
The Young Professionals and Researchers Working Group (YPWG) of Future for Religious Heritage is proud to announce the release of a strategic resource aimed at empowering young researchers and practitioners involved in the preservation, management, and understanding of historic places or worship, artefacts and traditions.
The document “Building a Future in Religious Heritage: Challenges and Opportunities for Young Researchers and Professionals” is the result of a year of work and collaboration among the ten members of the YPWG which provides a comprehensive analysis of career barriers as well as a set of actionable recommendations to equip young professionals with the necessary skills, knowledge and opportunities to build a successful career in cultural and religious heritage.
Why this document?
The need for such a document arises from growing concerns regarding the sustainability of religious heritage, which requires a higher and more effective youth involvement. As funding constraints and the pressures of climate change, neglect and abandonment threaten a wide array of historic sites and traditions, it is increasingly crucial to train and empower younger generations to secure a future for this heritage.
Methodology
This position paper has been produced within a robust theoretical framework built on four key pillars: an examination of current scenario in the context, an overview of past and ongoing international campaigns, insights and experiences of young professionals and researchers in religious heritage, and last but not least, direct input from experts and professionals actively engaged in the sector, providing current, real-world perspectives.
The barriers to a career in religious heritage
The YPRWP has identified four main issues that hinder both the access of young professionals and researchers to jobs and their professional development.
1. Lack of specialised training that addresses the sensitivities and complexities of religious heritage
2. Limited interaction between young professionals and the communities that live in or care for living heritage sites
3. Lack of dedicated funding for cultural and religious heritage and lack of prioritisation of heritage in funding frameworks
4. Limited mentorship programmes and networking opportunities beyond urban areas
Tooklit | 10 Innovative recommendations to nurture talent
This toolkit proposes ten innovative actions to equip young professionals with the necessary skills and opportunities to navigate the complexities of their careers and significantly contribute to the safeguarding of religious heritage.
1. Reverse Mentoring Programmes. Implement reverse mentoring programmes in educational and professional institutions, both public and private, where young professionals are paired with senior experts in the field.
2. Job Rotation and Exchange Programmes. Offer job opportunities that will take the form of paid job rotations and exchange programmes which will allow young professionals to temporarily work in different departments or organisations within the religious heritage sector. This will provide them with exposure to diverse roles, perspectives, and working environments, fostering professional growth and cross functional collaboration.
3. Expert-Led Workshops and Masterclasses. Organise expert-led workshops and masterclasses on specific topics or skills relevant to heritage frameworks and management.
4. Peer-to-Peer Learning Circles. Establish peer-to-peer learning circles facilitated by a mentor/coach where young professionals can discuss challenges, share best practices, and brainstorm solutions related to religious heritage frameworks and management in small groups.
5. Digital Platforms/Forums/Discussion boards. Create interactive online forums and discussion boards where young professionals can engage in ongoing dialogue with senior experts and peers.
6. Collaborative Research Projects. Encourage and provide support to collaborative research projects between senior experts, academic institutions, and young professionals where stakeholder communities are also essential participants.
7. Leadership Development Programmes. Offer leadership development programmes specifically tailored to young professionals in religious heritage with theoretical and practical training in strategic planning, project management, stakeholder engagement, and decision-making skills.
8. Peer Shadowing and Mentorship Pods. Implement peer shadowing and mentorship pods where young professionals are grouped together with a mix of experienced mentors and peers.
9. Innovation Challenges. Organise hackathons and innovation challenges focused on addressing specific issues or opportunities in heritage frameworks and management.
10. Residence programmes at religious institutions. Short stays for young professionals in different religious institutions where they can engage with religious communities and learn the traditions, values, and know-how behind the management of religious buildings and sites.
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This document has been produced by the Young Professionals and Researchers Working Group (YPWG) of FRH. This working group is composed of 10 young talents from diverse academic and professional backgrounds linked to religious heritage. Their aim is to engage and empower emerging talents in the field of religious heritage research, management, conservation and related fields.
The working group was set up in December 2023 to carry on the legacy of the European Year of Youth 2022 and guarantee the presence of young perspectives within the FRH network.
Interested in joining this working group? The Call for Members 2025 is now open! You can find it here
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