Page 27 - Euroguidance-Networks-Highlights-2017

3.1 Focus on 3.2 Innovative guidance

multicultural aspects tools and methods

The Maltese Euroguidance Centre in collaborati- different dimensions were addressed: knowle- In October, the Bulgarian Euroguidance team or- and tools described and included in a printed com-
on with the University of Malta and the Malta dge, skills, decision making and empathy. The day ganized a three-day training event on Innovative pendium to be published by Euroguidance Bulgaria.
Career Guidance Association organized a two-day started with a presentation about key theories of Career Guidance and Counselling Tools. Overall Counsellors in Iceland have needed some useful
training on Multicultural Issues in Career Gui- multicultural guidance, models of cultural adap- 50 participants from different cities across the tools for work life guidance for a long time. This is
dance. This Continuous Professional Development tation, diversity and stereotypes. This was follo- country participated in the training, including re- a form of guidance that takes place at workplaces
opportunity involved the training of 28 career wed by a presentation on research evidence on presentatives of educational institutions, employ- and unites different methods of guidance focu-
guidance practitioners, including a workshop on how young people with an ethnic background ment offices, career centres, non-governmental sed on employees. Its main goal is to strengthen
understanding and applying the Cultural Prepa- often are guided to choose a study or career path organizations, regional authorities, and more. The
redness approach presented by Professor Gide- in a field that from the outset already is predo- programme consisted of eight thematic sessions employees’ motivation, well-being and commit-
ment at work. The form of guidance also aims
on Arulmani from Bangalore, India. This training minantly targeted at migrants. This easily leads to with the aim to provide career counsellors with a
opportunity equipped career guidance practitio- segregation in certain professional fields, which is variety of modern tools and techniques for career at matching employee’s hopes, needs and goals
with organization’s meaning of existence, strate-
ners with the necessary knowledge and fur- not necessarily a positive development for soci- information and to develop skills for their daily
ther strengthened their skills and competen- ety in the long run. In the afternoon an armchair guidance practice. The participants highly appre- gical goals and needs. To meet these needs for
training, a two-day training seminar for guidance
ces. Due to the relevance of the topic and the for storytelling was brought to the training room. ciated the added value and innovative aspects
positive training experience, Euroguidance Malta Four guidance practitioners from educational ins- of the resources presented. The session on the counsellors and human resource managers was
held in October, in cooperation between the
plans to continue organizing further training and titutions and public employment offices sat on
Continuous Professional Development opportuni- this chair one after the other and told about their storytelling method and the techniques and tools Icelandic Euroguidance Centre and various other
developed for working with pupils of different stakeholders. The trainer, Ms Teea Oja, came
ties for all career guidance practitioners working own guidance work with students and jobseekers
in schools and colleges over the next few years. ages was the most popular one. The importance from Oulu Adult Education Centre in Finland. She
from other countries. The main conclusion of the of networking among career counsellors was has been offering similar training in Finland for
The Finnish Euroguidance Centre organized a trai- day was that guidance practitioners must not shy addressed as a way to receive professional sup- some years, where over a thousand people have
ning day on multicultural guidance and counselling away from the issues of discrimination, racism port from peers (e.g. job shadowing, exchanging participated. The training in Iceland proved to be
in November. Altogether some 70 participants and intolerance in their daily work as migrants good practices), but also to institutionally streng- a great success to combine guidance counsellors
from the sectors of education and employment themselves often avoid bringing these problems then the position, function and role of career and human resource managers for the course, the
as well as from NGOs attended the training. Four into discussion with guidance personnel. counsellors in education. An explicit need was ex- group was very animated and new approaches
pressed by the participants to have good practices were discussed at length.

Group work on a very serious question. Course organisers with Ms Teeja Oja (in the
© Dóra Stefánsdóttir middle). © Dóra Stefánsdóttir

26 3. PROFESSIONALISATION OF GUIDANCE 3. PROFESSIONALISATION OF GUIDANCE 27