PROVIDING CULTURALLY COMPETENT CAREER DEVELOPMENT INTERVENTIONS

Career Development Interventions in the 21

st

Century

4 th Edition Spencer G. Niles and JoAnn Harris-Bowlsbey Prepared By Jennifer Del Corso

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) Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-2

U.S. Census (2010)

Hispanic and Asian populations grew by 43% between 2000 and 2010 Black of African American population comprised 13.6% of the total population.

White population decreased from 75% to 72%.

Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-3

Some Basic Facts

Whites are expected to make up a decreasing share of the labor force, while Blacks, Asians, and other groups will increase Ample evidence suggests that women, people of color, persons with disabilities, gay men, lesbian women, and transgendered persons continue to encounter tremendous obstacles in their career development Women earn 78 cents on a dollar for every dollar a man earns in a year (Arons, 2008) Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-4

Some Basic Facts

continued

Only 23% of African American and 15% of Hispanic persons are employed as executives, administrators, salespersons, and managers (compared to 32% for Whites).

Employment rate for American Indians reached 13.6% in 2009.

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-5

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-6

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.

Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-7

Universal Elements of Healing in All Cultures

(Fischer et al.)

The therapeutic relationship Shared worldview Client expectations Ritual or intervention Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-8

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.

Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-9

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) Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-10

Identity Development Models

Racial Identity Models Gender Identity Models Lesbian/Gay/Bisexual/Transgendered/ Questioning Identity Models Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-11

Five Stages of Racial Identity Development

(Atkinson, Morten, & Sue)

Conformity Dissonance Resistance and immersion Introspection Synergy Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-12

Cross Model

Pre-encounter Encounter Immersion-Emersion Internalization Internalization-Commitment Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-13

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-14

Feminist Identity Model

(Gysbers, Heppner, & Johnson)

Stage 1: Passive Acceptance Stage 2: Revelation Stage 3: Embeddedness-Emancipation Stage 4: Synthesis Stage 5: Active Commitment Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-15

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-16

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-17

Six-Stage Model of Identity Development for Gay Men and Lesbian Women (Cass, 1979)

Confusion Comparison Tolerance Acceptance Pride Synthesis Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-18

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-19

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. Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-20

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) Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-21

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) Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-22

Americans with Disabilities Act

Employers can only consider essential job functions when hiring or promoting.

Employers must make reasonable accommodations in the workplace.

Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-23

Career Development Issues of Persons with Disabilities (Zunker, 1998

)

Adjusting to disability Confronting attitudinal barriers Lack of role models Developing social/interpersonal skills Developing a positive self-concept Developing skills for independent living Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-24

Competencies for Working with Persons with Disabilities

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-25

Competencies for Working with Persons with Disabilities

continued

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-26

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-27

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 Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-28

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) Niles/Harris-Bowlsbey. Career Development Interventions in the 21 st Century, 4e © 2013, 2009, 2005, 2002 by Pearson Education, Inc. All Rights Reserved 4-29