Matthew Dutton

Inter-agency Cooperation and New Approaches to Employability

This article examines the role of inter-agency cooperation, which is one form of ‘partnership’, in new approaches to employability in the UK. The article articulates a ‘model for effective partnership working’ on employability. This model is applied first in a general review of employability policy and then to discuss case study research on the recent ‘Pathways to Work’ and ‘Working Neighbourhoods’ pilots. It is argued that successful partnerships need a clear strategic focus based on a necessity for inter-agency cooperation and institutional arrangements that allow for shared ownership, trust and mutualism, and flexibility in resource-sharing. While some of these factors are apparent in UK employability services, an over-reliance on contractualism and centralized organizational structures may undermine partnership-based approaches. Many of the success factors associated with effective partnership working appeared to be in place, even though the role of the Public Employment Service was fundamentally different in each case (as a key actor in implementing the first pilot, but largely withdrawing from the implementation role in the second). The article concludes by outlining the relevance of this model and the case study findings to discussions of the future development of employability policies and related partnership working.

Ageing, skills and participation in work-related training in Britain: Assessing the position of older workers

Policy makers have introduced a number of measures to encourage older workers to stay in the labour market, with improving access to training a particular priority. Policy action appeared justified by evidence that older workers are less likely to participate in training, and more likely to have never been offered training by employers – a key finding of Taylor and Urwin’s (2001) review of Labour Force Survey (LFS) data from 1997. This article models LFS data from 2007 to assess whether age remained a predictor of inequalities in training. It finds that men over 50 remained among those least likely to have been offered training by employers. There were other significant inequalities in participation, suggesting a polarization in access to jobs that offer opportunities for training and progression. The article concludes that policies promoting ‘active ageing’ need to challenge negative employer attitudes and acknowledge fundamental inequalities in access to skills.

Employer demands from business graduates

Purpose – The purpose of this paper is to report on research carried out with employers to determine demand for business and management skills in the Scottish workforce. Design/methodology/approach – The research used a questionnaire in which employers were interviewed (either telephone or face to face), completed themselves and returned by e-mail, or completed an online survey. In total, 71 employers took part in the study. Findings – The research found that the factors which are most important to employers when recruiting graduates were; personal attitude, employability skills, relevant work experience and degree result. The most important transferable skills to employers when recruiting graduates were; trustworthiness, reliability, motivation, communication skills and a willingness to learn. Social implications – The paper shows the importance of graduates developing excellent job searching skills, high-quality work experience and developing business courses to enhance students’ employability and bette...

Employability through health? : Partnership-based governance and the delivery of Pathways to Work condition management services

The Pathways to Work (PtW) initiative has been rolled out in 49 Jobcentre Plus districts across Great Britain as the government seeks to provide services to activate claimants of incapacity benefits and help them overcome health-related barriers to work. The recent expansion of PtW has seen a heavy reliance on the contracting-out of services to the private and third sectors, with ‘Lead Providers’ paid according to job outcomes achieved for clients. However, during the initial development of PtW, the initiative was defined by a flexible, partnership-based form of governance, with a key role for the public National Health Service (NHS) in the delivery of health ‘condition management’ services. This approach has been retained in a minority of Jobcentre Plus Districts. Based upon a review of previous evaluation evidence and more than 50 in-depth interviews with NHS staff and managers, this article critically assesses this partnership-based governance model and the potential added value flowing from the involvement of the NHS and its professional clinicians in the delivery of condition management services. The article concludes by identifying lessons for the continuing development of governance and delivery mechanisms for condition management under the PtW regime and future employability/health interventions.

Promoting healthy pathways to employability: lessons for the UK's welfare-to-work agenda.

The coalition government has implemented welfare-to-work policies strengthening the UK’s Work First model of activating claimants of disability or incapacity benefits (IBs). These reforms abolished the Condition Management Programme (CMP) established under the preceding government’s Pathways to Work (PtW) initiative to assist people on IBs to cope with health problems. We argue that IB claimants face complex health limitations, and a renewal of CMP provision will be necessary if they are to be assisted towards improved health and employability. Accordingly, we review the impacts of the PtW CMPs operating between 2003 and 2011, in order to identify good practice and lessons for future policy.

Third sector independence: relations with the state in an age of austerity

Third sector organisations deliver a range of public services for government. They are valued and trusted by commissioners, clients and wider society because of their independence. However, the extent to which the third sector is independent is questioned. Drawing on qualitative longitudinal research with third sector organisations in Scotland, this article explores how third sector organisations delivering public services manage the demands of changing funding structures and relationships with government, and the implications for their independence. It explores how organisations understand and negotiate the tension between their independence and missiondriven social action, and delivering commissioned and contracted public services. In doing so, it highlights the challenges to independence in a dynamically changing political, policy and financial climate, as well as opportunities for organisations to emphasise their distinctive contribution to public service delivery.

Third Sector Experiences of Work Programme Delivery

This paper explores the organisational experiences of governmental policy change and implementation on the third sector. Using a four-year longitudinal study of 13 third sector organisations (TSOs) it provides evidence based on the experiences of, and effects on, third sector organisations involved in the UK’s Work Programme in Scotland. The paper explores third sector experiences of the Work Programme during the preparation and introductory phase, as well as the effects of subsequent Work Programme implementation. By gathering evidence contemporaneously and longitudinally a unique in-depth analysis is provided of the introduction and implementation of a major new policy. The resource cost and challenges to third sector ways of working for the organisations in the Work Programme supply chain, as well as those not in the supply chain, are considered. The paper considers some of the responses adopted by the third sector to manage the opportunities and challenges presented to them through the implementation of the Work Programme. The paper also reflects on the broader context of the employability services landscape and raises questions as to whether, as a result of the manner in which the Work Programme was contracted, there is evidence of a move towards service homogenisation, challenging perceived TSO characteristics of service innovation and personalisation.

Buying into Capitalism? Employee Ownership in a Disconnected Era: Buying into Capitalism?

This article considers whether employee ownership mitigates the negative workplace outcomes identified by the Disconnected Capitalism Thesis (DCT). Drawing on a programme of in‐depth interviews with workers and managers in employee‐owned businesses (EOBs), the article reveals how they are partially insulated from the vicissitudes endemic within contemporary capitalism. In contrast to the workplace outcomes envisaged within the DCT, these firms are characterized by strong workforce participation, high levels of employment security, active employee engagement and strong levels of employee creativity. Not only are these features beneficial for productivity and firm performance, they generate a form of ‘connected’ capitalism, partially offsetting wider negative systemic forces at play in the economy.

Buying into Capitalism? Employee Ownership in a Disconnected Era

This article considers whether employee ownership mitigates the negative workplace outcomes identified by the Disconnected Capitalism Thesis (DCT). Drawing on a programme of in‐depth interviews with workers and managers in employee‐owned businesses (EOBs), the article reveals how they are partially insulated from the vicissitudes endemic within contemporary capitalism. In contrast to the workplace outcomes envisaged within the DCT, these firms are characterized by strong workforce participation, high levels of employment security, active employee engagement and strong levels of employee creativity. Not only are these features beneficial for productivity and firm performance, they generate a form of ‘connected’ capitalism, partially offsetting wider negative systemic forces at play in the economy.

Buying into Capitalism? Employee Ownership in a Disconnected Era (Forthcoming/Available Online)

This article considers whether employee ownership mitigates the negative workplace outcomes identified by the Disconnected Capitalism Thesis (DCT). Drawing on a programme of in‐depth interviews with workers and managers in employee‐owned businesses (EOBs), the article reveals how they are partially insulated from the vicissitudes endemic within contemporary capitalism. In contrast to the workplace outcomes envisaged within the DCT, these firms are characterized by strong workforce participation, high levels of employment security, active employee engagement and strong levels of employee creativity. Not only are these features beneficial for productivity and firm performance, they generate a form of ‘connected’ capitalism, partially offsetting wider negative systemic forces at play in the economy.