Abstract
The LGBTQI+ community often faces discrimination and bias from employers and coworkers. Additionally, members of this community often cannot find suitable positions due to the workplace’s hostile environment. The LGBTQI+ initiative aims to provide LGBTQI+ people with extensive resources and support for job development. The program’s accessibility will be enhanced by its delivery in both in-person and virtual modes. Additionally, the curriculum will emphasize small-group and individual settings, enabling participants to seek individualized assistance from peers or professionals based on their interests.
Introduction
Nowadays, it can be quite difficult to land a job of one’s dreams, especially if one is a member of a marginalized and discriminated community. Among such individuals are members of the LGBTQI+ community who often face bias and aggression. In such circumstances, it can be challenging for these people to find positions that align with their interests, values, and attitudes. The EmpowerLGBTQI+ program aims to provide holistic support to members of the LGBTQI+ community by delivering motivational speeches and offering individualized assignments and feedback.
Diverse Population
Lesbian, gay, bisexual, transgender, queer, and intersex people, in addition to those who identify with other non-normative sexual orientations or gender identities, make up the diverse group known as LGBTQI+ people. Based on estimates from 2019, more than 11 million LGBT people are living in the United States (White et al., 2020). They encounter certain difficulties and experiences that set them apart from the general populace.
Policies and practices that discriminate against sexual and gender-diverse (SGD) communities persist despite an increase in their visibility and social acceptance (White et al., 2020). Many members of SGD populations still face discrimination, prejudice, and violence at their places of employment, play, and prayer (White et al., 2020). This is especially true for individuals who also belong to other disadvantaged groups, including racial and ethnic minorities (White et al., 2020). Thus, one can see the extent of this community’s marginalization.
LGBTQI+ people may have unique demands in relation to professional development because of the difficulties they encounter. LGBT workforce inequality may take the shape of systemic, unofficial deterioration of the quality of LGBT employees’ daily work experiences, in addition to legal discrimination in hiring, promotion, and remuneration (Cech & Rothwell, 2020).
Therefore, it is essential to start by concentrating on locating workplaces that are welcoming, inclusive, and free of prejudice when determining the needs of this population. Moreover, these individuals could require resources and training to advance their skills, knowledge, and competencies in the occupations they have selected. Finally, expanding their professional network may be necessary to further their career.
Career Development Program Planning
Career Development Program Name
EmpowerLGBTQI+
Program Goal
The EmpowerLGBTQI+ initiative aims to empower LGBTQI+ people by providing resources and comprehensive career development support. This will enable them to succeed in inclusive work environments and to pursue their professional ambitions.
Objectives
- Increase participants’ understanding of LGBTQI+-inclusive workplace rules and practices by at least 30% based on pretest and posttest questionnaires.
- Enhance interview techniques and skills so that, according to post-program surveys, participants’ self-reported confidence levels rise by at least 20%.
- By providing direction and organized networking opportunities, assist in the creation of a minimum of two mentor-mentee relationships within the LGBTQI+ community.
Program Delivery
The program will be delivered in both face-to-face and online formats, helping ensure its accessibility. Moreover, the program will also focus on individual and small-group formats, allowing individuals to seek tailored support from experts or peers based on their interests. Finally, the program will consist of 10 sessions, held biweekly over 5 months.
Personnel Needs
The basic personnel needs will involve career counselors who are knowledgeable when it comes to LGBTQI+ individuals and their struggles. Moreover, guest speakers from the LGBTQI+ community will be needed.
Budget Needs
When it comes to budget needs, several areas will be involved. The first vital element in the budget is staffing, including counselors, with an estimated cost of $7,000. The second area to consider is venue rental, as face-to-face sessions require specific accommodations. For ten sessions, the cost of renting a venue would be approximately $2,500. Additionally, one should not forget about expenses related to materials, such as handouts, worksheets, and others, which will cost around $500.
Moreover, guest speakers will be invited to share valuable insights and experiences. In this situation, the expenditures for two speakers will be approximately $1,000. Finally, marketing and promotion will cost $500 to promote the program through social media platforms and paid advertisements. Overall, the budget is expected to be $11,500.
Program Promotion
The program will be promoted through various channels, with the first being social media platforms, such as TikTok and Instagram. Additionally, paid advertising will be used to reach broader audiences, including LGBTQI+-focused websites.
Table 1 – Career Development Program Implementation
Career Development Program Evaluation
Process-Oriented Data
Objective 1: Enhance participants’ knowledge of LGBTQI+-inclusive workplace policies and practices by a minimum of 30%, as measured through comparisons of pretest and posttest questionnaire results. Pretest and posttest questionnaires can help measure individuals’ knowledge and understanding of specific topics (Matusitz, 2022). The results of the questionnaires will allow the researchers to understand whether there was a shift in participants’ perceptions, awareness, and confidence.
Outcome Data
Long-term career outcomes, such as employment rates, job satisfaction, and career advancement, will serve as metrics for determining the program’s effectiveness. Outcome data will be collected for up to 5 years after the program’s completion, enabling a clear understanding of its strengths and weaknesses. The data will be collected primarily through surveys, interviews, and employment tracking.
Conclusion
In summary, the EmpowerLGBTQI+ program offers personalized assignments and feedback, along with motivational speeches, to provide comprehensive support to LGBTQI+ community members. The program will consist of 10 sessions and be offered in both in-person and online formats, helping ensure its accessibility. Career counselors with experience working with LGBTQI+ individuals and their problems will be essential staff members. It is anticipated that the total budget will be $11,500.
Social media platforms like Instagram and TikTok will be the first to market the program. The questionnaire findings will help the researchers determine whether participant views, understanding, and confidence have changed. The program’s efficacy will be measured using long-term career outcomes, including employment rates, work satisfaction, and career advancement.
References
Cech, E. A., & Rothwell, W. R. (2020). LGBT workplace inequality in the federal workforce: Intersectional processes, organizational contexts, and turnover considerations. Ilr Review, 73(1), 25-60.
Matusitz, J. (2022). Fundamentals of public communication campaigns. Wiley.
Nair, N., & Good, D. C. (2021). Micro-aggressions and coping with linkages for mentoring. International Journal of Environmental Research and Public Health, 18(11).
Powell, M. B., Brubacher, S. P., & Baugerud, G. A. (2022). An overview of mock interviews as a training tool for interviewers of children. Child Abuse & Neglect, 129.
Schermerhorn, J. R., & Bachrach, D. G. (2020). Exploring management. Wiley.
White, J., Sepúlveda, M. J., & Patterson, C. J. (Eds.). (2020). Understanding the well-being of LGBTQI+ populations. National Academies of Sciences, Engineering, and Medicine.