Enhancing Employability: A career literature lens on talent and diversity management

Abstract

Relevance: Traditional organisational career is no longer relevant in the public sector due to several development. Scholars argue for a shift to employability-based careers, being employable is essential in the current labour market, the investment in employee’s development is no longer considered a retention initiatives and ethical background might affects career-related attitudes and behaviours.

Research Objective: The investigation aims to explore how organizational support for development effects careers and employability of Western and non-Western individuals as well as how it supports employability-based careers in the public sector. Methods: The traineeship of the Municipality of The Hague is operationalised as the organisational support for development in this study. Therefore, interviews were conducted with the former Western and non-Western participants of this programme to explore the effects of the development programme on their careers and employability.

Findings: There is a lot of similarities between Western and non-Western individuals concerning organisational support for development, careers and employability. However, the two groups differ on organisational loyalty. In addition, to some extent, career-related attitudes, behaviours and experiences associated employability-based careers in the public sector.

Conclusion/Discussion: Careers literature on employability-based careers can learn from talent management literature about psychological contracts and organisational loyalty from diversity management literature. On the other hand, talent management and diversity management literature can get some insights from careers literature, which states that careers are based on flexibility, adaptability, mobility and self-management.