Document Abstract

Promoting job progression in low pay sectors

Looks at means of promoting job progression in low pay sectors in Wales. Highlights the risk of being in low-paid work and outlines the aims of the Economic Action Plan and Employability Plan. Reviews evidence of what works in the UK and internationally. Examines the main barriers to job progression in low pay sectors, including employer working practices, structures and lack of job ladders, insecure work, employee attitudes, lack of flexibility, welfare support to make work pay and gender barriers. Explores a variety of learning and upskilling approaches including supply-side accredited learning, and demand-side employer led in-work initiatives (mentoring, job placements, internal secondments, shadowing). Highlights the impact of apprenticeships on job progression and the value of digital badging. Discusses Germany’s dual vocational training model, and the WAVE (Women Adding Value to the Economy) Programme. Describes job progression models, including pathway models: the WorkAdvance Programme, USA - dual customer approach; New York City’s sector-focussed career centres; the West London skills escalator and ‘Step Up’ programmes; and Manchester’s Working Well. Highlights a number of other initiatives including: career advisors - Employment Retention and Advancement; targeted upskilling interventions - the workforce development programme; the Work Research Institute in Norway; Skills Escalators Programme, Sweden; Timewise, UK; and social procurement initiatives (Leeds, Glasgow, Manchester - ‘community benefit’ clauses). Highlights factors that are important in effective interventions and recommends investigating the dual-customer model for job progression.


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Webb, Jonathan et al
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Wales Centre for Public Policy

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