A Capability Approach to Understand the Scarring Effects of Unemployment and Job Insecurity: Developing the Research Agenda

Having a poor start in the labour market has a ‘scarring’ effect on future employment and well-being. Indeed, unemployment at any point of the life-course can scar. While there is extensive quantitative research examining scarring effects at the macro- and meso-levels, evidence regarding scarring from the micro-level that provides insights into individual perceptions, values, attitudes and capabilities, and how they shape employment trajectories is lacking. A qualitative approach which avoids the imposition of values and choices onto individuals’ employment trajectories, and accounts more fully for the contextual constraints which shape available options and choices, is argued for. In emphasising people’s substantive freedom of choice, which may be enabled or constrained by contextual conditions, the Capability Approach is proposed as providing a valuable lens to examine complex and insecure labour market transitions. Such an approach stands in contrast to the supply-side focused active labour market policies characteristic of neo-liberal welfare states

Financial capability: evidence review

This report provides a brief overview of current evidence on financial capability as it relates to disadvantage in Scotland. It was commissioned by the Scottish Government and carried out by the Employment Research Institute, Edinburgh Napier University in order to provide an evidence platform for stakeholders, with an interest in financial inclusion, to develop a more strategic approach in their support for financial capability. Current high levels of individual indebtedness, an increasingly complex and rapidly changing financial landscape, an increased focus on individual responsibility and the effects of the current financial crisis, indicate there is a growing need for improved financial capability. However, as demonstrated by Scottish Household Survey (SHS) data, large parts of the population such as many young or unemployed people lack full financial capability. This report does not consider the availability and regulation of financial services as these are generally reserved matters and not directly the responsibility of the Scottish Government.Report of the Scottish Government Social Inclusion Divisio

Engaging low skilled employees in workplace learning : UK Commission for Employment and Skills Evidence Report no. 43

The Employee Demand study (UKCES, 2009) highlighted the significant barriers to learning that are faced by a number of UK employees. This report sets out the findings of a study into the motivators and barriers to participation in workplace learning by low skilled employees. Employees in low skilled jobs are a group which has been overlooked in previous research. The study was carried out by the Employment Research Institute (ERI) at Edinburgh Napier University on behalf of the UK Commission for Employment and Skills (the UK Commission). The report presents the results of a survey of both employee and employer views on participation in workplace learning in the care sector in north east England and the hotel sector in Yorkshire and Humberside. As well as a standard survey, the report also outlines the stated preference approach adopted. The stated preference approach allows employees to consider a hypothetical case of participation in workplace learning. Employees were given choices of combinations of job and learning related factors that might affect their preference for or against workplace learning. In conclusion, the report suggests many positive features which employers, individuals and policy makers could build on in developing the skills of people in low skilled jobs, which is important in securing our competitive advantage in the long term

Wage Scarring – The problem of a bad start

As the economic downturn continues in Europe, unemployment has risen in many countries. Among these, the UK has an unemployment rate which now stands at 8% or 2.56 million people. Of these people the unemployment rate amongst 16 to 24 year olds is particularly high at 20.7% (just over 1 million people); this is especially problematic as research shows that if one gets off to a bad start when moving from school or university into work, future job prospects and general well-being may well be compromised. Researchers such as Bell and Blanchflower (2011), Dieckhoff (2011) and Gregg and Tominey (2005) found that periods of unemployment when young may blight the future of young people in terms of their future labour market outcomes, such as the likelihood of further unemployment, lower pay, lower job quality and reduced wellbeing -- this they termed the “scarring effect”

PACE – Towards a Future Delivery Model

The Employment Research Institute, Edinburgh Napier University was commissioned by the Scottish Government to help develop a future delivery model for the Partnership Action for Continuing Employment (PACE). The Scottish Government established the PACE Partnership on 23 June 2009 to bring together agencies with an interest in PACE. This report forms part of the work assigned to the PACE Delivery Workstream, which was charged with undertaking a review of the current mechanism for delivery of PACE support and highlighting areas for improvement. This report sets out some of the issues related to developing the operational delivery of PACE. The focus is on the broad service delivery model at the local level, so relatively little is said about the core, national PACE operation. It is based upon a review of the PACE Work Stream event and other material and interviews with selected PACE chairs. PACE is not ‘broken' and generally appears to offer an appropriate service. There are a number of challenges and strengths in the current system and there is scope for improvement

Engaging low skilled employees in workplace learning

This report sets out the findings of a study into the motivators and barriers to participation in workplace learning by low skilled employees. Low skilled in the UK is usually considered to be below NVQ level 2 qualifications. The study was carried out by the Employment Research Institute at Edinburgh Napier University on behalf of the UK Commission for Employment and Skills. The report presents the results of a survey of both employee and employer views on participation in workplace learning in the care sector in north east England and the hotel sector in Yorkshire and the Humber region. The hotels and catering sector has the highest relative and absolute skill gaps in low skilled occupations, with some 63 per cent of staff suffering skills gaps. In contrast, the care sector has an apparent strong training culture, with care staff expected to progress to NVQ level 3 and only five per cent of low skilled staff suffered a skills gap

The role of skills: from worklessness to sustainable employment with progression : UK Commission for Employment and Skills Evidence Report no. 38

This study is shaped by the recognition that while there has been a great deal of policy development around the transition from unemployment and inactivity to employment over the last decade, policy can still be informed about how best to nurture sustainable employment for those at risk of labour market exclusion. There remain challenges associated with, for example, the cost-effectiveness of intervention, the „low pay no pay‟ cycle and access to training. As a consequence, the opportunities for sustainable progression, upward social mobility and alleviating poverty remain unrealised for many workers in lower paid occupations. The methodology underpinning this study is predominantly based on a literature search and review of the research and evidence base post 2005. This is supplemented with the development of four international case studies (Australia, Denmark, Germany, United States contained in a separate annex) and an e-consultation with country experts

Third sector independence: relations with the state in an age of austerity

Third sector organisations deliver a range of public services for government. They are valued and trusted by commissioners, clients and wider society because of their independence. However, the extent to which the third sector is independent is questioned. Drawing on qualitative longitudinal research with third sector organisations in Scotland, this article explores how third sector organisations delivering public services manage the demands of changing funding structures and relationships with government, and the implications for their independence. It explores how organisations understand and negotiate the tension between their independence and mission-driven social action, and delivering commissioned and contracted public services. In doing so, it highlights the challenges to independence in a dynamically changing political, policy and financial climate, as well as opportunities for organisations to emphasise their distinctive contribution to public service delivery

The role of skills from worklessness to sustainable employment with progression

This study is shaped by the recognition that while there has been a great deal of policy development around the transition from unemployment and inactivity to employment over the last decade, policy has not been sufficiently informed about how best to nurture sustainable employment for those at risk of labour market exclusion. The review focused on evidence from 2005: it provides a review of data, UK and international literature and, incorporates findings from four international case studies ( Australia, Germany, Denmark and the United States. The report provides an overview of the economic context for low pay and low skilled work and highlights the need for a continuing commitment to promoting opportunities in the labour market as a means of progression and alleviating poverty and encouraging social mobility. The report argues that there is an inextricable link between skills and ‘better jobs’. The authors conclude that a long-term view is required to decide how best to support someone at the point of worklessness: to address employability barriers in the short-term; and prepare the individual to retain, and progress in, employment. The concept of career is explored as a framework for progression: a combination of career guidance, a career / personal development plan and career management skills are identified as tools to raise aspiration and enable individual’s to take action once they are in work to support their own progression. Thinking about the workplace, the report reviews the evidence on the role of job design, line management and progression pathways in facilitating workplace learning as a route to progression