Back To Work

Re-employment, Earnings and Skill Use after Job Displacement

Main Aim

Knowledge society transformed business world into an environment where intangible assets are considered the main value of the organizations. There was a radical change from traditional business environment to contemporary social environment where the focus is not only on consumers and organizational needs but also on environmental, social and ethical issues. Moreover, intense penetration of the technology use and social media requires developing new skills and abilities for a successful career. The complexity of such an environment demands a more integrated approach across different dimensions of contemporary business, and, in turn, discourages people to return to work force.

Gender-related differences in employment rates and conditions have been discussed over the decades by the researchers and governments. Women, as a disadvantaged group, have suffered from less stable employment due to various factors. Some of the reasons for less stability in the workplace can be listed as marriage, childbirth, gender roles in the society and cultural issues.

Gender Inequality in the Life Cycle: The Effect of Parenthood on the Division of Unpaid Work (2014) report of the Minnesota Population Center shows that one of the most important factors creating gender employment gap is the birth of children and it reinforces gender roles and a more traditional time distribution. This factor enlarges the gender gap in favor of women in unpaid work (housework and caregiving) and men in paid work. Furthermore, it is emphasized in Labour market participation of women (2015) report of the European Commission that lack of a sufficient period of paid maternity/parental leave force women to leave the labour market. Leaves beyond 2 years cause the “risk having counterproductive effects on female employment due to long gaps in their CVs and skill deterioration”. Thus, creating flexible working arrangements such as working from home, flexitime and job-sharing will help women to reconcile work and family responsibilities and retain them in the labour market. Similarly, Back to Work: Re-employment, Earnings and Skill Use after Job Displacement (2013) report of the OECD asserts that men have higher re-employment rates than women in most countries. Besides, women are more likely than men to be out of the labour force among those who have not re-entered work within one year of displacement according to the report.

Considering the aforementioned issues, the target group of this project is women who had a career break and need adaptation to contemporary business life. The project aims to;

  • increase the awareness of contemporary business needs in the target group,
  • encourage them to return to the workforce with the help of a special training having a dedicated curriculum , and
  • provide them with necessary tools to facilitate reemployment and/or entrepreneurship.

Erasmus +

ERASMUS+ is a programme valid through 2014-2020, and is supervised by the European Union (EU). The EUaims to offer different kinds of grants to individuals and organizations towards making lasting and profound impacts on the subjects that are defined within ERASMUS+ framework. Activity domains of concern to ERASMUS+ are defined as education, training, youth and sport for various target segments. Individuals and organizations are encouraged to undertake activities and projects that are designed to contribute to an improved foundation for youth and adult training, knowledge sharing and transnational alliance forging.

Three Key Actions (KA) and two special actions constitute ERASMUS+ programme. Mobility of Individuals;Cooperation for Innovation, and Exchange of Good Practices; and Support for Policy Reform refer to the titles of Key Action 1, 2 and 3, respectively. Likewise, Jean Monnet is a special action and refers to a scheme to build bridges between the academic community and the regulatory agencies towards an improved higher education. And lastly, Sport is another special action that is in the interest of fair, innovative and efficient sportive practices.Education, Audiovisual and Culture Executive Agency (EACEA)and National Agencies are in charge of the administration of these actions as they are the executives of the EU and national levels.

Key Action 2: Cooperation for Innovation, and Exchange of Good Practices

KA2 covers a diverse range of actions, namely Sector Skills Alliances,Knowledge Alliances and Capacity Building in the field of youth and higher education. Sector Skills Alliances attempts to address the need for vocational competency for some specific sectors like textile and information technologies. Knowledge Alliances focuses on partnerships of higher education associations and industry that allow to mutual transfer of knowledge and experience in a sustainable manner. Capacity Building in the field of youth and higher education refers to developing models and policies towards leveraging the quality of the systems related with youth and higher education.

Bahcesehir University
Bis Cozum
SPOLECZNA AKADEMIA NAUK
CENTRE FOR FACTORIES OF THE FUTURE LIMITED
IASIS
ITG CONSEIL
TURKISH NATIONAL AGENCY
REPUBLIC OF TURKEY MINISTRY FOR EU AFFAIRS
ERASMUS PLUS