Engaging Companies in the Future of Work in Africa: Partnering with Business for Youth - PowerPoint Presentation

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Engaging Companies in the Future of Work in Africa: Partnering with Business for Youth Employment and Youth Who Employ

Mafita

– “a way out”

Examples from an apprenticeship programme in northern Nigeria

Reaching marginalised groups: The Case of Mafita

Mafita

, a six-year DFID-funded programme sets out to enable over

68,000 marginalised young people in northern Nigeria

to find meaningful employment or self-employment.The model: Applies a systemic and demand-driven approach to upgrading the skills system whilst also incorporating a demand-side focus on enterprise growth and job creationRenovation and upgrading of skills centresCurriculum development (nationally approved NOS)Capacity building of trainers (ToT model)Enterprise growth and job creation

Private sector engagement

Formal skills delivery in the informal sector:

How the

apprenticeship

model works for Mafita?

10 Master Crafts Persons (MCPs) per cluster with 1 cluster champion and 4 apprentices per MCPMCPs

receive training in technical skills (ToT), enterprise development support and tools and equipmentApprentices receive stipend support, foundational skills training

(FST) and on-the-job training – certified NVQ Level 2

Trade clusters

MCPs / MSEs

Apprentices

Year 2

63

633

2,559

Year 3

230

2,280

8,664

What is working for Mafita?

Applying a formal mode of skills delivery to the informal sector that is replicable and scalable

Still aligns to National Occupational Standards and certified NVQ Level 2

Upgrades skills within the informal sector for micro and small enterprises supporting enterprise growth

MCPs become mentors and role models as well as trainers and potential employers

Employment pathway for beneficiaries is still open Creates an environment of youth as employers

What Mafita still needs to figure out:

It’s not a quick fix solution:

Need to ensure continuous upgrading of the system

Curriculum development

Capacity building of trainers Private sector still need to be front and centreCurriculum development and quality and relevance of training

Roll out to in-house apprenticeship programmes

Practical challenges include:Large geographical disbursement Monitoring quality and attendance Payment of stipend

Storage of learning materials and assessment

Limited infrastructure to apply technological solutions

The Kuza Project: Programme Model

Skills development

Supply

Skills development of

marginalised

youth

Demand-

led

Job creation

Policy and advocacy

Work exposure

Results:

2899 FTE jobs created

Average annual income change of USD1400 per young person

7248 youth with better access to skills

Seeding innovative ideas and business models

Facilitating partnerships

Buying down risk

Support to a network of Community

Organisations

to host

labour

market information and training

centres

(LMITCs)

Policy reform

The Kuza Project: Context

Unemployment, Coast counties | 38%

| >50%

Unemployment National | 9.2%

| 21%

Unemployment Mombasa | 13.5% | 44%

47% of the population is between the ages of 18 and 34

44% of young people have never completed primary school; and only 7% have a tertiary-level qualification

Only 14% of young people find work in the formal sector

African Gas and Oil Partnership: TIMELINE OF KEY EVENTS

Kuza

makes pitch at trade association/BMO AGM

AGOL approach

Kuza

with USD 30,000 CSR budget and activitiesKuza engages a private TVET trainer and advises alternative options

Draft curriculum (Welding 101) prepared and reviewed by AGOL contractorsPublic TVET (NITA) formally engaged to provide training venue

Agreement by AGOL to co-finance training and pay full examination fees. Commitment by AGOL to employ graduating youth for duration of project

Training commences jointly delivered by public and private TVET provider

November 2016

January 2017

African Gas and Oil Partnership: TIMELINE OF KEY EVENTS

Graduation day.

AGOL Group chairman commits to fully funding and employment of 100 more

marginalised

youth to be employed on their sites AGOL faces a road block – how/where to employ 80 project staff? Formal economy but informal employment…

New market opportunity created – private training provider exploring how to fill this gap. AGOL likely to go this route.

80Welders begin work for AGOL

2899

April 2017

October

2017

Lessons

Narrow focus can reduce overall impact

Getting a foot in the door (the CSR-way if need be)

Less prescriptive solutions: re-training ourselves to allow for more creative thinking and solutions

Partnerships are complex and have inherent power imbalances

Certification from an accredited institution matters for young people and employers

Engaging mid-management level = more relevant attachment and internships opportunities

From sector-based to private

organisation

-led models for formal sector employment –> more work!

Informal work in the formal sector

Building on this success:Could digital credentialing enable a more systemic and scalable approach to engage employers in youth employment in Africa?

See Every Skill

Digital credentialing is already connecting people to opportunities to grow careers and business..

Formal & informalDEMAND

SUPPLY

So what are digital credentials?

Visual

UniversalSafe & secure

Data-rich

Evidence basedShareable VerifiableTrackablePortableConnected

See every skill. See demand-led local employment

See every skill

. See global poratbilty

1

2

4

3

5

6

7

8

9

Career progression stepping stones

Workforce

Workforce development

End point for traditional qualifications

(formal training)

Informal

development

Credentialing helps to democratise an individuals ability to develop and trade their skills

A COMMON CURRENCY: One consistent format for framing, capturing and sharing all skills & achievements DEMAND-LED: Employers can set the skills and characteristics they want to see (individually or collectively) RESPONSIVE: Individuals and educators can more easily develop and/or showcase in the right ‘language’

AGNOSTIC: Can be used to recognise informal and non-formal, not just formal learning (all pathways)

AGILE

: Standards can be constantly reviewed and updated to keep pace with changeTRUSTED: Employers can interrogate and validate achievements more easilyACCESSIBLE & SCALABLE: The open source format allows for far more cost-effective solutions at scale

Mafita – you can still deliver formal skills (NVQ / in the informal sector (non registered companies)….the employer learning from their apprenticeKuza – importance of educating any

Skills are transferable Credentialing can be a model to support both local and national and create a single currency