Career Intervention Strategies for Ethnic Minorities

Bowman, Sharon L.

doi:10.1002/j.2161-0045.1993.tb00241.x

Cited by 61 publications

(60 citation statements)

References 17 publications

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“…Group work seems to be more effective than individual work with populations that emphasize strong ties to family and community rather than the rugged individualism valued by the majority culture in America (Amundson & Borgen, 1988;Azrin, Philip, Thienes-Hontos, & Besalel, 1980;Betz, 1993;Bowman, 1993;Hendricks, 1994;Schwartz, 1980;Sue & Sue, 1990;Westwood & Ishiyama, 1991). Specifically, a program for immigrants from the FSU moving to the United States in a predeparture and/or postarrival program should address the major issues presented here.…”

Section: Predeparture Preparationmentioning

confidence: 89%

Adjustment issues affecting employment for immigrants from the former soviet union

Yost

Lucas

2002

Journal of Employment Couns

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This article describes major issues, including culture shock and loss of status, that affect general adjustment of immigrants and refugees from the former Soviet Union who are resettling in the United States. Issues that affect career and employment adjustment are described and the interrelatedness of general and career issues is explored. Practical and positive suggestions for practitioners working with this population are offered.

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Section: Predeparture Preparationmentioning

confidence: 89%

Adjustment issues affecting employment for immigrants from the former soviet union

Yost

Lucas

2002

Journal of Employment Couns

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“…However, research suggests the presence of racial differences in the career experiences of women and highlight the barriers that African American women face (Bell & Nkomo, 1994Bowman, 1993). African American women managers with similar work experience and, in some instances, more education than White women managers seldom reap similar rewards.…”

Section: Interaction Of Race and Gendermentioning

confidence: 99%

The Duality of Race and Gender for Managerial African American Women: Implications of Informal Social Networks on Career Advancement

Combs

2003

Human Resource Development Review

104

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Research suggests that women have progressed in equalizing their representation,status,and earning power as managers in organizations. These improvements may not reflect the career advancement of managerial African American women. African American women contend with the convergence of race and gender in improving their organizational standing and career advancement opportunities. The literature on workplace social networks indicates that informal more than formal socialization systems are salient in advancing careers. Due to the duality of race and gender, African American women in managerial and executive positions may be forced into out-group status in terms of informal social networks. Informal social networks for managerial African American women may be less accessible and may operate under different dimensions than for their African American male and White female and male counterparts. Critical examination of the effect of the interaction of race and gender on informal networks of managerial African American women in organizations is needed.

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“…If, for instance, a counselor is attuned to cultural issues, he or she will recognize that a client' s stage of racial identity (Helms, 1985) can either facilitate or hinder the counseling process. Depending on the racial identity attitude of the client, Bowman (1993) suggested that &dquo;interventions may be more effective if presented by counselors of the same ethnicity as the client&dquo; (p. 24).…”

Section: ) Incorporate the Student's Culture Into Programsmentioning

confidence: 97%

“…This is particularly true of African American students who are oftentimes not encouraged to explore a variety of careers and are instead subjugated to &dquo;occupational stereotyping&dquo; by guidance counselors, advisers and career professionals. Bowman (1993) contends that &dquo;stereotypes about the types of jobs that African Americans traditionally hold, coupled with the lack of visible role models in non-traditional fields, add to the limited perception of opportunities&dquo; (p. 22). If career centers of the future are committed to enhancing the career development of minority students, changes in the way services are delivered, cases are conceptualized, and counseling is practiced is necessary.…”

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confidence: 96%

Career Counseling with African American College Students

Hendricks

1994

Journal of Career Development

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As college and university career planning and placement centers prepare for the 21st century, it is crucial they facilitate the career development and planning of their minority students. The changing demographics of our country call for career counselors to be cognizant of additional and non-traditional intervention strategies, assessment techniques and counseling practices. The challenge for career centers at predominately white institutions is to promote and develop the career aspirations of all students, but in particular, visible ethnic and racial minorities who have traditionally underutilized career counseling services.In a study by Burrell and Trombley (1983) it was found that at one predominately white institution, minority students identified career planning as one of the most important student support services available to students. In the National Career Development Association's national survey, Brown, Minor, and Jepsen (1991) reported that of the four racial and ethnic groups investigated, African American respondents indicated a greater need for career planning and information. The survey revealed that African Americans &dquo;more frequently reported needing assistance with making career decisions in the year prior to the survey, taking the only job available, needing assistance in getting occupational information, wanting to see occupational information improved, perceiving discrimination on the job, expecting to leave their current career, and recommending greater focus on career development activities in the schools&dquo; (p. 16). Dunn and Veltman (1989) stated that perceived opportunities, lack of academic preparation, underdeveloped interests and little career

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Career Intervention Strategies for Ethnic Minorities

Cited by 61 publications

References 17 publications

Adjustment issues affecting employment for immigrants from the former soviet union

Adjustment issues affecting employment for immigrants from the former soviet union

The Duality of Race and Gender for Managerial African American Women: Implications of Informal Social Networks on Career Advancement

Career Counseling with African American College Students

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