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WOMEN IN THE NORTHAMPTONSHIRE WORKFORCE

WOMEN IN THE NORTHAMPTONSHIRE WORKFORCE. A Presentation to the NILES Conference by Heather David Senior Consultant CSC Regeneration & Research Consultants. EUROPEAN UNION European Social Fund Article 6 Innovative Measures. Key Aims.

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WOMEN IN THE NORTHAMPTONSHIRE WORKFORCE

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  1. WOMEN IN THE NORTHAMPTONSHIRE WORKFORCE A Presentation to the NILES Conference by Heather David Senior Consultant CSC Regeneration & Research Consultants EUROPEAN UNIONEuropean Social FundArticle 6 Innovative Measures

  2. Key Aims • To investigate the situation of women already employed in the local workforce • To investigate structural and cultural barriers women in the labour market face when it comes to progressing in their careers • To investigate the need for increasing skills and representation in certain sectors • To determine the aspirations of women in the workforce

  3. ‘SNAP-SHOT’ QUESTIONNAIRE KEY STAKEHOLDER INTERVIEWS EMPLOYER INTERVIEWS DETAILLED BASELINE EVALUATION Of existing primary and secondary research CONFERENCE PRESENTATION AND VALIDATION FINAL REPORT AND ACTION PLAN Methodology To achieve maximum impact the following methodology was actioned:

  4. Key Issues in Need of Action Three of the key issues in need of further action in Northamptonshire are: • Low ambitions, aspirations and confidence • Childcare and out of work responsibilities • Employers view of the ‘woman’s role’

  5. Low Ambitions, Aspirations and Confidence (1) The Problem – Causal Areas: • Common amongst women returners • Women are more likely to have ambitions and aspirations outside of the workforce • The agency trap • Lack of female role models • Lack of Economic Identity in the County as a whole

  6. OBJECTIVES • Not to be gender specific • To work in partnership with existing groups • Form a one stop information point • Soft skills training (NWN ‘choices’ project) • Outreach in target areas (good practice e.G. Women’s support rainbow roadshow) • Engage local employers through a low cost brokerage service • AIMS • Consolidate and communicate existing opportunities locally • Counsel and represent those struggling to find work • Ensure women who want to work are ‘work ready’ • Represent those facing discrimination • Consolidate and promote childcare opportunities • Communicate success stories • Broker job opportunities Local Practice Example: Northamptonshire Women’s Network ‘Choices’ Project (http://www.nwn.org.uk/) Low Ambitions, Aspirations and Confidence (2) The Response – Workforce Engagement and Development Group:

  7. Childcare (1) The Problem: • Lack of information • Lack of empathy from employers • Shift patterns • Transport difficulties • Cost of childcare

  8. Good Practice Example: Oxford, Swindon and Gloucester Childcare Co-operative (http://www.imagine.coop/live/cme4.htm) Childcare (2) The Response – Local Childcare Co-operative: • Service Cooperative • Members can be individuals or companies • Set up based on geography • Based on purchasing power and shared interest • Creates a new support network • Can be run by an existing or newly devised network

  9. Employers View of the Woman’s Role (1) The Problem: • Employers ‘pigeon-hole’ women into gender based positions • Lack of training and progression opportunities • Lack of clear actioned equal opportunities policies • Employers lack of knowledge of local provision • Lack of empathy with care commitments • Discrimination

  10. Local Example, Possible Model: The East Midlands Framework for Regional Employment and Skills Action – Employer Strategy (http://www.emfresa.org.uk) Employers View of the Woman’s Role (2) The Response – Employer Engagement Strategy: • Actioned as part of the entire NILES development • Survey of employers needs • Initial promotional events (Employers breakfasts) • A business offer – Training and Workforce development • Communication and monitoring of good practice on equal opportunities (e.g. ‘Mom and Dad Shifts’)

  11. Today’s Key Question How can existing partners and providers work together to increase the ambitions and aspirations of the female workforce in Northamptonshire?

  12. EUROPEAN UNIONEuropean Social FundArticle 6 Innovative Measures The Study of Women in the Northamptonshire Workforce is one of a number of innovative measures part financed by the European Commission under Article 6 of the European Social Fund Regulation. Disclaimer: The contents of this publication reflect the views of the author. The European Commission is not liable for any use that may be made thereof.

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