Almost half of Scottish pupils go on to higher education
A record 95.5% of pupils were in a ‘positive destination’ including work, training or further study within three months of leaving school last year.
Latest figures published yesterday also show 45.1% of school leavers went on to higher education courses at college or university – the highest since records began in 2009-10.
The gap between those from the most and least deprived communities achieving a positive destination was the lowest since 2009-10.
The statistics show that for National Qualifications:
87.7% of school leavers achieved at least one pass at SCQF Level 5 (eg National 5) or better – up from 85.7% in 2019-20 and 77.1% in 2009-10
66% achieved at least one pass at SCQF Level 6 (eg Higher) or better – up from 63.9% in 2019-20 and 50.4% in 2009-10
the gap narrowed between the proportion of pupils from the most and least deprived areas leaving school with at least one pass at SCQF Levels 4, 5 and 6 or better
the proportion of school leavers achieving vocational awards to support them into the workplace continued to increase
Education Secretary Shirley-Anne Somerville said: “Despite the challenges of the pandemic, 95.5% of pupils were in positive destinations three months after leaving school. This reflects the resilience and hard work of our young people and all who have supported them during the past two turbulent years.
“The narrowing of the poverty-related attainment gap shown by the figures is also very welcome. So, too, is the increase in the proportion of pupils gaining vocational qualifications and in those going on to higher education in college and university.
“It is important, though, to view the statistics against the backdrop of COVID-19. Exams had to be cancelled for two years and National Qualifications were awarded using different methods. The pandemic will also have affected the choices made by some school leavers and the opportunities available to them.
“Our focus remains on ensuring that all children and young people, regardless of their background, have the opportunities they need to fulfil their potential in school and beyond.”
Commenting on the Scottish Government’s statistics for initial destinations for school leavers (2020/21), a spokesperson for the Scottish Children’s Services Coalition – an alliance of leading children’s care providers – said: “We greatly welcome the increase in school leavers with additional support needs (ASN), such as autism, dyslexia and mental health problems, entering a positive destination three months after leaving mainstream school.
“This includes the likes of further education, higher education, employment and training.
“The gap between those school leavers with ASN and those with no ASN in a positive destination has decreased from 5.8 per cent for 2019/20 to 4.2 per cent in 2020/21.
“It is deeply encouraging to see an increase in the percentage of school leavers with ASN in a positive destination and to note that this gap is narrowing when compared with those with no ASN.
“The key here is to ensure that we maintain this position when the statistics are published for those in a positive destination nine months after leaving school. The figures for 2019/20 showed a disappointing decrease on the previous year, and it is important that increased resourcing is targeted at those individuals with ASN to give them the best possible opportunities, both in the classroom and as they transition beyond it.2
“This is clearly challenging in an environment of austerity, however, the cost to society in the long term if adequate resourcing is not provided will far outweigh any potential savings made today.”
Whe did the propertied class begin to clear the land of the people?
Howlong did ot take and is it now completed?
What was the timescale between clearances and the industrial expansion?
We know that following the industrial expansion the working class became wage labourers, their working time and hours under the tight control of the propertied class. It still remains that this is the source of the power of the propertied class.
The length of the working day/week/the shift work/all variations of day work/night work are still owned and controlled by the propertied class.
Finally, everything that is made becomes the outright property of this class solely.
But we have seen a degree of organisation of the working class in the formation of the Trade Unions, for example. They fight to reduce the amount of people’s time stolen by the propertied class.
Thousands more jobseekers can now access tailored face-to-face job support and meet local employers as 150 new jobcentres are opened, ‘levelling up’ opportunities across the country.
These will be at the heart of the UK Government’s Way to Work Campaign to encourage more people across Great Britain into jobs.
Towns and cities from Falkirk to Torquay are now home to over 150 new temporary jobcentres and over 150 Youth Hubs, with more to follow, as the government pledges to get 500,000 people a job by the end of June.
Two of the new temporary Jobcentres are in Edinburgh city centre.
Work Coaches at jobcentres are at the forefront of the government’s drive to help people access the support they need to get into work, and many of the team recently joined the Department for Work and Pensions as part of the rapid recruitment drive to hire 13,500 new Work Coaches to boost job seeker support as we recover from the coronavirus (COVID-19) pandemic.
A further 50 jobcentres are expected to open to the public in the coming months as efforts ramp up to get jobseekers into work faster, through the Way to Work campaign, by bringing them face to face with employers and encouraging them to look for work in a sector they may not have previously considered.
Work and Pensions Secretary of State, Thérèse Coffey, said: “We know how much people benefit from getting into work – both financially and for their wellbeing. And from getting any job first, they can get a better job next and then progress to a career.
“Jobcentres and Youth Hubs are crucial to get people into work, and will help level up opportunity across the country as through our Way to Work campaign we invite employers wherever they are to work with us and help find 500,000 people a job by the end of June.”
Driving the new Way to Work campaign, Work Coaches will help those who are capable of work search more widely for jobs from the fourth week of their claim, rather than from three months as is currently the case.
This clearer focus will ensure that, if people are not able to find work in their previous occupation or sector, they are expected to look for work in another sector and this will be part of their requirements for receiving their benefit payment.
Work Coach at Wigan Mesnes House Jobcentre Plus, Mike Cook said: “Being able to provide support and guidance to people in the local community on their journey to gain sustainable long-term employment, and therefore improving their lives, is the most rewarding and important aspect of my job as a Work Coach for the Department for Work and Pensions.“
There are also over 150 Youth Hubs now up and running across the country helping young jobseekers access local training and job opportunities, as well as a range of services to address wellbeing needs.
Investing in the skills and opportunities of young people and helping people into work at every stage of their lives is an integral part of the government’s ambitious plans for levelling up, which will transform the economic geography of the UK.
Youth Hub Work Coaches are working with jobcentre-based Youth Employability Coaches and tailored employment programmes, including Kickstart, to ensure quality, joined up support is accessible to those who need it.
Youth Work Coach at Barrow Youth Hub, Lisa Wicks said: “I have found working as a Youth Hub Work Coach both challenging and rewarding. To be able to offer support to some of our most vulnerable young people and to watch them grow in confidence and capability is a real privilege.
“This has been supported by partnership, working both within the DWP and with external partners, and is making a real difference to the lives of the young people accessing the support available.”
The government’s Plan for Jobs agenda is supporting jobseekers into work and those on low-pay to progress and earn more. The new Way to Work campaign will ‘turbocharge’ this national effort by getting half a million people into work over the next five months.
EDINBURGH’s new temporary Jobcentres can be found at:
Edinburgh
11-15 North Bridge, Edinburgh, EH1 1SB
Edinburgh Waverley Bridge
Unit L23, Waverley Mall, Waverley Bridge, Edinburgh, EH1 1BQ
“The Big Resignation caused a global shift – employees are less likely now than they ever have been before to stay in their job if they are not content in their role. Both businesses and employees are looking for solutions that suit them respectively.
“Businesses don’t just need to consider their existing employees; they also need to think about the talent of the future.” – Dr John Barrow Dean for Entrepreneurship & Employability, Senior Lecturer (Scholarship) in Biochemistry & Molecular Biology at the Institute of Education in Healthcare and Medical Sciences, School of Medicine, Medical Sciences and Nutrition at the University of Aberdeen.
British tech innovators PixelMax have warned that the U.K’s biggest employers face an exodus of talent this year if they do not empower their employees and adapt to a rapidly changing workplace landscape.
They believe that the virtual workplace is the solution to stemming the “Big Resignation” flow as a recent survey indicated that only 4% of employees want to return to the office full time and 82% of employees want a hybrid model with 59% ranking a work from home flexibility as the No.1 choice in employee benefits.
The Big Resignation was the hot topic of last year, with record numbers of staff either leaving, walking out of their jobs voluntarily, or opting to work part time as they re-evaluate their work-life balance.
It follows a tumultuous two years of the pandemic, lockdown restrictions and many people’s lives being curtailed, which has forced employees to re-evaluate their work-life priorities, well-being and aspirations.
The implementation of plan B restrictions including WFH policies for employees, yet again reinforces the notion that we need to learn to live with Covid and employers need to re-think how they future proof their businesses and retain their talent.
The tech industry has always been ahead of the curve in terms of workplace culture, but with a massive skills shortage in the tech sector, the workplace landscape has dramatically changed.
A recent report commissioned by London- and Manchester-based leading tech recruitment firm Burns Sheehan found that only 4%of employees polled wanted to return to the office full time and only 14% wanted to work three to four days in the office.
When polled on the Burns Sheehan employee benefits survey, 59% of employees wanted work from home (WFH) flexibility as their No.1 employee benefit over annual bonuses and share options.
This was followed by 25% of those polled wanting a learning and development budget, 22% a clearly defined career path, 19% favouring an annual bonus, 17% wanting childcare flexibility and least important, 12% wanting share options.
During the pandemic, employees were just expected to adapt to a new regime of working fully remotely, with employers not aware of the consequences and underlying issues that would affect their employees.
Many were suffering from Zoom and Teams fatigue, isolation, burnout, disengagement with their office workplace and a lack of social interaction with colleagues.
This in itself brought to the surface many issues of wider mental health aspects and well-being, with many employers not understanding how this was impacting on their workforce.
Many employees complained of not being able to detach themselves from their work and home life and feeling that they were not able to switch off, while others missed the office culture.
The culmination of these issues resulted in the Big Resignation.
Rob Hilton CEO and Co-Founder of PixelMax,said: “Remote working enabled many companies to resume a degree of normality during the lockdown periods, equally, there was a price to pay with regards to employees’ well-being and mental health.
“The Big Resignation is all about employees voting with their feet and making the shift change, choosing who they want to work for, how they want to work and when they want to work.
“In order for business and industry to retain the best talent, they need to rethink the workplace environment. It needs to reflect a modern hybrid of the office and remote working from any location but interconnected within a platform that is engaging to all employees and makes them feel connected to their work colleagues, whether that be in the physical sense in the office or from their remote location.”
This in turn has also had a major impact on UK businesses and how they have to adapt and rethink a new workplace culture; one that will allow them to retain their best talent and also act as a recruiting beacon for new and emerging talent.
Employers need to radically rethink how to manage staff both in an office environment and remotely. Throughout the pandemic, employers were slow to adapt the workplace environment and to understand the wider issues their employees were facing in remote working environments.
If employers don’t act quickly, they will get left behind because hybrid working is expected by employees. If remote or hybrid work isn’t available within your company or organisation, potential recruits are turned off.
Businesses that don’t invest in making hybrid working an enjoyable experience will struggle to attract and retain the best talent as the Burns Sheehan report clearly indicates.
Dr John Barrow is the Dean for Entrepreneurship & Employability, Senior Lecturer (Scholarship) in Biochemistry & Molecular Biology at the Institute of Education in Healthcare and Medical Sciences, School of Medicine, Medical Sciences and Nutrition at the University of Aberdeen.
He said: “The Big Resignation caused a global shift – employees are less likely now than they ever have been before to stay in their job if they are not content in their role.
“Both businesses and employees are looking for solutions that suit them respectively. Forcing employees into an office five days a week is causing issues and keeping staff fully remote is also causing problems.
“Employees are experiencing ‘Zoom fatigue’ and some feel at a disadvantage when working remotely, missing out on spontaneous conversations and potentially career progression. Hybrid is the best solution for many businesses and staff. For hybrid to work well, companies must invest in platforms that staff find enjoyable to use.
“People love to spend hours on games such as Fortnite, so why can’t this similar culture be adopted in the working world?
“Businesses don’t just need to consider their existing employees; they also need to think about the talent of the future. From a career perspective, graduates entering the job market can have a difficult time as it is, but one of the major challenges is how you onboard new recruits and how new staff members can truly feel part of a team when everyone is working remotely – it’s fine for the people who already have those established relationships, but for someone new this can be really difficult to forge relationships and professional networks.
“As we continue to move forward with a hybrid working model, we need to focus on those in the early stages of their career and how best to engage and train this generation.”
Businesses are no longer restricted by geography when it comes to recruitment. Employees no longer need to live at a commutable distance from work or be based in the city centres.
For some businesses, access to a wider talent pool changes everything in their business model. It now means companies no longer need to be based in city centres either, which historically has always been the norm.
Now companies can have the option of being based in bustling suburbs as connectivity is improved with faster broadband and cellular connectivity with 4G and 5G. Companies now have the ability to attract a much wider talent pool.
Burns Sheehan Co-Founder, Jon Sheehan,said: “The tech hiring market has been the busiest Burns Sheehan have ever seen. I’ve never seen anything like this in the market before; most candidates will have four to five job opportunities and firm job offers on the go within 24 hours.
“This isn’t even about bigger salaries; that’s just a side perk. Employees are much more focussed on their work-life balance and wider aspirations in the working environment.
“This is very much an employees’ market, driven by employees calling the shots. Many are opting for a virtual workplace model, where they have the option to work from home and the office of their choosing, but also still to remain connected to the office environment even whilst working remotely.
“If employers don’t embrace this new model of working, then the ones who have adapted quickly to change will have the commercial advantage of hiring and retaining the best talent.”
Although this can be a daunting thought for some employers, they need to think of it positively. Employers need to understand that employees at their company are there because they’re happy – it’s not just about paying the best salaries; they’re aligned with company values and purpose.
However, in the current climate, employers must focus on company values and work on how this can be reflected in the way staff are treated and what makes them happy, productive and fulfilled in the workplace. Homeworkers should benefit from well-being initiatives too; this isn’t something that can only exist in the office.
Manchester-headquartered tech disruptors PixelMax immediately saw this disconnect between employers and employees and their workplace environment at the start of the pandemic and tackled the issue head-on.
They were one of the first British tech companies to pivot their 3D immersive technology in the early days of the pandemic to create unique virtual workplace platforms and environments for companies.
Shay O’Carroll Co-Founder of PixelMaxsaid: “The software PixelMax have developed aims to separate the work from home environment but maintain the engagement and immersive nature of being in the physical office with colleagues.
“It means we create an experience – regardless of your location – where you walk into the virtual office each morning, have spontaneous conversations with colleagues rather than logging straight onto Teams or Zoom.
“Employees can wander through the virtual office with their own uniquely created avatars, see messages and engage in meetings with their work colleagues. The virtual office creates presence and also an atmosphere / buzz that doesn’t exist in 2D video conferencing platforms. They can even walk over to the Costa point and order a coffee to be delivered to their physical location.
“The virtual workplace encourages a positive culture. Employees can take part in wellness challenges, do workouts, meditate and relax with minigames. Previously, businesses might have offered gym memberships. Now, they could offer an online fitness subscription or a smartwatch.
“Company cultures are evolving, and they will continue to evolve until the end of time. What’s important right now is for business leaders to understand that it is the turn of the employee to dictate how and when they want to work.
“This business evolution is a collaborative process now and listening to your employees’ wants and needs has never been more important. Investing in employees is how cultures should evolve into something positive and beneficial for the business and employees.”
Recently, PixelMax co-founders Rob Hilton, Shay O’Carroll and Andrew Sands (above) outlined their vision for how they see the hybrid work revolution in a ground-breaking thought leadership document.
In this document they outlined the future of the virtual workplace, how that hybrid would take shape in the form of the virtual workplace and how it could emerge alongside a new employee work culture. Entitled “The Virtual Workplace – Enter The Metaverse”,
the thought leadership document outlines its vision for the virtual workplace, including how the office and work culture of the future will adapt to change.
Crucially, the way most businesses approached employee well-being became outdated overnight during the pandemic. Businesses are now looking for new ways to add value to employees when they work remotely.
Tech companies in particular put money into ball pools, slides, table tennis, free food and social spaces. But now a great number of these workers are at home. The well-being initiatives that worked well in the office need to be rethought to add value for the employees. Improving technology and making their workday as seamless and immersive as possible will make the day more enjoyable for employees.
The reality is that if a company isn’t doing it, then its competitors will be.
Crucial to PixelMax’s thinking is creating a workplace culture that is inclusive and diverse, but one which empowers employees, creating an environment that fits in with their work-life balance and aspirations.
It’s about creating a workplace environment that is engaging and fun – whether that is remotely, or in person at the office – and it’s about maintaining connectivity, social interaction and feeling valued. Ultimately this creates a desirable workplace culture for employees, allowing companies to retain their best talent.
Shay O’Carrolladded: “A great source of optimism I have had since co-founding PixelMax is the potential for technology to transform the way we are working and to make it better for everyone.
“Technology should make our lives better; it should bring people together, not push them apart. In addition, the transition to working from home for most of us has allowed us to establish more of a work-life balance. Investing in technology for your workforce that gives your employees the tools to enjoy work is also important.
“The technology PixelMax uses encourages spontaneous interaction and employee well-being using the latest gaming technology.
“This makes work immersive and enjoyable for employees and puts everyone on a level playing field, no matter where they are based. It’s time the world of work learnt from the world of gaming in terms of the immersive team experiences that can now be delivered with the technology we have at our fingertips.
“With remote work, the limits of geography are now off the table, opening yourself up to a wider talent pool. Not only does this make for happier employees, but those who work for you are likely to be more engaged in the work and share your vision.”
The benefits of a virtual workplace are immense, with increased productivity from employees, reduced absenteeism and happier and more productive employees. With increased employee well-being comes higher staff retention and improved performance, as well as an attractive brand culture to work for.
“The Virtual Workplace – Enter The Metaverse”
The PixelMax-authored thought leadership piece is available to the public to view and download here:
36% of UK workers are unhappy in their job, according to the world’s most comprehensive study on work happiness
Over two thirds (70%) of the Scottish workforce admit their workplace unhappiness has negatively impacted their physical and/or mental well-being
Education is the country’s happiest industry while workers in real estate are the unhappiest
Slough – the famed destination of The Office – houses the happiest workers in the UK, with Stevenage home to the unhappiest
The research marks the launch of Indeed’s Work Happiness Score – the world’s largest study of workplace happiness – developed by the global job site, Indeed, with guidance from experts from the University of Oxford and University of California
More than a third (36%) of the UK workforce is unhappy in their job, according to the world’s largest study of work happiness.
Education stands out as the happiest industry, out as the happiest industry, followed closely by aerospace and defense, and government and public administration. While at the other end of the scale, real estate is the unhappiest, followed by management and consulting, and automotive.
This data has been released from Indeed’s Work Happiness Score which currently displays data for over 1,800 organisations in the UK across 25 different sectors. The score reveals how people feel at work and why, measuring happiness by allowing current and former employees to rate companies on a scale of one to five based on a simple statement: “I feel happy at work most of the time.”
The score, which has so far had more than 170,000 UK responses and 6M globally, considers factors of Belonging; Appreciation; Inclusion; Support; Purpose; Energy; Learning; Achievement; Trust; Flexibility; Compensation; Stress Level; Satisfaction and Manager Support.
The Work Happiness Score was developed with guidance from Dr Jan-Emmanuel De Neve, Professor of Economics at Saïd Business School and Director of the Wellbeing Research Centre at Oxford University,and Dr Sonja Lyubomirsky, Professor of Psychology at University of California.
Supporting research of 2,000 British employees found the average worker spends a fifth of every year feeling unhappy in their role and more worryingly, one in 10 (11%) even start feeling unhappy less than six months into a new job.
But it seems unhappiness in the workplace isn’t restricted to 9-5 – it has a knock on effect on Britons’ personal lives too. In the survey, a fifth (19%) of the Scottish workforce admitted they struggle to find enjoyment in other aspects of their lives due to feeling unhappy at work, while one in five (23%) have taken work frustrations out on their partners.
Over two thirds (70%) agreed that their workplace unhappiness has negatively impacted their physical and/or mental well-being, with 37% losing sleep and 41% lacking energy. A third (33%) of unhappy workers have consequently experienced physical symptoms, with headaches and migraines (55%) the most common ailment and 53% experiencing insomnia.
But while the pandemic threw the jobs market into disarray, for some it was a time of great realisation. It gave a quarter (24%) a chance to reflect on their current career, find a new perspective post-pandemic (20%) and re-evaluate how happy they feel at work.
Prompted by the pandemic, over two fifths of workers (44%) now feel more motivated to make changes to their career and find more happiness at work, stating that a higher salary (28%), better work-life balance (28%), and more praise and recognition (15%) will be sought out during their job search. In fact, 89% who are planning to leave their current job believe happiness in their next role is important.
Proving why it’s so important, being happy at work can lead to a myriad of benefits including less stress and pressure (33%), improved mental health (30%) and experiencing more enjoyment out of life (29%).
LaFawn Davis, Senior Vice President, Environmental, Social & Governance at Indeed said: “Happiness should not be a privilege but when it comes to work, it’s a fundamental right. Measuring happiness is key to understanding employee experience and creating happier organisations, which is why Indeed worked with experts to develop the Work Happiness Score.
“It offers further transparency to help job seekers and employers make better choices and build a better world of work. For employers, this means taking a holistic approach to employee wellbeing, and our Work Happiness Score will make it easier for them to measure drivers of happiness to see where improvements can be made. For jobseekers, the feature provides key insights into work environments where they will be happiest.”
Dr Jan-Emmanuel De Neve, Professor of Economics and Director of the Wellbeing Research Centre at Oxford University said: “Happiness at work is critical to people’s wellbeing but it is also a driver of their productivity and success.So employers are well advised to get the emotional pulse of their organisation and have a frequent measure of workplace happiness.
“That’s why I’m thrilled to have been involved in developing Indeed’s Work Happiness Score to offer employers and employees robust measures of work happiness, and its drivers, that can be readily compared across thousands of organisations.
“As someone who has spent years of my career studying well being, I am excited to see how these publicly available survey results will change how people choose jobs and how employers build workplace cultures.
“This is only the beginning and I’m so excited to witness the positive impact this score has on fostering happy and thriving workforces across the UK and globally”
A new target to move half a million people into jobs by the end of June launches today under UK Government plans to ‘turbo-charge’ our national recovery from COVID-19.
As we move out of the pandemic, with restrictions lifted and life returning to normal, the ‘Way to Work’ campaign will focus on getting job-ready people off Universal Credit and into work, rapidly filling vacancies which are at a record high.
Targeted predominantly at those in the intensive work search group on Universal Credit, Way to Work will support people back into work faster than ever before and filling vacancies more quickly. Latest figures from the ONS show that the demand for workers is there, with a record 1.2 million vacancies to fill, 59% higher than pre-pandemic levels.
To support people into work faster those who are capable of work will be expected to search more widely for available jobs from the fourth week of their claim, rather than from three months as is currently the case.
This clearer focus will ensure that, if people are not able to find work in their previous occupation or sector, they are expected to look for work in another sector and this will be part of their requirements for receiving their benefit payment.
For the vast majority of people who are already engaging fully with Jobcentre Plus, this could be the extra support they need to secure a job. However, for the small minority who do not engage, the sanctions regime will operate as usual.
They will be supported in this with more time spent face to face with a Work Coach to receive better, tailored support. We know work is the best way for people to get on, to improve their lives and support their families because people are at least £6,000 better off in full time work than on benefits.
Work and Pensions Secretary Thérèse Coffey said: “Helping people get any job now, means they can get a better job and progress into a career.
“Way to Work is a step change in our offer to claimants and employers, making sure our jobcentre network and excellent Work Coaches can deliver opportunities, jobs and prosperity to all areas of the country.
“As we emerge from COVID, we are going to tackle supply challenges and support the continued economic recovery by getting people into work. Our new approach will help claimants get quickly back into the world of work while helping ensure employers get the people they and the economy needs.”
Chancellor of the Exchequer, Rishi Sunak said: “It’s important that everyone has the opportunity and support to find a good job to help them get on in life.
“That’s why we’re doubling down on our Plan for Jobs with this new campaign to harness the talent of jobseekers and support employers to fill vacancies, find work and create new opportunities.
“Together we will boost this country’s jobs-led recovery.”
Building on the ‘success of the flagship Kickstart Scheme’, DWP will work with a wider range of employers to cement positive relationships and show them the good quality of candidates coming through jobcentres.
This includes through direct engagement with employers across booming sectors like construction, haulage and logistics and social care, and over 350 jobs fairs mobilised across every region in the coming months.
Major employers including Balfour Beatty, Whitbread Group, TalkTalk, Bourne Leisure, Ocado and Kier are already throwing their weight behind the campaign.
Ian Nicholas, Global Managing Director, Reed said: We’ve been working closely with the Department for Work and Pensions for a number of years and in the drive to get people into work, this is now more important than ever.
“Working closely with the DWP has provided us with valuable access to people looking for work. Those not already working closely with the department should consider the benefits it can bring both for business and the UK economy.”
Tony Ellender, Head of Professional Development, Balfour Beatty said: “Balfour Beatty is delighted to be working with DWP to promote our wide range of opportunities in construction.”
Lisa Taylor, Head of Resourcing, Whitbread said: “Many of those who have joined us from the jobcentres during our time working closely together have gone on to build a successful career with us or maintain long term employment.
“At Whitbread, we passionately believe that by working together with Jobcentre Plus we can make a real difference to the lives of jobseekers in this country through our no barriers to entry and no limits to ambition approach, as well as being a force for good in our local communities.”
Daniel Kasmir, Chief of People and Procurement at TalkTalk said: “We are happy to be working with DWP in exploring all recruitment solutions to look to fill our vacancies and will continue to do so with this push for jobs.”
Bleu Stessia, Kickstart Manager, Haven.com said: “Work Coaches have enabled us to link with over 50 jobcentres across the UK supporting our parks from Scotland to Cornwall.
“Understanding the great opportunities in hospitality, the DWP has also provided extensive support for our recruitment programme referring candidates and providing, support for interviews, for assessment days and job fairs.”
Capita plc has announced that it has secured a £7.7m 8-month extension to its contract to run the Job Entry Targeted Support (JETS) programme in Scotland. Capita will continue to run the programme to March 2023.
Capita launched the Scottish JETS programme in January 2021 and since then, it has successfully supported over 4,000 job seekers, who had become unemployed due to the Covid 19 pandemic, into new roles in sectors, such as, hospitality, retail, care and construction.
JETS is a Department for Work and Pensions (DWP) programme designed, following the pandemic, to support jobseekers across the UK, who have been unemployed for more than 13 weeks, find work.
Over the course of the extension, Capita will continue to work with Scottish supply chain partners – including The Wise Group, The Lennox Partnership and Reed in Partnership– to match jobseekers with skilled advisers who will provide specialist and local support tailored to their needs.
All jobseekers referred to JETS meet every 10 days with their adviser, who works with them to make them job ready and improve their knowledge, skills and confidence. JETS participants benefit from digital interview training and access to a Capita-developed online portal which features:
• Online learning which provides users with opportunities to get new qualifications for sectors of the economy that are growing.
• A skills library which enables users to measure their existing skills and knowledge to help them decide what the most appropriate online courses are for them to complete. • An AI-powered CV builder which links a user’s CV to a job feed to enable them to access employment opportunities.
• An action plan, devised with a user’s JETS employment adviser, and online calendar to track their progress.
Mims Davies MP, Minister for Employment, said: “It’s wonderful to see over 4,000 people, like Adam, across Scotland getting back into work thanks to our DWP JETS scheme.
“The £500m expansion of our Plan for Jobs will continue to deliver for people of all ages across the country – giving them tailored support to find that next opportunity and really progress in their careers.”
Andy Start, CEO Capita Public Service, said: “We are delighted that we have secured this extension to our JETS contract. I am proud that our team has helped over 4,000 jobseekers in Scotland into work.
“Every person Capita has supported into a new role, through our digital tools and our advisers, is now pursuing a rewarding career and developing their expertise further. In the coming months, we will help many more jobseekers get job ready by giving them the advice, support and skills they need to re-enter the workforce.
“The Covid-19 pandemic is not over and as we continue the rebuilding process, programmes like JETS are vital to securing the UK’s economic recovery. We will continue to use our extensive experience of delivering digital services, which support diverse groups of vulnerable people, to fulfil our role on the JETS programme in Scotland.”
Adam, a JETS participant who Capita has placed in work, said: “I hadn’t done many job interviews and I found them nerve wracking. I was in a very difficult cycle before I was with JETS, interviews wouldn’t go well and I didn’t know what to focus on for the next one. The JETS mock interviews and online training courses really helped to build my confidence.
“My JETS advisor always made me feel like there was time for me and she was giving me the help that I needed. I’ve already recommended the JETS scheme to other people in my life as a helping hand really does make a world of difference.”
Some of Capita’s JETS participants are dealing with mental health challenges. Capita offers these jobseekers free access to a digital mental health platform, designed by Kooth Digital Health, that provides immediate, anonymous access to self-help materials, an online community and professional support via accredited counsellors and emotional wellbeing practitioners.
Additionally, as part of Capita’s commitment to reducing its carbon footprint, the business has pledged to fund the planting of a tree for each jobseeker it places in sustainable employment.
The trees will be planted through Revere, an innovative nature restoration finance organisation, across the Cairngorms, Loch Lomond and Trossachs National Parks and will help to combat climate change and biodiversity loss.
Scotland’s retail and hospitality industries are set to benefit from a significant job boost this Christmas, thanks to St James Quarter and its FUSE initiative.
As the retail and hospitality industries prepare for a busy festive season, more than 200 new temporary and permanent jobs will be recruited for at the development, ranging from style advisors, retail assistants, bar staff, waiting staff and chefs.
Launched by the team at St James Quarter and working in partnership with a number of organisations across the city, FUSE is a new initiative providing a high-quality recruitment service, specialising in retail and hospitality for employers both within St James Quarter and the wider Edinburgh area.
FUSE is recruiting for a variety of brands including Bershka, Calvin Klein, H Beauty, Maki & Ramen, GDK and many more.
Further to driving recruitment, FUSE will also continue to support those employed by providing further training, accredited qualifications, and ongoing networking opportunities.
Rochelle Weir at St James Quarter said:“Christmas is gearing up to be an extremely busy time for St James Quarter and all the brands within it, so we’re delighted to be working with FUSE to be providing new job opportunities for people in the city.
“The team at St James Quarter is passionate about doing our part to support and bolster the local community and we’re proud to be able to bring so many exciting career opportunities to Scotland during the festive season and beyond.”
Calum Nicol, FUSE Manager, added: “At FUSE, we’re committed to providing a leading service for both employers and employees – helping to match recruits with the needs of employers.
“Our diverse and experienced team allows us to stay at the forefront of recruitment needs, with our in-depth knowledge of all sectors placing the most suitable candidates in the most suitable positions.
“Our Job Recruitment Fair is an opportunity for those seeking employment to come down and see what’s available. There are a number of exciting brands within St James Quarter hiring and our aim is to find the right people for the right role.”
For more information of the FUSE Job Recruitment Fair visit:
Scotland’s electrical training body has saluted an “excellent” start to the academic year after the number of electrical apprentices and adult trainees beginning their studies reached a 12-year high.
More than 800 new learners have enrolled on the Electrical Apprenticeship and Adult Trainee Programmes for 2021, with colleges and training centres reporting full classrooms as future professionals take their first steps on the electrical ladder.
The intake is the highest in Scotland since 2009 – and the Scottish Electrical Charitable Training Trust (SECTT) says it’s another encouraging sign of the determination to tackle the UK-wide skills shortage .
Barrie McKay, Training and Development Manager at SECTT, which manages high-quality training on behalf of the Scottish Joint Industry Board (SJIB), said: “I’ve been at SECTT for more than 20 years and it’s really encouraging to see a return to such high numbers.
“The figures are particularly satisfying given the position the industry was in this time last year, when only 500 people began training due to the impact of COVID-19.
“This improved intake illustrates that people recognise that the future is electric and also understand that their personal prospects will be brighter if they’re part of a sector that is going to play a key part in all our lives.”
A total of 2,158 electrical apprentices and adult trainees are currently training in Scotland, including the 715 apprentices and 126 adult trainees recruited for the 2021 intake.
Barrie added: “Not only are the numbers looking good, but the quality of the young people being taken on – both male and female – is really impressive.
“The industry has been concerned for some time about skills shortages as the demand for qualified electricians accelerates, and the enthusiasm and dedication of these new recruits goes a long way to easing these fears and suggesting that there is an appetite to learn among the electrical talent of tomorrow.
“As colleges continue to recover from the challenges of COVID-19, they will now help their students embrace all the modern technologies which will play such a huge part in a greener and more sustainable future.”
Both bodies also pointed towards the altered perception of employment in the sector, thanks to the long-running campaign for regulation of the electrical industry spearheaded by SELECT, Scotland’s largest construction trade association.
Fiona Harper, Director of Employment & Skills at SELECT and The Secretary of the SJIB, said: “The industry as a whole is committed to the next generation of talent coming through, and employers are clearly supportive of creating a pool of highly-trained, highly-qualified personnel to take their business and the sector forward.”
Hope after a stroke: Nearly a quarter of stroke survivors lost their job after their stroke with some even losing their home or partner – but having ‘hope’ is critical to recovery
23% of stroke survivors in Scotland say having a stroke cost them their job, with almostone in five saying it impacted their relationship and 5% even lost their home
Across the UK, over half of younger stroke survivors under the age of 50 say they have never emotionally recovered from their stoke
Whilst 15% felt their first signs of hope after a month since having a stroke –a quarter did not feel any hope in over a year.
The Stroke Association calls for those who can to donate to give more survivors hope after a stroke
The practical, emotional and physical impact of having a stroke has been laid bare by a new survey of over 3,500 stroke survivors across the UK (220 respondents from Scotland), released today.
The research, conducted by the Stroke Association ahead of World Stroke Day (29 October), is part of a renewed call for vital funds to help the charity give more survivors hope after their stroke and help them to rebuild their lives.
The impact on survivors in Scotland
The research reveals that 23% of those in Scotland who survived a stroke say it directly led to them losing their job whilst 5% say it led to them losing their home.
Furthermore, almost one in five (19%) say it had a negative impact on their relationship. It is not only relationships with partners that are affected – over one in ten (12%) say they lost friends as a result of having a stroke.
Younger survivors more severely impacted
Looking at stroke survivors across the UK, the research reveals that the emotional impact of a stroke can impact younger survivors more severely. Amongst those under the age of 50, six in ten (60%) say that they’ve never emotionally recovered from the impact of their stroke. This compares to 44% for those over the age of 50.
This is despite a similar number of younger stroke survivors under the age of 50 (52%) and over the age of 50 (50%) saying they have not physically recovered from their stroke.
The importance of hope
The research shows the importance and transformative power of feeling hope after having a stroke. Over three quarters of those surveyed in Scotland (77%) say that hope played an important or critical part in their recovery.
But for many, it was not a quick process. Whilst 15% say they began to feel hope after a month since their stroke, a quarter (25%) say it took more than a year to experience what they felt was the first sign of hope. Meanwhile one in ten (11%) say they have never felt hopeful since they had their stroke – demonstrating how strokes can impact survivors differently.
The Stroke Association helps people to find the hope they need to rebuild their lives through specialist services, including a Helpline, peer support service, support groups and Support Coordinators.
Louise Copland, 36 from Glasgow, had her stroke six years ago. The effects of her stroke were dramatic. She couldn’t walk or talk.
She said: “At the time I was terrified, I had no idea what was going on, but I got the impression it was a big deal, which made me very anxious.
My family and the physiotherapists were marvellous. I’ll never forget standing up for the first time. It felt weird and I was dizzy, but it was exhilarating. I had to call my parents to give them this fantastic news and they immediately got in the car to go to the hospital and share my happiness and excitement. This was my first moment of hope that there might be light at the end of the tunnel.
I was due to get married two months later and was determined to walk down the aisle with Dad. I focused all my attention on being able to walk again. I did it. This was the biggest moment of hope I’ve had since my stroke and it gave me the impetus to carry on.
But Louise knows she probably won’t ever recover emotionally after her stroke.
“I wake up every morning with an arm and leg that don’t work like the way they did. I fear the challenges in forming new relationships – my confidence has been dashed and people do judge you for having a disability which is demeaning.
Louise continues to find moments of hope and lives her life to the full. She would have been lost without the support of friends and family. She now attends a stroke club where she gets to meet others in a similar situation to herself.
“The people I meet at the café are so welcoming. They understand the issues I’m dealing with, because they are dealing with them too. It’s important to find hope in others. It’s important to ask for help when you need it and it is out there. There is hope after stroke.”
Big and small moments of hope
The research found that it can be both big and small moments of hope that are important. When asked what gave them their first moment of hope after a stroke, nearly one in five, (19%) said it was being able to use their affected side for the first time and 11% said it was being able to speak again. However, one in ten (10%) said it was being able to complete a small every day task such as making a cup of tea.
Reevaluating what is important after a stroke
The impact of a stroke leads many to reevaluate what is important in life. Over half (54%) say having a stroke made them appreciate their life more, 43% say it made them appreciate their family more and 42% say it made them appreciate the importance of looking after their health.
John Watson, Associate Director Scotland at the Stroke Association said: “Every five minutes, someone in the UK will have a stroke and, in a flash, their life is changed.
“There are more than 128,000 stroke survivors living in Scotland and two thirds of people who survive a stroke find themselves living with a disability. The physical impact of a stroke is severe, but for many, the emotional aspects of coming to terms with having a stroke are just as significant.
“As the research makes clear, finding hope is a crucial part of the recovery process. Without it, recovery can seem impossible.
“At the Stroke Association, we support and help people to find this hope, and rebuild their lives. But with 1.3m people and rising in the UK now living with the effects of a stroke, our services have never been more stretched. We urgently require the support of the public to help us continue to support stroke survivors to rebuild their lives.”
The Stroke Association is asking those who can to donate today so that it can reach more stroke survivors and give them the specialist support they need to find hope and move forward with their recovery. Visit stroke.org.uk/hopeafterstroke
