Tackling unemployment, supporting business and developing careers

The issue of unemployment remains high on the political agenda. However, there is evidence that employers can be wary of employing people who are out of work. Employer practice is key, both in terms of providing employment opportunities to job seekers, and in providing space for low-skilled people to develop their skills and cement their attachment to the labour market. This report discusses the role of career guidance in mediating between job seekers and employers to allow both to achieve their objectives.The issue of unemployment remains high on the political agenda. However, there is evidence that employers can be wary of employing people who are out of work. Employer practice is key, both in terms of providing employment opportunities to job seekers, and in providing space for low-skilled people to develop their skills and cement their attachment to the labour market. This report discusses the role of career guidance in mediating between job seekers and employers to allow both to achieve their objectives

Mobility, Career Pathways, and the Landscape of Employer and Youth Engagement in the South

It's tough for a southern kid born at the bottom of the income ladder to get ahead. Overcoming regional economic hardship, long-tolerated racial inequity and subpar education infrastructure is almost impossible. But there is progress. This issue brief examines two key elements connecting southern young adults with rewarding employment opportunities: employer and youth engagement. The brief offers a framework to assess the preconditions for effectively engaging employers and young adults and identifies examples of promising efforts. It also considers what philanthropy can do to reinforce the importance of employer and youth engagement and expand the use of both in the South

The Parents’ Optimum Zone: Measuring and optimising parental engagement in youth sport

Both Sport England, through its Long Term Athlete Development programme, and the NSPCC, through its Child Protection in Sport Unit, have a stake in improving parental behaviour in youth sport in order to optimise the safety and performance potential of young athletes. This paper reports on a commissioned review of parenting research literature and programmes by these two agencies in 2005. The outcome is a new model of parenting termed POZ (Parental Optimum Zone) that draws from previous research, in particular that on Activation States (Brackenridge et al., 2005) and Hanin’s (1995) notion of the Individual Zone of Optimum Function (or IZOF) for athletes. The model seeks to identify the optimum discourses, knowledge, feelings and behaviours that parents should demonstrate in their engagement in their child’s sport. Adopting this framework, and listening to children’s views of it, will allow us to describe when parents are ‘in the zone’ and help them to adopt POZitive voices, knowledge, attitudes and action towards their child’s sport. POZ synthesis several previous models and offers both a method of diagnosing and monitoring parent behaviour and a platform for parent education

Shear resistance improvement of oil-contaminated ballast layer with rubber shred inclusions

Railway ballast, which form an integral part of rail tracks, is highly susceptible to subsistence due to both vibration transmitted by the passing trains, as well as the breakage of ballasts with repeated impact. The resulting subsistence necessitates regular monitoring and maintenance, involving cost- and time- consuming remedial actions, such as stone-blowing and ballast renewal. Measures to minimize the wear and tear effect are therefore desirable to prolong the lifespan of the ballast layer. It is even more critical when the ballast is contaminated with oil and grease from braking wheels and leakages. This paper describes the inclusion of rubber shreds (≤10 mm in length, 1.5 mm thick) derived from the inner tubes of motorcycle tyres in oil-contaminated ballast layer for shear resistance improvement. The tests are mainly carried out in a standard direct shear test setup, i.e. shear box measuring 60 mm x 60 mm. Granitic stones of suitable sizes were sieved and used as representative samples of typical ballast. The samples were soaked in lubricant oil for 14 days to simulate the contamination. The direct shear test results indicated rubber shreds inclusion could effectively improve the shear resistance of ballast and expedient in deformation control with increased ductility of the composites. This could potentially improve absorption of impact, hence reduction of breakages of the ballasts. Clearly both mechanisms contribute to the overall reduced subsistence, accompanied by an increase in the shear resistance. However, further investigations in a dynamic test setup are necessary for verifications prior to field implementation

Rethinking Disability in the Private Sector: Report from the Panel on Labour Market Opportunities for Persons with Disabilities

In July 2012, the Government of Canada appointed a panel to consult with private sector employers, as well as other organizations and individuals, on the labour market participation of people with disabilities. The panel members were asked to identify successes and best practices in the employment of people with disabilities, as well as the barriers faced by employers, and to report on their findings. In-person and telephone consultations were conducted with almost 70 employers, and feedback was received from approximately 130 online submissions. Responses came from organizations of all sizes across the country and in a broad range of industry sectors. Findings were shared anonymously with a number of national non-profit organizations and business associations to determine if they resonated with other stakeholders. While the consultations were the main focus of the panel’s efforts, research was also conducted into the business case associated with hiring people with disabilities in Canada and other jurisdictions. This report is directed at Canadian private sector employers, and offers the following findings: Many companies are doing great things, but more education and training are needed (see “Employers speak”). While most of the companies we heard from showed a genuine desire to hire people with disabilities, education and training are required to overcome barriers, dispel myths and put theory into practice. As the examples of forward-thinking Canadian companies and their best practices testify, there is significant experience available on which to build. Hiring people with disabilities is good for business. (see “Understanding the business case”). We heard this from senior and experienced business leaders who recognize the value of an inclusive work environment. Although mainly intuitive, their beliefs are supported by the performance of corporate diversity leaders on the capital markets, as well as data on employee retention and productivity. It is noteworthy that in 57 percent of cases, no workplace accommodation is required for people with disabilities. In the 37 percent of cases reporting a one-time cost to accommodate an employee with a disability, the average amount spent is $500. The keys to success are leadership and effective community partnerships (see “Making it work for you”). To increase employment among people with disabilities and access the related benefits, tone from the top and the actions of leaders are imperative. Also critical is identifying community partners who fully understand the business’s talent needs and are committed to customer service. To help organizations begin the process of engaging and employing talented people with disabilities, this section also includes a list of initiatives called “Getting started.

The Business of Empowering Women

The goal of this business case is to inform private sector leaders about the potential impact of women's economic empowerment in developing countries and emerging markets, increase their understanding of some of the issues, challenges, and opportunities facing these women, and ultimately inspire them to action