Heritage and Employment. LECU Project
For years, heritage management has become a recurrent sector in the political and academic literature on the new emerging niches of occupation. Already in 1992, the Third European Conference of Ministers responsible for heritage protection pointed out, in its anticipatory analysis (Resolution No. 3 on the Priorities of a Pan-European Cultural Heritage Project), that it was necessary to explore the connections between the social aspects of heritage preservation and employment policies themselves, which implicitly intuited great expectations about the possibilities of generating employment in the field of heritage management. The Delors Report of the following year insisted on the same line. Since then, numerous European documents have stressed the strategic nature of the culture and heritage sectors.
As Enrique Hernández Pavón points out, the exhaustion of the current model of heritage management has its most evident limitations in the scarcity of public resources derived from the scenario of budgetary consolidation. For this reason, it is necessary to obtain resources raised by placing heritage products on the market. This strategy means a greater activation of the internal demand for these products and the strengthening of external demand, diversifying new segments, in addition to the traditional demand for cultural tourism. In order for this strategy to take advantage of the market potential for heritage resources, it is desirable that the enhancement of these resources be linked to other cultural activities, so that they constitute packages of emotions and knowledge associated with a place or territory.
In these circumstances, this project aims to identify the main recommendations and good practices for managing a labor intermediation service in the sector, aimed at enhancing the potential of cultural heritage as a resource for promoting employment and improving the employability of professionals linked to the field of cultural heritage.