1. Career Counseling PowerPoint produced by Melinda Haley, M.S., New Mexico State University. “This multimedia product and its contents are protected under copyright law. The following are prohibited by law: any public performance or display, including transmission of an image over a network; preparation of any derivative work, including the extraction, in whole or part, of any images; any rental, lease, or lending of the program.” “Copyright © Allyn & Bacon 2004”

2. Client Groups With Special Needs These groups include: –People who have disabilities or who are disadvantaged (physical or mental disabilities, language barriers, or are educationally or economically disadvantaged). –Cultural minorities (different races, ethnicities, religions or sexual orientations). –People who delayed entry into the traditional workforce (homemakers, military personnel). –People who want to change careers in midlife or who face layoffs. –Older people who choose to remain working or return to the workforce. “Copyright © Allyn & Bacon 2004”

3. Client Groups With Special Needs Clients Who Are Economically Disadvantaged Many jobs barely provide subsistence wages: –Usually this group includes: those with limited education and those in a geographically deprived area (e.g. the rural poor), those that have been chronically poor, the underemployed, and the unemployed. –This group can be helped by providing: access to basic education, provision of personal or career counseling, information about jobs, and access to vocational training and placement services. –Counselors can help most, by helping clients obtain training and other services to help them compete in the job world. “Copyright © Allyn & Bacon 2004”

4. Client Groups With Special Needs Clients Who Are Culturally Different –Career counselors must take into consideration a client’s worldview, values, level of acculturation and stage of racial identity development. –Some issues affecting these groups are: language barriers, histories of hardship, discrimination and bias. –Counselors need to understand the culture of their clients as well as their time orientation, structure of their social relationships and ways of problem-solving. –Individuals however, should not be stereotyped according to broad group characteristics. There is wide variation even within cultural groups. “Copyright © Allyn & Bacon 2004”

5. Client Groups With Special Needs Where do clients fall on this continuum and how might this affect them in their search for a career? Internal Locus of Control External Locus of Control External Locus of Internal Locus of Responsibility “Copyright © Allyn & Bacon 2004” Represents most Anglo-Saxon Americans

6. Client Groups With Special Needs General Issues Affecting Most African Americans –Discrimination –Limited educational opportunities –High unemployment rates –Family instability –Occupational segregation –Stereotyping based on color “Copyright © Allyn & Bacon 2004”

7. Client Groups With Special Needs General Issues Affecting Most Hispanic Americans –Recency of immigration (for some). –Limited proficiency in English (for some). –Limited opportunity for education. –Cultural alienation. –Time orientation is to the present (majority culture and most careers are orientated to the future). –Hold a collective social value (they put the group’s needs above individual’s needs). –Stereotyped as Latino, when “Latino or Hispanic” is a blanket term that incorporates many cultures (Mexicans, Puerto Ricans, Cubans etc). “Copyright © Allyn & Bacon 2004”

8. Client Groups With Special Needs General Issues Affecting Most Asian Americans –Time orientation is most likely past and future oriented. –Some Asian groups have a collective social orientation and will put the needs of the group ahead of the individual. –Some Asian groups hold a lineal social value which means the elders of the group make decisions for the individual. –Stereotyping based on being Asian, when “Asian” is a blanket term that incorporates many cultures (e.g. Japanese, Filipino, Laotian, Cambodian, Hawaiian etc.) “Copyright © Allyn & Bacon 2004”

9. Client Groups With Special Needs General Issues Affecting Most Native Americans –Some have a tribal orientation rather than an individualistic orientation. –Some have conflicts between ascribing to white values and customs or staying true to their heritage and tribal norms. –Poverty –Geographic isolation. –Lack of educational opportunities. –Cyclical time orientation. –Stereotyping based on being native when this term covers many diverse cultural groups (e.g. there are over 450 recognized tribes in the United States). “Copyright © Allyn & Bacon 2004”

10. Client Groups With Special Needs General Issues Affecting Most Gay, Lesbian and Bisexual and transgendered Individuals –Blatant discrimination. –Rejection and isolation. –Lack of civil rights granted to other groups. –Multiple barriers (e.g. lesbians are denied opportunities because they are lesbians AND women and also might be culturally different). “Copyright © Allyn & Bacon 2004”

11. Client Groups With Special Needs Counselors Can Help the Culturally Different by: –Understanding cultural differences and helping the client bridge those differences. –Helping the client understand the culture of the workplace and what they will need to do to succeed within that culture. –Helping a prospective employer understand the culture of the client. “Copyright © Allyn & Bacon 2004”

12. Client Groups With Special Needs General Issues Affecting Most People With Delayed Entry into the Work Force Women –Women often interrupt their careers to raise children. –Many are displaced homemakers. –Women often delay entry into the workforce until their children are grown. –Women generally earn only 2/3 of what men earn. –Women find work easily in the lower paying professions and these jobs also have skills that can be updated easily after absence from the workplace. –Discrimination and the glass ceiling. “Copyright © Allyn & Bacon 2004”

13. Client Groups With Special Needs General Issues Affecting Most People With Delayed Entry into the Work Force –Counselors can help women by: Helping women to look at the consequences of career choices and how it may limit them. Helping prepare women for discrimination in the workplace. Making them aware of the Equal Employment Opportunity Commission. Making women aware of their rights about sexual harassment. Helping women to modify their self-concept, build self- confidence. Helping women to build support systems. “ Copyright © Allyn & Bacon 2004”

14. Client Groups With Special Needs General Issues Affecting Most People With Delayed Entry into the Work Force Former Military Personnel –Competition with younger individuals for jobs. –Work skills developed in the military may not apply to the civilian world. –After living in a highly structured world taking orders, some might have difficulty with decision making. –Adjustment difficulties. “Copyright © Allyn & Bacon 2004”

15. Client Groups With Special Needs General Issues Affecting Most People With Delayed Entry into the Work Force Ex-Offenders –No skills –Discrimination –Isolation –Emotional and psychological problems stemming from imprisonment. –Continuing legal difficulties “Copyright © Allyn & Bacon 2004”

16. Client Groups With Special Needs General Issues Affecting Most People With Delayed Entry into the Work Force People Who Change Careers Mid-Life (Voluntarily or Forced) –Lost dreams or dreams that went unfulfilled. –Age discrimination. –Emotional upheaval. –Lack of opportunity. “Copyright © Allyn & Bacon 2004”

17. Client Groups With Special Needs General Issues Affecting Most People With Delayed Entry into the Work Force Older Workers –Age discrimination. –Financial problems. –Belief that older workers are going to use more sick time. Stereotyped beliefs about older workers: –They can’t be as flexible as younger workers. –They will be less productive. –They won’t work well with a younger supervisor. –They have slowed reactions and learning capacity. “Copyright © Allyn & Bacon 2004”

18. Career Counseling Presentation Resources Gysbers, N. C., Heppner, M. J. & Johnston, J. A. (2003). Career counseling: Process, issues, and techniques, 2 nd ed. Boston, MA.: Allyn & Bacon. Brown, D. (2003). Career information, career counseling, and career development, 8 th ed. Boston, MA.: Allyn & Bacon. “Copyright © Allyn & Bacon 2004”