home

Welcome to the GLBT group!
”Out” at Work: The Relation of Actor and Partner Workplace Policy and Internalized Homophobia to Disclosure Status

above is just a practice with posting a link. 

By Wednesday, Oct. 5th: all of us will post 2 articles: title, abstract, link to pdf file, and a brief explanation of why this article may be relevant


 * Title: A phenomenological exploration of the experiences of dual-career lesbian and gay couples.**

Abstract: Dual-**career** **lesbian** and **gay** couples face unique struggles as they encounter relational and workplace discrimination. This phenomenological study explored how relationship and **career** intersect for **lesbian** and **gay** couples. Three themes emerged that described how couples successfully blended relationship and **career**: planfulness, creating positive social networks, and shifting from marginalization to consolidation and integration. The implications of these results are discussed regarding practice and research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)



Summary: **This is just a practice posting**

General Brainstorming of Portions of the Workshop:

Psychoeducation Career Indecision Stigmatization in the Workplace Gender Roles in Homosexuality

Awareness or How to Deal with Stigmatization in the Workplace

Brandon: Possible Articles Not Finalized!!!!! Title: **Applying social learning theory of career decision making to gay, lesbian, bisexual, transgender, and questioning young adults.** Abstract: Incorporating J, D, Krumboltz's (1979) social learning theory of career decision making, the author explores career development issues for gay, lesbian, bisexual, transgender, and questioning (GLBTQ) adolescents and young adults. Unique challenges for the GLBTQ population are discussed, specific recommendations for effective career counseling with this population are outlined, and suggestions for future research are presented.

Title: **Culturally appropriate career counseling with gay and lesbian clients** Abstract: This article details the current knowledge regarding the provision of culturally appropriate career services to gay and lesbian clients. It is divided into 5 parts: history and context for the delivery of career counseling services to gay and lesbian clients, counselor self-preparation for working with gay and lesbian clients, client-focused interventions useful for counseling with gay and lesbian clients, program-focused interventions useful for addressing the special issues that this group presents, and appropriate advocacy or social action interventions. Issues of multiple cultural identities and the intersection of lesbian and gay issues with race and ethnicity are also addressed.



Title:**Career counseling with lesbian, gay, bisexual, and transgendered persons: The next decade**. Abstract:





Abstract: Incorporating J, D, Krumboltz's (1979) social learning theory of career decision making, the author explores career development issues for gay, lesbian, bisexual, transgender, and questioning (GLBTQ) adolescents and young adults. Unique challenges for the GLBTQ population are discussed, specific recommendations for effective career counseling with this population are outlined, and suggestions for future research are presented.
 * Title: Applying Social Learning Theory of Career Decision Making to Gay, Lesbian, Bisexual, Transgender, and Questioning Young Adults**



Summary: This article is pretty basic when it comes to applying SLT with GLBT. I do believe that there are some important facts that we would be able to apply in our lit review. It gives some recommendations for counselors to effectively work with GLBT. I created a page of highlighted parts of the article I thought we might be able to use within the lit review. This may be helpful if we are trying to help counselors understand how to work with this population by presenting it from a theory perspective.
 * Title:** **The Work Experiences of Transgender Individuals:**
 * Negotiating the Transition and Career Decision-Making Processes**

biological sex to a different gender expression through 18 interviews of transgender-identified individuals. Thirteen of the participants identified as male-to-female transsexuals, 2 participants identified as female-to-male transsexuals, 2 participants identified as female-bodied gender queer individuals, and 1 participant identified as a biological male cross-dresser. Using a grounded theory (K. Charmaz, 2006) approach, 2 separate work experience models emerged: (a) the process of gender transitioning at work and (b) the career decision-making process. The 3 phases of the first model included a pretransition phase, during the transition phase, and posttransition phase. Within these 3 phases, the following 5 major themes emerged: preparation for the work transition, coming out at work, presentation and appearance at work, others’ reactions at work, and affective/coping experiences related to work. The second model resulted in 6 major themes related to career decision making: occupational barriers, occupational prospects, occupational aspirations, taking action, occupational gratification, and contextual influences.
 * Abstract:** This study explored the work experiences of individuals who have started transitioning from their


 * Summary to come.. Jenn**




 * Title:** **Making the Invisible Visible: Fear and Disclosure**
 * of Sexual Orientation at Work**

a national sample of 534 gay, lesbian, and bisexual employees, this study examined the antecedents that affect the degree of disclosure of a gay identity at work and, for those who had not disclosed, the factors that influence their fears about full disclosure. Employees reported less fear and more disclosure when they worked in a group that was perceived as supportive and sharing their stigma. Perceptions of past experience with sexual orientation discrimination were related to increased fears but to greater disclosure. For those who had not fully disclosed their stigma, the fears associated with disclosure predicted job attitudes, psychological strain, work environment, and career outcomes. However, actual disclosure was unrelated to these variables. The utility of fear of disclosure for understanding processes underlying the disclosure of gay and other invisible stigmatized identities in the workplace is discussed.
 * Abstract:** Stigma theory was used to examine the fears underlying the disclosure of a gay identity at work. Using


 * Summary to come.. Jenn**



Dawn: **Career Issues and Workplace** **Considerations for the Transsexual** **Community: Bridging a Gap of** **Knowledge for Career Counselors**
 * and Mental Heath Care Providers**


 * ~ Abstract: || The field of career counseling has addressed the needs of several minority groups; however, the transsexual community has consistently been overlooked. Transsexual individuals may face many personal and professional obstacles due to the complex psychological aspects and expensive medical procedures inherent in transitioning (the complex and multidimensional process of changing genders). Maintaining employment and a steady income are vital when engaging in this costly transition experience. In this article, the authors bridge a gap of knowledge for career counselors and mental health care providers by identifying possible workplace issues and propose 4 primary competency components. A critique of the current literature, recommendations for counselors, and directions for future research are discussed ||



Summary: "These concerns may include deciding whether to transidon at their present job, losing their current job because of their transidon, losing job expedence under their previous name, and experiencing prejudice and discriminadon as well as coworkers' negadve responses." "whether to transfer from one job to another or make a permanent career change // should // be the choice of the transidoning individual. Regardless of who makes the decision, there are definite benefits to be gained from finding new employment. Some bosses or companies may transfer transidoning individuals to another department as a way to help their coworkers adjust to the transition." "They also wanted to offer me a new job in the school system. They thought it would be easier on me to start off working as a female with new coworkers who did not have a history or predetermined ideas" (p. 163). This option may be appealing because transsexual individuals can keep their benefits and seniority while still "starting fresh." Clearly, there are benefits and drawbacks to each option (i.e., transidoning at current workplace or transitioning in a new place of employment), and helping clients make the best decision based on their unique circumstances and the consequences thereof may be vital to a healthy transition"

transsexual individuals **should consider three main problems** potentially related to searching for a new job (Brown & Rounsley, 1996). **First, they may lose work** **history.** For recently transitioned or transitioning individuals, employment experience under their new name is most likely sparse, and competing in tbe job market as an adult without work expetience is difficult, to say tbe least. Understandably, tbis option is not preferred by many because people usually transition in a new employment setting in an attempt to avoid dealing with coworkers and management knowing about their transsexual identity. Discussing tbeir needs, desires, and values will be critical as tbey make tbe decisions tbat are best for tbem. A second factor involved in considering new employment is tbe interview process (Brown & Rounsley, 1996). Interviewing is arduous for most individuals, and maintaining an air of confidence is necessary. Tbis can be especially difficult for individuals wbo are transitioning because tbey may be  in tbe process of developing confidence and self-esteem; conveying an assertive and poised image to prospective employers may be cballenging and, possibly, emotionally exbausting (Brown & Rounsley, 1996). Helping clients prepare witb practice interviews and role-playing may help tbem build tbe corifidence and poise necessary, as well as strengthen tbem emotionally to deal witb potentially difficult situations. For example, Israel and Tarver (1997) suggested tbat transsexual individuals must learn bow to effectively come out in tbe workplace, and tbis migbt include practicing tbeir "disclosing skills" A third factor for tbe client to consider when deciding whetber to seek a new job is an ethical one. On many job applications, employers ask if applicants have had any experience under another name. This creates an ethical dilemma because if they answer honestiy, they risk losing the job because of discrimination; bowever, if they do not report expetience under a previous name, it is considered lying . **Maybe research this to see if it's relevant: Workplace Sexual Identity Management model (see Lidderdale, Croteau,** Dawn: =Transgender Identities and Gender Variance in Vocational Psychology=
 * Anderson, Tovar-Murray, & Davis, 2007)**

Recommendations for Practice, Social Advocacy, and Research
Abstract: Effective practices for career counseling with gender variant individuals have yet to be identified for reasons that may include perceptions that the population is too small to warrant in-depth research, lack of funding for such efforts, and practitioners' lack of training and experience with transgender concerns. In this article, we describe the status of research and practice with respect to gender variant individuals. Definitions and terminology, vocational and workplace concerns, and vignettes of vocational and work-related situations that career counseling professionals may encounter when working with gender variant individuals are presented. Recommendations for practice, social advocacy, and future research are provided.

BELOW IS A LINK TO THE PDF AS A WEBSITE

Transgender Identities and Gender Variance in Vocational Psychology

Megan: **Advocacy: The T.R.A.I.N.E.R. Model** David D. Hof, Julie A. Dinsmore, Scott Barber, and Ryan Suhr

Abstract: The T.R.A.I.N.E.R. model described in this article engages counselors in social advocacy and professional advocacy concurrently, facilitates counselor connection and collaboration with diverse communities, and raises the awareness of the counseling profession in the general marketplace. The model assumes social and professional advocacy are complementary and outlines a process where use of each strengthens the other. An example of the model‟s application is offered with discussion regarding implications for its use.

Summary: This article provides a model that helps with social advocacy and professional advocacy. The T.R.A.I. N. E. R. model, a process for creating professional development training that is designed to move beyond learning about a client group and their advocacy needs to simultaneously implementing advocacy for both clients and the counseling profession as a part of the training event.

T.R.A.I.N.E.R is an acronym for a 7-step collaborative process to (1) Target advocacy needs of an underrepresented client group and their associated professional advocacy requirements, (2) Respond to the targeted needs by determining which social and/or professional advocacy competencies need to be implemented to address those needs, (3) Articulate a plan to accomplish both social and professional advocacy, (4) Implement the plan, (5) Network for advocacy during the training, (6) Evaluate the training, and (7) Retarget to address unmet social and/or professional advocacy needs. The T.R.A.I.N.E.R. model is a method of responding to the advocacy needs of clients and communities, as well as the profession, through the provision or coordination of specialized instruction

**Getting a Piece of the Pie: Cultural Competence for GLBT Employees at the Workplace** By: Nan Van Den Bergh Abstract: This article outlines challenges facing gay, lesbian, bisexual, and transgendered employees at the workplace because of a lack of federal legislation prohibiting discrimination based on sexual orientation. A conceptual framework, PIE, is offered which addresses the protection, inclusion and equity issues which must be considered in order to create a safe and productive working environment for gay, lesbian, bisexual, and transgendered employees. Additionally, attitudes, knowledge and skills are described which a practitioner would need to acquire, so as to become culturally competent in working with sexual minority employees.

Summary: Again, I am unsure of how helpful this article will be. It will depend on the approach we decide to take. This article may provide the ways antidiscriminatory laws will benefit the workplace and the employee who is of GLBT.

Title: **Beyond the Legal Environment: How Stigma Influences Invisible Identity Groups in theWorkplace** By: Joy E. Beatty ** and Susan L. Kirby ** Diversity research assumes that social interaction is influenced by a social categorization that arises from visible and readily detectable differences. How does this process work when the differences are not readily detectable? We explore the legal protections that shape the employment environment for people with invisible identities and how invisibility influences the common social dimensions of stigma these individuals experience. These social dimensions are resistant to change and therefore change occurs slowly: stigma cannot simply be legislated away. On the basis of our comparisons of social identity groups with invisible characteristics we discuss four dimensions that are especially relevant for understanding the social dynamics of invisible diversities. Summary: This article was interesting in that it explained how visible and invisible stigmas affect people and how these stigmas are created. An exert from the article: "Our dimensions of invisible differences are adapted from the six dimensions of stigma offered by Jones // et al. // (1984), which are concealability, course, disruptiveness, aesthetic qualities, origin, and peril. four dimensions that are especially relevant for understanding the social dynamics of invisible diversities. These dimensions focus on the content and nature of the stigma and how others respond to it: the person’s responsibility for the stigma, the course of the stigma over time, its moral threat, and its effects on performance." This may be helpful if we have any other articles on stigmitzation.
 * Abstract: **



Dawn: Article Title: **The Influence of Sexual Orientation on Career Decision-Making:** Article Author: Etringer, Bruce, Journal Title: Journal of homosexuality. Journal Volume: 19 Journal Year: 1990

Link to pdf of article below:

[]

Jenn: **Title**: **Factors Influencing the Career and Academic Choices of Lesbian, Gay, Bisexual, and Transgender People** by MARGARET S. SCHNEIDER, PhD This is an empirical study of academic and career choices for 119 lesbian, gay, bisexual, and transgender (LGBT) students using a questionnaire. Respondents who reported that their sexual orientation influenced their choices a great deal indicated that the influences were both positive and negative. This group was most likely to have experienced anti-LGBT discrimination in the past. In comparing lesbian, bisexual people, and gay males, gay males and respondents from visible minorities were the most likely to feel a negative impact, while bisexual respondents were the least likely. There were too few transgender respondents to include in these statistical comparisons; however, frequencies suggest that transgender people may be the most vulnerable of all. Results suggest that counselors need to take sexual orientation issues, particularly past experiences of discrimination, when working with LGBT clients.
 * Abstract**:

Jenn: Title: **Holland’s Theory: Its Relevance for Lesbian Women and Gay Men**
Abstract: This article will examine the relevance of Holland’s theory for lesbian women and gay men. Holland’s focus on individual personality type, work environment type, and the congruence between these types will be discussed and related to Cass’s (1979) model of lesbian and gay identity development. In addition, Holland’s central ideas and their related working assumptions and background principles will be discussed as related to the workplace environment’s attitudes toward lesbians and gays. It is suggested that both Holland’s ‘‘congruence’’ and Cass’s ‘‘interpersonal congruency’’ need to be considered in assisting lesbian and gay career clients. Finally, seven research hypotheses have been generated to encourage empirical contributions to the growing knowledge base on lesbian and gay career choice and development. []