CNL-525 Topic 2: Race and Ethnicity:
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Race does not have a significant impact on an individual’s career aspirations and choices. However, due to issues such as racism, people from different racial groups have different perspectives regarding career barriers and opportunities which in turn affect their options. For example, African Americans have fewer employment prospects because they are less likely to get callbacks from potential employers than white people (Pager & Pedulla, 2015).
Title VII of the Civil Rights Act is an example of a labor law that protects employers from discrimination due to race, religion, gender, nationality, and color. This legislation applies to all employers with at least 15 employees (Shannon & Hunter, 2020). Counselors in training must understand labor laws to ensure that their rights are not violated when they begin working. The information may also be beneficial to clients who may be working in unsafe conditions or may have faced discrimination in their workplaces.
Current movements in the employment industry encourage employers to seek diverse employees. Diversity means that employees from all backgrounds are accepted and included in the workplace. Additionally, a diverse workforce means that employees can tap into individual strengths and use them for competitive advantage. The main impact of this movement is increased career and employment options for people from all backgrounds (Pager & Pedulla, 2015).
In the U.S., examples of educational barriers associated with race include poverty and poor access to quality education for racial minorities. For example, students from the African American community are more likely to live in poverty than white students. As a result, they attend schools with less qualified or experienced teachers and may not afford to pay for college or university education (Morrison et al., 2019).
References
Ainscow, M. (2020). Promoting inclusion and equity in education: lessons from international experiences. Nordic Journal of Studies in Educational Policy, 6(1), 7-16. https://doi.org/10.1080/20020317.2020.1729587
Flanagin, A., Frey, T., Christiansen, S., & Bauchner, H. (2021). The Reporting of Race and Ethnicity in Medical and Science Journals. JAMA, 325(11), 1049. https://doi.org/10.1001/jama.2021.2104
Jang, H., Pak, S., & Lee, D. (2019). Meta-Analysis: The Role of Race/Ethnicity and Gender in Career Choice. Journal of Asia Pacific Counseling, 9(2), 119-135. https://doi.org/10.18401/2019.9.2.8
Maree J. G. (2020). Innovating Career Counseling by Promoting Social Justice (Advocacy) and Decent Work for All: Helping People Make Social Contributions and Heal Themselves. Innovating Counseling for Self- and Career Construction: Connecting Conscious Knowledge with Subconscious Insight, 115–124. https://doi.org/10.1007/978-3-030-48648-8_7
Morrison, N., Machado, M., & Blackburn, C. (2019). Student perspectives on barriers to performance for black and minority ethnic graduate-entry medical students: a qualitative study in a West Midlands medical school. BMJ Open, 9(11), e032493. https://doi.org/10.1136/bmjopen-2019-032493
Pager, D., & Pedulla, D. S. (2015). Race, self-selection, and the job search process. AJS; American journal of sociology, 120(4), 1005–1054. https://doi.org/10.1086/681072
Shannon, J., & Hunter, R. (2020). The Civil Rights Act of 1964: Beyond Race to Employment Discrimination Based on Sex: The “Three Letter Word” That Has Continued to Vex Society and The United States Supreme Court. Journal of Social and Political Sciences, 3(3). https://doi.org/10.31014/aior.1991.03.03.196