Accounting for Gender in the Modern Apprenticeship Programme in Scotland. Susanne Ross

Transcription

1 Accounting for Gender in the Modern Apprenticeship Programme in Scotland Susanne Ross Political Studies Association Comparative European Politics, 15 th November 2013

2 Modern Apprenticeship (MA) Programme in Scotland Publicly funded training programme to address a perceived lack of intermediate skills in UK economy. Opportunity to combine employment and training in both traditional and non-traditional occupations High levels of occupational segregation within the MA programme Women dominate non-traditional frameworks i.e. Early Years Care and Education (98%), Health and social care (85%), Hairdressing (93%) Men dominate traditional frameworks i.e. Construction (99%), Engineering (97%), Vehicle Maintenance (98%) page 2

3 Modern Apprenticeship (MA) Programme in Scotland Scottish Government committed to equality mainstreaming agenda Ministerial priorities for Occupational Segregation Public Sector Duties page 3

4 Quotes from Draft Budget We recognise that equality is an important driver of growth and that inequality detracts from our economic performance and our social wellbeing. We make it clear in our Economic Strategy, the importance of increasing barriers to participation in the labour market, removing the structural and long-standing barriers which limit opportunities and harnessing diversity and wealth of talent we have available to us as a nation (Equality Statement on Draft Budget , page 10) This budget has a strong focus on young people with investment in measures to address youth unemployment and increase the life chance and experiences of young people in Scotland... In this context we recognise the diversity of young people and will be interested to see what investment in measures such as the Modern Apprenticeship can offer to tackling occupational segregation (page 11) page 4

5 Delivery of MA Programme Multiple agencies involved: 1. FUNDING - Scottish Government & Skills Development Scotland (SDS) 2. DEVELOPMENT OF OCCUPATIONAL FRAMEWORKS - SDS & Sector Skills Councils 3. DELIVERY OF TRAINING FE Colleges, Training Providers or Employers 4. ACCREDITATION Scottish Qualification Authority page 5

6 Occupational Segregation Outcomes Traditional versus Non-traditional: McIntosh (2007) average wage increase for construction MA 32%, retail MAs have no effect on wages (England) Walker and Zhu (2007) men can expect an wage increase of just over 20%, women can expect just under 10%, after completion of MA Fong and Phelps (2008) 21% gender pay gap in English apprenticeships page 6

7 Funding Allocation 132.6m spent on MAs by SDS in Differences between resource allocation exist: 1. BETWEEN occupational frameworks years: Health & Social Care 3050 Engineering WITHIN occupational frameworks years: Engineering years: Engineering 4500 Evidence of gender bias in spending between traditional and nontraditional frameworks as well as between young and adult MAs page 7

8 ESRC Funded Project Knowledge exchange programme (partnership with Close the Gap) Gender budgeting approach challenge the assumption of gender neutrality in the resource allocation process Commitment by Scottish government in applying gender mainstreaming agenda to the budget process page 8

9 Aims of ESRC Funded Project No tool currently in use by public bodies to assess expenditure by gender impact GIA of Modern Apprenticeships doesn t consider spending allocations (or the potential link between spending and inequalities) Develop a GIA tool for public sector bodies using MAs as a worked example Dissemination, engagement and impact page 9

10 Methodology Phase One: Desk based review of existing research on gendered nature of Modern Apprenticeships in Scotland Maximum of ten elite interviews with stakeholder organisations to investigate current funding mechanisms Phase Two: Development of the GIA tool based on Commonwealth Secretariat s Gender Budget Initiative Tool 2 (also Rake 2000) Phase Three: Dissemination at two events, one public, one invited guests page 10

11 Elite Interviews 14 Elite Interviews with range of stakeholders: Scottish Government Skills Development Scotland Sector Skills Councils Training Providers Employers page 11

12 Preliminary Results Complex funding process Variety of reasons which feed into career choices of boys and girls Influence of schools Parental influence Stereotyping influencing subject choices -> career paths page 12

13 GIA Tool Beneficiary Analysis (Rake 2000, 2002) Identifying the impacts and implications for spending for women as compared to men. 1. Making gender visible 2. Auditing expenditure 3. Gender impact assessment 4. Gender mainstreaming 5. Benchmarking page 13

14 References Campbell J, Gillespie M, McKay A and Meikle A (2009) Jobs for the Boys and the Girls: Promoting a Smart Successful Scotland three years on, Scottish Affairs 66, Winter Fong B and A Phelps (2008) Apprenticeship Pay: 2007 Survey of Earnings by Sector DUIS Research Report McIntosh S (2007) A Cost Benefit Analysis of Apprenticeship and Other Vocational Qualifications DfES Research Report RR834 Rake, K (2000) Into the mainstream? Why gender audit is an essential tool for policymakers, New Economy, Vol. 7 No. 2 Scottish Government (2011) Equality Statement: Scottish Spending Review 2011 and Draft Budget Edinburgh: Scottish Government Walker, I and Y Zhu (2007) The Labour Market Effects of Qualifications Glasgow: Futureskills Scotland page 14