There is a lack of discussion and research on counsellor educators in Canada. With an estimated number of 228 to 304 counsellor educators across the country, examining the transition from counsellor to counsellor educator is relevant to developing a career identity and to strengthening the field. This article explores the complex transition from practicing counsellor to counsellor educator within the Canadian context, emphasizing the importance of professional identity transformation amidst evolving regulatory and accreditation landscapes. This conceptual article highlights role differences between counsellors and counsellor educators. Additionally, it provides considerations for counsellors who are interested in becoming counsellor educators. It discusses the unique challenges faced during this shift, including managing dual roles, bridging the research-practice gap and navigating role expectations. The authors highlight the distinctions between clinical practice and educational responsibilities, underscoring the need for new skills, self-reflection, and ongoing professional development. Practical strategies, such as the REP model of Reflect, Examples, Prepare and the development of a personal teaching philosophy, are proposed to support prospective counsellor educators in their preparation process. The article concludes by emphasizing the vital role of counsellor educators in shaping culturally competent, ethically grounded future practitioners and advocates for thorough self-reflection and strategic preparation to ensure successful transitions into academia.
Moonlighting-defined as multiple job holding-has seen a significant increase, especially among young adults aged 25-34 in North America, with prevalent sectors being healthcare, social assistance, and education. The COVID-19 pandemic impacted moonlighting trends, prompting remote work popularity. Despite financial motivations, young adults engage in moonlighting for personal growth and skill acquisition. Moonlighters, however, face challenges such as poor work-life balance, role and identity conflicts, and emotional distress. To address these challenges, this article proposes career helping interventions based on happenstance learning theory and Cochran's narrative career counselling, aiming to enhance vocational well-being among young moonlighters in North America.
Workplaces everywhere, but especially in rural and remote communities, are not always welcoming to all who live within those communities. Many individuals are systemically marginalized, resulting in groups of people who are underrepresented in local employment. This article reports the findings of mixed-methods research conducted in BC, identifying 20 factors impacting the employment of underrepresented community members, with a particular focus on Indigenous Peoples and individuals living with disabling conditions. Based on insights and experiences from job seekers, employees, employers, and community service providers, recommendations are offered to support CDPs, employers, and policy makers to facilitate more equitable access to work for all.
The upward mobility of racialized lawyers within Canadian law firms continues to lag behind that of their White counterparts. While some progress has been made in recruitment, significant disparities remain in retention and promotion. This qualitative study explores how racialized lawyers experience working in Canadian law firms and how these experiences impact their career wellbeing. Semi-structured interviews were conducted with 19 racialized lawyers, and the data were analyzed using reflexive thematic analysis. The themes identified were informed by existing literature on organizational dynamics and professional inequality and included tokenism processes (hypervisibility, role encapsulation and boundary heightening), bias (status expectations and homophily preferences) and organizational norms (professional and emotion), as well as several subthemes. These themes and subthemes were linked to diminished access to meaningful work, positive relationships with colleagues, career growth opportunities, perceived organizational support and autonomy-all core dimensions of career wellbeing. The findings reveal the cumulative psychological and structural burdens racialized lawyers face and underscore the need to embed equity into law firm culture in ways that meaningfully support career wellbeing, particularly amid increasing sociopolitical resistance to DEI efforts.
