Transcript Supported Employment

Supported Employment - The Bigger Picture
Professor Mike Danson, AcSS, FIED, FeRSA
University of the West of Scotland
+44 141 848 3936 t
07948 276398 m
[email protected]
Thursday 31 March 2011
Venue - 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 %
35
ratio %
30
25
SD
20
UN
15
ED
10
RT
5
0
SE
EN
SW
EM
WM YH
GL
region
SC
NW
WA
NE
NI
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
Work
Tight Labour 20K
Market
(JSA)
Recession
100K
L.T.U,
Drugs,
Alcohol,
Literacy,
Mental
Health,
Etc
Low
Key
100K
JSA
Other Benefits
(eg Incapacity
Benefit)
Job Ready
High
Themes of presentation
Labour market does not create fair and equal access to jobs, etc. Why?
• employability issues; market failures
• discrimination
Rationale 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
queue
What?
• ALMPs/ Supported Employment
How?
• 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
Literacy
Numeracy
Language Skills
Communication
Problem solving
Team working
Ability to use IT
Application of a number
Ability to improve
Ethics & values
Society
Business
Reasoning
Ability to schedule
Diagnosis
Personal management
Sequencing operations
Basic Skills
Key Skills
Generic
Skills
Understanding
Personal
Attributes
General Skills
Technical Skills
Employment Experience
Occupational Skills
Vocational
Skills
Confidence
Motivation/inclination to work
Flexibility & adaptability
Generic Skills
Leadership
Judgement
Personal
Qualities
(1)
Factors Affecting Employability
Self awareness
Career Management
& Searching Skills
Opportunity awareness
Decision making skills
Transition skills
Presentation of CV
Managing the
Labour Market
Qualifications possessed
Presentation
References/testimonies
Work experience/track record
Interview technique
Adaptability to labour market
Strategic
Approach
Realistic about opportunities
Occupational mobility
Geographical mobility
(2)
Factors Affecting Employability
(Perceived)Wage Levels
Labour market factors
Labour market regulation
Benefit & tax credit levels
Job matching processes
Structural
Aspects
Wider infrastructure
Recruitment & selection procedures
Employer
behaviour
Identification & articulation of needs
Specific nature of skills required
Direct & indirect discrimination
Training & development strategies
(3)
Factors Affecting Employability
Transport & accessibility
Child care
Homelessness
Physical & mental health
Physical
restrictions
Management of finances & debt
Personal
Circumstances
Understanding of benefit system
Family circumstances
Peer group & wider community
Employer's attitudes
Social
barriers
(4)
Factors Affecting Employability
Literacy
Numeracy
Language Skills
Communication
Problem solving
Team working
Ability to use IT
Application of a number
Ability to improve
Ethics & values
Society
Business
Reasoning
Ability to schedule
Diagnosis
Personal management
Sequencing operations
Supply
Basic Skills
Individual
Generic
Skills
& Searching Skills
Self awareness
Opportunity awareness
Decision making skills
Transition skills
Understanding
Presentation of CV
Personal
Attributes
General Skills
The knowledge & skills
an individual possesses
& their attitudes
Technical Skills
Vocational
Skills
Employment Experience
Occupational Skills
Confidence
Motivation/inclination to work
Flexibility & adaptability
Generic Skills
Personal
Qualities
Leadership
Judgement
Managing the
Labour Market
Qualifications possessed
Presentation
References/testimonies
The way personal
attributes are presented
in the labour market
Work experience/track record
Interview technique
Adaptability to labour market
Realistic about opportunities
Strategic
Approach
Occupational mobility
Geographical mobility
EMPLOYABILITY
(Perceived)Wage Levels
Transport & accessibility
The environmental
The economic context
& social context within
within which
Personal
Structural
which work is soughtCircumstances
work
is sought
Aspects
Labour market factors
Child care
Demand
Wider
context
Career Management
Key Skills
Homelessness
Physical & mental health
Physical
restrictions
Labour market regulation
Benefit & tax credit levels
Management of finances & debt
Job matching processes
Understanding of benefit system
Wider infrastructure
Recruitment & selection procedures
Family circumstances
Peer group & wider community
Employer's attitudes
Social
barriers
Employer
behaviour
Identification & articulation of needs
Specific nature of skills required
Direct & indirect discrimination
Training & development strategies
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
All Working
Some Working
Workless
no qualifications,
sickness/ disability or
lone parent
43%
68%
85%
No problems
57%
32%
15%
All households
100%
100%
100%
All Working
Some Working
Workless
no qualifications,
sickness/ disability or
lone parent
43%
28%
29%
No problems
75%
18%
7%
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 Plus
Scottish progress towards employability framework Workforce Plus
Recognition 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
2007-2013
Programme 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