NEW TUC REPORT identifies 600,000 existing public service vacancies and staff gaps that government could unlock quickly to cut jobless rate
The more people in work, the faster we will work our way out of recession, says TUC
A new TUC report has set out proposals for a public sector jobs drive to stave off mass unemployment and help the UK quickly recover from the Covid-19 recession.
The UK entered the Covid-19 crisis with our public services weakened by a decade of cuts. But public service workers gave their all to keep essential services going.
As we move out of the public health crisis, we are moving towards an economic crisis, with the Bank of England warning of mass unemployment with 2.5 million people out of work by the end of the year.
Creating decent jobs
The TUC’s report sets out a plan for public sector jobs to contribute to the fast employment growth the UK now needs.
It identifies the additional staff required across the public sector to fill vacancies, address shortfalls in provision and meet future need.
The union body is calling for government to urgently unlock the 600,000 jobs identified, including:
135,000 in health
220,000 in adult social care
110,000 in local government
80,000 in education
50,000 in civil service / public administration
Taken together with proposals published by the TUC in June to create 1.25 million jobs by fast-tracking green infrastructure investment, this plan could deliver a total of 1.85 million new jobs in the next two years.
Powering recovery
The TUC says that the government-led jobs drive would help support a stronger and faster private sector recovery too, with opportunities in supply chains and from the boost to spending power across the economy.
And it would help protect the Treasury from the revenue shortfall arising from the downside recovery scenario set out by the Office for Budget Responsibility (OBR).
Under the OBR’s downside scenario, peak unemployment would be two million higher than for the upside scenario. TUC analysis of OBR data finds that the Treasury would lose out on £520bn in revenue over the next five years on the downside scenario relative to the upside.
The TUC says that the government must invest now to put the UK on the upside path – by preventing mass unemployment.
Otherwise the nation will suffer the high costs of mass unemployment, weak revenue and slow growth for many years ahead.
TUC General Secretary Frances O’Grady said: “Working people carried the burden of the pandemic. They must not bear the brunt of the recession. The government must go all out to protect and create jobs and prevent the misery of mass unemployment.
“The more people we have in work, the faster the recovery will be. But ministers are sitting on their hands. It’s absurd to leave unfilled vacancies and unmet need in public services when unemployment is rising. Ministers should urgently provide the funding that will unlock existing public services vacancies and create good new jobs.
“Our plan to invest in good public services jobs will help workers avoid unemployment. It will strengthen the vital services that we all rely on. And it will get people out spending in local business and services. That’s how to drive the recovery forward.”
Scotland’s pubs and bars face unprecedented challenges with fears up to 12.5k jobs could be lost
The Scottish Licensed Trade Association has released a snapshot survey of the challenges facing Scotland’s pubs and bars, sponsored by KPMG UK. The survey contains key insights into the significant impacts of the COVID crisis on Scotland’s pubs and bars.
The survey which represents over 10% of Scotland’s On-trade premises, highlights that 45% of business owners do not expect a return to any sort of normal trading until a vaccine is found.
The survey also revealed that up to 25% of the 50,000 jobs in the sector could be lost and coupled with the introduction of reduced opening hours for many businesses and a subsequent reduction in working hours for staff, all jobs in the sector are effectively under threat.
Colin Wilkinson, Managing Director of the SLTA, said: “Our snapshot survey covers all types of licensed premises and is an indicator of the key issues facing the wide range of small to large businesses which trade within the wider hospitality sector.
“Our survey is based upon quantitative research from over 600 outlets covering the length and breadth of the country and is supported by major food and drink chains, independent pubs, bars and hotels in Scotland’s hospitality sector.
“The impact of COVID has been more severe for Scotland’s pubs and bars than virtually any other sector, and we now face the stark reality that up to 12,500 jobs could be lost as nearly 90% of premises report that their revenue is down versus last year, with 38% reporting revenue decreases of over 50%.
“Our own survey reinforces a recent survey by the University of Edinburgh on behalf of the tourism industry, which shows the devastating impact on employment in pubs, bars and the wider hospitality sector.
He went on: “Our sector has worked very hard to prepare for reopening and to ensure customers enjoy a safe environment. The average pub or bar spent £2,500 on training and social distancing measures, and this equates to a £15m investment across the entire sector.
“Also, many pubs and bars have adapted by making increased use of digital technology and offering restaurant quality food and cocktails for home delivery. However, with many people working from home, and local restrictions, one of Scotland’s major employment sectors faces unparalleled difficulties and the current business climate is leading to a real threat of permanent business closures and job losses.’’
The sector welcomed the support from both the UK and Scottish Governments, but notably support from Banks and UK Government had a higher rating than Scottish or Local Government.
Alistair McAlinden, head of hospitality and leisure for KPMG in Scotland, said: “It’s incredibly concerning, but not entirely surprising, to hear that so many licensed trade operators across Scotland are worried about largescale job losses and possible business failures over the next twelve months. The industry is facing a battle for survival and there will inevitably be some casualties.
“KPMG’s Economic Outlook research gives some cause for cautious optimism, forecasting that Scotland’s economy should regain lost ground in 2021, provided a vaccine programme is successful and rolled out quickly. But, for many pubs and bars, the crisis is happening right now and time is running out.
“The sector has worked tirelessly to reopen and rebuild consumer confidence. A collaborative effort and increased support from political leaders will be essential to ensure the industry survives an incredibly challenging few months ahead.
“As part of this, KPMG’s multidisciplinary team are already supporting a number of licensed trade operators as they seek to navigate their way through these financial headwinds.”
Colin Wilkinson concluded: “The SLTA, is currently celebrating our 140thanniversary, and has been the voice of the independent licensed On-trade in Scotland since 1880. Right now, our industry is fighting for its survival with many businesses on the precipice of business failure.
“The sector is a critical part of Scotland’s tourism and food and drink economies and we urge UK, Scottish and Local Governments to provide continuing support for our pubs and bars and protect the jobs that they provide directly, and the associated jobs in the wholesaling, brewing/distilling and food producing sectors.”
Key Findings
63% of businesses are employing less people now than in January (a traditional quiet month), and it is forecast this will increase to 70% less employees by Christmas.
45% of businesses do not expect a return to normal trading until a COVID vaccine is found.
85% of outlets are seeing a downturn in footfall and 89% in revenue.
38% have seen revenue drop by over 50% versus same period last year.
There is evidence that venues in rural and tourist locations are faring slightly better than in urban areas with 77% showing a revenue decline versus 89% nationally.
Retailers have spent significant sums on preparing to meet social distancing standards, with an average investment of £2,500 per outlet, which equates to £15m across Scotland’s pubs and bars.
There are major implications for employment.
Most respondents felt positive about government support provided, but notably support from Banks and UK Government had a higher rating than Scottish or Local Government.
The Eat Out to Help Out scheme was well received amongst those serving food with an enthusiasm to extend.
Retailers have adapted to new ways of working and serving their customers with 43% increasing their use of digital technology and 35% offering food for takeaway.
As the UK Government embarks on a massive push back to work campaign, the STUC is urging employers and workers in Scotland to follow Scottish Government guidelines.
Roz Foyer, STUC General Secretary said: “The UK’s government’s plan to drive people back into their offices are adding even more confusion to an already shambolic Coronavirus response.
“In Scotland, we have taken a different track and are still in Stage 3 of the route map out of lockdown. It’s highly dangerous for the UK Government to be pressuring workers who don’t have to be based there back into the workplace and it needs to be made clear to all Scottish workers that this is not in line with public health guidance here in Scotland.
“Many offices, particularly call centres, are potential Coronavirus hot beds. Employers and Governments should be ensuring that they’re doing everything they can to assist workers to work effectively from home, until we can be confident that the virus has been sufficiently suppressed. We also need to keep the pressure off our public transport systems as far as possible at this key time.
“We understand that working from home can have its own challenges for workers and there are economic impacts on city centres, but continuing this where viable is still one of the best things we can do to prevent an autumn/winter spike in Coronavirus cases.
“Nothing could be more damaging for our economy than a second lockdown, which is why we must continue to show caution and restraint in the business of reopening our economy.
“The UK Government should be standing firmly in agreement with the Scottish Government that if you can work from home, you should work from home.”
SNP MSP Gordon MacDonald has welcomed a new £60million Youth Guarantee announced in the Programme for Government, which guarantees everyone in Edinburgh aged 16-24, a job, a place in education or a place in training.
The new partnership between the Scottish Government and Scotland’s employers is backed by £60 million of government investment, which will be broken down as follows:
£30 million through local authorities to help local partnerships to deliver employability support for young people
£10 million to create additional opportunities in colleges
£10 million additional funding for Developing the Young Workforce, the Scottish Government’s internationally recognised Youth Employment Strategy
£10 million to support pathways to apprenticeships
This autumn, the Scottish Government will also launch the National Transition Training Fund, which is backed by initial funding of £25 million and will help up to 10,000 people of all ages retrain for jobs in growth sectors.
SNP MSP for Edinburgh Pentlands, Gordon MacDonald,said: “Governments have rightly taken unprecedented steps to protect workers and businesses through this pandemic, but it’s vital that young people are not left behind.
“This SNP government is absolutely determined that youth unemployment will not become the legacy of the Coronavirus pandemic.
“The new £60 million Youth Guarantee, announced in the First Minister’s Programme for Government, will guarantee every young person inEdinburgh aged 16-24 a job, a place in training, or a place in education.
“This is backed by additional funding for employers to recruit and retain apprentices, and the new Job Start Payment to help with the costs associated with starting a new job.
“I urge all employers who are able, to work with the Scottish Government to create more opportunities that recognise the valuable contribution our young people have to make in growing our economy.
“These steps to support for those most adversely affected by the Covid-19 pandemic are most welcome, and the SNP will continue to work to ensure every young person in our capital is given the opportunity to succeed”
Amazon to Create 10,000 New Permanent Jobs Across the UK in 2020
Amazon today announced that 10,000 new permanent roles are being created across the UK in 2020, taking the company’s total permanent UK workforce to more than 40,000.
Amazon has already added 3,000 new permanent roles to its workforce across its UK network of fulfilment centres, sort centres and delivery stations – including at a new hi-tech fulfilment centre in the North East of England which opened in May.
The company will add a further 7,000 new permanent roles by the end of 2020 across more than 50 sites, including Corporate offices and two new fulfilment centres launching in the autumn in the North East and in the Midlands.
The new roles, including engineers, graduates, HR and IT professionals, health and safety and finance specialists, as well as the teams who will pick, pack and ship customer orders, will help Amazon meet growing customer demand and enable small and medium sized enterprises selling on Amazon to scale their businesses.
Amazon has already offered temporary roles to thousands of people whose job was impacted at the height of the Covid-19 pandemic, many of whom will now be able to transition into a permanent role with the potential for a career within Amazon.
In addition, Amazon is creating more than 20,000 seasonal positions across the UK ahead of the festive period at its sites across England, Scotland, Wales and Northern Ireland and at three pop-up fulfilment centres.
At the centre of the job creation programme are three new, state-of-the-art fulfilment centres in Darlington, Durham and Sutton-in-Ashfield, Nottinghamshire, each fitted out with advanced Amazon Robotics technology and each creating more than 1,000 new permanent roles. Construction of these new fulfilment centres began last year. Darlington started operations in May and the sites in Durham and Sutton-in-Ashfield will launch later this autumn.
In addition, Amazon has recruited more than 700 apprentices during 2020, helping young people begin their careers in fields ranging from automation engineering and IT to digital marketing and fashion buyers, with pay of up to £30,000 a year for degree-level apprenticeships. A typical apprenticeship combines theoretical learning with hands-on training, enabling participants to obtain qualifications and degrees and earn money in the process.
Amazon provides some of the most advanced workplaces of their kind in the world, with industry-leading pay, processes and systems to ensure the wellbeing and safety of all employees.
Pay starts at a minimum of £10.50 p/h in the London area and £9.50 p/h in other parts of the UK for all full-time, part-time, temporary and seasonal roles in Amazon’s fulfilment centres, sort centres and delivery stations.
Employees are offered a comprehensive benefits package, including private medical insurance, life assurance, income protection, subsidised meals and an employee discount – which combined are worth more than £700 annually – as well as a company pension plan.
Amazon also offers employees an innovative programme called Career Choice that provides funding for skills development through nationally recognised courses of up to £8,000 over four years.
Business Secretary, Alok Sharma said: “While this has been a challenging time for many businesses, it is hugely encouraging to see Amazon creating 10,000 jobs in the UK this year.
“This is not only great news for those looking for a new job, but also a clear vote of confidence in the UK economy as we build back better from the pandemic. The government remains deeply committed to supporting retailers of all sizes and we continue to work closely with the industry as we embark on the road to economic recovery.”
Stefano Perego, Amazon’s Vice President of European Customer Fulfilment, said: “We’re proud to be creating 10,000 new permanent roles across our UK network of fulfilment centres, sort centres and delivery stations offering competitive wages and comprehensive benefits starting on day one.
“Our people have played a critical role in serving customers in these unprecedented times and the new roles will help us continue to meet customer demand and support small and medium sized businesses selling on Amazon.
“The new state-of-the-art robotics fulfilment centres in the North East and the Midlands, as well as the thousands of additional roles at sites across the country, underline our commitment to the people and communities in which we operate. We are employing thousands of talented individuals in a diverse range of good jobs from operations managers and tech professionals through to people to handle customer orders.”
He added: “We prepare year-round for the festive season and we’re also excited to have over 20,000 seasonal positions available this year to help delight our customers. We look forward to welcoming back seasonal workers who return year-after-year to work at Amazon and welcome new faces to the seasonal team.”
Amazon’s workforce will increase from more than 30,000 people in the UK at the beginning of the year to more than 40,000 people by the end of 2020. Amazon has invested over £18 billion in its UK operations since 2010 to provide convenience, selection and value to UK consumers, while helping to digitally empower more than 373,000 small businesses and content creators.
People interested in applying for both permanent and seasonal roles at Amazon should visit www.amazonjobs.co.uk
… and one in ten social care workers are migrants making a vital contribution
The new immigration system being proposed by the UK Government would leave Scotland’s vital social care sector critically short of staff, according to a new report. It would also damage a number of other important sectors in Scotland.
The Scottish Government’s response to the Migration Advisory Committee’s call for evidence on the UK Shortage Occupation List (SOL) highlights that the social work and residential care sectors are heavily reliant on migrants, with almost 10% of roles filled by workers from outside the UK – the majority of whom would not qualify for a visa under the so-called ‘skilled worker’ route currently being proposed by the UK Government.
Ben Macpherson, Minister for Public Finance and Migration said the remarkable contribution of non-UK citizens working in health and social care, and other sectors, has been brought into especially sharp focus during the ongoing coronavirus (COVID-19) crisis.
He said social care roles must now be added to the SOL, in order to prevent a labour shortage in this crucial sector.
The response shows 29,300 non-UK nationals work in health and social care.
Mr Macpherson said: “Care professionals from all over the world have played a vital role in caring for our communities during the COVID-19 crisis.
“It is mind-boggling that the UK Government has introduced a ‘Health and Care visa’, intended to show the UK’s gratitude to frontline workers in these sectors, but that this initiative bizarrely continues to exclude and disregard the huge contribution of social care workers.
“I urge the UK Government to do the right thing and include care workers as eligible for the recently announced ‘Health and Care visa’, so that people who make and have made such an important contribution to our society, particularly recently, can benefit from reduced fees, a fast-track application service, and exemption from the Immigration Health Surcharge.
“This report, responding to the Migration Advisory Committee’s call for evidence on the UK Shortage Occupation List (SOL), shows how the UK Government’s ending of freedom of movement, and no replacement general route for what they have wrongly and offensively deemed ‘lower-skilled’ migrants, will be damaging to social care provision and key Scottish sectors of the Scottish economy.
“Adding social care roles to the SOL would allow employers to recruit international workers at a lower salary threshold of £20,480, instead of the proposed £25,600.
“The Scottish Government is clear – we greatly value the skills and contributions of all people who come and settle in Scotland. Inward migration enriches our society for the better and migrants make a net contribution to our economy, our public services and our public finances. Family migration also contributes positively to our demography, and the sustainability of rural and remote communities.”
Read SG response to Migration Advisory Committee on review of Shortage Occupation List 2020
A new report published by the Scottish Social Services Council (SSSC) shows that more people than ever before work in Scotland’s social services. There are some 206,400 people in the workforce, which makes up approximately 7.8% of all Scottish employment or one in 13 jobs.
The figures are revealed in the Scottish Social Service Sector: Report on 2019 Workforce Data.
The report highlights the size and importance of the social service workforce, which has played a vital role during the COVID-19 pandemic.
Lorraine Gray, SSSC Chief Executive said: ‘The challenges of the COVID-19 pandemic have brought Scotland’s social service workers to the fore and this report shows the size and breadth of the sector.
‘They play a vital role in protecting and supporting some of society’s most vulnerable citizens and represent one in 13 of all employment in Scotland, so make a significant contribution to the economy too.
‘As well as being skilled and qualified roles, people must also bring the right values and we can see from the report that this is a committed workforce with just over three quarters in the same post as the previous year.
‘One of the largest increases this year was in the day care of children sub-sector, with an extra 2,360 workers, as recruitment continues towards the expansion of free early learning and childcare. Although COVID-19 has delayed this deadline we expect increased recruitment to day care of children’s service to continue.’
Key points from this year’s workforce data report
The size of the workforce has increased to 206,400, a rise of 0.8% since 2018. This is the highest level recorded since these reports began. The social service workforce makes up approximately 7.8% of all Scottish employment.This increase has been driven mainly by increases to the day care of children sub-sector and with public provision. The whole time equivalent (WTE) measure of the workforce is 155,330, an increase of 1.3% since 2018. The stability index of the workforce is 76.8%. This means just over three-quarters of the workforce remained in the same post since last year. The largest employer type differs between local authority areas, with services in Orkney, Shetland and Na h-Eileanan Siar (the three island authorities) provided mainly by the public sector. However, in most areas the private sector is the largest employer. The three largest sub-sectors are housing support/care at home, care homes for adults and day care of children; together these account for almost 78% of the workforce. The median age of the workforce is highest in the public sector (47) and lowest in the private sector (41). Early years workers in the private sector have the lowest median age (28). The percentage of men working in the sector is 15%, although it is around double or greater that proportion in criminal justice and residential children’s services. The workforce is mainly employed on permanent contracts (82%). The median figure for the typical weekly hours worked by staff is 32 and 51% of the workforce work full time (more than 30 hours per week).
The report combines administrative data collected by the Care Inspectorate with data collected by the SSSC directly from local authorities to form a comprehensive picture of the paid workforce employed in the social service sector in Scotland at the end of 2019.
With the Tories seemingly considering changes to the retirement age, how does the UK compare to other countries aroud the world?
Men and women in the Netherlands and South Korea work longer than adults in any other country according to new research.
The team at personal finance experts TheMoneyPig.com have looked at 41 countries around the globe to find the age for retirement.
People in the Netherlands work until they’re 68 with South Koreans working until they’re 68 and 67 for men and women respectively.
Norway, Italy, Israel, Iceland and Greece are close behind with the age of retirement set at 67 years old.
Many countries in Europe retire at around 65 – 66 years old, including the UK, although that age looks set to rise over the coming years.
Others with 65 years as the retirement age include New Zealand, Mexico, Jamaica, Hong Kong, Canada and Brazil. In Asia countries including China, Japan and Thailand retire at 60 years old.
The country with the lowest retirement age is the United Arab Emirates with Emiratis able to retire at just 49 years old. Expats aren’t quite so fortunate, retiring at 65 years.
There is still some discrepancy between the ages men and women can retire. In most countries the retirement age is the same although women are able to retire at a younger age in China, Qatar, Turkey, Russia, the Czech republic, Austria, Brazil, Gibraltar, Jamaica, Poland, Switzerland, Israel and South Korea.
A spokesperson for TheMoneyPig.com said: “Retirement ages differ slightly around the world but not massively. Looking at the data it would be fair to say that mid 60s is around the average age for retirement.
“What is important wherever you live, is to plan for your retirement so you can enjoy it without the financial concerns it can bring.
“It’s important to think about this early and to be realistic on just how much money you need, how much you can afford to pay in now and if there are ways you can boost your pension pot.
Here are TheMoneyPig.com’s tips for planning for retirement:
1. Your retirement income
It’s important to work out your potential retirement income. Factor in your state pension and any private pensions you pay in to and you should come up with an accurate figure. Also factor any savings or investments you have available to use when you retire.
2. Boost your pension pot
Think about paying in more to your pension if you can. This will give you a greater sum when you retire. To boost it further you could set you retirement date later.
3. Day to day spending
Think about what you’ll spend when you retire. Work related costs like commuting, lunch and work clothes will all stop. Do factor in increases elsewhere like leisure and healthcare.
4. Clear your debts
Aim to clear any debts before you retire. If you can get the mortgage paid off, then do. Look at credit cards and any other debts too and pay off those with the highest interest first.
5. Retirement age
Consider what age you want to retire at and be realistic about if you can afford to.
6. Get advice
If you’re not sure, it’s always worth getting some financial advice. A good adviser will be able to talk you through the options to help you work out what’s right for you.
New research shows there is broad employer support for further increases to the minimum wage, but that government must help businesses to adapt to a higher wage floor.
The report – based on a survey of over 1,000 businesses conducted at the outset of the coronavirus crisis – shows that over half (54%) support the UK government’s policy of increasing the national living wage to two-thirds of median income by 2024, with fewer than one in ten (9%) opposing this move.
The report – produced by Learning and Work Institute and Carnegie UK Trust – finds that most employers said that the increase would not have a negative impact on their business, or on wider UK employment. A majority (54%) of businesses said that a higher minimum wage could help boost UK productivity.
The report showed that there was more concern among the employers that would be most impacted by an increase in the minimum wage, and among the sectors hit hardest by coronavirus.
Over half (55%) of employers with higher levels of low pay said the planned increase in the minimum wage would have a negative impact on their business, nearly double the figure for all employers (29%). Employers in hard hit sectors such as hospitality (41%) and retail (38%) were also more likely to fear a negative impact on their business.
While half (50%) of businesses said that they would not need to do anything to respond to a higher minimum wage, some employers said they would have to make changes which could have implications for consumers and workers:
22% of businesses said they would pass the cost on to consumers;
15% would hire fewer members of staff;
10% would increase the use of temporary or flexible contracts;
10% would also reduce staff benefits such as bonuses, breaks and discounts.
Most employers believe additional government support would be necessary to help employers manage an increase in the minimum wage. The most popular measure was additional help to invest in skills and training (supported by 37% of employers) followed by a temporary reduction in national insurance contributions (33%). Just one in six (17%) said government should not provide any support to employers.
Joe Dromey, deputy director for research and development at Learning and Work Institute, said:“Increasing the minimum wage could eradicate low pay, and help to tackle in-work poverty. Our research has shown that not only is a higher minimum wage popular among workers – it is supported by most employers too.
“The government can still deliver on their commitment to increase the minimum wage. But with higher unemployment as a result of the coronavirus crisis, we need to ensure that employers are supported to adapt.”
Douglas White, Head of Advocacy at the Carnegie UK Trust, said: “That most employers support a higher minimum wage is encouraging: even before the onset of the pandemic, there were too many workers struggling on low pay.
“The economic challenges caused by COVID-19 means it is even more important that future decisions around the minimum wage are ambitious in delivering better pay for low paid workers, while recognising the real challenges that many businesses are experiencing and providing them with essential support.
“We hope the ideas put forward in our employers’ survey are a helpful starting point for a dialogue about how the government can pursue its ambition to raise the wage floor without endangering job quality or employment.’
In our next and final report in the Future of the Minimum Wage series, we will set out recommendations for how government can achieve a balance between raising the wage floor, locking in job quality and protecting employment for more workers.
We would be pleased to hear your views on the findings of the report and the future of minimum wage policy in the UK.
You can get in touch with us on Twitter @CarnegieUKTrust, using the hashtag #MinimumWage, or you can let us know your thoughts by emailing Gail Irvine, Senior Policy and Development Officer, on gail@carnegieuk.org.
ISG research reveals workplace preferences depending on personality types
– For 55% of the UK office workers having plenty of natural light is the main workplace priority
– Edinburgh, London, and Birmingham office workers have the highest workplace satisfaction in the UK
To help businesses and employees navigate uncertainty over the future of workplace, ISG paired up with a clinical trainee psychologist to develop a personality test that reveals workplace preferences based on people’s character traits.
As restrictions slowly ease and businesses resume, both employers and employees face the question about the future of workplace. ISG, a global construction specialist, conducted a survey of 5,779 office workers in the UK, Germany, Spain, Hong Kong, Singapore, and Malaysia to better understand the power of workplace prior to the lockdown.
The survey indicated that plenty of natural light (55%), plenty of fresh air (48%) and being able to work from home or outside of the workplace (45%) came on top as the main employee priorities for UK workers.
In terms of the regional split, employees working in Edinburgh tend to have the highest satisfaction about their workplace conditions (63%), followed by London (55%) and Birmingham (53%). However, employees working in Cardiff are least satisfied by their workplace with only 37% confirming so.
Taking into account the research findings, ISG collaborated with Hannah Baker, a trainee clinical psychologist, to discover ways in which employees’ personality traits can be indicators of their preferences for office or remote working.
By using the Big Five personality theory as the foundation, the test outlines ten statements that are based on five main dimensions of an individual’s personality – extraversion, agreeableness, conscientiousness, stress and openness to experience.
Hannah Baker, a trainee clinical psychologist, said: “When considering your workspace, it is important to remember that all people respond to their environments differently.
“It can be helpful to think about where your motivation comes from – some people are motivated internally, while others respond to external factors. Also, understanding how other people impact your work can help.
“Individuals who are more introverted might find thinking independently in a quiet space most helpful. Extroverts, however, might prefer a busy office space, where they can exchange ideas and information with others.”
According to teen magazine Future-Mag, more than half (54 per cent) of graduates say they’d think again about choosing university as the best way to find a job.
If you don’t fancy another three years of study, can’t face the debt, or didn’t get the results you were expecting, don’t worry. There are plenty of routes into careers that that don’t require you to have a degree.
These new opportunities are partly thanks to a rise in apprenticeships since the government has invested more in professional training.
Here’s a line-up of some top jobs you can do without a degree:
1.Nurse
The Lowdown
If you’ve been thinking of becoming a nurse but don’t want to go to university full-time this could be for you. The government has just announced a massive £172m investment into nursing, the money is to allow healthcare employers to take on up to 2,000 nursing degree apprentices every year over the next four years.
Getting There
Nursing apprenticeships offer an alternative to full-time university courses, allowing people to earn a salary while their tuition costs are paid. At the end of the apprenticeship – which usually takes four years – apprentices are able to qualify as fully registered nurses.
You’ll usually need 4 or 5 GCSEs at grades 9 to 4 (A* to C) and A levels, or equivalent, for a degree apprenticeship. Pay: £24,907 to £37,890
2.Air Traffic Controller
The lowdown
24 hours a day, they help to keep some of the busiest airspace in the world moving. The work is challenging and demanding, but it’s immensely rewarding too. Air traffic controllers give information and advice to airline pilots to help them take off and land safely and on time.
Getting There
You have to be over 18 and have at least five GCSEs or equivalent at Grade 4 or above (previously A-C) or Scottish Nationals 5 Grade A-C or equivalent, including English and maths.As well as having a good level of physical and mental fitness, you must satisfy the basic medical requirements set down by the Civil Aviation Authority.
The National Air Traffic Control Service (NATS) has developed a series of games to help gauge whether you’re right for this career. Pay: £17,000 to £50,000
3Solicitor
The lowdown It’s not quite ‘Better Ask Saul’… in reality Solicitors advise clients about the law and act on their behalf in legal matters, and can specialise in a host of areas, including contract, criminal, commercial and family law, and much more.
Getting there
You can now become a solicitor by training on the job since new solicitor apprenticeships (level 7) which were approved in 2015. This isn’t an easy route – you’ll need to pass a series of tough exams. You’ll need good A levels and it can take five to six years to complete. Pay £25,000 to £100,000
4 Visual Effects Artist
The lowdown
They help artists produce all the whizzy visual effects (VFX). They assist senior VFX artists and prepare the elements required for the final shots. Eventually they’ll be employed by post production companies working on commercials, television series and feature films.
Getting there
You could do a practical short course at London’s MetFilm School (Ealing Studios) and try to get into the industry that way, or do an apprenticeship via Next Gen
Pay from £18,000to £50,000once qualified
5 Computer forensic analyst(cyber security)
What do they do?
Investigate and thwart cyber crime. They might work for the police or security services, or for computer security specialists and in house teams. They’ll follow and analyse electronic data, ultimately to help uncover cyber crime such as commercial espionage, theft, fraud or terrorism.
Getting there
Cyber security professionals are in high demand in both the public and private sector in the wake of high level breaches and perceived terrorism threats. And there’s a severe shortage of qualified professionals. Cyber security higher apprenticeships (level 4) are offered by major infrastructure and energy companies and – excitingly – the security services. Pay £20,000 to £60,000
6 Estate Agent
The Lowdown An estate agent’s lot isn’t quite as chaotic as the comedy ‘Stath Lets Flats’, might lead you to believe, in reality, estate agents sell and rent out commercial and residential property, acting as negotiators between buyers and sellers.
Getting there Some estate agents offer an intermediate apprenticeship as a junior estate agent, or you may be able to start as a trainee sales negotiator and learn on the job.
Pay: Estate agents often work on commission which means that you have a basic salary and also earn a percentage of the sale or rental price of any property you sell or rent. £15,000to£40,000
7Police Officer
The lowdown This is another profession where the Government has pumped in large amounts of cash to help recruit new coppers. If you’ve been considering this as a career, now could be the right time to apply. Police officers keep law and order, investigate crime, and support crime prevention.
Getting there There is no formal educational requirement, for direct application but you will have to be physically fit and pass written tests. Or, you could start by doing a police constable degree apprenticeship. You’ll usually need: 4 or 5 GCSEs at grades 9 to 4 (A* to C) and college qualifications like A levels for a degree apprenticeship.
You can get a taste of what it’s like to work with the police by volunteering as a special constable.
Investigate and thwart cyber crime. They might work for the police or security services, or for computer security specialists and in house teams. They’ll follow and analyse electronic data, ultimately to help uncover cyber crime such as commercial espionage, theft, fraud or terrorism.
Getting there
Cyber security professionals are in high demand in both the public and private sector in the wake of high level breaches and perceived terrorism threats. And there’s a severe shortage of qualified professionals. Cyber security higher apprenticeships (level 4) are offered by major infrastructure and energy companies and – excitingly – the security services. Pay £20,000 to £60,000
9 Public Relations officer
The Lowdown Public relations (PR) officers manage an organisation’s public image and reputation. You migh get involved in planning PR campaigns, monitoring and reacting to the public and media, writing and editing press releases, speeches, newsletters, leaflets, brochures and websites, creating content on social media much more.
Getting there There is no set entry route to become a public relations officer but it may be useful to do a relevant subject at college, like a Foundation Certificate in Marketing. You can work towards this role by doing a public relations assistant higher apprenticeship.
Entry requirements You’ll usually need: 4 or 5 GCSEs at grades 9 to 4 (A* to C) and A levels, or equivalent, for a higher or degree apprenticeship. Pay £18,000 to £90,000
10 Youthworker
What do they do?
Work with young people and help them develop personally and socially. They might work with local services, youth offending teams or voluntary organisations and community groups. They might help organise sports and other activities, or be involved on counselling and mentoring, or liaising with authorities.
Getting there
Many enter youth work as a volunteer or paid worker, but you can now qualify via a youth work apprenticeship. Pay £23,250 to £37,500
11Army officer
The Lowdown Undergo leadership training before choosing from a wide range of specialisms, including; platoon commander, helicopter pilot, intelligence, logistics… even work in military medicine and healthcare.
How do you get there?
You’ll typically need 5 GCSEs at grade 9 to 4 (A* to C) or above and 2 A levels. You’ll have to take aptitude and ability tests, pass a fitness test and interview before a more rigorous assessment to see if you’re capable mentally and physically. Pay £27,273 to £42,009.
