Culturally Responsive Career Counselling

By Susan Qadeer

The increasing diversity in our major cities requires that career counsellors develop and continue to acquire competencies in working with a multicultural population. When working with clients who are very different from ourselves, we will want to rethink some counselling practices that may not be useful across cultures and to incorporate more effective ones. For instance, some erosion of traditional barriers between the counsellor and client including a more liberal use of self disclosure may facilitate a working relationship. Here are some things we might keep in mind as we try to help newcomer clients make career and academic decisions and work towards securing employment.

Cultural Knowledge

The career counsellor needs some cultural knowledge. The counsellor may need more preparation and counselling time to obtain knowledge of a new culture. When working with multicultural clients we need to research, consult, ask and carefully consider what we may not fully understand.

• When discussing career choice, not all occupations are judged universally. Cultures value occupations differently. A counsellor’s expertise may be questioned without some knowledge of how a particular occupation is viewed culturally.
• Decisions may not be the responsibility of the client alone, but more of a family matter or the person considered the head of a family. Without some cultural knowledge, it is easy to make mistakes, pursue wrong directions and not include the necessary people.

The Realities of Discrimination

When our clients face difficulties, discrimination may be a significant factor.

• It can be very useful if the counsellor can help the client ascertain what may be discrimination and what may be a personal issue. The emotional fall out from coming up against discrimination will have an impact on mood, motivation, and attitude. The economic fall out could affect the client’s ability to follow through on a well-planned career path.
• The common practice of hiring through networks puts anyone unconnected at a great disadvantage. This can be felt, seen and understood as a form of discrimination. Suggesting to clients to network without acknowledging this can be viewed by the client as the counsellor’s lack of understanding, caring and disinterest in social justice.
• Newcomers may not know about the various laws and services that can help them. Counsellors may want to have a discussion on finding information on human rights issues, employment equity, labour standards and worker’s compensation.

Real Information

Newcomers to Canada tend to get a lot of their information from friends who may also be relative newcomers. This information isn’t always helpful. It may be dated, only applicable to different parts of the country or inaccurate.

• The career counsellor may want to review with the client their understanding of many aspects of career information from academic decisions to interview behaviour. Here is an opportunity to correct any misinformation, help the client find good sources for information and facilitate good choices.
• Language ability is a major factor in securing good employment. Career counsellors need to share real information on the client’s ability to communicate easily. While counsellors like to be encouraging, it is ultimately discouraging not to get the job because of language issues. If clients can’t be clearly understood on the telephone, it must be pointed out to them. Suggesting cold calling, for clients with language deficits is not only a waste of time but also demoralizing.
• Counsellors can help shorten acculturation time by helping clients make well-informed decisions. Clients not only need to know the salary they can expect in a particular occupation, but also, if the salary is sufficient to meet their needs. A carefully thought through academic plan could make a big difference financially. Sometimes it is better to consider a single course or graduate school as options. Counsellors can help by becoming knowledgeable themselves on alternatives. Newcomers may be less aware of alternatives.
• Clients come with very different interpersonal styles, but interviewers tend to expect a narrower band of acceptable behaviour. The right tone that steers clear of boasting but isn’t too humble is an interview skill that needs to be mastered, as does the subtle cues when a response should be concluded.

Newcomers usually come to Canada with a lot of enthusiasm but often face many obstacles in settling in. For many, it is common to have to accept a lowered status, battle poverty, as well endure long commuting and family upheaval. The career counsellor can play a very positive role by becoming more culturally knowledgeable, recognizing critical issues, sharing expertise, injecting hope but not sugar coating the realities. In this way, newcomers are clear about obstacles, have good ideas on how to move forward and have found an ally to turn to for additional support.

Susan Qadeer is a personal and career counsellor who has worked in post secondary institutions with young adults and career changers. She writes on career and immigrant issues. You can reach her atsusanqadeer@hotmail.com.