Study of School Gates Employment Support Initiative (Research Report No 747)

A report of research carried out by the Institute for Employment Studies on behalf of the Department for Work and Pensions This report presents qualitative findings from the study of the School Gates Employment Initiative. This mostly involved qualitative research in 13 of the 25 pilot areas which included interviews with school heads, Regional Development Agency (RDA) leads, Jobcentre Plus, local authorities (LAs) and devolved administrations, parents and parent support staff in schools. It also involved two semi-structured group discussions with local partners at two practitioner events in November 2010, as well as a review of evidence presented in the Management Information (MI) and the quarterly reports from the pilot areas. The findings of this report strongly support the notion that schools, Jobcentre Plus and LA employment advisers can play a potentially important role in moving parents from low incomes towards work. School Gates’ reach to potential second earners and parents on low incomes, many of whom are not on benefits and are new customers to Jobcentre Plus, has been a key strength of the pilot. Many parents engaged in the pilot were also lone parents, some of whom were also not in receipt of benefits. In this way, many school sites have provided a critical mass of families within these target groups for Jobcentre Plus and other LA employment advisers to engage with

The Conservatives’ 100k net migration target is an act of self-harm

The Conservative manifesto reaffirmed a commitment to cut net migration to less than 100,000 a year. Employers will have to pay a £2,000 levy to hire a skilled worker from abroad, and an end to freedom of movement from the EU will ultimately make it difficult to recruit skilled and unskilled labour from any other country. The target is arbitrary, costly and an act of economic self-harm, says Rachel Marangozov. It will worsen the recruitment crisis in the NHS at a time when the UK is close to full employment

How will Brexit affect the NHS? The English trusts that depend most on EU nurses

In one London NHS trust, one in five nurses are from the European Economic Area. Rachel Marangozov and Matthew Williams explain why some parts of the NHS have become increasingly dependent on the EU migrant workforce and look at the implications of Brexit on recruitment. With ongoing shortages and so many nurses due to retire over the next decade, the government needs to act now to ensure we have enough nursing staff

Not just a job:supporting refugees into sustainable employment

Persistent barriers to work are creating brain waste, serving as a loss for employers, society and refugees themselves

Recruitment in Britain: Examining employers practices and attitudes to employing UK-born and foreign-born workers

In August 2015, the Equality and Human Rights Commission ('the EHRC') conducted research into employer and employee practices, perceptions and experiences in relation to recruitment. Our aim was to understand whether there was any evidence of differential treatment between UK-born and foreign-born workers with a right to work in the UK; the extent of discrimination on the basis of nationality, and what may be causing it.The Equality Act 2010 provides protection from discrimination on the grounds of nine 'protected characteristics' including race, which covers ethnicity and nationality. The Act makes it unlawful for employers and their agents to discriminate against people seeking employment: they must treat applicants fairly and not discriminate in any arrangements for making appointments.The research focused on sectors with a high proportion of foreign-born workers and a mixture of skill levels:Food manufacturingAccommodation (hotels, holiday and other short-stay accommodation, youth hostels and camping grounds)Food and beverage service activities (restaurants, mobile food service activities, pubs and bars)Social careComputer programmingWorkplaces across these five sectors that have at least 10 staff account for 6% of all UK workplaces. Twelve per cent of the UK workforce is employed in these workplaces.The research is based on a literature review on discriminatory recruitment practices and migrant workers in the UK, quantitative surveys of workplaces and recruitment