The answer to the skills crisis in Ireland and the UK could be staring employers in the face. Mothers, carers and retired people are amongst the groups that they should be turning to in order to meet the need for new entrants to the workforce by 2020. Creating greater equality of opportunity in the labour market by encouraging ‘returners’ to get back into the workforce is key to sustaining future prosperity both in Ireland and the UK.

‘Dormant skills untapped,’ a new report from City & Guilds, reveals an abundance of skilled workers ready to return to the workforce in the United Kingdom.   The report examines the issues and concerns voiced by potential ‘returners’ ,  and identifies strategies for businesses and government to encourage this dormant talent pool back into employment.

Meanwhile in Ireland, research from the Economic and Social Research Institute (ESRI) last year pointed out that the growth in jobs created will out strip growth in the number of people available for work until 2015 requiring thousands of additional people to enter the jobs market. 

From 2010 onwards, the number of young people reaching working age will begin to fall by 60,000 every year in the UK, fundamentally changing the shape of the workforce. The demand for new entrants to the adult workforce between 2010 and 2020 can only be met through a combination of most adults working longer, and a huge increase in the number of adults re-entering the labour force. 

The report published by City & Guilds identifies evidence of a ‘worry curve’.  Despite initial optimism about returning to work, people typically experience increased levels of concern, followed by feelings of resignation, as a result of being out of work. This reinforces the need to get people back into work quickly and should be addressed by coherent workplace strategies.   Another leading Irish organisation, the National Economic and Social Forum recommends developing strategies to include equal opportunity  and diversity, work-life balance practices (taking account of childcare, disability and elder care needs), and retention policies for older workers. 

In the United Kingdom, two thirds of employers (68 per cent) have already employed someone who has been out of work for a period of time.  Many organisations surveyed in the City & Guilds report feel that ‘returners’ would have a constructive effect on their business, with a quarter (25 per cent) believing that they are more positive towards work.

When asked about the maximum amount of time that someone could be out of the workplace before successfully returning, many employers (52 per cent) claim that there isn’t one, reflecting the widespread acceptance of changing work habits, as more and more employees take time out from their careers.  However, a significant proportion of companies (18 per cent) feel the maximum is between six months and a year, suggesting that the long term unemployed meet a genuine attitudinal barrier to returning to work.  Overall, jobs growth in Ireland has masked the challenge facing our long term unemployed.  Long- term unemployment in Ireland comprises 30 per cent of total unemployment compared to 21 per cent in the UK. 

Women ‘returners’ are one group highlighted by the National Economic and Social Forum as particularly vulnerable.  Mothers in the UK are the most concerned about returning to the workplace with nearly half (43 per cent) worried about going back to work after having a child. In comparison it is those who are retired (15 per cent) who are the least apprehensive about the move back into working life, compared to 31 per cent of people overall.

Of those concerned about returning, nearly half (46 per cent) are nervous that they don’t have sufficient skills, despite having a high level of qualifications. This isn’t an unfounded fear as nearly a third (28 per cent) of employers  who have recently employed ‘returners’ feel that their skills need to be updated.

A further thirty nine per cent of those worried about returning (and especially those in the 40 – 65 age group) felt that changes in technology are an area of major concern, highlighting the need for IT training. 

The report makes it clear that employers and individuals need to work together to make the transition back into the workplace a smooth one.  Most (59 per cent) of those worried about returning think that training would help them overcome their concerns.  A further four in ten (37 per cent) view work placements and career advice as the solution.

Judith Norrington, head of policy development at City & Guilds said: ‘Many of those looking to return to the workplace have much-needed skills, including management, IT, engineering and construction experience, that could benefit industry in Ireland and the United Kingdom and fill the impending skills gap.  And our research demonstrates a clear need for further advice and training, particularly in technology, to increase skills and confidence of those hoping to return to work after an extended time away.

‘In light of skills shortages in the Irish Labour Market highlighted by the Expert Group on Future Skills Needs last October, it is critical that employers review their retention and recruitment policies and welcome a diversity of skills in the workplace.  City & Guilds, in collaboration with national stakeholders, plays a key role in skillling the Irish population.  In order to support employers and individuals we continually monitor trends and look to the future so that we are able to ensure that our awards and qualifications meet industry needs and are up-to-date.’

Commenting on the City & Guilds findings, Berni Brady, Director of the National Adult Education Association of AONTAS, said: ‘It is clear that those seeking employment, should be offered targeted training, work placement and career guidance early on.  Inclusion strategies that address the needs of vulnerable groups such as women ‘returners’,  the long term unemployed and people with disabilities must be developed. City & Guilds’ findings show that the changes in confidence and attitude over time, and the increased likelihood of negative attitudes by the employers towards long-term unemployed, mean that the unemployed will find it much harder to find work if they are not effectively supported from the start.’

-ENDS-

For further information please contact:
Tommy Byrne
PR Consultant
tbyrne@nala.ie
(087) 226 2610
or
Orla Purcell, Marketing Manager (Ireland)
City & Guilds
9 Clanwilliam Terrace
Dublin 2
Tel  (01) 631 0200 /  (086) 605 7870
Email: orla.purcell@cityandguilds.com

Notes to editors:
The City & Guilds “Dormant skills untapped” Report
City & Guilds has produced a report detailing the research which is available on request.  The report also contains advice for employers about recruiting ‘returners’ and tips for people returning to the workforce.

Methodology:  The research was undertaken by The Survey Shop in March 2006 and is based on a sample of 610 returners and 604 HR managers from businesses of a variety of sizes and sectors.

City & Guilds (www.cityandguilds.com ) is a leading international awarding body for work-related qualifications.   City & Guilds is the largest international vocational awarding body operating in Ireland with over 400 approved centres on the island of Ireland.  These are served by two offices, in Dublin & Belfast.

In total, City & Guilds awards 1.3 million certificates to learners each year on over 500 subjects ranging from hair and beauty to catering and management.   1.9 million people are currently working towards a City & Guilds qualification.
The City & Guilds Group comprises the Institute of Leadership & Management (management and leadership awards, NPTC (land-based awards) and the Hospitality Awarding Body (catering and hospitality awards).