Partnership with stakeholders as innovative model of work-integrated learning for unemployed youths

PurposeThe unemployment rate among disadvantaged youths (aged 15–34 years) in large parts of Africa, Asia and Latin America has become a global concern. The concern in this article is that most WIL programmes could not facilitate a smooth WIL-to-work transition. The purpose of the article is to examine the roles of partner stakeholders in the features of an innovative WIL model influencing the labour market entry of the disadvantaged youths.Design/methodology/approachA qualitative approach was suitable for examining the features of an innovative WIL model. Semi-structured interviews were used to collect data from seven managers of different firms and institutions, and ten trainees to examine the roles of partner stakeholders in the features of an innovative WIL model influencing the labour market entry of disadvantaged youths.FindingsThe main findings reveal that local businesses and enterprises played important roles in participating in the design of the WIL curriculum, providing adequate mentorship for work experience and micro-placement to the trainees. Based on the findings, the author concludes that the partnership with stakeholders as an innovative WIL model contributed to the employability of disadvantaged youths through the acquisition of work experience and work-readiness.Practical implicationsThe implication of the findings is that the commitment of partner stakeholders ensures that WIL graduates continue to be employed. The commitment of partner stakeholders evident in this study is likely to continue creating better employment prospects for WIL graduates.Originality/valueThough stakeholder partnerships are common in WIL programmes and TVET, the innovativeness of this model lies in the features of WIL programmes, the roles and commitment of stakeholders including the outcomes of the partnerships.

Overview of Employment Programs Available to Newcomers in Toronto and Their Role in Breaking Down Barriers to Employment

This research examines the systemic barriers faced by newly arrived immigrants to Canada in their job acquisition. A thematic content analysis of the government funded Job Search Workshop (JSW) and Employment Ontario Programs from twenty Service Provider Organizations (SPOs) was undertaken to respond to the following questions: How do these programs assist newcomers to overcome the barriers to labour market entry? What do these services offer that address the needs of newly arrived immigrants for access to employment? What are some of the factors that lead to their unsuccess? Social Inclusion theory was applied. Results indicate that the focus of both programs is on pre-employment preparation and making participants more ‘employable’. The systemic barriers of the accreditation process and racial/employment discrimination are still major areas that need to be given more attention.

Overview of Employment Programs Available to Newcomers in Toronto and Their Role in Breaking Down Barriers to Employment

This research examines the systemic barriers faced by newly arrived immigrants to Canada in their job acquisition. A thematic content analysis of the government funded Job Search Workshop (JSW) and Employment Ontario Programs from twenty Service Provider Organizations (SPOs) was undertaken to respond to the following questions: How do these programs assist newcomers to overcome the barriers to labour market entry? What do these services offer that address the needs of newly arrived immigrants for access to employment? What are some of the factors that lead to their unsuccess? Social Inclusion theory was applied. Results indicate that the focus of both programs is on pre-employment preparation and making participants more ‘employable’. The systemic barriers of the accreditation process and racial/employment discrimination are still major areas that need to be given more attention.

Bridging the Gap: Making Sense of the Disaccord between Migrants’ Education and Occupation

Social mobility is a central topic of interest within sociology and whilst it has been theoretically linked to spatial mobility, there is still little empirical research on the interplay between the two. Using a subsample of highly educated family migrants from a German mixed-methods project, this study qualitatively analyses the impact of geographical mobility on objective social position and on its subjective perception. Six qualitative interviews are analysed and supplemented with descriptive quantitative data from the German Socio-Economic Panel to firstly, reconstruct the spatial mobility trajectories of the individuals and secondly, determine their social position in Germany and ascertain whether they experienced occupational downgrading. These two analyses are integrated to explore how respondents experienced their change in social position. Across the board, respondents migrated as young adults, before or shortly after labour market entry. Five of the participants experienced occupational downgrading. Strikingly, this objective downgrading, whilst acknowledged, was not perceived negatively. The participants constructed a narrative that employed three legitimation strategies to cast their current social position in a positive light: (1) emphasising the rights, stability and security that they experience in Germany, (2) drawing attention to the economic improvement that they experienced and (3) displaying an inner attitude that is marked by modest life aspirations and a high regard for leisure time. By drawing on multinational frames of reference and thus drawing comparisons between their home country and Germany, participants highlighted the experienced benefits.

Gender and entrepreneurial propensity: risk-taking and prosocial preferences in labour market entry decisions

Purpose This study aims to examine gender differences in risk-taking and prosociality through a hypothetical labour market entry choice experiment. Design/methodology/approach To explore differences between male and female subjects by risk levels and framing effects, a labour market entry choice task that manipulated risk conditions was administered to business school students whereby subjects chose between a managerial job at a company, starting a commercial business or starting a social enterprise. The experimental design isolated and tested the influence of the type of value creation, risk propensity and framing effects. The results were then statistically analysed to test for significant differences between the two gender groups. Findings Results indicate that in low-risk conditions women prefer the prosocial entrepreneurial option while men opt for purely commercial entrepreneurial activities. As risk increases, differences between men and women initially converge and then reverse under conditions of extreme risk, where men select the social entrepreneurial choice at a higher rate than women. Research limitations/implications The research was conducted within the single country context of Peru and carried out using a specific subset of potential entrepreneurs (i.e. business school students). Second and related, the experimental labour entry task was hypothetical. Whether decisions would hold if business school students faced an actual occupational choice remains open to further investigation. Practical implications The practical implication of the paper suggests that Peruvian business school students react differently towards potential labour market opportunities depending on their gender. Perhaps, because of gender biases common in the Latin American context, women appear to respond more positively to low-risk prosocial opportunities. However, as risk increases, contextual factors appear to become less important and reveal core sets of prosocially anchored men and commercially anchored women. Originality/value This research provides new insights into risk-taking and prosocial differences between men and women facing labour entry decisions, especially in a developing country context with strong gender norms, and is particularly useful to those with an interest in entrepreneurial propensity and in the identification and development of entrepreneurial women.

Return to apprenticeships: a comparison between existing apprentices and newly recruited apprentices

In England, half of all apprentices are now of adult age. Most of them—and many of younger age, too—worked with their training firm for some time before starting their apprenticeship. In this article, we estimate the benefit of apprenticeship completion making the distinction between groups of newly recruited and existing staff. To deal with sources of endogeneity resulting from apprenticeship completion, we exploit an exogenous change in minimum duration of training affecting apprenticeship completion. Our findings show much higher benefits for new compared with existing staff. Also, increasing apprenticeship training only creates positive effects for new entrants, but not for existing workers. Therefore, policy should aim to refocus apprenticeships to be a mechanism of labour market entry combined with education to provide access to and acquire competences required for actual occupational roles, but not as a generic mechanism to train existing staff.