Racial/Ethnic Identity and Career Development - Research Paper Example

? Explain how racial/ethnic identity and career development affect career counseling goals and objectives. The racial/ethnic identity of a client canhave a decisive impact on the career counseling goals and objectives. This is because it is the “the cultural variables” that determine which are the “career issues” of a particular client (Capuzzi and Stauffer, 2006, p.438). For example, in a case study narrated by Capuzzi and Stauffer (2006), a Mexican woman with two small kids is seen to be serving as a stay-at-home mother still wanting to work as she had attained good education despite her parents' notion that a woman should stay at home and take care of the children rather than working outside home (p.438). Here, the cultural background of this client necessitates that she give more priority to her obligations as a mother and a wife rather than as a career woman and hence the career goals that the counselor sets for her have to give proper weight-age to this fact. The career development of such a client depends heavily on the success of the counselor in identifying this kind of right cultural variables and the issues related to them (Capuzzi and Stauffer, 2006, p.438). The career development of this client is also challenged by other factors like the ““glass ceiling” [that exist] for the careers of women and minorities in the United States” (Bingham and Ward, 1994, p.165). A comprehensive “multicultural career counseling model […] [thus] emphasizes recognizing salient cultural variables that inhibit career choice” (Zunker, 2005, p.130). It is based on the identification that goals and objectives are set and also the processes involved in achieving those goals and objectives have to be “culturally appropriate” (Capuzzi and Stauffer, 2006, p.438). For example, in the instance of a 17-year old biracial client, Reggie, as is cited by Capuzzi and Stauffer (2006), the cultural aspect is important in that Reggie studies in a “predominantly black high school” (p.440). As a student hailing from such a marginalized background, it has to be kept in mind that this student will not be having a clear vision regarding his career path. But in the case of the Mexican woman, her previous career experience and her boldness in continuing with her career despite the disapproval of her parents though for a short while, are factors that can be seen as positive for her career development. But in the case of the 17 year old student, it is more difficult to canalize his interests into a particular career path because in his studies also, he has not been particularly focused. This has to be understood with sensitivity by the counselor who must know that “many times ethnic minority students get locked out of the information or opportunity loop” in order to get necessary exposure for decision making (Bingham and Ward, 1994, p.182). In this way, apart from ethnic/racial identity, the career development graph of an individual can also have an impact on further career goals. In such a context, “the culturally skilled career counselor will work with the client to empower her to determine her career questions and develop the confidence and competence to answer these questions” (Bingham and Ward, 1994, p.179). Describe the specific factors or considerations related to racial/ethnic identity and other aspects of culture and identity that seem to influence the individuals’ career development. There are many factors related to racial/ethnic identity and culture that determine an individual's career development. For example, in the case study narrated by Capuzzi and Stauffer (2006), the Mexican woman, Kiana, who had attained higher education and then had become a stay-at-home mother, it was her cultural background that compelled her to make that choice (p.438). If she were a white American, she might not have been influenced by her parents' insistence and her husband's wish that after having two children, she should leave her job. This is a cultural aspect that is connected to the patriarchal power relation in the marriage of a Mexican and also the decision making power that a woman's parents command in the life of a Mexican woman. Even as Kiana approaches a counselor for career guidance, the counselor cannot advise her to pursue a totally individualistic career path. Instead, taking into consideration, the cultural background of Kiana, the counselor will have to advise her to take up a job that will disturb her familial obligations only minimally. From these examples, it has become clear that “there is a minority identity development process through which each ethnic minority individual goes perhaps continuously” (Bingham and Ward, 1994, p.171). And it is through “cultural sensitivity” that a counselor could advise on career goals and paths which do not disturb that identity in a harmful way (Bingham and Ward, 1994, p.175). Some other specific needs of a client from ethnic/racial minority include, help regarding confidence and self esteem, and assistance in developing aspirations according to their talents and skills (Bingham and Ward, 1994, p.189). Describe the insights gained from Chapter 16 that would be most critical to keep in mind when counseling clients who belong to racial or ethnic minority groups. The most crucial insights gained from Chapter 16 with regard to counseling clients who belong to racial or ethnic minority groups, have been: 1. For a client from an ethnic/racial minority, familial ties are stronger and the familial structure is more patriarchal (Capuzzi and Stauffer, 2006, p.438-440), 2. For such a client, the career solution offered must be realistic in terms of balancing between career and familial obligations (Capuzzi and Stauffer, 2006, p.438-440), 3. For such a client, only rarely, will there be clarity regarding which career path to take because they might be affected by the dualism in which they exist- the socio-cultural divide that affects any minority group in a society other than their native one (Capuzzi and Stauffer, 2006, p.438-440), 4. It is the “the cultural variables” that determine which are the “career issues” of such a client, 5. It is based on the identification of cultural variables that the goals and objectives are set for such a client and also the processes involved in achieving those goals and objectives have to be “culturally appropriate” (Capuzzi and Stauffer, 2006, p.438-440). 6. For clients from ethnic/racial minority, the counselor also needs to have a “working knowledge of career theory, career assessment, and basic counseling skills” including the theory of “minority identity development”, and “cultural sensitivity” (Capuzzi and Stauffer, 2006, p.440; (Bingham and Ward, 1994, p.175). 7. A multicultural model of career counseling must incorporate all the above-listed aspects (Zunker, 2005, p.130). References Bingham, R.P. and Ward, C.M., (1994) 'Career counseling with ethnic minority women', in W.B.Walsh and S.H.Osipow, Career Counseling for Women, London: Routledge. Capuzzi, D., & Stauffer, M. D. (2006). Career counseling: Foundations, perspectives, and applications (custom ed.). Boston, MA: Pearson Education. Zunker, V.G. (2005) Career counseling: A holistic approach, London: Cengage Learning. Read More