The study of career decision-making has progressed to allow for an expanded, overarching view of the process (Lent, Brown, & Hackett, 2000; Sharf, 2013). This broader perspective takes into account social and contextual variables to help explain the way individuals move forward in their career development. Social Cognitive Career Theory (SCCT; Lent, Brown, & Hackett, 1994, 2002) is one example of a model that seeks to explain interest development, the career choice process, and performance in the context of one's environment. The SCCT career decision-making theory is of most interest to the present discussion. It emphasizes not only individual difference factors, but also the environmental factors inextricably linked to the person and his or her career-related thoughts and behavior. Social Cognitive Career Theory Model of Career Choice This model stems from adaptations of Bandura's Social Cognitive Theory (1986) to career decision-making (CDM), focusing most heavily on three main variables as personal determinants of CDM: Self-efficacy, outcome expectations, and personal goals (Lent et al., 2002). These three CDM "building blocks" theoretically enable people to exercise personal control over their CDM processes, and interact with each other within the individual's environmental context (Lent et al., 2000). The model posits that learning experiences first influence self-efficacy and outcome expectations, which in turn affect interests, choice goals, and choice actions (Lent et al., 2002; Sharf, 2013). It is an iterative process that SCCT theorists emphasize occurs within the contextual factors of an individual's larger environment. As CDM does not occur in a vacuum of ideal circumstances, barriers are included in the model (Lent et al., 2000, 2002). They can take the form of background contextual factors (e.g., gender roles expectations, culture) or proximal