Brown (2016) Chapter 7 Reflections

Brown (2016) Chapter 7 Reflections

Brown (2016) reminds us that many of the career development theories presented thus far where based on a white, male perspective, and therefore, may have questionable reliability and validity for women and other minorities (i.e. people of color and sexual orientation) (Brown, 2016, p. 124).  As a woman myself, I can relate, either first-hand or otherwise, to many of the issues that are unique to women in terms of career development.  For example, while I was in high school, a couple girls were pregnant and had to drop-out in order to have her child and take care of the child.  This transition significantly limited both her access to quality education alternatives and limited her access to career development counselors in the school. 

Another example of the systemic oppression of women occurred when I was the working at a grocery store.  The department where I worked was predominantly staffed by women until the grocery store underwent remodeling and my department merged with a department primarily staffed by men.  This seemingly benign move created several issues.  First, the female manager of my department was asked to take a demotion from manager to “Lead” position, which included a pay cut and she was now subordinate to the male manager of a primarily male department.  Naturally, she refused to step down and she left the company.  The new lead department staff was a female who become pregnant and was unable to perform certain duties such as lifting heavy boxes due to her pregnancy.  The store managers constantly pushed her to do more work and be more active, but she was concern for the safety of her unborn child and eventually left the company.  The next lead department staff they hired was male.  

However, Brown (2016, p. 129) points out that women have increasingly been earning more college degrees than men since 1982, including over 57% of bachelor’s degrees, 58% of master’s degrees and 52% of doctoral degrees.  These statistics are astounding considering that educational outcomes tend to be restricted for women (Brown, 2016, p. 129).  Taking this information and the previously made assumption that career development theories are based on a white, male perspective, what can be done to better serve women and other marginalized populations?  Brown (2016, p. 131) suggests that social support is important for all career advisees, but may be especially important for women and other marginalized populations.  Further, in order to avoid person-environment sexual and/or ethnic stereotypes, Gottfredson’s theory of circumscription and compromise should be utilized to eliminate some of the exposure to sex-typed or ethnic-typed career stereotypes (Brown, 2016, p. 132).  Finally, an approach that provides a framework for career decision making that is relevant for women and other marginalized groups need to be emphasized in order to provide better quality career counseling services to women and minorities (Brown, 2016, p. 132-133).    

           

Reference

Brown, D.  (2016).  Career information, career counseling and career development, 11th ed.  Pearson: New York.