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MHS 5340 Foundations of Career Development

This article explores the career development needs and services for special populations, including women, men, dual-career couples, GLBT individuals, multicultural groups, persons with disabilities, immigrants, and persons with a criminal record. It addresses the commonalities and differences among these populations and emphasizes the importance of avoiding stereotypes and assumptions in career development.

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MHS 5340 Foundations of Career Development

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  1. MHS 5340Foundations of Career Development Career Development Needs and Services for Special Populations James P. Sampson, Jr. Florida State University

  2. Special Populations • Women • Men • Dual-Career Couples • Gay Men, Lesbians, Bi-Sexual Persons, and Transgendered Persons • Multicultural Groups • Persons with a Disability • Immigrants • Persons with a Criminal Record • Commonalities and Differences

  3. Women • Entered the work force in large numbers in W W II • Stayed in the work force because of: • Independence from economic power • Pride / self-esteem of having a career • Preferred identity separate from husband

  4. Women • More women work every year • Income no longer contributes superficially to family income(“pin” money) • Most commonly employed in “traditional” occupations

  5. Women • Issues • Stereotyping (always bad) • Discrimination • Reverse discrimination • Limited childcare • Welfare-to-work transition(work first programs)

  6. Women • Issues: • Glass ceiling • Window dressing • Work-family conflict • Pay differential • Limited mentoring • Sexual harassment

  7. Men • Men • Stereotyping • Discrimination • Work = identity & self-esteem • Balancing work & family • Work addiction / workaholism • Retirement issues

  8. Dual-career couples: professional/ managerial Continuous employment Higher work salience Dual-worker couples: non-professional/ non-managerial non-continuous employment Lower work salience Dual-Career Couples

  9. Dual-Career Couples • Problems balancing work and family • Competition • Advancement positions (turn taking)

  10. GLBT • Issues (out) • Stereotyping • Discrimination • Mentoring • Benefits

  11. GLBT • Issues (in) • stereotypes (also out) • discrimination (also out) • pressure to hide true identity • Attend to terminology and appropriate pronouns • Heterosexualism - assuming someone is straight

  12. Multicultural Groups • Stereotyping • Discrimination • Reverse discrimination • Limited mentoring • Welfare-to-work transition(work first programs) • Window-dressing

  13. Multicultural Groups • Stereotypes are influenced by poverty (less money = fewer educational opportunities)

  14. Persons with a Disability • Disability issues • Language is powerful • A disability is a diagnosable condition • “Persons with disability” vs. “disabled persons” • “handicapped” - potential negative effect of disability • Context-specific

  15. Persons with a Disability • Disability issues • Stereotyping • Discrimination • Reverse discrimination • Window dressing • Spread effect - making generalized assumption of multiple impairments based on one disability

  16. Persons with a Disability • Americans with Disabilities Act: • Must make reasonableaccommodation without putting business into economic hardship • Must be able to diagnose condition • What does the person with the disability need to perform the duties of the job? – Job accommodation

  17. Immigrants • Career issues related to group membership • Relocation issues • Cultural issues

  18. Persons with a Criminal Record • Career issues related to group membership • Transition issues • Discrimination

  19. Commonalities and Differences • Within-group differences are larger than between-group differences

  20. Commonalities and Differences • Different populations have different needs, but career development theory applies to all groups • Be aware of issues, but don’t make assumptions (reinforces stereotypes) • If you want to find out, ASK! • Contributes to the collaborative relationship and strategic alliance with the client

  21. Adverse Impact • Individuals experiencing discrimination may be denied accurate feedback on their abilities which complicates the development of self knowledge • They are uncertain if their failure (or success) was based on their group membership or their actual ability to perform in class or on the job.

  22. For Additional Information www.career.fsu.edu/techcenter/ Thank You

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