CNL-525: Working with Marginalized Group
For this assignment, you will select a marginalized group (veterans, minorities, individuals with disabilities, etc.) and write a paper of 1,500 words that can be used as a resource when working with an individual from the selected group. Use scholarly resources to support your use of a specific career theory as well as interventions with this population. The paper should include the following:
- An explanation of who the population is and why it is important for this group to receive career counseling (CACREP 2.F.4.e)
- Statistics on the group (e.g., how large, how many have employment problems, how many utilize career counseling) (CACREP 2.F.4.c)
- Discussion of career counseling theory to be used with the group (e.g., Minnesota theory of work adjustment). Include evidence supporting the use of this theory in the general population as well as within the group. Please note: If none are available, it is important to indicate that as well. (CACREP 2.F.4.a)
- A basic plan for counseling utilizing chosen theory (e.g., interview, use of assessment tools, explanation of theory) (CACREP 2.F.4.a, CACREP 2.F.4.i)
- Environmental/personal barriers that may prevent the client from finding work (e.g., disability, substance use history, felony, transportation, limited computer access) (CACREP 2.F.4.b, CACREP 2.F.4.g, CACRE 2.F.4.j)
- Local resources available to help the client obtain work (e.g., job center, training programs, support groups) (CACREP 2.F.4.h)
- Based on the information listed above, provide some recommendations with regard to your plan to include your opinion on whether this plan is tenable and if you think if it can work. (CACREP 2.F.4.f)
- A minimum of four scholarly references.
Introduction
In the U.S. and the world at large, work is highly valued. Due to this fact, scholars have been interested in exploring why persons with disabilities are underprivileged career-wise, in the labor force, and other professional development aspects. Research by (Dahling & Librizzi, 2015) suggests that one contributing factor is the lack of transitional vocational programs for young individuals with disabilities. Experts have suggested creating programs based on the unique attributes and career goals of the disabled population as a valid program to motivate the disabled to develop their careers. This paper concentrates on the “individuals with disabilities” as a marginalized group. In the paper, a resource that can be used by a counselor when working with a client(s) with a disability will be presented.
Population and why they should Receive Career Counseling
Marginalized populations are all over the world. Persons with disabilities, for example, is among the world’s recognized marginalized group (Gysbers, Heppner, & Johnston, 2003). Different persons with disabilities present with different disabilities, ranging from vision impairment, deafness, autism spectrum disorder, acquired brain injury, intellectual disability, physical disability, and mental health conditions. For many years, studies have indicated that persons with disabilities have lower labor force participation rates than individuals without disabilities.
According to (Gysbers, Heppner, & Johnston, 2003), there are many reasons individuals with disabilities should receive career counseling. Career counseling for disabled people enhances their sense of personal and environmental control by enabling them to identify the specific career goals they endeavor to realize and the strategies of meeting them, access the required resources in the environment that they need to achieve their self-chosen career goals and learn more practical self-management skills. Also, counseling the disabled helps recognize their passions, personalities, and aspirations necessary in career choice and professional development once recruited (Dawis, 2005). Career counseling enables disabled individuals to learn practical networking skills, job search processes and understand their strengths and weaknesses. Nevertheless, career counseling for the disabled is vital in equipping them with confidence that they should apply for the same job opportunities as those without a disability.
Statistics on the Group
Individuals with disabilities, on average as a marginalized group, experience adverse socioeconomic impacts than those without disabilities. According to the World Bank 2020 statistics, approximately one billion (15 percent) of the world’s population experience some form of disability (U.S. Bureau of Labor Statistics, 2010). The issue of disability is more prevalent in developing countries, with poor people being more vulnerable. In the U.S., in particular, as of 2017, approximately 13.2 percent of people had some form of disability. In the country, disability is common among older adults, especially those with 65-years-old or more. Older individuals living with disabilities in the U.S. account for approximately 41.4 percent.
As per the 2020 U.S. Bureau of Labor Statistics, in 2019, approximately 19.3 percent of individuals with a disability were not employed. In contrast, the employment-population ratio for individuals without a disability was reported at 66.3 percent (U.S. Bureau of Labor Statistics, 2010). However, the unemployment rate for both people with disabilities and those without a disability declined to 7.3 percent and 3.5 percent from the 2018 statistics, respectively. As per the data, approximately 50% of all workers living with a disability were 65-years and older. Across all age groups, the ratio of unemployment was higher for people with a disability than those living without a disability. Besides, as per the 2020 U.S. Bureau of Labor Statistics, in 2019, 32 percent of employees with a disability were recruited part-time, while those without a disability accounted for 17 percent.
As a lifelong process, career development counseling is essential for anyone, including those with and without a disability. According to (Ratts et al., 2016), persons with disabilities are subjected to social stigmas, including assumptions about their capabilities, intelligence, and interests; those without apparent disabilities also face specific problems. Persons with psychiatric and learning disabilities tend to be unfairly characterized as dramatic, lazy, or lacking discipline. Despite such plights for disabled people, their access to career counseling is lesser than those without a disability (Dahling & Librizzi, 2015). This is due to the prejudice, bias, discrimination, and kind of stereotypes that society, including the labor industry, have against the capabilities, skills, qualifications, and productivity of disabled workers.