| Issue 9 |
March 2009 |
Welcome...
To the new look Intelligence e-Bulletin. Responding to format feedback you will now find quick links that will take you to the articles online or an option to skip straight to the full online version. The Spotlight feature can read now or clicked through to the online version. Over the next few months we will be developing our website so look out for more enhancements and opportunities to feedback into this process.
Visit Research and Policy
Spotlight Feature
In this edition's Spotlight Feature we examine a consultation on a proposed new right for employees to request time to train..
Read full article
Content this month includes...
Employment
How Local Communities Can Gain Employment from Regeneration
The Impact of Immigration on Britain's Labour Market
Understanding How the 'Four Generations' Work
Evaluation of the 'ReGrow' Project in the South East
Working in 21st Century Rural England
Recession Means One in Four 17 to 19 Year-Olds Can't Find Work
Understanding Young People Who Do Not Participate in Education or Training
BCC Paper on those Not in Education, Employment or Training (NEET)
Achieving a Solution to Low Pay and In-Work Poverty
Skills
Class, Individualisation and Educational Decision-Making
The Skills Paradox
Low-Skilled and Low-Qualified Workers in the European Union
Workforce Skills in Lifelong Learning
The Impact of Online Trading
Talent Management in Uncertain Times
Collaboration between Scotland's Colleges and Sector Skills Councils
Closing the Gender Skills Gap
£68 Million Boost to Welsh Skills Economy
Go-Ahead for £17 Million Skills Initiative in Wales
Digest of Local Data and Statistical Releases
ONS – National and Regional Monthly Labour Market Statistics
| Employment |
Research and Evaluation
How Local Communities Can Gain Employment from Regeneration
A report published by the All Party Urban Development Group considers the benefits of using regeneration as a vehicle for delivering jobs for local people. It draws on written and oral evidence from various local agencies, developers, retailers and other stakeholders. It notes how the physical renewal of cities, accompanied by growing economic prosperity, has not necessarily led to benefits in terms of employment for those living in regeneration areas. Obstacles to linking local people to regeneration jobs are identified, including: the cost of training and recruiting local people; difficulties in solving benefits trap issues locally; discrimination involved in targeting local residents; and a lack of appreciation of the benefits of regeneration in getting local people into work.
The report promotes five factors that have emerged from the evidence that could help to link regeneration to employment opportunities for local people:
- Planning agreements to secure commitment to local employment objectives.
- Partnerships between local authorities, employment agencies, further education and employers at the pre-development stage.
- Forecasting all possible employment opportunities.
- Targeted employment strategies to link training to employer demand.
- Creating long term opportunities, jobs with career prospects, and ongoing support for employees.
- The report calls on city councils to do more to promote employment around regeneration projects and on central government to give cities more control over adult skills funding in order for them to link city residents to regeneration jobs through bespoke training programmes.
Download full details here (pdf)
The Impact of Immigration on Britain's Labour Market
The Impact of Immigration on Britain's Labour Market The Centre for Educational Sociology has produced a briefing on an ESRC-funded research project that investigates the labour market impact of immigration in Britain. It uses findings from the study to address the lack of consistent research evidence on the issue. Impacts are investigated relating to British-born white populations, British ethnic minorities and new immigrants and the report considers levels of education, ethnicity and concentration of migrants in particular locations.
Particular attention was paid to the different impacts of those immigrants who arrived in Britain before 2004 and those who arrived from 2004 onwards. The research found that concentrations of the 'newer' immigrants do have a negative labour market impact (in terms of wages) in areas where they make up a larger share of the whole population of immigrants. These particular localities tend to have had quite a small immigrant population before 2004. In contrast, local labour markets that had relatively large immigrant populations before 2004 appear to have established a balance with immigrants and non-immigrant workers each occupying particular occupational niches. The research also found that British-born workers who have higher levels of qualifications experience a more negative impact of immigration on wages than for those with lower qualifications. Furthermore, British-born workers are less likely to work in white-collar occupations in areas where the immigrant community included a large proportion of 'new' immigrants.
Download full details here (pdf)
Understanding How the 'Four Generations' Work
The Chartered Institute of Personnel and Development (CIPD) and Human Resource (HR) consultants Penna have collaborated on research that aimed to aid employers in understanding generational differences among their employees in order to benefit from the skills and motivations of the different generations. The research involved an online survey of over 5,500 employees in France, Germany, Ireland, Spain, Sweden and the UK, plus focus groups and interviews with senior HR managers from various organisations throughout the UK. Particular attention was given to the four generational groups that make up the workforce. These are loosely defined according to birth dates and are categorised as Veterans, Baby Boomers, Generation X and Generation Y.
It is suggested that each group displays particular traditions and culture through shared attitudes, preferences and dispositions that do not simply relate to their stage in life. The research report outlines the characteristics of each group, noting their age range, the proportion they make up of the workforce, the significant social, economic and political influences of their formative years and early working life, plus their tendencies in terms of job retention and views of work. The research report suggests that challenges and issues are to be faced by employers in areas such as recruitment, career development and performance management. It concludes with ten tips to help organisations review and implement changes in their strategy and practices.
Download full details here (pdf)
Evaluation of the 'ReGrow' Project in the South East
The National Institute of Adult Continuing Education's (NIACE) Centre for Research into the Older Workforce (CROW) has conducted an evaluation of the ReGrow project in the South East of England. The evaluation was commissioned by A4e, the lead contractor for the project which piloted the delivery of Information Advice and Guidance (IAG), mentoring and training to working people over 50 in the region. There has been growing concern at the underemployment of older people nationally and specifically in the South East where there has also been growing skill and labour shortages. The idea of providing career guidance, tailored training and mentoring was intended to lead to better deployment of older workers and an increase in their retention in the workforce.
The evaluation involved surveys of employers and employees, together with qualitative interviews and quarterly seminars with project partners. Among the findings were that:
- Older workers and their employers welcome advice and guidance about their work and careers.
- The ReGrow processes of both advice and training were considered to have improved performance, self confidence and attachment to work and the firm.
- Training which was short and focused on the relatively immediate needs of the job and the business was valued the most by both employers and employees.
- The purpose of the IAG process was not clearly or consistently explained to participants.
- People with basic skills needs were not sufficiently identified, which may reflect employers' priorities, or suggest that older people may simply be unwilling to come forward. It is noted that this issue requires further investigation.
- The significance of the age of formal qualifications needs further investigation. In other words, qualifications gained a long time ago may not be relevant to current work.
In general, there was positive feedback for both the IAG and the training with the large majority of employees reporting that they had found the IAG helpful, enjoyable and relevant.
Download full details here (pdf)
Working in 21st Century Rural England
The Institute of Employment Studies has undertaken a scoping study to identify the rural groups that find it most difficult to move into, remain and progress in employment. The study, which was requested by the Commission for Rural Communities (CRC), involved a review of existing quantitative and qualitative evidence and also a stakeholder consultation which consisted of confidential interviews with key individuals from various networks, agencies and organisations between June and September 2008. Four vulnerable rural groups were identified - young people; those in low paid employment, particularly women and migrant workers; those with no or low skills and qualifications; and the self-employed and employees of small and micro businesses. The most vulnerable of these groups are those living in sparse rural areas; those without adequate access to public or private transport; and those without adequate access to informal networks.
It is noted that current Government strategies that aim to improve sustainable employment and in-work progression are particularly important to vulnerable rural groups, as is the current emphasis on devolving and empowering communities. This is because it helps rural communities to develop local solutions to local labour market problems. The report also suggests that the success of policies is highly dependent on how well certain common rural issues are addressed. These issues include limited access to training and transport, the short-term funding of local projects and initiatives, and other aspects such as the prevalence of low paid work in some rural communities.
Download full details here (pdf)
Recession Means One in Four 17 to 19 Year-Olds Can't Find Work
A new survey commissioned by The Children's Society has found that children and young people have become major victims of the recession. The accelerating downturn has meant that around 22 per cent of those aged between 17 and 19 now say they cannot find work. The Children's Society has suggested that this could mean a subsequent rise in the number of young people not in education, employment or training (NEET). The survey, which was conducted by Nfp Synergy, found that the recession is having a further impact on children and young people through the affect it is having on their parents.
Understanding Young People Who Do Not Participate in Education or Training
Research for the Department for Children, Schools and Families (DCSF) has looked at the characteristics and experiences of young people who are not in education, employment or training (NEET) and also those in jobs without training (JWT). The study, conducted by the National Foundation for Educational Research (NFER), used a literature review, analysis of Youth Cohort Study (YCS) data and interviews with 120 young people who were either currently or previously NEET or in JWT and also 39 professionals who work with young people.
The statistical analysis found distinctive groups within both the NEET and JWT groups that were characterised by how long they were likely to remain in the current situation and their attitudes to that situation and to learning in general. The NEET group was segmented as follows:
- Open to learning – those most likely to re-engage in education or training and have a more positive attitude to school and higher levels of attainment.
- Sustained – mostly likely to remain NEET in the medium-term and had negative experiences of school and low levels of attainment.
- Undecided – similar attainment levels to those 'open to learning', but dissatisfied with available opportunities.
The in-JWT group was segmented as follows:
- Sustained – content to continue in a JWT in the medium-term.
- At risk of becoming NEET – had negative school experiences, less optimistic about the future and feel they don't have sufficient qualifications to progress.
- Transitional – taken a JWT as a stop-gap solution before re-engaging in education and training.
The validity of these findings was confirmed by the interviews with young people and these also helped to identify different policy solutions for engaging or re-engaging the different segments. The research report suggests that young people need better information, advice and guidance before leaving learning and also that there is a need for more flexible post-16 provision in terms of content, delivery and timing.
Download full details here (pdf)
BCC Paper on those Not in Education, Employment or Training (NEET)
The British Chambers of Commerce (BCC) has published a report that looks at the problem of the significant number of young people in the UK who are not in education, employment or training. 'Lost Talent - Not in Education, Employment or Training' describes how the number of 'NEETs' has risen over the last decade or so. Currently around 10 per cent of young people in Britain are NEET, compared with 6 per cent in the USA and 4.5 per cent in Germany. There is also considerable regional variation in the UK with, for example, a much larger proportion of young people who are NEET in the North East compared with the East of England.
The report goes on to consider who makes up this group, roughly categorising them into Core, Floating and Transition/Gap NEETs. There is also some analysis of why young people become NEET, with consideration of factors such as educational disaffection, family disadvantage, teenage mothers, special educational needs and membership of certain ethnic groups. The issue of incentives to work is also covered and attempts that are being made by Government to address the issue of NEETs are summarised. These include reforms to the education system, welfare reform and tracking, provision and support for young people who are NEET. Finally, BCC state their intention to investigate what is working from an employer perspective.
A link to the report can be found here
Policy Analysis
Achieving a Solution to Low Pay and In-Work Poverty
A paper from the Institute for Public Policy Research (IPPR) calls for a coherent strategy for dealing with the challenges of low pay and in-work poverty. The IPPR's third paper in the 'Working Out of Poverty' series states that such a strategy should emphasise job quality and career progression and recognise the needs of different families. It notes forecasts of a relatively similar number of low paying jobs in 2020 as in 2004 and also expresses concern that the current economic climate in the UK could mean that some firms will feel under pressure to retain or revert to business models that are low cost, low value and low skill.
The paper suggests that action is needed to increase the supply of well-paid good quality jobs and low wage workers need support to stay in work and progress. It also recommends:
- The integration and decentralisation of employment, skills and economic development functions across the UK.
- A national UK programme for workplace performance rolled out by the UK Commission for Employment and Skills.
- A more strategic system of workplace training which addresses the needs of the whole workforce.
- A package of personalised in-work support targeted at vulnerable workers developed and implemented by Jobcentre Plus.
- Better access to information about pay and progression opportunities for workers and jobseekers.
- That the welfare and tax credit systems better reflect the needs of different families.
- Help for families to avoid a negative trade-off between 'time poverty' and income poverty.
Access to both the summary and the full report are here (Click one of the links at the bottom of the abstract and then click on 'download without registration').
| Skills |
Research and Evaluation
Class, Individualisation and Educational Decision-Making
An article in the Journal of Vocational Education and Training presents an investigation into the persistence of class-based inequalities within vocational education and training (VET). The study is set in the context of competing theories of educational and occupational decision-making. It discusses how traditional social forms of class may be receding in their power to condition identities, but may still be objectively important in people's lives even if it is not in their consciousness. The article's author, Andrew Morrison of Birmingham University, uses findings from a study of working class high-achieving students on an Advanced Vocational Certificate of Education (AVCE) course to answer the question of how inequalities persist within the post-16 sector, particularly in the VET field. The students were found to have a strong sense of individual choice and responsibility with a sense of class being implied through practical discourses which resisted the 'academic' values of higher education.
The full reference of the article is: Morrison, A. (2008) ''I can't do any more education': class, individualisation and educational decision-making', Journal of Vocational Education and Training, 60(4), December 2008, pp.349-362.
The Skills Paradox
A new report by the think tank Demos tackles the problem that those with the least skills are least likely to train. It argues for Governments to use subsidies, support, incentives and regulation to correct low investment in training and therefore make the market work more efficiently. The research involved case studies of 18 employers in three sectors representing different parts of the British economy (construction, information technology and children's services), plus discussion groups with members of the public. It also drew on best practice from abroad in the design of qualifications and the role of social partners.
The report suggests that there is a public market for training that is overly prescriptive in what can be learnt and that more innovation and responsiveness is needed in both the training system and in social policy. Among the recommendations of the report are the following:
- Provide employers with incentives to see skills as investments in the future rather than costs.
- Develop welfare policy and skills policy so that they complement each other in their approaches to the skills paradox.
- Subsidise individuals, not companies.
- Give Sector Skills Councils the task of attracting new and different people from all backgrounds into an industry.
Download full details here (pdf)
Low-Skilled and Low-Qualified Workers in the European Union
A report by the European Foundation for the Improvement of Living and Working Conditions (Eurofound) looks at the situation of low-skilled workers in the European Union. It analyses data from the European Working Conditions Survey (EWCS) that shows the distribution of such workers and their working conditions compared to other groups of workers. The report finds that low-skilled and low-qualified workers are more likely to be in precarious employment and tend to have lower incomes. It also notes that they are more likely to experience joblessness in highly regulated labour markets and are more likely to experience low pay in de-regulated markets.
The employment conditions of low-skilled and low-qualified workers is characterised by demanding physical work, lower levels of autonomy and slightly lower job satisfaction than other workers. Low-skilled and low-qualified workers also receive less training and have fewer opportunities to grow at work and advance in their career than other workers. However, low qualified workers think more often than others that their skills and duties are in balance. The report states that attitudes towards training and learning might contribute to the growing divide between low- and high-skilled workers, which could be difficult to overcome. It concludes by suggesting that efforts can be made by employers and public authorities to encourage low-skilled workers to participate in training.
Download full details here (pdf)
Workforce Skills in Lifelong Learning
The sector skills council responsible for the UK lifelong learning sector has published its analysis of the 2007 National Employers Skills Survey (NESS07). In Workforce Skills in Lifelong Learning, Lifelong Learning UK (LLUK) highlights the fact that the lifelong learning workforce is not immune to the problems that are associated with recruitment, skills shortages and skills gaps.
The report covers recruitment issues, skills gaps and training and workforce development activities in the sector. In general it found that employers in the sector are more likely than other employers to be positively acting on their recruitment and skills issues. Other key findings were that:
- Skills shortages in lifelong learning establishments related to technical, practical or job-specific skills; problem solving abilities; written communication; customer handling and literacy.
- 17 per cent of lifelong learning employers experienced skills gaps and the percentage of employers with skills gaps has fallen since 2005.
- 86 per cent of lifelong learning employers in England had funded or arranged training or development for their employees in the previous year, compared with 67 per cent for all employers.
Download full details here (pdf)
The Impact of Online Trading
A report has been published that describes research that looked at the effects of online trading on occupations and skills within the UK's consumer facing business sectors. The research, undertaken by IFF Research, was supported by six sector skills councils (SSCs) and focused on the different strategies adopted by businesses within those sectors in response to the potential being offered by online trading. New challenges to traditional job roles are explored plus new roles that are emerging. The research also aimed to identify new trends likely to emerge, and anticipate their impact on the job roles and skills mixes in each sector.
The study involved a survey that was conducted in two phases – qualitative interviews with sector experts followed by in-depth interviews with 63 employers across a range of sub-sectors, business sizes and stages of online offering. Skills trends were identified for enabling sectors (IT and interactive media companies covered by SSCs e-Skills and Skillset) and consumer facing enterprises that generate much of the demand for the online support services that the 'enablers' provide.
In the enabling sectors consultancy services and the development of bespoke software were found to be growth areas. There was also found to be an increasing need for a fusion of various skill-sets such as IT and interactive media, specialist and generalist, 'hard' and 'soft' or transferable. Sector-specific knowledge also appeared to be increasingly important. In consumer facing enterprises, there was recognition of the potential for the online channel to open up new markets. The report notes the stages of development that businesses go through in offering their goods and services online, along with different approaches to employing technical expertise such as buying in freelancers, training existing staff or building specialist teams.
Download full details here (pdf)
Talent Management in Uncertain Times
The Chartered Institute of Personnel and Development (CIPD) has published the first paper in a two-part series examining talent management in the economic downturn. Noting that there currently seems to be a 'war on talent' in some organisations, the paper analyses how important talent is considered to be when times get tough. In November 2008 CIPD conducted a survey of over 700 of their members who hold predominantly HR, general management and operational roles.
The findings show some positive reactions to the downturn, with organisations focusing more of their time on engaging, motivating, retaining and fully using the skills of their existing workforce.
26% of those surveyed reported that their organisation has changed its approach to talent management as a result of the current climate with reasons including cuts to learning and development budgets and shifts towards a focus on employee retention. Those in organisations where there had been no change reported as a result of the downturn explained the importance of investing in talent as a way of investing in the future and the value of 'developing talent in the current climate'. CIPD suggests that organisations adopt a joined-up approach to talent management, stating that "it is essential that organisations avoid knee-jerk reactions and cost-cutting in the very areas that will make the biggest difference going forward".
Download full details here (pdf)
Policy Analysis
Collaboration Between Scotland's Colleges and Sector Skills Councils
An article in a recent edition of Broadcast describes an agreement between the Alliance of Sector Skills Councils and the Principals' Forum on the behalf of colleges in Scotland to work together to develop and deliver skills and qualifications. The agreement comprises a set of operating principles aimed at supporting positive labour market intelligence and enhancing employer engagement with Scotland's skills and qualification system. It has been developed in the context of the Scottish Government's 2007 skills strategy, which focused on ensuring that individuals have access to the appropriate skills for gaining employment. The Agreement uses four themes in identifying actions for specific stakeholders:
- Labour market intelligence – which is co-ordinated, accurate and maximises the use of ICT.
- Employer confidence and engagement – SSCs to support colleges in employer engagement which includes providing employers with information relating to training, qualifications, funding and productivity.
- Qualifications design and review – ensuring employers influence the design and development of all levels of qualifications.
- Partnerships – such as establishing a strategic group of members from the Alliance of Sector Skills Councils and Scotland's Colleges to ensure ongoing dialogue.
The full reference of the article is: Powrie, P. (2008) 'Contributing to a smart, successful Scotland: collaboration agreement between Scotland's colleges and the alliance of sector skills councils', Broadcast, Winter 2008, pp.40-42.
Closing the Gender Skills Gap
The National Skills Forum's recent report on women, skills and productivity includes proposals for closing the gender skills gap. The proposals have emerged from a series of interviews and discussions with parliamentarians, employers, female employees, learning providers, unions and policy groups and focus on three areas of potential action by Government and employers.
Firstly, they suggest that an increase in female participation in science, engineering and technology (SET) could alleviate significant skills shortages in that sector. Participants in the research suggested a number of actions that would result in more women entering non-traditional sectors, such as using careers education and guidance and the media to challenge assumptions about gender roles in the workforce. SET employers could also change recruiting practices and workplace culture.
Secondly, to help women combine parenting or caring commitments with ongoing career and skills development, it was suggested that legislation challenges rather than reflects societal assumptions that women should be more involved in parenting and caring than men. Employers are also called upon to help by, for example, ensuring availability of a wide range of flexible working options.
Finally, the report proposes ways to help women who wish to take courses and gain new qualifications. These relate to ensuring a wide availability of adult education courses and programmes that meet women's particular learning needs. The report states that employers have a role to play in ensuring women from older age groups are able to develop their skills and gain new qualifications.
Download full details here (pdf)
£68 Million Boost to Welsh Skills Economy
The Welsh Assembly Government's Education and Skills department has announced a £68m funding package for apprenticeships and ProAct to support businesses, employees and learners. The ProAct scheme, which provides employers and employees with an alternative to redundancy by way of short time working and retraining, will receive £48m of Welsh Assembly Government funding, £30m of which comes from the Convergence European Social Fund, to cover the year 2009-10 and the current pilot phase. There will also be support for apprentices in completing their training when their employers are struggling to see them through to the end of the course. Further to this, £20m will be made available, subject to support from European Structural Funds, for the creation of a package of measures to help sustain and encourage new apprenticeship recruitment.
Go-Ahead for £17 Million Skills Initiative in Wales
An initiative to help graduates in Wales get the best start to their career has been given backing by the Welsh Assembly Government's Children, Education, Lifelong Learning and Skills department. The £17m GO Wales scheme will provide almost 4,000 students and graduates with training and development opportunities to prepare them for the business world. The scheme will have a focus on work placements, thus providing small and medium-sized enterprises (SMEs) and other organisations with higher skilled workers.
The project is led by the Higher Education Funding Council for Wales (HEFCW) and delivered by universities and colleges of higher education across Wales. The programme will also offer a range of opportunities including the establishment of a Graduate Academy which will provide training to encourage individuals to use their knowledge, skills and innovative potential in the Welsh economy. Attempts will be made at retaining graduate level skills in Wales by providing specialist training and supporting graduates who want to work on a consultancy or freelance basis. The GO Wales website will also support graduates working or wanting to work in Wales.
| Digest of Latest Data and Statistical Releases |
ONS – National and Regional Monthly Labour Market Statistics
The regional monthly Labour Market Statistics data tables are published by the Office for National Statistics (ONS) in the form of 'zip' files which then open up as separate regional excel spreadsheets.
Within those spreadsheets are data on employment; unemployment; economic activity and inactivity; and vacancy data. The regional data now includes information by local authorities, parliamentary constituencies and travel to work areas.
Latest official statistics show that the number of unemployed people, the unemployment rate and the claimant count have all increased. The unemployment rate was 6.3%, up 0.4 percentage points from the previous quarter which equates to an increase of 146,000. Meanwhile the number of notified vacancies has fallen by 76,000 on the previous quarter and stands at 504,000. Growth in average earnings, both including and excluding bonuses, is unchanged.
All the data, including that at national level and from previous months, is all available via a single link, which can be found here
Spotlight Feature
Employees' right to request time to train
In September 2008, Intelligence reported the publication by the Department for Innovation, Universities and Skills (DIUS) of a consultation document on a proposed new right to request time to train for employees in England. Similar consultations have taken place in Scotland and Wales and DIUS has provided a summary of responses in all three countries. In Northern Ireland, ministers are still considering the position.
This feature summarises the key messages from each country and outlines plans to move forward from the issues and proposals that have been raised.
The idea behind the time to train proposal is that a legal right to ask employers for time away from mainstream duties to undertake training would help employees' skills development. The consultation aimed to find out how plausible this idea is and also looked at how it would work in practice. This meant addressing policy questions such as who the right should apply to, what sort of training should be covered and what sort of issues the employer should consider when reviewing requests.
The consultation documents were sent to a wide range of stakeholders, interested organisations and individuals and were also made available on Government websites. England received 155 responses to their consultation, Scotland received 43 and Wales received 38.
In Scotland, 87% of respondents (20 out of 23 that answered this question) agreed that the right to request time to train could help skills development in their organisation. This compares with 67% of respondents in England and 73% in Wales. In addition, 69% of employees in England and 62% of employees in Wales felt that a formal right to request time to train would make them more likely than they are now to approach their employer about their training needs. However, support among employees in Scotland was lower, with only 43% answering yes to this question. In all three consultations, the main reason cited by those employees who answered that the new right wouldn't change their behaviour was that their employers already encouraged them to develop their skills. In spite of this, it was felt that introducing the right would reinforce a culture whereby employees are encouraged to develop their skills.
Most respondents stated a preference for the proposed right to cover any training agreed between the individual and the employer rather than restricting the training to only nationally-recognised or accredited training. As long as the training met the needs of both the individual and the business, this was preferred so that employees would not miss out on training opportunities, especially in those areas where there may be no or limited recognised or accredited training.
Although the majority of responses were generally very supportive of the proposals, some organisations expressed slight concerns about what legislation might include. The Confederation of British Industry (CBI) and the Federation of Small Businesses stressed their opposition to any element of compulsion and some Trade unions were disappointed that the proposals did not go further and offer a statutory right to paid time off. Some respondents felt it was important set 'the right' in the context of current economic difficulties by supporting businesses in using training to ensure their competitiveness and survival.
On the possible impact that the proposal will have on small businesses, some organisations stated that they felt no businesses should be exempt from the initiative, while those representing smaller organisations expressed a desire for flexibility, suggesting that accommodating a legislative right on the part of the employer to offer time to train may not be practical in a number of cases. This type of proviso was supported in England and Wales by approximately 40% of respondents who thought that some employers should be exempt from time to train, particularly those with fewer than 25 staff. However, the majority of respondents said that all employers should be included within the proposed right, with support for this proposal strongest in Scotland, where 81% of respondents believe there should be no exemptions.
In response to the findings of the consultations, the UK Government, in agreement with the Scottish Executive and the Welsh Assembly Government, states its intention to proceed with legislating for a right for employees to request time to train throughout Great Britain. It is noted that Northern Ireland will introduce its own legislation once the proposals have been fully considered there. The UK Government's plan for progressing with the new right has the following elements:
- Commitment to keep the administrative burden on businesses to a minimum.
- The process for making a request for time to train to be based on the existing model for the right to request flexible working.
- Working with partners and stakeholders to develop clear, accessible time to train guidance of the sort in use for flexible working requests.
- The different skills systems across the UK will be reflected in specific packages of support in each country.
- In England employers will be encouraged to seek advice from a Train to Gain broker to help them invest in the skills of their employees. Also, a new, universal adult advancement and careers service (AACS) and a national system of Skills Accounts will be available nationally from 2010.
- In Wales, Human Resources Development Advisors, and funding from the Workforce Development Programme will be sources of support for businesses and employees to enable them to identify training needs.
- Skills Development Scotland will provide advice on what support is available to small businesses in relation to the new right for employees and the Scottish Government is considering the support they will offer to employers and their employees to make the most of the new right.
The plan to introduce the right to request time at work to undertake training was announced in the Queen's Speech in December and it is expected to be introduced in 2010.
Summary of responses to the consultations in England, Wales and Scotland (pdf)
Scottish consultation (pdf)
Welsh consulation (pdf)
'Intelligence', the employment and skills research and policy e-bulletin, is produced in association with the Policy Research Institute at Leeds Metropolitan University.