
Fleet Supervisor / operator/ clerk / adim
Licensed practical Nurse, assistant /, 13, 20%
13, 20%

13. Research Findings

14. Relationship
With Boss: 80% Positive Majority: Positive
 
Friendly, fair & respect
Easy to fit in – In my country,


Less hierarchical with Country of

Big Boss. People just follow.
origin.
Generally good in formal work

Not that formal. You can call your

place; hard to establish
boss by name.
relationship after work (less
Give you a chance. Give

expectations in advance.
common ground, such as coffee,
alcohol, games).
With Co-worker:75% Positive

There is a saying, “when in
Friendly 

Rome, do as the Romans”. Ask
Sharing workload

the “do” and “don’t” Don’t just
Competitive among immigrants

Don’t take it serious act as if you were at home.

Others:

Normal to have an adjustment

Formal. Distant & Suspicious.

period.

15. Communication
85% Positive. Open and Manager open – Come to me
 
honest anytime
Formal & Informal One-on-one meeting, Group,
 
team, Catch–up lunch,
Encourage open

Friday treat.
communication and voice
opinions. Most Immigrants still

consider language is an
Easier to access senior

issue – English, Canadian
management and make
English.
complaint.
“In Canada, you have to be
Encourage meetings (formal 

honest, and don’t fear to
& informal)
ask, especially you don’t
Always invite feedback.

know.”
Mon to Thurs - Formal ; Fri:

“I am asking tons of

Informal/Casual
questions.”

16. Support
82% -respected by In Canada, majority
 
employer/supervisor 5% employer/supervisor like
- sometimes. to appreciate staff – in
public or email.
80% - achievement

recognized & rewarded; Staff feel being respect as

10% - achievement a person. Human.
recognized but no In some culture,

reward. supervisor doesn’t like or
70% encourage training never appreciate staff.

Encourage continuous

learning

17. Equity
Gender: 82% agreed Majority give a positive
 
answer
Age: 75% agreed

Still prefer to hire local
Ethnic: 70% agreed; 

people.
25% Not really
(Hard to say, Won’t ask age, but age

discrimination, discrimination do exist.
depend on language “I can see immigrants

proficiency.) got laid off first!”

18. 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


19. 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.

20. Did you encounter any difficulties in
adapting to the Canadian Work Place?
70%: Encountered difficulties: 25%: Not a problem.
 
Language – slang, accent, different

Original country has similar

English. They do not quite
culture.
understand the Canadian idiom.
I’m prepared.
Workplace culture – social 

networking.
Work experience with

Less common ground, common

foreign company and
interests.
international company.
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!

21. How long does it take you to adapt into the
Canadian Work Place Culture?
Under 1 year: 55% This target group is already


in the workplace. The
1-3 years: 30% majority said they could fit

in. Canadian workplace is
Others: 10%

less stressful and
(including those who competitive.
said they are still
However, we cannot ignore
learning and still

those who are unemployed,
working.) and not yet entered into the
Canadian workforce

22. How did you face the challenges?
Be open and take initiative. Asian culture: Try hard!
 
Work hard! This is the way
Build positive relationship

they cope with the
with boss and co-worker.
challenges.
Ask for help and support!

Copy the way other worker
Able to ask, ask Boss and 
make thing.
supervisor as needed.
Try to mingle with co-
Make more Canadian born 

worker.
friends.
Assimilation.
Try to come out. 

Immigrant workers need
Learn and adapt. 

time to “learn the ropes”,
learn how things function.

23. 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.

24. What is your understanding about
Canadian Work Place Culture?
70 %: The majority said to Honest, open.
 
have some ideas about this.
Caring, humane and tolerant

18 % not sure or

Friendly and fair.

understand about what is
Freedom to express ideas.
“Canadian workplace 
culture” (The White rule, Opportunity, equity.

hard to describe)
Work/Life balance.

If you ask 100 people, you

Diversity

may get 100 different
Respect
answers! 
It can be interpreted in two Relax, Laid-back.
 
groups: White collar and
Global village in the 21st Century

blue collar).
Some said, “Not fair!”


25. Analysis & Interpretation
What is Canadian Work place In this survey, we can see the
 
Culture? different, yet complementary.
Canada is a nation of These difference vary for
 
immigrants, all with different different people, and the
educational and cultural way/time they adapt are
background different.
Cross culture competency: More outside, more to learn and
 
adapt.
Knowledge: Predominant Speaking English and

culture + different view+ communicating English is
Canadian way. different.
Attitude: Open Open and sharing have

Skills: increase confidence in beneficial impact on our global
social and career related village in the 21st century.
interaction skills Start from ME.


26. Recommendations
for Immigrant Workers
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.

27. Recommendations
for Immigrant Workers
Training in Workplace Culture:
 Decision Making
 Problem Solving Skills
 In and Out of Office Networking
 Assertiveness

28. Recommendations
for Immigrant Workers
Accent Reduction
 The effect of mother tongue
 Blend in

29. Recommendations
for Employers/Supervisors
Cultural Awareness Training:
 Management act as a mediator to
resolve situation
 Management becomes more culturally
aware, culturally sensitive and
culturally competent

30. Recommendations
for Employers/Supervisors
Cultural Day:
 Learn the culture of other colleagues
Mentor in the Workplace:
 Matching a new employee with an existing
employee
Open Door Policy:
 Employees came from countries with deeply
entrenched hierarchical structure
 Come to me anytime

31. Recommendations
for Employers/Supervisors
Informal Communication:
 Catch Up Lunch,
 One-On-One Chat with Manager,
 Friday Treat

32. Recommendations
for Career Practitioners
Job Finding Club:
“White Collar” workplace more positive

comments
“Blue Collar” workplace more negative

comments
Longer Job Finding Club including Lifeskills

Workshops

33. Recommendations
for Career Practitioners
Lifeskill Workshops:
 self-esteem,
 labour standards and human rights,
 conflict resolutions etc.

34. Recommendations
for Career Practitioners
Career Practitioner Training
 Incorporate Canadian Workplace
Culture into the Career Development
Practitioner Training curriculum

35. Recommendations
for Policy Makers/Government/Service Providers
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

36. 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

37. Recommendations
for Policy Makers/Government/Service Providers
Job Mentoring Program/Internship
Program
 Focus on job place adaptation
Conference/Forum:
 Organize conference/forum to further
explore what is the Canadian Workplace
Culture

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

39. 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.

40. 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.

41. 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.

42. Conclusions
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.