week 8 I need it tonight by 11:00PM 3/21/2018

Ethnic and Racial Minority Career Counseling

Student’s Name

Institution

Ethnic and Racial Minority Career Counseling

I. Introduction

A. Less than 3 decades ago there was limited research addressing career therapy with culturally diverse groups

B. The good news is that there is growing body of evidence based information on how to offer culturally appropriate career therapy

C. Because of increased diversity, career therapists must have the awareness, knowledge as well as skills to work with diverse clientele.

D. Career therapists are in a better position to act as social advocates in assisting minority group move into workplaces that have discriminated against them (Drabik-Podgórna, 2016).

II. Body

Information on Minority Group

A. According to Farley (2011) the United States total population increased by 13.2 percent between 1990 and 2001.

B. During this period the number of ethnic and racial minority increased and is expected to increase while that of the whites decreased and is expected to decrease.

C. The number of Latinos as well as Asian Americans in labor force is expected to increase at higher rates compared to their white and black counterparts.

D. According to Arends (2014) young African Americans as 16 percent less likely to be invited for an interview and it is not tied to lack of degree or social economic factors.

Career Development Model

A. Social cognitive career therapy is well known for its utility in understanding the vocational behaviors of ethnic as well as racial groups

B. The model has spawned numerous studies with racial minorities since it was proposed (Ponterotto et al., 2009). 

Career Development Model Utilization Plan

Multicultural Career Assessment

A. The career counselor must be aware of the conceptual equivalence bias and address if the construct is defined the same way across different cultures or if its culturally specific

B. The measurement selections must consider the definition of a construct and how it would be manifested.

C. Also, it is important to avoid translation bias (Leong, 2014). 

Career Development Barriers of Racial and Ethnic Minorities

A. Environmental factors to career development include racial harassment, racial discriminations, lower socioeconomic levels and lack of mentor.

B. Personal barriers to career development include lower self efficacy expectations, lower outcome expectations as well as career related action (Leong, 2014). 

Career Development Resources

A. Unemployed ethnic and racial minority individuals can utilize American job centers while looking for job assistance at no cost

B. Other important resources include learning institutions, career resource centers, community based organizations, skill clinics, correctional facilities and business organizations as well as employment and placement services (Leong, 2014). 

III. Conclusion

A. There are major changes happening in the ethnic as well as racial makeup of the society and the employment world

B. These factors include increasing population of racial and ethnic minorities and increasing number of Latinos as well as Asian Americans in labor force.

C. Career therapists are well positioned to help minority group move into workplaces that have traditionally discriminated against them

References

Arends, B. (2014, November 4). In hiring, racial bias is still a problem. But not always for reasons you think. The Fortune. Retrieved from. http://fortune.com/2014/11/04/hiring- racial-bias/

Drabik-Podgórna, V. (2016). Multicultural career counselling: Helping minority groups. Czech- Polish Historical and Pedagogical Journal, 8(1), 136–144

Farley, J. E. (2011). Majority-Minority Relations Census Update. New York, NY: Pearson Higher Ed.

Leong, F. (Ed.). (2014). Career development and vocational behavior of racial and ethnic minorities. Abingdon-on-Thames, UK: Routledge.

Ponterotto, J. G., Casas, J. M., Suzuki, L. A., & Alexander, C. M. (Eds.). (2009). Handbook of multicultural counseling. Thousand Oaks, CA: Sage publications.