The purpose of this study was to examine the experiences of racial microaggressions in the workplace and coping strategies of Black women managers in corporate American positions. Semi-structured interviews were conducted with 10 Black women who had worked as senior-level corporate professionals, acknowledged that subtle racism exists in contemporary U.S. society, and had personal experiences of racism in the workplace. A phenomenological methodology was used to uncover the lived experiences of these women. Results yielded racial microaggression themes including environmental manifestations, stereotypes about Black women, assumed universality of the Black experience, invisibility and exclusion. Coping strategies included religion and spirituality, armoring, shifting, support networks, sponsorship and mentorship, and self-care. Directions for future research, clinical and theoretical implications of experiences of racial microaggressions, and coping strategies of professional Black women in corporate America are discussed.

This study used grounded theory methodology (B. G. Glaser & A. L. Strauss, 1967;A. Strauss & J. Corbin, 1990) to explore the help-seeking behaviors of a select group of White male adolescents to understand and identify the mental health stressors in their lives and the factors involved with their decisions to seek or not to seek help for those stressors. Semistructured interviews were conducted with 22 males, 4 female adolescent counterparts, 4 male parents, and 5 high school staff members. The substantive grounded theory that emerged was that the communal pressures of wealth, success, and high expectations creates a tremendous amount of stress for males to be successful and "fit in" and contributes to a gender-linked stigma about males' help-seeking behaviors. Specific motivators and barriers to help seeking are identified and discussed, as are common methods and resources used by males to deal with personal problems. Finally, suggestions for making professional helping services more acceptable to this population are presented, and specific research directions are posited.

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The authors maintain that the social learning theory of career development and counseling has not been applied to diverse populations. To address this gap in the literature, the authors conducted a qualitative analysis of interviews with 21 middle school students in a low‐income, culturally diverse, inner‐city public school. Four themes emerged, reflecting the influence of discrimination on participants' career learning: contextual barriers and resources for learning, and psychological barriers and resources for learning. The authors provide a conceptual framework for assessing resources and barriers and a rationale for why these aspects often remain hidden or unexamined in career assessment with clients who are vulnerable to discrimination.

This study examines school and work barrier beliefs about the limitations of education for future career rewards and perceived supports for attaining the educational and career aspirations of low-income, inner-city, African American, Hispanic/Latino(a), and Caribbean immigrant youth. The authors find that higher levels of school andwork barrier beliefs are associated with lower aspirations, particularly for minority youth who are less recent immigrants. The authors described workshops designed to constructively challenge counterproductive school and work barrier beliefs by expanding participants' learning about accessible sources of support for attaining their school, work, and life goals. Results indicate that participants endorse two types of support sources: contextual supports (relational and community resources accessible in their environments) and personal resources (psychological assets within the individual). The authors propose that personal resources be conceptualized from social learning theory as facilitative task approach skills (e.g., productive work habits, learning-oriented performance expectations, helpful cognitive processes, beneficial problem orientations, self-regulated emotional responses, and other personal assets).