“Learn how to hustle for good”: Women's work transitions out of the sex trade

• Date: 01 February 2020
• Published date: 01 February 2020
• Author: Jill Zarestky,Lisa M. Baumgartner,Shannon Deer
• DOI: http://doi.org/10.1002/hrdq.21382

QUALITATIVE STUDY

“Learn how to hustle for good”: Women's work

transitions out of the sex trade

Shannon Deer

1

| Jill Zarestky

2

| Lisa M. Baumgartner

3

1

Graduate Programs Office, Mays Business

School, Texas A&M University, College

Station, Texas

2

School of Education, College of Health and

Human Sciences, Colorado State University,

Fort Collins, Colorado

3

Department of Counseling, Leadership, Adult

Education & School Psychology, College of

Education, Texas State University

3

, San

Marcos, Texas

Correspondence

Shannon Deer, Texas A&M University, 390B

Wehner Building, College Station, TX

77843-4353.

Email: sdeer@mays.tamu.edu

Abstract

Human resource development principles have important

applications foreveryone, including marginalizedpopulations.

Particularly relevant to marginalized groups are issues of

work development and growth, as impacted by individuals'

confidence and ability to transfer skills to different contexts.

In this qualitative study, we explored the experiences of a

particular group of marginalized women, namely those

transitioning out of the sex trade and into legal employment.

Study participantsincluded 10 women who have been out of

the sex trade from between 3 and 20 years. We found that,

in their transitionto lawful work, the women began with low

job self-efficacy. Traditional influencers of self-efficacy were

key to aiding their transitions. The most importantfactor was

reflected efficacy, which occurred through their experiences

receiving coachingfrom leaders of the exit-assistance organi-

zations and employers. This coaching helped the women

reframe their skills and attributes gained in the sex trade into

employable qualities valued in lawful work.The present study

contributesto our understanding of supervisors'roles in help-

ing employees develop self-efficacy. We conclude with ways

in which employers and organizations can aide employment

transitions as well as build skills transfer and job self-efficacy

through modes of reflected efficacy and coaching in positive,

professionalrelationships.

KEYWORDS

qualitative data analysis, qualitative research, thematic analysis

DOI: 10.1002/hrdq.21382

© 2019 Wiley Periodicals, Inc.

Human Resource Development Quarterly. 2020;31:31–48. wileyonlinelibrary.com/journal/hrdq 31

1|INTRODUCTION

Human resource development (HRD) principles have important applications for everyone, including marginalized

populations. Particularly relevant to marginalized groups are issues of work development and growth, as impacted by

individuals' beliefs in their ability to get a job, hold a job, and perform in a job, known as job self-efficacy (Brown,

Lent, Telander, & Tramayne, 2011). We apply HRD principles to the work transition experience of a particular group

of marginalized women, namely, those who have exited the sex trade and are now engaged in legal employment. The

purpose of this study is to explore women's experiences transitioning from illegal engagement in the sex trade to

legal employment. This study augments the existing literature by investigating the factors that affect women's self-

efficacy after exiting an illegal and marginalized source of income.

Because efficacy affects work performance and career choice (Brown et al., 2011), efforts to improve women's

self-efficacy could have a significant impact on their career development after exiting the sex trade. For the organiza-

tions that employ women during or after their transition out of the sex trade, or other individuals experiencing similar

transitions, cultivating self-efficacy is crucial to skills transfer and the ability to persist in legal employment. Increased

self-efficacy helps women see themselves as able to maintain a new lifestyle, in both work and personal settings.

1.1 |Purpose and research questions

The purpose of this study is to explore women's experiences transitioning from illegal engagement in the sex trade

to legal employment. The following research question supported this purpose: How do women exiting the sex trade

describe their experiences transitioning to legal employment? We begin by addressing the complex relationship

between the sex trade and attempts to investigate it.

1.2 |Review of literature

There is limited HRD research specific to women currently or previously engaged in the sex trade. Therefore, we

leverage this review of literature to more broadly present marginalized women's career development and interven-

tions as well as the organizational and individual level employment or work dynamics that may lead to or reinforce

marginalization and stigmatization.

1.2.1 |Marginalized women and work

We begin with a broad view of HRD in connection to marginalized women and work in general, drawing from work

on other marginalized populations—battered women and recovering addicts—and later provide more literature spe-

cific to our population.

Battered women

In his assessment of career interventions for battered women, Collins (2011) found battered women typically strug-

gle with low self-belief and need support to develop confidence or self-efficacy (Brown, Reedy, Fountain, Johnson,&

Dichiser, 2000). Women exiting the sex trade also have marginalizing experiences that undermine their self-belief

(Hotaling, Burris, Johnson, Bird, & Melbye, 2003).

Additionally, Collins (2011) presented an assessment of training and development, career development, and

organization development interventions to support battered women. Some of his interventions also apply to our

population. First, he encouraged the creation of “multilayered mentoring and counseling programs in which battered

32 DEER ET AL.