Introduction: ESF Network Career & AGE (Age, Generation, Experience)

Development and Validation of a Career Sustainability Scale

“…Organizations desire a competent and well-trained workforce as individuals who fail to upskill and maintain currency will reduce competitiveness and may even threaten organizational survival. Societies are interested in ensuring its citizenry is contributing to the society at large through productive use of labor as high levels of unemployment or underemployment reduces tax base, straining a nation’s support systems (e.g., welfare, retirement; De Vos et al, 2016). Thus, career sustainability is of practical relevance to individuals, organizations, and societies.…”

Towards Career Sustainability: A Systematic Review to Guide Future Research

“…This can be done, for example, by investing in affordable and diverse housing linked to employment, education, open public spaces, local shops, health and community services, and leisure and cultural opportunities via convenient public transport, walking, and cycling (Villanueva et al, 2015). Career and AGE (age, generation, experience) learning network set up by the European Social Fund project has made a seminal effort in this direction by applying the theoretical foundations of career sustainability in private and public companies located in Europe and North America (De Vos et al, 2016). We believe that our study may provide the basis for transposing the fundamentals of sustainability to the reality of contexts such as Brazil and other Latin American countries, allowing practical actions to be applied to these realities.…”

“…The central idea addressed in the reviewed articles is the current need to adopt an open-system perspective to understand career development in organizations. It emphasizes the organization as a critical player in career sustainability (De Vos et al, 2016;Van der Heijden et al, 2020a). Career customization (Straub et al, 2020) and reduced working hours (Kossek & Ollier-Malaterre, 2020) have emerged as effective practices for fostering sustainable careers by providing an opportunity to balance intrinsic needs and those related to other spheres of personal life with those required by the organization.…”

“…When applied to careers, it implies the shared responsibility of career stakeholders to protect and foster (rather than deplete) human and career development (De Vos & Van der Heijden, 2017). Furthermore, it involves the adoption of a continuity perspective for career understanding, in which a career is sustainable when present needs are met without compromising future needs (De Vos et al, 2016), as well as the requirement for continuous career development through lifelong learning and competence development.…”

Social Dialogue as a Sustainable Career Development Practice to Combat (Meta)Stereotyping

“…Demographic changes and rapid technological innovations bring along many challenges for both employers and employees pertaining to sustainable careers and, hence, employability throughout the life course. This urges social partners to work out measures that respond to societal needs for an employable working population, to employers' needs for a high performing, flexible, and employable workforce, and to employees' needs for satisfying work and possibilities for career development and personal growth (De Vos et al 2016). Within the organizational context, the dialogue between the employer (CEO and/or HR-director) and the works council, in which they can consult each other about organization policies, especially HRM (Nauta 2015), is an important vehicle for installing collective measures for SCD.…”