Agenda item

A presentation to be delivered by Employment and Skills Services on working differently to increase employment in Oldham.

The Scrutiny Board received a detailed presentation from the Assistant Director (Employment and Skills) which examined different approaches to work, with the overall aim of increasing employment and employment opportunities across the Borough of Oldham.

Members were informed that Oldham has the highest unemployment rate in Greater Manchester (all age and youth related). Youth unemployment remains steady but there was a marked increase in the all-age group during 2024. A significant external factor in this regard was the impact of Covid-19 and Universal Credit (UC) Conditionality.

There had been an initial increase in UC claimants due to the impact of Covid-19 and due to the associated economic fallout. There had been a quick recovery but UC claimant levels were still above the pre-pandemic levels. There were also secondary increases that were due to Universal Credit Claimant conditionally changes. In this regard, across Greater Manchester UC Claimants with no work conditionality had increased from 40,000 in 2020 to presently nearly 160,000. This cohort had a range of issues which meant that they were not mandated to find work (usually due to health/disability reasons).

The Scrutiny Board was advised of barriers to employment and employment opportunities, including the following:

•      Social mobility – movement in/out of Oldham – which was, mainly, a legacy impact of short-term tenancies from 2008.

•      Rights to work, including language barriers.

•      Lack of available good employment opportunities – jobs and apprenticeships

•      Poor physical health

•      Disabilities/SEND

•      Low mood/mental health/lack of confidence

•      Low skills levels

•      Economic drivers (concerns regarding transition from benefits, cost of childcare etc.)

•      Sustainable employment opportunities (seasonal work)

•      Caring responsibilities

•      Poor networks – not knowing where to find jobs – no longer advertised in local papers.

•      Choice

•      New arrivals UK – rules about who can access public funds.

In a bid to counter some of the barriers the Council was in the process of developing an Employment and Skills Strategy. This strategy would look to build on outstanding education and skills outcomes; to support young people’s progression into employment – linked to the Government’s ‘Youth Guarantee’ scheme. The Strategy would also develop ‘Skills Mapping’ which would link curriculum choices to local growth plans and to counter economic inactivity, with schemes that support residents to stay and/or return to the workplace. Employers' also had roles to play in the future curriculum development via Business Engagement which entailed supporting local businesses to develop initiatives which would benefit local people, including the need to connect residents to job vacancies. A prime example being the Atom Valley scheme, which, in the long-term would hopefully generate upwards of 20,000 jobs as well as the ‘Green New Deal’ and plans for the Cyber/Digital growth sectors.

The role of the Council in the plan would be central to its ultimate success. As an employer, the Council would stive to provide high quality employment opportunities to the Borough’s residents across a wide skill set. Through business development support initiatives, it would help to create new jobs and to offer apprenticeship opportunities for Care Leavers. It would also develop T-Level Work Placement Opportunities

In terms of its role as a change maker in the community, the Council had overseen the creation of private sector jobs including the Egyptian Rooms with 42 vacancies for residents of Oldham. The Council had provided local support to Greater Manchester Combined Authority funded Community Grant providers, including for pre-employment/learning support opportunities. The Council will continue to work collaboratively with partners to try to change delivery models within current contract restrictions and different departmental demands.

Resolved:

1.    That the presentation be noted and welcomed

2.    That the Assistant Director (Employment and Skills) be requested to provide a further presentation/report to the Scrutiny Board in the summer  of 2025, updating members of progress.