1. Career Guidance, Migration,
Labour Markets’ Efficiency,
Quality of Training, and
Democracy: Is There a Link?
Aboubakr A. Badawi

2. Acknowledgement
CSEND, Understanding and appreciating the
topic (CG);
ETF, Raising awareness and Capacity
building;
Mr. Zelloth-ETF, Support and lending slides;
You, Interest and devoting time.

3. Career Guidance (CG): the
Concept
Life Long Career Guidance and
Counselling
helping individuals of ALL ages to choose
between the full range of available education,
training and employment opportunities, in
relation to what is likely not only to utilize
their abilities but also to meet their interests
and values, so leading to greater fulfillment
and satisfaction”.

4. So CG Includes:
Career information,
Assessment and self-assessment tools,
Counselling interviews,
Group guidance programmes,
Career education programmes,
Work-experience programmes, and
Job-search skills training programmes.

5. Is there a Problem?!
European demographic trends and the need
for migrants;
European Workforce’s Skills and Education;
Middle East and North Africa young
population and scarcity of employment
opportunities;
Previous contacts attracting people to Europe;
Legal and illegal migration.

6. EU Member States
EU Mediterranean Neighbourhood Countries
Algeria, Egypt, Israel, Jordan, Lebanon, Libya, Morocco, Syria,
Tunisia, Turkey, West Bank and Gaza Strip

7. Our Forum Objective
Shed some light on CG`s links to HRD-related
issues in the MENA region;
Discuss the possible role of Career guidance
in supporting developmental strategies in
MENA;
Propose anticipated role of MENA
Governments;
Identify possible support to these efforts.

8. 1. Europe and Migration!
Europe becoming the “DREAM Land”;
Aging population: a challenge to Europe;
Skill and Education: still another challenge to
Europe;
Young populations in the Vicinity!
They need us, we need them;
Would TVET and career Guidance help?

9. Europe becoming the
“DREAM”
for many Africans and Mediterraneans;
Pressure of legal and illegal migration;
Recent demographic trends in Europe and
the need for migrants;
European Workforce’s Skills and Education;
Relevance and quality of Migrants’ skills;

10. EU Demographic time bomb
EU by 2030 …
almost 14 million more older people
9 million fewer young people
2 million fewer learners in VET
(at secondary & tertiary level, if participation rates doesn’t change)
Future labour markets will rely more on
older workers and migrants;
Quality and Life-long Training.

11. Aging Population
(From ETF, Mr. Zelloth)
Population in EU25 aged 15-24 and 55-64, 2005-2030 (in million)
70
15-24 years 55-64 years
65
60
55
50
45
40
2005 2010 2015 2020 2025 2030
Source: Population projection 2004, Euros tat, bas eline variant

12. Another EU Challenge
Worldwide skills competition
72 million Europeans are formally low- skilled
(as many as inhabitants of France + Ireland + the Baltic States together)
Europe scores:
- low on high skills;
- high on low skills;
- strong at intermediate skills.
Europe’s competitive advantage through:
- coping with increasing demands and
diffusion of new technologies;
- high skilled jobs require both vocational
qualifications (secondary & tertiary level) and
academic skills.
Source: CEDEFOP

13. Development of the skilled labour
segment (From ETF, Mr. Zelloth)
14 % highly qualified (MBA/BA) 17 %
61 % skilled workers/technicians 66 %
10 %
low skilled workers 8%
15 % 9%
unskilled workers
Source: Tessaring, 1994; Schüssler, Spiess, Wendland,& Kukuk, 1999

14. Past and likely future qualification trends 1996-2015
(EU-25+) Source: CEDEFOP
(From ETF, Mr. Zelloth)
Millio n jo b s
250
200
H ig h q u alificatio n
150
100 Med iu m q u alificatio n
50
L o w q u alificatio n
0
1996
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015

15. Past and likely future qualification structure
1996-2015 (EU-25+)
Source: CEDEFOP, (From ETF, Mr. Zelloth)
100%
20.9
25.3 29.3
High qualification
80%
60%
46.2
48.6 Medium qualification
49.9
40%
20% Low qualification
32.9
26.2
20.8
0%
1996 2006 2015

16. Educational Attainment
(From ETF, Mr. Zelloth)
Educational attainment of the adult population (25-64 year-olds)
by highest level of education attained, 2005
60
pre-/prim ary and lower s econdary
upper and pos t s econdary
tertiary
50
40
30
20
10
0
EU 25 Aus tralia Canada Japan Kore a Rus s ia USA
Source: EU25: LFS, Eurostat ; other countries: OECD 2004

17. MENA and Migration
Very young population;
Inability of economies to absorb new entrants
to the Labour Market;
Diminishing return on education/ training;
Growing trends of legal and illegal migration;
What are the anticipated skills;
Migration as a viable option!

18. Why to Europe?
2001 and subsequent events;
European diversity;
Europe geographic location;
Previous colonies;
Traditional contacts.

19. MENA Challenge
Very Youth Population in MENA
% Population age 0-29
Tunisia
Syria
Palestine
Morocco
lebanon
Jordan
Egypt
Algeria
0 20 40 60 80

20. Difficulties Faced 1
Migration is still an important source of
employment for many;
Migration to EU countries continue to ensure
migratory flows that are driven not only by
unemployment or severe poverty, but also by
an aspiration to improve opportunities and
standards of living;
MENA migrants and the competition that
exists in the international labour market.

21. Difficulties Faced 2
The legal barriers to working in EU countries
and the lack of recognition of qualifications
obtained at home leading to problems of
illegal migration and underemployment of
migrants;
Above 80% of Youth stated “Desire” to
migrate;
With objective measures, the likelihood of
migration fell to 25%.

22. MENA Countries Migration to
Germany
1994 2000 2003
North 1.7% 2.0% 2.2%
Africa (NA) (12.818) (12.968) (13.230)
Middle East 0.7% 3.5% 2.7%
(ME) (9.752) (25.858 (19.770)
MENA 2.4% 5.5% 4.9%
(22.570) (38.826) (33.000)

23. MENA Countries Migration to
France
2000 2002 2004
N.A. 38.5% 42.8% 40.80%
(35.364) (52.798) (58.571)
M.E. Not Not Not
significant significant significant
MENA

24. Would Career Guidance Help?!
Career guidance and educated decisions
concerning migration;
CG and selection of training field;
CG and Language and other labour market
needs;
Career guidance and derive towards quality.

25. 2. Labour Markets’ Efficiency
Labour Markets are Joint individual/
establishment (public and private) Arena;
LM information: Availability and use;
Transition from school to work;
Balancing Supply and demand of Labour
(qualitatively and quantitatively;
Shortening Frictional unemployment;

26. Reverse Migration !
The majority (85%) of returning migrants
reported being employed since their return to
Egypt;
Nearly half of salaried workers abroad
became employers after returning home

27. Would Career Guidance Help?!
Career Guidance (CG) and labour market
information;
CG and self-assessment of individuals;
CG and local labour market needs;
CG and relevance to migration;
CG and quality of training;
CG and school to work programmes;
CG and foreign labour markets;
CG and labour mobility.

28. 3. Quality of Training
Skills relevance to LM needs (locally and
abroad);
Individual's benefiting from training Quality
(better chances or fringe benefits);
Achieving the positive impact on
“organization's performance”;
Meeting the high-tech demand in EU;
Communication skills.

29. Would Career Guidance Help?!
Career guidance and relevance of skills
training;
CG and quality of skills training;
CG and easier integration;
CG and Labour productivity;
CG and job-search skills;
CG and LM information (balancing);
Career guidance and return on education/
training.

30. 4. Democracy
Essence of democracy is choice;
Trend towards democracy but lack of
mechanisms;
Current policy of “Channeling”;
Ability to decide for one's self;
Having a Say in concerned maters;
Selection of study/ training!!

31. Would Career Guidance Help?!
Career guidance is all about selection;
CG as training for citizenship;
CG and opening options for individuals;
Career guidance a right step towards
democracy.

32. Career Guidance is Pivotal
Migration
Quality
Of
Training
Career
Guidance
LM Democracy
Efficiency

33. Revival of CG (2001- Now)
The OECD, reviewed 14 member countries;
The World Bank 7 middle-income countries;
CEDEFOP seven European countries;
the ETF studied 11 Acceding and Candidate
countries as well as 7 Western Balkans and 10
MEDA countries;
All these studies used closely related definition of
CG;
Importance given to CG as a developmental tool
rather than a service.

34. OECD FINDINGS
Career guidance not only important for
individuals
Career guidance contributes to public policy
goals
- in education and training (efficiency, human
capital…)
- in the labour market (efficiency, mobility…)
- in social cohesion and equity (social, gender,
citicenship)

35. Also
Effective career guidance systems are
building blocks of national active employment
and LLL policies.

36. Career Guidance in MENA
Regional and country studies, ETF;
Egypt’s education reform recommendations;
Jordan and developing Al-Manar;
Morocco and CG in Education;
Palestine and a CG Centre;
Syria and Pilot CG Centre (UNDP);
Possible UNESCO action.

37. Challenges to CG in MENA
Number of anticipated beneficiaries;
Availability of counselors;
CG material, socially and culturally adjusted;
Uncertainty of the anticipated impact;
Nature of social change;
Many burning issues and stretched budgets.

38. What Governments Would do?
Already major steps taken;
Long-term vision and immediate action;
Enhancing research;
Promoting multi-stakeholders;
Expedite Counselors training:
Producing multi-media material;
Media campaigning;
High-level committment.

39. What Support Would be
Offered?
Policy-making level and formulating a vision;
Planning level and integrated approaches;
Practitioners`level and tools;
Sustainability.

40. Conclusions
CG is not a magic stick solving all problems;
CG is vital to better HRD, citizenship,
employment and social cohesion;
It is time to consider CG;
It is time to consider as a priority;
It is time for Technical Cooperation providers
to promote CG.

41. THANK YOU

42. how human resources development can
contribute to migration policy;
knowledge on the overall consequences of
migration in relation to education/skills and
labour markets is limited;
improving the quality and relevance of the
system and filling skills gaps are equally
crucial, particularly in view of the
competition that exists in the international
labour market.

43. migration is still an important source of
employment for many Egyptians (mainly
men);
severe primary unemployment among young
people, and especially educated young people;
migration to EU countries) continue to ensure
migratory flows that are driven not only by
unemployment or severe poverty, but also by
an aspiration to improve opportunities and
standards of living.

44. The legal barriers to working in EU countries
and the lack of recognition of qualifications
obtained in Egypt are leading to problems of
illegal migration and underemployment of
migrants;

45. the likelihood of migrating within the next
two and a half years, the ability to finance the
move, language knowledge, information about
the most likely migration destination, and
possession of the necessary documents – were
taken into consideration. On this basis, the
likelihood of migration fell to 25%.

46. 46% of those who migrated to the USA
undertook studies or received training,
compared to 19% for EU;
The majority (85%) of returning migrants
reported being employed since their return to
Egypt;
Nearly half of salaried workers abroad
became employers after returning home.

47. Current role of TVET

49. Note: This publication has been made available by CSEND with the agrement of the author.
The Centre for Socio-Eco-Nomic Development (CSEND) aims at
promoting equitable, sustainable and integrated development through dialogue and
institutional learning.
http://www.csend.org/programmes-a-services
http://www.csend.org/about-csend
http://www.csend.org/project-samples
http://www.csend.org/csend-group
http://www.csend.org/knowledge-area
http://www.csend.org/csend-portraits
http://www.csend.org/community-of-artists
Diplomacy Dialogue is a branch of the Centre for Socio-Eco-Nomic Development
(CSEND), a non-profit R&D organization based in Geneva, Switzerland since 1993.
http://www.diplomacydialogue.org/mission
http://www.diplomacydialogue.org/about-us
http://www.diplomacydialogue.org/projects
http://www.diplomacydialogue.org/publications
http://www.diplomacydialogue.org/conferences
http://www.diplomacydialogue.org/dialogue-forum
http://www.diplomacydialogue.org/partners
http://www.diplomacydialogue.org/links
http://www.diplomacydialogue.org/contact
http://www.diplomacydialogue.org/sitemap