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Support needs and policy asks

RETAINING YOUNG PEOPLE

6 Support needs and policy asks

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MAKING YOUNG PEOPLE A VITAL PART OF EVERY WORKFORCE.

When looking at respondents’ characteristics, the following findings emerged (see separate Appendix for tables with full findings):

Size. There was a higher number of employers in small organisations that felt no support in particular would help them (31 per cent), compared to those in medium (26 per cent) and large organisations (18 per cent). They were also less likely to feel they’d benefit from practical guidance on employing young people (15 per cent) compared to medium (20 per cent) and large employers (22 per cent) and from advice to improve job attractiveness (11 per cent, 17 per cent, and 21 per cent).

Location. A higher rate of employers in Scotland found financial support useful (39 per cent), compared to other regions. Those in Wales were most likely to find practical guidance and toolkits useful (30 per cent), those in the East of England were least likely (13 per cent). Welsh respondents had the highest rate of those who found youth-specific business support useful (27 per cent), those in the East of England (12 per cent) and in Scotland (13 per cent) had the lowest.

Age. A higher rate of employers aged under 45 said advice to improve job attractiveness would be useful (22 per cent) compared to those above 45 (11 per cent). On the other hand, employers in the 45+ age range were more likely to feel nothing in particular would support them (23 per cent) compared to those under 45 (16 per cent). Across the board, the differences were starker between respondents aged under 35 and those aged over 55.

Hiring and retention support needs

In interviews, employers made suggestions regarding training provision and how the education system can be adapted to better prepare younger workers for entering the workplace, as well as calling for more support around health and wellbeing.

Changes in education

Many of the employers interviewed noted that they felt some of the young people that they hired were not yet ready for the workplace. Consequently, they suggested that education providers (schools, colleges and universities) had a role to play to ensure that younger

applicants are better prepared for the world of work, through providing careers guidance and education. It is worth noting that the Gatsby Benchmarks are fostering this in schools and further education courses, since they now have employability and work experience embedded and are showing signs of positive outcomes in the programme’s early rollout (Hanson et al.

2021). Similarly, universities are measured on employment outcomes so many have been motivated to improve their employability offer too. Nevertheless, data has found that higher

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BRIDGING THE GAP

MAKING YOUNG PEOPLE A VITAL PART OF EVERY WORKFORCE.

Some employers suggested that the university curriculum should be more practically focused, while others suggested that work-related experience or employability training should be provided as part of further and higher education. Some employers believed careers advice, support and guidance should be embedded throughout education and training. Both of these points resonate strongly with the findings from the research conducted with young people last year (Orlando, 2021).

Some employers also suggested that organisations have a role to play in ensuring that they are engaging with education providers, providing mentoring and work experience opportunities and giving talks/sharing experiences.

“Wonder if we are too centric on unis and degrees – if we go back to the 50s to 70s it was all about doing an apprenticeship and that was your route. UK aspiring to be a centre for technical excellence – education needs to reflect the current world. Need to equip younger

people through schooling to be better equipped and more realistic.”

Head of Organisational Resilience, Medical, England

“Russell Group universities are looking to prep people for further study rather than going into the workplace – there is lots to be done around

managing people’s expectations.”

HR Manager, HE, England

“Put kids in a company and then one or two days a week they would go to college and learn digital and employability skills. That would help them so much - even just the

basics about managing hours, opening a bank account, managing money, etc.

That type of scheme from government would really help.”

Project Manager, Retail, Scotland

Apprenticeship support

Employers in interviews suggested that the government needs to invest further in the apprenticeship provision and other forms of training that can be done on the job, to help address the issue of a lack of workplace and practical experience. This finding again resonates closely to the research carried out with young people who reported wanted more apprenticeship opportunities (Orlando, 2021). However, in cases where it was felt by employers that they offered a good quality apprenticeship programme, they often felt that there

remained difficulties recruiting young people from the local area to these roles. this, with the findings from the young person research, suggests more support at a local level could be valuable (eg with advertising support from the council).

“More needs to be done to convince employers to use apprenticeships a lot more to provide structure and support around career development. Still probably the traditional

view that apprenticeships are for younger people even though they no longer are now…

if it was a government scheme then yes there would be more legitimacy to it, difficult to do it as an organisation without seeming you’re giving preferential treatment to one

group over other.”

HR Manager, HE, England

“There is a gap in education process...

it’s about making sure individuals leave with the right skillsets.”

Head of Organisational Resilience, Medical, England

Apprenticeships were, however, considered to be an effective route to support retention since employers felt that those who engaged in apprenticeship schemes at a young age were more likely to remain loyal to the organisation. This led several to suggest that expanding support for employers to rollout larger numbers of apprenticeships in future would be beneficial. Nevertheless, it is worth noting managers who were not positioned within the HR function wanted to be more involved in the design and development of apprenticeships in their companies, to ensure these would provide the best possible experience for both sides.

Support for managing health conditions and wellbeing

As outlined in previous sections (see Chapter 4.1), employers acknowledged that younger employees were more likely to be more open about mental health conditions and disabilities.

This was also found in the research with younger workers who reported needing much greater support in this area (Orlando, 2021). Not all employers felt able to support for these needs and some were losing young workers as a consequence. For example, an employer working in a pharmaceutical firm noted lacking the knowledge of the adjustments that could be made in order to make the work accessible to workers with a range of disabilities.

“There are a lot of disabilities now – we need to accommodate them,

but as an individual I might not know how to do that. Now we have a lot of young people who have something – it can be really wide ranging, on paper we need to accommodate

everybody but in reality, we are not doing it – we don’t have the knowledge and experience. And some situations are so difficult, it’s impossible

no matter how willing you are.”

Finance Manager, Pharmaceuticals, Scotland

To improve retention, some suggested that further investment was needed into government-funded occupational health programmes, complemented by employers

improving or introducing in-house training for people with line management responsibilities to help further support these workers. Since the research with young people, the

cost-of-82

BRIDGING THE GAP

MAKING YOUNG PEOPLE A VITAL PART OF EVERY WORKFORCE.

“Not sure of what could help…the answer to that is difficult.”

HR Officer, Education, England

“Don’t know what support we need because I don’t know what we’re missing.”

Managing Director, Manufacturing, England

anything that could help. This suggests that not only do some employers feel that they are not in a position to better support younger people, but they are also not aware of the different mechanisms and institutions that would be best placed to help them provide better quality employment opportunities to younger workers.

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BRIDGING THE GAP

MAKING YOUNG PEOPLE A VITAL PART OF EVERY WORKFORCE.