AWP 2015: SUBCULTURED, RACIALIZED, and MARGINALIZED: The Thing That Binds You – LGBTQQII Women of Color 1 of 2

April Martin Chartrand, M.S. College/Career Counseling Candidate | San Francisco State University Contact: April.Martin.Chartrand@gmail.com | Find me: Linkedin, Academia.edu, & Youtube

Copyright 2015 All rights reserved

POSTER PRESENTATION

As s o c ia t io n fo r Wo me n in P s yc h o lo g y Feminism & Restorative Justice Repairing, Restoring, and Reintegrating

March 5-8, 2015 | Holiday Inn | 1500 Van Ness Avenue | San Francisco, CA 94109

Abstract Women of color who are Lesbian, Gay, Bisexual, Transgender, Queer, Questioning, and Intersex,

(WOCLGBTQQII) are subject to the imposed worldview and are Subcultured, Racialized, and

Marginalized within the culturally hegemonic workforce. Current research reveals that gender, sexual

orientation, and race intersect with and are subject to consistent stigmatization by the heteronormative

workplace. The WOCLGBTQQII populations are disproportionately burdened with workplace Stereotype

Threat, pink ceiling barriers, hostilities, and systemic oppression that limit their career options. Although

there are multiple issues which adversely affects this population, for the purpose of this paper the main

focus will be on workplace discrimination based on sexual orientation and race. This paper will be framed

by exploring Culturally Appropriate Career Counseling and Stereotype Threat theory. These two

theoretical career counseling competencies will examine the world of the WOCLGBTQQII client by

offering specific interventions which empower the individual client.

Highl ights 1. Although statistics reveal that Women of Color, Lesbian, Gay, Bisexual, Transgender, Queer,

Questioning and Intersex (WOCLGBTQQII) populations are growing and significantly visible

within the workplace, overt and covert, workplace/non-work related aggression is

disproportionally aimed at WOCLGBTQQII resulting in workplace mobbing and workplace

aggression (Hoff, 2006; Johnson, 2012; Klein, 2006; Sangganjanavanich & Cavazos, 2010).

2. Stereotype Threat (ST) and Culturally Appropriate Career Counseling (CACC) are a social justice

based interventions for workplace and social settings (Steele, 2012; Swanson, & Fouad, 2010).

3. ST and CACC theoretical applications deconstruct external and internal biological/cultural

variables and their effect on gender/sexual orientation role performance in the workplace, as well

as support Women of Color (WOC) clients by acknowledging that there is societal discrimination

and gendered role expectations which impede their decision making abilities. ST as a theory and

CACC are responsive to all types of clients in that both value a client’s sphere of influence which

includes their core biological/gender uniqueness, pays attention to their internal processes and

AWP 2015: SUBCULTURED, RACIALIZED, and MARGINALIZED: The Thing That Binds You – LGBTQQII Women of Color 2 of 2

April Martin Chartrand, M.S. College/Career Counseling Candidate | San Francisco State University Contact: April.Martin.Chartrand@gmail.com | Find me: Linkedin, Academia.edu, & Youtube

Copyright 2015 All rights reserved

explores external factors such as barriers in relation to the prevailing dominate social group’s

social expectations (Bingham & Ward, 1997; Swanson & Fouad, 2010).

Explorat ion ♀ Review relevant literature which discusses client’s needs, challenges normative ideology, and offers

solutions for WOCLGBTQQII in the workplace

♀ Offer a cogent rationale for choosing Culturally Appropriate Career Counseling (CACC) as well as

present an explanation as to why Stereotype Threat (ST) theory is an ideal fit for subcultured,

racialized, and marginalized populations

♀ Describe how Culturally Appropriate Career Counseling (CACC) counselors can provide

organizational workplace diversity training which assists in developing strategies for reducing overt

and covert workplace aggression (Sangganjanavanich & Cavazos, 2010)

♀ Recommend areas of further study and research

Abbrev iated References

Bingham, R. P. & Ward, C. M. (1997). Theory into assessment: A model for women of color.

Journal of Career Assessment, 5(4), 403-418. Retrieved from

http://jca.sagepub.com/content/5/4/403.abstract

Byars-Winston, A. M. & Fouad, N. A. (2006). Metacognition and multicultural competence:

Expanding the culturally appropriate career counseling model. The Career Development

Quarterly, 54(3), 187-201.

Moradi, B., DeBlaere, C., Huang, Y. (2010). Centralizing the experiences of LGB people of color

in counseling psychology. The Counseling Psychologist, 38(3), 322-330.

Rydell, R. J., McConnell, A. R., & Beilock, S. L. (2009). Multiple social identities and stereotype threat:

Imbalance, accessibility, and working memory. Journal of Personality and Social Psychology,

96(5), 949-966

San Francisco Human Rights Commission (SFHRC). (2012). Compliance Guidelines to Prohibit Gender

Identity Discrimination. San Francisco, CA. Retrieved from

http://sf-hrc.org/index.aspx?page=29

Sangganjanavanich, V. & Cavazos, J. (2010). Workplace aggression: toward social justice and

Advocacy in counseling for transgender individuals. Journal of LGBT Issues in Counseling, 4(3-

4), 187-201.

Steele, C. (2012, October). Stereotype Threat: How it Affects us and What We Can do About

it. Presented at RAMS is Pleased to Present the Seventh Annual Evelyn Lee Diversity & Cultural

Competency Training. San Francisco, CA.

Swanson, J. L. & Fouad, N. A. (2010). Career theory and practice: Learning through case studies

(2nd ed). (pp. 75-103). Thousand Oaks, CA: Sage Publications, Inc.