The 2008 United Nations Convention on the Rights of Persons with Disabilities (CRPD) has been a milestone against the discrimination of people on the basis of disability. Nevertheless, the challenges facing the implementation of more “inclusive” policies are substantial. Furthermore, connecting the notion of “inclusiveness” and/or “inclusion” to guidance and career counselling is quite challenging. There is also some confusion between integration and inclusion even if both terms are regularly used as synonyms. The most important difference is however that an inclusive approach implies that a given system adapts to an individual and his needs whereas an integrative approach signifies an adjustment of that individual to a given system. Nevertheless, many fundamental issues referring to an “inclusive” society with its promise of social justice remain unclear. If the “inclusion” debate is well established within education, the topic is however mostly approached in a generalist unspecific manner in other domains including guidance and career counselling. Furthermore, putting too big an emphasis on inclusion risks raising unrealistic expectations that are not or only partially achievable in the societies we live in. In our paper we aim to discuss these issues as well as present the results of a survey investigating concerns such as the basic attitudes of guidance and career counsellors to inclusion, their assessment of resources at their disposal, their training for inclusion, …
