Anita Houghton FIEP’s Post

Lessons from supported employment models – the value of placing Job Quality Centre-Stage By Stephen Bevan, Principal Associate, Institute for Employment Studies, UK While not everybody will agree with Noel Coward’s view that ‘work is more fun than fun’, many people find enough positive aspects of their work to motivate them and to allow them to get a feeling of fulfilment from their jobs. Of course, being in a job offers a range of potential benefits, especially when compared with being unemployed. Work provides income, social connection, opportunities to learn and deploy new skills, the chance to contribute to an organisation with a wider purpose and the chance to sustain both our physical and psychological well-being. But not all jobs are fulfilling, enjoyable, safe, healthy or secure. Indeed, there are those who still argue that the grinding toil and indignity of some jobs are necessary if work is to help build character and self-discipline, or to be a part of a citizen’s obligations to their fellows and to be part of the quid pro quo of receiving the protection of the social safety net. One of the defining features of ‘workfare’ approaches to getting the unemployed back to work (where eligibility for benefits is dependent on job search and other pro work behaviours) is that exposure to the disciplines and even the hardships of work are felt to be instructive and beneficial. https://lnkd.in/emERdWh7 @IEPInfo @EmploymtStudies #IEPJournal @StephenBevan #Employability

Some fascinating insight on how the Labour Party (UK) would facilitate a "revolution in work readiness" through two weeks’ worth of quality #workexperience for every young person and more than 1,000 new #careers advisers. We've researched the former policy extensively through our #workexperienceforall campaign and remain invested in exploring how this could work in practice. We agree that quality is key here and any careers initiative must avoid hitting the target but missing the point. #SpeakersforSchools #opportunity #socialmobility #education #careerseducation

From Work First to Good Work: Supporting people into good jobs, not just any jobs For decades, policymakers in the UK and elsewhere have promoted a ‘Work First’ approach to getting people into employment. This approach is focused on moving unemployed people into any job quickly, with the assumption that once people get Any Job, they will then get a Better Job, then a Career (the ABC approach). At odds with the evidence base (many people who move into low paid jobs get stuck there) and the ethos many employability professionals want to adopt in their practice, existing systems and funding regimes can incentivise a focus on headline work outcomes, regardless of where people ultimately end up. Read the introductory article in #IEPJournalIssue10 by Dr Katy Jones, IEP Journal Guest Editor and Reader (Associate Professor) in Employment, and Head of the Decent Work and Productivity Research Centre, Manchester Metropolitan University. https://lnkd.in/e4jgsFjD @IEPInfo @IEPJournal @Dr_KatyJones @ManMetUni #Employability #GoodWork

🌏 Exploring the Difference in Recruiting: United Kingdom vs. Australia, New South Wales 🌏 Having recently navigated recruitment landscapes in both the United Kingdom and New South Wales, Australia, I've observed some fascinating distinctions. Here's a quick comparison: 📌 Cultural Diversity: Both places have a mix of cultures, but they treat diversity and inclusion differently at work. Australia loves its mix of cultures, while the UK is more about fairness and equality. 📌 Employment Laws and Rules: Both places have strict rules for work, but the details can be different. Australia has the Fair Work Act that sets up how things work, while the UK has the Employment Rights Act and Equality Act, among others. 📌 Salaries and Perks: Money and benefits can be quite different. Australia usually pays more, but things can be pricier too. The UK often has a bigger package with things like pensions and healthcare. 📌 Hiring Process: How you get a job can change in each place. The UK often has a long and formal way with many interviews, while Australia, especially in New South Wales, can be more easygoing and care about how you fit in the team. 📌 Life and Work Balance: Australians love their work-life balance, with time off and flexible hours. The UK can be more old-school, sticking to regular hours and leave. 📌 Jobs Special: The UK is great in finance, tech, and services, while Australia, especially New South Wales, is known for mining and civil/construction. 📌 Map Matters: Australia is huge, which can make it tough to find people. The UK, being smaller, has more people packed together. Understanding these differences is key for hiring contractors in these places. Being open and able to change is key in knowing how each place works. #Recruitment #CoreTalent #UKvsAustralia #Construction #Civil #Contractors

The below article has some sobering facts and statistics on the employment landscape for Australia's youth. A VET system which encompasses many different occupational outcomes, from trades to business, retail, and hospitality (and all points in between) can give young people a stable employment and skills foundation early on in their career.

Myth busting: Hiring people with criminal records. In an article released by Harvard Business Review, they cover common concerns of employers who are employing people with criminal records. The article provides great insight into busting common misconceptions, as well as why employers should consider those with a criminal history and the value they bring to the workforce. Interested in reading the full article? You can view it here: https://ow.ly/3W4650QA2ua atWork Australia works with clients who have experience with the justice system. Research from NSW Government confirms the American research, identifying that those who gain meaningful employment are predicted to be more successful post release, than those who do not gain employment. You can read about Aaron's success since finding employment here: https://ow.ly/89iw50QA2ub #WorksForEveryone #ThriveThroughEmployment #Work #Employment #DiverseWorkplaces #InclusiveWorkplace

‘As gatekeepers to employment, managers and leaders play a crucial role in ensuring that successful workforce integration is attainable for all newcomers. To do this, they need the skills, knowledge and motivation to act more inclusively.’ Check out the insightful article by TRIEC’s Rachel Crowe, Senior Manager, Career Advancement for Immigrant Professionals (CAIP) program, and Sugi Vasavithasan, Senior Manager, Research and Evaluation. The article delves into how employers and career professionals can contribute to creating pathways to success for immigrant professionals At TRIEC, we're committed to helping employers enrich their organizations with newcomer talent through programs like CAIP. Thank you to our funder Future Skills Centre - Centre des Compétences futures for the continued support and partnership in this impactful, transformative journey! We also thank CERIC for spotlighting our article as the inaugural piece in the upcoming series on Culturally Responsive Career Development. Rachel Crowe Sugi Vasavithasan #TRIEC #immigrants #newcomers #inclusion #careers #careeradvancement #hiringpractices #DiversityAndInclusion #EmployeeRetention #WorkforceIntegration #CulturalCompetence #EquityInTheWorkplace

As they kick off their careers, young people often have to navigate a maze of short-term and casual jobs. In Australia, many of them also wish to work more hours than their current jobs allow, leading to a situation called “underemployment”. Casual employment and underemployment often go hand in hand. But just how common are these experiences during Australians’ early careers, and what effect do they have on their future wage prospects? Read more from Prof.dr. Irma Mooi-Reci (University of Melbourne) below. https://lnkd.in/g_4gX_Nx

Latest from FE News: Collaboration over Competition – The Key to Transforming the Employment Support Sector: Cooperation within the employment support and employability sector is important. When a competitive mindset dominates the field, driven by government contracts and funding pressures, rivalry… Collaboration over Competition – The Key to Transforming the Employment Support Sector was published on FE News by The Institute of Employability Professionals (IEP) Read more here:

Having a casual job when you’re younger is often seen as character building, but new research reveals unstable work environments early on can result in unsatisfying full-time work and a wage gap. It’s based on research by the University of Melbourne’s Prof.dr. Irma Mooi-Reci based on government data and a further study of career paths of Australians over 20 years. She found periods of ‘underemployment’, where a young person wants to work more hours but is unable to in their current job, commonly leads to future instability. “Only 44% of young workers in our study had secured permanent jobs matching their working hours preferences within five years of graduating,” she writes in The Conversation Australia + NZ. “The more than half that remained were dealing with employment situations that fell short of their ideal.” Women were more severely affected, she reveals, and “wage penalties” were felt by those who had short-term roles and underemployment for at least 10 years. She says this could be because moving between roles offers less opportunity and time to gain experience and skills. Professionals responding to the data say vocational training needs to be ramped up. “A VET system which encompasses many different occupational outcomes, from trades to business, retail, and hospitality (and all points in between) can give young people a stable employment and skills foundation early on in their career,” writes Peter Moore, Manager, Strategic Services at Apprenticeship Support Australia. What’s your response to the data? Do you have personal experience with casual work or underemployment as a young person, and has it hampered your ability to secure meaningful full-time work? Share your insights — and what your first job taught you — in the comments. By Cathy Anderson Sources: The Conversation Australia + NZ: https://lnkd.in/dCE9Zjqf Peter Moore: https://lnkd.in/d9nnKkEW