This interview is part of a series conducted by the FRH Young Professionals and Researchers Working Group with experts in religious heritage, which will serve as the groundwork for preparing a series of recommendations on how to bridge the generation gap in the sector.
This interview with Dr Henrik Lindblad, Heritage Officer at the Diocese of Lund, Church of Sweden was conducted by Dr Vanesa Menéndez Montero, Postdoctoral Researcher in International and EU Law at Humboldt University of Berlin.
1) What are the first steps a young researcher / professional should take to reach European institutions and other relevant stakeholders?
First, the most important step after a finalized university degree is to get work experience. And by that, I mean practical experience from fieldwork with cultural heritage, whether tangible or intangible. It could be projects on documentation, valuation, safeguarding, management and care of heritage. And it does not necessarily need to be about religious heritage. It is more important to get a broad experience with various kinds of heritage, preferably in different countries or at least in different parts of your country. You will have plenty of time to specialize in the religious field. After a couple of years, when you are more experienced, you can approach European institutions. In this respect, the best platform to work from is probably a national organisation or agency with international contacts.
The second step is to engage in an international/national professional organisation such as FRH, ICOMOS or ICOM. The two latter have many scientific committees and working groups from which you can get experience, get to know the international field and support systems, and maybe most importantly: get many contacts and join professional networks (or create your own).
2) From your observations, what resources or support systems (academic institutions or otherwise) do you think are most beneficial for young professionals entering the field of religious heritage?
I would not say academic institutions first-hand (especially if you are not planning to work full-time as a university teacher or researcher). Rather, I would say regional or national organizations, agencies or museums.
3) In your view, what specific areas of professional development or training do you consider essential for those entering this field? And how do you see mentorship with established professionals/experts as a contributing factor to the career advancement of young professionals in religious heritage?
As I said before, it is essential to gain experience by working in practice with cultural heritage, and at the beginning of your career that usually means fieldwork with documentation, etc.
4) Have you collaborated with or mentored young professionals in religious heritage? If yes, what were the outcomes and lessons learned?
I just have a few experiences of this. Actually, senior officers can also learn from students or young professionals. There are many new trends in the heritage field and the amount of literature and research articles/papers on cultural heritage and religious heritage is expanding or even exploding. By employing or consulting young professionals and creating an open atmosphere for the exchange of experiences and knowledge, established organizations and professionals can be vitalized and develop positively to adapt to these new trends.
5) What do you believe are the current gaps or deficiencies in the support provided to young professionals in the religious heritage sector?
The biggest deficiencies probably are, in most cases, rigid organisations or staff and supervisors not ready to take the effort and work it means to adopt young professionals. I would say it is a mental barrier that can be overcome with information on the benefits and positive outcomes, such as the revitalization of the organisation and its senior employees.
6) Have you observed any promising emerging trends or approaches in religious heritage preservation that young professionals should be aware of or involved in? Looking towards the future, what changes or advancements do you anticipate in the field of religious heritage, and how can young professionals be positioned to adapt and thrive in this evoling landscape?
Certainly. In the Western world, the most important and long-lasting trends are secularization and urbanization, with the consequences of redundant religious heritage needing care and finding extended or new uses. Since the field of sustainable adaptive reuse of historic buildings is expanding with new research and methodologies, it can be taken for granted that the professional field of sustainable adaptation is growing. This means many work opportunities for young professionals – if they are already trained or ready to learn about relevant methods. Another important trend is the need for security and safeguarding measures of heritage at risk due to conflicts, war, climate change and related natural disasters such as droughts, fires, increasing humidity, flooding and storms.
7) From your perspective, what steps can organisations or institutions take to create more opportunities for young professionals to engage in meaningful work in religious heritage preservation and management?
I think organisations and institutions can take two different steps: first, they can develop trainee systems for young professionals coming directly from the universities. Second, they can create working groups for young professionals, such as the new FRH group. I think it would be good to encourage ICOMOS and its national and International scientific committees to create something similar.
8) How can young professionals benefit from international collaboration and interdisciplinary perspectives, particularly considering the global nature of religious heritage? Furthermore, what opportunities do you see emerging for such collaborative efforts?
Young professionals can gain a lot of benefits. You can work full-time by engaging in professional or voluntary organisations and learn about many countries and religions’ cultural heritage and its situation, new methodologies, recent research, and international conventions, theories and ideologies. The challenge is to get a job where you get paid for what you do, either as an employee or as a consultant. This is the reason for the importance of first getting the necessary experience by working with heritage in practice.
9) Reflecting on your own career journey, what advice or guidance would you offer to young professionals aspiring to make an impact in the religious heritage sector?
First, if you are planning a research career, I would advise you to start with working outside academia for a few years. Then, if possible, you can return to the university to begin your doctoral studies. Your thesis will be enriched by the practical experiences you have earned and hopefully also by the improved self-confidence that you got by working in the field. But do not take as long as I did to finish the doctoral thesis. It would be nice to have plenty of remaining professional years left with a doctoral title on your vCard!
Second, be sure to get training to master your language skills and to give excellent oral and written presentations. These skills are very important at all types of jobs and in all organisations, not just at universities.
Lastly, working as a heritage officer does not mean that you only need to be trained in the field of cultural heritage. In most cases, a deep knowledge of legislation and of the organisation and regulations of the State and the municipalities – and, of course, of the faith communities and other relevant civil organisations – is very important. In international work, you need to understand the complex organisations, regulations and duties of the UN, UNESCO, EU and large professional organisations such as ICOMOS, ICOM, IUCN, ICCROM and others.
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