This chapter discusses career counseling and development theories that are important for women. It covers stereotypes women face, their dual roles as mothers and employees, and need for leadership roles. Barriers like the glass ceiling and unsupportive work environments for divorced women are also examined. The chapter provides an overview of career counseling interventions that can help women, such as teaching job search skills, preparing for discrimination, and providing ongoing support.

1. Chapter 11
Career Counseling for Women

2. Career Development Theories for Women
 Ginzberg: lifestyle dimensions for women
 Traditional
 Transitional
 Innovating
 Stereotypes
 What stereotypes are associated w/ women that work
full time?
 What about women that are stay at home moms?

3. Career Development Theories for Women
 Zytowski: vocational patterns of women
 Mild vocational
 Moderate vocational
 Unusual vocational

4. Special Needs for Women
 Title VII of the Civil Rights Act of 1964
 Title IX of the Educational Amendments of 1972
 Career information
 Women need to be made aware of atypical
professions and need to be encouraged to seek
advanced degrees in all career areas

5. Special Needs for Women
 Dual Roles
 Role of mother/wife and employee often
conflict
 Despite working outside the home, women still
take on the primary responsibility for
childrearing
 Coleman (1998) found men spend 50% of their
time in play w/ their children; women only
spend 10% of their time in play w/ their
children

6. Special Needs for Women
 Need for leadership roles
 Women have traditionally lacked power in the
workplace
 Glass Ceiling
 Divorced Women/Working Environment
 Many companies are not family friendly,
especially to women with the sole
responsibility of childrearing

7. Wentling (1992) Climbing to the Top
 Educational credentials
 Hard work
 Mentors
 Interpersonal/people skills
 Competency on the job
 Willingness to take risks

8. Sexual Harassment
 Single most work hazard to women
 50% will experience sexual harassment at some
point
 Factors that constitute sexual harassment are
subjective
 Was the behavior extreme?
 Was the victim to blame?
 Is the perpetrator a direct supervisor
 How frequently did the offense occur?

9. Multicultural Perspectives
 African American women
 Traditionally cooks, housemaids, nannies, and
other low paying jobs
 Making advancement in institutions of higher
education
 Face discrimination
 Asian American women
 Strong focus on family has held them back
 Generational conflicts are common related to
work

10. Multicultural Perspectives
 Hispanic women
 Typically in non-skilled jobs
 Underrepresented in institutions of higher
education
 Native American Women
 Roles of women vary by tribe
 Typically homemakers and caregivers

11. Career Counseling Interventions
 Job Search Skills
 Encourage women to apply for nontraditional
jobs
 Learn a typical skills necessary to apply for
such jobs
 Discuss gender role stereotypes both in and out
of the workplace

12. Career Counseling Interventions
 Working Climate
 Prepare women for discrimination in the
workplace and stereotyping that may occur
 Discuss barriers
 Lifestyle Skills
 Goal setting
 Assessing strengths and weaknesses
 Identifying lifestyle values and work value
conflicts

13. Career Counseling Interventions
 Support and Follow up
 Support through individual or group
interventions
 Career counselors can serve as a source of
support for women in the workplace