Tracey and Karl Paxton write that employers and occupational health need to start paying attention if they are serious about tackling the ill-health-related worklessness of young people.
This year, the number of young unemployed people has reached a significant landmark – one that is concerning.
According to the Office for National Statistics (ONS) figures, According to the Office for National Statistics (ONS), 1.2 million youths are unemployed. It’s the highest level in 10 years.
Many have speculated about the causes of this increase, from the economic disruption caused by the pandemic to the lack of opportunities available for young people.
It’s no surprise that young people find it more difficult than ever to get a job.
Mental health problems have also been linked to a rise in youth unemployment. Recent figures reported by The Times show that there is a correlation between higher sickness rates and increased unemployment.
It’s easy to blame mental illness for the lack of work. It’s true that mental health is a part of the problem, but not the entire picture.
You’re asking the wrong question
Employers have a part to play in removing barriers. The question then isn’t, is the mental illness crisis behind youth unemployment? What employers are doing to encourage young people to return to work is the question that needs to be asked.
Employers need to do more to encourage youth into the workforce.
Employers need to do more to encourage youth to enter the workforce.
It is true that employers may not be able to increase salaries due to their own rising costs. An example of this would be if NI was increased at a lower threshold. However, workplace benefits could well provide a solution to the problem.
There are also other factors to consider, like bringing back people to the office to help foster team spirit and develop social skills.
Many people can and do work remotely or from home. For young people with little or no work experience, this can be a barrier to developing soft skills and social connections.
A recent study has revealed that there is a “soft skills gap” among young people who enter the workforce: 37% lacked communication and resilience skills, while 28% struggled to solve problems.
Remote working can also cause loneliness and social isolation. In 2022, government research showed a strong correlation between loneliness and mental distress.
It is interesting to note that young people are’more likely to’ experience chronic loneliness compared to older workers (those aged 65+).
This is because they have worked side-by-side with their younger colleagues. These older workers will have developed levels of resilience that young people just entering the workplace have not yet developed.
Employers can be of assistance
How can employers help? Employers should first and foremost consider workplace culture.
Encourage people to work together. Continue to offer remote and hybrid working options, but encourage young people to work in the office as often as possible.
The workplace culture should be driven by purpose. According to studies, young people are more likely than older workers to take on roles that they believe have meaning and that align with their values.
Employers can then attract young talent to their company by highlighting the purpose of the job and connecting it with the mission, values and social impact.
The employers must also create opportunities for entry-level employees. There are many barriers to entry for young people in the job market. Companies that design entry-level positions such as graduate schemes and apprenticeships can help bridge this gap.
We’ll be much more likely to offer meaningful incentives for them to return to the workplace if we really listen to what they expect from their future employer, instead of just guessing.”
Also, mentoring and development programs are essential. Many young workers lack the guidance they need to start their careers.
Mentorship programmes connect young people with more experienced professionals. This not only helps them develop essential skills, but also fosters their sense of belonging.
Employers can play a major role in supporting the mental health of young workers, whether through employee assistance programs (EAPs), counselling, workplace wellness programmes, or by creating a culture where mental health is discussed openly.
Offering flexible schedules and mental health days, as well as wellbeing workshops, shows a real commitment to the employees’ overall wellness.
Employers must make joining them more attractive. These strategies can help to attract and recruit younger workers.
But let’s also not forget the young people themselves. Listen to them.
What do young people need and want from their future job? What incentives do we offer to encourage people to join us?
We’ll be much more likely to offer meaningful incentives for young people to return to the workforce if we really listen to what they expect from their employers.
Subscribe to our weekly HR news and guidance
Every Wednesday, receive the Personnel Today Direct newsletter.
