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Counseling Women in the midst of the Pandemic

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Counseling Women in the midst of the Pandemic

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Restore options to them

convince women that they, like men, not only can but deserve to have it all

help gain personal & structural resources to cope effectively with external barriers such as discrimination and sexual harasment

encourage obtaining higher education or technical training so that even if a woman does not wish to support herself, she can if she has to

Use same-sex norms in interpreting vocational interest inventories

advocate for home based work for women who wish to stay at home

help women explore their outcome expectations and concerns about barriers to goal pursuit

assess the role of culture and ethnicity in women's planning

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5 Ways Blogging Can Help You Find Your True Purpose in Life — Rachel Gadiel _ Introvert Life + Business Coach

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22 Inspiring Quotes About Finding Your Passion & Pursuing It

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Coogan, P. A., & Chen, C. P. (2007). Career development and counselling for women: Connecting theories to practice. Counselling Psychology Quarterly, 20(2), 191-204.

Drosos, N., Theodoroulakis, M., Antoniou, A. S., & Rajter, I. C. (2021). Career Services in the Post‐COVID‐19 Era: A Paradigm for Career Counseling Unemployed Individuals. journal of employment counseling, 58(1), 36-48.

Hooley T. (2020). The coronavirus is a time when career guidance is desperately needed. Educaweb

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Why More Women Have Lost Jobs During the Pandemic | WSJ

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Unemployment Benefits Application

https://www.careeronestop.org/LocalHelp/UnemploymentBenefits/find-unemployment-benefits.aspx

Handbook of Career Counseling for Women

Walsh, W. B., & Heppner, M. (Eds.). (2006). Handbook of career counseling for women. Routledge.

National Career Development Association https://www.ncda.org/aws/NCDA/pt/sp/covid

Online job search websites:

Indeed

Career Builder

Glassdoor

Online resources for Resume building

How to write a Resume

Career Directors International

Emerald Career Publishing

Resources specific to Women

American Association of University Women

Career Girls

Code Like a Girl

College Success for Women is STEM

Institute for Women in Trade, Technology and Science

US Department of Labor Women's Bureau

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More research and focus needs to be placed on women's careers to get them in the workforce while meeting their needs (particularly women of color)

Career development and counseling must not only consider women as a homogenous group... but as comprised of many identities such as sexual orientation, age, race, ethnicity and ableness.

Career counseling is needed now more than ever before, and career counselors must use their role for social justice such as empowerment of women

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Build critical consciousness - help clients understand current situation and not react to it on a personal level (Hooley, 2020)

Recognize those oppressed by the pandemic - it is clear the pandemic has not affected individuals equally (Hooley, 2020)

Recognize specific needs for oppressed such as women of color - help them see injustices and inequities in treatment (Hooley, 2020)

help individuals recognize unemployment is temporary and create necessary counseling alliance (Drosos et al., 2021)

have full faith in clients potential to achieve career goals

motivate the client and assist in developing their self-esteem and self-efficacy

advocate for women social justice issues such as equal pay, especially for women of color who are disproportionally affected and earn less than white women

work together with government to enforce efforts on policies to reduce inequality and promote social justice

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Amid Covid-19 pandemic...
Evidence shows we are facing a "female recession".
Women are at significantly increased risk for dropping out of the workforce and the gender gap in the workplace is likely to grow.

Women lost 156,000 jobs while men gained 16,000

In September 2020, four times more women than men dropped out of the workforce with unemployment rates for Black (11.1%) and Latina (11.0%) women higher compared to the average (7.9%).

Prior to 2020 men and women were leaving their companies at comparable rates; now “women are 1.3 times more likely than men to have considered stepping out of the workforce or slowing down their careers—particularly mothers, senior women, and Black women.

The participation gap between men and women ages 25-54 is widening
after “shrinking to the narrowest ever” right before the virus.