IMPACT Engineers March 31issbc.org/wp-content/uploads/2016/04/IMPACT-Engineers...Engineering Professionals March 31, 2016 4 1. cultural diversity drives business growth and customer

Fundingforthisprojectfrom:

TheB.C.Employer’sGuidetoHiringInternationally-Trained

Engineers

EngineeringProfessionalsMarch31,2016

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TableofContents

HaveYouConsideredHiringEngineersfromAbroad? 3ThereareTwoWaysThisGuideCanHelpYou 3TheBusinessCaseforHiringInternationally-TrainedEngineeringProfessionals 3TheValueInternationally-TrainedEngineeringProfessionalsBringtoB.C.Employers 3ConsidertheExperienceandTalentoftheApplicant 4UnderstandingCommonCulturalDifferencesandBecomingBias-Aware 5SupportingProductivityandLoyaltyinNewcomerEmployees 8

EngineeringinChina 9CountryInformation 9Economy 10Education 11Engineering 12ThingstoNote 13WorkNormsandCulture 14

EngineeringinIran 16CountryInformation 16Economy 18Education 18Engineering 20WorkNormsandCulture 22WorkplaceCultureDifferencesbetweenIranandCanada 23

EngineeringinPhilippines 30CountryInformation 30Economy 31Education 32ThingstoNote 33Engineering 34WorkNormsandCulture 36


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HaveYouConsideredhiringEngineeringProfessionalsfromAbroad?Internationally-trainedengineersofferB.C.employersalargepoolofexceptionaltalent.Thisguideisdesignedtohelpyoubetterrelatetoengineeringjobapplicantsfromothercountriesduringrecruitmentandhelpthemadjustfastertoourworkplacecultureonceyouhavehiredthem.UsethisinformationinconjunctionwiththeB.C.TechnologyEmployersSelectionToolkitforInternationally-TrainedProfessionalstomakeafairandunbiasedassessmentoftheapplicant’sknowledgeandskillsandperhapsuncoverwaysthattheapplicantcanaddvaluetoyourcompanythatyoumaynothavethoughtofbefore.ThereAreTwoWaysThisGuideCanHelpYou:ForUsebyJobInterviewers

1. Getquickfactsonthejobapplicant’scountryoforigin2. Getquickfactsonthejobapplicant’sculturalcommunityinB.C.3. Aheads-uponpossibleculturaldifferencesbetweenCanadaandtheapplicant’scultural

normstohelpyoumakeanunbiaseddecisionbasedontheapplicant’sskills,knowledgeandexperience.

ForUsebyWorkplaceCoachesandMentors1. Aguidetohelpgetyournewhireuptospeedandproductivequicklythroughexplaining

anddemonstratingCanadianworkplacenorms.2. Understandbetterwhattakesyournewhirebysurprise,andwhatmaytakeyouby

surprise,includingadditionalstrengthsthatyoumaynotexpect.

TheBusinessCaseforHiringInternationally-TrainedEngineeringProfessionalsManyinternationally-trainedengineersarriveinCanadawithskills,talents,knowledgeandqualificationsrelatedtobothtechnologyandmanagement.Althoughtheyhavetheskillstheeconomyneeds,theyoftendon’tfullyunderstandhowtocommunicatethoseskillstoemployers.Employers,meanwhile,can’talwaysdecipherthetrainingandqualificationsofanewcomertoCanadaandultimatelylookelsewheretomakeahiringdecision.However,thisdecisionmeansthatemployersareoftenoverlookingthestrengthsandbenefitsthataninternationallytrainedengineeringprofessionalcanbring.TheValueInternationally-TrainedEngineeringProfessionalsBringtoB.C.EmployersGrowthinB.C.’stechnologysectorandincreasingskillsshortagesareencouragingemployerstoconsiderjobapplicantsfromnon-traditionalapplicantpools.Thosenewcomersbringeducation,trainingandworkexperiencefromrelatedindustriesoutsideofCanada.Providedthatapplicantsarefoundgenerallycompetent(seeB.C.TechnologyEmployersSelectionToolkitforInternationally-TrainedProfessionals),hiringstafffromculturalbackgroundsotherthanCanadianorAmerican,canhaveasurprisinglypositiveoutcome.Infact,thebusinesscaseforaculturallydiverseworkplaceiswelldocumented:


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1. culturaldiversitydrivesbusinessgrowthandcustomerservice,throughculturalsensitivity,languageskills,businessnetworksandmarketknowledgeofforeignmarkets.

2. connectionstotheirhomecountryandthepotentialtoopenupnewmarkets.3. morediversityofperspectivesinteamsdrivescreativityandimprovesproblem-solving.4. ifpeoplefeelvaluedregardlessoftheirbackground,companiesbenefitfrombetter

workingrelationships,morecommitmentandbetterretention.

ConsidertheExperienceandTalentoftheApplicantEngineeringisabroadheadingthatincludesmanydiversefieldsthatareregardedasseparateprofessionsinsomeothercountries,suchas:civilengineering,electricalengineering,computerengineering,industrialengineering,environmentalengineering.Engineersnotonlydesignandbuildproducts,processesandsystemsbutalsorepresent,manageandadviseorganizations.Takingresponsibilityforengineeringwork,suchasapprovingdesigns,canonlybeperformedbylicensedengineersinCanada,andonlylicensedengineerscandescribethemselvesasengineers.However,therearemanyjobswhereengineeringknowledgeisrequired,althoughitisnotnecessarytobealicensedengineer.

Wheninterviewinginternationally-trainedengineeringprofessionals,lookcarefullyattheexperienceandtalentoftheapplicants.Therearemanyalternativepositionsinwhichengineerscanstartmakinganimmediatecontributiontoyourcompany,eveniftheydonotinitiallyqualifytoworkasalicensedengineer.TheycanworkinengineeringfieldsinCanadabeforereceivingtheirlicence,aslongastheyaresuperviseddirectlybyaprofessionalengineer.Fordetailsyoucanrefertotheengineeringgoverningbody,whichinthecaseofB.C.isAPEGBC.

Tobecomealicensedengineer,applicantsmayneedtowritechallengeexamsortakeadditionalcourses(suchascoursesthataddresslaws,ethicsandcodesofconductthatpertaintoB.C./Canada),butinmanycases,professionalscanworkasanengineer-in-training,ortechnologistortechnicianintheirfieldduringthetimetheyaremeetingtherequirementstobecomeaccredited.Inthemeantime,astheiremployer,yougetthebenefitofanindividualbringingsignificantengineeringskillsandexperiencetoanengineeringroleortechnologistortechnicianposition,andhavetheoptionofmovingthatpersonintoamoreseniorpositiononceaccreditationisattained.Youmayseesomepossibilitiesintheseexamplesthatcouldbesimilartoyourhiringneeds:

• AcivilengineeringgraduatewhohasexperienceinroadbuildingbeforemovingtoB.C.couldworkasatechnologistoratechnicianinamaterialstestinglaboratory,asasiteinspectororotherqualityassurancerole,orasasalesrepresentativeforconstructionequipment,materialsorservices.

• Otherengineersmayhaveworkedindesignormanufacturing.Dependingontheir

educationandworkexperiencetheycouldbehiredasanengineerintraining,


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technologistortechnician,orinqualityassurance,workscheduling,purchasingorlogisticsroles.

Thesearejustasamplingofthetypesofoptionsthatareopentoemployersandinternationally-trainedprofessionalsseekingworkinB.C.Someindividualsmaybecontenttostayinoneormoreofthosepositionsfortheremainderoftheircareer.OthersmayelecttogothroughtheprocesstohavetheirinternationalcredentialsrecognizedinB.C.Eitherway,itcanbeawin-winsituationforbothyouandyournewhire.UnderstandingCommonCulturalDifferencesandBecomingBias-AwareWithoutspecificknowledgeofacandidate’scultureitcanseemdauntingtoconductaproductiveintervieworonboardnewstaff.But,justlikeNovaScotiansdifferfromBritishColumbiansandruralCanadiansdifferfromthoselivinginurbancentres,acommoncountryoforigindoesnotguaranteethatalljobapplicantsfromonecountryarealike.Theveryfactthattheyhavemadetheefforttoemigratemeansthattheyaresignificantlydifferentandunrepresentativeofthepopulationintheirhomecountry.Forbestoutcomesandtoavoidstereotyping,weencourageyoutotakeageneralapproachtoculturalvalues,howtheyimpactbehaviourandhowtheycaninterferewithyourselectionofthebestcandidate.ResearchshowsthatemployerrecruitmenttendstofavourthosewithEnglish-soundingnamesandwithCanadianworkexperience,disregardingtheiractualperformance,competencies,credentialsandcapabilities.Perhapsmostimportantly,decideonexplicitcriteriayouwilluseasyourbenchmarkbeforeyoustartrecruiting.Identifytherequirementsofthejobandthedesirableadditionalqualitiesanidealcandidatewouldbring.Avoidspecifyingskills(suchasproficiencyinacertainlanguage)thatarenotessentialforthejob.Youcanfine-tunethesecriteriaasyourrecruitmentproceeds.Theimportantthingistoestablishbasicexplicitcriteriafromthebeginningbecauseitwillhelpyoubeobjective.TheHumanRightsCodeprohibitsdiscriminationinemploymentadvertisingandhiring,basedonanumberofprohibitedcategories,includingrace,colour,ancestryandplaceoforigin.Everyoneisbiased.Wehaveatendencytoquicklycategorizeandevaluatepeople,placesorthings.Thisletsusmakesenseoftheworldandcarryoutourdailyactivitiesefficiently.Unfortunately,thisabilitycancauseustobebiasedandusepositiveornegativestereotypes.Forexample,atworkwetrustthata“yes”means“yes”andthatwomenandmenareconsidered“equal”.InahomogenousworkplaceofCanadianstaff,thisislikelytrue,butwhenpeoplecometogetherfromdifferentcultures,someofourmostfundamentalassumptionsmaybeheldtothetest.Culturaldifferencesarenotblackorwhite,theydiffertoadegree.Itishelpfultolookatculturaldifferenceasacontinuumorspectrumbetweentwooppositeextremes.Inreality,itisneitherpracticalnorcriticaltolearntheintricaciesofeachcountry.


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WehavelistedbelowfiveimportantdimensionsofculturaldifferencewhichB.C.residentsmayregularlyexperienceinamulticulturalworkplace.Thetablewhichfollowseachdescriptionshowswhereaparticularcultureliesonthespectrum.WehaveusedthePhilippines,thePeople’sRepublicofChinaandIranasexamplestocomparetoCanadianvalues(thesearethecountriesintheIMPACTB.C.Employer’sGuidestoHiringInternationally-TrainedProfessionals).Readmoreaboutvaluesandbehavioursthatmergewhenpeopletrainedaroundtheworldworkandinteractinthesamesetting:

• http://geert-hofstede.com/countries.html• https://sevendimensionsofculture.wikispaces.com/Trompenaars'+Seven+Dimensions+o

f+Culture• ErinMeyer’sTheCultureMap;informationonthis2014bookavailableat

http://erinmeyer.com/book• https://www.communicaid.com

1.HierarchyBringsOrder VS EqualityisParamount1AsCanadianswetakeprideintreatingothersasequals,whereasinmanyothercultures,hierarchicalrelationshipsinthefamilyandworkplacearevaluedasmodelstomaintainorderandsubordinatesenjoybeinglookedafterbytheirsuperiors.Respectforauthorityimpactsinteractionsintheworkplaceinmanydifferentways.Forexample:subordinatesmayavoideyecontactoutofrespect;subordinatesmayexpectmanagerstohavetheanswerstomostquestions;subordinatesmayalsotendtoavoiddebatingtopicsdirectlywithorevenonlywiththeirmanagerpresent.HierarchyBringsOrder ←→ EqualityisParamount

China Philippines Iran Canada 2.Relationships VS TaskOrientationCanadiansandWesternersingeneraltrytoachievetheirgoalsthroughfocusingonatask,creatingmeetingagendasandbeingpunctual.Inothercultures,timeisseenasfluid,interruptionsaremorefrequentandgoalsaremorelikelytobeachievedthroughmanagingandmaintaininggoodrelationships.Relationships ←→ TaskOrientation

ChinaIran

Philippines

Canada

1 ContinuumspresentedhavebeenadaptedfromcomparablecultureinformationpioneeredbyGeertHofstede(geert.hofstede.com)andhavebeenadaptedforanemployeraudienceusingelementsofFonsTrompenaars’RidingtheWavesofCulture:UnderstandingCulturalDiversityinBusiness(availableathttp://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.695.447&rep=rep1&type=pdf).Thedetailshavebeenfurtherenrichedwithmorecurrentinformation.


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3.MenandWomenHaveDifferentRoles VS MenandWomenAreEqualInthelast50years,genderequalityhasvastlyincreasedinCanadaandmanyWesterncountries.Inmanyothercultures,however,menandwomen’srolesathome,insocietyandatworkcontinuetobedivided.Genderrolescanalsobeinfluencedbyreligion.Traditionally,CatholicismandIslamhavemaintainedacleardivisionofgenderroles.Dependingontheculture,thisdivisionismoreorlessstrict.Forexample,IranianMuslimmenmaynotbefamiliarwithworkingforafemalemanagerandwomenmaynotbecomfortableshakinghandswiththeirmalecounterparts.Differentmaleandfemaleroles ←→ Menandwomenequal

Iran Philippines China Canada4.DirectCommunication VS IndirectCommunicationIntheWesternbusinessworld,directcommunicationisvaluedasthemostefficientwaytoreachgoalsandmakedeals.However,manyWesterncompaniesoperatinginAsianmarketshavelearnedthehardwaythatsubtlety,deference,patienceandwhatsometimesappearstobedishonestyistheprevalentandmosteffectivestyletoworkandconductbusiness.Inindirectcommunicatingcultures,nonverbalsignalssuchassmilesandhandgesturesaddagreatamountofmeaningtoaconversation.Itisbesttoaskforclarificationtoavoidmisunderstandings.Directcommunication ←→ Indirectcommunication

Canada Philippines ChinaIran

5.FamilyandGroupisMostImportant VS IndividualAchievementisWhatMattersTherearetwowaystounderstandtherelationshipbetweenindividualsinagroup.Inoneextremetheindividualisthemostimportant,he/sheactsaloneandeveninagroupmostlyindividualcontributionsarerewarded.Intheother,thegroupistheprimaryentityandindividualsserveasmembersofthegroup.Grouporientationmakesitdifficultforindividualstopresentthemselvesasdrivenandconfidentprofessionals;theymaycomeacrossashumbleandinsecureinstead.FamilyandGroup ←→ Individualachievement

Philippines China Iran Canada Throwoutthegoldenrule.Foralongtime,theoldadage“Treatpeopleasyouwouldwanttobetreated”wasconsideredgold;itwasasensibleruleinahomogenousworldwherepeopleareverymuchalike.Intoday'sculturallydiverseworld,however,considerapplyingtheplatinumrule“Treatothersastheywanttobetreated”.


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SupportingProductivityandLoyaltyinNewcomerEmployeesCompaniesthathaveexperiencewithhiringinternationally-trainedprofessionalshavedevelopedanumberofpracticestheyfindhelpfulforgettingtheirnewstaffuptospeedandkeepingthemhappy,loyalandproductive:• Haveaplanforgettingyourstaffmemberworkingatfullspeedandaccustomedtoyour

organization’sculture(3,6,or9months)o Providetraining:thiscanincludeinformalon-the-jobtrainingwhileworkingwithpeers,

supervisorsorperhapsevenjustreadinguponindustry,companyorproductnewso Encourageandsupportself-developmentactivities,notjustformalcoursesbut

participationinprofessionalbodieso Pairyournewstaffmemberupwithabuddyormentor,aseasonedvolunteeremployee,

tohelpthenewhiregettheinsidescoopontheinformalworkingsofyourworkplaceo Checkinatregularintervalstoreviewprogressandadjusttheplanasneeded

• Provideopportunitiesforthemtousetheirfullsetofskillsanddevelopthemfurthero Ifsomeoneusedtobeamanager,givethemopportunitiestopracticesupervisorytasksin

awaythatisappropriatetotheCanadianworkplaceo Encourageshortpresentationsonanytopicsthatchallengeandenrichthewayworkis

beingdoneinyourcompany.Perhapsyourforeign-bornstaffhasexperiencedoingthingsinadifferentandpossiblybetterway

o Findstretchassignmentsthatgiveyourforeign-bornstaffachancetopracticeimportantnon-technicalskillssuchastheirverballanguageability,leadership,etc.

o Encourageandsupportself-developmentactivities:participationinsocialevents,sports,voluntaryactivitiesinthecommunity,andevenexploringB.C.andCanada

Anoteonthecountryprofileswhichfollow:Thecontentofthecountryprofileswhichfollowwasselectedfrominternetresearchthatwassubsequentlyreviewed,validatedandaugmentedbyengineeringprofessionalsfromeachofthecountrieshighlighted.TheyhaveworkedintheircountryoforiginandarenowworkinginB.C.


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Engineering China

CountryInformationChinaisoneoftheworld’soldestcivilizationsanditledtheworldformanycenturiesinarts,sciencesandtechnology.Itenteredaperiodofdeclineinthe19thcentury,duringwhichitstruggledwithfamine,civilrevolts,militarydefeats,andforeignoccupation.ThecommunistsunderMaoZedongcametopowerin1949,andintroducedacentrallyplannedeconomyandothersweepingreforms,someofwhichledtoseverehardshipsformanymillionsofpeople.In1978,market-orientedreformswereintroduced,resultinginaneconomicboomthathaslifted400millionpeopleoutofpoverty.Sincethen,Chinahasincreasinglyexpandeditsinternationalsphereofinfluence,botheconomicallyandpolitically.Geography • LargestcountryinAsiaandfourthlargestcountryintheworld(after

Russia,Canada,andtheU.S.)• Geographyisvastanddiverse,includingforeststeppes,highmountains,

plains,subtropicalforests,anddeserts.• Climatevariesregionally,fromcoldanddrycontinentalinthenorth,to

humidsub-tropicalinthesouth.• Pollutioninbigcitiesisamajorissue.

Politics • Chinaconsistsof22provinces,5autonomousregions,4city-regions(Beijing,Tianjin,ShanghaiandChongqing)and2specialadministrativeregions(HongKongandMacau).ItclaimssovereigntyoverTaiwan.

• One-partystategovernedbytheCommunistParty.


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Culture • Nationallanguage:Mandarin,orPutonghua(nativelanguageofabout70%ofthepopulation).Closeto300otherlanguagesarespoken,includingChineseregionaldialects(e.g.,Cantonese,Shanghainese,Hokkien),andminoritylanguagessuchasTibetan,Mongolian,Uyghur,andKorean.

• Thecountryisofficiallyatheist,buttraditionalfolkreligion,Buddhism,Daoism,IslamandChristianityandotherreligionsarepractised.

• Confucianism,aphilosophythatemphasizesmoralconductandsocialharmony,remainsastronginfluence.

Population • Totalpopulationis1.3billion(largestintheworld).• About90%ofthepopulationareethnic(Han)Chinese.Thereare55

officialethnicminorities(e.g.Zhuang,Manchu,Tibetan,Mongol,Uyghur).

• Rapidlyagingpopulation,withagenderimbalancefavouringmales.The“onechildpolicy”infamilyplanningwasintroducedinthelate1970sbutstartedphasingoutin2015.

• Populationdensityisgenerallyhigh,especiallyincities.Densityislowerinautonomousregionsinwhichhigherproportionsofethnicminoritieslive.

• Rural-urbanmigrationhasbeenrapidsinceeconomicreformsintroducedinearly1980s.

• Lifeexpectancyatbirthis75(2013).Economy

Overview • World’s2ndlargesteconomy,anduntil2015,world'sfastest-growingmajoreconomy,withgrowthratesaveraging10%over30years.

• World’slargestmanufacturingeconomyandlargestexporterofgoods.• World’sfastestgrowingconsumermarketandsecondlargestimporter

ofgoods.• GDPin2014isestimatedatUS$18trillion(atpurchasingpowerparity);

GDPpercapitain2014approximatelyUS$13,200,comparedto$45,400inCanada.

• Highestlevelofforeignexchangereservesintheworld(US$3.2trillion).• Inflationisestimatedat2%.• Unemploymentislowandestimatedataround4.1%in2014(Canada’s

is6.9%).Sectors • Majorindustriesinclude:

- miningandoreprocessing,ironandsteel,aluminum,coal- machinery- armaments- textilesandapparel- petroleum- cement


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- chemicalfertilizers- foodprocessing- transportationequipment- consumerproducts(footwear,toys,electronicsetc.)- telecommunicationsandinformationtechnology

• World’sleadingmanufacturerofchemicalfertilizers,cementandsteel.• Preferredlocationforglobalmanufacturing.• Agricultureisstillamajorsector.

EducationSchools • Nineyearsoffreecompulsoryeducation:6yearsofprimaryschooland

3yearsofjuniorsecondaryschool.• Studentscancompleteeitherafurther3yearsofacademicsenior

secondaryschoolor3-4yearsofvocationalsecondaryschool.• Educationplacesstrongemphasisonrotememorization;thereisagap

inqualitybetweenruralandurbanareas.• StudentsfromShanghaiandHongKonghaveobtainedamongthe

highestscoresinmathematics,scienceandliteracyinaworldwideevaluationofthescholasticperformanceof15-year-oldsrunbytheProgrammeforInternationalStudentAssessment(PISA).

• Ahighlycompetitivenationaluniversityentranceexam(gaokao)istheprerequisiteforentranceintohighereducationinstitutes.

Vocationaleducation

• Vocationalortechnicalseniorsecondaryschoolsprovidesubject-andoccupation-specificeducationandtraining.Graduatesoftheseschoolsnormallyentertheworkforce.

• Vocational/technicalcollegesoffer2-3yearsoffull-timepost-secondarystudywhichleadtoazhuankediploma.Inalimitednumberoffields,graduatesoftheseprogramscanobtaintheequivalentofabachelor’sdegreethroughupgradingprograms.

Universities • Morethan2,000universitiesandcolleges,withmorethansixmillionenrolments.Thereareover100nationalkeyuniversities.Themajorityofinstitutionsarepublic.

• Universitiesofferbachelor’s,master’s,anddoctoraldegrees.• thereareabout700,000Chinesestudentsstudyingabroad(notallat

universitylevel).• Majordestinationforinternationalstudents(mostpopularcountryin

Asiaandthirdoverallamongallcountriesforinternationalstudentsin2013)

AdultLiteracy • 96.4%


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EngineeringOverview • China’sengineeringsectorishugeandencompassesmanufacturing,

machinery,electronics,construction,miningandmetals,transportation,petroleum,power,aerospace,andagriculture.

• Chinaleadstheworldininfrastructureinvestment.Itisalsotheworld’slargestconstructionmarket,representingaboutaquarterofallconstructionactivityworldwide.Constructiongrowthhasbeenslowingrecently,however.

• NotableChineseengineeringachievementsinclude:- theDonghaiBridge,amongthelongestcross-seabridgesinthe

world,- theThreeGorgesDam,theworld'slargestpowerstation,- theShanghaiTower,theworld'ssecond-tallestbuilding,- Sincethe1990s,Chinahasplanned,designedandbuilttheworld's

longestHighSpeedRail(>200km/h)networkwithover19,000kmoftrackinservice(January2016),morethantherestoftheworld'shigh-speedrailtrackscombined,and30,000kmisplannedfor2020.

- theQinghai-TibetRailway,therailwaywiththeworld’shighesttrack(averageelevation4500mabovesealevel)andhighestrailwaystation,

• Chinaisalsoengagedinalargenumberofkeyinfrastructureconstructionandresourcedevelopmentprojectsindevelopingcountries.

• Thirdcountryintheworldtoindependentlysendhumansintospace.• World’sthirdlargestproducerofpeer-reviewedresearcharticles,after

theU.SandtheEU.Majoremployers

MajoremployersofengineersinChinainclude:

- ChinaStateConstructionEngineeringCorporation(CSCEC)(3rdlargestintheworldandthe20thlargestgeneralcontractorforoverseassales)

- Sinopec,ChinaNationalPetroleum,ChinaNationalOffshoreOil,SinochemGroup

- ChinaRailwayConstruction,ChinaRailwayGroup- SAICMotor,FAWGroup,DongfengMotorGroup- utilitiessuchasStateGridCorporation,ChinaSouthernPowerGrid

andChinaShenhuaEnergy• MajormultinationalsinallfieldshaveestablishedapresenceinChina.

Qualifications • Bachelor’sdegreesinengineeringareofferedbyChineseuniversitiesin169subjectsindisciplinessuchasmechanics,electricalengineering,chemicalengineering,computerscience,pharmacy,geology,biomedicalengineering,mining,geology,environmentalsciences,andtopography.


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• ChinaEngineeringEducationAccreditationAssociation(CEEAA)isanationalnon-profitmembershiporganizationauthorizedbytheMinistryofEducationtoconductengineeringeducationalaccreditationinChina.

• Top10universitiesinengineering(ChinaUniversitiesAssessment):- TsinghuaUniversity- ZhejiangUniversity- HarbinInstituteofTechnology- ShanghaiJiaoTongUniversity- TianjinUniversity- DalianUniversityofTechnology- SouthChinaUniversityofTechnology- BeijingUniversityofAeronauticsandAstronautics- HuazhongUniversityofScienceandTechnology- SoutheastUniversity

Industrybodies

• ChinaAssociationofScienceandTechnology(CAST)isthelargestnationalnon-governmentalorganizationofscientificandtechnologicalworkersinChinaIthas204membersocieties.Closeto70engineeringassociationsareaffiliatedwithCAST(seeCASTwebsite).

ThingstoNoteGeneral Theterm“engineering”isoftenusedlooselytorefertobothtechnology

(gongxue)andengineering(gongchen)inChina.Forexample,Chinaisreportedtobethelargestproducerofengineeringgraduatesintheworldtoday,withsome600,000graduatescomparedtotheUnitedStates(70,000engineeringgraduateseveryyear)andEurope(100,000graduates).Alargeproportionofthese“engineers”wouldbecalled“technicians”or“technologists”inCanada.

Occupationalrequirements

• Dependingontheirbackground,Chineseengineersmayhaveworkedwithstandardsfromothercountries(EUorAsiancountries,orChinesestandards)andmaybelessfamiliarwithNorthAmerican/Canadianstandardsandcodes.

• Dependingonthefield,documentationrequirementsmaybehigherinCanada.

Equipment EquipmentinlargerenterprisesmaybemoreadvancedandupdatedmoreoftenthaninCanada.

Organizationstructure

TherearemanylargeChineseandmultinationalcompaniesoperatinginChina,whosesizeandnumberofemployeesdwarfthoseofcompaniesinCanada.Theorganizationalstructuresoflargecompaniesaremuchmorecomplex.


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Certificationrequirements

ComparedtocompaniesinCanada,companiesinChinaarenotasstringentorrigidinrequiringcertificationandwillrelymoreonanindividual’sworkexperience,abilitiesandperformance.

Workconditions

Labour,environmentalandsafetystandardsaregenerallyhigherinCanada.

PotentialopportunitiesandbenefitsinhiringICTprofessionalsfromChina

• Chineseengineershavebeenworkinginaneconomythathashadoneofthehighestgrowthratesintheworld,andsoareusedtohighpressureandtightdeadlines.

• AsChinaisthe“factoryoftheworld”Chineseengineersareusedtoworkinghardandmeetinginternationalstandards.

• ChineseengineershaveknowledgeofChineseoperationsintheirfield,whichcanbeusefultoCanadianfirmsdoingbusinesswithChina.Note,however,thatnotallengineershaveinterest,abilityinorknowledgeofsalesormarketing.

WorkNormsandCulture

Workattitudes

• Ingeneral,Chineseprofessionalsareveryseriousanddiligentabouttheirwork.Canadianworkattitudesappearveryrelaxedandcasualincontrast.

• UnlikeinCanada,workersinChinaareoftenexpectedtoworkovertimewithoutextrapayinordertomeetadeadline.

Communications • ChineseworkerstendtointeractmoreformallywiththeircolleaguesinaworksettingthanCanadiansdo,andarelesscasualindealingwithauthority.

• ChineseprofessionalsmayappeartobereticentandquietcomparedtoCanadians,evendiscountingforunfamiliaritywithcommunicationinEnglish.ItisChinesecustomtodownplayone’saccomplishments,anditisconsideredimmodesttodrawattentiontoone’sachievements.

• AChineseproverbsays,“Thinkthreetimesbeforeyouact”andChineseprofessionalswillrarelyspeculateonmattersthattheyhavenotthoroughlyresearched.Itisnotcommontovoiceone’sopinionswithoutbeingasked,ordebateothersopenlyorpubliclyinChina.

• One-on-onepersonalcommunicationispreferredforgivingfeedbackorcriticism.

• ThereislessdirecteyecontactincommunicationthaninCanada.Workplacedifferences

• CompaniesinChina,especiallylargeones,aremorepresentintheiremployees’socialandeverydaylivesthaninCanada.CompaniesinChinaprovidemanyservicesandsupportfortheiremployees,suchascafeterialunches,groupoutings,uniforms.

• ManyworkmeetingsareheldinChina,butitisnotthecustomtospeakupaboutone’sideasordebateopenlyatmeetings.

• Companiesrarelylayoffemployeesbutwillinsteadreducehourswhenthereislessdemand.


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• Chineseprofessionalsareusedtoworkingindividuallyand/orinteams.WorkplacesaregenerallylessethnicallydiversethaninCanada.

QuotefromChineseprofessionals

“Chineseimmigrantshaveverystrongtechnicalskillsandexcellentworkattitudes…wemaybeweakerinourcommunicationskills,butifgiventheopportunity,weworkextremelyhardandemployerswilldefinitelybesatisfied.”

BCculturalcommunity

• Chinaisamongthetop3sourcecountriesofpermanentresidentstoCanada.Approximately10%ofthepopulationinB.C.and30%ofthepopulationinMetroVancouverisofethnicChineseorigin.FiftypercentofresidentsinRichmondidentifyasChinese.ChineseimmigrantstoB.C.comefromdifferentregionsofChina,HongKong,Taiwan,andcountriesinSoutheastAsiaandmayspeakMandarinordifferentChinesedialectsincludingCantonese,Hakka,Shanghainese,Taiwanese,andTeochiu.

• TherearemanyChinesecommunityandculturalassociationsincluding:- S.U.C.C.E.S.S.:initiallyfoundedtoassistnewCanadiansofChinese

descenttoovercomelanguageandculturalbarriers,itisnowoneofBC'slargestmulticulturalsocialserviceprovidersservingpeopleatallstagesoftheirCanadianexperience.IthaslocationsinGreaterVancouverandFortSt.JohnandoverseasinTaipei,TaiwanandSeoul,Korea

- BCChineseCulturalSociety- ChineseBenevolentAssociationofVancouver- ChineseCulturalCentre- RichmondChineseCommunitySociety- RichmondChineseMentalHealthSupportGroup- VancouverAssociationofChineseCanadians- VancouverSeniorChineseDropinCentre


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Engineering Iran

CountryInformationIraniansmovingtoCanadaarenotnecessarilymotivatedbymoneybecausemanyenjoyagoodstandardoflivinginIran.Theycometoimprovethequalityoftheirlives.Canadaisademocraticcountrywithfreedomofspeechandreligion,whileIranisaconservativeMuslimtheocracyanddoesnottoleratefreedomofspeech(televisionandthemediaareheavilycensored)andthereislimitedfreedomofreligion.Therearemanyrestrictions,includinggenderdiscriminationandanintoleranceofnewways.ThemajorityofIranianimmigrantscometoCanadafromurbanareasandtheygravitatetowardsurbancentresinCanada.Iraniansarerightlyproudoftheirancientcivilization,whichhasinfluencedmanyculturesandtraditions,andtoday’snationconsistsofamixofcommunitiesspeakingacommonlanguage.


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ClimateandGeography

• IranislocatedinWestAsiaandcovers1,650,000squarekilometres,makingitthe18thlargestnationintheworld.

• Inthenorth-west,wintersarecold,withheavysnowfall.Springandautumnaremild,summersdryandhot.Inthesouth,wintersaremildandsummersveryhot(38°C+).Aridorsemi-aridandsubtropicalalongtheCaspiancoast.

• ThepopulationofIranis80million-secondlargestintheregionafterEgypt,andmorethantwicethatofCanada.

• Tehran,thecapital,has7,200,000people. Politics • IranisatheocracyguidedbyIslamicideology.Ithasanelectedpresident

andparliament,aswellasapublicly-elected“AssemblyofExperts”andlocalcouncils.ThemostpowerfulofficeandrulingoverparliamentistheSupremeLeaderorAyatollah,appointedforlifebytheAssemblyofExperts.Heappointstheheadsofthemostpowerfulpositions.

• UNsanctionsonIranwereliftedin2016withpositiveimplicationsexpectedfortheIranianeconomyandthewelfareofitscitizens.

• Humanrightsandfreedomofspeecharerepressed,althoughthisisdeniedbyIranianofficialswhoclaimtheyarenotboundbytheWest’sinterpretationofhumanrights.

Culture • Iranwasfoundedasadistinctandoriginalnationin1502,butthePersianEmpiregoesbackto550BCE.IraniansconsiderthemselvesPersiansandareoffendediflabelledasArabseventhoughtheysharetheirnumericalandsomelanguageterms.SometraditionallanguagewritingsareinArabicwhichmanyPersianscanreadandwrite,althoughspokenandwrittenPersianismuchdifferentthanArabic.

• Islamistheprimaryreligion,comprisingabout98%ofthepopulation.HoweverthereareChristiansandJewsinthepopulation(evensynagoguesinsomecities).About90%areShi’aand10%areSunni–theoppositeoftherestoftheworldsuchasIraqandSaudiArabia.

• IranisaPersiannation,andwomencandomanythingsthattheycannotdoinsomeneighbouringcountries.Womendrivepersonalvehicles,eventaxis,andmayholdpublicoffice.Womenmakeup65percentofalluniversitystudents.Womenareengineers,doctors,andlawyers.

• Persian,oftencalledFarsi,istheofficiallanguageinIran,AfghanistanandTajikistan.Itisspokenbyabout110millionpeopleworldwide.

• 93%oftheadultpopulationisliterate(97%amongyoungadultsbetween15and24yearsofage).

• Displayinghospitalityisacorecomponentintheculture-itmeasuresaperson’sreputationandcharacter.


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EconomyOverview • IranisthesecondlargesteconomyintheMiddleEastafterSaudiArabia.

GDPisUS$1.4trillion(atPurchasingPowerParity),but$400billionatofficialexchangerates.

• CurrentGDPgrowthrateisaround0.6%(2016),butthisexpectedtogrowrapidlywiththeliftingofUNsanctions.GDPpercapitaisUS$18,000(atppp).

• Inflationraterangesfrom11%toover20%(2016)andmore.• Iranrankssecondintheworldinnaturalgasreservesandfourthin

provencrudeoilreserves.Economicactivityandgovernmentrevenuesstilldependlargelyonoilrevenuesandthereforeremainvolatile.

• Unemploymentis11%(2015)andhigheramongstyoungpeople.Irancontinuestosufferfromseriousunemploymentandunderemployment.LackofjobopportunitieshasconvincedmanyeducatedIranianyouthtoseekjobsoverseas,resultinginasignificantbraindrain.

Sectors • Largehydrocarbonsector,smallscaleagricultureandservicessectors,andanoticeablestatepresenceinmanufacturingandfinancialservices.

• TheIranianstateplaysakeyroleintheeconomywithlargepublicandquasi-publicenterprisesdominatingmanufacturingandcommercialsectors.Thefinancialsectorisdominatedbypublicbanks.Itisestimatedthatover65%ofthepopulationisemployedingovernmentservicesandenterprises.

• However,inthelast25years,manyorganizationshavebeenprivatizedormovedtopublic/stockexchangeownership.Thereisathrivingfreemarketeconomyofsmalltomediumsizedprivatebusiness.

EducationSchools • Morethan50%ofthecountry’s80millionpeopleisunder25,whichhas

createdhugedemandwithintheeducationsystem.Asof2013,4.5millionstudentswereenrolledinuniversities.

• AllchildrenattendPrimarySchoolfromages6to12;MiddleSchoolrunsfromGrades7to9andHighSchoolfromGrades10to12.PrimaryandMiddleSchooleducationiscompulsory.

• Therearebothpublicandprivateschools.Grades1to12arefreeatpublicschools.

• Allstudentsaresegregatedbysex.• HighereducationrequiresaHighSchoolDiplomaandthepassingofthe

IranianUniversityEntranceExamusuallyatthenationallevel,theequivalentoftheFrenchbaccalaureateexam.Admissionstothefreepost-secondaryprogramsarehighlycompetitive.Privatefeepayinguniversityisavailabletothoseunabletoqualifyforstateinstitutions.

• Mostuniversitiesreceivetheirfundingfromthestate,andstudentsdonotpayfortuitionoraccommodation.Privateinstitutionsarealsoavailable.However,studentsattendingpublicuniversitiesareeither


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requiredtocommittoservethegovernmentand/orworkinthecountryforthenumberofyearsequivalenttothosespentattheuniversity,ortopayfortheirowntuition.

VocationalEducation

• Studentsareabletostudytwomoreyearsintertiaryeducation,whichprovidesthemwiththeskillstobecomeskilledtechniciansandreceivean“integratedassociatedegree”.

Universities • Thereare92universities,512PayameNoorUniversitybranches(apublicuniversitysystem),and56researchandtechnologyinstitutes.IslamicAzadUniversitiesthatarescatteredaboutthecountrywithmanybranchesinurbanandruralareas.

• Iranianuniversitiesturnoutalmost750,000skilledgraduatesannually.Roughly30%areinengineeringandconstruction,and10%insciences.

• 65%ofuniversitystudentsarewomen.• TheeducationsysteminIranfavoursstudentswhochoosescientificand

engineeringpaths.Theyareconsideredthemostprestigious;highereducationanddegreesarerecognizedandrespected.InrecognitionofthequalityofIranianeducation,postgraduatestudentsinmanywesterncountriesarewellrepresentedbyIranianstudents.Agraduatewithonlyabachelor’sdegreeisoftenconsideredunderqualified,andsothereisstrongincentiveforstudentsandevenexperiencedbachelordegreeholderstoobtainhigherdegrees.Thelevelofeducationanddegreesattainedarevaluedmorethanfieldexperience(unlikeCanada,whereemployersvalueexperienceatleastasmuchasthelevelofeducation).

• Irancontinuestooperatean18monthtotwo-yearmilitarydraftsystemwhichismandatoryformaleuniversitygraduates.Afteraninitialmulti-monthbootcamptraining,therestofthetimecanbespentinpublicinstitutioninternships,particularlyformastersandPh.D.graduates.


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EngineeringOverview • EngineersworkinmanyindustrysectorsinIran.Agricultureandoiland

gassectorstogetheraccountfor30%ofGDP;theindustrialsectoraccountsforabout25%(includingwatersupply,electricityandgas).

• Smallandmedium-sizedenterprises,whichformthebackboneofmosteconomiesintheworld,playonlyasmallroleintheIranianeconomy.ItscontributiontoGDPvalue-addedislessthan15%.

Employment • BecauseoftheinternationalsanctionsagainstIraninplaceuntil2016,thereare400,000unemployedengineersinthecountrybecausethejobmarkethasbeenunabletoabsorballgraduates.Thosewithonlyabachelor’sdegreecannotcompetewiththosewhohavehigherdegrees.Forthosewithatwo-yeardiplomaorcertificate,thechallengeisevengreater.Inaddition,asaresultofthesanctions,manyprivatecompanieshavegonebankruptandhadtolayoffemployees,includingmanyengineers.

• Themajorityofengineersareeitheraerospace,chemical,industrial,environmental,computer,maritime,mining,petroleum,energy,mechanical,electricalorcivil.

• Engineersarefoundworkingworkinoilandgas,construction(governmentinfrastructureprojectsandthehousingindustry),energy,manufacturing,aerospace,aeronautics,nuclearandtelecommunication.

Strengths • IranianengineerscometoCanadaandtoB.C.withanin-depthknowledgeoftheirfieldofstudy.Theyexcelinmathematics,rootknowledge,andtechnicaltheoryandprocess.

• BecauseofconditionsinIran,theyhavehadtofigureoutontheirownthetheoryandprocessesneededtosolveengineeringproblems,ratherthanrelyingonsoftwaretodoitforthem.Asaresult,theyareengineerswhocanseethebigpicture,butbeingverydetail-oriented,areabletodevelopprecisesolutionsforspecificengineeringproblems.

• Theyareadeptatcalculatingdetailsandunderstandingconceptuallythechallengesofprojectsfromthebeginning.

• Evenoffice-basedengineersvisitthesiteonaregularbasis,gettingabroaderunderstandingofrealconditionsandotherdisciplines.

• Iranianengineerstendtobehardworkersandgotheextramilewhenneeded.Becausetheyhavefaceddifficultsituationsbackhome,workingunderpressure,multi-taskingandcopingwithchallengesrangingfarbeyondtheactualengineeringdemands,theyareexperiencedindevelopinginnovativesolutionsquickly.

Majoremployers

• State-ownedenterprises(governmentandpublicorganizations)comprisethemajorityofemployersofengineers.Theirboardsofdirectorsarenominatedmostoftenattheministeriallevel.Alackofeffectivecompetitionresultsinlittleinclinationforinnovationandtechnologicalchangeinthesecompanies.


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• Therearelargeprivatecompaniesaswell,althoughthedefinitionof“private”meansthatgovernmenthasnomorethan49%oftheshares.

• TheIranPrivatizationOrganizationisresponsibleforthegradualprivatizationofsomeofthebigorganizationsandhashadreasonablygoodsuccess.

EngineeringEducation

• TheeducationsysteminIranfavoursstudentswhochoosescientificandengineeringpaths.Alongwithbecomingmedicaldoctors,theyareconsideredthemostprestigious;highereducationanddegreesarerecognizedandrespected.Agraduatewithonlyabachelor’sdegreeisoftenconsideredunderqualified,andsothereisstrongincentiveforstudentstoobtainhigherdegrees.Thelevelofeducationanddegreesattainedarevaluedmorethanfieldexperience(unlikeCanada,whereemployersvalueexperienceatleastasmuchasthelevelofeducation).

• Iranproduces233,000engineeringgraduatesperyear,behindonlyRussia(454,000)andtheU.S.(238,000).

• Studentshavetocompeteandpassanationalexamtogetintouniversityand,similartoundergraduatesinCanada,theyspendaminimumoffouryearsinengineeringschoolbeforegraduating.

Qualifications • AnIranianengineeringgraduateisfullyqualifiedasanengineerandcansignoffondrawingsandotherofficialdocumentation.

• MohandessPayeh1andMohandessPayeh2aretitlesusedrespectivelyforprofessionalengineerandengineer-in-traininginIran;howeverthereisnorequirementorformalgoverningbodytoregulatetheengineeringprofession,andnoequivalentofaP.Eng.

• Iftheyenrollinaprogramoflessthanfouryears,upongraduationtheycannotcallthemselvesengineers,butrathertechnicianortechnologist,dependingupontheprogramtheycompleted.

Industrybodies

• Therearemanyengineeringassociations,concernedprimarilywithprovidingfurtherlearningopportunitiesandnetworkingwithintheengineeringcommunity.Manyholdannualconferences.

• Eachengineeringfieldhasitsownassociation.Forexample:o ChemicalEngineersAssociationo CivilEngineersAssociationo StructuralEngineersAssociationo IndustrialEngineersAssociation

• ThereisalsotheIslamicEngineersSocietyIndustrydifferences

• Publicsectororganizationsaremajoremployersofeducatedstaff.• Publicsectorandlargeprivateorganizationstendtobebureaucraticand

hierarchical.• Electricalandothercodesaredifferent.• Verylittleterminologydifferences,ifatall.• Organizationalstructureissimilartoo.


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WorkNormsandCultureIraniansinB.C. • Therearecloseto40,000IraniansinB.C.,centredmainlyinMetro

Vancouver,especiallyinNorthandWestVancouver,Vancouver,BurnabyandCoquitlam.

SampleSocialandProfessionalSupportSystems

• TheCivicAssociationofIranianCanadiansisanon-partisanorganizationinvolvedinsocialandpoliticalissuesinCanada.Itteachestheconceptsoffreedom,theconstitutionofCanada,andtheresponsibilitiesandrightsofcitizensofCanada.

• TheSocietyofIranianCanadianProfessionalsofB.C.promotescollaborationandnetworkingamongmembersandprovidesopportunityforprofessionalsintechnicalandeducationalfieldstoleadandcontributetotheregionaldevelopmentofB.C.Theirmissionistoachievegreateralignmentandintegrationofthesociety’sprofessionalmembershipwiththeCanadiansocio-economicstructure.

• IranianEngineersofBritishColombiaAssociation(IEBCA) isanon-profit,non-religious,non-political,independentorganizationregisteredunderBCActwhichservesengineerswithanIranianbackgroundworkingorresidinginBritishColumbia.Theyprovideinformation,technicalevents,networkingopportunities,andfacilitiestoengineerstohelptheirintegrationintotheengineeringprofessionandintotheCanadiancommunityatlarge.

• GreaterVancouverCounselling&EducationSocietyforFamiliesisaclinicalcounsellingandeducationalorganization,mainlyservingFarsi-speakingcommunities.Itsmentalhealthprofessionalsarededicatedtopromotingmentalhealthandafeelingofwell-beingamongmembersoftheIraniancommunity.


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Topic Iran Canada

Authority

Topdownhierarchy.Initiativeandemployeeinputnotalwayswelcomedbydirectors.Anadherencetorulesandregulationsisnotsecondnaturetosomeindividuals.Forexample,trafficrulesmaybeignored.Workerscanbesomewhatcombative,andiftheyareunhappy,theymayemploypassiveresistanceby

Respectedaslongasitisfair.

Ideasfromtherankandfilearegenerallylistenedto,andoftenencouragedandexpected(e.g.,whatarewepayingyoufor?)Rulesandregulationsaremostlyrespected.Wegenerallyvaluetheruleoflawineverydaybehaviour.

WorkplaceCultureDifferencesbetweenIranandCanadaThistableservestwopurposes.First,itprovidesB.C.interviewersaquickoverviewofculturalsimilaritiesanddifferencesbetweenIranandCanada.Second,itisatoolforworkplacecoaches/mentorsandnewhirestostructurethementoringprocessforquickresults.Interviewers

Youmayobservebehaviourdisplayedduringinterviewsoronthejobthatisnot“normal”Canadianworkplacebehaviouroretiquette.Thistablewillhelpyouunderstanddifferencesandthereasonsbehindthebehaviours(allofwhichcanbequicklymodifiedonthejobwiththehelpofthistableandminimalcoaching)sothatyoumakeahiringdecisionbasedupontheindividual’squalificationsandskillsandminimizeany(unconscious)culturalbias.

Coaches/Mentors(WorkBuddies)

Onceyouhireacandidate,matchhimorherwithaworkplacecoachormentorwhocanusethistabletocoachandmentorthenewhirethrougheachoftheissuesinthelist.

MostIraniansseekingemploymentinB.C.knowtherearedifferencesintheworkplaceculturesbetweenIranandCanada.Theyoftenknowwhatthosedifferencesare,buttheyhavenothadtheopportunitytoseetheCanadianwaysinactionortopractisethem.Usethistableasamini-lessonplantoaddresstheissueslisted:

1. Discusstheissueswiththenewhire2. Gettheirtakeontheissue3. DemonstratetheCanadianwayifnecessary(aslistedinthe“InCanada”column)4. Askthenewhiretodemonstratethebehaviour5. Enablepracticeonthejob6. Provideconstructivefeedback.

Thiswillbringpositiveresultsamazinglyfastsothenewhire,withabetterunderstandingofthedynamicsatplayintheCanadianworkplace,canfocusondoingthejobheorshewashiredtodo,andquicklybecomeacontributing,productivememberofyourteam.


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ignoringdirectionorcarryingoutinstructionsveryslowly.Thewesterninterestinspecificgoalsandoutcomescannotbefollowedorpracticedinsomemeetings.

Punctuality Flexible.Meetingsmaynotstartorendontime.(Itdependslargelyontheemployer.Governmentofficestendtobemorelaxthaninprivatefirms.)

Criticaltobeontime(orearly)forwork,appointments,etc.Useacalendartokeeptrackofmeetings,appointments,events.

MeetingParticipation

Expectationsareformeetingstobetothepointandonanacademicmorethanpracticallevel.Decisionstendtobemadebydirectors.Teaisaverytraditionalritualinmostmeetingsandisservedbyanaide.Meetingscanincludebothlightandstrenuousdiscussions.

Meetingsherearemorepractical-basedandtacticalinnature,concernedwithwhowilldowhat,bywhattime,etc.Decisionsareoftenarrivedatthroughconsensus,althoughthepersoninchargemaymakethefinaldecision.Moreconcreteandsequential.

AddressingSuperiors,Peers,SupportStaff

Correcttitlesandformalityareimportantwhenmeetingpeopleforthefirsttime;firstnamesperhapsoncerelationshipsareestablished,butthelastnameispredominantlyused.Class-orientedsociety.Respectishighlyvalued,andhigherpositionsareshownmorerespectthanlowerones.Leadership,experienceandeducationarethequalitiesmostrespectedinseniormanagersanddirectors.Superiorsarerespectedbecauseoftheirposition;thoseatapeerlevelorbelowareaffordedcorrespondinglylessrespect.Assistantsbringtea,runerrandsforprofessionalstaff.

Iraniannewhireswouldbesurprisedtoseetheirmanagerorthecompanyownertakingoutthegarbage.Veryfewworkers,includingmanagers,haveassistants.Thereisahighlevelofequality.Newcomersmaynotunderstandwhyothersgetpaidmoreeventhoughtheymaynothavesuchhighqualifications(i.e.,theyarelessthanme,sowhyamInotrespectedmore?)


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Workingwithmixedteams/colleagues(male,female,LGBT)

Genderandreligionandthetraditionssurroundingthemoftenaffecttheworkplace.Womenarechallengingthesystem,butintheendtheymayhavelittlevoice,especiallyingovernmentoffices.(Inotherorganizations,womenarerespectedmore,butgenerallymenhavethepositionandpower.)However,thesocietyisnotentirelyhomogeneousandattitudesandvaluesdovaryaccordingtosocialclass,educationlevelandfamilybackground.ThereislittletoleranceforvisibleorovertLGBTasitisillegalandpunishablebycorporalpunishment.Membersofthesamegenderoftendisplayaffectioninpublicandseeingtwomenholdinghandsisnotunusualasitisasignoffriendship.Whenstartinganewjob,co-workershelpthenewworkerandmakethejobeasier.

Manymenreporttowomen.Womenoftenhavethepositionandpower,althoughtherearevestigesofoldschoolattitudesinsomecompaniesandsectors(i.e.,oneswhicharestillmale-dominated),althoughtheseareslowlychanging.Discriminationbygenderinemploymentortheprovisionofgoodsandservicesisillegal.NewcomersneedtolearnsometimesthatLGBTpeoplearealsopeople.Thisandamalereportingtoawomancanbeanissueifthenewcomerholdsstrongreligiousviews.Co-workersmaybeneutralabouthelpingthenewworkeruntiltheygettoknowhimorherbetter.


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Dress Menwearsuitsorajacketanddresspants.TiesarebannedforgovernmentemployeesandanymanwantingtoshowsupportfortheregimebecausetheyareseenasasymbolofWesterndecadence.Conversely,thosewhowanttoobjecttothetheologicalregimeweartiesinpublic.Beardsmaybewornasanexpressionofreligiousprotocolbutarenotallowedtobeshaggy.Acleanshavenlookisalsoverycommonandisnotconsideredtobeagainstreligioussymbols.Menarenotallowedtowearshortsnorhavebarearms.NoT-shirtsingovernmentorganizations.Womenarenotallowedtohavebarearmsnorshouldersnorlegshowingdresses.Pantsarerequiredandcapripantsarenotallowed.Aheadscarfcoveringthehairandneckisrequiredatalltimes.Policehavethepowertoenforcedresscodesonallcitizenryinthestreets.ManyliberalizedwesternizedPersianslivealifeofwesterndresswithintheprivacyoftheirownhomes.

Semi-formaldressislessfrequentthanitwas15or20yearsago.Businesscasualtendstobethenorm.Itiswithinrightstorequirecleanshavenfacesespeciallyinfoodprocessingorinindustrialsiteswheremasksandbreathingapparatusisrequiredtobeworn.Ifthereishospitalityinvolvedintheworkplace,rememberanythingporkoralcoholicislikelystrictlyforbidden.

Teamworkvs.individualinitiatives

Organizationsmaynotappreciateorencourageteamwork;intheendthefinalcallismadebyaminoritygroup,asthemajorityofemployersarenotprivatecompanies.Peoplemaystarttheirownbusinesswhentheyseetheirworkorideasnot

Teamworkishighlyvalued.Infact,employeesareletgobecausetheydon’tsupportorgetalongwiththeirteammembers.Inthebest-functioningteams,teammemberssupporttheteamlead,whointurnsupportsthemembers.Notbeingastrongteammemberisconsideredaproblem.Individualthinkingand


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beingwellreceived.Thereislessvalueorrespectforsubordinatesortheirrights.Manybusinessmenarefamilyoriented.Accountabilityorcustomerserviceisnotastrongtraitinlessprofessionalenvironments.Tribal(family)ancestryisstillunderthesurfacewithrespecttokinshipandcollegialitynetworks.WhilemostPersiansareShia,therearethosewhoareSunniandtheminoritydoesexperiencediscriminationinbusinessnetworking.

actionisvalued,butitmustsupporttheteam’sdirectionandmandate.Helpingeachothertogetthejobdoneisconsideredanecessity.

WorkHoursandBreaks

TheworkweekisSaturdaythroughWednesday,andthroughThursdayinsomecompanies.Fridayistheholyday.Theworkdayisnormallyeighthours(9–5).Particularlyingovernmentoffices,thereareafewbreaksduringtheday:teabreaks,prayerbreaks,lunchbreaks.Workthatneedstobedonemaysometimesseemsecondary.Stayinglateisnotcommon.Itiscustomarytotakeabreakforprivateprayeratleastonceduringtheworkdayingovernmentorganizations.Thisisprecededbyavisittoawashroomtowashhandsandface.Professionals(doctors,engineers,etc.)tendtoworkashardandaslongasittakestogetthejobdone.Doctorsoftenmustsee100patientsperday.

Startingtimeforcompaniesvaries,butisusuallybetween7and9am,dependingontheorganizationandthesector.Regularworkinghoursrangebetween7and8hoursperday.Fewerandfewerorganizationshavescheduledcoffeebreaks,andthosethatdogenerallyallow15–20minutes(morningandafternoon).Lunchbreakscanbefrom30minutestoanhour.Smokebreaks,especiallyinoffices,arediscouragedornotallowed.Overtimeappliestothehoursbeyondthenormalworktime.Forsalariedprofessionals,overtimeisconsideredtobepartoftheirsalaryandisnotpaid.Manyworkershavecoffeeattheirdesk,whilewalking,orinmeetings.


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EyeContact PhysicaldistancewhencommunicatingisoftenmuchcloserthaninCanada.

Importanttomakefrequenteyecontactwhentalkingwithallcompanyemployees,nomatterwhattheirrank.Andtheywilldothesamewithyou,nomattertheirrank.Importantnottostandtooclosetootherswhenconversing.

Greetings Acommonandrespectfulgreetingis“Salam,”althoughmanytodayuse“Droud,”whichisanon-religiousgreeting.Longgreetingsarenormal.Oftenthereisareferencetofamily.Shakinghandsisonlycommonbetweenmen,althoughliberalwomenmayshakehands.Mengreetingwomenplacetheirrighthandovertheirheartasaverbalgreetingisgiven.Donotassumeawomanwishestoshakehandsinpublicortheworkplace.Womenwillshakethehandofanotherwoman.Menwillkissthecheekofothermen(onceoneachcheekandperhapsarepeatofthefirst)butprimarilyitisusedforthosewhoareknown.Thisisthecaseforwomenaswell.Undernocircumstancesdoesamangiveahugtoawoman,orviceversa.Participantsdonotasaruletouchthepersonsuchasontheshoulderorforearm.Asasignofrespect,bothmenandwomenstandwhenmeetinganotherpersonorwhenthepersonenterstheroom.Aslightbowofacknowledgementiscommon.Theyalsowaitforanotherto

Everyoneshakeshandswhenmeetingforthefirsttime,whensayinggoodbyeatthebeginningofatrip,orwhenmeetingsomeonetheyhavenotseenforalongtime.Employeesdon’tshakehandswithotheremployeestheyseeeverydayattheirworkplace.CheekkissingisnotpracticedintheworkplaceintheAmericas.Businesscardsareoftenbarelyglancedat,andreviewedlater.


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gofirstthroughadoorasafurthersignofrespect.Businesscardsarereviewedcarefullywhenreceived.Saying“Hello”and“Goodbye”isveryimportant.Notrespondingisconsideredveryrude.

Newcomerssometimesfindcolleaguesdon’talwaysgreetthem,especiallywhentheyarenewtothecompany.Theymayfeelunwelcome.

GivingFeedback,ReceivingCriticism

Thereissomecovering-upofissuesandproblemsbecausenoonelikesgettingnegativefeedbackorcriticism.Criticismcanbepartlypersonal.Iftheexchangeisbetweenasuperiorandanunderling,itcanbesharpordismissive.Formalfeedbackperformancereviewsarenotcommonpractice.

Manycompaniesincorporateanannualformalizedperformancereviewforeachemployee,whichisintendedtoidentifyareasofgoodperformanceandareaswheretheemployeecanimprovethroughaplannedapproach(training,self-development,coaching,mentoring,etc.).Criticismisexpectedtobeconstructiveandaimedatcorrectingthedeficiency,andneverapersonalattack.


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Engineering Philippines

CountryInformationGeography • ThePhilippinesarchipelagoconsistsof7,000islandsinSouthEastAsia.

Itliessouth-eastofChina,north-eastofMalaysia,northofIndonesia,buthasnolandborders.

• Totalareais300,000sqkm,aboutone-thirdofB.C.• Totalcoastlineis38,000km.• Terrainismostlymountainous,withcoastallowlands.• Climateistropicalmarine,withmonsoonsallyearround.• Naturalhazardsaretyphoons,cyclones,landslides,volcanoes,

earthquakes,floodingandtsunamis.


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Political • ASpanishcolonyfromthe16thcentury,thencededtotheU.S.in1898,andoccupiedbyJapanduringWWII.ThePhilippinesachievedfullindependencein1946.

• TheUSmaintainedlargemilitarybaseswhichwereusedextensivelyduringtheVietnamWar.

• Republic,withanelectedexecutivePresident.• Thepost-warperiodhasseendictatorship,civilunrest,coupattempts,

withterrorismandinsurgency,butpeacetalksandaccordstoo.Someareasareconsideredunsafe.

• TherearetensionswithChinaovertheSouthChinaSea.Culture • OfficiallanguagesarePilipino,alsoknownasTagalog,(witheightmajor

dialects)andEnglish.Filipinoreferstothepeopleornation,Filipinaforfemale.

• RomanCatholicisthedominantreligion(81%)withotherChristian,Muslim,andothers.

Population • Totalpopulationis101million,the13thlargestworldwide,threetimesCanada.

• Anadditional12millionFilipinosliveoverseas,oneoftheworld'slargestdiasporas.

• 34%areunderage15.• 44%resideinurbanareas.Urbanizationisincreasingat1.4%annually.• ThecapitalcityisManila,with13millionpeople.Othermuchsmaller

citiesareDavao,CebuandZamboanga.

EconomyOverview • Theoveralleconomyisstableandgrowing.Philippinesisregardedasa

“newlyindustrialisedcountry(NIC)”,notoneofthe“Asiantigers”buta“tigercub”.

• GDPisUS$693bn(atpurchasingpowerparity),halfthatattheofficialexchangerate,growingat6-7%pa.

• GDPpercapitaisUS$8000,oneofthelowestintheworld.• ExportsareUS$48bn.MajormarketsareJapan,USA,andChina.• Unemploymenthasreducedto6%(Canadaissimilarat7%).Youth

unemploymentisoverdoublethatat16%,slightlyworseforfemales.Under-employmentisestimatedat20%.40%ofemploymentisintheinformalsector.

• Inflationisverylowatonly1%.Canadaisalsolowat1.6%.• Thetotallabourforceis65million,threeandahalftimesthatof

Canada.• 25%ofthepopulationisbelowthepovertyline,butthisisreducingat

around2to3%peryear(Canadais10%).


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Sectors • Majorcomponentsare:AgricultureandFishing,Electronics(mainlyassembly),GarmentsandFootwear,Refining,ChemicalsandPharmaceuticals.

• IToutsourcingisverystrongandgrowing.ThePhilippinesiscomparablewithIndia,employing1.3millionpeople,generatingUS$27bn,almostallexported.

• Agricultureis12%ofGDP,employing32%oftheworkforce.Majorproductsarecoconut,pineapple,riceandsugar.

• Tourismis10%ofGDPandtheworkforce,employing3.8millionpeople.• Thecountryisrichinnon-metallicmineralsandnaturalgas.27%of

electricitygenerationisgeothermal.Education

Schools • Expenditureoneducationoneofthelowestintheworldat2.7%ofGDP–Canadaistwicethat.

• Uptorecently,studentsattended“elementary”schoolfromage6forsixyears,thenhighschoolforfouryears.

• ThisiscurrentlyintransitiontoacompulsoryK-12stylesystem,asinCanada.Juniorhighschoolisgrades7-10,Seniorisgrades11and12.

• Thereisacompulsorynationalcurriculum.Additionalsubjectsmayincludelanguages,ICT,sciences.

• In2010,itwasreportedthat28%ofelementaryagedchildreneitherneverattendedornevercompletedschool.Thisisbeingaddressedbyadditionallanguage(mothertongue)teachingandbridgingprograms.

Colleges • Colleges(anduniversities)areconsidered“HigherEducationInstitutes”.• Mostprovidespecializedcoursesinoneoralimitedrangeofsubjects,

usuallyintechnologyandvocationalstudies.• Vocationaltrainingisaccreditedandapprovedbyanofficialbody,

TESDA,whichalsoadministersexamsandprovidescertificates.• Thereisofficialconcernoverthenumberofunapproved“diploma

mills”,i.e.ofuncertainquality.Universities • Thereare600publicand1600privateHEIsofwhichmorethan300

offerengineeringdegrees.• Thepublicbodiesarefurtherclassifiedinto500nationaland100local.

Allpublicarenon-sectarian.LocalHEIsareregulatedmunicipally.• MostuniversitiesareprivateandCatholic.Accreditationisvoluntary.• Thefollowingarereportedasthetopuniversities:AdventistUniversityofPhilippines DeLaSalleUniversity–DasmariñasAteneodeManilaUniversity SillimanUniversityAteneodeDavaoUniversity TrinityUniversityofAsiaAteneodeNagaUniversity UniversityofSantoTomasCentroEscolarUniversity UniversityofthePhilippinesCentralPhilippineUniversity

AdultLiteracy • Around96%,abitlowerthanCanada,similarformaleandfemale.


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ThingstoNoteGeneral • Filipinosareahard-working,warmandfriendlypeople,withstrong

EnglishlanguageskillsandfamiliarwithCanadiancustomsandbusinesspractices.

• PhilippinesisthetopsourceofimmigrationtoCanada.CanadahasmorethanhalfamillionpeopleofFilipinoextraction,makingup1.5%ofthepopulation.MorethanhalfofthosehaveCanadiancitizenship.

B.C.culturalcommunity

• B.C.hasaround100,000Filipinoimmigrants.• TheFilipinoCanadianCommunity&BusinessDirectory(Dahong

Pilipino),basedinVancouver.www.dahongpilipino.ca• PhilippineCulturalArtsSocietyofBC;KababayangPilipino.

www.kababayangpilipino.org;• PhilippineNewsToday;PhilippineJournal;PhilippineInquirer.• TheFilipino.Seewww.thefilipino.com/filipinosincanadaforaclassified

listof30otherorganizationscoveringhousing,health,sports,children,religion,women,andmore.Also20otherorganizationsinotherprovinces.

Quotes • “Don’taimfortopjobs.Takeonelevelbelow,thenproveyourself.”• “Beconfident.Communicatewell.”• “Continueyourstudies,atnightschoolorweekends.”• “WatchCanadianTVtoimproveconversationskills,knowabout

personalitiesandcurrentevents,andhelpassimilationwiththenewenvironment.”


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EngineeringOverview • Engineeringisaverylargesector,particularlyCivilEngineering,

Electronics,andShipbuilding,andalsoAerospace,AutomotiveandMining.

Government • DepartmentofScience&Technology(DOST),www.dost.gov.phwith2scientificbodies,3sectorcouncils,7R&Dinstitutes,and8otheragencies.

• TheProfessionalRegulationCouncil(PRC)undertheofficeofthePresidentisresponsibleforallprofessionalregulationexceptlawyers.www.prc.gov.ph.Ithas43ProfessionalRegulatoryBoards(PRBs)including:

o AeronauticalEngineeringo AgriculturalEngineeringo ChemicalEngineeringo CivilEngineeringo ElectricalEngineeringo ElectronicsEngineeringo GeodeticEngineeringo Geologyo MarineEngineerOfficero MechanicalEngineeringo MetallurgicalEngineeringo MiningEngineeringo NavalArchitectureandMarineEngineeringo SanitaryEngineering

Strengths • Electronicsmanufactureandassemblyisverystrong,almostallexported.

• Also:CivilEngineering,Shipbuilding,Aerospace,AutomotiveandMining.

• 27%ofelectricitygenerationisgeo-thermal,secondonlytoUSA.EngineeringEducation

• Therearemanyuniversities,manyofferingdegreesinmostbranchesofEngineering.

• ItisreportedthatthetopuniversitiesforEngineeringare:o UniversityofthePhilippineso DeLaSalleUniversityo BatangasStateUniversityo UniversityofSantoTomaso BicolUniversity

• DOSToperatesahighschoolwithamainand11othercampusesofferingover1000scholarshipsperyear.

Majoremployers

• TexasInstruments,Toshiba,Lexmark,Ericsson.• Shipbuildingemploys60,000weldersatsixmajorshipyards.• Ford,Toyota,Mitsubishi,Nissan,Honda,Kia,Suzuki,Isuzu,Chery.


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• MoogAerospace.Qualifications • Thepre-nominal“Engineer”(orEngr.)isusedbythosewhohavepassed

theprofessionallicensureexamincertainfields.Industrybodies

• NationalEngineeringCenter(NEC),partofUniversityofthePhilippineswww.upnec.com

• PhilippineInstituteofCivilEngineers(PICE),withprovincialchapters.Total72,000membersplus25,000students.www.pice.org.ph.ACourtofappealrulingallowsCivilEngineerstoprepare,signandsealarchitecturaldocuments.

• AssociationofStructuralEngineerswww.aseponline.org.• ThefollowingareAccreditedProfessionalOrganizations(APO),

accreditedbytheProfessionalRegulationCommission(PRC)www.prc.gov.ph.(Seeabove.)

o SocietyofAerospaceEngineersofthePhilippines(SAEP)o PhilippineSocietyofAgriculturalEngineers(PSAE)o PhilippineInstituteofChemicalEngineers(PIChE)o PhilippineInstituteofCivilEngineers(PICE)o InstituteofIntegratedElectricalEngineersofthePhilippinesIIEEo InstituteofElectronicsEngineersofthePhilippines,Inc.(IECEP)o GeodeticEngineersofthePhilippines(GEP)o GeologicalSocietyofthePhilippines(GSP)o PhilippineSocietyofMechanicalEngineers(PSME)o SocietyofMetallurgicalEngineersofthePhilippines(SMEP)o PhilippineSocietyofMiningEngineers(PSEM)o SocietyofNavalArchitectsandMarineEngineers(SONAME)o PhilippineSocietyofSanitaryEngineers(PSSE)

Industrydifferences

• Nodifferencesinterminologyorequipment.• Electricalstandardsarethesame.

PotentialOpportunities

• ThePhilippinesusesmanystandardsandsystemsadoptedfromUSA.• Englishiscommonlyusedandunderstood.


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WorkNormsandCultureTopic Philippines Canada

Timekeeping Timekeepingismorerelaxed.Meetingsareoftenlate.“Afterlunch”couldmean12.30to3.30.

Punctualityisimportant.Meetingsgenerallystartandfinishontime,andusuallyfollowanagenda.

Authority Status,seniorityandageareimportantandrespected.ColleaguesareusuallyaddressedbytitleorbyMr/Mrs/Miss,orSir/Madam.

Colleagues,evensuperiors,areaddressedbyfirstnames.Inameeting,themostknowledgeableperson,howeverjunior,wouldbeexpectedtospeakup.Itisusualtoaskquestions,evenchallengesuperiorstactfully.

Responsibilities Tendtoincreasewithageandlengthofservice.

Competenceismoreimportant.Junior/youngercolleaguesmaybegivenmoreresponsibility.Individualinitiativeisexpected.Achievingresultsisimportant.

Workplaceenvironment

Formalandhierarchical.Reportinglinesarerespected.

Moreinformal.Teamworkismorecommon.Employeesareexpectedtogooutsidedirectrelationshipstoobtaininformationandcooperation,e.g.fromotherdepartments.

Communication Disagreementsandconfrontationareavoided,andmaybedisguised.Itisadvisabletoavoiddiscussingreligion,politics,orsocialclass;andavoidironytoo.

Directness(withtact)ispreferred:YesmeansYes,NomeansNo.Thisisnotrudeness.

Attitudetolaw Lawsmaybebroken,becausetheyarenotenforced.

Lawsaregenerallyfollowed(exceptmaybespeeding).

Attitudetowork

Filipinoworkersaregenerallyhardworkingandveryloyaltotheiremployer(possiblybecausegoodjobsarevaluedbecausetheyarehardtocomeby).

Canadianworkersarealsogoodloyalworkers.Theyusuallyexpecttogohomeontime.

Employmentvalues.

Educationishighlyvalued. Experienceandcompetenceismorehighlyvaluedthaneducation.

Documents

IMPACT Engineers March 31issbc.org/wp-content/uploads/2016/04/IMPACT-Engineers...Engineering Professionals March 31, 2016 4 1. cultural diversity drives business growth and customer