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Creating a More Inclusive Labour Market NESF Report No 34

Creating a More Inclusive Labour Market NESF Report No 34. “Providing opportunities for people to access training, education and better quality jobs” Gerard Walker Policy Analyst , NESF Roundtable Discussion Dublin Employment Pact Thursday, 17 May.

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Creating a More Inclusive Labour Market NESF Report No 34

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  1. Creating a More Inclusive Labour MarketNESF Report No 34 “Providing opportunities for people to access training, education and better quality jobs” Gerard Walker Policy Analyst , NESF Roundtable Discussion Dublin Employment Pact Thursday, 17 May

  2. Changing Nature of the Labour Market • Significant growth in employment and reduction in unemployment. However much of growth in construction, services & public sector. • Move towards higher-skill levels and qualifications. Level of low–skilled working population high . Our level of life–long learning is low. • Ireland ranked low for equality of economic opportunity for women. • Domestic labour supply growth to fall over next decade and the number of older workers to increase – migration to make up shortfall. • We are now a country of immigration rather than emigration.

  3. Labour Market Vulnerability • Labour market vulnerability continues to be replicated even in a tight labour market . Need to address all barriers. • This is not only desirable on equity grounds but is also necessary to sustain our future economic and social development. • Concept of ‘Labour force reserve’- those who classified ‘inactive’ are actually willing to work should the opportunity arise , est. 78,500. • There is much scope to achieve better outcomes for young-low skilled workers, older workers, redundant workers, women returners, people with disabilities, travellers , lone parents, carers, people experiencing mental ill health, migrant workers , ex prisoners etc.

  4. Factors causing Labour Market Vulnerability Economic • Unemployment Blackspots , redundancies & preponderance of low-paid jobs , poor level of infrastructural investment . Social • Cost of childcare, disability & elder care, transport - poverty traps. Labour Market • Early school Leaving – lack of employment support - lack of flexible working arrangements – women ‘ crowded’ into a narrow range of occupations etc . Personal • Poor literacy/numeracy levels – Low skills and education levels , health and disability problems , low-esteem etc .

  5. A Coherent National Strategic Framework A National Strategic Framework is required to • Address structural inequalities and discrimination. • Improve the coherence of Є1,000 million p.a spent on 38 measures involving 8 departments and 13 agencies. • Recognise and reward inter-agency work at local level. • Direct infrastructural investment towards disadvantaged areas. • Provide long –term support measures to help integrate migrant workers and their families into the community.

  6. Helping People Towards Work Create Adaptive Local Partnership Networks • Involve all relevant stakeholders. • Provide full ‘continuum’ of supports that people need. • Allow greater flexibility in shaping of services and use of budgets. • Encourage learning , innovation and experimentation. Reform Labour Market & Social Inclusion Measures and Structure • Design services to better meet peoples and business skill needs. • Increasing access for vulnerable people to education & training. • Improve coherence of labour market & social inclusion measures. • Provide anticipatory training for people working in vulnerable sectors experiencing high levels of redundancies.

  7. Helping People into Work Appraisal of ‘Make-Work Pay’ Policies • Eliminate ‘poverty traps’ for vulnerable people taking up work • Improve ‘In-Work’ Benefit – automatic payout of FIS • Provide a portable ‘ Cost of Participation’ Payment • Sustain Childcare and Care Services in disadvantaged areas National Employment Service - FÁS and LES • Provide ‘Intermediary Service’ on behalf of low-skilled clients • `Provide ‘Follow-Up’ support for low-skilled placed in employment • Provide more equal access to service provision for people who have difficulty getting work but are not on the Live register

  8. Supporting People at Work Workplace Strategies which benefit firms and workers • Equality & Diversity Strategies that promote greater access of under-represented groups in the labour force. • Increase Work-Life Practices – reconciling family / caring roles . • Retention Policies aimed at people with disabilities and older people. Training Low-Skilled Workers • Agree Funding model(s) for sharing the cost of training & education. • Expand part-time, flexible accredited training/ education options. • Introduce mentoring / personal development plans. • Free fees for Part-Time students engaged for the first time at each level in Further and Higher Education.

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