Thursday 31 March 2011 Venue - Macdonald Cardrona Hotel, Peebles
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Transcript of Thursday 31 March 2011 Venue - Macdonald Cardrona Hotel, Peebles
Supported Employment - The Bigger Picture
Professor Mike Danson, AcSS, FIED, FeRSAUniversity of the West of Scotland
+44 141 848 3936 t07948 276398 m
Thursday 31 March 2011Venue - Macdonald Cardrona Hotel, Peebles
Getting the Measure of Employability: Some Evidence from Male Non-employment across the UK Regions, Michael Anyadike-Danes NIERC, Belfast, September 2002.
Components of Male Non-Employment by Region, ratio to Working Age Population, stacked, 1995-2001 av %
0
5
10
15
20
25
30
35
SE EN SW EM WM YH GL SC NW WA NE NI
region
ratio
%
SDUNEDRT
Now and future
• Higher inactivity• North – South divide• Public cuts everywhere, private growth in south
east• Capacity to support SUSE client groups reduced• LAs , NDPBs, VCS, private ... as employers,
support agencies, specialist skills, • Growth dominates• Changes to benefit system
Unemployed
100K
L.T.U,Drugs,Alcohol,Literacy,MentalHealth,Etc
Work
Job Ready HighLow
Recession
Key
JSA
Other Benefits (eg IncapacityBenefit)
100K
Tight Labour Market
20K(JSA)
Themes of presentationLabour market does not create fair and equal access to jobs, etc. Why?• employability issues; market failures • discriminationRationale for intervention: • varied and so need range of health, employment and development agencies• legislative (reserved powers)Who?• young & old, NEET, SUSE, EQUAL and other disadvantaged groups but long queueWhat?• ALMPs/ Supported EmploymentHow?• Employability Framework and Fora; Supported Employment Framework for
Scotland but sustainable funding, partnerships, priorities
Supported Employment Framework for Scotland
• Raise awareness about the contribution supported employment can make to economic growth, to employment, to social inclusion and to the health and wellbeing of disabled people.
• Ensure that supported employment is seen by local authorities and their partners as a valued and integral part of local mainstream employment services.
• Help agencies work together to make sure that individuals are not caught in a 'training cycle' but make the transition from training to paid employment.
Factors Affecting Employability (1)
PersonalAttributes
G enericSk ills
Em ploym ent Experience
Technical Skills
Occupational Skills
Judgem ent
Motivation/inclination to work
Leadership
Flexibility & adaptability
Confidence
G eneric Skills
VocationalSk ills
PersonalQ ualities
Understanding
Key Skills
Basic Skills
General Skills
LiteracyNum eracy
Language SkillsCom m unicationProblem solving
Team workingAbility to use IT
Application of a num berAbility to im prove
Ethics & valuesSociety
Business
Sequencing operationsPersonal m anagem ent
Ability to scheduleDiagnosis
Reasoning
Managing theLabour Market
C areer M anagem ent& Search ing Sk ills
Self awareness
Transition skills
Presentation
Presentation of CV
Qualifications possessed
References/testim onies
W ork experience/track record
Interview technique
Strateg icApproach
Adaptability to labour m arket
Geographical m obility
Realistic about opportunities
Occupational m obility
Opportunity awareness
Decision m aking skills
Factors Affecting Employability (2)
Factors Affecting Employability (3)
Labour m arket factors
Labour m arket regu lation
Benefit & tax credit leve ls
Job m atch ing processes
W ider in frastructure
(Perce ived)W age Leve ls
StructuralAspects
Recruitm ent & selection procedures
Identification & articulation of needs
Specific nature of skills required
Direct & indirect discrim ination
Training & developm ent strategies
Em ployerbehaviour
Factors Affecting Employability (4)
PersonalCircumstances
Fam ily circum stances
Peer group & wider com m unity
Em ployer's attitudes
Transport & accessibility
Child care
Managem ent of finances & debt
Understanding of benefit system
Socia lbarrie rs
Physica lrestric tions
Hom elessness
Physical & m ental health
Factors Affecting Employability
PersonalAttributes
G enericSk ills
Em ploym ent Experience
Technical Sk ills
Occupational Skills
Judgem ent
Motivation/inclination to work
Leadership
Flexibility & adaptability
Confidence
Generic Skills
V ocationa lS k ills
PersonalQ ualities
Understanding
Key Skills
Basic Skills
General Skills
L iteracyNum eracy
Language S killsCom m unicationProblem solving
Team workingAbility to use IT
Application of a num berAbility to im prove
Ethics & valuesSociety
Business
Sequencing operationsP ersonal m anagem ent
Ab ility to scheduleD iagnosis
ReasoningManaging theLabour Market
C areer M anagem ent& S earching S k ills
Self awareness
Transition sk ills
Presenta tion
Presentation of CV
Qualif ications possessed
References/testim onies
W ork experience/track record
Inte rview technique
S tra tegicA pproach
Adaptability to labour m arket
Geographical m obility
Realis tic about opportunities
Occupational m obility
Opportunity awareness
Decis ion m aking skills
PersonalCircum stances
Fam ily circum stances
Peer group & wider com m unity
Em ployer's attitudes
Transport & accessibility
Child care
Managem ent of finances & debt
Understanding of benefit system
Socialbarrie rs
P hys icalrestric tions
Hom elessness
Physical & m ental health
Labour m arket factors
Labour m arket regu la tion
Benefit & tax c red it leve ls
Job m atch ing processes
W ider in fras truc ture
(P erceived)W age Levels
StructuralAspects
Recruitm ent & selection procedures
Identification & articulation of needs
Specific nature of skills required
Direct & indirect d iscrim ination
Train ing & developm ent s trategies
Em ployerbehaviour
EMPLOYABILITY
The knowledge & skills an individual possesses & their attitudes
The way personal attributes are presentedin the labour market
The environmental& social context withinwhich work is sought
The economic contextwithin which work is sought
Individual Wider context
Supply
Demand
Navigation through the labour market and life?
• Increasingly complex labour market• Cuts mean fewer advisors, support agencies ,
but welfare ‘reform’ put huge pressure on services, staff and agents to process S&D
• New jobs, sheltered or supported jobs, ...• Barriers to retention, entry and sustainable
employment
Barriers to Employment
Supply side• unemployment incapacity benefit • incapacitated for work during their working lives
(priority?)• reduced attachment to the labour market • barriers to re-engagement (Glasgow Challenge, 2003)• “soft” skills e.g. customer handling, oral communication,
team working and problem solving skills as the most difficult to source (Future Skills Scotland, 2002)
Demand side• discrimination and lack of training opportunities
Barriers to Employability
• low personal confidence and self esteem;
• low motivation;• a lack of job related skills;• poor communication skills; and• a lack of qualifications.
CHARACTERISTICS OF WORKLESS HOUSEHOLDS • lone parent or a single adult• lacking qualifications• having a long term illness or disability• having a partner who is unemployed or inactive
• Job poor and job rich households • Men and women increasingly similar • Growth ~ the secondary labour market
CONCENTRATION OF PROBLEMS • Sickness & disability• Lone parents• Low skills or lack of qualifications• Carers• Social housing ~ labour and housing market
interactions• Social exclusion
no qualifications, sickness/ disability or
lone parent 43% 68% 85%
No problems 57% 32% 15%
All Working Some Working Workless
no qualifications, sickness/ disability or lone parent
43% 28% 29%
No problems 75% 18% 7%
All Working Some Working Workless
All households 100% 100% 100%
All households 57% 24% 19%
Active Labour Market Projects
More than half also help with overcoming:
• learning difficulties (although these are not that widespread);
• child and other caring responsibilities, transport and money difficulties.
and
About a third deal with problems with:
• criminal records;• substance misuse;• homelessness/accommodation• mental and physical health and disabilities.
Workforce PlusScottish progress towards employability framework
- Workforce PlusRecognition of significant spend in system in siloes• Recognition that historic spend skewed towards
skills training• Need for relatively greater investment in
engagement, assessment, soft skills and aftercare• Recognition that problem concentrated in key
areas
Structural Funds: Lowland and Upland Scotland
2007-2013Programme Objectives ~ The strategic vision of the
ESF Programme operates through three sets of Objectives, addressing market failures in the following areas:
• 1. Progressing into Employment• 2. Progressing through Employment• 3. Improving access to Lifelong Learning
Target groups: Unemployed/inactive people with mental health problems, long-term illness, disabilities or learning difficulties
EQUAL in Scotland
• Theme A: improving access to open labour market for disadvantaged groups
• Three partnerships in Scotland: EQUAL Access, ReFocus and Equal Employability
Summary across Strategies
• Stress on partnership, joined-up implementation and local ownership, greater share of investment in
• engaging and supporting clients, greater investment in hardest to help, developing soft skills, joining up with local services, sustaining progression/aftercare
How?• Know how and Know-how• Resources? Public expenditure cuts, ESF
reducing, charitable foundations struggling, ...• LAs, public sector, VCS = all affected by massive
cuts, efficiency savings, need to show vfm, ...• Changed roles = enabler (LAs, NHS, ...?), focused
(SE/HIE) , and enforcer (DWP) • VCS = contracting out and assert disposal
opportunities but reduced resources and capacities
Summary: Very difficult times• Greater individual need and government demand for
disadvantaged to be in work• Cuts and slow growth mean fewer posts and less protection for
SUSE client groups• Greater competition for any and all jobs• Know how, what, when and why to intervene• Resources and support means being dismantled• Return to fundamentals: procurement and contract policies,
living wage, LAs, NHS, Government, NDPBs, public sector, private employers, VCS
• Reserved powers and creative strategies