Career assessment involves an ongoing process of gathering information to assist clients to make career-related decisions. Useful information to gather in career assessment includes but is not limited to understanding a person’s personality, values, skills, interests, life roles, and career history. Assessment information is typically gathered via intake interviews, standardized tests and inventories, and non-standardized
Multicultural Career Counseling Checklist As societies, especially in the United States, have become more diverse, counselors are expected to be able to deliver competent services to a wide variety of clients. Such competency concerns call for measures that facilitate professionals collecting and managing the data needed for meaningful and successful interventions in cross-cultural career counseling.
A multicultural organization is defined as one that seeks and values all differences and develops systems and work practices that support the success and inclusion of members of every group. Multicultural organizations are characterized by equality, justice, and full participation at both the group level and the individual level. In multicultural organizations, differences of all
Men from minority groups are mandated to treatment in numbers that are disproportionate to their representation in the general population (Healey, Smith, and O’Sullivan 1998). This is often attributed to a correlation with low socioeconomic status, lingering discrimination in the criminal justice system, and greater exposure to violence in the community (Healey et al. 1998;
Career assessment involves an ongoing process of gathering information to assist clients to make career-related decisions. Useful information to gather in career assessment includes but is not limited to understanding a person’s personality, values, skills, interests, life roles, and career history. Assessment information is typically gathered via intake interviews, standardized tests and inventories, and non-standardized
As societies, especially in the United States, have become more diverse, counselors are expected to be able to deliver competent services to a wide variety of clients. Such competency concerns call for measures that facilitate professionals collecting and managing the data needed for meaningful and successful interventions in cross-cultural career counseling. The Multicultural Career Counseling
Multicultural counseling competence—the intentional consideration and utilization of culture to facilitate therapeutic change—has become one of the most critical forces guiding the discipline of counseling psychology. In response to both the diversifying of the population of the United States and the civil rights, women’s rights, and gay and lesbian rights movements of the 1960s and
Multiculturalism has been called the “fourth force” of psychology by Paul B. Pedersen, Pius K. Essandoh, and others (following psychoanalysis, behaviorism, and humanism as schools of thought). Multicultural psychology is a major influence in contemporary psychology and includes such broad topic areas as racial identity development, acculturation, prejudice and stereotyping, and multicultural competence. Research focused
Cross-cultural training, also referred to as multicultural counseling competence training, denotes the process of instructing psychologists-in-training to work effectively across cultures in their practice and research activities. The term cross-cultural (or multicultural) has been defined in the counseling psychology literature in two distinct ways. One definition of cross-cultural is broad and inclusive of a wide
The multicultural personality refers to a constellation of traits, attitudes, and behaviors that predispose individuals to adapt successfully to culturally diverse environments. The conceptual roots of the multicultural personality can be traced to work in clinical psychology and counseling psychology in the United States and personnel psychology in the Netherlands. Manuel Ramirez, working in the