CAREER COUNSELLING STRATEGIES FOR DIVERSE POPULATION 5
CareerCounseling Strategies for Diverse Populations
Careerdevelopment encounters criticisms for failure to address the needs ofa diverse population. In particular, the development strategies arenot applicable in such groupings. Cultural diversity in the societyand workplace necessitates appropriate research to address thedistinct needs. Career counseling strategies for diverse populationsrequire collaborations between practitioners and employers. Workersneed proper preparation to equip them with skills that enable them towork in culturally sensitive areas. Different groups have sundryexperiences and interests that shape their competencies.Career-related issues affecting individuals from diverse populationsinclude socialization, schooling experiences, stereotypes, and accessto career guidance, among others (Vespia, Fitzpatrick, Fouad,Kantamneni, & Chen, 2010). Barriers to career development includediscrimination, hostility, workplace violence, performance pressure,lack of mentors, and access to training opportunities, among others.
Inundertaking career counseling to clients of different ages,competencies, genders, and ethnicities, one encounters severalconcerns that affect the session both positively and negatively.Sampson et al. (2014) observe that people from diverse populationshave multiple sophistications and characteristics that make it hardto develop one strategy. Personal interests are also diverse in sucha group. It is also likely that the group will have individuals withdiverse cultural, personal, and religious beliefs. In such ascenario, career counseling techniques need to consider approachesthat do not discriminate against certain persons. Moreover, diversepopulation has different languages. As such, language barrier remainsa great concern in career counseling in such a set-up. Mentors arerequired to use communication models that are acceptable to all. Theconcern also affects learners in their quest to learn from oneanother’s experiences.
Moreover,the level of capability and experiences among the learners affect thecareer counseling session. It is noteworthy that people havedifferent capabilities hence the need to understand the needs andcompetencies audience. Counselors will find it hard to counsel peoplewith varied experiences due to diversity in needs and grasp of ideas(Sampson et al., 2014). Long time employees, for instance, do notrequire introduction to the basics about the workplace. Contrary, newemployees and students may require appropriate brief on the jobmarket and expectations. The current society continues to experienceother concerns driven by sexual orientation. The society is embracingLGBT community and their inclusion in socio-economic affairs. Assuch, practitioners should remain proactive about their communicationto such individuals. Nobody should be discriminated in a counselingsession because of his or her sexual orientation. Nonetheless, thediverse characteristics can be used to enable clients learn from oneanother. Taken positively, diversity can aid in generating betterunderstanding of educational and career development (Vespia et al.,2010).
Thereis a great need for the creation of appropriate strategies foradvocating for diverse clients` career, educational development, andemployment opportunities. Research indicates that the creation of anappropriate culturally relationship is necessary to address theconcerns raised in the discussion. The move is intended to generatecultural tolerance and understanding. Further, practitioners need togather elaborate information about the cultural characteristics andneeds of their clients (Bikos et al., 2013). Prior information helpsone to prepare resources adequately as well as acquaint self oncultural features. The issue goes together with cultural awareness.Further, it is necessary for the practitioner to identify cognitive,environmental, and social influences that affect their clients.Understanding the external influences helps practitioner tounderstand factors that are likely to affect career developmentcycle.
Moreover,it is imperative to plan the counseling session in a way that mirrorsthe capabilities and competencies of the clients. Developing a clearstrategy will require the practitioner to undertake an assessment onhis or her clients. The results realized will inform the counselingapproaches adopted by the practitioner. Counseling professionals needto be more proactive on understanding the changing demands and needsof the population (Erford & Crockett, 2012).
Thereare potential legal issues related to workers` rights and fairemployment practices especially in a diverse setting. Legalframeworks call for non-discrimination of workers irrespective oftheir gender, ethnicity, and age.Adherence to legal requirements to help in enhancing functions suchas employee compensation, workplace safety, and superannuationcontributions. Fair employment practices also include the provisionof necessary resources and opportunities to employees (Ewing,2014).People with disabilities need to be provided with equal trainingopportunities like other able individuals. Firms need to haveresources for specific use by the disabled persons. Both male andfemale employees require paternity and maternity leaves respectively.Promotion of employees should be based on competencies andperformance. Failure to adhere to such practices may lead to legalsuits and unwarranted compensation. In the development of companypolicies, it is appropriate to create cultural and efficacy variablesthat enhance outcomes.
Inconclusion, mentors and career counselors need to understand thatevery individual operates as a unique system that is influenced bymultiple factors. Socio-cultural and interpersonal influences havegreat influence on realization of positive outcomes. Practitionersneed to identify coping skills and cognitive abilities of theirclients. Culturally-competent practitioners look beyond theircultural frames when counseling their clients on career development.It may not be easy to adopt the recommended strategies especially ina diverse setting but it is necessary to consider understanding bothpersonal and external influences
Bikos,L., Dykhouse, E., Boutin, S., Gowen, M., & Rodney, E. (2013).Practice and research in career counseling and development-2012.The Career Development Quarterly, 61(4),290-329.
Erford,B., & Crockett, S. (2012). Practice and research in careercounseling and development-2011.The Career Development Quarterly, 60(4),290-332.
Ewing,K. (2014). Regulating for decent work and the effectiveness of labourlaw.New Zealand Journal of Employment Relations (Online), 39(2),3-21.
Sampson,J.,Hou, P., Kronholz, J., Dozier, V., McClain, M., Buzzetta, M., . . .Kennelly, E. (2014). A content analysis of career development theory,research, and practice-2013.The Career Development Quarterly, 62(4),290-326.
Vespia,K., Fitzpatrick, M., Fouad, N., Kantamneni, N., & Chen, Y.(2010). Multicultural career counseling: A national survey ofcompetencies and practices.The Career Development Quarterly, 59(1),54-71.