29 Mar Assignment A. Locate and recruit TWO participants who meet the following criteria: 1. Self-identify as LGBTQ+ 2. Age-18 or older
Assignment
A. Locate and recruit TWO participants who meet the following criteria:
1. Self-identify as LGBTQ+
2. Age-18 or older
3. Persona 1 – New to workforce interested in public sector
Persona 2 – New to workforce interested in private sector
Persona 3 – Has work experience interested in public sector
Persona 4 – Has work experience interested in private sector
B. Use the LGBTQ+ Employment Communication Study Interview Protocol (attached below)
D. Strictly follow all recruiting and interviewing protocols (per the IRB) reviewed in class.
E. Be professional and rep ODU MA-LSDC proudly.
F. Write up each interview as follows:
1. Date of interview:
2. Demographics:
3. Participants responses to each interview item. use the form.
4. Additional comments you might want to add about the interview:
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Assignment 3 COMM 604 Socha Research Partner Study Related Assignment: Interviewing Topic: Prospective LGBTQ+ Workers, Communication, and Employment Overview Reminders: Employment processes:
1. Searching for jobs: a. Recruiting b. Career managing & supporting
2. Screening jobs 3. Applying for jobs 4. Interviewing for jobs 5. Accepting/Rejecting/Negotiating for jobs 6. Onboarding to jobs 7. Working at jobs:
a. Retention b. Promotion c. Work culture
i. Employee-Employee relations ii. Employee-management relations
iii. Working conditions Assumptions:
A. There are at least seven processes related to gaining successful employment: (1) searching for jobs, (2) screening jobs, (3) applying for jobs, (4) interviewing, (5) negotiating offer, (6) onboarding, and (7) working.
B. Communication is inherent in all employment processes. C. Effective communication is a key factor in successful employment success in all stages. D. Individuals’ identities (understanding of, confidence, experience, etc.) and self-
assessment (knowledge, skills, abilities etc.) are critically important factors in employment processes for all individuals
E. Discrimination can and does occur during any and all of these seven processes. F. Types of discrimination can include: age, disability, compensation, gender & sexual
orientation, genetic, harassment, national origin, parental status, pregnancy, race & color, religion, and retaliation. See: Kulkarni (2020,
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https://www.idealist.org/en/careers/discrimination-12-types) and US Equal Employment Opportunity Commission (2022, https://www.eeoc.gov/discrimination-type
Assignment A. Locate and recruit two participants who meet the following criteria:
1. Self-identify as LGBTQ+ 2. Age-18 or older 3. Persona 1 – New to workforce interested in public sector
Persona 2 – New to workforce interested in private sector Persona 3 – Has work experience interested in public sector Persona 4 – Has work experience interested in private sector
B. Use the LGBTQ+ Employment Communication Study Interview Protocol (posted in
Blackboard) to conduct an interview via Zoom or phone. C. If possible, record the interview. It is OK to not record but you must then take accurate notes
(using the protocol form).
D. Strictly follow all recruiting and interviewing protocols (per the IRB) reviewed in class.
E. Be professional and rep ODU MA-LSDC proudly.
F. Write up each interview as follows:
1. Date of interview: 2. Demographics: 3. Participants responses to each interview item. Be use the form. 4. Additional comments you might want to add about the interview:
Assessment Criteria
1. Participant meets all criteria. 5 pts 2. Complete (contains all elements for two interviews) 5 pts 3. Thorough [clear response (or non-responses) for all protocol items recorded] 5 pts 4. Fully follows IRB guidelines 5 pts
,
Running Head: EMPLOYMENT PROCESS AND LGBTQ+
Employment Process and LGBTQ+
Tyran Hunt
Dr. Socha
COMM604
February 22, 2022
Employment Area
The LGBTQ+ community has been disadvantaged for the longest time in their entire employment. This is a type of gender biasness and discrimination that people do not often talk about. This type of gender discrimination is evident in all seven stages of employment. Take, for instance, the first stage, the job search stage. This study examines how this as the first stage of the employment process applies differently for a member of the LGBTQ+ community.
Subject
The study in question addresses those who minority groups are but fall within the group of LGBTQ+. LGBTQ+ is quite a large community if you combine both men and women who identify themselves to this community. However, other people within this community suffer more minority segregation and, to be precise, women. Women who are members of LGBTQ+ continue to suffer discrimination at the first stage of the employment process. Thus, as population studies, the article addresses how women face the issue of communication challenges when they are just at the initial stage of looking for employment (Cory, 2019).
Purpose
The purpose of this study was to shed light on how counselors are equipped to work with LGBTQ+ women members when they are looking for a job. When one is looking for jobs, they might engage counselors to determine which job could be best for them and were based on different personalities that they bear. This research thus addresses how counselors work with LGBT members in a job search. Precisely, the purpose of this article is to shed light on how a counselor evaluates different employment stages for an LGBTQ+ member looking for a job and advise them at these stages. This is to ensure that they have gone through an effective job search process.
Method
This research study combines different methodologies to shed more light on the topic of communicating with LGBTQ+ members during the job search process. One of the methodologies used in this research article is field research. The article engaged different female members of the LGBTQ+ community. These people have some experience with the job search as LGBTQ+ members. The second methodology used in this research article is secondary peer-reviewed sources. The article also engages some auditors to examine different sources of information. These external auditors are engaged in offering professional reviews on the topic of study. These combined strategies help to come up with a definite conclusion on how counselors communicate with LGBTQ+ female members during the job search process when they are to initiate a job search.
Results
From this article, one thing has been identified, and this is on the distribution of information. The article has found that women who belong to LGBTQ+ have limited access to job opportunities information. They are segregated by the community and do not easily access information about opportunities. The article has also found that women must pass through more difficulties during the job search and communication. Furthermore, women in LGBTQ+ struggles with support systems at the initial stage of looking for job opportunities.
REFERENCES:
Cory Daniel Gerwe, (2019). Intersectional Identities and Microaggressions: The Experience of Transgender Females, retrieved from https://digitalcommons.odu.edu/cgi/viewcontent.cgi?article=1111&context=chs_etds
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