Unfortunately, young people do not all start out on an equal playing field when it comes to finding and keeping employment. Many young people face all kinds of barriers that can make getting a job and staying in work far more challenging than it is for their peers.
Young people from disadvantaged socioeconomic demographics, young carers, care leavers, young parents, and those with disabilities are just some of the groups who face additional barriers to employment. Others face discrimination due to protected characteristics such as gender or race.
As an employer, it is your job to ensure that all prospective employees have a fair chance when they apply for a job with you. You can take active steps to help disadvantaged young people to reach their potential and create a better future for themselves. This can be just as beneficial for your company as for the young people, cementing your reputation as a great youth employer and encouraging the best talent to come to you.
In this post, we will explore 7 ways you can offer support to young people from disadvantaged backgrounds seeking employment.
1. Create apprenticeships, internships, and other early career programmes
Early career programmes that allow young people to learn at the same time as earning a wage are tremendously valuable. Internships, apprenticeships, traineeships, paid work experience, and school leaver programmes are just some of the ways you can do this.
These opportunities offer valuable practical experience, skills development, and a clear pathway to permanent and stable employment. They can be particularly beneficial to young people from disadvantaged backgrounds, who may struggle to access other routes into employment such as university, internships, and work experience programmes. They are also a great way to build your talent pipeline for the future.
2. Work with schools and other organisations to support work readiness
By working with schools, colleges, charities, youth groups, government agencies, and other relevant organisations, you can support young people from all backgrounds to get ready for the world of work. Collaborate with these organisations to identify the areas of greatest need and then deliver programmes and services that meet those needs.
For example, you might offer job shadowing or work experience, CV writing workshops, mock interviews, or support with the practical aspects of job hunting such as putting together a work-ready wardrobe.
3. Be inclusive in your job ads, shortlisting and interview processes
It’s important to be as inclusive as possible to show that young people from all backgrounds are welcome in your organisation. Inclusivity begins with the job ad and continues through the shortlisting and interview processes.
Here’s how to do it:
- Use simple, easy-to-understand language and avoid jargon
- Avoid gendered language (say “they” instead of “he or she”) and words that can be culturally insensitive (such as “guru” or “ninja.”)
- Only list essential requirements that are truly absolutely necessary for the job
- In particular, consider removing requirements such as university degrees if possible
- Consider “anonymous hiring” – remove all identifying information from applications (such as names and the names of schools or universities attended) to mitigate unconscious bias
- Be proactive in offering plenty of information about the process and maintaining good communication
- Be proactive in asking about reasonable adjustments to ensure a fair interview.
4. Offer mentoring and coaching
Young people from disadvantaged backgrounds may not have had as many opportunities as their peers to develop their skills and gain experience. You can redress this balance by offering mentoring and coaching programmes to support them in their career development.
Mentoring and coaching is a great way to support your young employees. However, if possible, it can be a great way to extend your support to more young people in the community even before they are ready to apply for work. Wherever possible, match up mentees with mentors who have had similar lived experiences.
5. Consider practical and financial support
For young people from disadvantaged backgrounds, the practical aspects and financial costs of finding a job can be challenging. Wherever you can, take steps to mitigate these issues. This might include, for example, offering remote interviews or providing financial help with transportation costs to the interview site.
6. Support flexible working arrangements
Flexible working can make work more accessible to young people for a wide variety of reasons, from financial challenges to caring responsibilities and health issues. Young people from disadvantaged backgrounds may have unique personal or family circumstances that require flexibility.
Flexible working arrangements might include a variable schedule, opportunities to work remotely some or all of the time, or adjusted working hours to account for individual needs.
In situations where set working hours or variable shift patterns are necessary, work closely with your young employees to devise schedules that work for everyone.
7. Most importantly, do not make assumptions
Instead of making assumptions about what young people from disadvantaged backgrounds need, ask them. Like all young people, these demographics are not monolithic and individuals will have different needs and preferences.
If in doubt, it is hard to go wrong by asking someone how you can support them.
Work With The Youth Employment Experts
Learn how to make your opportunities more accessible for disadvantaged young people and attracting specific groups of young talent by using our expertise and resources.
Email members@youthemployment.org.uk or complete the enquiry form to find out more.
