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Socially responsible restructuring
Effective strategies for supporting redundant workers

3. Career guidance and socially

responsible practice

This chapter explores the role of career guidance practice within strategies
supporting soon-to-be redundant employees, focusing on responses that go
beyond what is required by law, or common practice. Following the four priority
areas of the Council’s Resolution on lifelong guidance (Council of the EU, 2008)
as a framework for analysis, this chapter looks at:
(a) delivery, practice and modes of support that encourage the acquisition of
career management skills, focusing on particularly effective actions,
according to the case studies undertaken in this research;
(b) access to guidance services, particularly reviewing the extent to which
career guidance support is differentiated to address the specific needs of
groups of employees, including family members, and particularly hard-hit
local communities;
(c) the extent to which quality assurance has been addressed, especially in
respect to the key competences required by staff to deliver career guidance
work effectively in restructuring enterprises;
(d) key adjustment strategies and policies rooted in coordination and
cooperation among the various national, regional and local stakeholders.

3.1. Delivering career management skills

A key task of career guidance in restructuring enterprises is to help individuals,
whose jobs have been made redundant, to find appropriate new opportunities
that build on their existing skills, interests and career goals. Members States are
encouraged in the guidance Resolution 2008 to enable individuals to acquire
career management skills to understand better the opportunities in learning and
work and to be able to describe their competences, their experience and
achievements to date, and evaluate their skills needs. The reviewed case studies
provide evidence on career guidance and counselling delivery and modes, as
well the purposes and models of guidance.

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