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June APPG
Welcome and Intros -
Michael Tomlinson MP
Chloe Smith MP
Robin Walker MP
Amanda Milling MP
Neil Grey MP
Jenny Mullinder – YEUK
Laura-Jane Rawlings – YEUK
Fleur Curson – UKYP
Sophie Kathir – YWT
Glynn Davies – YWT
Samuel Gordon – AGR
William Burstow – Office of Michael Tomlinson MP
Ruby Tickle – Rathbone
Megan Matthews – Rathbone
Adele Handley – Rathbone
Ornella Nsio – London Youth
Charlotte Chamberlin – YEUK
Albana Istrefi – The Found Generation
Stella Tams – Bridge Training
Abi Gill – Centrepoint
Rabyia Baig - YEUK
Laura-Jane went over the minutes from the previous meeting, which were agreed by all in attendance.
Discussed the need to encourage MPs to attend from a local level.
Brief discussion on setting the agenda for 2nd half of 2016 and 1st half of 2017's meetings.
The meeting in September has the DfE booked to attend – it was noted that this is the department not the specific minister.
As 5 MPs were present quorum was reached to quickly hold the APPG AGM
Elections for the next chair – Chloe Smith is not re-standing due to her pregnancy. Michael Tomlinson MP was recommended and accepted as the new chairperson going forward for the next year.
It was agreed that Youth Employment UK would remain as the Secretariat. There was no financial contributions to declare for the previous year.
End of AGM
Attention was drawn to the latest statistics on youth employment/unemployment.
The floor was handed to Emma McKay from Young Women's Trust to talk about their report into inequality in the workplace for young women.
A brief introduction to the work of Young Women's Trust (YWT) was given.
Coaching
Job app/cv feedback
Campaign for policy change – low pay, gender pay gap. Apprenticeships etc. Women who are low paid/unemployed.
It was noted that 3 members of the young advisory panel were present at the meeting to represent the views of young women.
The research into economic inactivity was discussed, highlighting that more young women than young men are currently classed as NEET (not in education, employment, or training)
However more young men are classed as unemployed. This means that the majority of NEET young women are classified as 'economically inactive'
Survey found 95% of neet yw said finding paid work is important to them
Not getting enough support
Findings published in Oct/Nov
Themes coming out -
Wording and terminology is inaccurate & misleading
Defined by 'nots' don't know what you're left with – what are they doing?
Unemployed more often used
Often caring for family/looking after home – this is important
Age – often look at figures 16-24 but there are very different experiences within that. 16-18 meant to be in education. 19-21 different and then 22+ includes grads with different issues. Need more of an understanding of these different groups.
Education – most ea don't have many qualifications or didn't achieve the grades they wanted. Not sure on the split between yw/ym.
Women tend to do well in education than men but then more unemplyoment.
Job centre – majority of yw surveyed using the job centre didn't like meeting with their job coach. Case study of young woman who left the job centre.
Not on the political agenda. 'Under-researched black box' resolution foundation recently looking into this. Haven't encountered anything directly relating to ea young people.
Sophie – her experience after graduating having her 2nd child and went to the job centre but they turned her away. Said she is looking after children and her career area is too specific also. Young mothers get turned away.
Glyn – being in the job centre affects you and how you feel in yourself. Delayed going to job centre for 3 months. Made to go 6 times in 2 weeks. Didn't take her schedule or emotional needs into account. How you feel is important but not taken into account.
Question about external sevices/orgs doing work to support yp/yw with employment
Done some research into yw experience's of jobcentre etc. Main dif between ywt and jcp – the time available and it's personal to what the individual yw wants. Need a personalised approach.
Rathbone(sp?) - try to provide personal support and what people want. 1-1 coaching and mentoring. Yp work with a coach from when they first work with them. Coach works closely with each learner to help them make goals and plans. Personalised approach.
LJ – YEUK agree about ea and the concern around this. The moving to work group are a consortium of employers who could be good connections around this for YWT.
What can/should employers be doing?
Carole – women need to see opportunities available. Requires flexible/part time apprenticeships etc. Also employers who will take yp with no qualifications and train them on the job. Yw are doing lower paid apprenticeships/not getting as many jobs at the end.
Bridge Training – young people need to be incentivised – but also offer something to employers when there are yp who need more investment (emotionally as well) it takes more time.
AGR – top barriers employers gave for diversity: low diversity in talent pool and perceptions of the industry.
Slides
Public sector doing best
Construction and banking need to do better
Need a tailored approach in different sectors.
Boundary between 2:1/2:2 – lot of employers looking for experience/soft skills etc more than grades increasingly.
Next research topic for agr.
More apprentices and interns.
Emma – asked if apprentices being taken on is being tracked for diversity? Will be part of the report in Sept.
There seems to be more diversity in apprentices than grads – but will find out from the research..
LJ – definitely important for flexible working conditions. Very imp for yw. Are employers offering those types of job?
Unsure – most grads employed on 2 year grad programmes full time.
Challenging perceptions that training programmes should be a rigid structure – 2yrs f/t etc.
Chloe Smith – research showing that younger expectant mothers are leaving the workplace more than older expectant mothers.
What do we mean by flexible working?
Sophie talking about NHS flexible working – she is allowed to leave when she needs as long as she makes up the hours.
But should flexible working be offered to all employees? Caring roles/children etc. But men should have more flexibility so that they can share in the load. Look at if jobs can change rather than just being flexible. Do we need full time for this role? Can 2 people do this role? Etc. Looking at different ways of working. Women have other responsibilities in their lives which can't be 'dropped' for f/t work.
If the flexibility is 'front loaded' into recruitment it de-genders it. Should be available for all. Encouraging employers to put this into job ads etc so that people can fit work into their lives. Research shows that flexible working is often granted but it's not normal or clear across jobs so it alienates yw who apply for it.
Summing up – more candidates needed. Also looking at ea and what it means/why etc.
Emma – looking at flexibility child care would follow on, we ran out of time but would have been next topic. Will keep updated about the YWT research.
Point around women – ethnic minorities more women are asked if they are planning to start families when going into work compared to others. We need to encourage more yw from ethnic minorities to go into employment.
LJ – can we lead on job centre and how yp perceive it in the sept meeting with the minister
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