• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Meeting Their Needs Career Counseling Students Of Color  Eace 2009
 

Meeting Their Needs Career Counseling Students Of Color Eace 2009

on

  • 1,840 views

Presentation given at EACE 2009 by Benny Belvin Harvard University and Nancy Richmond Northeastern University.

Presentation given at EACE 2009 by Benny Belvin Harvard University and Nancy Richmond Northeastern University.

Statistics

Views

Total Views
1,840
Views on SlideShare
1,832
Embed Views
8

Actions

Likes
0
Downloads
0
Comments
0

3 Embeds 8

http://www.slideshare.net 6
http://www.lmodules.com 1
https://bbgroupb.syr.edu 1

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • Nancy
  • Benny
  • Benny
  • Benny
  • Benny
  • Nancy
  • Benny
  • Benny
  • Nancy
  • Nancy
  • Nancy
  • Nancy
  • Benny
  • Nancy

Meeting Their Needs Career Counseling Students Of Color  Eace 2009 Meeting Their Needs Career Counseling Students Of Color Eace 2009 Presentation Transcript

  • MEETING THEIR NEEDS: STRATEGIES FOR CAREER COUNSELING STUDENTS OF COLOR Benny Belvin II, Harvard University Nancy Richmond, Northeastern University June 2009 – EACE, Buffalo, NY
  • Background
    • Outgrowth of a program that was delivered at Boston College where Benny was a facilitator; his more recent experience includes developing outreach to Students of Color at Harvard University
    • Nancy is working on her Doctorate in Education and her focus is on students of color in higher education; her experience includes building partnerships with cultural centers on-campus at Northeastern University
    • Why this topic?
      • Social and economic barriers which faces many person’s of color with respect to work, we both felt this should be addressed more often as part of general career counseling practice
  • Why a Focus on Students of Color
    • Students of color often experience a wider variety of career barriers due to a lack of mentors, conflicting cultural values, anticipated discrimination in the workplace, discouragement in applying to graduate school, and financial barriers (Flores & Spanierman, 1998; Ulloa & Herrera, 2006)
    • Students of color often under-utilize career resources on-campus
    • Demographic shift in US population points to an increasingly diverse college student population
    • Career development theories, while universal, does not account for the unique experiences of various populations of students
    • Systemic inequalities still persist with respects to career attainment and salaries
  • Barriers to Meeting Their Needs
    • Past feelings of inequities can influence counseling perceptions on both sides
    • Some students of color may feel that their needs will not be genuinely and adequately addressed
    • Student’s larger perception of the world of work may influence their perception of the utility of campus career services
      • They may perceive that the services offered by the career center is preparing them to conform to the system of work
    • The feeling that other students of color are not using career services
    • Lack of understanding of the importance of the career center in helping meet their needs (this touches on the point of outreach)
    • Language and the challenge of reconciling two-cultures
    • “ The pay disparities could widen further since blacks and Hispanics tend to be relative latecomers to the professional world and thus more vulnerable to layoffs in the current recession”
    • Mark Mather, Demographer, Population Reference Bureau
  • Ways in Which We Can Meet Their Needs
    • As much as possible, understand what these needs may be
    • Develop an excellent system of referral
    • Don’t make sweeping assumptions about students, let counseling practices guide your protocol
    • Make sure that the outreach is intentional and focused
    • Create programming that will directly and indirectly address some of the development issues relevant to students of color
    • Develop a strong collaborative relationship with administrative offices which address these students concerns as well as student organizations.
    • Ask them, through focus groups, surveys, etc.
  • Outreach/Marketing
    • Collaborate with student organizations on-campus that focus on the interest of students of color
    • Have students serve as ambassadors for the career center
    • Portable/mobile career center: this touches on the issues of offering general services on different parts of the campus where students are
    • Use images in marketing/outreach materials which reflect the diversity of the students on-campus
    • Participate in or sponsor campus events that are focused on students of color.
    • Connect to students using Facebook and other forms of social media
    • Collaborate with administrative offices on campus such as cultural centers
  • Innovative Programming
    • Career Vision Boards
    • What you need
      • Magazines
      • Glue
      • Poster Board (8 ½ X 12)
      • 2 Hours
      • Question: What are your future career/life goals
    • More info Visit: http://www.womenforhire.com/advice/beginning_your_job_search/career_visualization
  •  
  •  
  • Innovative Programming
    • Offer walk-in hours as a way to demystify counseling and create a comfortable encounter point for students.
    • Conducting a diversity career fair or diversity reception beforehand
    • Developing a mentorship or externship program to connect students of color to professional of color in various fields
    • Programs that don’t have a direct career focus, but cultivates a career or professional skill. (Example: Oratorical competition-speed networking).
    • Offer networking events featuring alumni of color.
    • Collaborate with pre-professional student organizations of color to create programs specific to their groups needs
  • Multicultural Training
    • Who in Career Services should be in charge of ensuring students of color are having their needs meet on-campus?
      • An Individual or the Entire Career Counseling Staff?
      • The responsibility of each career counselor needs to be clear so that Students of Color do not fall through the cracks
    • Is there a need for Multicultural Training in your Career Center?
      • Note: Multicultural training does not happen in a day – it is a life long process (Flores & Heppner, 2002)
      • Use case studies to discuss as a group what would you do in a particular situation – this is a great way to learn from one another
  • Case – Student Perspective
    • A first generation African American college student named “John Smith” comes to the Career Center for his counseling appointment to inquire about job opportunities in the field of advertising upon graduation. This is John’s first time in the career center and he is apprehensive about the services he will receive. He feels that being a student of color certain assumptions will already be made regarding his preparedness or his ability to acquire a job.
  • Case – Counselor Perspective
    • The career counselor is a female who has an extensive background in career counseling, but hasn’t had the opportunity to do specific outreach to students of color on-campus and to be honest she is a little nervous because she is not sure how she will be perceived being a “White” counselor.
  • Case – Counselor Perspective
    • What are potential career challenges facing a student of color?
    • How are you going to make him feel comfortable?
    • Is it necessary to acknowledge his ethnicity?
    • When do you bring up specific opportunities companies are offering for students of color?
  • Summary
    • Outreach to students of color on-campus
    • Move into the greater campus community to meet students
    • Create specific programming
    • Promote diversity in the workplace
    • Actively encourage diverse professionals to apply to career counseling positions
    • “ Be the
    • change
    • You wish
    • to See in the
    • World…”
    • - Gandhi
  • References Astone, B., & Nunez-Womack, E. (1991). Pursuing Diversity: Recruiting college minority students. ASHE/ERIC Higher Education Report No. 7. Washington, D.C.: George Washington University Press. Flores, L. & Heppner, M. (2002) Multicultural Career Counseling: Ten Essentials for Training Journal of Career Development , 3, 181-202. Flores, L. & Spanierman, L. (1998) An Examination of a Culturally Sensitive University Career Center: Outreach, Services, and Evaluation. Journal of Career Development , 25, 111-122. Luzzo, D., & McWhirter, E. (2001) Sex and Ethnic Differences in the Perceptions of Educational and Career-Related Barriers and Levels of Coping Efficacy. Journal of Counseling & Development, 79, 61-67. NACE (National Association of Colleges and Employers). Summer 2006. Diversity Recruiting: How Career Services Can Help Employers. NACE (National Association of Colleges and Employers). 2007. Moving On: Student Approaches and Attitudes Toward the Job Market for the College Class of 2007. Executive Summary, Bethlehem, PA: NACE. Perkins, L., Thomas, K., & Taylor, G. (2000) Advertising and Recruitment: Marketing to Minorities Psychology & Marketing , 17, 235-55. Rogers-Sirin, L. (2008) Approaches to Multicultural Training for Professionals: A Guide for Choosing an Appropriate Program. Professional Psychology Research and Practice, 39, 313-319. Ulloa, E. & Herrera, M. (2006) Strategies for Multicultural Student Success: What about Grad School? The Career Development Quarterly , 54, 361-366. U.S. Census Bureau Website (Retrieved Feb 1, 2009) http://www.census.gov/pubinfo/www/hotlinks.html