Career Development of Chinese Canadian Professional Immigrants

Abstract

Chinese professional immigrants make up the 2nd largest visible minority group in Canada. Their successful resettlement in the host country is inextricably tied to the prosperity and success of the general Canadian society that depends heavily on its immigration practice for the country's development and growth. However, there is a dearth of literature and research on this particular population, especially in the areas of career development and vocational psychology based on the unique cultural context of Canada. To address the pivotal career needs of Chinese professional immigrants, this article identifies and discusses 6 prominent career-related barriers they face in the resettlement process: migration-related stressors; language proficiency; cultural nuances and knowledge; discrimination and prejudice; foreignearned experiences, education, and credentials not recognized; and family separation and fragmentation. Strategies to tackle these career development barriers are proposed from a life-career integrated perspective, alongside ideas and strategies for effective career interventions.

Experiences of Foreign-Born Immigrant, Undergraduate Women at a U.S. Institution and Influences on Career–Life Planning

“…Seeking higher education, making career-related decisions, and striving for success were frequently viewed as collective rather than individual endeavors for participants. These findings were consistent with recent scholarly work in the career development literature (Chen & Ling, 2016; Ouyang, Jin, & Tien, 2016). The expectation of assisting family members financially may make navigating competing narratives about career more complex.…”

Introduction to the Special Issue: Career Development and Intervention in Chinese Contexts

“…Conflicts in career beliefs and career choices and decisions are largely affecting career development of individuals in different collectivistic Chinese societies (Kwan, 2009). For Chinese populations in Western host societies such as the United States and Canada, because a relatively complete career service system is basically established, their major career barrier might be how to adapt at different levels, such as work environment, communities, schools, and families, with increasing language ability and improving social support (Chen & Hong, 2016;Leong & Tang, 2016).…”

“…The article by Leong and Tang (2016) reviews career barriers experienced by Chinese immigrants in the United States. Chen and Hong (2016) address career development of Chinese Canadian professional immigrants, who constitute the second largest visible minority group and make substantial contributions to national growth and development in Canada. The career barriers for Chinese immigrants include ethnic stereotypes, unintended consequences of the model minority myth, language, lack of social support, and workplace discrimination.…”

“…Some recommendations for overcoming these career barriers and suggestions for career counseling for Chinese immigrants are discussed. Chen and Hong (2016) address career development of Chinese Canadian professional immigrants, who constitute the second largest visible minority group and make substantial contributions to national growth and development in Canada. As the authors argue, Chinese Canadians' successful resettlement in the host country is inextricably tied to the prosperity and success of the general Canadian society.…”

Young refugees’ and asylum seekers’ career choices: a qualitative investigation

“…Several studies in the fields of work and vocational psychology have identified some contextual and personal barriers to the career construction and professional integration of immigrants or refugees (Atitsogbe et al, 2019;Yakushko et al, 2008;Zacher, 2019). Among these contextual barriers, authors have stressed the nonrecognition of formal qualifications or work experiences, the refugees' or asylum seekers' lack of work permits, discrimination, and poor networks (Chen & Hong, 2016).…”