Post on 06-Jan-2016
description
Quality Flexible WorkA model for a modern labour market
London Skills and Employment Convention May 2012
Who we are
• Careers Advice and Support: 1000 low income parents per year
• Recruitment Services: Timewise Jobs and Timewise Recruitment
• Research and Policy
• Social enterprise model
• Some numbers….32,000 jobseekers, 4200 employers, 4641 supported, 1560 workless parents into work
Why part time matters for London
• 8m work part time nationally. 6.6m choose to
• LESS part time jobs in London than rest of UK
• LOW VALUE. Half PT workers earn less LLW
• Part time pay penalty: 48% of mothers on low to middle incomes downgrade.
Impact• Maternal and family poverty: squeezes out lower skilled mothers • In work poverty: making part time work pay. Childcare. • Employment gap with Uk for lone parents 11% ( 33,000 mothers)
Role of employment and skills providers• Universal Credit…..generating mini jobs? • ESF troubled families. Assess family income. Potential second earners key
The London part time vacancy market
• Research to understand nature of recruitment market and how to stimulate
• Existing and potential demand from employers for quality part time roles
• Explore possible ways of encouraging growth
• Interviews with 1000 employers
• Quality: £20k FTE. GEO definition. approx £11 per hour, compared to £9.64 average part time pay for women in London
Research findings
Snapshot of current vacancies
55%
20%
77% full time
23% part time
Huge skill/pay divide
• Corresponding stigma: ‘part time not appropriate at more senior levels’
55%
20%
55% f/t £20k+
20% p/t <£20k
22% f/t <£20k
3% p/t £20k+
Not just a women’s issue
Of p/t staff who previously worked f/t:
Why the resistance?
Key determinants- why resist?
Senior management mindset• 9% of businesses where p/t recruitment hasn’t occurred yet
have an official policy always to recruit new staff on a full time
basis • 52% of such businesses have an ‘unofficial preference’ to
recruit only full time
Operational imperatives of the business • Part time and client facing?
Mindset is hard to shift
Employer mindset
• Part time seen as retention not recruitment tool…to attract staff
• Almost ½ of their part time employees started work full time…..so there was never a part time vacancy in the first place
• When part time employees leave, employers are just as likely NOT to replace the role as to recruit another part time post……more accommodated than embraced?
• Confusion about the pros and cons of part time recruitment ….. top 3 reasons to hire PT also top 3 reasons NOT to hire PT
Advantages• Flexibility• Cost efficiency • Employee commitment
Disadvantages• Inflexibility• Cost concerns • Lack of commitment
Influencing employers hiring decisions
What employers tell us
• The first time hurdle…• Employers who HAVE recruited are positive. Negative
perceptions predominently with those who havent
• BUT employers don’t perceive a business need to think differently
3 things that would change thinking…..• hard evidence demonstrating business benefits • 30% want practical help in designing part time roles • 46% would consider offering better quality PT roles IF presented
with a visible candidate pool.
What works
• WLU employer engagement pilot. 18 months. Trust for London• Stimulate demand for quality part time jobs from employers• Match jobs to low income mothers
Achievements to date ( 3 mths to go)• Job design helpdesk in partnership with CIPD • 100 employers supported to re-think how they design and recruit• Estimate 20% proceeded to generate roles• 132 low income clients ( under £20k household income) access
intensive job brokerage support• 48% into work• Average £156 pw better off in work after childcare costs• Earnings averaging £12ph.• Influence mayoral campaign. 20,000 part time jobs pledge
Implications for policy and practice
• More understanding of part time vacancy market: ONS no data
• Move from work-first to employer-first model• Influence employers hiring decisions…champion business benefits• Provide practical support• Access to wider candidate pool
HOW?
• Employment and skills market: Investment in employer facing interventions….long term savings. BIS and DWP
• Recruitment agency model: employer revenues. More for less.
• A world beyond JCP….? Candidates attract employers
Women Like Us: training programme in part time job creation for employer engagement teams