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1、OECD Reviews onLocal Job CreationFutureProofing theSkills System inthe Glasgow City Region(Scotland,UnitedKingdom)OECD Reviews onLocal Job CreationFutureProofing theSkills System inthe Glasgow City Region(Scotland,United Kingdom)Glasgow City Region composed ofeight Local Authorities is Scotlands lar

2、gest integrated economic area,accounting forathird ofScotlands jobs andeconomic output.Over thelast two decades,theunemployment rate has decreased toarecord low,andtheshare ofdegree holders has increased significantly.Despite its overall economic success andhigh growth potential,Glasgow City Region

3、faces several challenges.The regions productivity levels compare poorly with other UK cities andmajor OECD metropolitan regions,andincome deprivation andeconomic inactivity are high.As theeconomy has recovered from theCOVID19 pandemic,thepressure onthelabour market has increased,resulting inlabour s

4、hortages.The challenges forGlasgow City Regions labour market call forgreater efforts toenhance andfutureproof theskills andemployability systems intheregion.This OECD report reviews andoffers recommendations onthree ofthemost pressing challenges facing theGlasgow City Region:i)reinforcing re andups

5、killing opportunities forindividuals inwork andaligning skills supply with demand,ii)enhancing labour market inclusion oftheeconomically inactive,andiii)strengthening schooltowork transitions ofyoung people.9HSTCQE*dbhjej+PRINT ISBN 9789264317949PDF ISBN 9789264526044FutureProofing theSkills System

6、inthe Glasgow City Region(Scotland,United Kingdom)OECD Reviews onLocal Job CreationOECD Reviews on Local Job CreationFutureProofing the Skills System in the Glasgow City Region(Scotland,United Kingdom)The views expressed in this report should not be taken to reflect the official position of the JPMo

7、rgan Chase Foundation,JPMorganChase or any of its affiliates.This document,as well as any data and map included herein,are without prejudice to the status of or sovereignty overany territory,to the delimitation of international frontiers and boundaries and to the name of any territory,city or area.P

8、lease cite this publication as:OECD(2024),Future-Proofing the Skills System in the Glasgow City Region(Scotland,United Kingdom),OECD Reviews on Local Job Creation,OECD Publishing,Paris,https:/doi.org/10.1787/5f36b5db-en.ISBN 978-92-64-31794-9(print)ISBN 978-92-64-52604-4(PDF)ISBN 978-92-64-32966-9(H

9、TML)ISBN 978-92-64-97293-3(epub)OECD Reviews on Local Job CreationISSN 2311-2328(print)ISSN 2311-2336(online)Photo credits:Cover richard johnson/Getty Images Plus.Corrigenda to OECD publications may be found at:https:/www.oecd.org/en/publications/support/corrigenda.html.OECD 2024 Attribution 4.0 Int

10、ernational(CC BY 4.0)This work is made available under the Creative Commons Attribution 4.0 International licence.By using this work,you accept to be bound by the terms of this licence(https:/creativecommons.org/licenses/by/4.0/).Attribution you must cite the work.Translations you must cite the orig

11、inal work,identify changes to the original and add the following text:In the event of any discrepancy between the original work and the translation,only the text of original work should be considered valid.Adaptations you must cite the original work and add the following text:This is an adaptation o

12、f an original work by the OECD.The opinions expressed and arguments employed in this adaptation should not be reported as representing the official views of the OECD or of its Member countries.Third-party material the licence does not apply to third-party material in the work.If using such material,

13、you are responsible for obtaining permission from the third party and for any claims of infringement.You must not use the OECD logo,visual identity or cover image without express permission or suggest the OECD endorses your use of the work.Any dispute arising under this licence shall be settled by a

14、rbitration in accordance with the Permanent Court of Arbitration(PCA)Arbitration Rules 2012.The seat of arbitration shall be Paris(France).The number of arbitrators shall be one.3 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Foreword Technology,shift

15、ing global value chains,environmental imperatives and demographic change are changing the location and skill requirements of existing jobs,creating new ones and making others obsolete.Within and across countries,regions and cities with the right skills are better positioned to meet these needs and c

16、reate high-quality jobs.Providing adults with continuous education and skills development to keep pace with these changes and adapt to new career paths is critical,and it is no surprise that lifelong learning is high on the agenda in cities and regions across the OECD.Glasgow City Region is no excep

17、tion.The region has developed rapidly over the last twenty years following deindustrialisation.Home to around a third of the Scottish population and economic output,it hosts a range of world-class education institutions and a major financial and business services hub.It is making significant strateg

18、ic investments through the Glasgow City Region City Deal to improve infrastructure,create jobs and stimulate green and inclusive growth to become a carbon-neutral economy by 2030.Yet,despite its economic growth in recent years and relatively low unemployment rate,the Glasgow City Region struggles wi

19、th relatively high rates of poverty,economic inactivity and the share of citizens with low skill levels,which dates back to the decline of traditional industries.Skills and employment policies are fundamental to overcoming these challenges.By promoting continuous education and training for those in

20、work and strengthening basic and work-relevant skills for those out of work,the region can develop a more skilled and adaptable workforce,reduce skills gaps,increase employability,and reduce social inequalities.Through strong connections with education institutions,businesses,and third-sector organi

21、sations,the Glasgow City Region is well-placed to implement policies and develop infrastructure that will future-proof its system for lifelong learning.This OECD report supports the Glasgow City Region in future-proofing its skills and employability policies.Building on an in-depth analysis of the r

22、egion and drawing on insights from other OECD countries and regions,it offers recommendations on how to i)strengthen re-and upskilling opportunities for individuals in work and align skills supply with demand,ii)enhance labour market inclusion of the economically inactive and iii)strengthen youth sc

23、hool-to-work transitions.The report has been developed in cooperation with the Glasgow City Region and its eight local authorities and with the support of JPMorgan Chase.4 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 The report is part of an ongoing

24、cooperation between the OECD Centre for Entrepreneurship,SMEs,Cities and Regions and its Local Employment and Economic Development Programme with JPMorgan Chase on future-proofing skills systems in cities and regions.Together,the two organisations have developed an ambitious programme to support cit

25、y-level policymakers and practitioners in the design,management and implementation of adult learning policies and programmes.For more details visit:OECD:Future-proofing Adult Learning in Cities.Susan Aitken,Council Leader,Glasgow City Lamia Kamal-Chaoui,Director,OECD Centre for Entrepreneurship,SMEs

26、,Regions and Cities Mark Napier,Glasgow Technology Centre Lead&Head of International Private Back Technology,JPMorgan Chase 5 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Acknowledgements This report was prepared by the OECD Centre for Entrepreneursh

27、ip,SMEs,Regions and Cities(CFE)led by Lamia Kamal-Chaoui,Director.The work was conducted as part of the OECDs Local Economic and Employment Development(LEED)Programme with support from JPMorgan Chase.The report and underlying project were co-ordinated by Tilde Ussing,Policy Analyst in the OECD Local

28、 Employment,Skills and Social Innovation(LESI)Division,under the supervision of Kristine Langenbucher,Deputy Head of Division of the LESI Division.Karen Maguire,Head of the LESI Division,provided overall guidance and comments.The report was drafted by Tilde Ussing(Chapters 1,3,4 and 5)and Ada Zakrze

29、wska,OECD,(Chapter 2).Lesley Giles of Work Advance contributed to Chapters 1,3 and 5.The report benefited from valuable contributions and statistical support from Michela Meghnagi,Economist,LESI Division,and Ulrikke Kristensen,intern,LESI Division.Katrina Baker,Communications Officer,LESI Division,a

30、nd Jack Waters,Publications Coordinator,CFE,prepared the report for publication.The OECD team expresses its gratitude to the many stakeholders from the Glasgow City Region and the Scottish and UK Governments who provided input into the report through participating in fact-finding interviews and work

31、shops.These included representatives from ACS Clothing,BAE Systems,City of Glasgow College,Enginuity,Fair Share,Generation UK,Glasgow Centre for Civic Innovation,Glasgow Chamber of Commerce,Glasgow City Region Intelligence Hub,Glasgow Clyde College,Glasgow Colleges Regional Board,Glasgow Council for

32、 the Voluntary Sector,Glasgow Economic Leadership Board,Glasgow Jobs and Business,Glasgow Kelvin College,Glasgow Life,Glasgow School of Art,Move on,New College Lanarkshire,Princes Trust,Scottish Chamber of Commerce,Scottish Qualification Authority,Skills Development Scotland,Scottish Enterprise,Scot

33、tish Funding Council,the Scottish Governments Employability Division,South Lanarkshire College,University of Glasgow,the UK Department for Work and Pensions,West College Scotland and various representatives from the eight local authorities in the Glasgow City Region.Special thanks are due to the Gla

34、sgow City Regions Project Management Office,Glasgow City Council and Skills Development Scotland.In particular,Paul Kilby from the Glasgow City Region,Frankie Barrett from Glasgow City Council,and Paul Zealey from Skills Development Scotland supported the OECD throughout the project by facilitating

35、contacts and interviews with stakeholders and providing extensive comments and exchanges throughout the project period.Special thanks are extended to Dominique Frentz,Director for Attractiveness and Employment in the City of Paris,Robin Ashton,Vice Principal at Glasgow Kelvin College,Frankie Barret,

36、Group Manager in Glasgow City Council and Ashleigh McCulloch,Creative Director at the Glasgow Chamber of Commerce for their presentations at the stakeholder validation workshop in Glasgow City in March 2024.Special thanks are also extended to Alexandra Ingvarsson,Sarah Moreau,and Stephanie Mestralle

37、t,JPMorgan Chase.The OECD would also like to thank representatives from the Greater Manchester Combined Authority and Ireland(SOLAS and the Dublin and Cork Education and Training Boards)for contributing to the comparative analysis.6 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLA

38、ND,UNITED KINGDOM)OECD 2024 Table of contents Foreword 3 Acknowledgements 5 Acronyms and abbreviations 10 Executive Summary 12 1 Assessment and Recommendations 16 The Glasgow City Region needs to further develop its adult skills system to raise productivity and strengthen labour market inclusion 17

39、What are the policy opportunities for the Glasgow City Region to future-proof its skills system?18 Reference 33 Notes 33 2 Glasgows labour market:a story of economic recovery 34 In Brief 35 Glasgow:Scotlands biggest urban area and its economic powerhouse 36 The population of the Glasgow City Region

40、is relatively young,and it is growing again after decades of rapid decline 38 The economy of the Glasgow City Region is growing but at a slower rate than the Scottish and UK averages 41 The unemployment rate is at a record low in the Glasgow City Region,but economic inactivity remains high despite a

41、 positive trend 43 Poverty remains a challenge in Glasgow City and many of the surrounding areas 50 Labour productivity in the Glasgow City Region is below the UK average,but the gap has narrowed as the share of high-skilled workers and degree holders increased 52 References 57 Notes 58 3 Aligning r

42、egional skills supply and demand and supporting re-and upskilling of adults 59 In Brief 60 Introduction 62 Participation in adult learning in Glasgow City Region 62 Overview of the adult learning system in Scotland 68 The adult skills system in the Glasgow City Region 73 Linking skills supply and de

43、mand at the regional level:moving towards a regionalised skills system in the Glasgow City Region?78 7 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Overcoming individual barriers to participation in re-and upskilling 83 Strengthening employer engagem

44、ent in the regional skills system 89 References 94 Note 99 4 Enhancing labour market inclusion of the economically inactive 100 In Brief 101 Introduction 103 Who are the economically inactive in the Glasgow City Region?103 Governing the employability system in Scotland from national to local level 1

45、11 Implementation of the national employability system in the Glasgow City Region 115 Linking employability services with basic skills and other support services for those furthest from the labour market 134 References 141 Note 145 5 Getting youth on board:Facilitating the school-to-work transition

46、146 In Brief 147 Introduction 149 Key labour market outcomes of youth in the Glasgow City Region 149 The compulsory school system:Building the foundations for youth 151 The post-school system:Pathways for youth after compulsory education 155 Services and programmes supporting youth school-to-work tr

47、ansitions in the Glasgow City Region 158 The role of employers is vital in school-to-work transitions 168 References 174 FIGURES Figure 1.1.Adult participation in education and training in the Glasgow City Region is low in international comparisons 19 Figure 1.2.The inactivity rate remains high in t

48、he Glasgow City Region compared to other regions in the OECD but differs across the eight Local Authorities 24 Figure 1.3 Many secondary school leavers in Glasgow City pursue higher and further education,and relatively few enter voluntary work,training and personal skills development 30 Figure 2.1.T

49、he Glasgow City Region accounts for over a third of the Scottish population and economic output 36 Figure 2.2.Glasgow City has the biggest population and economy in the Glasgow City Region 37 Figure 2.3.Eight in ten of the Glasgow City Regions residents work in the region 38 Figure 2.4.Population gr

50、owth in the Glasgow City Region has been slower than in comparable cities in the UK,and large differences within the metropolitan region are observed 39 Figure 2.5.One in five foreign-born people in GCR lives in Glasgow City 41 Figure 2.6.The information&communication industry was the main driver of

51、 GVA growth in the Glasgow City Region over the last two decades 42 Figure 2.7.The employment rate in the Glasgow City Region is relatively low despite a positive trend 44 Figure 2.8.The unemployment rate in the Glasgow City Region decreased over the last decade to one of the lowest levels among the

52、 comparable cities 45 Figure 2.9.The labour market has tightened in the Glasgow City Region in the last decade 47 Figure 2.10.The inactivity rate remains high in the Glasgow City Region compared to other regions but differs across the Local Authorities 48 Figure 2.11.A high share of the working-age

53、population in Glasgow City is involuntarily inactive 49 Figure 2.12.Glasgow City has the lowest life expectancy in the UK 50 Figure 2.13.Three councils with the highest share of income deprivation in Scotland are located in the Glasgow City Region,but there are income disparities within the metropol

54、itan region 51 Figure 2.14.Labour productivity in the Glasgow City Region is low compared to other cities in the OECD 53 8 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Figure 2.15.The share of degree holders nearly doubled in the Glasgow City Region

55、over the last two decades 54 Figure 2.16.The share of high-skilled occupations in the Glasgow City Region is close to the UK average 55 Figure 2.17.There are large differences in occupational composition and educational attainment across councils in the Glasgow City Region 56 Figure 3.1.Adult partic

56、ipation in education and training in the Glasgow City Region is low in international comparisons 64 Figure 3.2.Individual characteristics have an impact on adults participation in job-related training in the Glasgow City Region 65 Figure 3.3.The Glasgow ROA has the highest proportion of staff traine

57、d among Scottish regions 66 Figure 3.4.The share of firms with a vacancy and a skill-shortage vacancy in the Glasgow ROA was second highest in Scotland 67 Figure 3.5.Overview of the existing and proposed governance structure in GCR 75 Figure 4.1.The primary cause of inactivity in the Glasgow City Re

58、gion is long-term sickness 104 Figure 4.2.Long-term sickness is the primary cause of inactivity in all Local Authorities of the Glasgow City Region 105 Figure 4.3.In the Glasgow City Region,there is a high share of people with a disability in the population and the inactivity rate in this group is a

59、lso high 106 Figure 4.4.While the inactivity rate among women in the Glasgow City Region is higher than among men,the gender gap is relatively small compared to the UK and EU averages 107 Figure 4.5.In some Local Authorities in the Glasgow City Region,the inactivity rate among males is worryingly hi

60、gh compared to the UK average 108 Figure 4.6.In the Glasgow City Region,the inactivity rate is particularly high among males aged 35 to 49 years and females aged 25 to 34 years,compared to the UK average 109 Figure 4.7.In the Glasgow City Region,the inactivity rate is high among ethnic minority peop

61、le born outside of the UK 110 Figure 4.8.In the Glasgow City Region,the inactivity rate for people without a qualification was twice as high as the UK average 111 Figure 4.9.Characteristics of people starting on the“No One Left Behind”programme 114 Figure 5.1.Understanding educational attainment in

62、the Glasgow City Region 150 Figure 5.2.A high share of 16-24-year-olds in Glasgow City is inactive and not enrolled in education 151 Figure 5.3.School leavers in Glasgow City are less likely to attain one or more passes than the Scottish average 154 Figure 5.4.A high share of pupils in Glasgow City

63、and surrounding areas live in the most deprived areas of Scotland 155 Figure 5.5.Many secondary school leavers in Glasgow City pursue further education,and relatively few enter employment 156 Figure 5.6.Outcomes of youth over time by Local Authority and in Scotland 157 Figure 5.7.Modern Apprenticesh

64、ips have the highest number of starts across the Glasgow City Region 169 TABLES Table 3.1.Main national agencies involved in the adult skills system in Scotland 68 Table 3.2.Main types of adult skills provision in Scotland 70 Table 3.3.Colleges and universities with campuses in the Glasgow City Regi

65、on 77 Table 4.1.Overview of main employability programmes for adults in the eight Local Authorities in the Glasgow City Region 116 Table 5.1.Overview of the Scottish education system 152 BOXES Box 3.1.Examples of recent Scottish re-and upskilling funds 72 Box 3.2.Projects with a skills focus in the

66、Glasgow City Regions Regional Economic Strategy 76 Box 3.3.The Graduate Tracker(the Netherlands)80 Box 3.4.Examples of regional skills systems across the OECD 81 Box 3.5.College co-operation in Atlantic Canada(Canada)83 Box 3.6.Examples of individual financial incentives for adults to participate in

67、 adult learning 85 9 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Box 3.7.Examples of career guidance programmes for adults 87 Box 3.8.Micro-credentials across the OECD 89 Box 3.9.Programmes to support employers to re-and upskill in Greater Mancheste

68、r(UK)and Ireland 91 Box 3.10.Employer engagement bodies in the Glasgow City Region 92 Box 4.1.No One Left Behind(NOLB)programme key features 113 Box 4.2.The UK Shared Prosperity Fund(UKSPF)117 Box 4.3.The Glasgow City Regions labour market projects 118 Box 4.4.Examples of inter-municipality and regi

69、onal co-operation on employability services 119 Box 4.5.Joint working methods to support service integration(France and Denmark)122 Box 4.6.Data-exchange systems to strengthen employment support:The Restart Programme in England and Wales 123 Box 4.7.The Shared Measurement Framework 124 Box 4.8.Natio

70、nal strategies for evaluation of Active Labour Market Policies(ALMPs)125 Box 4.9.Outreach strategies 127 Box 4.10.PES online tools to support data collection,matching,and referrals 129 Box 4.11.Glasgow Council for the Voluntary Sector 131 Box 4.12.Co-operation with social enterprises in Belgium and

71、France 132 Box 4.13.Examples of digital skills provision in metropolitan areas in the OECD 135 Box 4.14.Recent trends in the United States to use skills-based training and hiring to move low-skilled individuals in and up in their work career 137 Box 4.15.Integrating employment and(mental)health serv

72、ices at the local level 139 Box 5.1.Developing the Young Workforce(DYW)160 Box 5.2.Career guidance services for youth in other OECD countries 161 Box 5.3.West partnership the Regional Improvement Collaborative in the Glasgow City Region 163 Box 5.4.The Carrollton County Education Collaborative in Ca

73、rrollton-Carroll County(Georgia,United States)164 Box 5.5.Integrated youth services in other OECD countries 165 Box 5.6.The Young Persons Guarantee in Scotland 166 Box 5.7.Co-operation with the third sector in the Glasgow City Region to support youth 167 Box 5.8.Scottish apprenticeship system 168 Bo

74、x 5.9.Employer engagement in the apprenticeship system in the Glasgow City Region the case of BAE Systems 171 Box 5.10.Employer engagement in apprenticeships across OECD countries 171 Box 5.11.Employer engagement in providing early work experiences for youth in Canada and the United States 173 10 FU

75、TURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Acronyms and abbreviations AI Artificial Intelligence ALEO Arms Length External Organisations ALMP Active Labour Market Policies ASF Attainment Scotland Fund CBS Centre Bureau of Statistics CfE Curriculum fo

76、r Excellence CLD Community Learning and Development CV Curriculum Vitae DWP Department for Work and Pensions DYW Developing the Young Workforce EA Equality Act EBE Enterprise but demploi ESF European Social Fund ESOL English for Speakers of Other Languages EU European Union EUR Euro FA Foundational

77、Apprenticeships FSS Fair Start Scotland FUA Functional Urban Area GA Graduate Apprenticeships GBP Great British Pound GCR Glasgow City Region GDHI Gross disposable household income per head GEL Glasgow Economic Leadership GEN Grande cole du Numrique GM Greater Manchester GVA Gross Value Added HEI Hi

78、gher Education Institution HNC Higher National Certificate HND Higher National Diploma IES Integrated Employment and Skills Partnership ILA Individual Learning Account ITA Individual Training Account ITL International Territorial Levels JCP Jobcentre Plus LA Local Authority LAIP Local Authority Impr

79、ovement Plans 11 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 LEP Local Employability Partnerships LMI Labour market information MA Modern Apprenticeships MIS Management Information Systems NAV Norwegian Labour and Welfare Administration NEET Not in

80、Education,Employment or Training NGO Non-governmental organisation NHS National Health Service NIF National Improvement Framework NOLB No One Left Behind NSET National Strategy for Economic Transformation NUTS2 Nomenclature of Territorial Units for Statistics NVQ-National Vocational Qualifications O

81、ECD Organisation for Economic Co-operation and Development ONS Office for National Statistics OUiS Open University in Scotland PES Public Employment Service PPP Purchasing power parity REP Regional Economic Partnership RES Regional Economic Strategy ROA Regional Outcome Agreement Area RQF Regulated

82、Qualifications Framework RSIP Regional Skills Investment Plans SAAB Scottish Apprenticeship Advisory Board SAAS Student Awards Agency for Scotland SCQF Scottish Credit and Qualifications Framework SDS Skills Development Scotland SE Scottish Enterprise SFC Scottish Funding Council SIMD Scottish Index

83、 of Multiple Deprivation SLC Student Loans Company SMEs Small and medium-sized enterprises SOLAS Irish State Agency for Further Education and Training SQA Scottish Qualification Authority SVQ Scottish Vocational Qualifications STAR Styrelsen for Abejdsmarked og Rekruttering STEM Science,technology,e

84、ngineering,and mathematics SVCO Scottish Council of Voluntary Organisations TSEF Third Sector Employability Forum UK United Kingdom UKSPF UK Shared Prosperity Fund US United States USD United States Dollar 12 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2

85、024 Executive Summary Glasgow City Region has the 5th largest population in the United Kingdom(UK)and is the economic powerhouse of Scotland.Glasgow City Region(GCR)composed of eight Local Authorities is Scotlands largest integrated economic area and accounts for a third of its jobs and economic out

86、put.Over the last decade,the unemployment rate fell to a record low of 3%in 2023,below most other major cities in the UK.The share of the population with tertiary education(57%)has increased rapidly in the region over the last 20 years and in 2023 it was above the UK(52%)and EU averages(35%).At the

87、same time,the composition of the labour market has shifted increasingly towards high-skilled occupations,which now account for 51%of all jobs.GCR also is an important cultural,educational,and research centre,home to several educational institutions of international reputation.Glasgow City Region was

88、 one of the worlds first industrial cities,but it saw rapid deindustrialisation in the 1970s,with the demise of heavy industry.By the mid-1980s,it was largely regarded as a city in decline with a shrinking population.Since then,the city has experienced a steady economic recovery,albeit disrupted by

89、the recessions that followed the global financial crisis and,more recently,the COVID-19 pandemic.Whilst the regions population has grown since the mid-2000s,at around 600 000,it remains far below its peak of over 1 million in the early to mid-20th century.GCR has a relatively young population,with a

90、 high share of working-age people among the total population compared to Scotland and the rest of the UK.Major industries include high-productivity sectors such as finance and insurance,information and communication and manufacturing,and some lower-productivity sectors such as health and social work

91、 and wholesale and retail.Ongoing efforts to strengthen the regional economy are centred around implementing the Glasgow City Region City Deal and the Regional Economic Strategy.Signed in 2014,the Glasgow City Region City Deal is the first City Deal in Scotland and one of the most advanced in the UK

92、.The deal represents an investment by the UK and Scottish Government and the eight Local Authorities in GCR of over GBP 1 billion over 20 years in infrastructure,research,business innovation,and job opportunities for residents in the region.Launched in 2021,the Regional Economic Strategy reflects th

93、e regions ambition to create an innovative,inclusive,resilient economy by 2030.Despite its high growth potential,the Glasgow City Region faces several challenges,including economic inactivity and poverty rates.The regions productivity levels compare poorly with other UK cities(e.g.Edinburgh and Manc

94、hester)and major OECD metropolitan regions(e.g.Paris,Amsterdam,Helsinki,Rome and Madrid),and income deprivation and economic inactivity are high.One in four people(24.7%)aged 16 to 64 were economically inactive in GCR in 2023 higher than the Scottish(22.5%)and UK averages(21.3%).After excluding stud

95、ents,the inactivity rate in GCR remains one percentage point above the Scottish average(17%vs.16%).In all eight Local Authorities in GCR,long-term sickness is the primary cause of inactivity ranging from 36%of the inactive in Glasgow City to 60%in Inverclyde.GCR also struggles with low life expectan

96、cy and high levels of poverty,including child poverty.The median pay in Glasgow City is lower than in London and Edinburgh,as well as the UK and Scottish averages.This is also reflected in deprivation statistics,with three of the most income-deprived councils of Scotland located in GCR.13 FUTURE-PRO

97、OFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 As the economy has recovered from the COVID-19 pandemic,the pressure on the labour market has increased,resulting in labour shortages.Following a small drop in online job postings from 2019 to 2022,the number of onl

98、ine job postings in the Glasgow commuting area tripled between 2020 and 2022.The increase in vacancies,coupled with a decrease in the number of unemployed people,has led to labour market tightening.In 2022,27%of employers in the region around Glasgow City had at least one unfilled vacancy,and 12%had

99、 a skills-shortage vacancy that was unfilled due to lack of applications with appropriate skills,qualifications or experience.This is close to the pre-pandemic levels of 26%(employers reporting unfilled vacancies)and 11%(employers reporting skills shortage vacancies)in 2017.The challenges for Glasgo

100、w City Regions labour market call for greater efforts to enhance and future-proof the skills and employability system in the region.In a rapidly changing labour market,effective alignment of training and learning offers with labour market needs can help alleviate skill gaps and mismatches and suppor

101、t low-skilled and low-paid workers in improving their employment and social situation and help employers improve their productivity.At the same time,a strong and integrated employability system can help identify and support those furthest from the labour market into education and training,volunteeri

102、ng and in turn into work.The Glasgow City Region recognises the importance of adult skills provision to drive regional economic growth,but the national policy and funding framework for skills policies leaves limited room to adjust provision to regional needs.Responsibility for skills policies is dev

103、olved from the UK to the Scottish Government,but the system remains relatively centralised at the Scottish level.Adult learning programmes are coordinated and managed through various Scottish government skills agencies,which strongly influence funding allocations locally.At the same time,skills poli

104、cies are increasingly featured in key GCR strategies,including the Regional Skills Investment Plans.In addition,Glasgow City is aiming to be the first circular city in Scotland to meet carbon-neutral goals by 2030,which will impact the skills needs in the city and region.Building on these strategies

105、 and in the broader context of the Scottish Governments plans to reform the Scottish skills system,GCR is exploring options for skills devolution to strengthen regional skills provision and economic growth.Contrary to skills policies,employability services are predominantly designed and delivered by

106、 Local Authorities with a limited role for the Glasgow City Region.The place-based approach supports the delivery of services that are targeted and tailored to local needs.Yet,the model comes with challenges for individuals(e.g.gaps in service provision for specific groups and restrictions in progra

107、mme choice to the local area despite good commuting opportunities),stakeholders(e.g.fragmented employer engagement strategies and multiple commissioning procedures),and LAs(high administrative burdens and limited resources for evaluation,identification and up-scaling of good practices).In addition,L

108、ocal Authorities operate alongside the Jobcentre Plus offices overseen by the UK Department of Work and Pensions.To future-proof the skills system,Glasgow City Region and its eight Local Authorities could build on the following recommendations to further their existing efforts:Aligning regional skil

109、ls supply with demand and supporting re-and upskilling of workers Develop a regional model for skills planning,funding and delivery:The skills system in Scotland is under review.With the ambition to strengthen the regions ability to align skills supply with regional labour market needs,GCR should se

110、ize the moment and work with the Scottish Government to explore the potential of a regional model for planning and delivery of continuous education and training(in particular for further education and re-and upskilling programmes).In parallel,GCR could review its governance structures and consider t

111、he establishment of a Regional Skills Board with the representation of critical stakeholders(e.g.colleges,universities,private providers,learners,third-sector organisations and employers)to update,review and oversee the delivery of a revised Regional Skills Strategy.The role of the GCR Intelligence

112、Hub could also be developed to assess changing employment and skills needs in the region.14 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Reduce individual barriers to participation in re-and upskilling:Financial incentives for adults to participate i

113、n re-and upskilling are limited in Scotland,and the Scottish career guidance system is fragmented and not linked to regional labour market intelligence.GCR could provide input to the ongoing Scottish Government review of individual incentives,including options to re-launch the Individual Training Ac

114、counts.This could be linked to a discussion on establishing a regional adult skills fund to finance re-and upskilling initiatives.GCR could also strengthen career guidance for adults by mapping and better connecting various providers and developing bespoke GCR career guidance material for advisers b

115、uilding on regional labour market intelligence.Strengthen employer engagement to drive regional skills provision:Employer engagement is vital for delivering re-and upskilling opportunities for adults in work.However,the regional infrastructure for employer engagement is fragmented and focuses too mu

116、ch on the larger employers.GCR could use a potential new Regional Skills Board to strengthen employer engagement across sectors and employers of all sizes and develop a regional employer engagement strategy.In addition,GCR could consider developing a GCR Employer Hub that combines business support a

117、nd skills development support.Enhancing labour market inclusion of the economically inactive Develop a regional approach to employability services and engage in dialogue with the UK and Scottish Governments on stronger alignment of funding with local needs:The eight Local Authorities could seek to i

118、dentify areas where a regional rather than local approach to the design and delivery of employability services would add value to the region.The approach could combine regional design and management of programmes with local flexibility to reflect local structures and priorities.This could be combine

119、d with a dialogue with the UK and Scottish Governments on changes in the funding structure for the No One Left Behind programme and the UK Shared Prosperity Fund to create more long-term stability in the system and reduce the administrative burden for Local Authorities.Strengthen local and regional

120、partnerships and improve collaboration with the third sector:Local Authorities operate alongside Jobcentre Plus offices overseen by the UK Department of Work and Pensions.While stakeholders find ways to cooperate across the two systems,stronger cooperation at the operational level is needed to align

121、 and optimise services to overlapping target groups(e.g.through embedding Local Authority case workers in Jobcentre Plus Offices).As an alternative option,a new institutional arrangement could be found through further devolution from the UK to the Scottish Government,following trends in many recent

122、and ongoing reforms of Public Employment Services in other OECD countries.Streamline referral systems,invest in targeted outreach measures and strengthen data sharing across stakeholders:Building on ongoing efforts,Local Authorities in GCR could seek to simplify and streamline entry points and clien

123、t referral routes and ensure all clients are registered in the Management Information System of the Local Authority where they reside.In addition,available data could be used more strategically by Local Authorities to inform programme design,target interventions and guide outreach activities.Measure

124、s to facilitate data exchange across stakeholders(e.g.Local Authorities,third-sector organisations,Skills Development Scotland and Jobcentre Plus Offices)could also be developed.Further integrate employability,skills,health and other services and strengthen investment in and delivery of basic skills

125、:Given the rapidly changing skills requirements in the labour market and a growing share of economically inactive and long-term unemployed with complex needs(e.g.with long-term sicknesses or disabilities),there is a strong case for integrating employability services with other services provided loca

126、lly,including skills,health and mental health services.This work could build on existing connections between LAs and the Scottish National Health Service and ongoing work to build local Employability Hubs.15 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 20

127、24 Strengthening youth school-to-work transitions Strengthen the collection and use of data to drive youth outcomes:The GCR could explore options at the Scottish Government level to change the approach to measuring labour market outcomes for youth to capture better the long-term trends(e.g.by measur

128、ing youth NEET(not in employment,education or training)rates for 20-24 years-old.In addition,the region could foster strengthened use of the 16+Data Hub for youth.Develop an integrated approach to youth career guidance in the region:The career guidance system for youth is fragmented(multiple stakeho

129、lders with overlapping responsibilities and lack of clear referral routes).GCR could continue strengthening collaboration among the different types of career advisers in schools or consider options to simplify the existing system(e.g.by integrating different advisor roles under the same organisation

130、).In addition,collaboration between schools,colleges and universities could be strengthened to facilitate transitions into further and higher education.For youth out of education and work,GCR could explore options to build a dedicated career guidance offer available for youth until age e.g.25.Establ

131、ish a one-stop-shop solution for youth not in employment,education,or training(NEETs).Local authorities in GCR could seek to bring together various stakeholders to provide youth support services in a new one-stop-shop youth facility,centralising around the Keyworker model used to deliver employabili

132、ty services.This facility could integrate services for NEETs.Strengthen work-based learning options through strong engagement of employers:As a key part of building up a regional skills system,GCR could seek options to inject more regional flexibility into the apprenticeship system.A regional model

133、for planning and delivering apprenticeships could,among other things,allow for a more flexible approach to contracting apprenticeships and provide options to reallocate resources across occupational areas and types of apprenticeships depending on changes in demand.In parallel,GCR could seek to stren

134、gthen employer engagement to provide other forms of work-based learning,including through the potential new Regional Skills Board.16 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 As the economic powerhouse of Scotland(UK),the Glasgow City Region has s

135、uccessfully attracted large national and multi-national firms and many high-skilled workers in recent decades.Yet,the region faces longstanding challenges,e.g.related to productivity and high inactivity rates,and new ones,e.g.rising labour shortages.This OECD review analyses how the skills and emplo

136、yability systems in the Glasgow City Region can be used to overcome these challenges.This first chapter provides policy recommendations for the region,its Local Authorities,and the Scottish and UK Governments.The recommendations focus on three areas:i)strengthening re-or upskilling opportunities,ii)

137、enhancing the labour market inclusion of the economically inactive,and iii)facilitating school-to-work transitions for vulnerable youth.1 Assessment and Recommendations 17 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 The Glasgow City Region needs to

138、further develop its adult skills system to raise productivity and strengthen labour market inclusion The Glasgow City Region(GCR)is one the largest city regions in the UK,composed of eight out of the 32 Local Authorities(LAs)in Scotland and home to around one-third of the Scottish population.With a

139、population of over 1.8 million people,GCR is home to almost one-third of Scotlands population.The region also accounts for a third of Scotlands economic output,generating GBP 53 billion Gross Value Added in 2022.The city region was established as part of the Glasgow City Region City Deal in 2014 an

140、agreement between the Scottish Government,the UK Government and the eight LAs-designed to bring long-term strategic approaches to improving the regional economy.Although the city region concept is relatively new in Scotland,significant steps have been taken in GCR to create a regional economic syste

141、m based on close cooperation between the LAs.The Glasgow City Region is an integrated economic area with many residents commuting to a different Local Authority to work.GCR covers eight LAs:East Dunbartonshire,East Renfrewshire,Glasgow City,Inverclyde,North Lanarkshire,South Lanarkshire,Renfrewshire

142、 and West Dunbartonshire.Together,they comprise a coherent labour market.In 2021,two-thirds of the residents of GCR worked in their Local Authority of residence,and 16%commuted to Glasgow City for work.Low productivity,high economic inactivity and poverty are long-standing challenges in the Glasgow

143、City Region.Workers in GCR are only 91%as productive as in the UK,measured as Gross Value Added(GVA)per hour worked.The gap narrowed from 87%in 2004 to 93%in 2015,but it has recently started widening again.At the same time,a significant part of the population remains outside of the labour market in

144、economic inactivity.Around 1 in 4 people(25%)aged 16 to 64 were economically inactive in GCR in 2023,higher than in many UK and OECD cities.Over 14%of the inactive wanted to work,representing a resource the region could tap into in a tightening labour market.Lastly,poverty is a significant challenge

145、 in the region.At the time of writing,the three most income-deprived councils of Scotland are located in GCR and in Glasgow City,almost 1 in 5 people,or 19%,live in income deprivation.A more recent challenge faced by the Glasgow City Region is increasing skills shortages.The unemployment rate in GCR

146、 has decreased in recent years,reaching a record low of 3%in 2023.This is low compared to other major cities in the UK(e.g.Edinburgh and Manchester)and metropolitan regions(e.g.Brussels,Madrid,Paris,Stockholm and Rome).Moreover,there has been a large increase in online job postings in the last two y

147、ears and the labour market in Glasgow City and the surrounding areas have tightened(i.e.there are more job positions available than unemployed workers willing and able to fill them).At the same time,the region has a high concentration of educational institutions,and its population ranks second in th

148、e UK regarding the share of individuals with tertiary degrees.Yet,in stark contrast,the share of those with no qualification remains high compared to the UK and Scottish average,and educational attainment is low in many of the income-deprived areas in the region.Ongoing global megatrends such as the

149、 green and digital transition and demographic changes could be held back by high skilled labour shortages.Glasgow City has committed to becoming a net zero-carbon city by 2030.This ambition is part of a broader journey of the city and the rest of the region to transition from being one of the great

150、industrial places in the world to transition to a circular and carbon-neutral city.Digitalisation and automation also impact the regional labour market and the demand for skills.Over the last decade,the number of tech businesses has grown three times as fast as the total number of companies in Scotl

151、and.Investment in skills is needed to ensure that these transitions are not hampered by labour and skills shortages.The skills system in the Glasgow City Region represents a significant part of the solution to changing labour markets and can help to raise productivity and reduce inequality.In a rapi

152、dly changing labour market where jobs and companies continually evolve,the skills system has become more critical than ever.Adult learning provides opportunities for individuals to acquire or upgrade their skills,18 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM

153、)OECD 2024 enter new career possibilities and become more competitive with high-skilled workers.For employers,adult education and training can be a way to reduce skills gaps and shortages and strengthen their productivity.Adult learning combined with solid employment support can also help address va

154、rious societal challenges,such as in-and out-of-work poverty,inequality,and economic inactivity.This OECD review of the Glasgow City Region comes at a time of ongoing reforms in Scotlands education,skills,and economic policy environment.The policy landscape for skills and employment in Scotland has

155、changed significantly over recent years and continues to evolve.Ongoing discussions on post-school education and skills reforms build on several reviews commissioned by the Scottish Government,including the compulsory education system,the post-school learning system,the tertiary education sector,car

156、eer guidance,and the qualifications and assessment system.In line with studies such as Fit for the Future:Developing a post-school Learning System to Fuel Economic Transformation and international examples,e.g.from Denmark,England,Finland and Ireland,this review also calls for stronger flexibility a

157、t the regional and local levels to align and coordinate skills provision to employer needs.What are the policy opportunities for the Glasgow City Region to future-proof its skills system?This OECD report reviews three of the most pressing challenges facing the Glasgow City Region.Building on an in-d

158、epth analysis of the region and drawing on insights from other OECD countries and regions,this report offers recommendations for GCR to i)strengthen re-and upskilling opportunities for individuals in work and align skills supply with demand,ii)enhance labour market inclusion of the economically inac

159、tive and iii)strengthen youths school-to-work transitions.While the reports primary focus is the Glasgow City Region,it covers the broader skills and employability policy landscape in which the Scottish Government,the UK Government and Scottish Local Authorities play vital roles.Adult skills policie

160、s and parts of employment services are devolved from the UK Government to the Scottish Government.Within Scotland,adult skills policies are provided mainly through further and higher education institutions and independent providers remain relatively centralised,with funding levels and targets set by

161、 Scottish Government national agencies.Local Authorities,however,play an essential role in providing employability services and adult learning opportunities for those furthest from the labour market.In between is the regional level,which is not an elected government level in Scotland.Yet,with city r

162、egions,a new level of coordination of policies and programmes across Local Authorities has been established.It is within this broader policy framework that the review of GCR takes place.Recommendations for strengthening re-and upskilling opportunities The demand for changing skills is not translatin

163、g into growth in adult learning.Recent analysis suggests that in 2030,94%of the UK workforce will need to re-and upskill(Allas,Fairbairn and Foote,20201),equating to around 839 000 workers within the GCR alone.Yet,participation in adult learning in GCR(at 9%of the 25-64-year-olds in 2023)is below th

164、e UK and Scottish averages(both at 11%)and lower than in many large EU cities(Figure 1.1).These figures are even lower for people in low and medium-skilled jobs.19 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Figure 1.1.Adult participation in educati

165、on and training in the Glasgow City Region is low in international comparisons Participation in education and training in the last four weeks,25-64-year-old Note:Panel A shows NUTS2 regions where cities are located.Data for Glasgow City Region are a weighted average of data for Glasgow City,East Dun

166、bartonshire,East Renfrewshire,Renfrewshire,Inverclyde,West Dunbartonshire,North Lanarkshire and South Lanarkshire.The participation measures cover participation in formal and non-formal education and training.Source:OECDs calculations based on NOMIS Annual Population Survey for UK data and Eurostat

167、trng_lfse_04 for the remaining data.20 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 The Scottish adult skills system remains relatively centralised and leaves little room to align training provision to regional and local needs Within Scotland,the ski

168、lls system remains relatively centralised,with strong national influence on funding allocations and the content of provision.The Scottish Governments remit in the skills area is extensive,covering preschool,primary,secondary,further,and higher education,work-based learning,vocational training progra

169、mmes such as apprenticeships and community-based learning.Adult skills programmes are coordinated and managed through four national skills agencies:the Scottish Funding Council,Skills Development Scotland,the Student Awards Agency for Scotland and the Scottish Qualification Authority.These national

170、agencies have a strong influence over funding allocations locally,the content of provision,and patterns and volumes of participation in training.There are various mechanisms to support re-and up-skilling for adults within the Scottish skills system,which involves different providers and funding stre

171、ams.Re-and up-skilling activities are provided mainly by colleges,universities and independent training providers.These activities cover academic routes through further and higher education and work-based learning,including apprenticeships and vocational qualifications such as Scottish Vocational Qu

172、alifications.Funding for colleges and universities is allocated annually through outcome agreements managed by the Scottish Funding Council.Apprenticeship funding is divided between the Scottish Funding Council and Skills Development Scotland.While the core funding for colleges,universities,and appr

173、enticeships leans towards provision for younger learners,there are examples of re-and up-skilling programmes for adults.More distinct and specialised adult learning options are provided locally through the No One Left Behind employability programme and Community Learning and Development activities.S

174、cottish LAs offer these activities as a supplement to the core provision from colleges,universities,and independent providers.With an emphasis on vulnerable groups,they focus on providing basic skills and broader personal and social development.Devolution of responsibilities for skills planning and

175、delivery may be an option to align skills supply with demand in Scotland While the Glasgow City Regions primary responsibility is implementing the City Deal,the importance of skills in supporting economic development is increasingly recognised.Since its establishment,the primary purpose of the GCR h

176、as been and still is to implement the City Deal,which focuses on investment in regional infrastructure,research,and business innovation but not directly on skills policies.To this end,a comprehensive regional governance structure has been established,with the Glasgow City Region Cabinet as the ultim

177、ate decision-making body.However,not least through the Regional Skills Investments Plans from 2016 and 2019 and the 2021 Regional Economic Strategy,the region has shown its ambition to push regional co-operation beyond the City Deal,including around skills.To move this agenda forward,GCR has establi

178、shed a Regional Skills Devolution Group that,together with key stakeholders,explores options for skills devolution in the context of ongoing reforms in Scotland.Despite moves towards regionalisation,the options for Local Authorities,the Glasgow City Region and education providers to adjust provision

179、s to the needs of local and regional labour markets remain limited.Regional stakeholders in Scotland struggle to align regional skills provision with labour market needs.Among the main challenges for the region are the funding mechanisms for colleges and universities,a lack of funding for re-and ups

180、killing for workers,and a lack of granular labour market information to align provision to regional needs.The funding model for colleges and universities has created a system guided primarily by input(i.e.students)targets rather than employer demands/outcomes.The system has limited flexibility to te

181、st new courses,which could counter existing or anticipated skills shortages.21 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 While there are potential benefits from the devolution of skills planning to the city-region level,any steps in this direction

182、 must be implemented gradually and supported by strengthened governance structures at the regional and Scottish Government levels.A regional model for skills planning for apprenticeships and college offerings could result in an outcome rather than an input/output-driven skills system if designed cor

183、rectly.This would make the system more agile and better aligned with local and regional needs.It might also provide better options to tackle differences in skills opportunities across local communities in the region and strengthen funding for re-and upskilling activities for the existing workforce.T

184、o respond,GCR will need to build the capacity and capability to manage regional skills planning and provision,in the first instance,by prioritising areas or sectors where the need is most pressing(e.g.,filling labour and skills shortages or driving productivity growth).In addition,this process could

185、 be combined with possible changes at the Scottish Government level(e.g.,in the allocation of funding for further,higher,and adult learning).Inspiration could be taken from other City Regions in the UK(e.g.the Greater Manchester Combined Authority)and other countries(e.g.Ireland)Although labour mark

186、et information(LMI)is widely used at a regional level,Scottish Government data is not sufficiently granular to guide regional activities.Data collected at the Scottish Government level,such as the Employer Skills Survey,lack the necessary granularity and in-depth understanding of skills requirements

187、 for specific jobs to support the alignment of skills provision to labour market demand at regional and local levels.There is potential for the Glasgow City Region Intelligence Hub to take on a more vital role in collecting and analysing LMI in the region as a complement to Scottish national data.Ca

188、reer guidance and financial incentives for individuals help to reduce barriers to participation in adult learning,yet these system pillars could be stronger Current career guidance offers for adults in Scotland are complex and challenging to access,while financial incentives to invest in re-and upsk

189、illing for existing workers remain weak.Adults can access career guidance online(e.g.through the My World of Work portal)and in person(e.g.through Skills Development Scotland centres and community centres run by LAs).Yet,the offer for adults is complex and challenging to access,especially for the mo

190、re vulnerable groups or low-skilled workers needing training to remain in employment or advance in their careers.In Bristol(UK),the Future Skills Programme is an exciting example of a career guidance programme targeted at adults at work.The programme takes a holistic individual approach,pairing part

191、icipants with a dedicated career progression coach for one-on-one coaching in their area over three to six months.Despite the growing numbers of adults needing re-and upskilling opportunities,the balance in career guidance provision and financial incentives is skewed towards youth.Economic incentive

192、s for individuals exist mainly at the national level in Scotland,and these are geared towards full-time,younger learners.In addition,one of the main initiatives the Individual Training Account has been paused for an undefined period.This contrasts with other countries,such as Latvia and the United S

193、tates,where individual training accounts offer financial support for adults in/out of work.Other measures to increase participation,such as part-time/evening courses,modular courses and micro-credentials,also remain under-explored in most parts of the region and are particularly helpful for adult wo

194、rkers.Despite good examples of individual businesses investing in skills development,the regional infrastructure for employer engagement is fragmented.There are many examples of employer engagement in skills development in GCR,including through colleges and universities,the apprenticeships system an

195、d in-house re-and upskilling facilities.However,the infrastructure for employer engagement across the skills system is highly fragmented,and mechanisms to enhance engagement more systematically and sustainably are limited regarding outreach and impact.As a result,levels of employer engagement are lo

196、w overall,especially amongst small and medium-sized businesses(SMEs).In addition,communication with employers remains fragmented across the eight LAs and education institutions,making it difficult for companies to identify and engage in relevant programmes.In Ireland,the Regional 22 FUTURE-PROOFING

197、THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Skills Fora is a one-stop-shop for employers to get information and guidance on available training opportunities.In addition,the Irish Skills to Advance programme offers targeted support for re-and upskilling in SMEs.Both

198、 examples could provide insights for GCR to learn from.Strengthening re-and up-skilling opportunities for adults in work Develop a regional model for skills planning and delivery Continue the dialogue with the Scottish Government to examine the feasibility of enhancing regional responsibilities for

199、parts of the adult skills system.Building on the ongoing work of the Regional Skills Devolution Group,the Glasgow City Region(GCR)could continue discussions with the Scottish Government on the options for devolution of skills planning and provision.The short-term objectives could be to develop a reg

200、ional approach to contracting apprenticeships and to focus on re-and upskilling investments in sectors that are of priority to the regional economy.In the longer term,discussions could cover options to change colleges and universities planning and delivery structure and establish a regional adult sk

201、ills fund.Review the regional governance structure to prepare for new adult skills planning and delivery responsibilities.Any moves to a more regionalised system should be supported by a review and reinforcement of the governance structures within GCR.In particular,there will be a need to expand the

202、 capacities of GCR to lead this work and establish a body that can oversee regional responsibilities in the skills area(e.g.a Skills Delivery Group operating in parallel with the Economic Delivery Group).The group could take the lead in monitoring regional performance and overseeing the delivery of

203、parts of the Regional Economic Strategy.Engage with critical providers in the region to support their efforts to co-ordinate and align skills provision to the regional economy.GCR could establish a Regional Skills Board bringing together representatives of education providers(e.g.colleges,universiti

204、es,private providers,third-sector organisations and Local Authorities),employers and learners.While the board could include high-level representatives from relevant stakeholders,an attached network of working groups could support ongoing cooperation on various topics,e.g.employer engagement and care

205、er guidance.Build regional capacity to collect and analyse labour market information that can supplement Scottish data sources.To support effective skills planning at the regional level,GCR could consider extending the role and resources of the GCR Intelligence Hub.The hub could strengthen its role

206、in collecting and analysing granular data on the regions labour market and skills situation and taking the lead in monitoring regional performance.Reduce individual barriers to participate in re-and upskilling activities Establish a working group within the GCR governance structure to provide input

207、to the Scottish Government on strengthening individual incentives for participation in adult education.The group could draw together regional experts with knowledge of what works to reduce individuals barriers to learning.One suggestion could be to re-launch the Scottish Individual Training Account

208、with a stronger focus on supporting low-skilled workers at risk of labour market exclusion.This could be linked to the discussion around a regional adult skills fund.Take steps to strengthen career guidance for adults.GCR could seek to enhance the regional career guidance offer for adults by mapping

209、 the variety of career guidance providers(e.g.LAs,Skills Development Scotland,Jobcentre Plus,employability providers,colleges and third-sector organisations).The aim would be to make services more accessible for adults in/out of work,integrate labour market intelligence into regional services,and de

210、velop bespoke GCR career 23 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Recommendations for enhancing labour market inclusion of the economically inactive Despite overall economic growth and low unemployment,the Glasgow City Region suffers from high

211、 and long-standing economic inactivity.The group of economically inactive(i.e.individuals who are neither employed nor actively seeking employment)includes individuals who are in education and training,retired,suffering from illness or disability,looking after young children or have other family and

212、 caring responsibilities.One in four people aged 16 to 64 were economically inactive in the GCR in 2023.The inactivity rate in GCR was higher than the Scottish average(23%)and the UK average(21%)and higher compared to other regions across the OECD.In the context of increasing labour and skills deman

213、d and high poverty levels,the LAs in the city region are looking for ways/tools to promote further labour market inclusion for the economically inactive group.guidance material for advisers.In addition,GCR could engage in dialogue with the Scottish Government on options to rebalance the career guida

214、nce offer to cater to the growing numbers of adults needing re-and upskilling opportunities.Strengthen employer engagement to drive regional skills provision Use the proposed Regional Skills Board to develop an employer engagement strategy.With regard to employers,a Regional Skills Board could build

215、 on the existing GCR infrastructure for employer engagement but could go beyond existing bodies to 1)ensure representation across sectors and sizes of employers and 2)have a specific focus on skills planning and provision.One priority task for the Board could be developing a regional employer engage

216、ment strategy.Take steps to establish a single GCR Employer Hub.Drawing upon business support offered by Business Gateway and LAs,GCR could seek to develop one employer hub that combines business and skills development support.The offer could be available across all LAs,and a regional approach could

217、 be taken to help businesses identify relevant skills development programmes and other support measures available.The hub could provide one-to-one support for businesses,e.g.,information/guidance on available programmes employers can access and support the development of in-house employer training c

218、apacities.24 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Figure 1.2.The inactivity rate remains high in the Glasgow City Region compared to other regions in the OECD but differs across the eight Local Authorities Inactivity rate,15 to 64-year-olds N

219、ote:Panel A shows NUTS2 regions where cities are located.Data for Glasgow City Region are a weighted average of data for Glasgow City,East Dunbartonshire,East Renfrewshire,Renfrewshire,Inverclyde,West Dunbartonshire,North Lanarkshire and South Lanarkshire.Source:OECDs calculations based on NOMIS Ann

220、ual Population Survey for UK data and OECD.Stat Labour market Regions for the remaining data.Economic inactivity in the Glasgow City Region is high,especially among individuals with long-term sickness and disability and low education levels Long-term sickness is the main driver of economic inactivit

221、y in the Glasgow City Region.The inactivity rate differs across the LAs,with the highest rate observed in North Lanarkshire(28%),Inverclyde(27%)and West Dunbartonshire(26%),all significantly above the UK average in 2023.In contrast,in East Renfrewshire,the council with the lowest inactivity rate in

222、GCR,only 20%of the 16-64-year-olds were inactive.Inactivity is high,especially among individuals with long-term sickness and disability.In all eight Local Authorities in GCR,long-term sickness is the primary cause of inactivity,excluding students,ranging from 36%of the inactive in Glasgow City to 60

223、%in Inverclyde.Among individuals with a work-limiting disability,56%are inactive in the Glasgow City Region.Supporting those furthest from the labour market into work must be a central element of the regions efforts to strengthen labour market inclusion.Increasing labour force participation positive

224、ly affects public finances through lower public spending on social protection.It can also help overcome labour 25 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 and skills shortages by expanding the pool of candidates for available jobs.The low educati

225、onal attainment levels among the inactive imply that skills development is essential to policies supporting economic inclusion.In addition,the high incidence of inactive with disabilities or long-term illness calls for support measures that seek to tackle multiple challenges to help people into empl

226、oyment.Local Authorities in the Glasgow City Region are progressively playing a role in the delivery of employability services for the economically inactive With the Scotland Act of 2016,new powers were transferred to the Scottish Government to provide employment support for disabled people and thos

227、e at risk of long-term unemployment.Employment services(from hereon referred to as employability services,the term used in Scotland)have traditionally been the responsibility of the UK Government.However,following the adoption of the Scotland Act of 2016,the Scottish Government has responsibility fo

228、r employability services for two groups:i)persons with disabilities and ii)those at risk of long-term unemployment.In March 2018,the Scottish Government launched a new employability plan,No One Left Behind,guiding extensive restructuring of the Scottish employability system.The plan sets a vision fo

229、r a simpler,person-centred and more joined-up employability system for the most vulnerable groups in or outside the labour market.With this and the No One Left Behind Delivery Plan from November 2020,the Scottish Government took the first steps to introduce an all-age employability service targeting

230、 a broad range of vulnerable groups(including youth,persons with disabilities and long-term illness,parents,and the elderly)and designed to help people prepare for employment,training,education and volunteering.The No One Left Behind plan emphasises the role of Local Authorities in delivering employ

231、ability services to vulnerable groups,even though this is not a statutory duty of the local government in Scotland.At the heart of the plan is balancing local flexibility(through the decentralisation of employability funding and the design and delivery of services at the local level)with coherence a

232、cross Scotland(including a Shared Measurement Framework to monitor and evaluate input,output and outcome).The plan sets out a Scotland-wide framework,which is co-designed and delivered by LAs to tackle challenges of long-term unemployment and economic inactivity more effectively.In practice,LAs desi

233、gn and deliver employability services through Local Employability Partnerships,which bring together local,regional and Scottish Government stakeholders.In the Glasgow City Region,employability services are provided through a mix of programmes,providers and funding pots,often delivered through local

234、partnerships.Each LA designs its employability services to be delivered in-house or through partnerships working or commissioning with Arms Length External Organisations1,third sector organisations2,colleges,Community Learning and Development3 providers and independent providers.Funding mainly stems

235、 from the Scottish Government through the No One Left Behind programme and the UK Government through its Shared Prosperity Fund.In most LAs,this is complemented by resources from local council budgets and charities.Local Authorities operate alongside Jobcentre Plus offices overseen by the UK Departm

236、ent of Work and Pensions.Jobcentre Plus offices are located in most cities and towns throughout Scotland and are responsible for delivering employment services and administering unemployment benefits and other financial support for individuals out of work(e.g.Universal Credit and Job Seekers Allowan

237、ce).The Jobcentre Plus offices take a“work first”approach,applying strict conditionality criteria and requiring individuals who receive income support to actively search for employment opportunities and be available for work.This is distinct from the voluntary No One Left Behind programme,which reco

238、gnises that the journey towards work can be long,especially for individuals with multiple barriers to employment,who often need holistic and individualised support.Individuals can access the employability system in the Glasgow City Region through many different routes.The most common referral routes

239、 into employment support services are through the 26 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Jobcentre Plus offices and SDS career advisors.However,individuals can also enter the system through LAs,Arms Length External Organisations,or third-sec

240、tor organisations.With the introduction of the No One Left Behind programme,LAs have started to simplify the client journey by requiring all individuals to enter the system through a Keyworker Service Provider,which is responsible for developing an individual action plan,registration of client data

241、and referrals to more specialised services.LAs have also introduced Management Information Systems to register data on individual clients.However,the system remains fragmented,with some individuals not registered and limited data sharing across stakeholders.In addition,LAs could use available data t

242、o inform programme design,target interventions and guide outreach activities.Inspiration for a model for data-sharing and use can be found in the youth area,where the Scottish 16+Data Hub is an excellent example of how data can be shared across critical stakeholders.Adult education for the economica

243、lly inactive primarily comes through Community Learning and Development programmes delivered by LAs,colleges and third-sector organisations.Community Learning and Development is a critical element of the adult education sector in Scotland and often includes courses on adult literacy,English for Spea

244、kers of Other Languages,employability,digital skills citizenship,and Gaelic.LAs have a statutory requirement to work with partners and communities to co-produce and secure the delivery of Community Learning and Development.The role of the city region in supporting employability could be strengthened

245、,especially in local areas with service gaps Despite local efforts,employability provision in the Glasgow City Region remains fragmented,not least due to the financial structure of the system.Funds from the UK and Scottish Governments are allocated to LAs according to annual budget cycles,making the

246、 system less predictable due to the short-term funding cycle and changing programme requirements from year to year.This also harms partnership development,increases the administrative burden and makes it difficult to define and monitor results in the longer term.Each of the UK and Scottish Governmen

247、ts funding streams comes with separate requirements regarding target groups,services to be delivered,and evaluation and reporting activities.In the GCR,LAs struggle to combine multiple funds to facilitate coherent service delivery for clients and create stability for staff and partnerships.The provi

248、sion of employability services is restricted by the administrative borders of the Local Authorities,and the city region plays a limited role in coordinating local efforts.Employability support for individuals stops at the border of each LA,and co-delivery or referrals across borders are not common.I

249、n addition,the role of the city region remains limited,and there are only a few examples of pooling resources to provide region-wide programmes or share good practices.The place-based approach supports the delivery of services that are targeted and tailored to local needs.Yet,the model comes with ch

250、allenges for individuals(e.g.gaps in service provision for specific groups and restrictions in programme choice to the local area despite good commuting opportunities),stakeholders(e.g.fragmented employer engagement strategies and multiple commissioning procedures),and LAs(high administrative burden

251、s and limited resources for evaluation,identification and up-scaling of good practices).The third sector is significant in the Glasgow City Region and is vital in delivering employability services.Still,the sector is challenged by the local delivery model.In Glasgow City alone,nearly 4 000 third-sec

252、tor organisations provide essential services,including employability services,often targeting those furthest from the labour market.Yet,funding for the sector is tight and,in some areas,has become tighter as LAs move towards more in-house provision.In addition,certain LAs emphasise commissioning ove

253、r grants,which comes with extensive administrative procedures.Only a few third-sector organisations have the skills,staff and financial capacity to engage in commissioning processes.While the sector is represented through Local Employability Partnerships,they struggle to get their voice heard.Countr

254、ies like Belgium and France provide interesting examples of strengthening partnerships with third-sector organisations.27 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 The integration of employability services with other services,including skills,heal

255、th and mental health,varies across Local Authorities.Combining employability support with access to training and professional work experience can benefit labour market activation,but it requires strong stakeholder cooperation.In many LAs,the skills and employability strands operate in parallel syste

256、ms through their respective partnerships.In addition,given the increasing complexity of client needs,there could be a stronger integration and alignment between employability and other support services,including health and mental health services.While local employment hubs that can support the co-de

257、livery of services are under development across the city region,these remain in the early stages.Enhancing labour market inclusion of the economically inactive Develop a regional approach to employability services Strengthen cooperation between Local Authorities(LAs)regarding employability services.

258、Previous experiences have shown the potential benefits of a regional approach to designing and delivering employability services.The Glasgow City Region and its eight LAs could seek to identify areas where a regional approach to employability support could add value(e.g.to provide specialised servic

259、es for sub-groups).Building on experiences from the Greater Manchester Combined Authority,the approach could combine regional design and management with local implementation flexibility.Engage in dialogue with the Scottish and UK Governments on changes to existing funding models.There is a need to d

260、iscuss changes in the UK and Scottish funding systems to align funding streams and create local flexibility.For the No One Left Behind funding,priorities could be to develop a multi-annual funding model aligned with the UK Shared Prosperity Fund and to merge funding pots within the programme.For the

261、 UK Shared Prosperity Fund priorities could be simplifying application procedures and allowing for a more extended period to develop investment plans.Strengthen local and regional partnerships and improve collaboration with the third sector and the Jobcentre Plus offices Strengthen the use of local

262、employment partnerships.Building on early experiences in the region,LAs could consider using the Local Employability Partnerships to discuss strategic priorities across all funding pots and facilitate multi-agency collaboration.LAs could also follow examples of establishing thematic sub-groups to di

263、scuss operational issues.Strengthen partnerships working with Jobcentre Plus offices at the operational level.The different natures of the No One Left Behind and the Jobcentre Plus offices are felt mainly at the case-worker level.Cooperation between LAs and Jobcentre Plus offices could be facilitate

264、d through joint training sessions for caseworkers,embedding Keyworkers in Jobcentre Plus offices,or joint development of individual action plans.An alternative and more far-reaching option would be to work towards a new institutional arrangement that supports an integrated approach to employment ser

265、vices in Scotland through further devolution in this area.Facilitate cooperation with third-sector providers.LAs could streamline commissioning processes and administrative requirements attached to the programmes they provide through external providers and strengthen provider networks to enhance col

266、laboration across the sector.Improve the development and use of labour market intelligence and evaluations Enhance the use of the labour market intelligence provided by the GCR Intelligence Hub and local Management Information Systems to inform employability work.Collecting the right 28 FUTURE-PROOF

267、ING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 individual-level data is crucial to measuring services input,output,and impact.LAs could better use available data from local systems and the GCR Intelligence Hub to design and target employability services.A central

268、Management Information System could allow for resource-efficient data collection and analysis for region-wide programmes.Streamline and enhance evaluations of employability programmes.Evaluation should be the standard for employability services to ensure that money is spent effectively and that serv

269、ices for those furthest from the labour market are continuously improved.LAs and GCR could consider ways to enhance programme-level evaluations,including ex-post evaluations.To this end,the Intelligence Hub could cooperate more closely with LAs to support evaluation work.Increase investment in targe

270、ted outreach and streamline registration and referral systems Reallocate funding towards outreach activities and use data-driven processes and tools to increase the efficiency of the applied measures.LAs could use data from Management Information Systems to understand who needs support in local comm

271、unities and who the current system is and is not reaching.Combined with partnerships working through the Local Employability Partnerships and the Community Learning and Development Partnerships,this could guide targeted marketing campaigns and strategies for physical presence in local areas.Continue

272、 to streamline entry points and registration procedures through the Keyworker model.There is still a group of individuals who are not officially registered in the system or followed by a Keyworker.Continued rollout of the Keyworker model across LAs and funding streams is essential to simplify client

273、 journeys and avoid registration and data collection gaps.Engage in dialogue with the Scottish and UK Governments on improving measures to facilitate data exchange between key stakeholders.There are currently limited opportunities to share data across the employability system.This is especially true

274、 for data sharing between LAs and the Jobcentre Plus offices and between LAs and external providers.Building on the experiences from the 16+Data Hub,an equivalent portal for adults could be established.Further integrate employability,skills and other services Foster the integration of employability

275、and community-based adult learning programmes.In most LAs,there is room for stronger integration of employability and skills services,including through changes in the organisational and management structures,channelling funding from the No One Left Behind programme and the UK Shared Prosperity Fund

276、into Community Learning and Development activities,and strengthening collaboration between the Local Employability Partnerships and the Community Learning and Development Partnerships.Build on good practices to strengthen the link between employment,health,and mental health services to support the i

277、nactive with disabilities or long-term illnesses.Some LAs have started to develop Employability Hubs to collocate services and providers,including employability,skills and health services.These models could be further developed and expanded across the region to provide clients with a one-stop shop f

278、or service provision.29 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Recommendations for facilitating the school-to-work transition The successful engagement of young people in the labour market is crucial for their economic prospects and well-being,

279、overall economic growth and social cohesion.Youth were particularly hard hit by the 2008 financial crisis and the COVID-19 crisis,resulting in high levels of youth not in employment,education and training(NEET rates)across the OECD.As highlighted in the updated OECD Youth Action Plan,being out of wo

280、rk or education can have long-lasting negative impacts,includjng on mental health and social relations.Thus,youth policies particularly those supporting youth transitioning from school into work are a key priority in most OECD countries.Facilitating youth school-to-work transitions has been a critic

281、al priority in Scotland in recent years,and the investments have seen some positive results,including in the Glasgow City Region.Over the last decade,there have been continuous improvements in the educational attainment of young people in GCR.Today,the share of highly qualified people is higher for

282、younger age groups(25-to-29-year-olds)than older generations in GCR.Yet,the region also has a high proportion of young people(16-24)who are inactive and not enrolled in education(15%compared to the Scottish average of 9%).In the future,the LAs in GCR must consider how to sustain and improve overall

283、youth outcomes in an environment with an increasing demand for employability and skills services for adults.Youth outcomes in the Glasgow City Region have improved in recent years,but large differences remain between different groups and Local Authorities The Scottish school system provides pupils w

284、ith a bespoke portfolio of qualifications that can lead them into further or higher education or the world of work.In Scotland,education is universal and compulsory until age 16.Depending on when and with which levels of qualifications pupils leave school,they can transfer into colleges(further educ

285、ation/vocational education and training),universities(higher education)or employment(including apprenticeships).In recent years,various Scottish Government policies have aimed to develop a more flexible and learner-centred environment in schools that broadens learner pathways beyond academic and exa

286、m-based options.Local Authorities play a crucial role in supporting the education and learning of young people and building the foundations to prepare them for work.Scottish LAs have a statutory duty to ensure adequate education provision through schools in their area.This duty extends from early ye

287、ars through primary and secondary education(from 11 to 18 years).They also manage broader responsibilities for employability and Community Learning and Development.LAs focus on those young people from disadvantaged backgrounds or at risk of falling out of education and work who need additional suppo

288、rt.In the Glasgow City Region,the differences in youth outcomes across Local Authorities are observed from the early stages of education and are often related to deprivation.Pupils in East Renfrewshire and East Dunbartonshire in grades P1(age 4-6),P4(age 7-9)and P7(age 10-12)have the highest literac

289、y and numeracy scores in Scotland.At the same time,in Glasgow City,pupils have lower literacy and numeracy scores than the Scottish average.At the same time,the LAs with the best outcomes among youth have the lowest share of pupils living in the most deprived areas of Scotland.There are also signifi

290、cant differences in the pathways that school leavers pursue after the end of secondary school,which likely affects their subsequent employment outcomes.Being in a positive destination(e.g.further or higher education,apprenticeships,work or voluntary activity)shortly after finishing secondary school

291、does not guarantee positive outcomes in the long run.The measure of youth outcomes commonly used in Scotland is the participation rates of 16-19-year-olds and secondary school leavers.In GCR,the share of youth aged 16-19 not achieving a positive destination has decreased from 12%in 2016/17 to 8%in 2

292、022/23.However,data for the UK shows that many youth,especially those above 20 years,have non-positive outcomes and are not in employment,education and training(NEET).While only 4%of 16-17 year-olds were NEET in the third quarter of 2023 30 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGIO

293、N(SCOTLAND,UNITED KINGDOM)OECD 2024 in the UK as a whole,11%of 18-20 year-olds,16%of 21-22 year-olds,and 16%of 23-24 year-olds were NEET during the same period.That suggests that the long-term outcomes for youth are less positive than those measured just after they leave the compulsory school system

294、.To grasp this difference,measures of youth outcomes in Scotland could be extended to take a more long-term perspective.Figure 1.3 Many secondary school leavers in Glasgow City pursue higher and further education,and relatively few enter voluntary work,training and personal skills development Destin

295、ations of secondary school leavers at follow-up(9 months after leaving school),2021/2022 Note:Data for Glasgow City Region are a weighted average of data for Glasgow City,East Dunbartonshire,East Renfrewshire,Renfrewshire,Inverclyde,West Dunbartonshire,North Lanarkshire,and South Lanarkshire.Employm

296、ent includes young people undertaking training in employment through national training programmes such as Modern Apprenticeships and Graduate Apprenticeships.Other employment opportunities include voluntary work,training,and personal skills development.Source:Scottish Government Summary statistics f

297、or follow-up leaver destinations;ISBN:9781805259251.Although the last decade has seen a growth in initiatives to support school-to-work transitions,further steps are needed to support outcomes in the Glasgow City Region Despite the recent expansion of youth initiatives by the Scottish Government,the

298、re are challenges to achieving policy coherence and alignment across the youth system at the local and regional levels.On the ground,many stakeholders and services play a role in improving youth school-to-work transitions,including LAs,schools,colleges,universities,career guidance services,third-sec

299、tor organisations,independent providers,etc.Funding for youth services is equally fragmented and includes resources from schools,the No One Left Behind programme,the UK Shared Prosperity Fund,Community Learning and Development,colleges and employers.Despite the moves within parts of the skills syste

300、m to encourage regional collaboration amongst providers,changes have been uneven,including within GCR.To date,GCR has a limited role in supporting activities around youth transitions and strengthening connections between Scottish Government policies and local planning and delivery.Initiatives to enh

301、ance employer engagement in youth programmes have been strengthened in recent years,but overall engagement remains low and dominated by larger employers.Employers are engaged in the skills system in Scotland and GCR in various ways,including through apprenticeships and other work-based learning prog

302、rammes.The Scottish apprenticeship system has developed in recent years,with apprenticeship starts rising by 10%between 2013/14 and until the COVID-19 pandemic in 2019/20.In addition,Modern Apprenticeships(the most common type of apprenticeship)reach youth,31 FUTURE-PROOFING THE SKILLS SYSTEM IN THE

303、 GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 adults and individuals from more deprived backgrounds.Yet,most employers are not engaged in the system,and smaller employers are under-represented.This contrasts with countries such as Austria and Germany,where employer engagement in apprentices

304、hips is much stronger.In addition,the system leaves little flexibility to adjust provision to local and regional needs.Scotland and the Glasgow City Region have an extensive but fragmented career guidance system for youth.In schools,youth are supported by advisors from Skills Development Scotland,sc

305、hool coordinators from the employer-led Developing the Young Workforce programme,third-sector organisations,and possibly other advisers financed by the LAs.After leaving secondary education,youth enter a new career guidance system.The system is challenging for youth to navigate,and an explicit chall

306、enge is the break in services for those aged 18.Facilitating the school-to-work transition Strengthen the collection and use of data to drive outcomes for youth Engage in dialogue with the Scottish Government on ways to develop data to measure post-school youth outcomes.The Glasgow City Region could

307、 explore options at the Scottish Government level to change the approach to measuring outcomes for youth in and after leaving school.Measures in school could be broadened to include,e.g.well-being and soft skills.Measures of outcomes post-school could be strengthened,e.g.by adding a follow-up measur

308、e for positive destinations(e.g.three years after the young person has left school)or by measuring youth NEET(not in employment,education or training)rates for 20-24-year-olds.Promote the use of the 16+Data Hub across all relevant stakeholders in the region.The 16+Data Hub is essential for sharing i

309、nformation on individuals across Local Authorities(LAs),schools,and colleges.The GCR and the regional Skills Development Scotland offices could facilitate stronger use of the hub to guide outreach and targeted support.Strengthen work-based learning options through strong engagement of employers Take

310、 steps towards a regional approach to apprenticeship planning and delivery.GCR could continue discussing options with the Scottish Government to inject more regional flexibility into the apprenticeship system.A regional model could allow for a more flexible approach to contracting for the number/typ

311、es of apprenticeships and provide options to reallocate resources across areas/types of apprenticeships depending on changes in demand within a budget year.Strengthen employer engagement to provide work-based learning opportunities,including apprenticeships,for youth,in line with the recommendations

312、 set out above.If a new system for employer engagement is established in GCR,it could also cover questions on the role of employers in supporting youth school-to-work transitions.New initiatives to strengthen employer engagement in providing early work experiences for youth could build on experience

313、s,e.g.from Boston(United States)and Canada Develop an integrated approach to youth career guidance in the region Strengthen collaboration between different career advisors in various schools and engage in dialogue with the Scottish government on options to simplify the existing system.LAs could cont

314、inue strengthening collaboration among the different advisers operating in schools.In addition,GCR could engage in dialogue with the Scottish Government on options to simplify the system,e.g.,by integrating different adviser roles under the same organisation,which would be the primary contact point

315、for youth.In addition,options to align guidance with labour market 32 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 needs could be explored,for example,through better use of regional labour market intelligence.This work could be led by a working group

316、 operating under the the Regional Skills Board.Enhance career guidance services for youth not in employment,education,and training.At the regional level or through dialogue with the Scottish Government,GCR could explore options to build a career guidance system available for youth out of employment,

317、education,and training and extend it to people aged 25.The primary purpose would be to avoid the break in guidance and support when youth turn 18.This could be linked to broader efforts to integrate school-to-work services(see below)and could build on experience,e.g.from Finland and Norway.Strengthe

318、n collaboration between schools,colleges and universities to facilitate transitions into further and higher education.There are options to develop an enhanced SDS/college/university career guidance offer to guide youth in the last years of school/first years of college/university.This can be support

319、ed through the co-location of advisers and better use of labour market and skills intelligence to identify youth with specific needs in the transition period,ensure a warm handover for young people moving into colleges/universities,and provide feedback to schools on which types of students struggle

320、to succeed in the college/university system.This can draw on experiences from The Carrollton County Education Collaborative in Georgia(United States).Establish a one-stop-shop solution for NEETs Develop a one-stop-shop solution for NEETs building on the Keyworker model.LAs across GCR could seek to b

321、ring together stakeholders(e.g.SDS,Jobcentre Plus,employability providers,Community Learning and Development providers,colleges)in a new one-stop-shop youth facility centralising around the Keyworker model.Inspired by models from e.g.Denmark and Vienna(Austria)each NEET would get support from one Ke

322、yworker who could refer the youth to relevant support,education or training.The one-stop-shop could be led by the LAs in close cooperation with Skills Development Scotland(leading on career guidance)and the UK Governments Department for Work and Pension(leading on access to benefits).33 FUTURE-PROOF

323、ING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 Reference Allas,T.,W.Fairbairn and E.Foote(2020),The economic case for reskilling in the UK:How employers can thrive by boosting workers skills,McKinsey&Company,https:/ on 25 April 2024).1 Notes 1 Arms Length External

324、 Organisations are companies,trusts and other bodies that are separate from the local authority but are subjected to local authority control or influence.2 The“Third Sector”in Scotland includes charities,social enterprises and voluntary groups,which play a vital role in supporting communities at a l

325、ocal level.3 Community Learning and Development(CLD)in Scotland is a broad term,including youth work,community-based adult learning,family learning,and community development.34 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 This chapter describes the l

326、abour market and socio-economic landscape of Glasgow City and its surrounding metropolitan area,the Glasgow City Region.It begins by offering an overview of the populations characteristics and the citys economic performance.Following this,it examines the labour market dynamics,focusing on metrics li

327、ke unemployment rate,inactivity rate and labour market tightness.Subsequently,the chapter addresses poverty and income distribution within the metropolitan region.Finally,it explores labour productivity,analysing factors such as educational attainment and occupational composition within the populati

328、on that could influence it.2 Glasgows labour market:a story of economic recovery 35 FUTURE-PROOFING THE SKILLS SYSTEM IN THE GLASGOW CITY REGION(SCOTLAND,UNITED KINGDOM)OECD 2024 In Brief High inactivity rates,subpar labour productivity and disparities across the Local Authorities limit the regions

329、ability to achieve its full potential The unemployment rate in the Glasgow City Region(GCR)decreased to a record low over the last two decades,which,coupled with an increase in vacancies,led to a tightening of the labour market.The unemployment rate in the metropolitan region peaked during the finan

330、cial crisis at 10%in 2010,and it has since decreased to the record-low level of 3%in 2023,contributing to an increase in the employment rate.The decrease in the number of unemployed and a simultaneous rise in online vacancies that tripled between 2020 and 2022 has led to a labour market tightening i

331、n GCR.The high number of economically inactive people constitutes a pool of untapped potential in GCR.Around 1 in 4 people aged 16 to 64 were economically inactive in GCR in 2022,higher than in many UK and OECD cities.Over 14%of the inactive wanted to work,representing a resource the region could ta

332、p into in a tightening labour market.Poverty remains a challenge in Glasgow City and many surrounding areas.The three councils with the highest share of income deprivation in Scotland,Glasgow City,Inverclyde and West Dunbartonshire,are located in GCR.The high incidence of income deprivation in Glasg

333、ow City aligns with low household income.In 2021,the gross disposable household income per head was only 79%of the UK average,and,in relative terms,it decreased over the last 20 years.Labour productivity remains subpar compared to the UK average and OECD cities.Workers in GCR are only 91%as productive as in the UK,measured as GVA per hour worked.The gap narrowed from 87%in 2004 to 93%in 2015,but i