European Year for Combating Poverty and Exclusion 2010 Northumberland Focus Day: Access to Jobs

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


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


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

Any questions?

[email protected]

(0191) 2296623

mailto:[email protected]

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”

Thank you

Contact details:

Shona Duncan

[email protected]

0191 643 6065

mailto:[email protected]

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



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



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?



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:



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



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.)



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!



Summary

• There is no ‘typical’ workless person

• Support needs to be tailored ….

• Partnership is key ……

• What can be achieved ……..



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)


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


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

Documents

European Year for Combating Poverty and Exclusion 2010 Northumberland Focus Day: Access to Jobs