Counseling Issues for Adult Women in Career Transition

Abstract

This article addresses current psychosocial issues facing women in career transition and the implications of those issues for career counselors. Specifically, psychosocial developmental trajectories, the roles of family and relationships, the importance of underlying physical and mental health issues, and sociocultural and contextual stressors are relevant for women in the midst of career change. The author discusses how career counselors can prepare for this complexity and addresses clients' current economic and social milieus. A checklist is provided to aid the career counselor in addressing the multiple issues that a new client brings to the 1st counseling encounter.

Ensuring Quality in Theory, Research, and Practice: Journal of Employment Counseling

“…The most frequently represented theoretical foundations used by JEC authors have been trait factor (Burns, 2015;Littman-Ovadia, ZilchaMano, & Langer, 2014;Ohler & Levinson, 2012), developmental (Choi et al, 2013;Ronzio, 2012;Wong & Yuen, 2015), happenstance learning theory (Greenleaf, 2014), emotional intelligence (Di Fabio, Bernaud,, & Loarer, 2014;Di Fabio, Palazzeschi, & Bar-On, 2012;Jiang, 2014;), cognitive information processing (Bullock-Yowell, Andrews, McConnell, & Campbell, 2012;Bullock-Yowell et al, 2014), and cognitive psychology (Budnick & Santuzzi, 2013;Buttar, 2015;Johnson, 2013;Maddy, Cannon, & Lichtenberger, 2015). Inventories, questionnaires, and surveys were commonly used to collect quantitative data, with some articles reporting psychometric properties of original instruments (del Puerto & Crowson, 2013;Elliott & Lopez del Puerto, 2015).…”

Back on the career path : a qualitative study of employment transitions for women who take a career break and their re-entry experiences

“…After interrupting their careers to have children, attempting to return to a similar job is not easy for many women (Ericksen et al, 2008;Greer, 2013;Helford et al, 2012;Lovejoy & Stone, 2012;Orgad, 2016;Ravindran & Baral, 2014;Ronzio, 2012;Williams, 2010). The same occupation they once had may no longer be what they want to return to because long hours, travel and a full-time commitment is not manageable alongside the demanding needs of their family (Cahusac & Kanji, 2014;Landivar, 2014;Stone & Hernandez, 2013;Zimmerman & Clark, 2016).…”

“…Challenges to re-entry. After staying at home for an extended timeframe, opting back into the workforce can be more difficult than many females anticipate (Ericksen et al, 2008;Greer, 2013;Helford et al, 2012;Lovejoy & Stone, 2012;Orgad, 2016;Ravindran & Baral, 2014;Ronzio, 2012). Ravindran and Baral (2014, p. 32) acknowledge that women who have taken time off find it difficult to regain career momentum.…”

“…Orgad (2016, p. 483) states that after several years out of work, returning to the labor market and "re-inventing" oneself is very difficult. Lack of current skills, age, or amount of time out of work, may hinder the re-entry process (Greer, 2013;Lovejoy & Stone, 2012;Ronzio, 2012;Zimmerman & Clark, 2016).…”

“…Hoobler, Lemmon, and Wayne (2014) believe that hiring managers hold negative perceptions of women re-entering the workforce, assuming that because they have children they will not be committed or motivated. In addition, mothers returning to the workforce may feel penalized for taking a time out, often experiencing a cut in salary and/or status and limitations on advancement opportunities (Lovejoy & Stone, 2012;Rahim, 2014;Ronzio, 2012;Zimmerman & Clark, 2016). According to Rahim (2014), women who take time off from the labor market can expect a lower accumulation of experience that equates to an overall lower salary.…”