create opening discussion prompt/question and facilitates the discussion throughout the module, posting additional prompts, thoughts, or resources as necessary.

Reference:

Corporations and the professional environment have been expanding their public gestures for the support of the LGBTQ+ community, but these acts of showing public support often do not translate to internal treatment of queer people in the workplace (Ellsworth, Mendy & Sullivan, 2020). Publicity and agreeing to acts of protection do not protect the actual experiences of those in the workplace. Queer people are underrepresented in the workplace but are more likely to experience sexual harassment and discrimination (Ellsworth, Mendy & Sullivan, 2020). This plus the increased feelings of isolation, as well as obstacles to obtaining, and progressing in jobs, decreases the motivation for queer and trans people to pursue higher jobs in the workplace (Ellsworth, Mendy & Sullivan, 2020).

Those who do pursue corporate jobs are subject to differences in pay, rejections from applications, lack of promotions, and even having their role terminated (Chen & Zhou, 2021). The stresses of the environment expand further from these issues to other influences like "minority stress" and micro aggressions (Chen & Zhou, 2021). Differences in personal identify increases the tension between people in and out of the LGBTQ+ community, which in turn increases unequal treatment (Chen & Zhou, 2021). Stresses of the structure of the workplace as well as the stresses that come from interpersonal conflict made the environment in which queer people in the workplace do not feel comfortable fully disclosing parts of themselves, and therefore are more likely to avoid social gatherings (Chen & Zhou, 2021)

Members of the LGBTQ+ community are 2-4 times more likely to seek a counsellor, but career guidance is less useful in their career planning (Chen & Zhou, 2021). Often this is the result of counsellors being less knowledgeable in the issues that queer people face in the workplace (Chen & Zhou, 2021). Career counselling knowledge doesn't have equal representation across the community, as gay and lesbian experiences are more represented than bisexual or trans experiences (Chen & Zhou, 2021).

Effective Practices for Counselling Sexual and Gender Minoritiesencourages creating a welcoming and inclusive space for LGBTQ+ members, as well as incorporating inclusive services that involve partnerships with those in the community, as well as perusing education from the community as well as learning from the experiences of those within it (2023). Counsellors must utilise a multicultural approach which means being competent in self-awareness, understanding of other views, as well as counselling skills ("Effective Practices," 2023).

The Systems Theory Framework of Career Development (McMahon & Patton, 2019) which relies on the interplay of individual, social, and environmental influences can help illustrate the approach to career counselling with members of the LGBTQ+ community. As the biggest obstacles to the workplaces is based in personal identity, and more specifically how others outside of the identity react to and treat them, it is very important to note the interplay between the individual, the social, and the societal in counselling careers for those in the LGBTQ+ community.