It is really great to see that figures are improving, with more people facing long-term unemployment or other significant barriers getting into employment. At the Work Programme Best Practice meeting I attended the day before the data was released, I noted with interest a positive push from Welfare to Work contractors for greater transparency around the data, achievements and challenges facing the Work Programme.
The missing piece that has struck me throughout the ongoing Work Programme debate, however, is the absence of discussion about the employer. When success for the Work Programme providers and DWP equals sustained jobs, the key to success is surely the employer. With a greater, more tailored approach to working with employers, could the Work Programme do more?
At Business in the Community, we know that many companies recognise their crucial role in tackling unemployment, and there is a surprising (and welcome) number choosing to support those furthest from the labour market into employment.
Through running our Ready for Work programme for the last 13 years, we have found that, among companies, there is a strong correlation between supporting employability programmes and offering job opportunities to people from disadvantaged groups. It seems that the two go hand in hand and this combination can offer great opportunities for people to overcome barriers to work.
Some 27.3% of our Ready for Work participants have gained a sustained job outcome compared to official Work Programme statistics of 14.7% for the equivalent Work Programme Group of clients (Early Access Group) over the same time period.
So how could more companies recruit people who have experienced long term unemployment?
There are some interesting insights from our Business in the Community Work Inclusion Award shortlisted organisations this year. They highlight some clear trends, particularly for companies that are recruiting nationally:
They want their employability or work inclusion programmes to be tailored to their individual company or sector needs
They generally want to be able to offer a consistent programme across all their sites.
They are choosing to manage their programmes in-house or, more commonly, through a trusted voluntary sector partner with specialist expertise in working with a specific client group, that is able to manage actual or potential risks and provide a single point of co-ordination on a national basis.
Drawing conclusion from these clear trends, we believe the best approach would be to scale up successful employer-led approaches. How best to make this happen?
First, we need more companies to get involved in recruiting from disadvantaged groups. Second, we would encourage Government to complement existing Work Programme provision by investing in national employer-led programmes.
Anne Willmot, business action on homelessness director at Business in the Community
