Returners provide the solution to impending UK skills crisis

The answer to the UK skills crisis could be staring employers in the face. Mothers, carers and retired people are amongst the groups that they should be turning to in order to meet the need for 2.1 million new entrants to the workforce by 2020.

’Dormant skills untapped,’ a new report from City & Guilds, reveals an abundance of skilled workers ready to return to the coalface, with over a third (38 per cent) hoping to get back into the workplace within the next three months. The report examines the issues and concerns voiced by potential ’returners’*, and identifies strategies for businesses and government to encourage this dormant talent pool back into employment.

From 2010 onwards, the number of young people reaching working age will begin to fall by 60,000 every year, fundamentally changing the shape of the workforce. The UK will need 2.1 million new entrants to the adult workforce between 2010 and 2020, a demand which can only be met through a combination of most adults working longer, and a huge increase in the number of adults re-entering the labour force. **

The report identifies evidence of a ’worry curve’, which highlights that despite initial optimism about returning to work, people typically experience increased levels of concern, followed by feelings of resignation, as a result of being out of work. This reinforces the need to get people back into work quickly.

Reassuringly, today’s employers have moved with the times with over two thirds (68 per cent) having already employed someone that has been out of work for a period of time. In addition, the report highlights how many organisations feel that ’returners’ would have a constructive effect on their business, with a quarter (25 per cent) believing that they are more positive towards work.

When asked about the maximum amount of time that someone could be out of the workplace before successfully returning, the majority of employers (52 per cent) claim that there isn’t one, reflecting the widespread acceptance of changing work habits, as more and more employees take time out from their careers. However, a significant proportion of companies (18 percent) feel the maximum is between six months and a year, suggesting that the long term unemployed meet a genuine attitudinal barrier to returning to work.

Mothers are the most concerned about returning to the workplace with nearly half (43 per cent) worried about going back to work after having a child. In comparison it is those that are retired (15 percent) who are the least apprehensive about the move back into working life, compared to 31 per cent of people overall.

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

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

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

A general misconception among employers is that those coming back to work will expect to come back at the same level that they left. However, this is not the case, with 45 per cent expecting to take a step down to a more junior role to help them re-enter the workplace, with those in the 40 - 65 age group most likely to feel that they would have to do this.

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

’In light of the impending skills crisis, it is critical that employers review their retention and recruitment policies and welcome a diversity of skills in the workplace. City & Guilds plays a central part in skilling the nation and in order to support employers and individuals we continually monitor trends and look to the future so that we are able to ensure that our awards and qualifications meet industry needs and are up-to-date.’

Dr Stephanie Morgan, Chartered Psychologist added: It is clear that those seeking employment should be offered targeted training, work placement and career guidance early on. City & Guilds’ findings show that the changes in confidence and attitude over time, and the increased likelihood of negative attitudes by the employers towards long-term unemployed, mean that the unemployed will find it much harder to find work if they are not effectively supported from the start.

* ’Returners’ - people who have been out of the workplace for three or more months and are planning to return to working life. ’Returners’ include mothers, retired people, carers, people on a sabbatical and those who are unemployed.

** Skills in a Global Economy Report, Chris Humphries, Director General, City & Guilds (January 2006)