Sometimes you get the best information if you stick around to talk after an important event. I recently had such a conversation with two men that just graduated from the Technical Career Ladders for English Language Learners at Central Piedmont Community College. This innovative program combines skills training in selected occupations with an English language support course. Part of the program is a segment on the "World of Work," including behaviours expected in the workplace. Employers often claim that they need workers with "soft skills" such as showing up for work on time, being able to work in teams, communicating with management, appropriate dress, and a strong work ethic.
As we sat at a table munching on refreshments I asked the men what they thought of the soft skills portion of their training. They responded that it was very nice, but they already had work experience so the information was nothing new. What they really wanted from the course was the technical training and a certificate that would hopefully get them connected to a better job.
Their comments reminded me that many immigrant workers (these men were from Mexico) face a different set of circumstances than native-born participants in job training programs. The problem for most immigrant workers is not job placement or even retention. The real issue is that they are stuck in low-paying jobs without opportunities to advance. The kinds of soft skills they will need to move up a career ladder may be different than those required to keep from getting fired. And the most direct source of feedback about the actual barriers are immigrant workers themselves.
Colin Austin
Subscribe to:
Post Comments (Atom)
2 comments:
"Soft" skills, however defined, are important to the success of workers and firms, especially those involved in retail or the provision of services.
At the same time, there is a relationship between soft skills and job conditions. If a job pays low-wages and offer few benefits, what incentive exists for a person with high levels of soft skills to take that job or for a job holder to go above and beyond the basic job requirements?
So, in many instances might firms (and customers) already be getting all the soft skills they are willing to pay for?
In addition to more clear obstacles such as language or legality, cultural differences relating to work relationships and communication styles with supervisors may play a role in obstructing "soft skill" development in immigrant workers.
Post a Comment