Creating employment and widening participation amongst young people

It was clear from the passionate and wide-ranging discussion that there is a huge amount of enthusiasm from all corners to support disadvantaged young people in raising their aspirations, with lots of fantastic initiatives already underway. However, the debate also highlighted numerous areas where stakeholders can work together more closely to build on current approaches, to ensure that these efforts are truly making an impact where it matters. Here we summarise some of the key themes and issues raised:

Practical and inspiring opportunities

Kicking off the discussion, Andy Burnham stressed that harnessing the talents of all young people demands a grassroots and practical approach, providing a local structure for those who can’t or don’t wish to pursue a university education. As such, the Greater Manchester Combined Authority is set to launch a “UCAS-style” portal to connect young people with technical courses and apprenticeships, along with mentoring, work shadowing and other career opportunities.

By offering a framework around these alternative options, the portal aims to facilitate longer-term relationships between employers and young people, and therefore boost overall success - for example, by ensuring work experience placements are followed up with ongoing mentoring. Andy Burnham also highlighted the importance of ensuring that work shadowing and work experience opportunities are as practical and inspiring as possible, so as to give young people a genuine and useful insight into their future career options.

Reaching the most disadvantaged

In her presentation, Pam Smith raised the importance of ensuring that initiatives are truly reaching the most disadvantaged groups, particularly care leavers, rather than focusing on those who may be comparatively easier to engage but have less need for support. With no parent or guardian for guidance, young people leaving the care system face hugely complex issues that frequently stay with them for life, which means that long-term support such as mentoring have more impact than one-off initiatives like work shadowing, with a greater chance of leading to employment in the future.

Contextual recruitment

Stephanie Lee talked passionately about the role of universities in encouraging disadvantaged young people to consider higher education, and then ensuring that they don’t just “get in but get on” once they arrive. The University of Manchester runs the Manchester Access Programme, which aims to raise awareness of and access to higher education pathways in a number of different ways, including programmes with 16 to 18 year-olds to boost their preparedness for university, and partnerships with employers to improve employment prospects.

Stephanie also went on to stress the importance of contextual recruitment as part of this process, offering reduced entry requirements to those from disadvantaged backgrounds and adapting to look at a young person’s potential rather than past performance. However, in the wider discussion, the question was raised: how many employers are doing something similar? Many organisations struggle to attract diverse candidates but may not realise that they are actually putting up barriers to recruiting those from more disadvantaged backgrounds, for example by looking at A’Level results as well as degrees. Applying contextual recruitment to graduate schemes is one strategy for breaking down these obstacles, giving applicants who may not have had access to the same experiences and education, the chance to show what they’re capable of.

A joined-up approach

There was broad recognition by roundtable participants that an integrated and joined up approach between business, education, local authorities and the third sector is vital to ensure that all young people have access to employment opportunities and that career development initiatives are maximised. Teachers are a vital route to reaching young people, however they are often overstretched, focused on other priorities and do not have extensive experience of business, so need information and hands-on support in communicating careers information with students.

On the other hand, businesses may not fully understand the needs of young people, how best they can help and the value that comes from their being involved – particularly in the case of small businesses. Local authorities therefore have an important role to play in coordinating and connecting different stakeholders and ensuring that young people are receiving joined up support that best meets their wants and needs at different stages of their development.

Key questions and next steps:

The Centre for Social Value aims to play an increasing role in addressing these challenges and opportunities, by bringing stakeholders together to develop solutions and facilitate closer working relationships. With that in mind, we intend to build on this initial discussion in future events, by addressing some of the key questions raised:

• How can organisations address barriers to young people getting into the workforce, including considering contextual recruitment?
• What makes a successful mentorship programme or work shadowing experience?
• What would a successful work experience programme or internship programme look like?
• What more can we do to help those with the greatest need?
• How can we build better links between employers and education, to minimise the additional pressure on teachers? 
• How can universities and employers best work together to ensure the greatest impact and reduce inconsistencies across the student and graduate lifecycle?

Get in touch

For more information on the Centre for Social Value, please get in touch with Anthony Carey or Karen Murray on the contact details below.