Introduction. In the context of the polyethnic metropolises of the Russian Federation, the interaction between ethnic identity and the career-related orientations of young people assumes particular theoretical and practical significance. This is due to the intensification of intercultural contact and the shift towards a subject-centred approach to designing life and professional trajectories in early adulthood. Aim. The study aims to identify the structural components of ethnic identity and career orientations among contemporary youth residing in two polyethnic regions of Russia – St Petersburg and Kazan – and to analyse their variability in relation to individual psychological and sociocultural factors. Methodology and research methods. The empirical foundation of the study comprised a sample of 323 respondents aged 18 to 35 years. The diagnostic battery included the “Types of Ethnic Identity” inventory, the “Express Scale for Assessing Ethnic Identity Salience”, and the “Express Scale for Assessing Feelings Related to Ethnic Belonging”. Career orientations were measured using the “Career Crafting Assessment” questionnaire and the “Career Anchors Inventory”. Statistical data were analysed using factor analysis, correlation analysis, and comparative analysis. Results. The analysis confirms the multidimensional nature of ethnic identity as a construct comparable in complexity to the system of career orientations. Six factors integrating career and cultural value dimensions were identified within the empirical framework.
It was established that constructive (positive) forms of ethnic identity are positively associated with proactive and adaptive career behaviour strategies, whereas diffuse, ambivalent, or hypertrophied forms are linked to rigid and restricted patterns of professional self-determination. Scientific novelty. The structural profiles of ethnic identity and career orientations were systematically compared in a Russian sample drawn from two regions differing in ethnocultural context. Gender differences were evident, with women significantly more oriented towards prosocial and altruistic-service values in their careers, whereas men tended to focus on solving complex, non-trivial professional tasks. At the same time, ethnic identity may both reinforce fundamental gender patterns and act as a moderator of their substantive content. Practical significance. The findings refine and enhance existing theoretical models of professional development by incorporating cultural, ethnic, and gender dimensions. The results emphasise the necessity of implementing culturally sensitive approaches in career counselling practice, higher and further professional education programmes, and the human resources policies of organisations operating within multicultural environments