Record number in work, training or further studies
A record high number of young people were in work, training or further study after leaving school last year.
The latest Attainment and Initial Leaver Destinations statistics show 95.7% of those finishing school in the last academic year (2021-22) were progressing their studies or careers within three months of the end of the school year, up from 95.5% the year before. The proportion who were unemployed fell to 3.9% – the lowest since 2009-10.
The gap between school leavers from the most and least deprived areas progressing after school narrowed to a record low of 4.4 percentage points. This gap has reduced by two-thirds compared to 2009-10.
Education Secretary Shirley-Anne Somerville said: “This highlights the achievements of Scotland’s learners – making the transition from school can be a daunting time, so it’s great to see a record number of young people progressing in their studies or careers after leaving school.
“These statistics also demonstrate the effectiveness of our approach to learning through Curriculum for Excellence, which is clearly helping to prepare young people for their futures during a crucial stage of their lives.
“Closing the deprivation gap remains a top priority for us and these statistics show we are continuing to make progress, with the gap between school leavers from the most and least deprived areas in work, training or further study down to a record low.”
Sharon McIntyre, Head of CIAG Operations at Skills Development Scotland (SDS), said: “This is the highest positive destination rate since consistent records began in 2009-10 and it is very encouraging to see that the results continue to move in such a positive direction.
“The progress is testament to the hard work, determination and commitment of Scotland’s young people and of the SDS careers advisers working in partnership with teachers to support pupils throughout their time at school and beyond.”
Edinburgh parents urged to seek help with employment
A new campaign will encourage families living on a low income to access local support with finances and work.
It encourages people to take the first step towards relieving these pressures with help from the Parent Club website. This can guide them towards tailored support to help them improve their situation by starting work after unemployment, returning to work or improving earnings.
The campaign which includes TV, radio and online advertising, highlights the pressures of everyday life and shows parents feeling the ‘walls closing in’ on them as they juggle family life with bills and other costs.
Cllr Joan Griffiths, Education, Children and Families Convener for the City of Edinburgh Council, said: “We know that many families in Edinburgh are finding it hard to make ends meet at the moment and are looking for advice on things like finding work and applying for benefits.
“Taking the first step at ParentClub.scot can help find services that offer free, confidential and tailored advice that can really make a difference for families across Scotland.
“For anyone that’s feeling worried, stressed and overwhelmed, but aren’t sure where to start, please know you’re not alone and that help is available.”
Social Justice Secretary Shona Robison said: “We understand the anxiety and stress, that low-income families could be living with and the impact of the cost-of-living crisis is likely to be making even worse.
“Parent Club can guide people to free and confidential tailored advice from local authority employment services, where they can access support relevant to their own work and family situation.
“It also offers information on how to get help from the Money Talk Team who can advise on areas such as maximising income and dealing with debt. Parent Club also provides sources of support with mental health and stress.
“Tackling child poverty is our national mission. We want to make sure parents know what help is out there and claim any support they should be getting.”
Citizens Advice Scotland CEO Derek Mitchell said: “When times are difficult it can be easy to feel overwhelmed by bills mounting up – but our advice is free, confidential, and impartial.
“The Citizens Advice network is working with the Scottish Government to deliver the Money Talk Team service. We can check to see what payments you might be missing out on or any cheaper deals are available to you. If you are struggling with debt we can help with that too.
“Don’t delay, you could be missing out on money that could make a huge difference to you and your family’s finances.”
The Chancellor is expected to announce reforms to the welfare system that will encourage thousands more into work and to boost their earnings, helping grow the economy.
Around 120,000 more benefit claimants will be asked to take active steps to seek more and better paid work, or face having their benefits reduced.
Over 50s to get more support to find work, boosting economic growth.
The Chancellor is this week expected to announce changes to Britain’s welfare system that will help boost people’s earnings, get them into work and support economic growth.
Changes to Universal Credit expected to be announced later this week will require benefit claimants working up to 15 hours a week at National Living Wage to meet regularly with their Work Coach and take active steps to increase their earnings or face having their benefits reduced.
This gradual expansion is an increase from the 12-hour threshold and will bring an additional 120,000 benefit claimants into the Intensive Work Search Regime.
With more than 1.2 million job vacancies across the UK, Work Coaches will set clear expectations with claimants and make sure they stick to their commitments. These commitments could include applying for jobs, attending interviews or increasing their hours. People who don’t fulfil their job-search commitments without good reason could have their benefits reduced in line with existing benefit sanctions policy.
Eligible claimants over 50 years old, including new claimants and the long-term unemployed, will also get extra support from Work Coaches. The newly unemployed will get 9 months of targeted sessions, and people who are long-term unemployed will receive a booster session followed by 3 months of intensive employment support.
Rising economic inactivity in the over 50s is contributing to shortages in the jobs market, driving up inflation and limiting growth. Returning to pre-pandemic activity rates in the over 50s could boost the level of GDP by up to 1 percentage point.
Chancellor Kwasi Kwarteng said: “Our jobs market is remarkably resilient, but it is not perfect. While unemployment is at is at its lowest rate for nearly fifty years, the high number of vacancies that still exist and inactivity in the labour market is limiting economic growth.
“We must get Britain working again. These gradual changes focus on getting people back into work and maximising the hours people take on to help grow the economy and raise living standards for all.
“It’s a win-win. It boosts incomes for families and helps businesses get the domestic workers they need, all while supporting economic growth.”
Secretary of State for Work and Pensions Chloe Smith MP said: “As we continue to face economic challenges and labour market shortages, we are committed to helping people on lower incomes to boost their pay – because we know work is one of the best ways to support your family and help grow our economy.
“Whether it’s increasing their hours in their current role, entering a new sector or switching careers, we want people of all ages and all stages to be able to progress into fulfilling careers.
“The expertise our dedicated DWP Work Coaches bring, will help to drive this change by removing barriers to progression and opening up opportunities for training and building skills, to increase earnings.”
These changes will be Great Britain-wide and, in line with usual practice, the UK Government will work with the Northern Ireland Civil Service to determine the most suitable way to deliver support in Northern Ireland in due course.
Certain groups will remain exempt from sanctions, including people who are unable to work due to long-term sickness or a disability.
For those individuals with a permanent zero hours, causal or term time only contract, the recent landmark legal judgment made by the Supreme Court represents a positive step forward in terms of their employment rights.
According to the ruling, all employees and workers in the UK will now receive the same minimum level of paid annual holiday leave, regardless of how many hours they work. The Supreme Court was asked to rule over whether their leave entitlement should be calculated proportionally as full-time employees or whether it should be calculated by ignoring the weeks they do not work.
It ruled that the amount of annual leave for workers and employees who have a permanent contract which is in force for the full year but who are employed for some weeks of the year should not have their holiday entitlement calculated on a pro-rata basis. This is a significant development for the 78,000 Scottish residents that are currently in employment on a zero-hours contract.
Tina Chander, Head of the Employment Law Team at Wright Hassall, said: “The Supreme Court ruling once again brings the topic of zero-hours contracts to the fore, as workers and employees are now entitled to a full year’s statutory holiday entitlement which is currently 5.6 weeks per annum.
“Generally speaking, zero-hours contracts are attractive to employers, employees and workers that prefer the flexibility to choose when they work, instead of having a strict full-time regime, which may not be wanted by either party.
“If you have a zero-hours contract, your employer does not have to give you any minimum working hours, and you do not have to accept any work offered. That being said, you can still be classed as an employee or worker.
“There are some significant distinctions between employee and worker status. For example, if you are classed as a worker then you are entitled to national minimum wage, paid holiday, rest breaks, protection from discrimination and protection from whistleblowing.
“However if you are classed as an employee, you are also afforded the legal protection to not be unfairly dismissed and you are entitled to statutory redundancy pay, so it is vital that Scottish employers and employees familiarise themselves with existing contracts and rights, especially in light of this recent development.”
It’s a popular line with this government. And it should be true – but sadly, it isn’t.
The majority of people in poverty (57 per cent, or 8.3 million people) live in a working household. That rises to 75 per cent of children in poverty.
The government’s record on this is atrocious. The number of people in in-work poverty has increased by 2 million since they came to power in 2010. It’s now at a record high, as is the number of children in poverty living in a house where at least one adult is in work.
If work is to be the best route out of poverty, the government must do more to get pay rising. In the meantime, it can’t use “work is the best route out of poverty” as a cop out for not properly addressing the cost of living crisis. We need proper action. Structural solutions – such as improved trade union rights, nationalisation of energy companies, and improvements to the benefits system – are needed alongside a windfall tax to fund urgent support to pay energy bills.
17-year pay squeeze
A key reason for the rise of in-work poverty is that work simply doesn’t pay enough. The government’s minimum wage, even the one it calls a living wage, isn’t a real living wage.
And we’re in the midst of a 17-year pay squeeze. Real pay is currently lower than it was in 2008, and the Office for Budget Responsibility forecasts that it won’t return to above 2008 levels until 2025. This 17-year pay squeeze is, by far, the longest in living memory.
The impact of this on workers’ pay packets has been massive. If real weekly wages had continued growing at the pre-2008 rate, they’d now be £111 per week higher than they are. By 2026, if forecasts are correct, this’ll be £164.
Impact of energy costs
It’s against this background that real pay is falling again. Inflation, at 9 per cent, is hitting wages hard. In March 2022, average weekly earnings fell by £16 per week (-2.7 per cent) compared to the same month a year ago. Public sector pay growth is the worst on record – falling by £30 per week (4.9 per cent) over the same period.
The news that the energy cap will rise by around £800 in October is incredibly worrying. If this does happen, it means that between December 2021 and December 2022, energy bills will have risen by a massive 119 per cent. In contrast, nominal wages will have risen by just 5.2 per cent. The standard benefits payment will have risen by just 3.1 per cent. This means that energy bills are set to grow 23 times faster than wages and 38 times faster than benefits this year.
Pushing work as the route out of poverty is also often the government’s way of refusing to improve the welfare system. decent work and social security must go hand in hand, not be seen as alternatives.
Since it came to power, the government has repeatedly cut benefits payments in real terms. The real value of the standard benefits payment has fallen by £51 per month since 2010.
As set out above, in the face of massive rises in energy bills, the government has made real term cuts to benefits payments. When the price cap rises again in October, energy bills will be £1,523 per year higher than they were a year before. The standard benefits payment will only be £121 per year higher.
A common proposal around benefits is to bring forward the increase in benefits and pensions that would be expected in April 2023/24 to autumn of this year. For example, if inflation hit 10 per cent in September of this year (September is the reference month for benefit uprating), rather than waiting to increase benefits in April, they could be increased in October, and then maintained at that level from April onwards.
But this would increase benefits by around £7.70 a week, meaning it wouldn’t even go close to making up for cutting the £20 uplift.
Like the standard benefits payments, pensions also went up by just 3.1 per cent in April this year. Government made an active decision not to maintain the triple-lock – which would have seen pensions rise by around 8 per cent in line with the wage figures last autumn. This will cost pensioners almost £500 across the year.
Good, well-paid work is a route out of poverty
The current government has a proclivity towards badly funded temporary schemes and half-baked novelty ideas, which has again become clear during the current crisis. If it’s serious about tackling the cost of living crisis, we needed proper solutions to support people right now, alongside structural changes to fix these problems in the long term.
It’s not enough to just say that work is a route out of poverty. The reality is that too much work is low-paid and insecure. If government wants work to be a route out of poverty, it needs to ensure all work is well-paid and secure.
When it comes to pay, government should stop attacking trade unions, and instead improve trade union rights. Trade unions need stronger powers and better access to workplaces to drive up wages and conditions.
Fair pay deals need to be implemented in whole industries, negotiated with unions, and designed to get pay and productivity rising in every sector. We also need an emergency boost to the national minimum wage, as well as the long-awaited introduction of that employment bill they’ve been promising for ages to tackle insecure work.
To help people with energy costs, the government must recognise that energy is an essential public good that should come under public ownership, and implement an accelerated programme to insulate homes. To help people right now, we need a windfall tax to pay for additional grants to help with the costs of energy. With the energy cap rising by £1,523 in the space of just a year, this support will need to be substantial.
Government must also fix the benefits system. We want much more generous benefits payment (with the standard payment raised to £260 per week), alongside the scrapping of the cruel aspects of the system, such as the five-week wait, the benefits cap, the two-child limit and no recourse to public funds.
Work isn’t currently a route out of poverty, but it can be if government takes steps to ensure that all work is good, well-paid work.
Over 347,000 unemployed people on benefits have found work in just four months through the government’s Way to Work campaign – an ambitious national push to get half a million more people into jobs by the end of June.
new figures show 347,000 people have moved into work since January – thanks to a government-backed drive to fill vacancies
with one month to go until the campaign ends, the government is calling on UK employers to join forces with Jobcentres to help more people find work
alongside vital job support to lift incomes, the new £15 billion package to help with the cost of living will help millions of households
The Prime Minister and Work and Pensions Secretary haveurged employers of all sizes to use the free recruitment support from their local Jobcentre to help fill the record number of vacancies in the jobs market and support the continued economic recovery by getting people into work.
Since January, DWP jobcentres across the UK have been ramping up operations with weekly jobs fairs – bringing employers in for face-to-face appointments and offering jobs on the spot to thousands of people.
Jobseekers walking away with roles have also secured an income, with those getting full time work set to be thousands of pounds better off than if they were on benefits. Helping households improve their finances and manage current cost of living pressures is a key priority for the government, with a £15 billion package announced on Thursday to support almost all of the eight million most vulnerable households across the UK.
On a visit to the North East of England, the Prime Minister and Work and Pensions Secretary Therese Coffey visited CityFibre, a new employer to the Way to Work campaign who have already benefitted from 200 new recruits from around the UK, hired through their local Jobcentres.
During the visit, they also met local employees who have secured skilled jobs as a result of the campaign and the support of their local Jobcentre.
Prime Minister Boris Johnson said: ““I was only ten years old when unemployment was last this low.
“But with a vast number of vacancies in the jobs market, it is more critical than ever to access the huge pool of untapped talent in towns and cities right across the country, which is why I am thrilled with the progress we have made with the Way to Work scheme.”
Secretary of State for Work and Pensions Thérèse Coffey said: “Unemployment is at its lowest since the 1970s with full time workers across the UK £6000 better off than if they were on benefits.
“And there are still vacancies to fill. That’s why our jobcentres are helping employers short circuit the recruitment process so they can get talent in fast.
“So, if you’re hiring, make the most of the help on offer from us.”
Greg Mesch, Chief Executive at CityFibre said: “CityFibre is rolling out the UK’s finest digital infrastructure to millions of homes and businesses nationwide. To build these new Full Fibre networks, we’re creating thousands of new network construction jobs and providing industry training to those that need it.
“We and our construction partners are working closely with DWP nationally, and local Jobcentres, by engaging with schemes like Way to Work. We look forward to increasing our involvement in the future.”
Alongside vital job support to help jobseekers secure an income, the new £15 billion cost of living support package will help almost all of the eight million most vulnerable households across the UK as they are set to receive help of at least £1,200 this year, including a new one-off £650 cost of living payment.
The government has also announced a £500 million increase for the Household Support Fund, delivered by local authorities, extending it to March 2023. This brings the total Household Support Fund to £1.5 billion.
To find out more about how DWP can help fill vacancies with quality candidates, please visit the Way to Work page on GOV.UK
A trickle of Tory MPs have submitted letters of no confidence in Boris Johnson following the publication of the Sue Gray report.
Unless that trickle becomes a flood over the weekend as MPs attend constituency surgeries it appears Johnson has got away with it. Again.
Taking a few practical steps to support Muslim workers during Ramadan will help to create a workplace where everyone is respected and valued, writes TUC’s Riz Hussain.
For the next four weeks, thousands of Muslims across the UK will be fasting during the daytime to mark Ramadan or Ramazan.
Ramadan falls at a different time each year because Islam uses the lunar calendar.
This year, Ramadan will start at the beginning of April and continue for 29 or 30 days from when you begin your fast.
What happens during Ramadan?
It is a time for deep spiritual reflection and collective rituals for Muslims across the UK. It’s a time for Muslims to share food with their families and friends, and celebrate their cultures, heritage and faith.
The fasting day is long. The morning meal will be before dawn and people won’t break their fast until dusk. That’s 13 hours without food or drink (yes that’s right, not even water!). This can be challenging for many Muslims especially whilst at work.
That’s why it’s important to support your Muslim workmates, to stand in solidarity with them and create a team culture where everyone is respected and valued, no matter where they’re from or who they worship.
Practical steps colleagues and employers can take to support their Muslim workmates and friends:
Ask colleagues if they’re observing Ramadan
Don’t be shy about asking Muslim colleagues if they will be observing Ramadan.
Some people may choose not to take part – perhaps for medical reasons – as fasting is a personal choice.
Be considerate
Ramadan should not interfere with everyday tasks at work, but fasting co-workers may be tired or lacking energy during the day.
Usually the first ten days are the hardest. If you have colleagues who will be fasting, ask them if changing some aspects of work can make it easier for them.
Be flexible
Ramadan isn’t only about not eating or drinking during daylight hours.
It usually means rising early and eating late, and may mean taking part in late night prayers at the mosque or their homes. Ramadan is usually a time for deep spiritual reflection, congregational prayers and lots of social dinners with family and friends.
Some workers may ask to change their working day or shift times, to take a shorter lunch break, or to make sure they finish on time so they can break their fast at home.
Being flexible may help people work when they are most productive.
Some workers might have additional religious commitments during Ramadan. It may be especially important to perform prayers on time through the week. Employers can help by ensuring there’s a quiet space in the workplace for prayers and by allowing short breaks.
The last ten days of Ramadan are considered to be especially holy. Some Muslim workers might decide to take time off, or ask to change their working patterns to perform all-night prayers.
The end of the fasting period
Eid ul Fitr marks the end of the fasting period. It’s like Christmas for Muslims – the biggest celebration of the year.
There is often some uncertainty about which day Eid will fall because it depends on moon sightings, so be prepared for your Muslim colleagues not to know the exact date.
This may also impact on when they can work and how much notice they can give you, as Eid can last up to three days.
Supporting colleagues during Ramadan is part of building a culture where everyone is respected and valued.
This Ramadan, the TUC would like to wish all Muslim trade union members and everyone who is fasting in the UK: Ramadan Mubarak.
The City of Edinburgh Council has pledged its support to Edinburgh’s vital gig economy workforce, a significant and growing aspect of the city’s labour market.
It comes as the City looks to promote better access to fair work standards for people following a series of discussions with workers, trade unions, academics, Scottish Enterprise officials, and civil servants from the Scottish Government.
This inquiry, led by Edinburgh’s Gig Economy Task Force and spearheaded by the Council, was the preliminary piece of work to understand the key issues as well as the immediate actions to be taken alongside the long-term legislative changes that need to be considered so gig workers feel empowered, are treated equally and are able to make a fair wage for a fair day’s work.
Next week (on 24 March) a report from the Task Force will feedback its seven recommendations* to the Housing, Homelessness and Fair Work Committee.
If agreed these recommendations will be developed into an action plan to be brought back to committee in Autumn this year (2022). This will focus on short, medium and long-term priorities which the Council and partners across the city will be asked to focus on to improve access to fair work for people working across the gig economy, including zero hours contract workers.
One key area recognised by the inquiry was to understand gig workers’ rights to accessing the data collected on them and what transparency exists on the way company algorithms use this data to determine how jobs are offered, how much workers earn, and other challenges workers face.
If agreed, as part of the recommendations the Council will build on the findings, and continue to work with gig workers, businesses and the Scottish Government to understand more about existing rights of access to worker’s’ data while also considering whether data driven innovation tools could be used to help gig workers analyse and better understand their earnings and conditions.
The other recommendations* focus on issues relating to licensing and regulation of the gig economy, public sector procurement, alternative business models and establishing a gig economy worker’s charter for Edinburgh.
The short-life Task Force was established in November 2021 as part of the work plan for the Living Wage City Action Group, and after the Council welcomed the UK Supreme Court’s decision to confirm the status of Uber drivers as workers.
Its objective was to understand the real experiences of workers in the gig economy in Edinburgh, while also looking to explore actions that will tackle the concerns and challenges they face and could improve working conditions, rights and quality of employment.
During its inquiry the Task Force recognised that flexibility and ease of access to employment can be a positive aspect of these roles for some workers, usually those using it as a ‘top-up’ to another income stream or those who have caring responsibilities, or for example students.
However, the growth of the sector has been associated with concerns over low rates of pay, poor income security, risk of in-work poverty, poor opportunities for progression, as well poor working conditions and worker safety.
It is recognised that a growing number of people are becoming reliant on gig economy work as the sole source of income, and they tend to be the people most impacted by poor working conditions and unreliable pay.
Councillor Kate Campbell, Convener of the Housing, Homelessness and Fair Work Committee and chair of the Gig Economy Task Force said: “As part of the action plan for the Living Wage City accreditation, and as part of our fair work agenda, I knew it was vital that we did some work to look at the gig economy in Edinburgh and the impact on pay, rights and working conditions.
“The Gig Economy Task Force was put together with the aim of getting a clear understanding of where the real issues lie, what powers the council has to improve conditions now, and where we need to focus on, and implement changes, in future.
“It’s pretty clear that there is a strong power imbalance. For many gig economy workers their shifts, performance monitoring and pay are controlled by an algorithm. This can be incredibly disempowering. We need to look at who has access to data, and how that data is used, and understand what reforms could empower workers.
“We also came to the conclusion that we need to look at current licensing powers, and procurement. And look at strengthening workers’ rights, raising awareness of those rights and understanding how the categorisation of workers impacts on their working conditions. For example gig economy workers are classed as ‘self employed’ – but the reality of their day to day working lives is very far from what most of us would consider self employment.
“I hope we’ll come together next week at Committee and agree the recommendations, so that we can get on with these actions, starting the journey to dramatically improving the working conditions for the growing number of gig economy workers in our city.”
Councillor Mandy Watt, Vice Convener of the Housing, Homelessness and Fair Work Committee said: “This task force was established in response to a motion that we raised regarding Uber and was widened to include other gig economy and zero hours workers by the convenor.
“Our intention is to highlight the rights that these workers should already have and to find ways of supporting their efforts to achieve safer working practices and fairer terms and conditions.”
The Gig Economy Task Force was chaired by the Convener of the Housing, Homelessness and Fair Work Committee, and comprised workers who have first-hand experience of the gig economy and precarious work in Edinburgh, as well as workers’ representatives, academics, alongside relevant policy leads from the Council, Scottish Government and its agencies.
*Gig Economy Task Force Recommendations:
A costed proposal for a dedicated workers’ hub in Edinburgh, providing access to advice and support.
A costed proposal for ongoing campaign work to provide information on and raise awareness on worker rights in Edinburgh, good working practices, and how to access support.
Licensing: The Council should facilitate and host further work with gig economy and precarious workers, businesses and government on issues relating to licensing and regulation of gig economy and precarious employment.
Procurement: The Council should facilitate and host further work with workers, businesses and government on issues relating public sector procurement fair work and the gig economy.
Data Rights and Access: The Council should facilitate and host further work with gig economy workers, businesses and government on issues raised during this inquiry relating data rights and access for workers in the gig economy.
Alternative Gig Economy Business Models: The Council should facilitate and host further work with gig economy workers, businesses and government to hear more about examples observed in other European cities.
A workers’ charter for Edinburgh: Building on all of the above, the Council should facilitate further engagement with gig economy workers and businesses.
The development of this Task Force has been informed by the Council’s Fair Work Action Plan and Edinburgh Economy Strategy, both of which emphasise the importance of fair work that provide citizens with dignity and security of income.
Scottish housebuilder Barratt Developments has pledged to recruit 23 new apprentices in Scotland this year as it doubles down on investing in new talent in response to a growing need for skilled tradespeople.
The 23 new trade apprentice roles, which include eight in the east of Scotland, are being launched as part of the homebuilder’s biggest ever apprentice recruitment campaign, and will see opportunities in bricklaying, joinery, electrical maintenance and plumbing in Barratt Developments sites across the country, which includes both Barratt Homes and David Wilson Homes.
The announcement coincides with the annual Scottish Apprenticeship Week, running from 7-11 March, which celebrates the benefits of apprenticeships for individuals, businesses and the wider economy. At a time when young people have been disproportionately affected by the COVID-19 pandemic, providing high-quality employment opportunities is central to economic recovery plans.
Alison Condie, managing director for Barratt Developments East Scotland, said:“This is an exciting time for anyone with an interest in housebuilding to join Barratt. The construction industry is flourishing and we are committed to help young people progress through the business.
“Many of the apprentices we’ve hired over the years are now in leadership positions responsible for managing and delivering multi-million pound housing developments.
“As one of the country’s top housing developers we are absolutely committed to investing in raw talent, and there’s never been a more important time to provide these kinds of apprenticeship opportunities.”
A shortage of skilled tradespeople has been repeatedly cited as a major risk to the growth and success of the construction sector, both in Scotland and the rest of the UK.
The latest monthly construction market survey (Q4 2021) from the Royal Institution of Chartered Surveyors (RICS) shows the second most significant hindrance to construction activity is a skills shortage, with over two thirds (67%) of respondents reporting that skilled trades and project managers are in particularly short supply.
The new apprentices, who will start in August, will be based on a designated development site and will learn skills in bricklaying, carpentry, joinery, electrical maintenance or plumbing from experienced tradespeople, as well as attend college each week to gain formal qualifications.
Gage is laying the building blocks for a rewarding career in construction
With qualifications varying from computing to mechanics and panel beating, it’s fair to say that Gage Wells (23) is passionate about learning practical skills that will serve him well in everyday life. However, after finishing his studies he hadn’t pinpointed exactly what he wanted to do as his career.
Although Gage had little hands-on construction experience of his own, he was surrounded by people working within the industry; “My dad’s a joiner and initially I wanted to follow in his footsteps, but after testing it out I realised it wasn’t the trade for me. I also dabbled a bit in plastering and as a sparkie, but it was my brother-in-law, who works for Barratt Homes as a labourer, who told me about an apprenticeship in bricklaying, and I decided to give it a go.”
After successfully being offered a place on Barratt’s bricklaying apprenticeship scheme, Gage is currently in his first of four years. He’s based on-site at Barratt Homes in Winchburgh, Midlothian for two weeks of each month, with the other two weeks spent at Edinburgh College’s Granton campus.
Although he’s only in his first year of the apprenticeship, he’s been involved with the bricklaying process since day one – laying his first brick the very first day he started. Since then he’s also received training on how to safely use blades and ladders and works alongside more experienced members of the team to learn the trade first-hand.
Perhaps no surprise given his qualifications but it’s the practical side of the apprenticeship that Gage enjoys best, something many apprentices would agree on. This is reflected in his hobbies outside of work, where he takes his three younger brothers fishing and camping to learn different survival skills. Prior to starting his apprenticeship, Gage also helped with caring for his younger brother, and he’s passionate about helping to upskill the next generation in the future.
Gage’s also developing his analytical and technical skills and feels he can put his mathematical brain to good use, as it’s incredibly important to be precise when building a house. For some, physically building a home might seem like a daunting task, but when asked how it felt laying his first brick, Gage said: “I felt very accomplished when laying my first brick, it was like I was just meant to be there – almost as if the building blocks had fallen into place.”
Since starting his apprenticeship in August 2021, Gage reckons he has helped to build at least 15 homes in Winchburgh. He loves how rewarding his job is, how friendly the people are and the fact that he always has someone to work alongside him.
The UK is currently facing a bricklayer shortage. Bricklayers have been repeatedly cited as one of the hardest trades to recruit, with more than two-thirds (68%) of construction sites struggling to hire bricklayers (State of Trade, 2020). Skills like Gage’s will be increasingly in demand, and it’s a great time to consider learning a trade. In fact, Gage’s goal when he is fully qualified is to start his own business and support more young people like himself into bricklaying and helping to reduce the shortage within the trade industry while providing a lifelong and rewarding career.
And Gage’s advice for anyone thinking about an apprenticeship? “Just go for it, I have no regrets! I learn a lot of transferrable skills, get to work with great people and it’s set me up with a trade that will always be needed.”
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.”
