Guiding Principles - Action Plans - Newcomers To Canada

Career Work in Action: Newcomers to Canada
Career Work in Action

Discussions and Activities for
Professionals
KAREN SCHAFFER & JULIANA WIENS
NEWCOMERS TO CANADA
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Based on CERIC’s Guiding Principles of Career Development

Career Work in Action
Discussions and Activities for
Professionals
KAREN SCHAFFER & JULIANA WIENS
NEWCOMERS TO CANADA
Copyright © 2020 by CERIC
Published by:
CERIC
Foundation House
Suite 300, 2 St. Clair Avenue East
Toronto, ON
M4T 2T5
Website: www.ceric.ca
Email: admin@ceric.ca
ISBN
Paperback: 978-1-988066-56-1
ePDF: 978-1-988066-57-8
Schaffer, Karen and Wiens, Juliana.
Career Work in Action: Discussions and Activities for Professionals – Newcomers to Canada /
Karen Schaffer and Juliana Wiens
This material may be used, reproduced, stored, or transmitted for non-commercial purposes.
However, the authors’ copyright is to be acknowledged. It is not to be used, reproduced, stored,
or transmitted for commercial purposes without written permission from CERIC. Every reasonable
effort has been made to identify the owners of copyright material reproduced in this publication and
to comply with Canadian Copyright law. The publisher would welcome any information regarding
errors or omissions.
Table of Contents
01 Introduction: Where are we starting from?
05 The Guiding Principles: Situating newcomers

to Canada within the principles of career
development
15 The Organic Career Support Framework: How

do we help?
19 Guiding Principles in Action: Suggested

Discussions and Activities for use with
newcomers to Canada
39 Appendices
47 CERIC further resources: Where can I find more

information?
49 About the Authors
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For a full version of the Guiding Principles infographic, see Appendix D.

Introduction:
Where we are
starting from?
PAGE 1

Purpose
The purpose of this action plan is to provide you - the
professional - with insights and ideas for working with your
clients that align with the CERIC Guiding Principles of Career
Development. We begin by painting a picture of newcomers
to Canada that speaks to how they are situated within
the Guiding Principles, and we then suggest discussion
questions and activities that professionals can use when
providing career support to this particular population. We
have grouped these questions and activities according
to 5 five key areas of career work, and we anticipate that
“This work
professionals will draw upon each of these areas based on
client need, and according to the Organic Career Support is not
Framework that we present and define in the How do we standardized
help? section.
and cannot
Definitions be scripted.”
Throughout this document, we use the term professionals
to refer to the action plan’s intended recipients because we
recognize that individuals from a wide range of occupations -
both inside and outside of the career development field - may
provide career-related support to those with whom they work.
You will notice as well that we define the demographic group in

question - newcomers to Canada - very precisely. Our intention
is not to exclude anyone, but rather, to provide specific enough
parameters to allow for meaningful discussion. We recognize
that lives and circumstances vary widely, and that not all
newcomers to Canada will identify with the themes and ideas
that we discuss. We also recognize that some of the discussions
“Working
and activities described below could apply to individuals who effectively with
do not fit within our identified parameters.
clients means
recognizing that
career is lifelong
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and complex.”
Philosophy
As authors, we adhere to certain philosophies
in our work that stem from our professional
identities as Career Counsellors, and our
experiences of working with a range of
populations. We believe in the importance of
locating ourselves, and for that reason, we identify
as white, middle class, and raised in a colonial
system. We emphasize that other worldviews, “Navigating
cultures, and social locations are equally valid,
career work
and that each professional has a responsibility to
understand how their own location impacts their requires
practice.
knowledge,
Most importantly, we believe that while
recognized best practices do exist within the
empathy,
career development field, this work is not patience,
standardized and cannot be scripted. Each
client is different, and working effectively
compassion,
with clients means recognizing that career intuition, cultural
is lifelong and complex. Navigating career
work requires knowledge, empathy, patience,
competence, and
compassion, intuition, cultural competence, and the effective use
the effective use of theories and frameworks. We
invite you to engage with this action plan as it
of theories and
works for you and for the client in front of you. frameworks.”
PAGE 3
The Guiding
Principles:
Situating
newcomers to
Canada within the
principles of career
development
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Who’s in Front of You?
Newcomers to Canada
Adults who have come to Canada within the past several years in order to re-establish themselves
(as opposed to international post-secondary students). Some will have chosen to immigrate in order
to access opportunities for themselves and their children, while others will have had to flee unrest
or unsafe conditions. While all newcomers experience great upheaval and change, some may carry
residual trauma, grief, and loss as a result of their circumstances and experiences. The newcomer
population includes individuals who speak English or French as a second or third language (if at all),
with widely varying degrees of fluency. Some newcomers are financially stable and even wealthy,
while others have limited or no financial resources. Many are unfamiliar with Canadian/North
American work culture.
Before getting to the action, let’s look at how the experiences of

newcomers to Canada line up with each of the Guiding Principles…
For a full version of

the Guiding Principles
infographic, see
Appendix D.
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CAREER
DEVELOPMENT...
Depending on their cultures of origin, many newcomers to Canada will not

necessarily perceive their activities outside of paid work as career development,
even in cases where they are learning and developing skills. For example, some
might define volunteering as a form of community participation that is separate
from work and holds no professional meaning. In addition, newcomers who are
focused on providing education and career opportunities for their children may
prioritize their children’s activities over their own career development.
While some members of this group may understand career development as a
lifelong process, for others, a move to Canada may feel more like the end of one
career and the beginning of another, especially in cases where they end up in
very different types of jobs. Individuals who come to Canada by choice in order to
access specific types of career opportunities are likely to connect more easily to
the concept of lifelong career development.
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CAREER
DEVELOPMENT...
“Do what you love” is a very North American concept. Mainstream culture
glorifies self-exploration and the pursuit of meaningful work. But for some
newcomers to Canada, self-exploration may feel like a waste of time as compared
to job searching, and they may resist such a process or not understand its
purpose. In many countries and cultures, work is necessary for survival and
requires extreme pragmatism, and one needs to be even more pragmatic in a
new country. Some newcomers will therefore prioritize survival, stability, and
financial security over and above their own interests and desires. For many,
working hard and providing for family are sources of pride and identity.
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CAREER
DEVELOPMENT...
Newcomers often come to Canada expecting to be highly self-directed, especially

if they don’t have many community supports or connections. Taking initiative
is part of the immigrant identity. These are people who have left familiar
environments and structures and who intend to put in the hard work required to
start over in another country.
While mainstream Canadian culture embraces individualism, newcomers to
Canada may not seek separation and independence, but may instead prioritize
bringing over other family members, sending money back home, and/or
fostering and supporting their children’s career aspirations. Depending on their
cultures of origin, some newcomers may make career and work-related decisions
collectively, together with their families and communities.
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CAREER
DEVELOPMENT...
Newcomers to Canada face unique challenges, depending on who is supporting

and shaping their career development. Many cultures outside of North America
value a collective approach to decision-making (i.e. family/community vs.
individual), meaning that family expectations shape career expectations. When
newcomers are exposed to Canadian voices and values around individual
achievement, career development can become confusing to navigate, especially
in cases where family expectations and individual desires clash. Newcomers
will sometimes experience pressure to succeed from family and community
members back home. The success of their integration into Canada is a reflection
on the whole community.
Newcomers often seek out what is familiar, and will gravitate toward those
who share their culture, such as family friends, or people from similar cultural
backgrounds who are settled already. They may access their first work
opportunities in Canada through these communities.
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CAREER
DEVELOPMENT...
Immigration is by definition an intense transition, as individuals have to adapt

to so many new things all at once. Newcomers are resilient because they have
to be. Those who have had time to prepare for immigration psychologically may
find the transition somewhat easier.
This group experiences high stress, and that stress can manifest in different
ways. Some individuals may appear confused or disinterested in career
development or may even seem resistant, but these behaviours could be
manifestations of stress or trauma. If trauma is part of their transition,
newcomers may require additional resources and support, as the trauma may
interfere with normal coping mechanisms and responses.
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CAREER
DEVELOPMENT...
This principle represents an advanced stage of career development for

newcomers who are adjusting to all of the small details of work and job search
culture. Most newcomers are first trying to map out the landscapes of their new
worlds in order to understand the context of any options or possibilities. Many
will need to learn new styles of resume-writing and job searching, and initially,
navigating with purpose may consist of seeking to find out what types of jobs
or educational possibilities even exist. That said, many newcomers to Canada
possess a strong drive to integrate and to succeed, even if they don’t yet have the
context required to understand fully the nuances of Canadian work culture.
The ability to communicate in English or French (depending on location) is a
huge piece of the puzzle when it comes to understanding options and making
informed choices. Basic language skills open up options and opportunities.
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CAREER
DEVELOPMENT...
Newcomers to Canada often have to forgo linear career advancement, at least

temporarily. Previous job experience, certifications, and designations may
not transfer easily to Canada, and some newcomers may find themselves
starting from scratch, facing barriers to recertification, or moving in a whole
new direction. Restrictions in the immigration process can also slow down
advancement, as individuals may not be able to move to a different province or
work at certain kinds of jobs until they gain permanent residency.
Some newcomers experience resentment because they were promised a “land
of opportunity,” only to face obstacles once they arrive in Canada. Additionally,
many are likely to encounter barriers around language or racial bias when they
do apply for jobs, and this type of systemic discrimination can have a negative
impact on well-being.
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CAREER
DEVELOPMENT...
Family systems and dynamics can present additional complexities. A family that
comes to Canada and does not speak English or French will often find themselves in
a system that focuses primarily on the employability of the male head of household.
Women who stay home to raise children often have less access to support than their
male counterparts, and as such, do not integrate as easily into the workforce. Children
assimilate much more quickly than adults, especially if they enter the school system.
Yet generational conflict and tension can occur as children have to navigate Canadian
culture while also managing parental expectations and demands that relate more
closely to their cultures of origin. Some children may end up having to provide support
to their parents around language and integration.
One of the biggest external constraints that newcomers to Canada face is employer
perceptions of “foreign” work experience. Generally speaking, Canadian employers
place higher trust in North American experience than they do in experience gained
elsewhere, and newcomers to Canada sometimes struggle to communicate the value
of their work histories, even in cases where they possess rich arrays of skills and
qualifications.
As a final consideration, some newcomers will have lived through traumatic
experiences in their home countries or in their journeys to Canada, but may react
to these experiences in very different ways. Some might not want to speak about
trauma, some might not interpret or frame what happened to them as trauma at all,
while some might need to focus on trauma recovery before being able to engage in
career exploration or job search. Professionals who work with this population can
benefit from continuing to learn about trauma-informed practice while also remaining
conscious of their own biases and interpretations.
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The Organic
Career Support
Framework:
How do we help?
PAGE 15

Having situated Newcomers to Canada inside of the Guiding Principles and having seen where this group’s
particular complexities lie, it may seem as though the next logical step would be to present a “script” of what
to do next - a step-by-step process outlining exactly how to deal with identified issues. We can tell you
with certainty that no such script exists, and that no predetermined process can speak to all
needs and situations.
Instead, each professional’s style of communication and understanding of what’s essential evolves over
time. No two professionals will say the same thing in quite the same way - nor should they. The art of career
work lies in striving to understand a person’s experiences and then working with the presenting need. That
need can shift from session to session, or even within the session itself. The goal of the professional is to be
able to move fluidly, and to provide the types of discussions, interventions, and information that will support
the client in moving forward.
We capture this fluidity using the Organic Career Support Framework, a client-centered approach that
highlights movement among 5 key areas of practice. We then move on to Suggested Discussions and
Activities. Our intention is to provide some relevant discussions, conversational starting points, opening
questions, concrete interventions, and fun activities for each of the 5 key areas of career support.
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This diagram represents a way of being with a client, as opposed to a linear process with a start, middle, and
end.
In the sections below, we capture this fluidity using the Organic Career Support Framework, an approach
that highlights movement among 5 key areas of practice. The positioning of the client in the middle of the
diagram emphasizes the importance of client-centeredness, as each client navigates the world of career
development according to their own unique circumstances and needs, while the professional plays a
supportive role in this process.
The smaller circles in the diagram represent the 5 key areas that together form the scope of career
development support:
Self-Exploration: Helping clients figure out who they are and what they want
Decision-Making: Supporting clients at key points of decision-making
Support Through Transition: Encouraging, coaching, supporting, advising through transition
Future Thinking: Helping clients think ahead, anticipate future challenges, and strategize around
how to respond
Mental Health: Providing support for issues around mental health and well-being, as they relate
to career
The arrows pointing back and forth represent the multiple ways in which clients can shift among these 5 key
areas. Career is complex, and as such, this movement occurs organically, sometimes within a series of sessions,
sometimes within the space of one session, rarely in a linear fashion, and always according to the unique
journey of the individual in question.
Examples:
Alia identifies key values and interests (Self-Exploration), decides to apply to a Continuing Care
Assistant program (Decision-Making), and receives support throughout the application process
(Support Through Transition), but needs to return to self-exploration when she realizes that
she can’t sustain the physical demands of care work and her plan no longer feels doable.
While accessing job search support (Support Through Transition), Sarah becomes increasingly
anxious about her situation, to the point where she is not able to focus on any of her goals or
activities (Mental Health).
Elian begins working toward an eventual relocation to a different province (Future Thinking),
only to realize that he first needs to think more deeply about his desired lifestyle (Self-
Exploration).
Organic career support is fluid and dynamic, and as such, professionals must be prepared to shift with their
clients in and out of these 5 areas, as needed.
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Guiding Principles
in Action:
Suggested
Discussions and
Activities for use with
newcomers to Canada
PAGE 19

From Principles to Action: Discussions & Activities
Starter Discussion
On a scale of 1-10, how hopeful are you feeling about the process of finding work?
Important Because
This initial assessment question can help guide where to go next within the
Organic Career Support Framework. For example, an individual who’s feeling very
hopeless about their employment situation may require support around Mental
Health before moving forward with any further exploration, while someone who
has to make pressing decisions around finances or a school program may benefit
the most from Decision-Making support. This starter question can also be useful
as a means of checking-in at the beginning of each session.
A Note About Language & Culture

It will be important to assess your client’s English/French language skills carefully
in order to engage with them effectively. If language is a barrier, your job will be
to help your client feel comfortable, which may be just as important as helping
them reach a career “finish line.” Ultimately, creating a safe space for your client,
taking the time to really understand them, and helping them get used to the flow
of conversational language will likely prove more valuable than any insight or
information that you could provide. Also, stay alert to how cultural norms might
influence communication. For example, a client who perceives you as a teacher or
elder might remain quiet or avoid eye contact out of respect, depending on their
cultural background.
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Self-exploration:
Helping clients figure out who
they are and what they want
Suggested Discussions
1. My Career Story:
This discussion provides your client with an opportunity to share their experiences, and also provides you
with an opportunity to help your client identify their strengths and successes. Your client’s career story
encompasses not only what they’ve done, but also the external and internal pressures they’ve faced, as well
as the decisions and choices they’ve made that reveal their overall character and values.
Questions to Ask: Tell me about your work prior to coming to Canada. What did you like best/
least about this work? Which parts of your work are you most proud of? What is your greatest
accomplishment? Which parts of your work have taught you the most, and what have you
learned? (If chosen freely) Why did you decide to come to Canada? (If not chosen freely) How do
you feel about living in Canada so far?
Following Up and Adding Value: Make sure that you’re reflecting on your client’s stories and
adding insights. For example, “I hear that you were working on logistics, but it sounds like you also
took it upon yourself to explore new merchandise delivery methods, is that correct? We call that
‘taking initiative,’ and it’s a trait that Canadian employers value.”
Important Because: Clients can sometimes find comfort in having an opportunity to talk about
their experiences in a safe, compassionate space, without having to protect the feelings of others
or minimize their frustrations. For professionals, this discussion provides an opportunity to build
trust, to gain a sense of what steps the client has taken thus far, and to start to identify what
might need to happen next.
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Self-exploration Career Work in Action: Newcomers to Canada
2. Why Knowing Yourself is Important:

This discussion highlights the importance of being able to articulate one’s skills, strengths, key personality
traits, and core values in order to find work in Canada, given that Canadian employers want to hear more
than just “I’m a good worker.”
Questions to Ask: How do people typically find work in your country? Can I share with you some
of the things that Canadian employers usually want to know before they hire someone? Why do
you think it’s important to be able to speak about yourself to employers? Why do you think they
want you to talk about your strengths in relation to your previous jobs?
Important Because: Clients who are anxious to start working may find the process of self-
exploration unusual and unnecessary, especially in cases where they’re used to hiring practices
that differ from those that are typical in Canada. In order for clients to commit to self-exploration,
they need to understand why it’s important. This discussion encourages clients to think about
how they might use self-exploration as a starting point for connecting to employment.
3. Exploring Values
This discussion brings to light the kinds of meanings that your client attaches to work, as well as the factors
that they take into consideration when determining the range of work they’re willing to pursue.
Questions to Ask: What does work mean to you? What makes a job a “good” job? In Canada,
many people want to work at jobs that they enjoy and find satisfying. Is this something that you
want for yourself, either now or in the future? What do you need in order to feel happy and
satisfied in a job?
Important Because: This discussion is as important for you (the professional) as it is for your
clients. North American culture places high emphasis on the quest for “meaningful work,” but this
culture-driven value may not resonate with all individuals or groups. Some clients may be very
satisfied with jobs that don’t appear meaningful but do provide stability and consistency for their
families. Understanding your client’s goals and priorities clearly will help you to provide effective
job search support.
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Career Work in Action: Newcomers to Canada Self-exploration
Suggested Activities
1. Around the World in 6 Objects

Instructions:
Find 3 objects that represent your home culture, and bring them with you to your session
These objects (or photographs) can relate to any aspect of life in your country of origin - family,
geography, language, community, traditions, etc.
Find 3 objects that represent life in Canada - anything you may have found surprising, amazing, or
confusing - and bring these with you as well.
Directions for Professional
This activity provides your client with an opportunity to connect with what they’re missing and with what
they’re learning. Your job is to draw out their stories, and most importantly, to listen.
Debrief
Your clients may not realize that people are interested in learning about their cultures and experiences.
Encourage them to practice telling the stories they’ve shared with you in order to connect with Canadian
employers, contacts, and potential new friends.
2. Personal and Community Values
Instructions:
Read through the List of Values (Appendix A).
Using a green pen, circle all of the values that are important to your family and/or your
community.
Using a blue pen, circle your values (i.e. anything that’s important to you personally).
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Self-exploration Career Work in Action: Newcomers to Canada
Read through the List of Values with your client.
Debrief
1) Talk about the values that overlap: Why is [value] important to you? How have these values been present
in your life up until now? How can you connect to these values here in Canada? What can this exercise tell
us about what might be important to you in your work? 2) Talk about the values that don’t overlap: Why is
[value] important to you? How did you come to hold this value, given that it’s different from what your family
and community believes is important? What do you want this value to look like in your life going forward?
3. Transferring Skills to Canada
Instructions:
Read through the list of Transferable Skills (Appendix B).
Circle all of the skills that you’ve used in any area of your life - home, family, previous jobs, etc.
Put a star beside the 5 transferable skills that you’ve used the most or feel the most confident
about. For each one, write or share an example of a time when you used that skill.
Make sure that your client is clear on the definition of each skill.
Debrief
Once your client has shared their examples, ask them to think about how they might use those same skills
in a new job. Talk about the importance of being able to identify one’s skills when applying for jobs.
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Decision-Making:
Supporting clients at key
points of decision-making
1. Immediate Needs
This solution-focused discussion is all about finding an immediate direction, and is appropriate in cases
where it’s clear that your client is not interested in self-exploration, and is focused primarily on getting a job.
Questions to Ask: What kind of job do you need right now? Do you have any limitations
(physical, etc.)? What strengths or experiences we can lean on right now in order to find a job?
Important Because: Even though self-exploration almost always puts clients in a better
position to land a job, sometimes getting into action is the most important thing. In these cases,
professionals can best demonstrate client-centeredness by supporting immediate action and by
offering self-exploration as a possible future step.
2. Language
The purpose of this discussion is to establish how confident your client feels about their language skills, and
to determine whether they are either overestimating or underestimating their current abilities.
Questions to Ask: How confident do you feel about your language skills (speaking and writing)?
How is language affecting your job search?
Important Because: Some clients may be limited to jobs that require minimal communication.
Encourage these clients to continue learning and practicing their new language so that eventually,
they can have access to a wider range of opportunities.
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Decision-making Career Work in Action: Newcomers to Canada
3. Further Education and Certification

The purpose of this discussion is explore any options that your client may be considering around further
education, including upgrading and pursuing new areas of study.
Questions to Ask: Are you interested in going to school? Have you looked into any school
programs? What plan or timeline would fit best with your current situation?
Important Because: Newcomers to Canada may well have an advantage in the job market if
they can pair previous experience with some kind of Canada-based upgrading or certification.
School can help clients improve their language skills and confidence, while providing them
with valuable experience to add to their resumes. That said, it’s important for clients to have
opportunities to think through their options carefully in order to make sure that they will get what
they need and expect out of the learning paths they choose.
Additional Discussion Questions

What immigration requirements do we need to keep in mind when making decisions?
Who do your decisions affect, either here or back home? What do these people expect from you?
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Decision-making
1. Using Mind Maps to Explore Decisions

Mind Map Exercise #1 – Clarifying Concerns
Write the words “My Possible Job Options” in the middle of a blank piece of paper and circle them.
Write down job possibilities anywhere on the page, circle each one, then draw lines to link
possibilities back to the centre.
For each possibility, write down any related concerns or obstacles. You can also add another layer
by breaking each concern down further (e.g. “apply to bookkeeping jobs” “written skills good
enough?”)
Use different colours to highlight various concerns. For example if language skills are an issue, use
an orange marker to circle the jobs that have low language requirements, and use a green marker
to circle the jobs that have higher language requirements.
Review your mind map. Pay attention to which points highlight specific actions that you could take
in order to make a decision.
Mind Map Exercise #2 – Areas of Interest
Write the words “My Possible Options” in the middle of a blank piece of paper and circle them.
Write down general areas of interest anywhere on the page, circle each one, then draw lines to link
all of your areas of interest back to the centre.
For each area of interest, dig down one layer, and write down more specific interests that relate to
the general area (e.g. “hospitality” “front desk,” “security,” “catering”)
Using a different colour, circle the ideas that interest you the most.
Brainstorm one or two actions that you could take to learn more about each of the ideas you’ve
circled.
Mind Maps can help clients consider their options from different angles as they dig down into deeper layers
of a particular decision. Introduce this exercise in session. Encourage your client to spread their ideas
around the page (See Appendix C). Hot Tip: Make it fun! Use big paper and coloured markers.
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Decision-making Career Work in Action: Newcomers to Canada
Debrief
Invite your client to reflect on their experience of mind-mapping, and explore with them any
insights that may have emerged in the process.
2. Job Idea Field Trip

Instructions:
Pick one job that interests you and brainstorm ways in which you might be able to observe
someone else doing that job - e.g. volunteering, job shadowing, visiting a business, etc.
Observe what people are doing and how they’re interacting with one another.
Answer the following questions: What do I like about this job? Can I see myself doing this job?
What experiences or knowledge could I bring to this job?
Helping your client prepare for this activity will likely take time, and may include practice sessions on how to
make requests and follow up.
Debrief
Invite your client to talk about what they learned through their observations. If they’re interested
in pursuing a job similar to the one they observed, help them draw connections between the job
requirements and their own experiences.
PAGE 28
Support through transition:

Encouraging, coaching,
supporting, advising through
transition
1. Finding Community
This discussion encourages your client to think about where they might find support within their contacts
and/or cultural community, and how they might access that support effectively.
Questions to Ask: Who do you trust? Who provides you with support already, and who might
also be supportive? How are your current supporters helping you? What kinds of support
would you find helpful right now? What kinds of support might be helpful in terms of job search
specifically? How can you go about asking for support? How important is community to you? What
does your community look like?
Important Because: Ongoing community support is not only vital to well-being, it can also help
with networking for job search, especially in cases where community members with professional
ties can serve as contacts.
2. Check-ins, Encouragement, & Job Search Support

This discussion belongs in all regular meetings throughout your client’s job search, and consists of talking
through steps taken thus far so that your client can tell stories, receive support, and ask questions in order
to understand the job search process fully.
Questions to Ask: How is your job search going? How does it feel to be taking these steps? Do
you have any questions? Do you have any upcoming meetings for which you would like to practice
what to say?
Important Because: Providing a safe support structure through change can help clients stay
positive, especially when they know they have a place to go to learn about a job search culture
that may at times seem overwhelming.
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Support through transition Career Work in Action: Newcomers to Canada
3. Canadian Workplace Norms

The purpose of this discussion is to help your client sort out some of the cultural differences between
Canada and their home country, specifically with regard to workplace culture.
Questions to Ask: Are you encountering any practices in your work (or job search) that seem
confusing? What are some common cultural practices around work in your country? How to
people act at work? How do co-workers interact with one another? What actions are considered
rude? What actions are considered polite?
Sample Topics: Physical norms (e.g. eye contact, handshakes, smiles), workplace expectations
(e.g. when to ask questions, when to challenge the boss, politeness), interactions with co-workers
(e.g. rapport-building, socializing at work, staff parties).
Important Because: In order to find and maintain employment, clients to learn what’s expected
of them in the workplace, and how to navigate a series of social and cultural norms effectively.
4. Dealing with Racism

This discussion becomes important when your client shares an experience of racism, or when you sense
that they may be encountering some form of racism or immigration bias in their job search or work.
They might experience overt racism and/or microaggressions, or at times they may experience negative
treatment and question the extent to which race was a factor in how they were treated. Do not try to brush
off or explain away these experiences. Instead, allow your client to process, vent, and respond to their
experiences, validate their fears and frustrations, name the injustice, and refer to additional supports if
appropriate.
Questions to Ask: What did you experience? How has this experience affected you? How would
you like to respond? What do you need in order to move forward?
Important Because: Clients who are new to Canada are vulnerable to racism and discrimination.
A client’s vulnerability is amplified if English/French is not their first language, and is further
amplified if they are female, racially visible, LGBTQ+, and/or living with a disability. It is important
for professionals to be aware that issues around social (in)justice will arise, to provide a non-
judgemental safe space for clients, and to help clients connect with communities in which they
feel supported and understood.
PAGE 30
Career Work in Action: Newcomers to Canada Support through transition
1. Interview Preparation & Practice

Instructions:
Thinking about your own work experience, write down the following: 3 strength areas, 1 challenge
that you’ve overcome, 3 examples of “good work” (i.e. work you’ve done that you’re proud of).
Find a job posting that represents the kind of job you’d like to interview for.
Imagine a few questions that an employer might ask, then think about how you might answer
these questions, drawing from your notes.

You may need to guide your client through these initial steps, but once they’ve identified their strengths and
success stories, play the role of interviewer and take them through a mock interview. Remind your client
that the more they practice interviewing, the more prepared they will be to answer all kinds of different
questions.
Debrief
During the initial preparation stage, encourage your client to draw from what they’ve learned through
Self-Exploration. Debrief the mock interviews by reviewing each question and discussing responses.
Make sure that your client delivers their ideas and answers clearly. Remember that the goal is effective
communication, not perfect English.
2. Community Connection
Instructions:
Identify people in your cultural community who are established and working in Canada. If no one
local comes to mind, you may need to reach out via the internet.
Choose one person, and ask if they’d be willing to meet with you for 30 minutes to talk about their
transition into the Canadian workforce.
Prior to the meeting, create a list of questions. E.g. What challenges did you encounter and how
did you solve them? What advice do you wish you’d received when you started this process?
PAGE 31
Support through transition Career Work in Action: Newcomers to Canada
At the meeting, be sure to mention your own job goals in case your new contact is able to help.
After the meeting, write down what you learned.
Explain to your client the difference between an information interview and a regular interview. If your client
is willing to reach out to their community members, encourage them to speak to a variety of people in
order to obtain a more balanced perspective.
Debrief
Many different insights can come from these conversations, especially with regard to the complexities
of navigating a major transition. Invite your client to talk about what they learned. Emphasize stories of
resilience as well as stories that exemplify the length of time it takes to adapt to a new culture.
PAGE 32
Future thinking:
Helping clients think ahead,
anticipate future challenges,
and strategize around how to
respond
1. Envisioning a Successful Transition

The purpose of this discussion is to help your client envision a positive future - one that will
signify to them that they’ve transitioned completely to a life in Canada.
Questions to Ask: What do you want your life to look like in 3, 5, 10 years? What will a successful
transition to Canada look like for you? What will signal to you that you are safe and settled? How
will you know when this transition is complete? Who will be with you?
Important Because: A positive vision of the future can provide hope and motivation, even when
life is difficult and challenging in the present.
2. Geographic Location
This discussion applies to clients who intend to move to a different location in Canada.
Questions to Ask: What brought you to this particular town/city? Where you want to live in the
future? What factors are important to you in choosing a place to live? What can we do now to
support this next transition (e.g. learn more about the new location, connect with people who
have lived there, etc.)?
Important Because: Clients who are newcomers may consider their initial point of arrival to
be their first stop, and not their final destination. They might have relatives in other parts of
Canada, or they might wish to relocate to a smaller town or a larger city at some point down the
road. While these clients will likely have many immediate needs, they may also require support in
moving toward future goals - and locations.
PAGE 33
Future thinking Career Work in Action: Newcomers to Canada
1. Transition Role Model

Instructions:
Think of someone who arrived in Canada as a newcomer, and transitioned in a way that you
admire. They don’t have to be from your specific cultural community, and you don’t need to
know them personally.
Answer the following questions: What’s their story and why are you drawn to it? What is it about
their experience that you find so appealing?

Invite your client to tell you an inspiring story. If your client is visual/artistic, you may encourage them to
create a collage of inspiring words and pictures of their role model, in order to help them stay focused on
what they want.
Debrief
Use the inspiring story to help your client envision their own ideal future.
PAGE 34
Mental health:
Providing support around
mental health and well-being
issues as they relate to career
1. Culture Shock
If your client is new to Canada, they are very likely experiencing culture shock (i.e. the natural anxiety that
comes from being surrounded by the unfamiliar), and supporting them may consist of normalizing culture
shock and the ways in which it pervades everyday experiences. Name the “shock” regularly. Encourage your
client to identify those aspects of life in Canada that they find most “shocking.” Encourage them to seek out
things (spaces, foods, books) that feel familiar, and to create familiar routines.
2. Trauma
Your client may have experienced trauma, depending on their life circumstances and/or on the
circumstances of their transition to Canada. Some signs of trauma include disordered thinking, resistance,
hyper-attention (over focusing), and hypo-attention (inability to focus). Ensure that your space is welcoming
to those who might have experienced trauma (e.g. create a calming space with soothing colours and
decorations, ensure that the door is within your client’s line of vision so that they don’t feel trapped, ask
open-ended questions rather than closed-ended questions). Avoid making assumptions about who may or
may not be suffering from the effects of trauma, and continue your own learning around trauma-informed
practice. Refer to additional supports if appropriate.
PAGE 35
Mental health Career Work in Action: Newcomers to Canada
3. Grief and Loss

Grief and loss are expected parts of a newcomer’s transition to Canada. Normalize grief, and provide
space for your client to talk about who and what they miss from home. Instead of asking deeply probing
questions, invite your client to tell their loss story if they wish. Allow clients to identify and define losses for
themselves.
4. Weight of Responsibility for Others/Anxiety of Needing

Everything to Work Out
In some cases, clients may have family members in their countries of origin who are relying on
them to be successful, send money home, bring them to Canada. The weight of this responsibility
can cause anxiety as clients wait to see how events will unfold. Many clients may be relieved to
come into a space in which they can express their fears and concerns.
PAGE 36
Career Work in Action: Newcomers to Canada Mental health
Mental health:
Steps for the Professional
1. Use scaling questions to evaluate feelings and
symptoms. (E.g. “On a scale of 1-10, how anxious are you
feeling?”)
2. Support your client in learning more about their issues

through local or online groups, blogs, articles, or
podcasts.
3. Support your client in identifying when they need

to see a doctor for prescriptions, refills, medication
adjustments, checkups, changes in symptoms, etc.
4. Provide information as needed/requested on accessible

mental health services, including crisis lines and
counselling resources.
PAGE 37
Appendices
PAGE 39

Appendix A Career Work in Action: Newcomers to Canada
Values checklist
Achievement Advancement Adventure Aesthetics
Accomplishing Moving into positions Doing things that Making things beautiful
something noteworthy of increasing involve risk-taking and & enjoying beauty
in work and life responsibility exploration
Belonging Change and Variety Competition Continuous Learning

Feeling connected to a Engaging in activities Being energized by Learning new things
group of people or an that often change competing with others throughout one’s
organization career/life
Creativity Fantasy/Play Friendship Helping Others

Creating new ideas Experiencing Developing close Helping others directly,
and projects that unrestrained personal relationships individually or in
have not yet been imagination and with others groups
developed personal amusement
Helping Society Independence Influence Intellectual Status

Contributing to the Working without Being in a position Being regarded by
betterment of the direction; deciding to change people’s others as an expert
world what to do and how to attitudes and opinions
do it
Location Moral Fulfillment Organization Physical Challenge

Finding a place to live Feeling that my work Being organized; Doing things that
(town, geographic matches my personal making things more involve movement and
area) that matches my moral standards orderly strength
lifestyle
Power and Authority Problem Solving Recognition Risk Taking

Having control over Finding solutions to Being recognized Engaging in activities
the activities of others complex problems and publicly for my work & that involve calculated
challenges accomplishments risks
Stability Status Wealth

Being in situations that Occupying roles that Having large amounts
are largely predictable carry status and of money and/or
and not likely to respect within society possessions
change very much
PAGE 40
Appendix B
List of transferable skills

Communication Research and
Planning
z Speaking effectively
z Writing concisely
z Forecasting, predicting
z Listening attentively
z Creating ideas
z Expressing ideas
z Identifying problems
z Facilitating group discussions
z Imagining alternatives
z Providing appropriate feedback
z Identifying resources
z Negotiating
z Gathering information
z Perceiving nonverbal messages
z Solving problems
z Persuading
z Setting goals
z Reporting information
z Extracting important information
z Describing feelings
z Defining needs
z Interviewing
z Analyzing
z Editing
z Developing evaluation strategies
Organization, Management, and Leadership

z Initiating new ideas z Coaching
z Handling details z Counseling
z Coordinating tasks z Promoting change
z Managing groups z Selling ideas or products
z Delegating responsibility z Decision making with others
z Teaching z Managing conflict
PAGE 41
Appendix B Career Work in Action: Newcomers to Canada
Work Survival Human Relations

z Implementing decisions z Developing rapport
z Cooperating z Being Sensitive
z Enforcing policies z Listening
z Being punctual z Asserting
z Managing time z Providing support for others
z Attending to detail z Motivating
z Meeting goals z Sharing credit
z Enlisting help z Counseling
z Accepting responsibility z Cooperating
z Setting and meeting deadlines z Delegating with respect
z Organizing z Representing others
z Making decisions z Perceiving feelings, situations
(Source: http://www.quintcareers.com/transferable_skills_set.html)
PAGE 42
Appendix C
Mind map example
PAGE 43
Appendix D Career Work in Action: Newcomers to Canada
Guiding Principles
of Career Development
PAGE 44
CERIC further resources:

Where can I find more
information?
We have provided a basic overview of circumstances you may encounter when working with newcomers
to Canada, as well as some accessible discussion questions and activities. At this point, you may wish to go
deeper, and to gather more information. The CERIC website contains a rich array of career development
resources:
For information specific to working with refugees, check out the following resource bibliography:
https://ceric.ca/wpdm-package/refugees-career-development-issues/
CareerWise by CERIC is an ongoing initiative that provides up-to-date career related news and
information. Visit https://careerwise.ceric.ca/ to subscribe, browse, or conduct a site search
on “refugees,” “immigrants,” “newcomers,” “transition,” etc.
For additional information that is primarily research based, try a similar search through the
Canadian Journal of Career Development archives: http://cjcdonline.ca/
CERIC’s publications page features a wide range of resources pertaining to career development
theory and practice: https://ceric.ca/publications/
PAGE 45
About the
authors
Karen Schaffer
Karen Schaffer is the author of three books on careers (Hire Power,

The Job of Your Life, and The Complete Book of Resumes) and writes
screenplays in her spare time. She has been a Career Counsellor
for over 20 years, for the last 10 at Saint Mary’s University in Halifax,
Nova Scotia, and is currently doing narrative research in the career
development field. Karen holds an MA in Counselling Psychology from
the Adler School.
Juliana Wiens
Juliana Wiens is a Registered Counselling Therapist (RCT) with
experience in career development, counselling, facilitation,
management, research, and writing. She is currently employed as a
Career Counsellor at Saint Mary’s University in Halifax, Nova Scotia.
Juliana holds an MEd in Counselling from Acadia and an MA in
Women’s Studies from Dalhousie. She is passionate about helping
others navigate meaningful career paths, and is happiest when the sun
is shining.
PAGE 46
PAGE 47
PAGE 48
CHECK OUT THE FULL SERIES OF

GUIDING PRINCIPLES OF CAREER
DEVELOPMENT ACTION PLANS:
YOUTH
POST-SECONDARY STUDENTS
EDUCATED AND UNDEREMPLOYED
TRANSITIONING TO RETIREMENT
NEWCOMERS TO CANADA
UNEMPLOYED LONG TERM
Foundation House
2 St Clair Avenue East, Suite 300
Toronto, ON M4T 2T5
T 416.929.2510
F 416.923.2536
PAGE 49
CERIC.CA /PRINCIPLES

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Career Work in Action: Newcomers to Canada

Career Work in Action

Based on CERIC’s Guiding Principles of Career Development

Schaffer, Karen and Wiens, Juliana.

01 Introduction: Where are we starting from?

05 The Guiding Principles: Situating newcomers

15 The Organic Career Support Framework: How

19 Guiding Principles in Action: Suggested

47 CERIC further resources: Where can I find more

49 About the Authors

For a full version of the Guiding Principles infographic, see Appendix D.

For a full version of the Guiding Principles infographic, see Appendix D.

You will notice as well that we define the demographic group in

For a full version of the Guiding Principles infographic, see Appendix D.

Before getting to the action, let’s look at how the experiences of

For a full version of

Depending on their cultures of origin, many newcomers to Canada will not

Newcomers often come to Canada expecting to be highly self-directed, especially

Newcomers to Canada face unique challenges, depending on who is supporting

Immigration is by definition an intense transition, as individuals have to adapt

This principle represents an advanced stage of career development for

Newcomers to Canada often have to forgo linear career advancement, at least

For a full version of the Guiding Principles infographic, see Appendix D.

Decision-Making: Supporting clients at key points of decision-making

Support Through Transition: Encouraging, coaching, supporting, advising through transition

For a full version of the Guiding Principles infographic, see Appendix D.

From Principles to Action: Discussions & Activities

A Note About Language & Culture

2. Why Knowing Yourself is Important:

1. Around the World in 6 Objects

Directions for Professional

2. Personal and Community Values

Read through the List of Values (Appendix A).

Directions for Professional

Read through the List of Values with your client.

3. Transferring Skills to Canada

Read through the list of Transferable Skills (Appendix B).

Directions for Professional

3. Further Education and Certification

Additional Discussion Questions

1. Using Mind Maps to Explore Decisions

Mind Map Exercise #2 – Areas of Interest

Directions for Professional

2. Job Idea Field Trip

Directions for Professional

Support through transition:

2. Check-ins, Encouragement, & Job Search Support

3. Canadian Workplace Norms

4. Dealing with Racism

1. Interview Preparation & Practice

Directions for Professional

After the meeting, write down what you learned.

Directions for Professional

1. Envisioning a Successful Transition

1. Transition Role Model

Directions for Professional

3. Grief and Loss

4. Weight of Responsibility for Others/Anxiety of Needing

2. Support your client in learning more about their issues