Uncovering the Journey: Key findings from the Interviews
Data were analyzed using narrative analysis, focusing on how participants constructed meaning around their experiences of immigration, career development, and cultural adaptation. Interview transcripts were coded thematically using Nvivo software, focusing on both the content and structure of participants’ narratives.
Experience in Africa and the US
- Total years of experience in Africa is 407 years
- Average years of experience in Africa is 14 years
- Total years of experience in the US is 226 years
- Average years of experience in the US is 8 years
- The oldest participant is 74 years old
- The youngest participant is 28 years old
Participants' Experience Comparison of Africa and US
| Professional Category | Total Years of Experience in the Market | Total Years of Experience in the US | Participants in Africa | Participants in U.S. |
|---|---|---|---|---|
| Accounting & Finance | 149 | 21 | 7 | 3 |
| Consulting | 11 | 0 | 1 | 0 |
| Education & Research | 92 | 38 | 7 | 4 |
| Entrepreneurship | 34 | 0 | 3 | 0 |
| Government Relations | 23 | 0 | 1 | 0 |
| Healthcare & Support | 26 | 108 | 3 | 4 |
| IT & Cybersecurity | 34 | 38 | 4 | 5 |
| Law Enforcement | 0 | 8 | 0 | 1 |
| Law Practice | 15 | 0 | 1 | 0 |
| Media & Journalism | 10 | 0 | 1 | 0 |
| Other / Undisclosed | 0 | 2 | 0 | 1 |
| Sales/Business Development | 31 | 0 | 2 | 0 |
| Transport & Gig Work | 0 | 11 | 0 | 2 |
| Total | 407 | 226 | 30 | 30 |
Observation
- Underutilization of Skills:
- Accounting & Finance: 149 years of experience in Africa vs. only 21 years in the U.S., and fewer participants continuing in that field (7 → 3).
- Education & Research: Also shows a steep drop in participants (7 → 4) and experience years (92 → 38).
- Entrepreneurship, Government, Law, and Journalism: Completely discontinued by participants in the U.S.
- Career Shifts:
- Healthcare & Support shows the reverse: 26 years in Africa vs. 108 years in the U.S., with more participants entering the field (4 → 14).
- Transport & Gig Work and Law Enforcement also appear only in the U.S., likely reflecting career pivots driven by accessibility, licensing challenges, or economic necessity.
- Field Continuity:
- IT & Cybersecurity remains relatively stable in both years and participant count (4 → 5), indicating a smoother transition for tech professionals.
- Loss of Professional Identity:
- Several professions such as law, consulting, sales and business development, entrepreneurship, media and journalism and government relations show zero continuation in the U.S. — starkly illustrating professional displacement or forced transitions.
Research Findings
| Research Findings | Summary |
|---|---|
| Devaluation of Foreign Credentials | Most participants experienced a dismissal of their Nigerian academic and professional qualifications, leading 19 out of 30 to accept low wage jobs far below their prior status and experience levels. |
| Barriers to Career Entry and Advancement | Strict licensing rules, lack of U.S. experience, and systemic bias made it difficult for participants to enter or advance in professional fields, limiting long-term career growth. |
| Migration Motivations | All 30 participants were driven to migrate by a belief in the U.S. as a land of opportunity, with push factors like political instability and poor economic conditions in Nigeria playing key roles. |
| Cultural Assimilation and Identity | Participants often faced workplace cultural clashes while simultaneously holding onto strong Nigerian identities, resulting in a dual sense of cultural belonging. |
| Mental and Financial Strain from Deskilling | Nigerian and African community networks provided critical emotional and job support but often limited broader integration into U.S. professional networks and opportunities. |
| Role of Ethnic Networks | Most participants lacked accurate information upon arriving in the U.S., relying on unverified advice that delayed their career progress; only 3 out of 30 had realistic expectations or clear understanding of the U.S. professional landscape. |
| Resilience and Adaptive Strategies | Despite challenges, participants demonstrated resilience through re-skilling, entrepreneurship, volunteering, and community mentorship, often fueled by strong cultural values and faith. |
How did these Research Findings Address the Original Research Questions?
Alignment of Research Findings with Research Questions
Central Research Question
How does migration to the U.S. affect the ability of highly educated Nigerian professionals to utilize their academic and professional expertise?
-The majority of participants face credential devaluation, leading to underemployment and career mismatch.
-Systemic barriers like licensing hurdles and discrimination restrict career access and upward mobility.
-These challenges result in emotional strain, including frustration and reduced self-worth.
- Only 10 out of 30 participants reported career fulfillment; 15 felt unfulfilled, showing a significant gap between potential and outcome.
Sub-question 1: Push and Pull Factors of Migration and Assimilation
- Push factors: Economic instability, lack of professional growth in Nigeria.
- Pull factors: Belief in better career opportunities and quality of life in the U.S.
- Assimilation is complicated by cultural dissonance and identity negotiation in professional settings.
Sub-question 2: Challenges in the U.S. Professional Landscape
-Participants report credential non-recognition and complex licensing systems as key obstacles.
- There’s a disconnect between foreign qualifications and U.S. job expectations, limiting entry and advancement.
-Discriminatory practices and limited access to networks compound these difficulties.
Sub-question 3: Career Development, Cultural Assimilation, and Social Integration
-Participants struggle with cultural adaptation in workplaces.
-Community support systems (churches, ethnic associations) help ease integration.
-Resilience strategies include re-skilling, entrepreneurship, and mentoring others.
Sub-question 4: Managing Dual Cultural and Economic Challenges
-Participants experience extra economic burden of financial support for families back home.
-Participants continuously negotiate between Nigerian and American norms.
-This dual navigation informs their adaptation strategies and career decisions.
-The findings emphasize the need for culturally informed support and policies that reflect immigrant realities.
For research question analysis please follow this link:Research Question Analysis
Theoretical and Practical Implications
The findings support the view that migration and integration are multidimensional processes influenced by both structural forces and individual agency. Theoretically, this study strengthens frameworks aroundtransnational identity, intersectionality of race and labor, and education-occupation mismatch.
Practically, the study underscores the need for:
- Credential recognition reforms to enable fair valuation of foreign qualifications.
- Anti-discrimination measures targeting racial bias in professional settings.
- Mentorship programs connecting newly arrived African immigrants to successful professionals.
- Mental health support initiatives to address the emotional toll of underemployment and cultural displacement.
Without such interventions, the US risks underutilizing the immense talent and potential of African immigrant populations.
Pitfalls, Contradictions, and Gaps Identified
While there was significant thematic overlap among participants, some contradictions emerged:
- A few participants reportedpositive assimilation experiences and smooth professional reintegration,especially those in IT and specialized healthcare fields where foreign skills are more easily recognized.
- Participants who migrated at a younger age or through structured professional programs (e.g., student visas, employer sponsorships) appeared to face fewer barriers.
These contradictions suggest that factors such asfield of specialization, age at migration,and migration pathway play critical roles in shaping immigrant outcomes—an area that warrants deeper exploration in future research.
In addition, while the study heavily drew from narratives in Maryland, its findings may not fully generalize to Nigerian immigrants in less diverse states with fewer African community networks.
The journey of highly educated Nigerian immigrants in Maryland is emblematic of broader systemic issues in US immigration and labor systems. While personal resilience and adaptability are admirable and often heroic, they are insufficient substitutes for systemic change. Credential recognition, equitable hiring practices, and culturally sensitive support services are urgently needed to allow immigrants to thrive rather than merely survive.
Ultimately, addressing the barriers outlined in this study is not just a matter of immigrant welfare but of justice, equity, and tapping into the full potential of America's increasingly diverse and globalized talent pool.