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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.


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).


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.


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.


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.



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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