This chapter has focused on people with disabilities and on the need to implement career coaching pathways such as interventions that can help promote high-quality professional planning and work inclusion. Following the examination of models that we could referred to in this connection, we explored in depth career coaching activities, also in light of Life Design, which emphasizes the importance of contextual variables (Hirschi & Dauwalder, 2015; Savickas et al., 2009). As above mentioned, according to Life Design approach, career coaching interventions must point toward developing adaptability, narratability, intentionality, and activity also in people with disabilities, mutually adaptive self-organization between individual client and his/her ecosystem, and should be devoted to looking for ways to increase all individuals’ likelihood of experiencing satisfactory life conditions and professional realization. Career coaching, based on Life Design, should support the coachee to develop resources and skills useful to handle the current job market and promote his or her life construction and adaptive changes to the context. In order to favor inclusive experiences, career coaching, in line with the Life Design paradigm, should also devise interventions with significant others within the context to forestall barriers and obstacles. As suggested by Corbière, et al. (2014) and Jenaro et al. (2002), career coaching should involve for example co-workers and employers to prepare them to encourage and support work inclusion of individuals with disabilities. It is evident that career coaches play a key role to promote work and social inclusion of individuals with disabilities. In this respect, it is particularly important that they have adequate training and present very high levels of professionalism in both career issues and disability and inclusion issues in order to use multiple approaches in setting up individual or group activities and interventions. In conclusion, we would like to underline that investigations involving persons with disabilities are still few and far between. We believe that further effort must be made to multiply experimentations to test the efficacy of career coaching interventions aiming to support persons with disabilities in their process of future life designing and to build contexts that are attentive to the rights of individuals, to their quality of life, participation and self-determination.

Inclusion, Life Design, Career Coaching and Disability

Ilaria Di Maggio;Sara Santilli;Maria Cristina Ginevra;Laura Nota
2020

Abstract

This chapter has focused on people with disabilities and on the need to implement career coaching pathways such as interventions that can help promote high-quality professional planning and work inclusion. Following the examination of models that we could referred to in this connection, we explored in depth career coaching activities, also in light of Life Design, which emphasizes the importance of contextual variables (Hirschi & Dauwalder, 2015; Savickas et al., 2009). As above mentioned, according to Life Design approach, career coaching interventions must point toward developing adaptability, narratability, intentionality, and activity also in people with disabilities, mutually adaptive self-organization between individual client and his/her ecosystem, and should be devoted to looking for ways to increase all individuals’ likelihood of experiencing satisfactory life conditions and professional realization. Career coaching, based on Life Design, should support the coachee to develop resources and skills useful to handle the current job market and promote his or her life construction and adaptive changes to the context. In order to favor inclusive experiences, career coaching, in line with the Life Design paradigm, should also devise interventions with significant others within the context to forestall barriers and obstacles. As suggested by Corbière, et al. (2014) and Jenaro et al. (2002), career coaching should involve for example co-workers and employers to prepare them to encourage and support work inclusion of individuals with disabilities. It is evident that career coaches play a key role to promote work and social inclusion of individuals with disabilities. In this respect, it is particularly important that they have adequate training and present very high levels of professionalism in both career issues and disability and inclusion issues in order to use multiple approaches in setting up individual or group activities and interventions. In conclusion, we would like to underline that investigations involving persons with disabilities are still few and far between. We believe that further effort must be made to multiply experimentations to test the efficacy of career coaching interventions aiming to support persons with disabilities in their process of future life designing and to build contexts that are attentive to the rights of individuals, to their quality of life, participation and self-determination.
2020
“Landmarks” for career counseling
978-2-88901-155-1
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11577/3336516
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