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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 methods such as card sorts, career genograms, and career lifelines. The data that are obtained can be used to inform both the career counselor and the client and to help set appropriate goals and strategies for achieving the goals in career counseling. Multicultural career assessment incorporates information about the client's cultural background such as race, ethnicity, gender, social class, and sexual orientation and uses this information to understand how these factors may have shaped one's career development. In essence, in contrast with traditional career assessment, the cornerstone of multicultural career assessment is understanding a person's career issues within a cultural context.

Recent advancements in area of career assessment with culturally diverse groups are apparent in the growth of multicultural career counseling models and multicultural career assessment models that have been formulated. An integral element to effective career counseling with culturally diverse individuals includes accurate and valid career assessment. Several models and frameworks have been developed to guide the career assessment process and to understand the career needs of culturally diverse individuals. Some of these models, which are described below, have focused solely on assessment, while others have attended to assessment issues within the context of career counseling with culturally diverse clients.

Healy's Career Appraisal Model

Healy's model served as one of the early forerunners of career counseling models that incorporated cultural variables. Healy criticized traditional career models for the hierarchical counselor-client relationship and the lack of emphasis on environmental barriers in the implementation of career goals. As an alternative to the traditional approaches, Healy proposed a reformed career appraisal model that explicitly recognized contextual issues. Furthermore, this model advocated for collaboration with clients, empowerment of clients to take an active role in their career development, and follow-up with clients to help them implement goals.

Career Assessment Models for African American Clients

In this model from Swanson and Bowman, four steps for tasks and decisions for the career assessment of African Americans were outlined. The four steps include establishing rapport, choosing a formal assessment process, determining the type of assessment and assessment instrument, and providing an effective test interpretation by emphasizing the counselor's experience.

Career Assessment Models for Racial/Ethnic Minority Women

Feminist theories highlight the importance of understanding the impact of sexism and the oppression of women's lives. These feminist tenets have served as a foundation for the development of career assessment models for women of color, whereby the influence of gender socialization and social barriers in the career development of women are emphasized and acknowledged. One approach to career assessment by Forrest and Brooks identifies four important aspects of this process that are grounded in feminist ideology. First, the client and the counselor are considered equal. Second, an awareness of sociocultural conditions that have limited women's experiences and opportunities is critical, and these factors contribute to women's career problems. Third, women must understand how these career problems affect their own social, economic, and political environment. Finally, the goal of feminist therapy is to enable women to be independent, which is essential for their mental health.

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