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Emma Stewart Women Like Us Lorraine Lanceley Inclusion

Growing the part time recruitment market Part of the solution to tackling maternal worklessness and child poverty Welfare to Work Convention. Emma Stewart Women Like Us Lorraine Lanceley Inclusion. Women Like Us.

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Emma Stewart Women Like Us Lorraine Lanceley Inclusion

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  1. Growing the part time recruitment market Part of the solution to tackling maternal worklessness and child povertyWelfare to Work Convention Emma Stewart Women Like Us Lorraine Lanceley Inclusion

  2. Women Like Us • Aim: to help mothers to find work fit around needs of family whilst not devaluing role in workplace • Social enterprise : recruitment agency specialising part time, welfare to work, policy unit • Impact: 25,000 women, 3000 employers, above average progression rates • Policy: Family Friendly Working Hours Taskforce

  3. Research Aims • To determine whether there is a social enterprise model to grow a quality part time recruitment market • Identify potential for demand from employers • Identify supply of candidates low income higher skills • Determine how to build sustainable model • Women Like Us and research partners Inclusion and Resolution • Funded by Joseph Rowntree Foundation • London focus

  4. Maternal workless, child poverty and part-time work • Maternal worklessness key driver for child poverty and in-work poverty • Motivator for mothers: quality part-time work • Significant problem in London • Part time employment increasing but quality part time recruitment market still under-developed • Government family policy: making work pay: universal credit, work programme, ESF families…… • Key element.. stimulating supply of quality part time work

  5. Where will all the part time and mini jobs come from? • Recruitment market – disincentivised • Welfare to work market –candidate focused. Job sourcing not job creation? • Perceived market segmentation around skills/salary • Need a hybrid/new market solution • Women Like Us experience suggests possible

  6. Analysis • Quality part time work: salary range of 20k (full-time equivalent) or more • Determine SUPPLY of candidates with 20k (full-time equivalent) earning potential, and those with potential to be lifted out of poverty/off benefits • Understand what triggers DEMAND from employers for 20k part time roles • Identify potential for 1) impact on poverty, 2) self sustaining recruitment service through employer fees

  7. Methodology • Supply of candidates • Research Partner: Inclusion • Analysis of 2010 labour force survey • Calculate proportion of mothers in London on benefits and in poverty with earning potential £20k (full time equivalent) • Include both under-employed and workless mothers • Demand from employers • Research partner: Resolution • Interviews: 1000 employers with part time staff • HR/directors (person responsible for hiring) • Identify: practical triggers for creating part time roles, ratio of £20k+, drivers for creating pt roles, barriers • Qualitative: explore further: key barriers/incentives

  8. Emerging Findings: Supply of London candidates Suggests significant volume of mothers who can maximise earning potential and lift families out of poverty IF access part-time job £20k+ (full-time equivalent) 1.Based on the proportion of working women without children who earn £20k + (full time equivalent) 2.Indicative analysis of universal credit suggests figure may reduce Source: Inclusion’s analysis of 2010 Labour Force Survey (4 quarter average)

  9. Emerging Findings: Demand from Employers Nature of part time recruitment market • 20% people work part time in London but estimate only 2-3% of vacancies are £20k+ • SMES: recruit part time as aid to expansion • Larger companies: part time as tool for replacement • 50% of part time employees in part time role £20k+ recruited ( not through retention) • Significant market potential albeit fragmented Employer Attitudes • Persisting disinterested mindset. Accommodated not embraced. • BUT signs of change…… • 25% of employers say full time role frequently or sometimes filled by part time candidate • Positive attitudes as result of experience of part time recruitment

  10. Emerging Findings: Demand from Employers Key decision drivers • Senior management mindset • Operational imperatives – PT or FT – need best candidate for job • Suggests higher demand than through directly advertised recruitment routes Opportunities to influence • Replacement message for large companies, job creation for SMEs • Requirements: proof of success ( case studies), individual business case, visible candidate pool, job design

  11. Potential Implications • Growing appetite amongst employers for part time recruitment. Fragmented market. Segment messages • Part time job creation : SMEs. Growth agenda • Welfare to work market ‘work first’ solutions but employers need ‘employer first’ solutions • Proportion of low income mothers with higher skills: lone and coupled NOT maximising earning potential through existing part time roles • Impact on child poverty, in-work poverty and maternal worklessness • Potential for social enterprise model: more for less • Learnings for child poverty strategies, work programme service development, ESF multiple families strategies, Local Enterprise Partnerships Full report available in autumn www.womenlikeus.org.uk, www.cesi.org.uk

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