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DSDNI Benefits and Tax Credits Survey

DSDNI Benefits and Tax Credits Survey. NI Revised Segmentation Report Pack September 2013. Introducing the segmentation. Cluster analysis methodology. The flow chart below outlines the process undertaken to conduct the cluster analysis on which this report is based. .

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DSDNI Benefits and Tax Credits Survey

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  1. DSDNI Benefits and Tax Credits Survey NI Revised Segmentation Report Pack September 2013

  2. Introducing the segmentation

  3. Cluster analysis methodology The flow chart below outlines the process undertaken to conduct the cluster analysis on which this report is based. • The cluster analysis was conducted on all main claimants who were either out of work or working part-time. • Those working full-time or designated as Employment Support Allowance Support Group members from the DSDNI sample were excluded from the cluster analysis. Define population positive attribute • The cluster analysis was based on respondents’ attitudes to work and their job seeking behaviour. Only questions that were asked of all main claimants out of work or working part-time were included. • In total, 13 input variables were identified to drive the cluster analysis. Identify key questions • Data checks were carried out to identify respondents who may have given unconsidered answers. • Missing values were imputed into the mid-point category. The questionnaire was designed with this in mind, such that the mid-point on a seven point scale represented ‘no opinion’ as well as ‘neither agree nor disagree’. • All input variables were given equal weight in the cluster analysis. Initial data checks • Cluster analysis was performed on the data, involving assigning UC claimants into groups (called clusters) so that the claimants in the same cluster are more similar in terms of their attitudes towards job searching to each other than to those in other clusters. • A five, six and seven cluster solution were identified as the most stable and robust options. The six cluster solution was chosen as it reflected a greater sense of variation and explanation across key variables. This solution was then applied to the Northern Irish data. Cluster analysis

  4. Ordering the segments (1) • The six segments presented by the cluster analysis were ordered based on their responses to the thirteen input variables. • With reference to the table on the following slide, the process of ordering the segments was as follows: • For each of the thirteen input variables, the percentage of a segment that has a positive attitude to work was compared with the overall average. • As detailed in the table, a cell is highlighted greenwhere the segment performs above the average, and redwhere it is below the average. Cells with no colour are not significantly different from the average. • The segment with the most instances of being below average (the most red cells) was perceived to be the furthest away from moving into work or full-time work. This is “Segment A”. • The segment with the most instances of being above average (the most green cells) was perceived to be the closest to moving into (full-time) work. This is “Segment F”. • Moving left to right across the spectrum: the more instances there are of being above average in a segment (i.e. more green cells), the more likely those in the segment are to move in to (full-time) work.

  5. Ordering the segments (2) positive attribute Likelihood of moving into (full-time) work Key: *Denotes small cell size. Figures not included where cell size is <10 or base size is <30

  6. Segmentation groups: 6 cluster solution, plus 2 additional segments • This group would like to be in work, but do not believe that they can find support in the current job market. They have come to accept not working and as a result very few are looking for work or to increase their hours. This group do not believe work/full-time hours is a possibility for them. They can imagine themselves as happier in full-time work but the prospect of a real job is nerve-wracking. Not looking for full-time work: this group would like to be better off than they are now, but are not convinced that they would be happier in full-time work/any hours of work. ESA Support Claimants assessed as having limited capability for work and not subject to work-related conditionality. Full-time workers Claimants whose earnings exceed the conditionality threshold for UC. Segment A Segment D Segment B Segment F Segment C Segment E 42% part-time 58% not working 95% not working 51% part-time 49% not working 18% part-time 82% not working 95% not working 17% part-time* 83% not working Constrained by circumstances, this group lack enthusiasm or commitment for full-time work. They do not see the value of being employed/ increasing hours and are unwilling to try a job (full-time) that is not ideal. Want to work (full time) and looking, although slightly daunted by the prospect. They are unsure whether they would be better off in (full-time) work and feel unsupported in making the transition. Active and positive job seekers: they are confident and keen to work full-time (despite a tough job market) and committed to finding full-time work. *Overall figure for comparison: 25% part-time; 75% not working

  7. Using this report • Please bear in mind the following when interpreting the findings of this report: • The unweighted base figures for each segment are shown in the bottom right hand corner of every slide. • A colour-coordinated key is used to give an indication as to whether an attitudinal attribute is either positive, mixed/neutral, or negative. • One * denotes which attitudinal questions were asked only to those out of work. • Two ** denote which attitudinal questions were asked only to those currently in-work. • Where relevant, differences from the average are presented in brackets. In the demographic slides, significant differences are represented as being either higher (‘+’) or lower (‘-’) than the overall average. • The overall average is the total figure across all six segments. positive attribute mixed attribute negative attribute Key:

  8. Introducing the discrete choice task • The survey included a discrete choice or trade-off exercise to measure the relative importance of different factors in influencing people’s decisions to work more hours or at all. This approach sought to simulate the decision-making process that individuals undergo in real-life situations. • The discrete choice task consisted of: • 8 tasks, each with 3 different job scenarios across 5 attributes. • The 5 attributes covered: the number of hours the respondent would spend working; the number of hours the respondent would spend looking for work; how often the respondent would be required to attend an interview with Jobcentre staff; the type of job the respondent would be doing; and the amount the respondent would be financially better-off or worse-off. • For each task, respondents were asked to select their preferable job scenario or to select ‘none’ and, therefore, continue with their job search. • The ‘work preferences’ slides refer to findings from the discrete choice task, and are split into three sections: • Key facts: this refers to: i) the relative importance of each attribute; and ii) the proportion of claimants in the segment who selected ‘not to work’ in the eight decision tasks. • Case study: this is an example of one of the scenarios selected by respondents. • Sanctions: those who chose ‘not to work’ on at least one occasion were asked whether or not they would opt for work if the money they received from benefits was reduced.

  9. Segment A Enjoy current job status and don’t feel much pressure to find work or that it would make them happier to do so. However, confidence may be an issue.

  10. Segment A: A summary and attitudes positive attribute mixed attribute negative attribute Key: Labour market opportunities Limiting personal circumstances Support and advice Enthusiasm for finding work Risk of leaving benefits • Attitudes • Enjoys current work status; doesn’t feel negativity towards it. For example, they have got used to their current position (79% do, compared with the 49% average) and 37% enjoy not having to work at the moment (compared to an average of 18%). • Just 13% would feel happier in work (compared with 72% overall) and nobody feels committed to find a job by a certain date. Very few feel pressure to work from their family (10%). • They are worried about finding work (54% compared with 31% overall). While they have the experience to get work, they don’t feel they have the confidence. • Otherwise don’t feel especially constrained by circumstances or need for money (e.g. 79% feel they have been out of work for long enough that they would get by compared to 49% overall). • Additionally, few are willing to leave benefits, even if they didn’t have to re-apply or wait for benefits if the job didn't work out. • Only 31% feel it is important to earn their own money compared with 82% overall. • Feeling on support and advice available to get into paid work is around average. Importance of work Attitude to change Jobseeking behaviour *Single person in-work plus couple households where both partners work. Base: Segment A (113)

  11. Segment A: Employment profile Working 17% Not working 83% Household engagement with labour market Overall average Segment A • Significantly more likely to have been in a long-term workless household (64% vs. 48% overall). • 45% have been out of work since at least 2000 (vs. 28% overall). Job history Work history • 44% have worked solidly (in line with the average 50%) • 22% have spent most of the time not working • 9% have never worked (in line with average 8%) • Most likely to have held a job for more than 10 years – (37% vs. 26% overall). • Most common reasons for a break in employment are time off for health reasons (45% vs. 28% av.); for maternity/paternity leave (27% - in line with average). Base: Segment A (113)

  12. Segment A: Jobseeking behaviour Jobseeking activity Intention to work • Just 2 respondents in this segment are looking for work. • 83% of those who are out of work and not seeking work in this segment say that they do not plan to go back to work, compared to an average of 53%. • Four in five (82%) out of work and not looking(vs. 47% average) Help and Support • The most important reasons for working part-time hours are: spending time with family/friends (43% vs. 38% overall); and have a caring responsibility (21% vs. 17% overall) or childcare only being available for those hours (18% vs. 11% overall) • The most common reasons for not working are: long-term sick/disabled (71%,vs. 60%); • Most likely to say that nothing can help them get back into work (65% vs. 34%) *Denotes small cell size. Figures not included where cell size is <10 or base size is <30 Base: Segment A (113)

  13. Segment A: Work preferences Financial incentives Key facts from the Discrete Choice task • Pay is the most important consideration here, but although relatively important, it is still less of a consideration than in most other segments. • Doing a job they’re happy in is almost as important as pay, and more important relatively to people in this segment than in most other segments. • The threat of more frequent Jobcentre interviews has a much greater impact on decision-making than number of job search hours and only a slightly lower impact than pay. • 57% selected not to work on at least one occasion, and 50%selected not to work at all choices they were presented with. These are both higher than the average (35% and 21% respectively) and the highest mentions for both of these options. • Of those who selected the ‘none’ option at least once – 65% (73) • 65% would still have rejected the employment option if they were £15 worse off p/w; roughly on average.* • Of these 79% would still not have selected a job option if they were £65 worse off p/w. Case study • A note about Discrete Choice: • 8 tasks, each with 3 different job scenarios across 5 attributes. • For each task, respondents were asked to select their preferable job scenario or to select ‘none’ and therefore continue with their job search. • 59% would not take any kind of work, even if it was highly paid and something they wanted to do. • There is a slight preference for working part-time • 31% would select Job 3 if the alternatives were very low paid and not jobs they wanted to do. None *Segment A average household weekly income, based on the mid-point of selected income bands is £288. Base: Segment A (113)

  14. Segment A: Demographic Profile Personal Profile Household Composition • Age • Gender • 48% have no formal qualifications (31% av.) • 21% live West and South NI 42% • 62% • (+1) • 28%have a child aged <16 living at home • Ten percent have a child under 5 • 39%are in a couple • - 33% with a spouse • 82% have been in their relationship for 10+ years • 38% • (-1) * Benefit Type Segment A Housing Overall average • More likely than average to be in receipt of: • DLA (+30) • IS (+14) • IB (+10) • Tenure 27% Own outright (+11) • 89% of those in receipt of Housing Benefit have it paid directly to their household 21% Mortgage 35% Social Rent 13% Private rent NB: note that recipients may be in receipt of more than one benefit type NB: the figures in brackets denote a difference from the average * Represents those cells where n<10 Base: Segment A(113)

  15. Segment A: Conclusions Disconnected Spectators: Conclusions This segment is not against work per se work but is generally content with their current status and feel no pressure to work. Many in this segment have a limiting health condition/disability which they view as an insurmountable obstacle to work. Threats of sanctions and enforcement of jobsearch obligations are unlikely to result in behavioural change. INSIGHT The majority have some work history so working is not completely alien to them. They need advice and support but this needs to be tailored to their circumstance – that is, the types of work options must be perceivedto be relevant to their health condition/disability. A lack of confidence, rather than experience, appears to be a barrier so a ‘way in’ would be to build their confidence to work. OPPORTUNITY • Changing views and behaviour of this segment is going to be a gradual and, most probably, a resource intensive process. They will require support at every stage: to build their confidence, to convince them that there are work options viable for people like them and to help them manage the change process by developing new habits. CHALLENGE Base: Segment A(113)

  16. Segment A: Policy implications Disconnected Spectators: Conclusions • Members of this segment are likely to needtailored help and support to find work and to keep it. Support is likely to be required both from Jobcentre staff (either directly or subcontracted to specialist providers) and employers. • Pre-employment support from Jobcentre staff should cover a range of job preparation skills such as confidence building, CV preparation and training to acquire new skills/up skill. • This segment see their health as a barrier, and are nervous at the thought of change. They have got used to not working. Messaging with this group needs to be sensitive to their health conditions and assure them that their circumstances are recognised but at the same time that they are capable of working. They will need help to find work compatible with their health conditions. • This group is likely to continue to need support from employers and Jobcentre staff once they’ve found work to sustain their commitment and confidence. Base: Segment A (113)

  17. Segment B This group feels work is important, lacks enthusiasm for jobseeking and feels content in its situation. Circumstances, particularly childcare responsibilities, are a barrier to looking for work.

  18. Segment B: A summary and attitudes positive attribute mixed attribute negative attribute Key: Labour market opportunities Limiting personal circumstances Support and advice Enthusiasm for finding work Risk of leaving benefits • Attitudes • Feel content in their situation. Relatively few struggle to keep busy (28% compared to 47% overall) and many feel a strong sense of purpose in their daily life (91% vs. 76% overall). • Many also accept not having paid work/increasing their hours, have got used to it and do not feel pressure to find work from their family. • Nevertheless, work is important. Many in this segment believe they would be happier working (around average). • People in this group are especially likely to cite that it’s their responsibility to stay at home and care for their children and that those who depend on them wouldn’t expect them to go out to work more (74% say this, compared to 57% overall). • Just nine percent have made a commitment to finding work (compared with 15% on average). • Pay is significant factor in not getting back into work. Three fifths (59% ) say they could not find suitable jobs where the pay would be worthwhile. • Advice and support is a major barrier,with 52% saying they don’t get enough advice and support to help them get back into paid work (compared with 39% overall). Importance of work Attitude to change Jobseeking behaviour Base: Segment B (175)

  19. Segment B: Employment profile Working 42% Not working 58% Household engagement with labour market Segment B Overall average • 41% from working households* (vs. 24% overall). • Just 9% have been out of work for less than 18 months • 55% have been out of work since before 2005 (compared with 43% overall) Job history Work history • 53% have worked solidly • 19% have spent most of the time not working ( in line with average 19%) • 6% have never worked • Most likely to have held a job for 1-4 years (41%) • Most common reason for having time off work is family commitments : care for a child/family member (37% vs. 23% av.) or to take parental leave (37% vs. 28% av.). Base: Segment B (175) *Single person in-work or couple households where both partners work.

  20. Segment B: Jobseeking behaviour Intention to look Jobseeking activity • There are no jobseekers within this segment. • 38% of those not working or currently looking for work in segment B say do not intend to go back to work, significantly lower than the average of 53% of the total. • 42% are in work and haveno intention of looking for work(vs. 23% overall) • Overall, just 5% are looking for work Help and Support • 35% are not looking for work because they want to look after children (vs. 15% overall) and 35% because of poor health. • A quarter (26%) are not looking because they have other caring responsibilities(vs. 12% overall). *Denotes small cell size. Figures not included where cell size is <10 or base size is <30 Base: Segment B (175)

  21. Segment B: Work preferences Key findings from the Discrete Choice task Financial incentives • Working hours are an important consideration, with full-time work most popular for this segment, though part-time work is more popular than for many other segments. • Willingness to work is equally sensitive to the type of job, pay levels and frequency of Jobcentre interviews. • However, requiring increasing hours of job-seeking does not appear to reduce the appeal of part-time work to any great extent for this group. • 44% selected not to work on at least one occasion, the second highest level out of all segments and more than the average (35%). • 25% selected not to work at all scenarios – in line with the average (21%). • Of those who selected the ‘none’ option at least once – 42% (73) • 15%of these wouldn’t have rejected work if they were £15 worse of p/w;* • Of the 83% who still would have rejected work (the highest of any segment), 17%would have taken up employment if they were £65 worse off p/w. Case study • A note about Discrete Choice: • 8 tasks, each with 3 different job scenarios across 5 attributes • For each task, respondents were asked to select their preferable job scenario or to select ‘none’ and therefore continue with their job search. • Although part-time work is relatively popular, full-time work is as popular when 3 jobs with different hours are offered, each with the same high level of pay. • Yet if the full-time job was one that the segment did not want to do, the additional income would be sacrificed and 34% would select job 2. None Base: Segment B (175) *Segment C average household weekly income, based on the mid-point of income bands is £274.

  22. Segment B: Demographic profile Personal Profile Household Composition • 19% have no formal qualifications (31% av.) • 39% have an A*-C at GCSE or an NVQ 1 +2 (33% av.) • 25%live East NI • Gender • Age • 82% • (+21) • 71%have a child aged <16 living at home (av. 44%) • 42% have a child under 5 and five percent a child under 1 • 47%are in a couple • - 14% with a partner, 32% a spouse • - 66% have been in their relationship for 10+ years • 18% • (-21) Benefit Type Overall average Overall average Housing Segment B • More likely than average to be in receipt of: • CTC(+25) • WTC(+9) • Tenure 12% Own outright • 84% of those in receipt of Housing Benefit have it paid directly to their household 30% Social Rent 34% Mortgage 22% Private rent NB: note that recipients may be in receipt of more than one benefit type Base: Segment B (175) NB: the figures in brackets denote a difference from the average * Represents those cells where n<10

  23. Segment B: Conclusions • This segment puts their young family first and sees their role in the home as indispensable (though some cite poor health for not working more). They are happy and feel fulfilled with their lives and do not see a need to change or to move into work – they are focused on looking after dependents and don’t feel they need to work more. Many in this segment work part-time and the number of working hours is the most important consideration to this segment. INSIGHT Many of this segment’s attitudes and behaviours may reflect what is normal/acceptable in the current tax and credits system. While they are likely to resist changes to the rules, the change offers an opportunity to reframe the norm. OPPORTUNITY • Working part-time is likely to the best possible outcome for this group. There appears to be no great desire or perceived need to work more – they either don’t feel they can work or that they need to and the threat of sanctions appears to have a limited impact. They are more likely to respond to offers of flexible working and doing a job they enjoy, and while they are not averse to working they are selective in what jobs they would accept. CHALLENGE Base: Segment B(175)

  24. Segment B: Policy implications • Getting this segment to work more hours or at all will be challenging because they show little desire to do so and threats of sanction are unlikely to result in behavioural change. • Messaging with this group should, therefore, focus on reframing the group’s norms and perceptionsin relation to work. • Given that most in this segment have a child under 16, the messages should focus on highlighting the benefits of positive role models to their children. • This segment are likely to respond more positively to offers of help to find jobs that are sensitive to their childcare commitment. The availability of good, affordable childcare provisions will be important to this group. Employers also need to be further encouraged to offer flexible working. • Finding a job that interests them is important to this group. One area that members of this segment may be receptive to is starting their own business. Base: Segment B (175)

  25. Segment C Aren’t unhappy being out of work, but also haven’t accepted the fact. This group feel able to step into work and happy with change but also feel there is not enough advice available.

  26. Segment C: A summary and attitudes positive attribute mixed attribute negative attribute Key: Labour market opportunities Limiting personal circumstances Support and advice Enthusiasm for finding work Risk of leaving benefits • Attitudes • Are not unhappy about being out of work (only 48% disagree that they’re happy being out of work compared with 65% average) and only 51% would be happier with more work. • However many disagree that not having work is something they have come to accept, and equally disagree they have got used to not working. • Previous work experience and confidenceare not considered barriers. • As such, most would disagree that it would be difficult to accept paid work or more hours if offered (62%). • However many disagree that there is enough advice available about getting back into work and many do not feel the hassle of claiming benefits would prevent them getting a job. They are generally a group who are amenable to change. • The lack of available jobs is less likely to be recognised in this segment than on average (12% disagreed that this is the case compared with 4 percent overall). • But they are less likely to respect others who try hard to work (27% disagree that this is the case compared with 10% on average). Importance of work Attitude to change Jobseeking behaviour Base: Segment C (115)

  27. Segment C: Employment profile Working 51% Not working 49% Household engagement with labour market • 9% say they have retired early & claim benefits • 48% from working households* (vs. 24% overall). • 30% household long term jobless (vs. 48% overall) Job history Work history • 51% have worked solidly • 7% have spent most of the time not working • 5% have never worked (in line with average 8%) • A third (34%) held a job for 1-4 years, 22% 5-10 years and 28% more than ten years (all in line with average). • Most likely to have taken time-off work to care for someone(32%). *Single person in-work or couple households where both partners work. Base: Segment C (115)

  28. Segment C: Jobseeking behaviour Intention to look Jobseeking activity • 51% are in work and do not plan to look within the next 12 months vs. 23% overall. • There are no jobseekers within this segment • 41% of those not currently working or seeking work say they do not plan to go back to work. This is in line with the average of 53%. Help and support • Poor health is the main reason for not seeking paid work – 47% • 37% say that nothing can help them get back into work – second highest mention (vs. 34% overall). Base: Segment C (115) *Denotes small cell size. Figures not included where cell size is <10 or base size is <30

  29. Segment C: Work preferences Key facts from the Discrete Choice task Financial incentives • Working hours is the most important consideration for selecting a job, being second highest in terms of strength of consideration across the segments. • Willingness to work also sensitive to the frequency of Jobcentre interviews, slightly more so than pay levels or how happy they would be in the job. • Willingness to work is least sensitiveto the sanction of spending more hours on jobsearch. • 20% selected not to work on at least one occasion – significantly lower than the average (35%). • 14% selected not to work at all scenarios –in line with the average (21%). • Of those who selected the ‘none’ option at least once – 17% (20) • Due to the small base size answering this question further analysis has not been conducted Case study • A note about Discrete Choice: • 8 tasks, each with 3 different job scenarios across 5 attributes • for each task, respondents were asked to select their preferable job scenario or to select ‘none’ and therefore continue with their job search None • 18% would not take any kind of work, even if it was highly paid and something they wanted to do • 74%would select Job 3 if the alternatives were something they didn’t want to do Base: Segment C (115) *Segment B average household weekly income, based on the mid-point of income bands is £292.

  30. Segment C: Demographic profile Personal Profile Household Composition • Gender • 24% have no formal qualifications (31% av.) • 24% live East NI • 93% have a long standing illness or disability (36% av.) • Age • 74% • (+13) • 26% • (-13) • 62%have a child aged <16 living at home (44% av.) • 18% have a child under 5 • 39%are in a couple (39% av.) • - 16% with a partner, 23% a spouse • - 75% have been in their relationship for 10+ years (76% av.) Benefit Type Overall average Housing Segment C • Tenure 31% Mortgage 14% Own outright • More likely than average to be in receipt of: • - WTC (+20) • - CTC (+11) • - ESA (+9) 28% Social Rent 20% Private Rent NB: note that recipients may be in receipt of more than one befit type NB: the figures in brackets denote a difference from the average * Represents those cells where n<10 Base: Segment C (115)

  31. Segment C: Conclusions • This segment would be happier in paid work/increasing their hours. They are happy to experience change and feel ready to step into work/work more hours. They do not see many barriers to working but feel that there is a lack of advice and support available. They are not unhappy in their situation and very few are looking for work or to increase their hours. They also tend to feel that there is little financial incentive to find work or increase their hours. INSIGHT They are not averse to the idea of paid work/increasing their hours and few barriers are reported. However, almost half give poor health as a reason for not seeking work and it will be important to provide them with support that is sensitive to their health situation. OPPORTUNITY • Changing the perception of working families will be key. Part-time work is relatively popular with this group and they are sensitive to the number of working hours on offer. Greater awareness of job vacancies and support to find work will be important to this group, as will the cost and quality of childcare. CHALLENGE Base: Segment C(115)

  32. Segment C: Policy implications • Members of this group are likely to require regular intervention (in addition to help and support) to motivate and sustain their job search activities. • This group is also fairly responsive to threats of sanctions so regular interventions will help reinforce the message. • Offering support and work which is sensitive to their health conditions is also important. Many in this segment have children at home so flexible hours and provision of childcare is also an important factor. Base: Segment C(115)

  33. Segment D Positive about working and not content in their situation, but perceive barriers to working – both personal and aggregate – and require support and assurance.

  34. Segment D: A summary and attitudes positive attribute mixed attribute negative attribute Key: Labour market opportunities Limiting personal circumstances Support and advice Enthusiasm for finding work Risk of leaving benefits • Attitudes • Are among the highest advocates of work, but perceive barriers to them moving into work. • This segment does not enjoy being out of work and thinks it is important to earn their own money (93% of them think this, compared to 82% overall), that they’d be happier in work (84% agree with this, compared to 62% overall) and are most likely of all of the segments to feel that not working reduces their self-confidence (87% compared to an average of 74%). • They are also more likely to be wary of not working, and to say they are under pressure to get a job, than average. • However, this segment is also generally likely to perceive barriers to working. They are likely to say that there are limited jobs available. • This group find it difficult to adapt to change, and are therefore nervous about the idea of taking on work, or more work. Importance of work Attitude to change Jobseeking behaviour Base: Segment D (155)

  35. Segment D: Employment profile Working 5% Not working 95% Household engagement with labour market • 63% have been out of work since 2005 (vs. 43% overall) • 71% of households in this segment have been out –of-work for 18 months + (vs. 48% overall) Overall average Segment D Job history Work history • 51% have worked solidly (in line with average 50%) • 30% have spent as much time working as not working (compared with 23% overall) • Just 4% have never worked • Second most likely to have held a job for more than 10 years (31%) • Most likely to have had a break in work because of time off for health reasons (56% vs. 28% average). *Denotes small cell size. Figures not included where cell size is <10 or base size is <30 Base: Segment D (155)

  36. Segment D: Jobseeking behaviour Intention to work Jobseeking activity • There are no jobseekers within this segment • Of those in segment D not currently working or looking for paid work, 36% say they do intend to go back into work, but do not know when, higher than the average of 29%. • Nine in ten (90%) are out of work but not looking to work (vs. 47% overall) Help and Support • This group cites various barriers to finding work , the main ones are lack of suitable vacancies (24%) and lack of jobs in the local area (21%). • 36% say nothing could get them back into work (third highest). Base: Segment D (155) *Denotes small cell size. Figures not included where cell size is <10 or base size is <30

  37. Segment D: Work preferences Key findings from the Discrete Choice task Financial incentives • Working hours are the most important consideration here. The appeal of part-time working is also relatively strong. • Type of job is the next most important consideration, followed closely by frequency of job centre interviews and the level of pay. • Willingness to work is least sensitiveto threat of increased hours spent job-seeking. • 32% selected not to work on at least one occasion – in line with the average (35%). • 22% selected not to work at all scenarios again, in line with the average of 21%. • Of those who selected the ‘none’ option at least once – 33% (51) • 55%would have rejected work if they were £15 worse off p/w; much lower than the average of 69%.* Scenario: the choice between 3 jobs • A note about Discrete Choice: • 8 tasks, each with 3 different job scenarios across 5 attributes. • For each task, respondents were asked to select their preferable job scenario or to select ‘none’ and therefore continue with their job search. None • Full-time work is often favoured by this group - if the available work is highly paid. • However, if job 3 made respondents better off by less (£101), then the percentage of those selecting job 2 jumps to 46% (with 23% selecting job 1 and seven per cent job 3). Base: Segment D (155) *Segment D average household weekly income, based on the mid-point of income bands is £235.

  38. Segment D: Demographic profile Personal Profile Household Composition • Gender • 43% have no formal qualifications • 27% live in Belfast • Age • 47% • (-14) • 18%have a child aged <16 living at home (44% av.) • 13% have a child over 5 • 46%are in a couple • 41% with a spouse • 93% have been in a relationship for over 10 years • 53% • (+14) Benefit Type Segment D Housing Overall average 26% Mortgage • 84% of those in receipt of Housing Benefit have it paid directly to their household • Tenure 39% Social Rent (+7) • More likely than average to be on • -IB (+41) • ESA (+6) • SDA(+5) • DLA (+25) 16% Own outright 13% Private rent (-7) NB: note that recipients may be in receipt of more than one benefit type NB: the figures in brackets denote a difference from the average * Represents those cells where n<10 Base: Segment D (155)

  39. Segment D: Conclusions This segment is keen to find work but likely to perceive a number of potential barriers to working. Their work history is relatively stable, but they are more likely than average to have been out-of-work for a sustained period. Help and support in finding work and in making the transition into work are important, as this group is particularly nervous about change. They also tend to be older and have had health problems in the past. INSIGHT • They want to work full-time and see the benefits of it, and would welcome more help and support to find work, so long as their concerns about change and about the amount of jobs available can be overcome. OPPORTUNITY This group, with their perceptions of potential barriers to working, may require more intensive reassurance and support throughout the process of finding work. Confidence building and assurances that work is ‘for them’ are likely to be especially important. Pay is also an important factor to them. CHALLENGE Base: Segment D (155)

  40. Segment D: Policy implications • This group is not content with their current situation. They are among the most willing to work and are most positive about working so should be a priority group. • The main challenge is their perceptions of the barriers to working – they are uncomfortable with change and feel that there are not enough jobs available. As such they will require help and support to look for work. Confidence building is key. • Members of this group also tends to be older, out-of-work for some time and have had health problems in the past. Messaging with this group needs to be sensitive to these concerns while still assuringthem of their suitability to work. • Pay is also an important consideration for this group. Given their work history and in the current economic climate, their expectations on the wages they will command will need to be managed. Base: Segment D (155)

  41. Segment E Work is important to this group and they are not content in their situation. However they perceive barriers such as lack of advice and practical constraints.

  42. Segment E: A summary and attitudes positive attribute mixed attribute negative attribute Key: Labour market opportunities Limiting personal circumstances Support and advice Enthusiasm for finding work Risk of leaving benefits • Attitudes • This segment agrees that it is important to earn own money (93% feel this, compared to 82%), they accept they would be happier working (82% compared to an average of 62%). • They also are more likely than average to dread not finding work (53% vs. 42% overall) and 74% feel their life is in a rut. • People in this segment are more likely than the average to agree that there is not enough support and advice to help them into paid work (only 62% do so, compared with 39% overall). • They also feel that they are limited by practical considerations, such as inadequate access to transport (49% compared to 35% on average) and lack of resources to find out about the latest vacancies (73% compared to 65% on average). Importance of work Attitude to change Jobseeking behaviour Base: Segment E (139)

  43. Segment E: Employment profile Working 18% Not working 82% Household engagement with labour market Overall average Segment E • 37% have been out of work since 2010 (vs. 23% overall) • Just 29% have been out of work since before 2005 (vs.43% overall) • The second highest proportion of short-term out of work households (34% vs. 21% average). Job history Work history • 45% have worked solidly • 24% have spent most of the time not working • 9% have never worked (in line with the average 8%) • Most likely to tend to have held jobs for less than 12 months (24% versus 14% on average) • The most common reason for ending employment is taking time off for health reasons(27%). Also more likely than average to take time off because contract came to an end (26% vs. 15% overall) Base: Segment E(139)

  44. Segment E: Jobseeking behaviour Intention to work Jobseeking activity (of 97% looking for work) • 94% of this segment are looking for work or to increase hours; four in five of these are out of work currently (vs. 25% overall) • 13% are in work and are looking to increase hours (vs.2% overall) • X% have applied for a job in the last month • X% are willing to compromise on conditions of employment • 40% have accessed some kind of support • 60% have looked but not applied for a job (vs. 43% on average) Applied & interviews Applied but no interviews Overall average Looking but not applied Segment E Help and Support Job goals • Of those out of work, 27% would like help with travel costs(vs. 13% overall). • 38% have applied for elementary occupations • Of those planning to look for work within the next 12 months: • - 38% would prefer unskilled work; • - 28% would work in sales and customer services and 24% would work in trades. • The type of occupation is the most important factor to this group when looking for work (31%). Base: Segment E(139) *Denotes small cell size. Figures not included where cell size is <10 or base size is <30

  45. Segment E: Would like to work full-time – but other factors are important too Segment E: Employment Profile Key findings from the Discrete Choice task Financial incentives • Working hours is by far the most important consideration. • Willingness to work is also sensitive to frequency of interviews, slightly more so than it is to pay levels and the type of job. • Willingness to work is least sensitiveto the threat of greater job-seeking hours, suggesting that this sanction is not as effective as frequent Jobcentre interviews. • 29% selected not to work on at least one occasion, in line with the average (35%). • Of those who selected the ‘none’ option at least once – 29% (40) • 73%would not have taken work if they were £15 worse off p/w; not significantly different from the average (69%).* Scenario: the choice between 3 jobs • A note about Discrete Choice: • 8 tasks, each with 3 different job scenarios across 5 attributes. • For each task, respondents were asked to select their preferable job scenario or to select ‘none’ and therefore continue with their job search. None • Working full-time is most desirable for this group. • However, significantly fewer (31%) would be willing to work full-time if it was not a job they enjoy doing. Base: Segment E (139) *Segment E average household weekly income, based on the mid-point of income bands is £178 .

  46. Segment E: Demographic profile Personal Profile Household Composition • Gender • 36% have no formal qualifications • 27% live North NI • Age • 54% • (-7) • 39%have a child aged <16 living at home (44% av.) • 18% have a child under 5 • 27%are in a couple • - 12% with a partner, 16% a spouse • 68% have been in their relationship for 10+ years • 46% • (+7) Benefit Type Housing Overall average Segment E 33% Social Rent • Tenure • 89% of those in receipt of Housing Benefit have it paid directly to their household • More likely than average to be on • -JSA(+28) 10% Own outright 24% Mortgage 24% Private rent NB: note that recipients may be in receipt of more than one befit type NB: the figures in brackets denote a difference from the average * Represents those cells where n<10 Base: Segment E (139)

  47. Segment E: Conclusions overall • This segment is keen to find work but likely to perceive a number of potential barriers to working. They are more likely to have been out-of-work for a short rather than a sustained period. They are motivated by financial considerations – many feel available jobs don’t pay enough – and many are also swayed by whether the job interests them. This group is not particularly nervous about change, but nevertheless perceive barriers to work such as confidence, experience and transport issues. INSIGHT • They want to work full-time and would welcome more help and support to find work. They are likely to respond well to financial help to ease the transition into work, as well as other assurances on what they consider to be problems, such as the number of opportunities available. OPPORTUNITY • This group may require more intensive reassurance and support throughout the process of finding work to sustain commitment and interest. Their expectations on pay and the type of job they do may need to be managed given their work history and prior experience. CHALLENGE Base: Segment E (139)

  48. Segment E: Policy implications • This group is among the most willing to work and the most positive about the thought of working, so in that sense they should be a priority to get into work. • The main challenge will be in helping them to address perceived barriersto work. This includes both external barriers such as a perceived lack of jobs and/or help and support, as well as personal barriers such as a lack of experience and confidence. • Practical help such as meeting travel costs and sourcing job vacancies are also important to them. Base: Segment E (139)

  49. Segment F Active and positive jobseekers; confident and keen to work and committed to finding it.

  50. Eager jobseekers: Employment Profile Disengaged Spectators: Demographic Profile Segment F: A summary and attitudes positive attribute mixed attribute negative attribute Key: Labour market opportunities Limiting personal circumstances Support and advice Enthusiasm for finding work Risk of leaving benefits • Attitudes • This segment are clearly the most positive and eager to work. • Almost all think they would be happier in work (98%) and think it’s important to earn your own money (97%). Again, most (95%) are not nervous at the thought of working (compared with 57% overall), and this group are relatively likely to dread not having work and feel pressure to find work. • As many as 93% disagree that they enjoy being out of work. 43% have made a commitment to find work (compared with 15% overall). • Further, this group is confident to work (90% feel confident, compared with 52% overall) and are willing to try new jobs, even at the risk of financial loss. • However, they are also likely to feel in a rut (82% do so, compared with 64% overall), that being out of work reduces their self-confidence (82% think this) and that they struggle to keep busy (64% think this compared with 47% overall). • But this segment tends to feel held back by a lack of job vacancies, 96% think there aren’t enough (compared with 87% overall). Importance of work Attitude to change Jobseeking behaviour Base: Segment F (178)

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