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European Year for Combating Poverty and Exclusion 2010
Northumberland Focus Day: Access to Jobs
Alison BaxterFinancial Inclusion Champion
Northumberland, Tyne and Wear
Department for Work and Pensions Financial Inclusion
Champions
The UK challenges
• Child Poverty – 2.9 million children living in relative poverty in the UK
• Working Age – active intervention is key to the UK employment strategy
• Socially excluded adults – Social Exclusion Task Force focusing on problems of severe deprivation
• Older people – the population of the UK is ageing
Poverty and Exclusion
• Poverty still remains reality for many in UK today
• Relative rather than absolute poverty is witnessed
• EY2010 opportunity assess progress and give a voice to
people experiencing poverty
The UK objectives for EY 2010
• Raise awareness of the causes, prevalence and consequences of poverty
• Promote and facilitate the engagement and participation of a broad range of stakeholders
• Ensure a lasting legacy
Successful Proposals
Regional activity – North East
One North East supporting 5 Local Focus Days covering:
• Financial Inclusion
• Children, Young People and Families
• Decent Housing
• Combating Discrimination
• Access to Jobs
Access to Jobs - Linking the Local Focus Days• Financial Inclusion
Exclusion creates barriers to entering the labour market
• Children, Young People and Families
Greater risk of child poverty in households where no-one works
• Decent Housing
Impact of unemployment on housing standards and repossession
• Combating Discrimination
Some groups may find it difficult to enter labour market due to discrimination
Access to Jobs
• Why is this important in EY2010?
• What can you do to ensure your service users have access to jobs?
• Who are your partners across public/private/third sectors?
2010 Social Inclusion Regional Group
Woodhorn Colliery Museum
Elizabeth Robson
Skills & Employment Analyst
Worklessness
Worklessness as a concept is useful as it describes a broader based phenomenon than either unemployment or economic inactivity and focuses attention on the need to raise employment/economic activity rates rather than reducing unemployment
Unemployment levels have declined over the last decade and policy makers had begun to focus attention on the problem of worklessness which is still high across all European countries)
Worklessness affects certain groups disproportionately: males, no or low qualifications, former manufacturing workers, some ethnic groups, lone parents, those with multiple disadvantages, (disadvantages that include spatial dimensions which may be at street, neighbourhood, town, city, region or even country level
Figures show over eight million people in the UK are classified as economically inactive
The health of the economy affects worklessness rates and will impact negatively on those groups most likely to experience worklessness.
Economy
Largest post-war fall in output? with unemployment rise lower?
Labour market – impact of recession
Historically high levels of employment
Employment has remained relatively buoyant, but there is anecdotal evidence that this is partially because of people accepting reduced hours
Employment is traditionally a lagging indicator – a trend likely to be compounded by reduced hour working
This recession has sped up the process of economic restructuring
And impacted heavily on youth unemployment
Impact of recession – sub-regional differences
Unemployment change by district
Unemployment in European Countries Source: Eurostat 2009
Economic Status of the Working Age Population North East & UK January to December 2004
Economic Status of the Working Age Population North East & UK January to December 2004
74%
64%
6%
4%
26%
6%
1%
6%
20%
25%
5%
30%
78%
65%
9%
4%
22%
5%
1%
5%
17%
21%
4%
25%
0% 30% 60% 90%
Economically Active
Employee
Self Employed
Unemployed/Gov Scheme
Economically Inactive
Economically Inactive - w ants a job
Wants a job- seeking w ork
Wants a job- not seeking w ork
Economically Inactive - does not w ant a job
"Economic Inactivity" - i.e. not seeking w ork
"Unemployed" - i.e. seeking w ork
"Worklessness" - i.e. total not in w ork
North East UK
Source: Labour Force Survey/ Annual Population
Economic Status of the Working Age Population 09/10
Economic Status of the Working Age Population North East & UK April 2009 to March 2010
73%
59%
6%
7%
27%
1%
6%
20%
7%
26%
8%
34%
76%
61%
9%
6%
24%
1%
5%
18%
6%
23%
7%
30%
0% 30% 60% 90%
Economic activity rate - aged 16-64
% aged 16-64 who are employees
% aged 16-64 who are self employed
Unemployment rate - aged 16-64
% who are economically inactive - aged16-64
Economically inactive - Wants job &Seeking
Economically inactive - Wants job & notSeeking
% aged 16-64 who are economicallyinactive - do not want a job
% aged 16-64 who are economicallyinactive - want a job
Total Not seeking - "Economic Inactivity"
"Unemployed" - I.e. seeking work
"Worklessness"
North East 76%
Source: Labour Force Survey/ Annual
Population Survey
Employment Rates in SIRG Countries
SIRG Group Employment Rate Male
75.8
73.2
71
73.8
67
80.9
79.6
83.2
83.1
0 10 20 30 40 50 60 70 80 90
EU 27 Countries
Belgium
Spain
Italy
Hungary
Sweden
United Kingdom
Iceland
Norway
Source data: Eurostat
SIRG Group Male Employment Rates
SIRG Group Employment Rate Male
75.8
73.2
71
73.8
67
80.9
79.6
83.2
83.1
0 10 20 30 40 50 60 70 80 90
EU 27 Countries
Belgium
Spain
Italy
Hungary
Sweden
United Kingdom
Iceland
Norway
Source data: Eurostat
SIRG Group Female Employment Rates
SIRG Group Employment Rate Female
62.5
61
56.3
49.7
54.4
75.7
68.2
77.8
77.9
0 10 20 30 40 50 60 70 80 90
EU 27 Countries
Belgium
Spain
Italy
Hungary
Sweden
United Kingdom
Iceland
Norway
Source data: Eurostat
73.2
77.0
75.2
69.269.8
70.8
67.0
74.8
78.177.3
69.4
70.5
72.0
60.0
62.0
64.0
66.0
68.0
70.0
72.0
74.0
76.0
78.0
80.0
UK Ea EM Lon NE NW NI Sc SE SW Wa WM YH
Employment Rates in the UK
Net New Demand by MOG, North East, 2007-2017
-20
-10
0
10
20
30
40
50
60
70
80
MOG 1 MOG 2 MOG 3 MOG 4 MOG 5 MOG 6 MOG 7 MOG 8 MOG 9
000s
Expansion Demand Replacement Demand
Labour market – future trends
Determinants of Future Growth
Globalisation
Demographic Change
Low Carbon
New Technologies
Partnership and Collaboration;
The Tyne and Wear City Region Response
Shona Duncan
Tyne and Wear City Region
Tyne and Wear City RegionWhat is it?
• Functional economic area, consider travel to work and learn patterns
• 7 Local Authority areas: Northumberland, Durham, Sunderland, Newcastle, Gateshead, South and North Tyneside
• Disregard administrative Boundaries
DWP Pathfinder, 2006:• Improve and increase partnership working• Simplify the employer support• Clarify and increase consistency of individual offer
Tyne and Wear City RegionWhat have WE done?
• Informed MAA –employment and skills theme• DWP point of contact-influenced policy, local success• Strong local voice-national, regional and European• Influenced REF, Skills priorities• Planned service delivery together• Considered duplication• Hanlon-client MIS• Joined up provider services• Secured joint funding
Collaborative workingWhy?
• Stronger voice-greater influence-impact
• Sharing good practise
• Knowledge and experience
• Create innovation
• Challenging times-support, solutions and success
• Reduced funding-efficiencies
Collaborative workingHow?
• Think of the “customer”• Networking• Volunteer• Support• Offer solutions• Recognise and accept specialisms• Share targets and performance• Reduce bureaucracy
A thought! Partnership working
We all; individually, organisationally and jointly in the employment and skills agenda face challenging times. If you shared your key challenge with the person next to you, you just might:
• Influence others to provide the solution• Raise awareness that many people might have the
same issue and collectively address it• Support the person/ organisation to feel they can
resolve and are not alone• Get the solution
Remember:
“None of us is as strong as all of us”
Engaging People in Their CommunitiesThe role of the Voluntary & Community Sector
The Voluntary & Community Sector
permeates the fabric of life in our
region.
It promotes...
social capital.
a feeling of belonging.
and it massively contributes to the distinctiveness of life.
The sector...
provides services driven by community needs.
makes a significant contribution to the North East’s economy.
long track record of tackling important issues in highly responsive and flexible ways.
is made up of a diversity if user-led independent groups and organisations which engender strong feeling of ownership and trust.
Tackling Poverty & Social ExclusionWhy is the sector important?
We are...
able to engage effectively and efficiently with local communities.
important providers of support and advice to those furthest from the job market.
able to prioritise those who are most disadvantaged.
often on the cutting edge of social change.
Our principles
A chance to work for all.
Nobody written off; nobody left behind.
Reaching the most excluded.
Need to break cycles of disadvantage and deprivation that transmit through families and generations and still exist within neighbourhoods.
Support is available for everyone who needs it.
...continued
Tailored support to empower local institutions to develop solutions and give freedom to innovate and flexibility to work together.
Helping people to be in control of their own lives and take personal responsibility for making the most of opportunities through supported pathways to work.
Ending child poverty.
Closer integration of employment and skills provision.
Recognition of the intensive support requirements of long term benefit recipients.
EngagementAddressing the needs
The VCS has the local intelligence and knowledge to
know what can and can’t work.
The Regional Employability Framework
The North East Voluntary & Community Sector
Engagement ActionPlanning
Employability Services
JobPlacement
Aftercare& Retention
Working in PartnershipThe key to future success
It is now accepted by all, including all
major political parties, that the
VCS is an essential component to the successful delivery
of agreed public outcomes.
We know that partnership:
Makes for better decisions by providing a grassroots barometer of communities and their circumstances.
Maximises social gain through voluntary effort.
The sector’s input is valuable in its own right.
...continued
Valuing the 3 Ds - dissent, difference and diversity.
Not distributing profits often puts the sector at a competitive advantage.
The sectors raison d’être is to respond to its users and beneficiaries and take account of their changing needs.
...continued further
The sector makes scarce resources go further.
If the best services are to be purchased (via tender arrangements) then a common commissioning framework must take account of social and environmental gains.
In Northumberland good relationships and partnerships
that have been built over the years
between the public sector and the VCS
must not and should not be lost.
www.northumberland.gov.uk
Copyright 2009 Northumberland County Council
Social Inclusion Regional Group Access To Job Event
Removing Barriers to Employment An Advisors Perspective
Beckie Smart & Roger Stephenson
www.northumberland.gov.uk
Copyright 2009 Northumberland County Council
The Work Of An Advisor
• What we do!
• Client Registrations – Identifying & recording client barriers to work• Action Planning – Tailored to the individual client• Regular Caseload Appointments – Dictated by clients needs• Signposting To Partner & Other Organisations for further help
• NEWS Team
• A County wide service aiming to reduce the number of mainstream benefit claimants particularly in the most deprived lower super output areas
www.northumberland.gov.uk
Copyright 2009 Northumberland County Council
Physical Disability English as a 2nd language
Mental Health Issue Ex Offenders
Other Health Issue Drug/Alcohol Misuse
People made redundant Learning Disabilities
People with low basic skillsPeople In or Leaving Care
Lone Parents 50 years +
Homeless people Ethnic Minority Group
People facing redundancy Young people who are NEET
Migrant labour (e.g. Polish)Labour marker returners
Asylum Seekers Carers
Refugees
Who Needs Support?
www.northumberland.gov.uk
Copyright 2009 Northumberland County Council
The Range Of Barriers To work• Ill health, both physical and mental health issues • Lone parent (Childcare issues, not enough money or support)• Young people who are NEET (Not in Employment, Education or Training) lack skills/experience, travel issues, etc)• No transport or poor transport links to work• ESOL• Ex-offenders/gap in employment• Homelessness and other housing issues• Low level skills and qualifications• Low self esteem and confidence• Lack of knowledge/awareness of help available• Debt and money issues• Earnings gap between welfare and work (coming off benefits, no safety net)
Overcoming the barriers:
www.northumberland.gov.uk
Copyright 2009 Northumberland County Council
Example Of The Support Process
From a registration an action plan is created...
Client has health problems and in receipt of Incapacity Benefit
Remove barrier
Referral into specialist organisation assistance (Shaw Trust | A4E | Pinetree Trust )
Client offered follow up caseload interview
Remove Barrier
Funding available
IWLE
Workwear/Clothing
Travel to work
Training courses
Licenses/tickets
Childcare costs
Tools/Equipment
www.northumberland.gov.uk
Copyright 2009 Northumberland County Council
What We Offer....
• One to one interviews & Resource Centre facilities • Flexibility of support• A relaxed informal atmosphere• A seamless journey from registration through action plan targets • Expert Information Advice and Guidance • Locations at the heart of the community• An individual service to remove individuals barriers • Strong links with post employment support• Excellent links with partner organisations• Support to remove financial barriers to work (tools, work clothes,
travel costs etc.)
www.northumberland.gov.uk
Copyright 2009 Northumberland County Council
The result of NEWS support
The items shown in the pictures funded by NEWS are the Gazebo, Tables & Chairs!As a result of NEWS help, this client moved from claiming welfare benefits for 15 years & into employment! The funding certainly helped, but it constituted only a small part of the help & support NEWS offered!
www.northumberland.gov.uk
Copyright 2009 Northumberland County Council
Summary
• There is no ‘typical’ workless person
• Support needs to be tailored ….
• Partnership is key ……
• What can be achieved ……..
www.northumberland.gov.uk
Copyright 2009 Northumberland County Council
NEWS Contact Details
Telephone - 01670 542082
Freephone - 0800 3895990
Northumberland Employability & Work Service
Stephen Eltringham Diane Lawson
Director Property HR Manager
& Estate Services
European Year 2010
Social Inclusion Regional Group - Access to Jobs Event
Social Inclusion & Corporate Partnerships Introduction
•Bernicia Group & J Sainsbury plc - social providers of basic commodities (Social housing & domestic retail needs)
•Our businesses function at the heart of local communities providing for and meeting the needs of tenants, customers and regional/national stakeholders
•Our businesses are influenced by the choices and decisions made, and the experiences of our customers when they select and utilise our products and services
•The strategic direction of our businesses are influenced by our Corporate Social Responsibilities.
Corporate Strategy & Social responsibilitySocial Housing• Our vision – Making the difference• Recognition of the impact that the housing environment has on
aspirations , health and well being• Create sustainable & thriving communities
– Requires physical improvements, underpinned by;– High quality services and – Social regeneration; building community confidence, influence
and aspirations• Develop customer values of aspiration, ownership and pride
through inclusion & involvement• Encourage involvement through training , support and delivering
outputs important to customers - excellent products & services• Delivers wider regeneration of socially deprived areas
Corporate Strategy & Social responsibilityUK Food Retailer • Our vision – To provide local jobs for local people as our stores
are at the heart of the communities we serve
• To support Long term unemployed back into workplace
• To help deliver A Great Place To work:
– Through training and development our colleagues will gain new skills knowledge to deliver excellent customer service standards.
– To support colleagues to gain nationally recognised qualification relevant to the sector
• To provide a great place to shine through colleague aspirations and recognising colleagues future succession
Corporate Strategy
Pre-apprentices / trainees & Strategic fit
• Follows 2 strategic routes:
1. Wider physical and social regeneration of local areas
• Physical improvements in homes and neighbourhoods • Social inclusion and resident/customer involvement• Sustainable communities and neighbourhoods
2. Business/service delivery
• Staff investment• Succession planning• Customer excellence
Benefits of the pre-apprentice/training programme
1. Social considerations (background)• Majority of trainees live on our estates and within catchment areas• Possess local knowledge/aware of social issues in local environment• Live in families with long-term culture of worklessness/social deprivation• Low personal esteem/aspirations/education
2. Strategic outcomes (social impact/inclusion)• Insight into local issues to shape and deliver services• Breaks cycle of worklessness, develops attitude of pride in delivery of
services to local people/area and desire to protect domestic environment (home & estate)
• Raises aspirations, begins cultural change (long-term generational benefits –breaks cycle of family unemployment)
• Positive attitude (self perpetuating) with immediate social circle generating perceptions of social improvement and sustainability
• Re-educates and trains – provides key social, academic and technical skills• Micro level economic benefit to local area (salaries earned in local areas
typically stay within the local economic area)
Benefits of the pre-apprentice/training programme
3. Strategic outcomes (service delivery)
• Positive form of recruitment – allows both parties to test attitude and aptitude for service/industry requirements
• Unsuccessful candidates can refocus attention to other industries/training avenues
• Continuation of business skills and employment succession
• Local trainees delivering to local people – often on the estates where they live
• Local knowledge channelled correctly benefits delivery of services and products
• Greater pride in service delivery to local people • Business can shape trainees to deliver excellent
services to their own environment
Benefits of the pre-apprentice/training programme
3. Strategic outcomes (Service delivery cont’)
• Enhanced reputational image within the community increasing the customer base and volume of sales.
• Colleagues recruited through this process feel valued, are happy, have increased self confidence and motivation leading to:
- organisational commitment
- increased sales/sustainability through customer satisfaction
- reduced staff turnover and recruitment costs.
Corporate & Social outcome:• Improve social, physical, environmental and economic
regeneration and well being of our communities• Social regeneration helps to protect investment made in the
physical fabric of estates • Employment of local people helps to change aspirations in their
own local communities • Organic business growth – investment in local people to change
their environment via the delivery of services from a local company
• Effective succession planning to sustain employment and service provision
• Customer retention, reputational development, sustained/increased sales
• Economic benefit to local business and services
Conclusion
THANK YOU
Post Employment SupportPost Employment Support
Need for Post Employment SupportNeed for Post Employment Support
Managing Expectations (advocacy)Managing Expectations (advocacy) Increased ProductivityIncreased Productivity Maximise the development of Maximise the development of
employability skillsemployability skills Reduce economic and social affects of Reduce economic and social affects of
unemployment in households and unemployment in households and communitiescommunities
Increased skill levels within the workforceIncreased skill levels within the workforce
Sustainability & ProgressionSustainability & Progression Issues of sustaining employmentIssues of sustaining employment Preventative & support measures to help ensure Preventative & support measures to help ensure
job retentionjob retention
Barriers to progressionBarriers to progression Key features needed to progress in employmentKey features needed to progress in employment
Ensuring continued progressionEnsuring continued progression Support to ensure continued employment & Support to ensure continued employment &
skills progression for long-term employabilityskills progression for long-term employability
Supporting People In Work Health, Work and Well-being
•Health Issues •Emotional Issues•Financial Awareness•Change of Priorities•Skills Training
The role of trade unions in the workplace
Improving employment law
Working for fairness
High performing workplaces
Boosting workplace skills
Want to find out more?
www.worksmart.org.uk