lunchtime seminar no60: labour mobility in northern ireland thursday 4 th september 2014 adelaide...
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Lunchtime Seminar No60:Labour Mobility in Northern Ireland
Thursday 4th September 2014
Adelaide House
4 September 2014
Research into labour mobility in Northern Ireland
Introduction
DEL commissioned Oxford Economics to undertake a comprehensive review of labour mobility in Northern Ireland
4
The objectives of the study were to:
Review the factors that determine mobility
Present evidence on the degree of mobility in Northern Ireland
Identify barriers to mobility that may inhibit the efficient functioning of the labour market
The study explores two types of labour mobility within Northern Ireland
Primary focus (moves between non-employment and employment)
Labour market status mobility
Non- employment
Economically inactive
Unemployed
Employment
Full-time employee
Part-time employee
Self-employed
Secondary focus (moves within employment status)
Geographic mobility
Commuting
Frequency
Time of day
Transport availability
Within NI
Beyond NI (outside scope)
Geographical mobility is important, but too much may be inefficient and be associated with a lack of cohesion and a weakening of social capital
Migration
Labour mobility benefits individuals and firms, and is a crucial component of Northern Ireland’s long-term economic competitiveness
6
Mobility enables individuals to improve their personal circumstances by moving into work
Mobility enables firms to draw from a larger pool of potential workers Vacancies can be filled more quickly Better match between jobs and workers
For Northern Ireland, greater mobility means: Reduced poverty and social exclusion Making the best possible use of the workforce Ability to quickly react to emerging technologies and commercial
opportunities Greater long-term economic competitiveness
Despite significant progress over the last two decades, the NI labour market continues to face structural challenges
7
The proportion of the working age population claiming Disability Living Allowance is twice that in England and Wales
The claimant count unemployment rate fell steadily until 2008, but increased steeply during the recession
There has been a clear process of de-industrialisation over the last two decades
Northern Ireland has the greatest reliance on public sector jobs amongst UK regions
0% 10% 20% 30% 40%
Northern IrelandWales
North EastScotland
South WestYorkshire & Humber
North WestWest Midlands
UkEast Midlands
South EastEasternLondon
0%
2%
4%
6%
8%
10%
12%
2003 2005 2007 2009 2011 2013
Northern Ireland England and Wales
0%
2%
4%
6%
8%
10%
12%
91 93 95 97 99 01 03 05 07 09 11 13
Northern Ireland UK
0%10%20%30%40%50%60%70%80%90%
100%
91 93 95 97 99 01 03 05 07 09 11 13Agriculture and Mining Industry Services
The study used a range of sources and techniques
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A literature review by Dr Ian Shuttleworth of Queen’s University Belfast and Professor Anne Green of Warwick University
Telephone survey with 1,100 non-employed individuals
Stakeholder interviews: JBO / JC Advisers in Ballymena, West Belfast, Derry~Londonderry and
Strabane Employers (Ikea, a Belfast City Centre hotel, a Derry~Londonderry technology
company) Disability Action, Gingerbread NI, Institute for Conflict Research, NI Community
Relations Council, Supported Employment Solutions, Youth Council NI)
Statistical analysis and modelling, including detailed analysis of the LFS
Focus groups with small groups of Job Club participants in Ballymena, West Belfast, Derry~Londonderry, Strabane
Most of the work was completed between October 2013 and April 2014
Geographic mobility
The drivers of geographical mobility in Northern Ireland are similar to those identified by wider academic research
Less mobile More mobile
House moves
Aged 40+ Aged under 40
Lower skilled
Previous experience of working/studying away from
homeWith dependent children No dependent children
Daily commute
Aged 45+ Aged 25-44
Females Males
Lower skilled Higher skilled
Part-time employees Full-time employees
Previous experience of commuting
The Northern Ireland labour market is characterised by a clear East-West divide
Employee jobs, workplace-based, 2011
Source: Northern Ireland Census of Employment 2011
Proportion of the population aged 16-74 that is non-employed, 2011
Source: 2011 Census
House moves are not an effective labour market adjustment mechanism in Northern Ireland
Source: Labour Force Survey, Oxford Economics
Proportion of the of population aged 16+ who have moved house during the last three years, 2012
Proportion of the population aged 16+ who have moved house during the last three years, 2004 to 2012
Source: Labour Force Survey, Oxford Economics
People generally move within their local area and many are unwilling to relocate to take up work
Rural area Urban area Rural area Urban areaRural area 2.3 16.4 Rural area 23% 4%Urban area 15.1 2.9 Urban area 6% 67%
Move to
Move from
Move to
Move from
Average distance of move, miles Percentage of movesAverage distance moved within Northern Ireland, 2001-2006
Source: Registrar General Northern Ireland Annual Report 2006
Yes29%
No64%
Not sure7%
Would you be prepared to move to another part of Northern Ireland to obtain employment?
Source: PIMR telephone survey
Commuting times in Northern Ireland are similar to other parts of the UK outside London
Average travel to work time, all UK regions, 2012
Source: Labour Force Survey, Oxford Economics
Average travel to work time in Northern Ireland, 2006 to 2012
Source: Labour Force Survey, Oxford Economics
Northern Ireland is very car-dependent and few people travel to work by public transport
Mode of transport to work, 2011
Source: Census 2011
Proportion of workers commuting by public transport, 2011
Source: Census 2011
Transport is a significant barrier to mobility
Cost of travel means it is often not economically viable for those at the lower end of the labour market to travel to work
“No car, no job; no job, no car”
Car ownership by economic activity status
Source: Census 2011
Transport is a significant barrier to mobility in Northern Ireland
Job Seeker’s Agreement states an individual must be willing to travel 90 minutes to a job Even in Belfast, Ikea find it difficult to recruit from many parts of the city because bus links are focused
on travel to/from city centre
Source: Focus group statements, Oxford Economics
The ‘chill factor’ remains an issue for some sections of the community in Belfast and, to a lesser extent, Derry
Focus groups Only in Belfast did participants highlight areas of the City they would feel unsafe working in
Northern Ireland Life and Times Survey 2012 findings
JBO staff Belfast: chill type reasons one of the more common reasons given for not taking a job, but don’t hear it on a day-to-day basis. Some employers seen
as ‘safe’, regardless of location (e.g. Bombardier, Civil Service). Some parents may forbid adult children from taking a job in an area perceived as unsafe
Derry~Londonderry: chill type reasons sometimes used for not taking a job, but more of an excuse. However, river is a significant divide. Not necessarily seen as unsafe to cross, but other side is viewed as more remote than distance implies.
Ballymena: no chill by area, but some employers dominated by one community and people may refuse to work for them for that reason
Other stakeholders Young men from working class background often reluctant to work outside comfort zone. Has become worse over last year, might be because allocation of investment and jobs seen as unfair by a particular side Youth Council say people declining work placements based on location Gingerbread noted that those with a strong willingness to obtain education or work don’t let chill factors prevent them from taking an opportunity
The telephone survey confirmed that most people do not have concerns about working anywhere within a reasonable distance of their home
20%12% 11% 9% 7% 5%0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Belfast Northern South West North West Southern South East
Yes No
Are there any areas within a reasonable distance of your home, but where you are not willing to take up employment? (Workforce Development Areas)
Source: PIMR telephone survey
Please identify why you would not be willing to take up employment in these areas
Religious/ Political, 55%
Too far to travel / travel
issue, 26%
Don't feel comfortable /
safe, 19%
Prior experience,
2% Other, 10%
Source: PIMR telephone survey
Labour market status mobility
It is relatively difficult in Northern Ireland to quickly re-enter employment after becoming unemployed
Proportion of unemployed claimants by duration, average of August to October 2013
Source: Nomis, Oxford Economics
Proportion of population aged 16+ who were actively seeking work last year who are economically inactive this year, 2012
Source: Labour Force Survey, Oxford Economics
In Northern Ireland there is a greater reliance on the state to move people off benefits
Claimant off-flows by reason, Northern Ireland and UK, August to October 2013
Source: Nomis, Oxford Economics
Evidence of the impact of having children on mobility is mixed
0% 10% 20% 30% 40% 50% 60%
Illness/ disability
Lack of job opportunities
Access to and cost of childcare
Carer/ looking after family
Lack of qualifications
Lack of relevant experience
Acess to and cost of transport
Age
Length of time unemployed
Level of pay in comparison to benefits…
Other
Childcare availability and cost, and caring responsibilities can be a barrier to taking up work
Source: PIMR telephone survey
0%
10%
20%
30%
40%
50%
60%
70%
Under 1 year Over 1 year
Prop
orti
on o
f un
empl
oyed
Duration of unemployment
Household with Dependent Child(ren) Household without Dependent Child(ren)
But children may create an incentive to avoid long-term unemployment
The proportion of unemployed people using JBOs and Job Centres as their main method of seeking work is much higher than elsewhere in the UK
Proportion of unemployed persons who use Job Centres as main method of seeking work, 2012
Source: Labour Force Survey, Oxford Economics
Information was not identified as a barrier overall, although certain sub-groups may benefit from specialist support
Generally few problems obtaining information on jobs, and a wide range of websites are used:
Job websites Employer websites, e.g. B&Q, McDonalds, etc. Recruitment agencies Local and Northern Ireland wide newspapers Twitter Facebook Word of mouth
Positive feedback on JBOs from focus group participants:
“The job centre does mock interviews and gives you good feedback on how you performed” (Coleraine)
“Well, the likes of the Job Club here have been very helpful… If you are filling in an application form that you are not sure about, they will give you help. This Job Club has been good with this sort of thing” (Coleraine)
“When you go down to sign on they see what it is that you are looking for. A lot of the times they go through it and are really helpful” (Derry~Londonderry)
NEETs may need specialist help and may not be confident engaging with JBO staff
The disabled have seen a reduction in support following the removal of specialist Disabled Employment Advisors
The study found strong evidence of the ‘benefits trap’, whereby the unemployed prefer to receive benefits than enter employment
Attitudes and expectations of the unemployed Most are seeking a permanent, full-time position to make it financially attractive to come off
benefits Derry JBO staff noted that many of those registering specify they would not work for less than
£30,000 per year, even though they may be signing on to receive £75 per week
Unwillingness to work in evenings and at weekends
Zero hours contracts identified as problematic – rare in Strabane but represent a large proportion of new jobs in Ballymena
Reluctance to build experience and increase employment chances through temporary or part-time work (even though inexperience identified as a strong barrier to employment)
The study found strong evidence of the ‘benefits trap’, whereby the unemployed prefer to receive benefits than enter employment
Median gross weekly pay, full-time workers, workplace based, 2013
Source: Nomis, Oxford Economics
0%
5%
10%
15%
20%
25%
30%
35%
Less than£100
£100 upto £139
£140 upto £179
£180 upto £219
£220 upto £259
£260 upto £299
£300 ormore
Not Sure
What is the minimum wage level required to make it worthwhile to come off benefits?
Source: PIMR telephone survey
The research also found strong evidence of a labour market queue
Older The sick and disabled Less qualified Male Poor ‘soft’ skills Inexperienced History of worklessness in
the household
Younger Female Healthy More qualified
At the time of the research, JBO and JC staff reported that graduates were taking jobs that
previously would have been taken by unskilled or low-skilled
workers
The unemployed highlighted a lack of experience and training as barriers to employment, but employers emphasised ‘softer’ attributes
Difficult to get experience without a job and a lack of positive references can be a barrier.
JBOs helpful in signposting suitable training courses, but JBO staff suggested they have limited discretion to tailor support to those who would benefit most
Passion, enthusiasm, interest in furnishings, people skills and basic IT
Attitude, enthusiasm and reliability
Passion and enthusiasm for the industry will open more doors
Derry technology company
Belfast City Centre hotel
Final thoughts
Where will jobs be available?
Difference between employment growth and working age population growth, 2008-2024
The literature review highlighted that policies to take jobs to workers are rarely effective
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Origin of workers at the Halifax call centre1
Only 30% of newly-created jobs at a number of expanding sites went to those not previously in work
(1) McInstry and Shuttleworth (2002)
Tackling barriers to mobility will require a concerted effort across policy areas, but is essential to reducing social exclusion and enhancing competitiveness
i. How could the government bring workers and jobs closer together, without harming the overall competitiveness of Northern Ireland?
ii. What scope is there to influence the mindset of those who prefer being on benefits to working?
iii. How can Northern Ireland generate enough jobs to ensure that even those at the ‘back of the queue’ stand a good chance of finding work?
iv. How can the government help the unemployed and inactive develop the soft skills that employers value?
v. What steps could be taken to further reduce the ‘chill factor’ that can still affect certain inner-city areas?
vi. Is there more that can be done on childcare to increase the mobility of those with caring responsibilities?
Discussion