1. Rachel Gali Cinamon Tel Aviv University Do at risk populations can have a dream? Or: How to Enrich poor dreams?

2. At risk population- the career perspective  People that experience health problems and/or difficult life conditions like poverty, family problems, political and social exclusion or migration in ways that affect their career development course negatively.

3. How many of us are at risk?  15% of world population have a disability (ILO, 2014).  232 million of international migrant workers around the world.  X% considered as poor (OECD)

4. Career development of at risk population  The career development of at risk population is usually lower than normative population in terms of employment rates, salaries, managerial positions, entrepreneurship or being self employed.

5. Example from Israel population People with disabilities Rate of people with disability in Israel is one of the highest in the OECD countries (18.3%; 14% Respectively) Employment rate is 48.1% versus 74.1% in the general population. Unemployment rate is 13.3% versus 5.4% in the general population. Occupation- 28% ? work in managerial, academic occupations or are being self employed compared with 39% in the general population. Types of jobs- 11% of people with disability work in low skilled jobs, compared with 6% in the general population. Salaries- only 13% earn more than average salary level versus 37%. 18% of men and 41% of women with disabilities work part time, compared to 9% men and 28% woman in general population [1] [1] (central bureau of statistics, 2015) [2] [2] (Btl, 2014) (central bureau of statistics, 2012)

6. Minorities Two major minority groups in Israel: Arabs and Ultra-Orthodox Jews. Employment rates of Arab man is 73.8% and 39.4% for Ultra-Orthodox Jewish man, compared to 81% in Jewish man. Employment rate of Arab woman is 34.7% and 63.1% for Ultra-Orthodox Jewish woman compared to 79.1% in Jewish woman [2] [2] salaries- employees from minority groups earn 44.3% less then Jewish employees [3] Example from Israel population

7. Others career gaps among at risk population:  Low access to higher education and to quality education  Relatively few social networks  Relatively few role models  Relatively few economic resources  Low expectations from the world of work along with the construction of less empower self poor “career dreams”.

8. Empirical evidence indicate: “poor dreams” among at risk Israeli population  At risk Israeli adolescents have difficulties to envision their future or to describe dreams. Their projection of the future is constrained to “A good future”, i.e., a future with no problems (Cinamon & Rich, 2014).  Israeli Arab young women, who learn in an Islamic college envision their future mainly in the family sphere as good mothers. Few vocational dreams were mentioned and focused on being able to be a working mother (Cinamon, Habayeb & Ziv, 2015).  Future plans of Israeli Young adults who grow up in periphery regions of Israel and in poor families tend to focus on getting “secure low payment jobs” in order to avoid the challenges of the free labor market (Azori & Cinamon, 2013).  Young adults with physical disabilities hope to be accepted by people with no disabilities and focus mainly on having a family (Ran, Michael & Cinamon, 2015).

9. Different solutions for the problem Research level:  Experts from different disciplines focus on career issues of at risk population: vocational psychology, career counseling, occupational therapy, social work, gender studies.  These experts have Specific theories, research methods and journals that aim to understand the career issues of at risk populations.  Relevant knowledge is fragmented and specific to the discipline.  Disciplinary segregation and knowledge fragmentation undermine the need for integrative and holistic conceptualization.

10. Practice level: Professionals serves unique groups of at risk individuals using specific protocols and methods. Policy level:  Safe work places for people with disabilities.  Individual placement and supported employment.  Economic support in organizations that employ people with disabilities and minorities.  Legislation that force governmental organizations to have 20% of employees with disabilities and minorities.

11. Required – More flexibility and dynamic approach  Reactivity------ Proactivity  Stability--------Change  Specific ---------General  Individual--------social  Short term------life long guidance  Matching --------educational and developmental apr.  work oriented ------broad definition of career

12. How to enrich their dreams?  Cooperation between disciplines (social workers, occupational therapy and career counselors)  At risk population as target of career research  Developmental perspective  Broad definition of career (work-family-community-leisure)  Career interventions may emphasize actual situation but not leave out life long perspective (e.g., a dream of future career goals and plans).

13. Cooperation between social organizations

14.  Thank you!  Presentation and other materials can be downloaded from career lab website:  https://education.tau.ac.il/yeuts_career_lab