Something old something new something borrowed something blue

Something old, something new, something borrowed, something blue… Jill Manthorpe & Jo Moriarty September 2011

About us…. http: //www. kcl. ac. uk/schools/sspp/interdisciplinary/scwru/ 10 -Mar-21 2

Improvements in data collection National Minimum Data Set for Social Care (NMDS-SC) - maintained by Skills for Care Employer-led organisation responsible for the training standards and development needs of the adult social care workforce in England Secondary analysis of NMDS-SC by Dr Shereen Hussein http: //www. kcl. ac. uk/schools/sspp/interdisciplinary/scwru/pu bs/periodical/ Better information on adult social care workforce in England than in other UK countries 10 -Mar-21 3

Social Care: an atypical workforce Dominated by women Horizontal and vertical gender segregation Data sources: Social Trends 40 & Hussein, 2009, Social Care Workforce Periodical (2) 10 -Mar-21 4

Other examples…. General - Social Trends 40 (2010) Unemployment rates higher among people from black and minority ethnic groups than among White British people (Social Trends 40) Rates of economic activity decline once people reach their 40 s 10 -Mar-21 Social care - Hussein, SCWP Around 17 % from BME group compared with around 8 % in population as a whole Almost 20 % are migrant workers Only 12 % aged 18 -25 Mean age is 42 5

From recruitment to retention

Why people leave jobs UK 2008 -2009 - Social Trends 40, 2010 Reason Per cent Hussein, 2010, SCWP 8 Reason Per cent Involuntary Made redundant 25 Made redundant 1. 2 Temporary job ended 14 Temporary job ended 1. 2 Dismissed 3. 2 Dismissed 5. 5 Voluntary Resigned 27. 2 Family/personal reasons 6. 2 Health 2. 7 Retirement 2. 1 Other 19. 2 10 -Mar-21 Voluntary Contractual/nature of the work 11. 4 Personal reasons 25. 2 Career development/improved job 25. 2 Retirement 4. 1 Undisclosed/unknown 26. 2 7

Recruitment & retention Average turnover rate of 15 % (Hussein, 2009) Varies among employers (Lo. CS) Highest among direct care workers Skills for Care say that exit mainly takes place to NHS or local authority employers Better terms and conditions seem to be the main reason here Witnessing the loss of day centre staff? 10 -Mar-21 8

Pay Many social care jobs are paid at the level of the minimum wage Currently £ 5. 93/€ 6. 9 per hour (over 21) (£ 4. 92 18 -20 years) Differences between sectors Existence of a public/private sector pay divide (maybe not top managers…) Pay rates (superficially? ) better when working with people receiving personal budgets/direct payments Differential access to pensions and other employment rights 10 -Mar-21 9

Training & Skills Training seems to lead to improved job satisfaction (e. g. Moriarty et al, 2010) but limited information as to whether this helps retention Role of regulation in improving training? Positive impact of Nat. Minimum Standards (Gospel, 2008) Biggest impact comes from seeing training as investment (Rainberd et al, 2009) BUT limited access to training in specific areas such as dementia care (NAO, 2007) and PA work can be training free zone (PA strategy) 10 -Mar-21 10

Opportunities for career development Most managerial and professional staff have traditionally had experience of care work (Balloch et al, 1999) No recent evidence if/how this has changed Role of human capital? Where do entry levels and professionalising the workforce fit in with this? Many seem to leave to ‘better themselves’ 10 -Mar-21 11

Policy changes Government wants to see Increase in numbers of people with personal budgets esp. direct payments Paid workforce may include family members/adult fostering/shared lives (10 k) New types of service and employers Expansion of mutuals and co-operatives Changes to benefits system To increase people in paid work and introduction of flexible age of retirement Changes to immigration rules Cap on people coming from outside the European Economic Area but larger EU ! 10 -Mar-21 12

Taking one…age Older workers have certain views about training… Flexibility on their terms Employers will need to brush up on pension interactions Different rewards… Team dynamics Management styles Creativity is not just for the young !

Take home thoughts… Sector changes Will personalisation lead to increased job satisfaction and retention? Or more choices for workers? Will people want different jobs with ‘safety-net’ work? What can employers offer? How can sector hold on… 10 -Mar-21 14

Acknowledgements We acknowledge the contribution of Skills for Care for access to the NMDS-SC and the Department of Health for funding the analysis of the NMDS-SC and for its support for the Unit. 10 -Mar-21 15