Career guidance policy What it is and why it matters Professor Tristram Hooley Inland Norway University of Applied Sciences Presentation in Lillehammer 09/03/2018

My definition of career Career is… the individual’s journey through life, learning and work. It is the place where the individual meets organisations and institutions. It is where individual psychology and aspirations meet social structure. In this sense everyone has a career.

Career deals with chaos and complexity We are always changing. The world and the labour market are always changing. Career guidance deals with the relationship between the two.

OECD definition Career guidance refers to services and activities intended to assist individuals, of any age and at any point throughout their lives, to make educational, training and occupational choices and to manage their careers… The activities may take place on an individual or group basis, and may be face-to-face or at a distance (including help lines and web-based services). (OECD, 2004)

Our definition “Career guidance supports individuals and groups to discover more about work, leisure and learning and to consider their place in the world and plan for their futures… Career guidance can take a wide range of forms and draws on diverse theoretical traditions. But at its heart it is a purposeful learning opportunity which supports individuals and groups to consider and reconsider work, leisure and learning in the light of new information and experiences and to take both individual and collective action as a result of this.”

Career guidance is a ‘global travelling idea’ As it travels it carries with it assumptions about what constitutes a career, how such a career should be built and what would be appropriate and useful career support. It also encounters new circumstances that require it to be adapted and retheorised. It is different every where, but there is ‘community of practice’ that provides us all with strength and solidarity.

International networks of collaboration International Association of Educational and Vocational Guidance (IAEVG) International Centre for Career Development and Public Policy (ICCDPP) Euroguidance Erasmus projects and exchanges Numerous international conferences and events SOCIAL MEDIA!

What is… policy / politics (politikk)? legislation (lovgivning)? regulation (regulering)? advice or guidance (råd)? Where does this come from in Norway?

Discussion Who benefits from career guidance? Who pays for career guidance?

An international policy area 55 national reviews of career guidance systems. Policy and practice exist in many more countries. During the late 1990s and early 2000s there were a number of large scale cross national studies conducted by OECD, EU, World Bank, ILO etc. which drew out key themes in policy and practice.

Key themes Career guidance is strongest in Europe and the English speaking world. It is weakest in the developing world and in countries with weak democratic structures and large informal labour markets. While a small private sector exists in many of these countries – the majority of funding comes from the public sector. Career guidance is best organised as a lifelong system, but in most places it mainly exists in silos within the education system. Responsibility for career guidance is typically spread across a range of ministries. This weakens it as a policy area.

International examples Career guidance takes different forms in different countries. But a wide range of countries are investing in it to achieve a range of policy aims.

European resolution on integrating guidance (2008) Rationales for the integration of guidance into lifelong learning strategies Globalisation European mobility Multiple life transitions Skills mismatches Social inclusion and equal opportunities

How does this work in Norway? User group Government department Entitlement to career guidance Main delivery mechanism Young people in schools Young people in college Young people (NEET) High education students Working adults Unemployed/not working people Prisoners Other…?

Career guidance is both… part of an effectively functioning education and employment system; and a safeguard against ineffective and imperfect systems.

Career guidance as a ‘nudging’ intervention

Public policy rationales Learning aims Participation in vocational and higher education. Reducing early school-leaving. Enabling learning mobility Efficient investment in education and training. Lifelong learning Labour market aims Labour market efficiency Flexibility/flexicurity. Supporting employment mobility Youth employment. Active labour markets Effective skills utilisation. Employee engagement. Social aims Active ageing Social equity. Social inclusion

What are the political drivers in Norway?

Evidence base for lifelong guidance Focus on the individual Lifelong and progressive. Connected to wider experience. Recognising the diversity of individuals and their needs. Support learning and progression Involving employers and working people, and providing active experiences of workplaces. Not one intervention, but many. Developing career management skills. Holistic and well-integrated into other services. Ensure quality Ensuring professionalism. Making use of career information. Assuring quality and evaluating provision.

Recommendations from ICCDPP 2017 The International Centre for Career Development and Public Policy (ICDDPP) is an international forum for sharing policy and practice around career guidance/career development. The 2017 meeting was held in Korea with 21 countries in attendance. It produced a series of international recommendations for governments across the world.

The way that work is organised is changing, so… Build a national, cross-sectoral, career development strategy. Recognise that individuals’ careers pass through the jurisdictions of a range of government departments. Involve employers in building career development systems. Widen access to career development services. Organise career development on a lifelong basis.

To make sure that your careers programmes are relevant and effective… Involve key stakeholders (parents, employers, educators and citizens) in the design and delivery of career development programmes and services. Ensure individuals have access to work experience and work-related learning. Provide good quality labour market information (LMI). Make use of technology. Support employers to provide career development services for their staff. Base policies and practice in evidence.

Career development is dependent on professionalism, so… Involve stakeholders in the design and delivery of career professional training and development. Actively support professionalism. Develop approaches for effective inter-professional working. Ensure high quality initial training. Support the development of professional associations. Recognise the need for ongoing professional development.

Build career development skills through engagement with career guidance, so… Clearly define career development skills. Create a common conversation around career development skills. Integrate career development skills into the education and employment systems. Actively support advocacy by career professionals for the use of career development skills.

The next ICCDPP in 2019

Implementation – the example of England

Good career guidance Summarises existing evidence and frames them as eight benchmarks. Presents it in a way that can be understood by policy makers and acted on by school leaders. Has achieved wide support amongst policy actors and practitioners alike. The influential 2014 report

The Benchmarks 1. A stable careers programme 2. Learning from career and labour market information 3. Addressing the needs of each pupil 4. Linking curriculum learning and careers 5. Encounters with employers and employees 6. Experiences of workplaces 7. Encounters with further and higher education 8. Personal guidance

COMPASS (www.compass-careers.org.uk)

Number of benchmarks met by schools

What difference does all of this make to your practice?

References Department for Education. (2017). Careers Strategy: Making the Most of Everyone’s Skills and Talents. London: Department for Education. Czarniawska, B., and Sevón, G. (2006). Global ideas: How ideas, objects, and practices travel in the global economy. Administrative Science Quarterly, 51(3), 512–514. Gatsby Charitable Foundation. (2014). Good Career Guidance. London: Gatsby Charitable Foundation. Hooley, T. (2014). The Evidence Base on Lifelong Guidance. Jyväskylä, Finland: European Lifelong Guidance Policy Network. Hooley, T. and Barham, L. (Eds.). (2015). Career Development Policy and Practice: The Tony Watts Reader. Stafford: Highflyers. Hooley, T., Sultana, R.G. and Thomsen, R. (2017). The neoliberal challenge to career guidance - mobilising research, policy and practice around social justice. In Hooley, T., Sultana, R.G. and Thomsen, R. (Eds.) Career guidance for social justice: Contesting neoliberalism. London: Routledge. International Centre for Career Development and Public Policy. (2017). Communique 2017. Seoul: Krivet. McCarthy, J. & Hooley, T. (2015). Integrated Policies: Creating Systems That Work . Adel, IA : Kuder. Organisation for Economic Cooperation and Development (OECD). (2004). Career Guidance and Public Policy: Bridging the Gap. Paris: OECD. The Careers & Enterprise Company. (2017). State of the Nation 2017. London: The Careers & Enterprise Company. Watts, A.G. (2014). Cross-national reviews of career guidance systems: overview and reflections. Journal of the National Institute for Career Education and Counselling, 32, 4-14.

So what? Career guidance is everywhere Policy and politics matter. Without it career guidance barely exists. Governments of all types, in a vast range of countries, identify reasons to fund support and develop career guidance in their countries. There are also people like you all over the world. Reach out to them for mutual learning and exchange. By working and learning together across national borders we are all stronger.

Tristram Hooley Director of Research, The Careers & Enterprise Company /Professor of Career Education, University of Derby / Professor II, Inland Norway University of Applied Sciences Email: thooley@careersandenterprise.co.uk Twitter: @pigironjoe Blog: http://adventuresincareerdevelopment.wordpress.com