Sustainable employability varies greatly from sector to sector, as the nature of the work, the pace of change and the physical or mental demands are fundamentally different in each sector. What an employee in the healthcare sector needs to remain sustainably employable differs significantly from what an IT professional or someone in education needs. In this article, we answer the most frequently asked questions about sustainable employability by sector, so that you know where you stand and what you can do.
Which sectors are leading the way in sustainable employability?
Sectors such as technology, financial services and aviation are leading the way when it comes to sustainable employability. These sectors make systematic investments in training, talent development and career planning. Employees are regularly given the opportunity and resources to undertake further training and explore new roles.
What these sectors have in common is a culture of continuous development. Organisations such as Rabobank and KLM are actively working on programmes that help staff anticipate change, rather than reacting to it. They assess skills, identify talents and link these to the organisation’s strategy.
In the public sector and among SMEs, there has also been a marked increase in focus on sustainable employability in recent years. Local authorities are increasingly investing in career development programmes for their staff, partly because the labour market is becoming tighter and retaining experienced staff is becoming increasingly important.
Why does sustainable employability vary so much from sector to sector?
Sustainable employability varies from sector to sector because the combination of workload, the pace of change, available resources and the nature of the work is unique to each sector. A sector undergoing rapid digitalisation requires employees to adapt in different ways to a sector with stable processes but high physical demands.
Three factors account for the majority of the sectoral differences:
- Rate of change: In sectors such as IT and logistics, job roles are changing rapidly as a result of automation and new technologies. Employees must continually learn new skills to remain relevant.
- Available resources: Large organisations generally have a larger budget for development than smaller companies or non-profit organisations, which leads to unequal opportunities.
- Culture and leadership: In sectors where managers actively invest in the development of their staff, long-term employability is more of a given. Organisational culture determines whether employees feel they have the freedom to develop.
How does the nature of the work affect long-term employability?
The nature of the work directly determines which skills a person needs to maintain and how quickly those skills become outdated. Work with a high cognitive component requires constant updating of knowledge, whilst work with a strong relational or creative focus entails different development needs.
In professions involving a great deal of customer contact, such as in healthcare or education, emotional resilience plays a major role. Staff in these sectors benefit from support in the areas of personal effectiveness and self-awareness: knowing who you are, what you are capable of and what drives you. That insight forms the basis for long-term employability, regardless of the sector.
In knowledge-intensive roles, such as those in the financial sector or technology, the focus is more on keeping up to date with developments in the field and developing new digital skills. Here, the ability to continue learning and adapting is at least as important as the knowledge a person already possesses.
What are the biggest challenges facing employees in sectors with high workloads?
In sectors with a high workload, such as healthcare, education and logistics, the biggest challenge is that there is little scope to invest in personal development. The day-to-day pressures overshadow long-term thinking about careers and growth, which means that, without realising it, staff become less versatile.
Specific challenges that are common in these sectors:
- Little time to reflect on one’s own career and future
- The feeling that development is a luxury rather than a necessity
- Uncertainty about one’s own future-proofing if the role changes
- Difficulty in recognising and identifying one’s own talents and qualities
It is precisely in these sectors that it is worthwhile to periodically ask yourself: does my current role still fit with who I am and what I want? That conscious reflection is the first step towards a sustainable career, even when the workload is high.
How do you remain employable in the long term when your sector is changing rapidly?
Remaining employable in the long term within a rapidly changing sector requires a combination of self-awareness, proactive learning and the ability to adapt flexibly to new developments. Those who recognise their distinctive qualities can apply them effectively when facing new challenges.
Practical steps to help:
- Identify your talents: Know what your natural strengths are and how they align with the direction your sector is taking.
- Keep a close eye on trends: Keep up to date with developments in your field and consider what they mean for your role and your career.
- Invest in learning: Don’t view further training as a compulsory exercise, but as a way of keeping yourself relevant and adaptable.
- Ask yourself this question regularly: Does what I’m doing still align with what I want and what the market demands?
Sustainable employability starts with making conscious choices. Those who think proactively about their careers have far more influence over their future than those who simply wait for things to change.
When is sector-specific professional career guidance appropriate?
Professional career guidance for employees It makes sense when you find yourself stuck, unsure of which direction to take, or feel that your current role no longer suits you. This applies to every sector, but the reasons vary from one industry to another.
In sectors undergoing rapid technological change, such as IT or industry, coaching is valuable when someone realises that their knowledge is lagging behind and they do not know how to bridge that gap. In sectors involving a great deal of human contact, such as healthcare or education, coaching is particularly useful when someone realises that their energy levels are waning and they need more direction and motivation.
Signs that counselling may be beneficial:
- You’re not sure what steps to take in your career
- Your role is changing and you’re wondering whether you still fit in
- You want to grow, but you’re not sure which direction to take
- You lack the confidence to take on new challenges
How does Nieuwkans support sustainable employability in each sector?
Here at Nieuwkans, we support employees from a wide range of sectors in enhancing their long-term employability, using an approach that is always tailored to their individual needs. No one-size-fits-all programme – just support that is tailored to who you are, what your sector requires and where you want to go.
What we offer in concrete terms:
- Self-awareness as a starting point: Using scientifically proven methods, including the BrainsFirst approach, we identify your natural talents and cognitive behavioural preferences.
- Understanding your labour market: We help you keep track of trends and developments in your sector and turn them into concrete opportunities for your career.
- Two interactive sessions: Our programme consists of targeted sessions in which you will gain an understanding of your organisation’s vision for the future and what that means for your role.
- Personal guidance: We always take your specific situation, sector and ambitions into account, so that you not only gain insight but also know what steps you can take.
Whether you work in healthcare, the financial sector, education or industry: sustainable employability starts with you. We’ll help you lay the foundations and gain confidence in your own future. Get in touch and find out what we can do for you.