Competency Category:
Competency Series:

13.6 – Work with Clients Living in Poverty

Purpose & Context

Career Development Professionals (CDPs) reflect on their own values and beliefs and biases and seek to understand those of their clients. CDPs challenge their own assumptions and avoid stereotypes that might negatively impact the well-being of the client and the outcomes of a career development intervention They know that poverty in Canada is experienced across race, gender, sexual orientation, citizenship status in all regions of the country.In preparation to working with clients living in poverty, CDPs must be knowledgeable about the unique challenges and barriers of this client population to develop realistic and attainable career development interventions. CDPs recognize that meeting basic needs is critical to career development outcomes.

Effective Performance

Competent career development professionals must be able to:

  • P1. Identify challenges and barriers individuals experiencing poverty may be facing:
    • Homelessness or inadequate housing
    • Inability to pay for transportation
    • Inability to pay for housing, food, childcare, health care, and education
    • Lack of access to IT
    • Health conditions, e.g. physical health, mental health, substance abuse
    • Discrimination/stereotypes
    • Social isolation
    • Difficulty accessing resources, e.g. primary health care, food bank, social system
    • Lack of official identification and information, e.g. photo ID, health care card, proof of income, proof of
      address
    • Fear of losing benefits when accessing social assistance
    • Lack of professional attire
  • P2. Identify possible solutions to overcome potential barriers, for example:
    • Explain legal protections relevant to the client, e.g. Canadian Charter of Rights and Freedoms
    • Facilitate access to resources, e.g. local community services for basic needs, emergency financial assistance,
      social assistance programs, legal advice and representation
    • Advocate to potential landlord, employer, educational institute, community service
    • Adapt delivery of career services, e.g. create informal intake, offer flexible appointment process

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Poverty in Canada, e.g. definition, prevalence, categories of poverty, measures of poverty, causes, factors of
    vulnerability, impact on lives
  • K2. Poverty in the CDP’s local area
  • K3. Factors contributing to poverty, such as:
    • Unequal access to employment opportunities
    • Systemic inequities in economy and society
    • Unaffordable housing
    • Decreased employment opportunities
    • Diminishing government assistance
    • Limited education levels
    • Literacy levels
    • Lack of vocational training
  • K4. Social resources, e.g. local community services, social assistance programs
  • K5. Legislation impacting people living in poverty, e.g. Canadian Charter of Rights and Freedoms
  • K6. National, provincial and local social justice initiatives
  • K7. Service providers that may meet client needs exceeding CDP’s competency and capacity

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

CDPs serve clients with diverse worldviews. Clients’ worldviews may influence their career choices and decisions. CDPs must reflect on these worldview factors to develop culturally sensitive and effective interventions.

CDPs serve clients who may present with complex barriers and challenges, including those stemming from discrimination and systemic inequalities. Clients often navigate contexts where opportunities are limited due to these factors.

CDPs serve clients who may present with past experiences of trauma and exclusion that may affect clients’ trust in career services. CDPs should approach their work with sensitivity to these histories, fostering an environment where clients feel safe and supported.

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

Poverty: standard of living that prevents an individual from meeting current and future basic needs.

Information Sources and Resources for Consideration

Shepard, Blythe C. & Mani, Priya A. Eds. Career Development Practice in Canada. Toronto: CERIC Canadian Education and Research Institute for Counselling, 2014. ISBN: 978-0-9811652-3-3.

Zunker, Vernon G. Career Counselling: A Holistic Approach 9th edition. Boston: Loose-leaf Edition, 2016. ISBN-10: 978-1-305-40106-8.

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Moderate risk: CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A competent career development professional requires a minimum of one year of experience with at least 40 different clients, representing a broad range of individuals, including clients experiencing poverty.

Autonomy

Practitioners typically perform this competency without supervision, and alone.

Automation

It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None