1. European Year for Combating Poverty and Exclusion 2010 Northumberland Focus Day: Access to Jobs

2. Alison Baxter Financial Inclusion Champion Northumberland, Tyne and Wear Department for Work and Pensions Financial Inclusion Champions

4. The UK challenges Child Poverty – 2.9 million children living in relative poverty in the UK Working Age – active intervention is key to the UK employment strategy Socially excluded adults – Social Exclusion Task Force focusing on problems of severe deprivation Older people – the population of the UK is ageing

5. Poverty and Exclusion Poverty still remains reality for many in UK today Relative rather than absolute poverty is witnessed EY2010 opportunity assess progress and give a voice to people experiencing poverty

6. The UK objectives for EY 2010 Raise awareness of the causes, prevalence and consequences of poverty Promote and facilitate the engagement and participation of a broad range of stakeholders Ensure a lasting legacy

7. Successful Proposals Regional activity – North East One North East supporting 5 Local Focus Days covering: Financial Inclusion Children, Young People and Families Decent Housing Combating Discrimination Access to Jobs

8. Access to Jobs - Linking the Local Focus Days Financial Inclusion Exclusion creates barriers to entering the labour market Children, Young People and Families Greater risk of child poverty in households where no- one works Decent Housing Impact of unemployment on housing standards and repossession Combating Discrimination Some groups may find it difficult to enter labour market due to discrimination

9. Access to Jobs Why is this important in EY2010? What can you do to ensure your service users have access to jobs? Who are your partners across public/private/third sectors?

10. 2010 Social Inclusion Regional Group Woodhorn Colliery Museum Elizabeth Robson Skills & Employment Analyst

11. Worklessness Worklessness as a concept is useful as it describes a broader based phenomenon than either unemployment or economic inactivity and focuses attention on the need to raise employment/economic activity rates rather than reducing unemployment Unemployment levels have declined over the last decade and policy makers had begun to focus attention on the problem of worklessness which is still high across all European countries) Worklessness affects certain groups disproportionately: males, no or low qualifications, former manufacturing workers, some ethnic groups, lone parents, those with multiple disadvantages, (disadvantages that include spatial dimensions which may be at street, neighbourhood, town, city, region or even country level Figures show over eight million people in the UK are classified as economically inactive The health of the economy affects worklessness rates and will impact negatively on those groups most likely to experience worklessness.

12. Economy Largest post-war fall in output? with unemployment rise lower?

13. Labour market – impact of recession Historically high levels of employment Employment has remained relatively buoyant, but there is anecdotal evidence that this is partially because of people accepting reduced hours Employment is traditionally a lagging indicator – a trend likely to be compounded by reduced hour working This recession has sped up the process of economic restructuring And impacted heavily on youth unemployment

14. Impact of recession – sub-regional differences Unemployment change by district

15. Unemployment in European Countries Source: Eurostat 2009

16. Economic Status of the Working Age Population North East & UK January to December 2004

17. Economic Status of the Working Age Population 09/10

18. Employment Rates in SIRG Countries

19. SIRG Group Male Employment Rates

20. SIRG Group Female Employment Rates

22. Net New Demand by MOG, North East, 2007-2017 Labour market – future trends

23. Determinants of Future Growth Globalisation Demographic Change Low Carbon New Technologies

24. Any questions? Liz.robson@onenortheast.co.uk (0191) 2296623

25. Partnership and Collaboration; The Tyne and Wear City Region Response Shona Duncan Tyne and Wear City Region

26. Tyne and Wear City Region What is it? Functional economic area, consider travel to work and learn patterns 7 Local Authority areas: Northumberland, Durham, Sunderland, Newcastle, Gateshead, South and North Tyneside Disregard administrative Boundaries DWP Pathfinder, 2006: Improve and increase partnership working Simplify the employer support Clarify and increase consistency of individual offer

27. Tyne and Wear City Region What have WE done? Informed MAA –employment and skills theme DWP point of contact-influenced policy, local success Strong local voice-national, regional and European Influenced REF, Skills priorities Planned service delivery together Considered duplication Hanlon-client MIS Joined up provider services Secured joint funding

28. Collaborative working Why? Stronger voice-greater influence-impact Sharing good practise Knowledge and experience Create innovation Challenging times-support, solutions and success Reduced funding-efficiencies

29. Collaborative working How? Think of the “customer” Networking Volunteer Support Offer solutions Recognise and accept specialisms Share targets and performance Reduce bureaucracy

30. A thought! Partnership working We all; individually, organisationally and jointly in the employment and skills agenda face challenging times. If you shared your key challenge with the person next to you, you just might: Influence others to provide the solution Raise awareness that many people might have the same issue and collectively address it Support the person/ organisation to feel they can resolve and are not alone Get the solution

31. Remember: “None of us is as strong as all of us”

32. Thank you Contact details: Shona Duncan Shona.duncan@northtyneside.gov.uk 0191 643 6065

33. Engaging People in Their Communities The role of the Voluntary & Community Sector

34. The Voluntary & Community Sector permeates the fabric of life in our region.

35. It promotes... social capital. a feeling of belonging. and it massively contributes to the distinctiveness of life.

36. The sector... provides services driven by community needs. makes a significant contribution to the North East’s economy. long track record of tackling important issues in highly responsive and flexible ways. is made up of a diversity if user-led independent groups and organisations which engender strong feeling of ownership and trust.

37. Tackling Poverty & Social Exclusion Why is the sector important?

38. We are... able to engage effectively and efficiently with local communities. important providers of support and advice to those furthest from the job market. able to prioritise those who are most disadvantaged. often on the cutting edge of social change.

39. Our principles A chance to work for all. Nobody written off; nobody left behind. Reaching the most excluded. Need to break cycles of disadvantage and deprivation that transmit through families and generations and still exist within neighbourhoods. Support is available for everyone who needs it.

40. ...continued Tailored support to empower local institutions to develop solutions and give freedom to innovate and flexibility to work together. Helping people to be in control of their own lives and take personal responsibility for making the most of opportunities through supported pathways to work. Ending child poverty. Closer integration of employment and skills provision. Recognition of the intensive support requirements of long term benefit recipients.

41. Engagement Addressing the needs

42. The VCS has the local intelligence and knowledge to know what can and can’t work.

43. The Regional Employability Framework The North East Voluntary & Community Sector EngagementAction Planning Employability Services Job Placement Aftercare & Retention

44. Working in Partnership The key to future success

45. It is now accepted by all, including all major political parties, that the VCS is an essential component to the successful delivery of agreed public outcomes.

46. We know that partnership: Makes for better decisions by providing a grassroots barometer of communities and their circumstances. Maximises social gain through voluntary effort. The sector’s input is valuable in its own right.

47. ...continued Valuing the 3 Ds - dissent, difference and diversity. Not distributing profits often puts the sector at a competitive advantage. The sectors raison d’être is to respond to its users and beneficiaries and take account of their changing needs.

48. ...continued further The sector makes scarce resources go further. If the best services are to be purchased (via tender arrangements) then a common commissioning framework must take account of social and environmental gains.

49. In Northumberland good relationships and partnerships that have been built over the years between the public sector and the VCS must not and should not be lost.

50. www.northumberland.gov.uk Copyright 2009 Northumberland County Council Social Inclusion Regional Group Access To Job Event Removing Barriers to Employment An Advisors Perspective Beckie Smart & Roger Stephenson

51. www.northumberland.gov.uk Copyright 2009 Northumberland County Council The Work Of An Advisor What we do! Client Registrations – Identifying & recording client barriers to work Action Planning – Tailored to the individual client Regular Caseload Appointments – Dictated by clients needs Signposting To Partner & Other Organisations for further help NEWS Team A County wide service aiming to reduce the number of mainstream benefit claimants particularly in the most deprived lower super output areas

52. www.northumberland.gov.uk Copyright 2009 Northumberland County Council Physical Disability English as a 2 nd language Mental Health IssueEx Offenders Other Health Issue Drug/Alcohol Misuse People made redundantLearning Disabilities People with low basic skillsPeople In or Leaving Care Lone Parents50 years + Homeless peopleEthnic Minority Group People facing redundancyYoung people who are NEET Migrant labour (e.g. Polish)Labour marker returners Asylum SeekersCarers Refugees Who Needs Support?

53. www.northumberland.gov.uk Copyright 2009 Northumberland County Council The Range Of Barriers To work Ill health, both physical and mental health issues Lone parent (Childcare issues, not enough money or support) Young people who are NEET (Not in Employment, Education or Training) lack skills/experience, travel issues, etc) No transport or poor transport links to work ESOL Ex-offenders/gap in employment Homelessness and other housing issues Low level skills and qualifications Low self esteem and confidence Lack of knowledge/awareness of help available Debt and money issues Earnings gap between welfare and work (coming off benefits, no safety net) Overcoming the barriers:

54. www.northumberland.gov.uk Copyright 2009 Northumberland County Council Example Of The Support Process From a registration an action plan is created... Client has health problems and in receipt of Incapacity Benefit Remove barrier Referral into specialist organisation assistance (Shaw Trust | A4E | Pinetree Trust ) Client offered follow up caseload interview Remove Barrier Funding available IWLE Workwear/Clothing Travel to work Training courses Licenses/tickets Childcare costs Tools/Equipment

55. www.northumberland.gov.uk Copyright 2009 Northumberland County Council What We Offer.... One to one interviews & Resource Centre facilities Flexibility of support A relaxed informal atmosphere A seamless journey from registration through action plan targets Expert Information Advice and Guidance Locations at the heart of the community An individual service to remove individuals barriers Strong links with post employment support Excellent links with partner organisations Support to remove financial barriers to work (tools, work clothes, travel costs etc.)

56. www.northumberland.gov.uk Copyright 2009 Northumberland County Council The result of NEWS support The items shown in the pictures funded by NEWS are the Gazebo, Tables & Chairs! As a result of NEWS help, this client moved from claiming welfare benefits for 15 years & into employment! The funding certainly helped, but it constituted only a small part of the help & support NEWS offered!

57. www.northumberland.gov.uk Copyright 2009 Northumberland County Council Summary There is no ‘typical’ workless person Support needs to be tailored …. Partnership is key …… What can be achieved ……..

58. www.northumberland.gov.uk Copyright 2009 Northumberland County Council NEWS Contact Details Telephone - 01670 542082 Freephone - 0800 3895990 Northumberland Employability & Work Service

59. Stephen Eltringham Diane Lawson Director Property HR Manager & Estate Services European Year 2010 Social Inclusion Regional Group - Access to Jobs Event

60. Social Inclusion & Corporate Partnerships Introduction Bernicia Group & J Sainsbury plc - social providers of basic commodities (Social housing & domestic retail needs) Our businesses function at the heart of local communities providing for and meeting the needs of tenants, customers and regional/national stakeholders Our businesses are influenced by the choices and decisions made, and the experiences of our customers when they select and utilise our products and services The strategic direction of our businesses are influenced by our Corporate Social Responsibilities.

61. Corporate Strategy & Social responsibility Social Housing Our vision – Making the difference Recognition of the impact that the housing environment has on aspirations, health and well being Create sustainable & thriving communities –Requires physical improvements, underpinned by; –High quality services and –Social regeneration; building community confidence, influence and aspirations Develop customer values of aspiration, ownership and pride through inclusion & involvement Encourage involvement through training, support and delivering outputs important to customers - excellent products & services Delivers wider regeneration of socially deprived areas

62. Corporate Strategy & Social responsibility UK Food Retailer Our vision – To provide local jobs for local people as our stores are at the heart of the communities we serve To support Long term unemployed back into workplace To help deliver A Great Place To work: –Through training and development our colleagues will gain new skills knowledge to deliver excellent customer service standards. –To support colleagues to gain nationally recognised qualification relevant to the sector To provide a great place to shine through colleague aspirations and recognising colleagues future succession

63. Corporate Strategy Pre-apprentices / trainees & Strategic fit Follows 2 strategic routes: 1.Wider physical and social regeneration of local areas Physical improvements in homes and neighbourhoods Social inclusion and resident/customer involvement Sustainable communities and neighbourhoods 2.Business/service delivery Staff investment Succession planning Customer excellence

64. Benefits of the pre-apprentice/training programme 1.Social considerations (background) Majority of trainees live on our estates and within catchment areas Possess local knowledge/aware of social issues in local environment Live in families with long-term culture of worklessness/social deprivation Low personal esteem/aspirations/education 2.Strategic outcomes (social impact/inclusion) Insight into local issues to shape and deliver services Breaks cycle of worklessness, develops attitude of pride in delivery of services to local people/area and desire to protect domestic environment (home & estate) Raises aspirations, begins cultural change (long-term generational benefits –breaks cycle of family unemployment) Positive attitude (self perpetuating) with immediate social circle generating perceptions of social improvement and sustainability Re-educates and trains – provides key social, academic and technical skills Micro level economic benefit to local area (salaries earned in local areas typically stay within the local economic area)

65. Benefits of the pre-apprentice/training programme 3.Strategic outcomes (service delivery) Positive form of recruitment – allows both parties to test attitude and aptitude for service/industry requirements Unsuccessful candidates can refocus attention to other industries/training avenues Continuation of business skills and employment succession Local trainees delivering to local people – often on the estates where they live Local knowledge channelled correctly benefits delivery of services and products Greater pride in service delivery to local people Business can shape trainees to deliver excellent services to their own environment

66. Benefits of the pre-apprentice/training programme 3.Strategic outcomes (Service delivery cont’) Enhanced reputational image within the community increasing the customer base and volume of sales. Colleagues recruited through this process feel valued, are happy, have increased self confidence and motivation leading to: -organisational commitment -increased sales/sustainability through customer satisfaction -reduced staff turnover and recruitment costs.

67. Corporate & Social outcome: Improve social, physical, environmental and economic regeneration and well being of our communities Social regeneration helps to protect investment made in the physical fabric of estates Employment of local people helps to change aspirations in their own local communities Organic business growth – investment in local people to change their environment via the delivery of services from a local company Effective succession planning to sustain employment and service provision Customer retention, reputational development, sustained/increased sales Economic benefit to local business and services Conclusion

68. THANK YOU

69. Post Employment Support

70. Need for Post Employment Support  Managing Expectations (advocacy)  Increased Productivity  Maximise the development of employability skills  Reduce economic and social affects of unemployment in households and communities  Increased skill levels within the workforce

71. Sustainability & Progression  Issues of sustaining employment Preventative & support measures to help ensure job retention Preventative & support measures to help ensure job retention  Barriers to progression Key features needed to progress in employment Key features needed to progress in employment  Ensuring continued progression Support to ensure continued employment & skills progression for long-term employability Support to ensure continued employment & skills progression for long-term employability

72. Supporting People In Work Health, Work and Well-being Health Issues Emotional Issues Financial Awareness Change of Priorities Skills Training

73. The role of trade unions in the workplace

74. Improving employment law

75. Working for fairness

76. High performing workplaces

77. Boosting workplace skills

78. Want to find out more? www.worksmart.org.uk