The youth unemployment landscape in the Uganda remains a growing problem for Ugandan employers, educators and our young people.
- Youth unemployment has been an escalating problem in the Uganda, with the most recent rises directly attributable to issues of the economy
- Persistent youth unemployment has been embedded in our system over decades
- Unemployment while young is linked to long-term reductions in wages, increased chances of subsequent periods of unemployment, and poorer health outcomes.
- High levels of youth unemployment also have wider social and economic costs.
- Ugandan businesses tell us they struggle to recruit young, work-ready staff
- A generation of young people lost to unemployment means an inadequate talent pool for the needs of our businesses as the economy recovers
What causes youth unemployment?
As mentioned youth unemployment has been growing for so many years, the recession and economy bear only some of the blame for high youth unemployment levels.
Other causes such as those listed below have been cited in media reports.
|Lack of jobs||Gaps between education and employment|
|Young people lack skills needed for work||Employers prefer to work with experienced staff|
|Credentialism||Young people’s expectations|
|Lack of qualifications or appropriate qualifications||Lack of accurate and engaging careers information|
|Rise in retirement age||Employment legislation|
|Recruitment Methods||Employers perceptions of young people|
|Poor vocational options||Lack of quality vocational pathways|
Why do we care?
Experiencing unemployment in youth can lead to emotional problems and can also reduce a person’s life long earning/career potential, it creates further inequalities particularly between communities, and the financial costs of supporting unemployment; welfare and medical support reach into billions.
Then consider the cost to business and to the prosperity of Uganda, imagine trying to recruit from a large pool of applicants with little or no work experience, where will the next generation of leaders and innovators come from? To compete in the ever changing world economy we need to have a bright, educated and skilled workforce.
Finally with millions of young people unemployed, it is likely that we will all know someone in our network who will be affected by this problem, not least those still in education yet to try to gain employment.
Can youth unemployment be fixed?
Yes, we believe so. Already there are thousands of brilliant youth engagement activities and initiatives happening across Uganda. Many employers are very engaged with youth activities from talking in schools through to taking on apprentices and employing graduates.
But there is more that can be done; we believe the solutions to youth unemployment are:
- Increase employer support
- Reduce employment legislation that creates a barrier for employers to work with young people
- Help employers to recognise the value of skills and behaviours as well as academic criteria
- Ensure education prioritises employability skills and careers learning for young people as well as quality academia
- Improve the quality and relevance of vocational routes and qualifications
- Ensure Careers Education is aligned with the needs of the economy, local labour market information and is motivating and inspirational
- Help young people to value work of all entry levels (raising aspirations is important but there are many jobs that then get overlooked)
- Create a welfare system that supports young people to find employment or training opportunities
- Improve the coordination of all of the youth engagement activities so that information can be shared, and so that young people will benefit from collaboration/improved signposting
So what benefits to an individual or organisation are there to supporting young people into employment?
- Investment now in youth employment and engagement will support the needs of a competitive and successful Ugandan economy for years to come
- Companies that are seen to respond to the challenge of youth unemployment will gain a competitive edge as consumers exercise choices in favour of companies with positive social values
- Corporate Social Responsibility
- Building own talent pool & knowledge transfer from ageing workforce
- Young people bring creativity, innovation, flexibility, high energy and an understanding of new and emerging technologies
- There is evidence that by recruiting and investing in young people encourages loyalty and reduces attrition
- Workforce diversity
- Reduced cost – lower recruitment and wage costs
- Existing staff training and development – utilising existing staff to train, mentor, develop and support new younger staff
If however, you would like to talk to us in more detail please contact email@example.com