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Achieving Family Friendly Employment. Aims of workshop. Understanding why part-time matters The state of the part-time vacancy market in London Strategies for helping low income parents Best practice experience in changing employers attitudes Practical support and training

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Presentation Transcript
aims of workshop
Aims of workshop
  • Understanding why part-time matters
  • The state of the part-time vacancy market in London
  • Strategies for helping low income parents
  • Best practice experience in changing employers attitudes
  • Practical support and training
  • Campaign opportunities
why part time matters
Why part time matters
  • Levels of parental employment in London:

67% compared to 76%

  • Main driver for child poverty
  • Factors: childcare, housing, competition for jobs……….and lack of quality part time jobs
  • Part-time preferred working pattern for most women post motherhood
why part time matters cont
Why part time matters (cont)
  • Not just women with children, but older workers and people with disabilities
  • 62% of part-time workers in London DON’T want

full-time job

  • BUT fewer part-time jobs in London than rest of UK - approx 1/4 vs 1/3 in UK
  • AND part-time jobs which are available are LOW VALUE - 1/3 of part-time workers earn less London Living Wage vs > 10% of full-time workers
why part time matters cont1
Why part time matters (cont)

Impact:

  • Group with largest unemployment gap with rest of UK is lone parents (11%)
  • 33,000 more lone parents into work to close the gap
  • In work poverty - part time pay penalty - 48% of mothers on low to middle incomes downgrade.
  • Displacement
our approach
Our approach
  • To help everyone to find work to fit around family without devaluing role in workplace
  • Address supply and demand issues - social enterprise model
  • Supply of candidates: Careers Advice and Support
our approach cont
Our approach (cont)
  • Stimulate demand from employers: Timewise Jobs and Timewise Recruitment
  • Research and Policy
  • Some numbers….32,000 jobseekers, 4,200 employers, over 5,000 supported, 1,560 workless parents into work
london part time vacancy market
London part-time vacancy market
  • Research to understand nature of recruitment market and how to stimulate
  • Existing and potential demand from employers for quality

part-time roles

  • Explore possible ways of encouraging growth
  • Interviews with 1,000 employers
  • Quality: £20k FTE. GEO definition. approx £11 per hour, compared to £9.64 average part-time pay for women in London
snapshot of current vacancies
Snapshot of current vacancies

23% part time

55%

20%

77% full time

huge skill pay divide
Huge skill/pay divide

55% f/t £20k+

22% f/t <£20k

55%

20% p/t <£20k

20%

3% p/t £20k+

  • Corresponding stigma: ‘part time not appropriate at more senior levels’
not just a women s issue
Not just a women’s issue

Of p/t staff who previously worked f/t:

not just a women s issue1
Not just a women’s issue

Of p/t staff who previously worked f/t:

key determinants why resist
Key determinants - why resist?

Senior management mindset

  • 9% of businesses where part-time recruitment hasn’t occurred yet have an official policy always to recruit new staff on a full time basis
  • 52% of such businesses have an ‘unofficial preference’ to recruit only full-time

Operational imperatives of the business

  • Part-time and client facing?
employer mindset
Employer mindset

Part-time seen as retention not recruitment tool…to attract staff

Almost half of their part-time employees started work full time…..so there was never a part-time vacancy in the first place

When part-time employees leave, employers are just as likely NOT to replace the role as to recruit another part-time post……more accommodated than embraced?

employer mindset cont
Employer mindset (cont)
  • Confusion about the pros and cons of part-time recruitment ….. top 3 reasons to hire part-time also top 3 reasons NOT to hire part-time

Advantages:

      • Flexibility
      • Cost efficiency
      • Employee commitment

Disadvantages:

      • Inflexibility
      • Cost concerns
      • Lack of commitment
what employers tell us
What employers tell us
  • The first time hurdle…employers who HAVE recruited are positive - negative perceptions predominantly with those who haven’t
  • BUT employers don’t perceive a business need to think differently
what employers tell us cont
What employers tell us (cont)

3 things that would change thinking:

  • hard evidence demonstrating business benefits
  • 30% want practical help in designing part-time roles
  • 46% would consider offering better quality part-time roles IF presented with a visible candidate pool.
impact on child poverty of stimulating part time vacancy market
Impact on child poverty of stimulating part-time vacancy market
  • Analysis of supply of candidates
  • Min 80,000 mothers in London not in work or earning below their skill level who DO have £20k+ FTE earning potential
  • And 1/4 of these would actually be lifted out of poverty if quality part-time jobs at this level existed
impact on child poverty of stimulating part time vacancy market cont
Impact on child poverty of stimulating part-time vacancy market (cont)

Implications:

  • Latent demand from employers for part-time
  • Supply of skilled candidates on low incomes
  • Need evolution from work-first to employer-first approach ie

- Influence not just service employers hiring needs

- Practical advice and support

- Access to candidates

- Social recruitment model

what works from work first to employer first
What works: from Work-First to Employer-First
  • WLU employer engagement pilot. 18 months. Trust for London
    • Stimulate demand for quality part time jobs from employers
    • Match jobs to low income mothers with skills and experience

Achievements

  • Job design helpdesk in partnership with CIPD
  • 100+ employers supported to re-think how they design and recruit
  • Estimate 20% proceeded to generate roles
  • 207 low income clients ( under £20k household income) access intensive job brokerage support
  • 43% into work
  • Average £12ph earnings and 25 hrs pw
  • 90 families over £500,000 better off
  • Influence mayoral campaign. 20,000 part-time jobs pledge
supply of candidates
Supply of candidates

What we’ve learnt:

  • Full range of employability support
  • Commissioned to deliver locally
  • Very much parent focussed
  • Support given at times to suit client
  • Support is tailored to the individual
supply of candidates1
Supply of candidates

Reach and engage:

  • Via schools and children’s centres (bookbag leaflets, posters, information in newsletters, events)
  • Electronic communications and social media
  • Partnerships with other organisations who work with parents
  • Clients can self refer
supply of candidates2
Supply of candidates

Support that works:

  • Most pressing needs addressed first - eg lack of confidence/CV
  • Mix of individual and group support
  • Clients needs matched to advisors’ strengths
  • Electronic communications and social media
supply of candidates3
Supply of candidates

Top tips:

  • Understanding our clients
  • Carefully considering initial engagement
  • Encouraging responsibility
  • Encouraging realistic expectations
  • Rationed support
employer engagement how we do it
Employer Engagement - how we do it
  • Outreach to employers
  • Getting businesses to buy into part time
  • CSR or HR?
  • Business case
  • Practical advice and support - helpdesk
  • Access to candidates - recruitment offer
part time top tips to get buy in
Part-time: top tips to get buy in
  • Research the organisation and prepare accordingly
  • Be clear on the business benefits & anticipate any objections
  • Let them know about the flexibility part-time can offer, the different types of part-time working
  • Give examples how part-time can offer the solution to a full time problem
  • Remember that job design is key
part time job design tool
Part time: job design tool

Where can I access

the ideal candidate?

Who are the

stakeholders?

What are their

expectations?

What is the market

rate salary?

What do you need

the role to

achieve?

JOB DESIGN

FOR

FLEXIBLE SUCCESS

What does my

ideal candidate

look like?

What are the

key hours?

Can remote /

home working

be considered?

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