Nous Group’s Post

Important information to consider about teacher retention ..

“The biggest predictor of a region’s productivity is its ability to attract and retain 25-35 year olds – they are the biggest wealth creators,” says KPMG head of education, skills, and productivity Justine Andrew. “So you have to think about more than jobs; it’s about connectivity, culture, lifestyle options, the quality of public services. All that takes long term thinking.” Seeing the holistic wellbeing need of individuals and communities is vital to creating places and spaces in which we can thrive financially, emotionally and spiritually. #Levellingup should be amount so much more than the economy. We need arts, culture, community and so much more.

"If we make good workplaces for people who've experienced barriers to employment, it means we are making good workplaces for everyone". Last week we held our Round Table Discussion and the release of the research we conducted into understanding young people’s experiences and perspectives on employment. A recording of this engaging discussion and links to the research is now available on our website: https://lnkd.in/g3WNwimb As a job-focused social enterprise, we want to continue to show that business everywhere can be done differently and break the employment barriers that young people face. Please share widely, as this first Round Table may have ended but the discussion certainly hasn’t. If anybody wants to keep talking, talk to us at Good Cycles, talk to each other, and let's keep the discussion going. We again congratulate and thank Hannah Figueroa, our Impact Evaluation Lead, for her excellent research and the insights shared. We also thank Professor Jo Barraket AM and the Melbourne Social Equity Institute for their support, mentorship and the opportunity that allowed this research to take place. The community fellows program enables community organisations like Good Cycles the ability to undertake research of this focus and significance. To create employment pathways for young people, we need to listen and learn from young people themselves. We have so much gratitude for Youth Employment Program participants who shared their stories and perspectives with us in the research. Our thanks to Vaughn, Bonny Bayne, Myfanwy Galloway, Quentin Mercier and Lara Nickless for giving us their time and support of our Round Table Discussion. We appreciate your contributions to this important discussion. #GoodCycles #YoungPeople #Employment #Research #SocialEnterprise

The Early Years Employment Hub has now been launched at Leeds University Business School (https://lnkd.in/eaFzZ6qx) in collaboration with our steering committee (https://lnkd.in/ecSzNrn7. The EYE hub is a consortium of policymakers, providers, professional associations and researchers dedicated to bringing about evidence-based policy change. The Hub intends to bring those actors into conversation and create opportunities for coordination and collaboration on research into early years employment and to provide networks and resources. The government has now acknowledged the need for a huge expansion of the early years workforce. A report by the Leeds team (Jennifer Tomlinson, Xanthe Whittaker, Helen Norman, Danat Valizade, Lucie Stephens, Robyn Moffat) the Early Education and Childcare Coalition 'Retention and return: delivering the expansion of early years entitlement in England' (https://lnkd.in/exwvNWvp) suggests that 40,000 new workers may well be an underestimate, if you account for the huge number of early years workers currently in the sector who say that they are considering leaving, or plan to leave imminently. A pilot scheme offering £1000 to new or returning entrants is now being trialled across England. It is vital to bring in staff who have left, taking with them years of experience and high levels of skill. To stem the further brain and care drain from the sector, however, more radical and urgent attention is needed to improve conditions in the sector in relation to pay, pay progression, respect and recognition for early years workers. Early years employment is part of the foundational economy, and early education has extensive social and economic benefits. As the Chair of the Early Years Employment Hub, I want to ensure that the hub can be used to understand which interventions are needed in this sector to support workforce retention and development. To do so, we want to ensure that research is shared with those making the core decisions around early years employment, from nursery managers to policymakers in local authorities and government departments. If you would like to be part of the EYE Network to engage with the latest developments, please sign up here: https://lnkd.in/ex7pzHcK https://lnkd.in/eg8SHEkw

To all other young professionals out there… what obstacles are you facing as you move towards your professional goals? For those of you in established careers… what would have made your professional journey more accessible and fulfilling? Young people are working hard, and London has higher grade attainment than in other regions; however, only 17% of disadvantaged young Londoners secure professional job roles, compared with 30% of the rest of the country. This disparity means that the homegrown aspirations of many young Londoners are left unfulfilled, and employers are struggling to nurture an entire class of creative professionals. Hosted in the illustrious Guildhall building, Tuesday was the London Bridge the Gap conference which aimed to encourage London employers to diversify their recruitment practices to help deliver solutions to London labour shortages. Under chandeliers, the conference addressed the gritty reality of London’s recruitment struggles. Chaired by Mark Emmerson, with insights from speakers such as Dame Julia Cleverdon DCVO, CBE, Floyd Steadman OBE, Ben Conway, Emma Cufflin, and Prof Dr Ger Graus OBE, the conference aimed to inspire employers to revolutionise hiring practices and shed light on the disparity in professional opportunities for disadvantaged young London talent, compared to their peers in other regions. As a fresh-faced attendee at my first conference, the discussions that followed revealed not just a gap in employment but a profound chasm between the aspirations and opportunities for the young creative class. To read more about my insights, click the link: https://lnkd.in/egUNVbxa Feedback and thoughts are always welcome. I'd love to hear about the professional obstacles everyone has faced, both big and small. The professional landscape is full of pitfalls, and any advice offered helps to build a bridge between aspirations and opportunities, lending new structure to young professionals navigating the professional world! P.S. Check out The Ideas Foundation's Ben Conway championing alternative routes into the creative industries, alongside McCann London's Emma Cufflin at Tuesday's conference!

Really excited to see this paper published with Mark Vicars about the challenges faced by higher education workers in the shift towards increased online digital labor. We consider the impacts on topics such as ·      research pursuits, ·      work-life balance and ·      psychosocial risks associated with the blurring of boundaries between home and work. We talk about the normalization of these risks through the concept of "postdigital presence" to consider countermeasures associated with established theories such as the Slow University and Quiet Quitting to urge policymakers to reflect on three critical areas of concern: 1.      Remote and Isolated work, 2.      Job Demands, and 3.      Digital Fatigue. With some academics thriving in remote work and others drowning, we emphasize the need to re-consider and re-evaluate risks and harms associated with digital labor. We need to question digital labor's impact as a social, anthropological, and technological phenomenon due to the institutional financial risks that are associated with 'quiet quitting' and the often unwritten expectation that academics are constantly in a state of being 'on standby'. https://lnkd.in/gcUdTkWp #Highereducationworkers #onlinedigitallabor #work–lifebalance #psychosocialrisk #postdigitalpresence

Let's talk about Summer Youth Employment! Youth are most likely to be engaged in work over the summer months but youth employment numbers are still in decline. Let's explore ways to increase engagement this summer! Join us TOMORROW for our next Center for Workforce Excellence International 7 on 7 Practitioners Forum where we'll learn innovative implementation and programmatic strategies from Workforce Leaders who are gearing up for another successful summer. You don't want to miss this! Message Walter L. Simmons, GCDF or Amanda Wagner for the zoom link to join the conversation!

Facing pay concerns, mounting workloads, and increasingly complex cases, two-fifths of UK university student #MentalHealth workers contemplate leaving their roles. As we move past #MentalHealthAwarenessMonth, let’s continue cultivating supportive academic and working environments for all within #HigherEducation. Want to gain deeper insights into the well-being of today’s students? Explore Chegg.org’s #GlobalStudentSurvey2023 for a comprehensive overview: https://lnkd.in/eP8sQhti

Last Wednesday, the pivotal decision by the University of Wisconsin System Board of Regents to approve a deal on #diversity positions and pay raises signifies a crucial step toward fostering an inclusive educational environment. Despite initial rejection, the ultimate approval of a deal unlocking $800 million for employee pay raises and essential projects underscores the recognition of challenges universities face today. While debates persist on the concessions made, this move highlights the commitment to restructuring diversity positions while freezing job numbers till 2026. At B2T, we view this as an opportunity to proactively navigate change and believe this recalibration can strengthen other institution's commitment to diversity, equity, and inclusion. Let’s leverage this moment to reinforce our dedication to cultivating a diverse and #inclusive business ecosystem. Change often brings apprehension, but it’s our adaptability and growth that shape our collective future. #HigherEducation #Education #GlobalIntellect

Our own Jay Ash and Northern Essex Community College President Lane Glenn co-authored an oped in CommonWealth Beacon, "No Degree? No Problem - Skills-based hiring is taking off in Massachusetts." Massachusetts, the most highly educated state in the nation, is making bold strides towards a more inclusive and diverse workforce. The op-ed discusses how "credential inflation" can hinder opportunities, and why we're advocating for skills-based hiring as a game-changer. Governor Maura Healey's recent initiative, the "Lead by Example" Employer Talent Initiative, highlights the Commonwealth's commitment to skills-based employment practices, focusing on evaluating ability rather than educational credentials. We're proud of our member, Vertex Pharmaceuticals, and other forward-thinking employers leading the charge in rethinking education and the future of work. How can employers implement skills-based hiring practices? The op-ed provides insightful steps, from learning about skills-based hiring to creating new educational and training opportunities. Read the full piece here: https://lnkd.in/ePt9kUyy