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Our analysis found that many mid-career workers (between 25-49) struggle to access training, particularly those in lower skilled occupations. While the Lifetime Skills Guarantee is a positive measure, many who would benefit from the scheme won’t be able to access it. (1)
1.4 million mid-career workers with level 3 qualifications in routine/manual occupations would currently be ineligible for the Lifetime Skills Guarantee or the Kickstart Scheme, but might still benefit from training. (2)
People often face barriers to training relating to parenting, caring responsibilities and financial commitments. We found up to 1.9 million people with children under 16 may find it difficult to access training opportunities as a result. (3)
Barriers to training are more acute among lower paid and lower skilled workers. Those in intermediate or routine and manual skill-level jobs were 13% and 12% less likely to have received training than those in managerial roles during 2019. (4)
Over 7.5 million mid-career workers have not received any training since leaving full time education. Lower levels of confidence and negative experiences of education and training in the past are also a barriers to building new skills. (5)
Welfare rules present a further barrier to training. Many people on low incomes can’t participate in training due to rules for benefits like Universal Credit and Jobseekers Allowance. This limits opportunities to training for those most in need. (6)
To address these barriers, we’re calling on Government to review eligibility for the Lifetime Skills Guarantee to maximise reach among workers on low pay: (7)
To remove restrictions on engaging in training for individuals receiving welfare benefits. And to offer support with the indirect costs of taking part in training to workers on low incomes. (8)
Employers should:
Invest in the long-term development of lower paid workers, such as offering mentoring or coaching.
Offer flexible training for employees with parenting & caring responsibilities such as training during paid working hours, or paid study leave. (9)
Invest in the long-term development of lower paid workers, such as offering mentoring or coaching. Offer flexible training for employees with parenting & caring responsibilities such as training during paid working hours, or paid study leave. (9)
Read the full analysis here: https://www.lancaster.ac.uk/work-foundation/publications/reports/skills/ (10)
