Many theories of career development are derived from theories of personality; however, broader perspectives on career development are being built on emerging research focused on gender, race, ethnicity, and social class. The main career development theories are as follows: trait and factor theories (which assumes the possibility of matching individual traits to occupational requirements); life-span theories (which take a long-term developmental perspective); and social cognitive career theory (which identifies the interaction of personal attributes, external environmental factors, and behavior in career decision making and focuses on the influence of self-efficacy beliefs and outcome expectations). Researchers are beginning to reexamine all three theories in terms of two concepts: career maturity (the readiness to make appropriate career decisions) and salience (the value individuals place on life roles). This research is suggesting that career choice and development are influenced by multiple factors, including experiences of sexism, racism, and classism and the salience of various life roles and identity. Recommendations include the following: career counseling should take place within the cultural context; race and ethnicity must be considered in interaction with gender and class; and a more global, inclusive perspective to career development across the life-span is needed. (Contains 14 references) (MN)