The document summarizes research comparing UK teenagers' career aspirations to the reality of the jobs market. It finds that teenagers are optimistic about their career prospects but often unaware of actual job opportunities. Their aspirations frequently do not match predicted job demand and growth areas. Teenagers need better careers advice and exposure to employers to help them make informed choices that align with labor market needs.
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Now in its seventh year, the CIPR State of the Profession survey is the largest and longest running survey of its kind. The survey takes into account the views of CIPR members and non-members, and aims to reveal the issues and challenges facing public relations professionals. It covers a broad range of key issues including professional background, skills, recruitment and diversity.
Now in its seventh year, the CIPR State of the Profession survey is the largest and longest running survey of its kind. The survey takes into account the views of CIPR members and non-members, and aims to reveal the issues and challenges facing public relations professionals. It covers a broad range of key issues including professional background, skills, recruitment and diversity.
The 2015 Millennial Majority Workforce: Study ResultsElance-oDesk
Millennials will be the largest generation in the U.S. workforce as of 2015. Yet businesses have a difficult time hiring members of this youngest professional generation. Disjoints abound as the nation’s workforce shifts -- millions of jobs remain unfilled while many millennials struggle to build careers. This study reveals changes in how we work, generational differences, and the critical role millennials play for businesses as we move forward.
Salary and compensation survey for the Simulation and Training IndustryJason Irving PHR
SimSTAFF salary and compensation survey. Why do employers find it hard to attract and retain talented technical employee's.
Why are more than 9 out of 10 employee's likely to look for another job opportunity?
Do employee's in the Simulation and Training community value salary above other benefits?
Who is most likely to look for another Job and who is least likely to look for another Job in the Simulation world?
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Now in its seventh year, the CIPR State of the Profession survey is the largest and longest running survey of its kind. The survey takes into account the views of CIPR members and non-members, and aims to reveal the issues and challenges facing public relations professionals. It covers a broad range of key issues including professional background, skills, recruitment and diversity.
Now in its seventh year, the CIPR State of the Profession survey is the largest and longest running survey of its kind. The survey takes into account the views of CIPR members and non-members, and aims to reveal the issues and challenges facing public relations professionals. It covers a broad range of key issues including professional background, skills, recruitment and diversity.
The 2015 Millennial Majority Workforce: Study ResultsElance-oDesk
Millennials will be the largest generation in the U.S. workforce as of 2015. Yet businesses have a difficult time hiring members of this youngest professional generation. Disjoints abound as the nation’s workforce shifts -- millions of jobs remain unfilled while many millennials struggle to build careers. This study reveals changes in how we work, generational differences, and the critical role millennials play for businesses as we move forward.
Salary and compensation survey for the Simulation and Training IndustryJason Irving PHR
SimSTAFF salary and compensation survey. Why do employers find it hard to attract and retain talented technical employee's.
Why are more than 9 out of 10 employee's likely to look for another job opportunity?
Do employee's in the Simulation and Training community value salary above other benefits?
Who is most likely to look for another Job and who is least likely to look for another Job in the Simulation world?
Results from the Emirati Youth Forum SurveyAli Zeeshan
UAE’s national role models from PwC, Emirates Foundation, and Abu Dhabi Investment Company joined Emiratisation and HR experts to address local students at the Emirati Youth Forum, as part of the Emiratisation Summit 2015 which took place 2nd of February at the Abu Dhabi National Exhibition Centre.
Aiming for the top: A guide for aspiring COOs and their organisationsEY
Our latest report on COO's titled 'Aiming for the top: A guide for aspiring COOs and their organisations'. The report provides insight on the skills and experiences needed to become a COO, it explains how companies can develop a robust pipeline of well-rounded talent for the succession to an existing COO position, or how to find a strong candidate for a new COO role. Read it to know how companies, and especially COOs currently in the role, can support the operations talent within their teams with the aim of eventually developing a strong successor.
The CIPR Manifesto aims to provoke an open and informed debate ahead of the 2015 UK General Election. The document focuses on seven issues and challenges for the next UK government to address:
- lobbying
- the future of corporate governance
- independent practitioners and future skills needs
- the gender pay gap
- data protection
- internet governance
- broadband
Striking a Balance: Hard and Soft Skills for Payroll Professionals Robert Half
This presentation addresses specific skills that are in high demand for payroll professionals, and touches on the importance of emotional intelligence in the workplace.
The Hays Journal is a bi-annual publication providing global insight and news for HR, recruitment professionals and hiring managers on the ever-changing world of work. Now in its 17th Issue, the Journal analyses current topics including workplace loneliness, the role of middle managers, returnship programmes and the rise in voice search technology: hays-journal.com
These are the slides I use for my Predictions speech. This version includes new data that has been published since we launched in January. This is also the generic version: I do customised slides for different audiences.
Bonus for balance | Achieving gender equality: where do we start?Morgan McKinley
A big topic across all industries today is gender equality in the workplace. In this whitepaper we're asking questions such as why are men paid more? What is unconscious bias? How do we achieve gender equality and where do we start?
Hays Journal 20 – How to capture a culture of innovation: lessons from the CO...Hays
Hays Journal 20 - How to capture a culture of innovation: lessons from the COVID-19 crisis
In order to quickly respond to new demands bought on by the pandemic, many businesses have been forced to adopt a more innovative mindset.
And while many of us look forward to the world returning to what will be the new normal, this inventive way of thinking is something that many organisations will want to hold onto.
Read the Hays Journal to find out more: www.hays-journal.com
Results from the Emirati Youth Forum SurveyAli Zeeshan
UAE’s national role models from PwC, Emirates Foundation, and Abu Dhabi Investment Company joined Emiratisation and HR experts to address local students at the Emirati Youth Forum, as part of the Emiratisation Summit 2015 which took place 2nd of February at the Abu Dhabi National Exhibition Centre.
Aiming for the top: A guide for aspiring COOs and their organisationsEY
Our latest report on COO's titled 'Aiming for the top: A guide for aspiring COOs and their organisations'. The report provides insight on the skills and experiences needed to become a COO, it explains how companies can develop a robust pipeline of well-rounded talent for the succession to an existing COO position, or how to find a strong candidate for a new COO role. Read it to know how companies, and especially COOs currently in the role, can support the operations talent within their teams with the aim of eventually developing a strong successor.
The CIPR Manifesto aims to provoke an open and informed debate ahead of the 2015 UK General Election. The document focuses on seven issues and challenges for the next UK government to address:
- lobbying
- the future of corporate governance
- independent practitioners and future skills needs
- the gender pay gap
- data protection
- internet governance
- broadband
Striking a Balance: Hard and Soft Skills for Payroll Professionals Robert Half
This presentation addresses specific skills that are in high demand for payroll professionals, and touches on the importance of emotional intelligence in the workplace.
The Hays Journal is a bi-annual publication providing global insight and news for HR, recruitment professionals and hiring managers on the ever-changing world of work. Now in its 17th Issue, the Journal analyses current topics including workplace loneliness, the role of middle managers, returnship programmes and the rise in voice search technology: hays-journal.com
These are the slides I use for my Predictions speech. This version includes new data that has been published since we launched in January. This is also the generic version: I do customised slides for different audiences.
Bonus for balance | Achieving gender equality: where do we start?Morgan McKinley
A big topic across all industries today is gender equality in the workplace. In this whitepaper we're asking questions such as why are men paid more? What is unconscious bias? How do we achieve gender equality and where do we start?
Hays Journal 20 – How to capture a culture of innovation: lessons from the CO...Hays
Hays Journal 20 - How to capture a culture of innovation: lessons from the COVID-19 crisis
In order to quickly respond to new demands bought on by the pandemic, many businesses have been forced to adopt a more innovative mindset.
And while many of us look forward to the world returning to what will be the new normal, this inventive way of thinking is something that many organisations will want to hold onto.
Read the Hays Journal to find out more: www.hays-journal.com
EQUIPO 02 “INNOVADORES DEL NUEVO MUNDO”:
Guerra Cano, Giulliano
Ortiz Quispe, Mayra
Villegas Sanchez, Jessica
Levano Acosta, Consuelo
Angulo Sanchez, Victor
Bendezu Flores, Anahell
Roman Bravo, Martha
Segunda sesión de la Jornada de Cooperativa en el sector cultural que se celebró en el espacio CAMON del Centro Cultural Las Cigarreras de Alicante el 9 de marzo de 2012.
The industry's most authoritative study returns for 2019. #StateofPR 2019 paints a picture of a commercially robust industry that isn't always the people-focussed profession it aspires to be.
Find out more: http:www.cipr.co.uk/stateofPR
Attracting and retaining the next generation of talentJennifer Falzon
It is clear that the dynamics and demographics of the Canadian workforce are changing. Currently, more than 50 per cent of the Canadian workforce is comprised of Millennials, those roughly born between 1980 and 2000. This is a staggering and important change for all industries in Canada.
The report aims to provide organizations with new approaches and opportunities to attract, engage and most importantly, retain these workplace game-changers. With high levels of student debt and a youth unemployment rate twice the national average, the next two generations of talent have new needs, expectations and are hungry for experience.
Learn how your organization can build a desirable employer brand by connecting and investing in students, foster talent despite the risk of mobility and create a nurturing environment for the next two generations of employees. There will be a direct correlation between the success and growth of your organization and its ability to attract and engage Gen Y & Z.
yconic owns and operates the largest youth market research panel in Canada. Over 550,000 youth between the ages of 13 and 30 have opted in to participate in our consumer surveys. We help our partners gain key insights into the youth demographic, leading to better marketing and product decisions for the teen and young adult market. For more information, visit we.are.yconic.com.
Published on 21 February 2014.
The Chartered Institute of Public Relations' annual benchmarking report into the biggest trends and issues facing the PR profession.
Attracting Millennials to the Insurance Industry: A Complete GuideMikaela Parrick
As Gallup pointed out, “insurance executives who neglect to take steps to engage this age group do so at their own peril.”
This guide provides insights and research into who millennials are, what they want in a career and how to attract them to jobs in the insurance industry.
Apprenticeship survey report - reporting on the views of UK ApprenticesThe Pathway Group
Apprenticeships Survey report, a national survey was conducted to gain the views of as many UK apprentices as possible to help shape future campaigns, discussions with government and education organisations, and back up their calls for improved apprenticeship careers advice in school. Apprenticeship report findings here:
2018 maturious investor information deck commercial in confidence_060418DavidTarr12
Maturious 360 Capability Talent Matching Technology is spearheading efforts to engage millions of mature-age people as a vital source of talent to shape tomorrows global workforce.
Maturious is designed to find and measure the employment value of people undervalued underutilized by the market (mature age) and our system for finding the employment value in undervalued mature age people has proven itself thus far.
We plan to expand our 360 Capability Talent Matching Technology (platform) globally to include other undervalued and underutilized workers such as veterans, refugees, people with disabilities and women returning to the workforce.
The Maturious Platform provides a new category of capability profiling and talent matching technology which is significantly different from AI technologies and job board platforms that provide resume analysis and filtering tools (AI) to match keywords advertised in roles to a candidate’s resume. AI requires a lot of data and can learn human biases.
Buzz Marketing Group talked to hundreds of Millennials to find out how they are approaching today's unique job market... we gained some great insights!
2. 2
City & Guilds Great expectations | Report
City & Guilds is a global leader in
skills development. Our purpose is
to help people and organisations to
develop their skills for personal and
economic growth. We operate in over
80 countries around the world.
3. 3
City & Guilds Great expectations | Report
Welcome to our most recent piece of research, an exploration into the career aspirations of 14 – 19 year olds
at one of the most crucial decision making cross roads in their lives. The 3,154 young people we surveyed are
making decisions now that will shape their futures. But do they have all the information they need to make
informed choices that will give them the best chance of thriving in the workplaces of today and tomorrow?
We have compared the findings of the research with labour market predictions provided by economic modellers
EMSI, enabling us to demonstrate differences between the young people’s aspirations and the job opportunities
that will be available to them as they hit the jobs market over the next 5 – 10 years.
The findings of the research are concerning but not entirely unexpected. Young people are optimistic but often
not prepared for the realities of the UK jobs market. Salary expectations are high, often career aspirations don’t
match demand in the workplace and young people aren’t generally aware of what employers are looking for.
They have great expectations now but their dreams are likely to be dashed if they carry on along their current
trajectory.
The research backs up what we’ve been saying for some time: young people need better and more consistent
exposure to employers and the workplace throughout their education. This includes the chance to undertake
work experience, hear from employers about the range of jobs available and get inspired to work in previously
unimagined areas. It is this early understanding of the workplace that can help young people secure that all
important first step on the career ladder.
There also needs to be a recognition from parents, young people and teachers that whilst university can be an
amazing route to a great career it is not the only route and is not always the best one. Our research shows that
the vast majority of young people want to go to university despite many not knowing what they want to study.
With EMSI telling us that under a third of the available jobs between 2015 and 2022 are predicted to be graduate
roles and the average debt on leaving university now standing at £44,000 that’s a pretty significant gamble. This
single minded focus on university is in part thanks to the poor quality advice young people are receiving about
the workplace. Rather than giving careers advice based on real local labour market intelligence, 14-19 year olds
are being exposed to a narrow range of careers, with a one-size-fits-all education route to get there.
While steps are being taken to improve careers advice for those still in education, much more needs to be done.
We need to change our education system to make it truly responsive to employer needs and ensure that every
young person has the chance to follow their own path to career success. We at City & Guilds look forward to
working together with the education sector, Government and employers in the coming years to ensure that
young people in this country receive the right education and advice so that they are fully prepared to take on the
world when they leave education.
Foreword
Kirstie Donnelly MBE
MD City & Guilds
4. 4
City & Guilds Great expectations | Report
YOUTHFUL OPTIMISM
The young people who responded to the survey were generally pretty optimistic about their futures with
54% thinking that they would be likely or very likely to end up in the job of their choice and only 12% thinking
that they wouldn’t.
70% of our respondents told us that they were confident they had all the information they needed to make an
informed choice about their career. However, this confidence may be misplaced as our survey demonstrated
respondents opting for jobs where there are limited employment opportunities, having high salary
expectations and misunderstanding the best way to land the job of their dreams.
18% 52% 16% 4%5%
VERY LIKELY
17% 37% 26%
DON’T
KNOW
8% 8%3%
54%
12%
VERY
UNLIKELY
5%
CONFIDENT THEY HAVE CAREERS INFORMATION NEEDED
NOT
CONFIDENT
70%
21%
Respondents were also misinformed about the
best way to get a good job. Only 28% thought that
previous work experience was important whilst
employers have a very different view. In a City &
Guilds survey 78%1 of employers told us that they
think work experience is essential to ensuring
young people are ready for work while two thirds
of employers (67%) would be more likely to hire a
young person with work experience over someone
with none.
78%
28%
1: From City & Guilds Making Education Work – Oct 2013
IMPORTANCE OF WORK EXPERIENCE
– YOUNG PEOPLE V EMPLOYERS
DON’T
KNOW
5. 5
City & Guilds Great expectations | Report
Barriers to getting the job
Respondents were most likely to pick competition (47%) as the biggest barrier they would face when trying
to land their dream job. This is not an unreasonable assumption when our data suggests that so many young
people will be chasing after a narrow pool of jobs. Many young people seem to have opted for well-known, well-
paid careers such as doctors but there are many jobs that will be available in similar fields with far fewer young
people chasing those roles.
Good exam results
/ qualifications
Going to university instead of doing a
professional qualification / training
Positive attitude
Previous work experience
On the job training
Contacts through family
or friends
Technicial skills
Luck
Doing a professional qualification /
training instead of going to university
A mentor who works in
my chosen career
A careers
advisor
39%
36%
58%
28%
19%
17%
17%
15%
13%
12%
5%
Amongst our respondents there was a clear bias towards good exam results (58%) and going to university
(39%) as the best route to a good career. This is above alternative training routes such as on the job training
ie: apprenticeships (19%) or a professional qualification or training (13%).
RESPONDENTS RATED THEIR TOP THREE ‘MOST IMPORTANT’
REQUIREMENTS TO GETTING A JOB THEY ENJOY
6. 6
City & Guilds Great expectations | Report
2: This is as far as current available market data extends.
3: This takes into account the churn of employees leaving roles due to retirement or to look for other positions
FUTURE JOBS MARKET
Economic modellers EMSI have analysed what the jobs market is going to look like in 20222.
From this we know that the number of available jobs is expected to continue to grow between 2015 and
2022, rising by 1,388,007 in this timeframe. Between 2015 and 2022 the total number of available jobs will
be 9,636,8033.
The all-important question is what are the jobs going to be and how do young people’s aspirations match
up to the realities of the jobs market they will enter?
Professional, scientific and technical
Education
Information and communication
Arts, entertainment and presenters
Human health and social work
Financial and insurance activities
Public administration and defence
Manufacturing
Agriculture, forestry and fishing
Construction
Administrative and support services
Electricity, gas, steam and air
Accommodation and food
Wholesale and retail trade
Real estate activities
Other services activities
Transportation and storage
Mining and quarrying
Water supply, sewerage and waste
0 5 10 15 20 25 30
PERCENTAGE %
INDUSTRIES THAT RESPONDENTS
WOULD CONSIDER WORKING IN
Industry respondents
that want to work in
Available jobs in 2022
7. 7
City & Guilds Great expectations | Report
As we can see there are some significant mismatches in the industries that the young people aspire to work
in and those where the jobs will be. For instance 26% of respondents said they would consider working in
professional, scientific and technical activities, whereas the proportion of people working in this sector in the
forecast for 2022 is actually just 9%.
Additionally, 19% of respondents cited information and communication as a possible career area, yet the
proportion of people currently working in this sector is 4%, and is set to remain at 4% in 2022.
Just 3% of respondents said they would consider working in the wholesale and retail trade or repair of motor
vehicles and motorcycles, yet collectively these sectors will employ 15% of the labour market in 2022.
In addition, and to be expected, young people are also unsure about where they are headed. A third of
respondents are still undecided about which area they want to work in and men are more likely than women
to have given it no thought at all (5% vs 2%).
Poor careers advice and a lack of exposure to employers is contributing in part to these narrow ideas about
employment. City & Guilds’ Making Education Work research in October 2013 showed that young people
found interactions with employers to be the most useful form of careers advice and yet these are not
happening enough across the board for our young people.
KNOW EXACTLY
44% 27%
NO
THOUGHT
6%
63%
33%
CONFUSED
4%
26%
9%
3% 15%
PROFESSIONAL, SCIENTIFIC
AND TECHNICAL
WHOLESALE AND RETAIL TRADE OR REPAIR
OF MOTOR VEHICLE
Aspiration
Reality
19%
8. 8
City & Guilds Great expectations | Report
ASPIRATION VS REALITY
When we looked beneath the surface and asked respondents about specific job roles we found more
differences between aspiration and reality
When asked to state their preferred future job our respondents selected from a relatively narrow pool of jobs
that represented just 34% of the roles that will be available4. Overall almost 2/3rds of the jobs were not selected
by anyone.
As can be seen from the chart below the jobs most frequently chosen are ones that young people would
commonly be exposed to (ie: secondary school teacher, police office, doctor) or ones that they may have seen
in media representations. As an example 3% stated that they wanted to be a psychologist. This is equivalent
to 120,000 14 – 19 year olds in the UK population whereas we know that there will actually only be 7,550 jobs
available in this area between 2015 and 2022 – a huge mismatch.
Secondary education teachers
Medical practitioners
Programmers and software developers
Metal work production
Chartered and certified accountants
Journalists and editors
Psychologists
Legal professional
Actors, entertainers and presenters
Elected officers and representatives
Authors, writers and translators
Veterinarians
Financial managers and directors
Nurses
Arts officers, producers and directors
Police officers (sergeant and below)
Primary and nursery education teachers
Musicians
Barristers and judges
Natural and social science
Physical scientists
Photographers, audio-visual technicians
Higher education teachers
0 1 2 3 4 5 6
PERCENTAGE %
OCCUPATIONS THAT RESPONDENTS
WOULD CONSIDER WORKING IN
Industry respondents
want to work in
Labour market
demand in 2022
4: From 369 possible roles at SOC level 4
JOBS NOT
SELECTED
JOBS
SELECTED
9. 9
City & Guilds Great expectations | Report
This is a worrying situation given the high levels of youth unemployment that still exist today and one that
could be avoided by helping young people to better understand the world of work and the specific roles
they could aspire to in their chosen industry.
Salary expectations and top paying careers
The young people who responded to the survey had high salary expectations on average anticipating they
will earn £40,661 per year a decade from now. However, many of the high paying jobs were completely
neglected by our respondents. Below is a chart showing the highest paid jobs available that none of our
respondents chose.
Air traffic controlers
£74,393.83
Senior professionals of educational establishments
£49,248.94
IT project and programme managers
£46,407.77
Purchasing managers and directors
£47,585.04
Health services and public health managers and directors
£40,879.13
Functional managers and directors n.e.c.
£40,401.11
Taxation experts
£41,320.54
Research and development managers
£41,932.24
HIGHEST PAID JOBS WHICH NONE OF OUR RESPONDENTS CHOSE
Young people need to be given a better understanding of the progression routes available in their chosen
industries. It’s clear from our research that hardly anyone aspires to be a manager or director and yet it’s
this level and above that commands the salaries the young people are expecting to earn.
10. 10
City & Guilds Great expectations | Report
Of the jobs that will be available in 2022 EMSI state that only 30% of the available jobs are likely to be at
graduate level meaning that over half of the young people intending to go to university may well be racking
up a large and unnecessary debt.
Net: Going to university
Net: May go to university
Net: Not going to university
Taking a gap year
Other
Not thought about it
57%
12%
11%
10%
6%
3%
CAREERS ADVICE
A lack of high-quality careers advice in the UK and limited access to employers means that young people
often have to make decisions about their futures with scant information to guide them about what the jobs
will be and how to access them.
Following Government targets to get 50% of people into university by 2010 there has grown a strong
bias towards university as an education route in the UK amongst parents and educators. Our research
indicated that there is a widespread belief that studying for a degree will lead to a well-paid job and fulfilling
professional career and whilst in many cases this is true it isn’t always the case. This misconception has led
to a significant over-supply of graduates in the UK with a recent piece of research by the CIPD stating that
58.5% of graduates end up in non-graduate jobs5.
A large majority (68%) of our respondents told us that they are planning to go to university despite over a
third of those who are definitely planning to go not knowing what they intend to study. In fact only 10% of
the young people surveyed said that they definitely weren’t going to university.
30%68%
PLANNING TO GO TO UNIVERSITY NUMBER OF GRADUATE JOBS
% OF PEOPLE PLANNING TO GO TO UNIVERSITY
5: CIPD report Over qualification and skills mismatch in the graduate labour market August 2015
11. 11
City & Guilds Great expectations | Report
It is worrying that so few young people learned about their career from an employer meaning that they
may not have an accurate understanding of what the role of their choice is like and crucially that they only
consider roles that they see in their immediate sphere of influence.
Our research also indicates that careers advice is not seen as important by young people. Just 5% said that
a careers advisor would help the most in getting a job they would be satisfied with and when asked why
they were thinking of a certain career, only 14% said that a careers advisor had recommended it.
Respondents were also unable to recognise that good careers advice can help secure a great job.
Only 8% of those surveyed agreed that a lack of good careers advice is a barrier to getting a good job.
When asking respondents how they found out about their chosen career the lack of access to balanced careers
advice was clear. 6% of respondents stated that they wanted to be secondary education teachers despite only
1% of jobs being available in this area. This is unsurprising as teachers are currently being asked to provide the
majority of careers advice which means they are unintentionally favouring subjects that they understand.
We also saw that almost as many respondents had heard about their career through the media as had learned
about it in school. Clearly this is not an ideal situation as media representations of industries can lack depth and
accuracy and relatively few job roles are portrayed.
We learned about it in a
class in school / college
I saw it in the media
Already know someone who
works in that industry
I went on a work experience
placement in this industry
My parents suggested it
A teacher / lecturer suggested it
A careers advisor recommended it
An employer came into my school
to talk about this industry
We visited a local business /
organisation with my school / college
28%
26%
30%
21%
21%
16%
14%
9%
6%
HOW YOUNG PEOPLE HEARD ABOUT THE JOB OF THEIR CHOICE
12. 12
City & Guilds Great expectations | Report
SPOTLIGHT ON CONSTRUCTION
In this section we have focussed on the skills needs expected in the construction industry where it has been well
documented that there is a skills gap. The Government’s ‘National Infrastructure Plan for Skills’ highlighted that
the UK will need 150,000 more construction engineers and 250,000 more construction workers by 2020. This
is to meet the demand of a pipeline of £411 billion planned public and private construction projects that include
HS2 and the extension of Heathrow.
Looking only at the number of respondents who have said that they want to work in the construction industry
there seems to be a close match between available jobs (5%) and career aspiration. However, when we start
looking at the specific jobs which will be available the picture is quite different with some jobs (ie: electricians
and engineers) clearly preferred and others (e.g. production managers) not chosen at all. This has the potential
to translate into skills gaps over the coming years if young people don’t get to experience the possible
job opportunities in these areas through work experience or meeting employers in these industries.
The graph below shows the 15 highest demand jobs in the construction sector in 2022 (as a percentage of
the total workforce in Britain) mapped against the percentage of respondents who selected that job.
Electricians and electrical fitters
Plumbers and heating ventilation engineers
Production managers
Elementary construction
Carpenters and joiners
Other construction and building trades
Other administrative
Painters and decorators
Construction project managers
Book-keepers and payroll managers
Construction and building supervisors
Scaffolders and stagers
Civil engineers
Bricklayers and masons
Construction operatives
0 0.1 0.2 0.3 0.4 0.5 0.6 0.7
ASPIRATION VS REALITY IN THE SECTOR IN 2022
PERCENTAGE %
TOP 15 CONSTRUCTION
INDUSTRY OCCUPATIONS
Aspirations
Reality
13. 13
City & Guilds Great expectations | Report
With some of these occupations, there appears to be a reasonably good fit between aspiration and available
jobs, for instance, plumbers and heating and ventilating engineers are very closely matched. With others,
however, there are some significant mismatches. We can see that 0.32% of the young people wanted to be
civil engineers whilst the available jobs in the construction sector will be just under 0.01%. This is perhaps
unsurprising, as it has been well publicised that we will need many engineers and that these jobs are well
paid. In contrast none of the respondents stated that they intended to become production managers and
directors in this industry but its forecast that there will be around 83,453 of these jobs available in 2022 and
this role is in fact the second highest paid job listed in the graph.
Encouraging employers to go into schools to inspire young people and make them aware of the huge range
of jobs available to them in this sector is essential in addressing these mismatches. It is only by giving young
people an insight into available roles that they will begin to consider them as potential careers.
FOCUS ON HUMAN HEALTH AND SOCIAL WORK
The aging population means that the human health and social work activities sector will experience the most
growth over the coming years, with around 319,326 or 23% of all the new jobs that will be created by 2022.
Health and social
care sector
Other sectors
23% OF NEW JOBS CREATED BY 2022 WILL BE IN HEALTH AND SOCIAL CARE
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Care workers and home carers
Nurses
Nursing auxiliaries and assistants
Medical practitioners
Cleaners and domestics
Receptionists
Nursery nurses and assistants
Welfare and housing associates professionals
Medical secretaries
Senior care workers
Other administrative occupations
Social workers
Dental nurses
Midwives
Physiotherapists
0 1 2 3 4 5 6 7
TOP 15 HEALTH & SOCIAL WORK
ACTIVITIES OCCUPATIONS
Aspirations
Reality
ASPIRATION VS REALITY IN THE SECTOR IN 2022
PERCENTAGE %
The graph below shows the top 15 occupations within this sector as a percentage of the total British
workforce in 2022, set against the percentage of respondents who said they want to work
in these occupations.
As you can see, there are some clear mismatches between aspiration and available jobs. For instance,
almost 6% of respondents said that they wanted to be medical practitioners, yet the forecast for 2022
shows that only 0.798% of the British population will be employed in this occupation.
In contrast, high availability roles such as nurses, nursing auxiliaries and assistant and care workers and
home carers had few or in some cases no respondents opting for them. Once again this highlights the
need for careers advice to give young people a much more objective view of the jobs that are likely to
be available so that young people can make more informed choices.
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£36,876
SPOTLIGHT ON GENDER
It’s clear from the young people’s responses that there are still big gender differences in their expectations.
The salary expectations of men and women varied considerably with men predicting they’d earn an average
of £44,124 whilst women went for a much lower £36, 876. There is also a lack of confidence seen among young
women, with a larger percentage (30%) stating they lack confidence that they have all the information needed to
get a job they would be happy with versus 24% of young men.
£44,124
V
Conversely young women are clearly better informed about the value of work experience. A third of women
(32%) believe work experience will result in getting a job you enjoy versus just under a quarter (24%) of men.
This seems to come from experience as female respondents were more likely to have tried a variety of work
experience, coming out on top for work shadowing, voluntary work and part-time, vacation and casual
work. Male respondents were also more likely to have had no work experience at all.
FEMALE
50%
3%
13%
1%
32%
30%
4%
2%
2%
25%
Work experience placement through
school / college (usually a week long)
Work placement (with a company,
usually 6-12 months long)
Work shadowing (observing an
employee in the workplace)
Internship (intensive programmes
for up to 3-6 months
Voluntary work (unpaid work,
normally for a cause)
Part-time, vacation and casual work (working
alongside your studies or in your holidays)
Full-time paid job
Gap year (working and travelling for a year,
during or after your studies)
Other
None – I have not had any work experience
DIFFERENT TYPES OF WORK EXPERIENCE MALE
49%
3%
1O%
1%
22%
26%
3%
1%
2%
29%
BOYS VS GIRLS
SALARY EXPECTATIONS
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Stereotypes also remain in the types of industries young women and men stated that they would like
to work in. Construction attracts almost no women respondents. In contrast education and health
and social work are the most popular choices amongst women.
Information and communication
Financial and insurance activities
Education
Arts, entertainment and recreation
Human health and social work activities
Construction
Manufacturing
Electricity, gas, steam and air conditioning supply
Wholesale, retail trade; repair of
motor vehicles and motorcycles
Transportation and storage
Accommodation and food service activities
Water supply, sewerage, waste
management and remediation
0 5 10 15 20 25
INDUSTRIES THAT RESPONDENTS
WOULD CONSIDER WORKING IN
Male
Female
MALE VS FEMALE RESPONDENTS
PERCENTAGE %
Good careers advice and giving young people access to role models working in gender biased industries who
counter the stereotypes will be essential in getting young people to consider careers in areas not generally
thought of as being ‘for them’.
If we are to increase women’s salary aspirations we must encourage them to consider careers in traditionally
more male dominated industries such as finance and engineering where salaries are often higher.
To address the gender inequality in the workplace and equally importantly the skills gap in the UK we must
also address the gender bias that current exists in school and even within the family. We know for example that
girls are as interested in STEM subjects as boys at primary age but this interest has generally waned by the time
they reach 146.
6: Switch Off, Switch On research – Network Rail/Innovation Bubble August 2015
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CONCLUSION AND RECOMMENDATIONS
There is good news for young people in this report. The jobs market is set to grow over the next eight years
and there will be plenty of job opportunities for those leaving education to choose from. However, this all
depends on the right information being made available to young people at the right time.
The following recommendations will help young people to choose the path that is right for them rather than
the one that leads to a dead end.
We are at a crucial time for 14-19 education with reforms underway and more to come. Now is the time to
make changes to the system to give the future generation of workers the very best start in life and the ability
to become a workforce to be reckoned with on the world stage.
Careers advice is key
• Careers advice must be independent, based on accurate local labour market information, and have strong
links to business so that young people are given a realistic view of the jobs market in their local area and
across the country.
• Young people, their parents and educational institutions need to be made aware of the types of jobs that are
available across the UK both now and in the future so that they can make informed choices that help them
progress into a sustainable career.
Employers more involved in the education system
• Young people need to be given better and more consistent exposure to employers and the workplace
throughout their education to give them insight into the vast array of careers that are available to them.
• We need to get employers to recognise the value of educational routes other than traditional academic ones
and create the demand for people with professional and technical qualifications and apprenticeships.
University isn’t the only route to a great job
• Young people of all abilities need to be made aware of all the educational pathways available to them
to get to their chosen career.
• We need to tackle the misinformation about the education system that still exists by raising the profile
of professional and technical education among the general public in this country.
• We need to create a world class apprenticeship system with a focus on quality at every level and support
for the development of higher level and degree level apprenticeships.
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METHODOLOGY
This research was developed to help us to understand the career aspirations of 14 – 19 year olds in the UK
at a formative time in their lives when they are deciding the next steps in their education or first steps into
their careers. We also wanted to see what influenced young people’s decisions and how realistic their career
choices were considering the future of the UK jobs market.
YouGov
We commissioned market research agency YouGov to carry out the research. YouGov surveyed 3,154 young
people aged between 14 and 19 between 10 September 2015 and 22 September 2015 asking them about
their career aspirations. The survey was carried out via YouGov’s online research panel and weighted to be
representative of the UK sample aged 14-19 years old (age and gender).
The following regions were boosted to the following unweighted figure:
Region
• Birmingham 114
• Leeds 166
• Liverpool 101
• London 353
• Manchester 132
• Newcastle 77
We then commissioned economic modellers EMSI to forecast the UK labour market in 2022 (as far forward as
current available data allows) and map our respondents aspirations against reality.
About EMSI
EMSI data is created from a collection of nine Government sources that are combined to provide multi-
layered cross-checking. Every year, EMSI data is updated with more than 20 million data points describing
labour market conditions across Great Britain. Industry data is gleaned from several Government sources
and combined with other trustworthy datasets to create a staffing pattern that matches industries with
occupations. This information is used in conjunction with other surveys to create detailed occupation data.
EMSI industry data comprises 563 industries in 128 geographies (NUTS 3) and the 20 highest-level industries
in 385 detailed geographies. it provides jobs data from 2003 to 2022 and has information on earnings from
the present year. Its staffing data comprises 353 occupations across 128 broad geographies and 25 high-level
occupations across 385 detailed geographies.