Chapter 4 Providing Culturally Competent Career Development Interventions

1. Publisher to insert cover image here Chapter 4 Providing Culturally Competent Career Development Interventions Developed by: Jennifer Del Corso

2. Definition of Multicultural Counseling A helping process that places the emphasis for counseling theory and practice equally on the cultural impression of both the counselor and the client (Axelson, 1985)

3. Some Basic Facts Whites are expected to make up a decreasing share of the labor force, while Blacks, Asians, and other groups will increase By the year 2060, it is predicted that people of color will represent the numerical majority in the U.S. According to U.S. Census (2015), the influx of new immigrants into U.S. will continue in large numbers. According to Pew Research Center (2014), the number of U.S. born Hispanic children ages 5 to 17 in the U.S. doubled between 1997 and 2013. Women earn 78 cents on a dollar for every dollar a man earns in a year (Arons, 2008)

4. Some Basic Facts continued According to the Bureau of Labor Statistics (2015), 16.1% of African Americans and 11.8% of Latinos were unemployed in April 2011 compared to 8% of Whites being unemployed. Nearly 25% of all teenagers were also unemployed in April 2011. Only 23% of African American and 15% of Hispanic persons are employed as executives, administrators, salespersons, and managers (compared to 32% for Whites).

5. Some Basic Facts continued Employment rate for American Indians reached 24.2% in 20010. Men are 18.7 times as likely to be in higher prestige occupations in science, math, or technology than women. Americans with disabilities experienced an unemployment rate of 14.5% in 2011

6. American Assumptions Individualism and autonomy Affluence Opportunity open to all Centrality of work in people’s lives Linearity and rationality of the career development process

7. Universal or Culture-Specific Models? Etic perspectives - maintain that career interventions for members of minority groups should be the same as those used for the majority. Emic perspectives - highlight the importance of offering career development interventions that are specific to the client’s culture.

8. Universal Elements of Healing in All Cultures (Fischer et al.) The therapeutic relationship Shared worldview Client expectations Ritual or intervention

9. Ethnocentrism When counselors assume that one value system (their own) is superior and preferable to another, they engage in ethnocentric behavior that is insensitive to their clients’ worldviews. Ethnocentrism can easily occur when counselors assume that individualistic and self-sufficient actions are preferable to collectivistic actions reflecting interdependence and group loyalty. Instruments, such as the Career-in-Culture Interview and the Person-in-Culture Interview are examples of useful assessments for exploring worldview constructs

10. Acculturation The process of adopting the cultural traits or social patterns of another group (Stein,1975) Language familiarity and usage, cultural heritage, ethnicity, ethnic pride and identity, interethnic interactions, and interethnic distance influence acculturation (Padilla, 1980) Persons may be marginal (not accepting either culture fully) or bicultural (accepting both fully) Nguyen and Benet-Martinez (2013) found a strong, significant, and positive relationship between biculturalment and adjustment (both psychological and sociocultural)

11. Identity Development Models Racial Identity Models Gender Identity Models Lesbian/Gay/Bisexual/Transgendered/Questioning Identity Models

12. Five Stages of Racial Identity Development (Atkinson, Morten, & Sue) Conformity Dissonance Resistance and immersion Introspection Synergy

13. Cross Model Pre-encounter Encounter Immersion-Emersion Internalization Internalization-Commitment

14. Gender Differences in Socialization Stereotypically reinforce competition and skill mastery in boys, relationships and connectedness in girls Affects initial selection of occupation and opportunities for mentoring and promotion

15. Feminist Identity Model (Gysbers, Heppner, & Johnson) Stage 1: Passive Acceptance Stage 2: Revelation Stage 3: Embeddedness-Emancipation Stage 4: Synthesis Stage 5: Active Commitment

16. Special Needs of Women(Cook, Heppner, & O’Brien) Dealing with attending to the needs of others Learning to negotiate in the workplace Accessing quality child care Handling sexual harassment in the workplace Accessing mentors

17. Special Needs of Men Understanding how socialization has influenced their career behaviors Learning to express feelings Learning how to manage and reduce stress Identifying strategies to participate more fully in life roles other than work

18. Six-Stage Model of Identity Development for Gay Men and Lesbian Women (Cass, 1979) Confusion Comparison Tolerance Acceptance Pride Synthesis

19. Four-Stage Model of Lesbian Identity Development (Sophie) Stage 1: Awareness of same sex feelings without disclosing these to others Stage 2: Testing and exploration of emerging lesbian identity with limited disclosure to heterosexual persons Stage 3: Identity acceptance and preference for gay social interactions Stage 4: Identify integration with movement from a dichotomous (gay/straight) worldview to integrated

20. Career Counselor Recommendations for Working with Sexual Minorities Understand discrimination can be formal or informal Help clients achieve realistic and accurate perceptions regarding discrimination Explore various options for coping with workplace discrimination Remain sensitive to the client’s pace of identity development and cultural context.

21. Definition of Persons with Disabilities One who is usually considered to be different from a normal person -- physically, physiologically, neurologically, or psychologically -- because of accident, disease, birth defect, or developmental problem (Herr & Cramer, 1996)

22. Another Definition A person who has physical or mental impairment that substantially limits one or more major life activities, or has a record of such impairment, or is regarded as having such an impairment (Americans with Disabilities Act, 1990)

23. Americans with Disabilities Act Employers can only consider essential job functions when hiring or promoting. Employers must make reasonable accommodations in the workplace.

24. Career Development Issues of Persons with Disabilities (Zunker, 2006) Adjusting to disability Confronting attitudinal barriers Overcoming generalizations Lack of role models and norm groups Coping with issues associated with age of onset of disability Developing social skills Developing a positive self-concept Developing skills for independent living

25. Competencies for Working with Persons with Disabilities Exposure to employed individuals with similar disabilities can help increase self-efficacy Interpret and advise about legislation, policy, guidelines, and rights Use diagnostic and informal assessment Assess functional limitations and adapt methods of occupational exploration Apply theory to assist with analysis of self-concept or developmental tasks deficits

26. Competencies for Working with Persons with Disabilitiescontinued Engage in effective individual and group counseling Team with other specialists for career planning and placement Work with employers to develop or restructure jobs Plan and implement skill-building workshops or experiences

27. Components of Culturally Sensitive Career Interventions (Herr & Kramer) Possession of knowledge and skills appropriate in any helping relationship Recognition of personal attitudes and values Knowledge of cultural context from which clients come Ability to identify special needs

28. Components of Culturally Sensitive Career Interventions continued Ability to assist culturally different clients understand that they do have choices, some of which include consequences. Skill to assist culturally different individuals to deal effectively with discrimination when it does occur Skill to discern between client deficits that result from socioeconomic class and those from membership in a racial or ethnic group

29. Using Assessments Must assure that assessment is valid, reliable, and appropriate for the client’s cultural and linguistic context. Must assure that the test does not have cultural bias. Counselors are encouraged to attend to cultural identity, cultural conception of career problems, cultural context, cultural dynamics in the therapeutic relationship and overall cultural assessment (Leong, Hardin, and Gupta, 2007)

30. Career in Culture (CiCl) Interview This interview can be used to understand the client from various spheres of career development influence: (1) culture, (2) family and religion, (3) community and larger society, (4) self-view and self-efficacy, (5) barriers and oppression; and (6) narrative and relationship

31. Recommendations for Culturally Effective Career Counseling Career counselors should possess multicultural competencies Career counselors should be aware of their own attitudes and values Career counselors should be aware of their client’s cultural context

32. Recommendations for Culturally Effective Career Counseling Career counselors should empower clients who experience discrimination Career counselors must be sure they understand how experiences with racist, sexist, homophobic, classist, ageist, and discriminatory practices towards persons who are disabled influence their clients’ career development

33. Recommendations for Culturally Effective Career Counseling (Cont.) Career counselors should engage in proactive programming to provide experiential opportunities, information resources, mentoring opportunities, and psychoeducational activities that are relevant to persons from diverse groups. Career counselors must engage in social action and advocacy to address systemic discrimination Career counselors should engage in programmatic research efforts to develop and advance theories of career development that apply to diverse groups