a post by Conor D'Archy and Kathleen Henehan for the Resolution Foundation blog
From photos of jumping A level students to guides to freshers’ week, at this time of year it can feel like university is the only route taken by teenagers. But in fact, fewer than half of young people follow this seemingly well-trodden path at 18. And, as this morning’s ONS publication about non-graduates’ employment patterns reminds us, non-graduates are a diverse group with diverse outcomes in the world of work.
During 2017, the employment rate for non-graduates aged 22-29 was 78 per cent, compared to 90 per cent for their similarly-aged graduate counterparts. The proportion of young non-graduates classed as ‘economically inactive’ (meaning those not available nor looking for work) was 17 per cent, compared to just 6 percent for young graduates.
It would be wrong to think of non-graduates as a homogeneous block. As the chart below illustrates, roughly 60 per cent of today’s 22-29 year-olds are without a bachelor’s degree. But educational attainment varies widely within this group: 7 per cent of 22-29 year-olds have a Level 4 or 5 qualification (higher education below degree-level), nearly a quarter (24 per cent) have a Level 3 (A level or equivalent) qualification and just below a quarter (23 per cent) have a Level 2 (GCSE or equivalent) qualification. Another 8 per cent either have no formal qualifications or qualifications classed as ‘other.’
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Showing posts with label salary. Show all posts
Showing posts with label salary. Show all posts
Thursday, 4 October 2018
Friday, 15 March 2013
Early-career outcomes and gender: can educational interventions make a difference?
an article by Nan S. Langowitz, I. Elaine Allen and Mary Godwyn (Babson College, Massachusetts, USA) published in Gender in Management: An International Journal Volume 28 Issue 2 (2013)
Abstract
Purpose
Extant research studies document gender differences in career outcomes for middle and advanced career stages. The purpose of this study is to examine potential gender differences in early-career success with a particular focus on whether educational intervention might mediate any potential differences.
Design/methodology/approach
Survey data for recent business college alumni were analysed using descriptive techniques, linear regression and logistic modelling; the response rate was 25 percent and all data were self-reported. Both objective and subjective measures were used to assess outcomes. A priori, given similar educational training and expectations for managerial careers, we should expect to find similar early-career progress regardless of gender.
Findings
Differences are apparent out of the starting gate for women in early-career stages compared with their male counterparts, by both objective and subjective measures. Results also suggest an opportunity to improve outcomes through educational interventions. Limitations of the findings include the use of self-reported data and a modest response rate.
Practical implications
The findings of this study highlight the importance that integrated leadership development programs may play in supporting women’s early-career success and the need to advise young women to negotiate more assertively for salary and leadership opportunity at the immediate start of their careers. For educational institutions, the findings suggest that concerted focus on support for women students’ development may enhance their early-career outcomes.
Originality/value
By focusing on early-career outcomes, the paper seeks to contribute to the gender and careers literature by highlighting results that may set up the patterns seen among women in mid-career and senior level managerial careers. In addition, the paper demonstrates the educational interventions may be of value in reducing the impact of stereotype threat on women's career outcomes.
Abstract
Purpose
Extant research studies document gender differences in career outcomes for middle and advanced career stages. The purpose of this study is to examine potential gender differences in early-career success with a particular focus on whether educational intervention might mediate any potential differences.
Design/methodology/approach
Survey data for recent business college alumni were analysed using descriptive techniques, linear regression and logistic modelling; the response rate was 25 percent and all data were self-reported. Both objective and subjective measures were used to assess outcomes. A priori, given similar educational training and expectations for managerial careers, we should expect to find similar early-career progress regardless of gender.
Findings
Differences are apparent out of the starting gate for women in early-career stages compared with their male counterparts, by both objective and subjective measures. Results also suggest an opportunity to improve outcomes through educational interventions. Limitations of the findings include the use of self-reported data and a modest response rate.
Practical implications
The findings of this study highlight the importance that integrated leadership development programs may play in supporting women’s early-career success and the need to advise young women to negotiate more assertively for salary and leadership opportunity at the immediate start of their careers. For educational institutions, the findings suggest that concerted focus on support for women students’ development may enhance their early-career outcomes.
Originality/value
By focusing on early-career outcomes, the paper seeks to contribute to the gender and careers literature by highlighting results that may set up the patterns seen among women in mid-career and senior level managerial careers. In addition, the paper demonstrates the educational interventions may be of value in reducing the impact of stereotype threat on women's career outcomes.
Wednesday, 19 December 2012
The effects of objective career success on subsequent subjective career success
an article by Stephen A. Stumpf and Walter G. Tymon Jr. (Villanova University, USA) published in Journal of Vocational Behavior Volume 81 Issue 3 (December 2012)
Abstract
We use a sample of working adults (N = 638) to explore the effects of past objective career success (mobility, promotions, and salary change) on current subjective success (human capital assessments by one’s managers, core self evaluations, satisfaction with one’s career) by gender, across an economic cycle (2004–2011), controlling for career stage.
Results support a strong influence of past promotions, and less so for salary changes, on subjective career success. These effects were stronger for men and during the economic contraction, with managers being affected in their assessments based on the employees’ past promotions. In contrast, past job mobility did not relate to subjective career success for either gender in periods of economic expansion or contraction.
Evidence for an interactive perspective of career success whereby past objective success affects current subjective success is presented, as well as potential implications of the findings.
Highlights
► Past promotions strongly influence managerial assessments of human capital and core self evaluations.
► Past promotions influence a person's satisfaction with his/her career.
► Past salary increases influence managerial assessments of human capital.
► Past job mobility did not influence one's subjective assessments of his/her career success.
► Some effects of the economic cycle and of past success were stronger for men than for women.
Figures and tables from this article
Abstract
We use a sample of working adults (N = 638) to explore the effects of past objective career success (mobility, promotions, and salary change) on current subjective success (human capital assessments by one’s managers, core self evaluations, satisfaction with one’s career) by gender, across an economic cycle (2004–2011), controlling for career stage.
Results support a strong influence of past promotions, and less so for salary changes, on subjective career success. These effects were stronger for men and during the economic contraction, with managers being affected in their assessments based on the employees’ past promotions. In contrast, past job mobility did not relate to subjective career success for either gender in periods of economic expansion or contraction.
Evidence for an interactive perspective of career success whereby past objective success affects current subjective success is presented, as well as potential implications of the findings.
Highlights
► Past promotions strongly influence managerial assessments of human capital and core self evaluations.
► Past promotions influence a person's satisfaction with his/her career.
► Past salary increases influence managerial assessments of human capital.
► Past job mobility did not influence one's subjective assessments of his/her career success.
► Some effects of the economic cycle and of past success were stronger for men than for women.
Figures and tables from this article
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