Title | Group(s) | Role | Brief description |
Hall, G. C. N. (2001). Psychotherapy research with ethnic minorities: empirical, ethical, and conceptual issues. Journal of consulting and clinical psychology, 69(3), 502. (Link) | Racial/ethnic minorities | Understanding principles of culturally- competent practice | Although not in career guidance, the study considers issues with providing counselling support to ethnic minorities from examining case research. The paper describes a gap in empirically-supported therapies and culturally-sensitive therapies, which raises considerations for the field of career counselling. (The paper is now decades old so it can provide a milestone to compare with present practices). |
Flores, L. Y., & Heppner, M. J. (2002). Multicultural career counseling: Ten essentials for training. Journal of career development, 28, 181-202. (Link) | Racial/ethnic minorities | Understanding principles of culturally- competent practice | This discussion article, written in the context of the US, discusses changes in society and the need for what the authors refer to as ‘culturally competent practice’. Based on literature, the authors propose ten principles to embed in practice. As it was written in 2002, the paper also offers the chance to review changes in approach in the subsequent years. |
Fouad, N. A., & Byars‐Winston, A. M. (2005). Cultural context of career choice: meta‐analysis of race/ethnicity differences. The career development quarterly, 53(3), 223-233. (Link) | Racial/ethnic minorities | Considering the role of cultural context on career choices | The authors examine how culture relates to career counselling, using the proxy construct of race/ethnicity. Traditional career counselling is critiqued considering the many ways that cultural contexts shape clients' career development. A research review investigated the relationship between culture and vocational choice variables and concluded (a) that race/ethnicity differences do not greatly affect career aspirations but (b) differences occur in perceptions of career‐related opportunities and barriers |
Flores, L. Y., Berkel, L. A., Nilsson, J. E., Ojeda, L., Jordan, S. E., Lynn, G. L., & Leal, V. M. (2006). Racial/ethnic minority vocational research: A content and trend analysis across 36 years. The Career Development Quarterly, 55(1), 2-21. (Link)(Paid) | Racial/ethnic minorities | Contextual review of long term trends | The authors reviewed n=281 racial/ethnic minority career‐related studies published in the Journal of Vocational Behavior, The Career Development Quarterly (CDQ), the Journal of Care between 1969 and 2004. Trends were extracted from the review. |
Sultana, R. G. (2010). Career guidance and social inclusion: A challenge for Europe. Australian Journal of Career Development, 19(1), 18-23. (Link) | Socio -economic disadvantage
Unemployed
NEET
| Understand the role of career guidance as an aid to social welfare | This paper discusses the way career guidance is conceived across Europe as a policy instrument that can facilitate social inclusion. It locates current articulations of career guidance within the broader social-market aspirations of the European Union. ... The paper examines how the prevailing model of lifelong career guidance in Europe ties into strongly embedded notions of social welfare that, while increasingly challenged by neo liberal imperatives, nevertheless continue to strive to ensure solidarity towards all citizens, especially those most at risk of social exclusion. |
Vespia, K. M., Fitzpatrick, M. E., Fouad, N. A., Kantamneni, N., & Chen, Y. L. (2010). Multicultural career counseling: A national survey of competencies and practices. The Career Development Quarterly, 59(1), 54-71. (Link) | Racial/ ethnic minorities
Career guidance practitioners | Audit competences for multicultural career counselling | In this US study, a national sample of n=230 career counsellors completed an online survey that measured career counselling self-efficacy and multicultural counselling competence. Open-ended questions sought specific examples of multicultural counselling practices. Results indicated that counsellors rated themselves as multiculturally competent, but those ratings were more closely linked to general career counselling self-efficacy than to multicultural counselling practices. Findings reinforced the importance of training and experience. |
Bourne, D., Inal, G. and Karataş-Ozkan, M. (2011), "Understanding the dynamics of careers and identities through multiple strands of equality and diversity", Equality, Diversity and Inclusion, Vol. 30 No. 6. (Link)(Paid) | Adults in work
All forms of inequality
| Understanding varied career experiences of diverse groups in their careers | This article is a guest editorial for the journal (link), ‘Equality, Diversity and Inclusion’, discussing different factors and perspectives on how these affect careers. The paper covers key themes while introducing other papers in the edition, which address a wide range of different groups and contexts. Some of the papers include qualitative studies that lend insights into the experiences faced. |
Hutchinson, J., Rolfe, H., Moore, N., Bysshe, S., & Bentley, K. (2011). All things being equal?: equality and diversity in Careers education, information, advice and guidance. 92q8x. (Link) | Primary school
Secondary school
All forms of inequality | Identifying symptoms of inequality and bench- marking progress | The paper reviews to the situation in education at the start of the 2010s for 7-16 year olds in England, Scotland and Wales. Progress in educational attainment rates was tempered by the observation that attainment still strongly correlates identity group and background. “Stereotypical information and guidance can limit young people’s options and aspirations at an early age.”. This review shows a landscape where subject choices were often shaped by characteristics, and looked at practices across career guidance where the impact was not deemed sufficiently strong in response to overcome stereotypes. |
Ofsted (2011). Career aspirations of girls (Link) | Gender | Understanding attitudes and choices that contribute to employment outcomes | This Ofsted report noted that, while girls achieved better than boys at school, this did not translate into employment outcomes. This is a small scale, qualitative study that investigated attitude formation and influences. Friends and family play a strong role on choices. Girls are aware of gendered careers, and open to choose options that challenged stereotypes, but often did not. Weak career guidance was attributed to being a cause. |
Basit, T. N. (2012). ‘My parents have stressed that since I was a kid’: Young minority ethnic British citizens and the phenomenon of aspirational capital. Education, Citizenship and Social Justice, 7(2), 129-143. (Link) | Racial/ ethnic minorities | Recognising and adapting to parental and family influences on career chances | This article investigates retrospectively and prospectively the educational and career aspirations and experiences of young minority ethnic British citizens between ages 14 and 24. It argues that social and cultural capitals play a significant role in enabling young minority ethnic citizens to succeed in education and careers and become valuable members of society. It introduces a concept of ‘aspirational capital’ as a crucial extension of, or substitute for, cultural and social capitals, which helps explain the role of a young person’s background. |
Betz, Nancy E., and Louise F. Fitzgerald. "Career assessment and intervention with racial and ethnic minorities." Career development and vocational behavior of racial and ethnic minorities. Routledge, 2013. 263 279. (Link)(Paid) | Racial/ ethnic minorities | Including racial and cultural factors into career guidance | This paper is US-based but offers a relevant study into the differences faced by different racial and ethnic groups, and how these lead to different types of career interventions being proposed for each group. The paper implicitly advocates for adapting strategies beyond one-size fits all, based on social backgrounds. |
Fouad, N. A., and Kantamneni, N., (2013). "The role of race and ethnicity in career choice, development, and adjustment." Career development and counseling: Putting theory and research to work 2, 215-243. (Link)(Paid) | Racial/ ethnic minorities | Including racial and cultural factors into career guidance | Grounded in the US population and socio-economic data, the paper reviews common career theories and the interpretation of career choices of different groups in the US, spanning Holland’s theory, the theory of career construction, social-cognitive career theory and others, as well as including ethnic identity theories. The paper culminates in a series of practical implications for guidance. It also advocates for including cultural factors into career guidance. |
Guichard, J.. (2013), Career guidance, education, and dialogues for a fair and sustainable human development. Inaugural conference of the UNESCO chair of Lifelong guidance and counselling, Nov 2013, Wroclaw, Poland. (Link) | All forms of inequality | Understand the role of career guidance as an aid to social welfare | This paper was written for a UNESCO conference and discusses the role of career guidance as a vehicle for sustainable human development. The paper discusses the tension between career guidance a a means to provide resources for the labour market vs addressing wider goals towards. In this respect, there is a call for developing interventions that “prepare people for coping with the major challenges that humanity confronts today (such as decent work deficit, economic and social precarity affecting billions of young people, serious environmental and technological hazards, etc.)” |
Hernandez, P. R., Schultz, P., Estrada, M., Woodcock, A., & Chance, R. C. (2013). Sustaining optimal motivation: A longitudinal analysis of interventions to broaden participation of underrepresented students in STEM. Journal of educational psychology, 105(1), 89. (Link) | Racial/ ethnic minorities
Higher education
STEM students | Understanding the influences on student motivation and engagement over the course of a degree. | This study followed a cohort of high achieving African Americans through the education system, as they progressed towards STEM-based careers. The study showed the evolution of goal motivation factors and those, in turn, affected engagement with the subject. Statistical analysis of the longitudinal goals showed a range of different dynamics at play, such as that engagement in undergraduate research activities “buffered students against performance avoidance goals”, while “task goals positively influenced students' cumulative grade point average” |
Chen, C.P., & Chan, J. (2014). Career guidance for learning-disabled youth. International Journal for Educational and Vocational Guidance, 14, 275-291. (LInk)(Paid) | Learning disabilities | Considering the guidance practices to support those with learning disabilities | This paper provides an overview of a number of learning disabilities (LDs) that “affect the way information is acquired, retained, organised, and understood.” This article discusses the implications for the career wellbeing of youth with such challenges. Career guidance strategies are proposed to help. |
Collins, S., Arthur, N., McMahon, M., & Bisson, S. (2015). Assessing the multicultural and social justice competencies of career development practitioners. Canadian Journal of Career Development, 14(1), 4-16. (Link) | Racial/ ethnic minorities
Socio -economic disadvantage | Reflective practice in supporting diverse clients | The paper uses a framework called the . “The Multicultural Cultural and Social Justice Competencies (MCSJC) scale” to evaluate the skills of career guidance counsellors who support diverse client groups. The paper reviews programmes and finds that, “educational programs are doing a better job of facilitating awareness, which focuses on attitudes and knowledge, than the skill development required to translate this awareness into culture-infused and social justice focused working alliances with clients.” |
Leong, Frederick TL, and Lisa Y. Flores. "Career interventions with racial and ethnic minority clients." (2015). (Link) | Racial/ ethnic minorities | Reflective practice in supporting diverse clients | This chapter provides a critical review of the research and developing models for career intervention with racial and ethnic minority clients. The research asks, “do relevant constructs have the same meaning across cultures?” And, “Are the predicted consequences of certain behaviours or cognitions the same for Asian Americans as for European Americans?” The authors review implications for practice from finding differences between Asian and Western cultures. |
Levin, N., & Gati, I. (2015). Imagined and unconscious career barriers: A challenge for career decision making in the 21st century. In Exploring new horizons in career counselling (pp. 167-188). Brill. (Link) | All forms of inequality | Navigating the situation where individuals’ choices perpetuate inequalities. | The authors review the goals of social justice, as being to afford equal opportunities to all groups, and they lament the lack of progress. The article notes the situation whereby individuals themselves make career choices that appear to perpetuate existing disadvantages e.g. gendered career choices. Barriers are differentiated that are imagined and unconscious and can be held by the decision maker or others in society. There are also unconscious factors. Differences are also noted between explicit and implicit career choices. |
Pope, M. (2015). Career Counselling with Underserved Populations: The Role of Cultural Diversity, Social Justice, and Advocacy. In Exploring new horizons in career counselling (pp. 297-312). Brill. (Link)(Paid) | All forms of inequality
| Anticipating the differences of providing career counselling with minority clients compared to majority clients | The author describes the tendency to assume that career counselling with minority/under-represented clients is the same as with those from majority groups. Differences between career support for under-served groups is described, and a model proposed for practitioners to use called the “Career Counselling with Underserved Populations Model” developed from the authors work with marginalised communities in the US. |
Wyatt, Madeleine, and Jo Silvester. "Reflections on the labyrinth: Investigating black and minority ethnic leaders’ career experiences." Human Relations 68.8 (2015): 1243-1269. (Link) | Racial/ ethnic minorities | Addressing racial/ ethnic inequalities in organisations | The paper notes that black and minority ethnic (BME) employees appear to experience more difficulty reaching senior leadership positions. This paper provided insight via interviews with black managers to discuss their experiences, by seeing how 20 black and white managers made sense of career experiences. Different narratives emerged on how each approaches career management. |
Barnes, A. and McGowan, B. (2016), Targeted career exploration and development programmes. In Career Exploration and Development in Childhood. (Link)(Paid) | Low social mobility
Disability | Making the case for programmes that start early in education as a means to tackle inequalities | The paper reviews and criticises a “piecemeal” approach to offering interventions to support students in education, with a particular focus on those requiring additional support due to socio-economic disadvantage, disability or learning difficulties. The paper reviews the gaps and further steps that could be taken, To close ongoing gaps, the paper discusses the need to start such programmes earlier in childhood. |
Berrington, A., Roberts, S., & Tammes, P. (2016). Educational aspirations among UK Young Teenagers: Exploring the role of gender, class and ethnicity. British Educational Research Journal, 42(5), 729-755. (Link) | Low social mobility
Racial/ ethnic minorities | Demonstrating the case for support for groups based on background | This paper extended recent work by examining the intersection of gender, class and ethnicity in their association with aspirations for higher levels of education among teenagers born in the late 1990 and early 2000s.“. Class and ethnic differences in parental attitudes towards education, levels of parental engagement with their children’s schoolwork, and in the quality of the parent–child relationship act as important mediating factors.” |
Chen, C. P., & Keats, A. (2016). Career development and counselling needs of LGBTQ high school students. British journal of guidance & counselling, 44(5), 576-588. (Link) | LGBTQ+ | Considering the guidance practices to support LGBTQ+ career clients | Given a “dearth” of evidence into the best practices for supporting LGBTQ+ students at the time this paper was published, the authors embark on a literature review and discussion of the various implications for practice and suggest a series of suitable adaptations to guidance practice. |
Dispenza, F., Brown, C., & Chastain, T. E. (2016). Minority stress across the career-lifespan trajectory. Journal of Career Development, 43(2), 103-115. (Link) | LGBTQ+ | Understand factors facing LGBTQ+ people across the career span | This paper reviews the implications for careers faced by sexual minority persons (e.g., lesbian, gay, bisexual, and queer). These include forms of stress, such as discrimination, concealment, expectation of rejection, and internalised heterosexism. These stresses happen through the lifespan and are explained as creating considerable implications for career choices. |
Plant, P., & Kjærgård, R. (2016). From mutualism to individual competitiveness: Implications and challenges for social justice within career guidance in neoliberal times. Journal of the National Institute for Career Education and Counselling, 36(1), 12-19. (Link) | All forms of inequality | Reflect on the core and founding motivations of career guidance as a means to help disadvantaged people | The article provides context of the original goals of career guidance, rooted in forms of care for disadvantaged people and society and with a motivation to bring about social change. As society has become more individualised and orientated around economies and markets, challenges are posed for career guidance, which the authors discuss. |
Andrewartha, L., and Andrew H.. "Employability and student equity in higher education: The role of university careers services." Australian Journal of Career Development 26.2 (2017): 71-80. (Link) | Higher education
All forms of inequality | Considering ways to close engagement gaps with CEIAG services that perpetuate disadvantages | Set in an Australian context, this paper nonetheless covers the generic challenge that “students from low socio-economic status, regional, and Indigenous backgrounds have lower completion rates than their peers”, but also engage less with the CEIAG services that might help. The paper captures and relays professional perspectives on the challenges, reasons they exist and ways to address them. |
Demirkıran, Canan Yıldırım, and Mehmet Gençer. "Impact of social capital on career development." International Journal of Social Sciences 3.3 (2017): 580-600. (Link) | Low social capital or mobility | Understand factors related to socio- economic disadvantages and their relationship to career development | This paper is a literature review and covers the issue of social capital and the various ways that it influences career trajectories and opportunities. Theories are explained that relate an individual’s capital with employers and the types of responsibilities anticipated at different career stages, where social capital helps the employer to achieve or progress. The paper also identifies gaps in the literature, including a lack of a model that relates social capital with career development. |
Lee, B. H., Zhu, J., Diaz, D., Fischer, J., Flores, L. Y., Lin, C. L., ... & Atilano, R. (2017). Racial/ethnic minority vocational research trends: An 11‐year update. The Career Development Quarterly, 65(4), 288-301. (Link) | Racial/ ethnic minorities | Review the evolution of research and career practice approaches in practices to support racial/ ethnic minority clients | “This study extends Flores et al.’s earlier (2006) 36-year analysis of racial/ ethnic minority (REM) career research to identify recent trends. This study identified 166 further articles from 2005 to 2015 in the Journal of Vocational Behavior, The Career Development Quarterly, the Journal of Career Assessment, and the Journal of Career Development. Of these studies, 92% were empirical, and >75% used quantitative approaches. Most studies were into high school (30.7%) or undergraduate (34.6%) students. The authors discussed implications and proposed future research themes. |
Sultana, R.G. (2017). Career guidance in multicultural societies: identity, alterity, epiphanies and pitfalls. British Journal of Guidance & Counselling, 45, 451 - 462. (Link) | Racial/ ethnic minorities | Considering career counselling for different cultural groups | The author discusses the challenges of career guidance in multicultural societies, describing culture as "deeply held ways of meaning making that permeate all levels of one’s life and one’s relationship with others." The challenges raised for career guidance professionals are identified when both reaching inwards and outwards. |
Chadderton, C. (2018). "Career education and guidance and race (in) equality in England." Career Guidance for Emancipation. Routledge. 81-97. (Link) | Secondary school
Racial/ ethnic minorities | Considering inequality through the lens of critical theory. | This paper reviews career guidance through the lens of critical race theory, and focuses on career guidance policy in secondary education in England. The paper presents an argument that policy perpetuates existing race-based inequalities, while also continuing to fuel stereotyping. |
Christie, F. & Frigerio, G. (2018) 'What does Social Mobility have to do with Careers Work?' Phoenix,153, February 2018. AGCAS: Sheffield (Link) | Higher education
Low social capital or mobility
| Considering the role of CDP as an influencer or advocate for their client group. | This article provides an explanation of social mobility and introduces its relevance to careers work for a higher education career adviser audience in the Agcas journal. Phoenix. It raises consideration of the “wider canvas” of career guidance, where it plays a political role at the interface of individuals and society, and highlights some of the contributions it can make as influencers and advocates for students. |
Dunn, M. (2018), An inclusive approach to careers advice and guidance for disabled students. AdvanceHE (Link) | Higher education
Disability | Considering the guidance practices to support disabled career clients | This briefing looks at what it means to provide inclusive careers advice and guidance, as well as some practical challenges of delivering this in higher education institutions (HEIs). As well as providing a practice guide, it serves to reference past studies, including a 2014 study into the disabled student’s higher education experience. |
Lessard-Phillips, L., Boliver, V., Pampaka, M., & Swain, D. (2018). Exploring ethnic differences in the post-university destinations of Russell Group graduates. Ethnicities, 18(4), 496-517. (Link) | Higher education
Early career Racial/ ethnic minorities | Analysing data sources to draw rounded conclusions about career trajectories of different diverse groups. | This data analysis has now been surpassed by more recent data, but nonetheless shows a detailed and granular examination of outcome data to deduce rounded conclusions about education and employment outcomes of different groups. Looking into the heterogeneity of different groups, and comparing both education and employment data, allowed the researchers to find nuanced insights that show different career choices beyond a degree. |
Bimrose, J. (2019). Guidance for girls and women. International handbook of career guidance, 385-412. (Link)(Paid) | Women | Considering the guidance practices to support girls and women | An international perspective is provided to examine the different manifestations of gender inequalities, with further reference to intersectionalities. Different approaches for supporting girls and women, that factor in these factors, are proposed and discussed. |
Blustein, D. L., Kenny, M. E., di Fabio, A., & Guichard, J. (2019). Expanding the Impact of the Psychology of Working: Engaging Psychology in the Struggle for Decent Work and Human Rights. Journal of Career Assessment, 27(1), 3–28. (Link) | Low social capital or mobility | Identifying the role of CEIAG in addressing challenges with human rights, equalities and decent work. | This paper’s motivation is that “recent and ongoing changes in the world are contributing to a significant loss of decent work, including a rise of unemployment, underemployment, and precarious work across the globe.” Changes in work environments are mapped on to harms to individuals. In response, it “proposes a rationale and research agenda for applied psychologists and career development professionals to contribute to the many challenges related to human rights and decent work.” |
Chan, Christian D. "Broadening the scope of affirmative practices for LGBTQ+ communities in career services applications from a systems theory framework" Career Planning & Adult Development Journal 35.1 (2019). (Link) | LGBTQ+ | Conducting system level evaluations
Considering the guidance practices to support LGBTQ+ career clients
| This paper involves a review of the experiences of LGBTQ+ employees related to their marginalisation, as they develop their careers. It reviews the extended range of provision provided by career services, which contrast with a “pervasive plight of societal, institutional, and systemic barriers.”Though set in a US context, this literature review and discussion provide a range of factors and considerations that shape CEIAG requirements. |
Dispenza, F. (2019). Empowering the Career Development of Persons With Disabilities (PWD). Journal of Career Development, 48, 670 - 685. (Link) | Disability | Considering the guidance practices to support disabled career clients | The paper provides a literature review to provide practitioners with “foundational knowledge regarding the career development trajectory of persons with disabilities (PWD).” It provides a holistic understanding through reference to research in rehabilitation, psychology, and special education |
Pedulla, D. S., & Pager, D. (2019). Race and Networks in the Job Search Process. American Sociological Review, 84(6), 983-1012. (Link) | Adults in work
Unemployed
Racial/ ethnic minorities | Considering the role of social capital in designing career interventions | This is a US study but shows a case in how social capital (via networks) create additional friction and barriers for ethnic minority job-seekers in the labour market. The paper prompts considerations for CEIAG interventions that could address social capital differences. |
Startin, C., (2019), What works? Supporting women's careers. Advance HE (Link) | Women | Addressing gender inequalities in organisations | This paper was an evidence review into effective interventions in two areas: 1) what works in supporting women’s careers and 2) what works in promoting positive cultural and behavioural change. A series of interventions were described such as women-only career development programmes, and the use of executive headhunters to fill posts, and coaching/mentoring. |
Byrne, B. Alexander, C., Khan, O., Nazroo, J. and Shankley, W. (2020), Ethnicity, race, and inequality in the UK: State of the nation. Policy Press (Link) | Racial/ ethnic minorities | Gaining the wider picture of the situation across different aspects of life | This is a series of essays on the wider UK situation regarding racial and ethnic minorities (in 2020), examining such factors as policing, criminal justice, health, the labour market, politics and representation and the arts etc. |
Davies, R. (2020), Addressing inequality in Welsh schools. ADR Wales (Link) | Secondary school
Socio- economic disadvantage | Allocating resources between competing investment cases | This study provided a data analysis into the different levels of intervention students received in Wales, as a function of their socio-economic background. It found service provision was more focussed more on the students with greatest need. The paper also provides a methodology for evaluation and benchmarking. |
Hanson, J., & Neary, S. (2020, March). The Gatsby benchmarks and social mobility: Impacts to date. In Career Guidance for Inclusive Society: IAEVG Conference Proceedings. 93wwv. (Link) | Secondary school Socio- economic disadvantage | Applying Gatsby in schools in an area with socio-economic challenges, and to reduce gaps of students at most risk. | This paper discusses recent developments in policy and career strategy in England for young people. It examines a recent pilot which has operationalised some of the recent career strategy for young people (in line with Gatsby) and an evaluation which explores how career guidance, as an all-inclusive measure, is being used to impact positively on learners in the short, medium and long term. The paper focuses on social mobility. Some “tentative” evidence was provided that students at the lower end of the attainment scale had improved their grades. |
Schulstok, T., & Wikstrand, F. (2020). Gender equality and career guidance in a Nordic context. In Career and career guidance in the Nordic countries (pp. 51-64). Brill. (Link) | Adults in work Women
| Addressing tensions between client needs and equality drivers when creating career guidance policy and metrics. | Scandinavian regions are considered to have higher levels of gender equality. This paper discusses the dilemmas faced by career guidance practitioners in a situation where the state places a high regard on gender equality, thought clients may present with needs and demands that may lead to perpetuating differences. Implications are proposed for policy and measurement. |
Bolger, E. (2021), Gendered Career Decision-Making: Occupational Segregation in Modern Apprenticeships. Thesis submitted for the degree of Doctor of Philosophy at Herriot-Watt University, Scotland (Link) | Women Apprentices | Learning from career decisions that go against the stereotype | This thesis starts with the observation of “gendered segregation” in apprenticeships, due to some stark differences between male and female adoption of different options. A quantitative survey (N = 459) and five qualitative interviews are undertaken with Modern Apprentices in Scotland to understand decisions that contravene the norm. |
Cadaret, M. C., & Hartung, P. J. (2021). Efficacy of a group career construction intervention with urban youth of colour. British Journal of Guidance & Counselling, 49(2), 187-199. (Link) | Racial/ ethnic minorities in secondary education | Using a group counselling exercise based on career construction theory to develop identity and capabilities.
| This US study examined the application of a career construction tool called MyCareerStory workbook with secondary students in the US. The intervention was run over two terms. Using a pre- and post-test evaluation, measures of vocational identity and the control and confidence dimensions of career adaptability were all improved. |
CIPD (2021), Race inclusion report (Link) | Racial/ ethnic minorities in work | Understanding factors affecting racial and ethnic employees in workplaces | This research by the CIPD provides a review of the factors within workplaces that could be affecting minorities as they go about their careers. Gaps were found between career experiences, satisfaction levels and perceptions of opportunities of minority and majority groups. |
Tackey, N.D. , Tamkin, P. and Sheppard, E. (2021), The problem with minority performance in organisations. The Institute for Employment Studies (Link) | Racial/ ethnic minorities in work | Understanding racial/ethnic minority experiences during recruitment, selection and progression into employers | This literature review examines the practices in organisations that affect differences in racial outcomes, particularly covering those related to recruitment, selection and progression. It uses a literature review to consider how attributions are made in evaluation processes that lead to disparities. Recommendations are made to organisations, while the literature review provides career guidance practitioners with insight into some of the potential support needs of these groups. |
Fejes, A., Chamberland, M., & Sultana, R. G. (2022). Migration, educational and career guidance and social inclusion. International Journal for Educational and Vocational Guidance, 1-15. (Link) | Migrants | Considering the needs of migrants from career services | Migration challenges have spurred a number of papers into the needs of migrants from career services. This paper introduces a special education of the International Journal for Educational and Vocational Guidance on the topic of migrants, introducing the various lines of enquiry for research. This article and (mainly) the subsequent ones in the journal cover questions such as “What role does educational and career guidance play in supporting migrants and refugees on their path towards social inclusion?” |
Mirza, H.S. and Warwick, R. (2022), Race and ethnicity (The IFS Deaton Report). IFS, Nuffield Foundation and CPP (Link) | Racial/ ethnic | Overarching view of the landscape in the UK | This report provides a landscape analysis of the situation faced by ethnic and racial minorities across the UK: "...there is no single story of advantage or disadvantage. Ethnic inequalities are complex and characterised simultaneously by continuity rooted in historical origins and conditions, and rapid change fuelled by new and changing populations and opportunities." Significant differences in contexts and outcomes are found both between groups and intra-group. The study draws from a ve4ry wide range of both qualitative and quantitative sources to make its conclusions. |
Souto, A. M., & Sotkasiira, T. (2022). Towards intersectional and anti-racist career guidance. British Journal of Guidance & Counselling, 50(4), 577-589. (Link) | Racial/ ethnic minorities | Understanding perceptions of other guidance practitioners | The article increases “the understanding of anti-racist and intersectional career guidance by presenting the results of a study which analysed n=22 interviews with counsellors in Finland, who work among ethnic and/or racialised minorities. The study gives examples of practices and explains the importance of “mainstreaming intersectionality and the advocacy on behalf of oppressed minorities in the guidance practices and ethical guidelines of the profession.” |
Francesca Gottschalk & Hannah Borhan, (2023). "Child participation in decision making: Implications for education and beyond," OECD Education Working Papers 301, OECD Publishing. (Link) | Primary school Secondary school All forms of inequality | Engagement of younger people in decisions | The paper reviews international literature that shows, “child participation in making decisions on matters that affect them is not only essential from a child rights perspective, but … associated with several positive outcomes from the individual to societal level.” The paper provides a review of ways children can participate in decision-making. |
Kantamneni, N., & Fouad, N. A. (2023). Multicultural vocational research: Critique and call to action. Journal of Career Assessment, 31(1), 3-26. (Link) | Racial/ ethnic minorities | Understanding the state of knowledge in career development research | The authors ask “despite decades of research, are we closer to understanding the role of race and ethnicity in career development?” The article comprises a systematic literature review and critique research on racial/ethnic minorities in vocational psychology, addressing whether research is theory-based, incorporates an intersectional framework, and aspects of identity, environmental and societal considerations. |
Hughes, D., Warhurst, C., Benger, E., & Ifans, M. (2024). Building better futures: Decent work, inclusion and careers support services in the UK. In Decent Work, Inclusion and Sustainability (pp. 73-87). Routledge. (Link) | Socio- economic disadvantage Youth Young adults Unemployed | Measuring and improving decent work and good wor | This paper starts by describing the concept of ‘decent work’ as defined by the International Labour Organisation. It provides a critical review of the English policy landscape and concludes that it’s fragmented nature means that it will not effectively support decent work, which will be to the detriment of people already disadvantaged. Four key flaws are described in the current system, which mean that professional career advisers are not funded and leveraged to best effect. |
Jeon, S., Mann, A., Denis, V. and Hooley, T. 2024. Challenging Social Inequality Through Career Guidance: Insights from International Data and Practice. Paris Organisation for Economic Cooperation and Development (OECD). (Link) | Secondary school All forms of inequality | Evaluating school systems and the opportunities to reduce inequalities | “This report explores how school-level career guidance systems can more effectively respond to social inequalities. It draws on new analysis of PISA and PIAAC data and builds on the OECD Career Readiness Indicators to review the impact of inequalities related primarily to socio-economic background, gender and migrant status/ethnicity on the character of education-to-work transitions. The data analysis identifies additional barriers facing certain demographic groups in converting human capital into successful employment. It also finds that teenage access to career development is strongly patterned by the demographic characteristics of students.” Implications are drawn for CEIAG within schools. |
Martin, L., Gao, J., Köhler, T., & Zhao, Y. (2024). The interplay of multicultural and career identity development. The International Journal of Human Resource Management, 35(8), 1577-1601. (Link) | Racial/ ethnic minorities | Understanding cultural factors that lead to career identity | This paper was based in Australia and investigates the role of cultural factors on the formation of a career identity, which the authors believe is an under-researched areas. Qualitative interviews are carried out with Chinese-ethnic individuals and from the results they develop a framework called the “Multicultural-Career Identity Interplay” (MCII’) to explain how multicultural identity and career identity development are interrelated. The paper offers generic ideas and principles for considering cultural influences on career paths. |
Mirza, H. S., & Warwick, R. (2024). Race and ethnic inequalities. Oxford Open Economics, 3(Supplement_1), i365-i452. (Link) | Racial/ ethnic minorities Socio- economic disadvantage | Understanding the overall landscape
Identifying groups with multiple disadvantages. | “This article considers inequalities across racial and ethnic groups in the UK and finds that there is no single story of advantage or disadvantage.” There are high degrees of disparities within different inequality groups and the outcomes are being formed by complex factors that include both history and present economic trends. The paper points to a complex picture, with some enduring disadvantages that have complex origins. |
