Key workforce characteristics. CWDC works in the interests of a range of occupational groups across this children and young people’s workforce, with the responsibility for addressing the skills, workforce and productivity challenges of a total workforce of some 500,00017 (80% employees, 20% self-employed), plus an estimated 250,000 volunteers. The occupational groups covered by CWDC include: • Early Years and Childcare (70% of the workforce) • Children and Family Social Care (15% of the workforce) • Advisory and Education Support (5% of the workforce)18 The children and young people’s workforce is engaged by a range of organisations including those which are independent or private, local authorities and other public service organisations and voluntary organisations. A significant proportion of the workforce is self-employed. Details of each of the occupational groups noted above, and in Section 1.1, are provided in our Stage 1 Report. Compared with the total labour force in England, the children and young people’s workforce: • is predominantly female, although at management level there is a higher proportion of men. • has a higher proportion of part-time workers. 12 Department for Education and Skills, 2006; Championing Children 13 Department of Health & Department for Education and Skills, 2006; Options for Excellence – Building the Social Care Workforce of the Future 15 HM Treasury, 2006; Prosperity for all in the global economy - world class skills 16 Department for Education and Skills and HM Treasury, 2007; Aiming high for children: supporting families 17 CWDC, 2006; Recruitment, Retention and Rewards in the Children’s Workforce, Occupational Summaries 18 NB some 10% of the workforce comprise other occupational groups • works lower than average weekly hours – a reflection of the part-time nature. • is more likely to have dependent children. • has fewer people with disabilities. • is highly heterogeneous – some parts are aging others are relatively young; some parts have proportions of black and minority ethnic workers which reflect the local population, others do not. CWDC’s work on Recruitment, Retention and Rewards suggests that: • whilst there is a wide range of qualification levels in the workforce, it is generally characterised by low levels of qualifications. • qualifications are the principal barriers to moving between jobs in the children's workforce, as well as into the workforce from elsewhere. • career progression appears to be easier for those with higher-level qualific...
