Toward a Conceptualization of Career Counseling with Gay/Lesbian/Bisexual Persons

Abstract

With the exception ofa handful of references (Hetherington, 1991; Hetherington, Hillerbrand, & Etringer, 1989; Hetherington & Orzek, 1989; Schmitz, 1988), the career literature is void of information regarding career counseling with gay/lesbian/bisexual (g/l/b) persons. G/l/b persons possess characteristics that distinguish them from other oppressed persons, including the fact that they decide whether, when, and to what degree to disclose their minority status (Hetherington, 1991, p. 141). Issues surrounding g/l/b persons in the workforce have recently been highlighted by the controversy surrounding g/l/b persons in the military (Herek, 1993). At the heart of career counseling theory, whether called trait-factor, matching, congruence, or more recently is the importance of the match between people and careers. As Osipow (1987) wrote, Person-environment is what vocational is all about. Starting from the day of Frank Parsons (1909) . . . . the idea of a good match between people and their work remains at the core of career psychology (p. 333). Dimensions relevant to this matching process include interests, values, and abilities (Rounds & Tracey, 1990; Walsh & Betz, 1990). It is the premise of this article that the most basic paradigm of career counseling, person-environment, does not have to be abandoned when working with g/l/b persons; but instead, must be

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