How can we tackle youth unemployment?

The government's Work Programme will fall short unless employers are incentivised.

Youth unemployment today reached 973,000, and it looks like it will soon climb above the one million mark again. Add this to a back drop of the summer of 2011 where British youth rampaged through the cities of England, causing millions of pounds worth of damage, incalculable disruption to our high streets and untold distress to the people who live and work in the affected areas.

Is this youth unemployment, cause and effect? As a nation we're heading towards a black hole. If we do not have a viable remedial strategy -- one we all buy into -- then the summer of 2011 will be repeated more frequently and in more places across the land. I'm not being alarmist, just a realist.

So what could that national strategy be? It has to be based in partnership between employers, government and the third sector. Government must show leadership and provide the funding, but employers must match this commitment. They must understand and acknowledge the role they have to play in helping to heal this deep societal wound -- the eradication of hope and opportunities of our youth. After all, employers accept their responsibilities when it comes to the environment, equality and employee rights, so why not their role and responsibilities to future generations? They can make an immediate and very practical impact which would have huge benefits. This could be as simple as looking at the reality of youth unemployment, mentoring young people and helping them understand the reality of the world of work, or offering work experience and apprenticeships.

Yes we've got the government's Work Programme, and yes some employers have accepted jobseekers from the programme, but their involvement is merely on an ad hoc basis. If initiatives such as the Work Programme are to succeed, then it has to be employer-led and for that to happen, employers should be incentivised. Perhaps the cost of employing a long term jobseeker should be fully tax deductible -- that would make a huge difference to employers and, given the fact that over 90 per cent of business are small and medium enterprises (SMEs), it would also make a huge difference to the number of organisations supporting the programme and ultimately supporting the one million odd young jobseekers.

But the public sector also has to play its part. We cannot place the burden of reducing unemployment and rebuilding our communities solely on the private sector, because there has to be a partnership between government and the private sector, the public sector and the third sector -- the facilitators in this mix. We all have our part to play if a remedial strategy is to prove successful.

The truth is that the cost of incentivising employers would be more than offset by the positive impact on our society, as well as the significant drop in benefits claims and immediate and future tax paid by young people with incomes in their pocket.

After the summer riots, we really do need to acknowledge the link between unemployment and social unrest and therefore we urgently need radical new thinking and radical new measures. We have had a wakeup call, so we have to do something. This is just the start.

Fred Turok is the founder and chair of youth employment charity TAG (Transforming a Generation).

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Labour is a pioneer in fighting sexism. That doesn't mean there's no sexism in Labour

While we campaign against misogyny, we must not fall into the trap of thinking Labour is above it; doing so lets women members down and puts the party in danger of not taking them seriously when they report incidents. 

I’m in the Labour party to fight for equality. I cheered when Labour announced that one of its three Budget tests was ensuring the burden of cuts didn’t fall on women. I celebrated the party’s record of winning rights for women on International Women’s Day. And I marched with Labour women to end male violence against women and girls.

I’m proud of the work we’re doing for women across the country. But, as the Labour party fights for me to feel safer in society, I still feel unsafe in the Labour party.

These problems are not unique to the Labour party; misogyny is everywhere in politics. You just have to look on Twitter to see women MPs – and any woman who speaks out – receiving rape and death threats. Women at political events are subject to threatening behaviour and sexual harassment. Sexism and violence against women at its heart is about power and control. And, as we all know, nowhere is power more highly-prized and sought-after than in politics.

While we campaign against misogyny, we must not fall into the trap of thinking Labour is above it; doing so lets women members down and puts the party in danger of not taking them seriously when they report incidents. 

The House of Commons’ women and equalities committee recently stated that political parties should have robust procedures in place to prevent intimidation, bullying or sexual harassment. The committee looked at this thanks to the work of Gavin Shuker, who has helped in taking up this issue since we first started highlighting it. Labour should follow this advice, put its values into action and change its structures and culture if we are to make our party safe for women.

We need thorough and enforced codes of conduct: online, offline and at all levels of the party, from branches to the parliamentary Labour party. These should be made clear to everyone upon joining, include reminders at the start of meetings and be up in every campaign office in the country.

Too many members – particularly new and young members – say they don’t know how to report incidents or what will happen if they do. This information should be given to all members, made easily available on the website and circulated to all local parties.

Too many people – including MPs and local party leaders – still say they wouldn’t know what to do if a local member told them they had been sexually harassed. All staff members and people in positions of responsibility should be given training, so they can support members and feel comfortable responding to issues.

Having a third party organisation or individual to deal with complaints of this nature would be a huge help too. Their contact details should be easy to find on the website. This organisation should, crucially, be independent of influence from elsewhere in the party. This would allow them to perform their role without political pressures or bias. We need a system that gives members confidence that they will be treated fairly, not one where members are worried about reporting incidents because the man in question holds power, has certain political allies or is a friend or colleague of the person you are supposed to complain to.

Giving this third party the resources and access they need to identify issues within our party and recommend further changes to the NEC would help to begin a continuous process of improving both our structures and culture.

Labour should champion a more open culture, where people feel able to report incidents and don't have to worry about ruining their career or facing political repercussions if they do so. Problems should not be brushed under the carpet. It takes bravery to admit your faults. But, until these problems are faced head-on, they will not go away.

Being the party of equality does not mean Labour is immune to misogyny and sexual harassment, but it does mean it should lead the way on tackling it.

Now is the time for Labour to practice what it preaches and prove it is serious about women’s equality.

Bex Bailey was on Labour’s national executive committee from 2014 to 2016.