Africentricity and Career Development of African Americans

Abstract

This article addresses career development as a special task in life‐span development. Career development is discussed as a counseling intervention based on Eurocentric concepts, a conceptualization that might not address the needs of African American clients. Specifically, it is argued that individual behavior is organized with respect to values, attitudes, and beliefs of a reference group, in this case, a cultural reference group. Career development for African Americans then, is conceptualized within a complementary framework termed Africentrism. A heuristic model is advanced for understanding the origins of culturally relevant values some African Americans hold toward work and careerism. Inclusion of these and similar culturally relevant values enables fuller service to this (and all) ethnic minority clients regardless of counselor's theoretical perspectives.

The Relationship Between Attitudinal and Behavioral Aspects of Career Maturity

“…Reasons for such findings may vary. Minority youth may score low on Eurocentric measures, in general, and career-related measures in specific (Cheatham, 1990). Items may simply be so geared to White, middle-class career development experiences that they do not apply to African American youth.…”

“…190-1911. In a similar vein, Cheatham (1990) argued that the career development of African Americans must be viewed in the context of culturally based attitudes, values, and beliefs to be properly understood. He noted that this "Africentric" perspective seemed to be lacking in existing career theories and measuring instruments, and questioned their validity when applied to this group.…”

Theories in Cross-Cultural Contexts

“…This clearly suggests that there is an absence of a current comprehensive culturally appropriate and effective career model/theory for culturally diverse populations and therefore, this is a cry out to scholars to develop cross-cultural models/theories that are more appropriate, sensitive, relevant and effective to individuals from diverse groups. Some scholars have made efforts in identifying cultural variables specific to counselling certain ethnic groups such as African Americans (Cheatham, 1990), Native Americans (Johnson, Swartz, & Martin, 1995), and Muslims (Basit, 1996), but this is not adequate in comprehensively addressing all cultures or all ethnic groups. Efforts have also been made by both original and contemporary career theorists to modify their career models so that they are more comprehensive and so that they do accommodate cultural variables important and applicable to a diverse number of individuals (e.g., Gottfredson, 2002;Holland, 1985;Lent, Brown, & Hackett, 1994Roe & Lunneborg, 1991;Super, 1991).…”

The Career Development of Black Female Chief Nurse Executives

“…Based on this double consciousness perspective, Cheatham (1990) proposed a model specifically based on the concept of Afrocentrism. Cheatham suggested that the relationship and differences between Black culture and dominant European American culture, and their inherent dualism, must be taken into account in examination of Blacks' career development (Patton & McMahon, 1999).…”

“…Cheatham (1990) was one of the first to apply this perspective to career development, and critical race theory must especially be considered in an exploration of Black female chief nurse executives' career development. This theory must also be considered in the examination of barriers to the career development of women and minorities.…”