Regional development work
Access keys Skip navigation
Understanding how employers can help bridge the access gap to post-16 citizenship learners
As its central hub this research was concerned with two primary themes; firstly providing a snapshot of employers’ existing understanding of post-16 citizenship; and secondly illustrating employers’ opinions on how best to bring post-16 citizenship learning to the workplace.
This short time-based piece of research is a starting point to a better understanding of how post-16 citizenship can reach its maximum audience. Dr. Gareth L. Smith who undertook this research is Director of Learning & Skills at cahro limited, which employs 40 people from its Essex base. Being a Work Based Learning (WBL), independent private training provider that holds both publicly and privately funded contracts, across a wide cross-spectrum of industry sectors qualification frameworks, cahro limited was well placed to conduct this research and contribute to the increasingly vociferous debate on citizenship.
Aims
- Increase employers awareness of post-16 citizenship
- Provide an illustration of current employer understanding of post-16 citizenship
- Build a foundation of employer needs
- Allow the reach of post-16 citizenship to be broadened and deepened
- Contribute to and further the debate on post-16 citizenship in Work Based Learning (WBL)
Methodology
This research planned to make use of the following techniques:
- Both qualitative and quantitative techniques
- Existing clients (at least 15) from an established Work Based Learning (WBL) provider
- A broad cross section of employer sectors (minimum of two), industries, size and provision
- Paper-based questionnaires, integrated with telephone interviews
- Desk-bound research techniques
- Collaboration with other Post-16 Citizenship research groups
In the event a larger number of employers were sampled for their views and more telephone interviews were conducted than initially planned. This alteration was instigated in response to the level, depth and enthusiasm of the answers obtained from the employers.
Results
A total of 30 employers were sent the written questionnaire (which was specifically aimed at illustrating the employers current understanding of Citizenship), with 27 completed documents returned. ‘Lack of time’ was given as the reason by the three remaining employers when asked why the questionnaires were not completed in the given timeframe. Of the responsive employers the demographics of these organisations were:
| Industry sector |
Frequency |
No. of employees |
Frequency |
Age of organisation |
Frequency |
| Health & social care |
15 |
1-10 |
3 |
Less than 12 months |
1 |
| Management & law |
4 |
11-49 |
16 |
13-24 months |
1 |
| Hospitality & retail |
7 |
50-100 |
6 |
25-60 months |
22 |
| Professional sports clubs |
1 |
101+ |
21 |
Over 5 years |
3 |
| TOTAL |
27 |
27 |
27 |
27 |
27 |
Table One: Demographics of 27 responsive employers
The results of the questionnaire have been analysed and distilled so that they can be presented as the following overview:
Figure One: Overview of Questionnaire responses to the question, “what relevance would you attach to Citizenship for your organisation at present?”
Following the questionnaire replies, 23 of the 27 respondents agreed to a telephone interview in order to address the second major catechize of this research; namely illustrating employers’ opinions on how best to bring Post-16 Citizenship learning to the workplace.
A wide range of responses and suggestions were received in the administration of the telephone interviews and below are a selection of the captured opinions:
“It’s not something I’ve heard of previously but looking at my workforce I do think they would benefit from a broadening of their horizons in this way. Some form of external training would be best for this and over a sustained period of time”.
“They need to put on events and publicise this more. I’d be interested but I’ve never known that it could affect my team directly”. “I would need funding and resources to train my staff. I think in our industry there could be resistance”.
“Why not put some adverts on the television and some sort of poster campaign. Maybe cinemas to appeal to the youngsters”.
“I’d like to introduce this to my staff but I need something to entice them into it. A sort of roadshow where experts come into the workplace would work I think”.
From all of the qualitative data gathered it was possible to list seven clear requests for action on the issue of engaging employees in citizenship:
- Events (such as stands in shopping centres, leaflet handouts, workshops and open days at local and/or county council venues).
- Resources produced for and given directly to employees
- Posters/adverts in employers and community places of prominence
- Roadshows that can visit employees’ workplaces and are manned by citizenship experts.
- A television programme
- Elections. Engage the young workforce by conducting elections for various representatives in willing organisations.
- Involvement of the workforce unions, so that learning can be valued and built into employees Personal Development Programmes.
Lead contact: Dr Gareth L. Smith
Email: gsmith@cahro.co.uk
Telephone: 01376 567783