3 Women’s Scientific Contributions That Continue to Power Modern Society

The following article published by www.here.com may be an inspiration to your clients considering a STEM-related career.

In honour of America’s Women’s History Month, we’re highlighting a few of the technologies we rely on today that might not exist if it weren’t for the pioneering women who dared to dream…


History may now look back on these women as innovators, though they seldom received acknowledgement for their work during their own times. But if it wasn’t for the brilliant and analytical minds of these three women, the likes of smartphones, cars, and computers might not operate as they do today. Read more

Four Ways to Optimise A CV for Jobs in Law

To make an impact and be noticed in the world of law, you will have to write a CV so it stands out. How do you do that for the legal sector? Try these tips.

1. Transferable skills

You are potentially a great law candidate, even if you’re fresh out of university with little experience in the legal sector. The trick is to display your transferable skills, as these are core abilities necessary for every role. Highlighting them in your CV could put you ahead of your competition.

Zoom in on these traits in your CV to prove that you have what it takes to succeed in a professional environment. Read more

Seven Tips for Changing Your Career Path

The following article may be of help to any clients who are at a career crossroads.

Are you completely unsatisfied with your current job? Would you do anything to turn your life around? Do you want to push forward with your plans as soon as possible?

If your answer to these questions is yes, you will need to take on board the following seven tips to change your career path. They will help you to change your career path for the better. It might be an intimidating career pathprospect, but if you plan ahead, think positive, and keep your cool, you are sure to secure success. Hopefully, it won’t be long until you are looking back at this moment; thrilled that you had the nerve to follow your dreams.

Work out what it is you don’t like about your current job

Before you do anything else, you will need to work out what it is you don’t like about your current job. It will save you from making the same mistake over and over again. Overhauling your career path is a big step to take, so the last thing you want is to end up in exactly the same position. That is why you should write a detailed account of everything your current job lacks. You could also try keeping a journal, as this will allow you to make daily entries that explore your grievances. Then, when it comes to finding your new profession, you will have a clear idea of the areas that you are unwilling to compromise on. Whether you decide never to work long hours again, never to put up with a demanding boss, or never to make do with a tiring commute, the most important thing is that you know your limits.

Get your personal finances in order Read more

Career Ambitions ‘Already Limited by Age of Seven’

By Sean Coughlan BBC News family and education correspondent.

By the age of seven, children are already facing limits on their future aspirations in work, according to a report from the OECD international economics think tank.

Andreas Schleicher, the OECD’s director of education and skills, says “talent is being wasted” because of ingrained stereotyping about social background, gender and race.

He is backing a project from the Education and Employers careers charity to give children a wider understanding of the range of jobs available.

Social mobility barriers

Mr Schleicher says children have begun making assumptions about what type of people will enter different types of work while they are still in primary school.

There are only “minimal changes” in attitudes towards career options between the ages of seven and 17, says the report produced jointly by the OECD and Education and Employers.


The report, warning of the barriers to social mobility, says too often young people consider only the jobs that are already familiar to them, from friends and family.

“You can’t be what you can’t see. We’re not saying seven-year-olds have to choose their careers now but we must fight to keep their horizons open,” says Mr Schleicher.

He is backing the Education and Employers’ efforts to bring people from the world of work into schools, with the aim of widening access to the jobs market and raising aspirations.

“It’s a question of social justice and common sense to tackle ingrained assumptions as early as possible or they will be very tough to unpick later on,” says Mr Schleicher.

Light-bulb moment

The OECD education chief will speak at an Education and Employers event in London on Tuesday, where the charity will announce plans to double to 100,000 the network of people who go into schools and talk about their jobs and career paths.

At present there are more than 50,000 volunteers, representing jobs from “app designers to zoologists”.


The intention is to create “light-bulb moments” where young people can see a possible new direction and hear from role models.

Research for the careers report shows that young people often have very narrow ideas about potential job options.

The most common influences are the occupations of people in their family, the jobs they see in the media and the type of work they see as most likely for people of their gender and background.

‘Out of reach’

The findings show that in primary school, boys from wealthier homes are more likely to expect to become lawyers or managers while girls from deprived backgrounds are expecting to go into hairdressing or shop work.

Boys from deprived backgrounds were particularly likely to want to go into careers such as sport or entertainment.

Mr Schleicher warns of a mismatch between the limited range of aspirations and the changing demands of the jobs market.

“Too often young people’s ambitions are narrowed by an innate sense of what people from their background should aspire to and what’s out of reach,” says Nick Chambers, chief executive of Education and Employers.

“The importance of exposure to the world of work at primary age cannot be overstated,” says Paul Whiteman, leader of the National Association of Head Teachers. 

“The earlier children’s aspirations are raised and broadened, the better.”

What Lies Ahead for Careers Guidance, With Funding Cuts

The following article by Dr Deirdre Hughes OBE, Director, DMH & Associates Ltd,, was published in FE News.

In late 2017, the Board of Careers Yorkshire and the Humber: National Careers Service commissioned dmh associates to undertake an economic review and analysis of the productivity and economic benefits of the service,Productivity and the Economic Benefits: National Careers Service – Careers Yorkshire and the HumberDr Deirdre Hughes OBE, Director, DMH & Associates Ltd

The period under review focuses on data available from early 2015 – mid year 2017 and the primary focus is on face-to-face careers guidance for adults.

Three key questions that were asked:

  1. What level of fiscal return does the National Careers Service: Careers Yorkshire and the Humber make to HM Treasury?
  2. Is the National Careers Service priority target group, set by the Education & Skills Funding Agency (ESFA), linked to a payment by results, sufficient to meet regional/local needs?
  3. What lies ahead in Yorkshire and the Humber when it comes to the National Careers Service face-to-face careers guidance work with adults in the coming year(s)?
Level of fiscal return

For every £1 invested in the National Careers Service: Careers Yorkshire and the Humber £9 is returned in fiscal benefits to the Treasury and the wider economy. The service paid for itself in less than 2 months. This would imply the service has already paid for itself 4 times over halfway through this fiscal year. Read more

11 Words of Careers Advice from Richard Branson’s Mum

The following article is by Melanie Curtin,  writer and activist whose work has been featured in the Huffington Post, the New York Observer and on the Today Show in Australia. She holds a master’s in communication from Stanford University.

Richard Branson is a force of nature.
In addition to being an actual knight, he is the founder of the Virgin Group, which now controls more than 400 companies. His net worth is $5 billion, which puts him seventh on a list of the wealthiest British billionaires. Plus, he’s known for being a compassionate boss and an icon of entrepreneurship.
He wasn’t always that successful, though.

As a boy, he struggled with dyslexia. In a blog on the subject, he wrote a letter to his younger self, saying:

“I know you’re struggling at school and I wanted to give you some advice on how to become the best you can be, even when it’s difficult and you feel like the world is against you. You should never see being different as a flaw or think that something is wrong with you. Being different is your biggest asset and will help you succeed.”

Embrace his difference he did. As a teenager, he named his company “Virgin” because he lacked real experience in business.He’s not a virgin anymore.But no one is an island (even if they own a private one). The fact is, the mentors and influences we have growing up have a profound influence on who we become. And Richard Branson had a major advantage in that department: his mother, Eve.Eve Branson was just as much of a force of nature as little Ricky.

For example, once, on the way home from a shopping trip, Branson’s mother left him alone in the countryside. She gave him basic instructions on how to find his own way home, then left.He was 5 years old. In his words:

“[It was] about three miles through the countryside [to get home]…. She was punishing me for causing mischief in the back seat, but she was also teaching me a larger lesson about overcoming my disabling shyness and learning to ask others for directions.”

Read more

The Lack of Careers Guidance Before HE

In this article published by the CDI, Anne Wilson reports on how the lack of careers guidance before University affects students.


Occupational Change: On the Horns of A Dilemma

The following research article By Duygu Biricik Gulseren was first published in ContactPoint, Canada’s version of IAGOnline.

Occupation, as used by careers researchers and practitioners, refers to a set of duties that require similar skills (International Labor Office, 1990). When people change occupations, they change the skill sets they use to make a living. Most of the time, they need to gain new skills to be eligible for their new occupations. This is a highly costly process for people because they not only invest in training for the new occupation but also usually face with loss of pay and human capital after the change (Dlouhy & Biemann, 2018). Despite this, there is an increasing trend of holding multiple occupations in one`s career across the world (Ibarra, 2002).

I have conducted a research project on the key factors that shape voluntary occupational change process. As a result of thematic analysis of the 25 interviews conducted with occupational-changers, I suggest the following observations on why and how individuals leave their occupations to pursue new ones (for a detailed discussion, please see Biricik Gulseren, upcoming).

1-    Occupational change is an individualistic process.

There are three phases of occupational change: (1) Moving away from the initial occupation, (2) exploring an alternative occupation, and (3) entering into a new occupation. Although all of the occupational-changers go through these three stages, everybody does this differently. Some occupational changers decide on leaving their occupations first without considering the other steps whereas some others figure out their next occupations and then come up with a game plan to leave their one. It is also possible to experience two or more of these stages simultaneously. For some informants, occupational change can take years whereas it can relatively be a faster process for some others.

2-    Parents are positively influential the initial career decisions, but not in the second one.

The parent-child relationship is a critical factor in the occupational change process. Although not probed, some informants reported how much they were influenced by their fathers or mothers when they made their initial occupational choices. Some of them wanted to please their mothers. Some of them wanted to be like their fathers. However, this influence can become a barrier when they decide to change their occupations. Some occupational changers can feel guilty (or even refrain or delay occupational change) because of the perceived disappointment of their parents.

3-    Guilt, regret, and satisfaction can be experienced simultaneously. Read more

The Challenges of Attracting Younger People into the Social Care Sector

The following article, written by Anna Leach first appeared in The Guardian 

Wearing ear defenders that muffle sound, goggles that blur eyesight and thick suede gloves to restrict hand movement, students taking part in a workshop run by the Royal Devon and Exeter hospital experience what life is like for adults who need the support of care workers. Classmates then help each other put on hospital gowns, drink from a beaker and unwrap and eat a boiled sweet.

“They had to put themselves in the place of someone else and work out how they could help that person. Then we spoke to the children about how to do that in a dignified way,” says social care assessor Natalie Roberts, who ran the class for year 9 pupils at Sidmouth college.

The workshop demonstrates the importance of finding innovative and engaging ways to teach young people about jobs in social care.

“We started our presentation with a general talk about care services,” says Roberts. “After 10 minutes you could see their eyes glaze over and it was so great to be able to say, ‘OK everybody, stand up [to do the exercise]’. It just changed the whole atmosphere. It increased their enthusiasm and interest and they started to look at all the written information we’d given them.”

Read more

‘Be brave’ – Inspiring the Next Generation of Women in Tech

In an article by the Guardian, the following five high-profile female leaders in the tech industry reflect on their careers, offering advice and inspiration to younger women

Whitney Wolfe, founder of dating app Bumble

Joanna Shields, founder of WeProtect, a movement to end the sexual exploitation of children online

Holly Brockwell, founder and editor in chief of tech site Gadgette

Nicola Mendelsohn, vice-president for Europe, the Middle East and Africa at Facebook

Sarah Wood, co-founder and chief executive of video advertising company Unruly

To access the article CLICK HERE