Economically Inactive Trailblazer Project

Focuses on addressing the systemic barriers faced by people leaving prison in accessing employment, with particular emphasis on the transition from custody to community. 

Aims to develop and test a collaborative model of employer engagement that leads to more inclusive recruitment, progression, and retention practices across sectors, with a particular focus on those furthest from the labour market. 

Focuses on economically inactive unpaid carers across the North East Mayoral Strategic Authority area. Reviews carers’ needs, existing provision and best practice, alongside engagement with carers organisations, local authorities, health services, employers and voluntary and community sector partners. 

Tests a new Areas of Research Interest (ARI) model to improve how local labour market data is produced, coordinated, and shared across the North East. 

Focuses on understanding and enhancing the VCSE sector’s contribution to tackling economic inactivity, particularly for residents facing complex barriers to employment, including health-related conditions. 

Examines the financial, structural and personal barriers that limit access to employment, with particular emphasis on the impact of ineligible service charges within supported housing and how these interact with welfare systems. 

Focuses on improving how employment is discussed, understood and promoted for disabled people and those with long-term health conditions, recognising that negative perceptions, stigma and system barriers can limit engagement with employment support. 

Explores and addresses attitudinal and systematic barriers to employment for young people, aged 16-24. Delivers a test-and-learn project combining engagement, research, and co-design; develops media, evidence, and tools to guide future service and policy design; contributes to long-term system change.

Key findings 🔑

• Services across health, employment and skills operate in silos
• Multiple entry points create confusing, disjointed journeys for residents
• Employers and providers face a crowded, complex system
• Duplication and inconsistent pathways reduce effectiveness 

Recommendations 📌

• Create a “no wrong door” system for access and navigation
• Establish a single employer gateway (e.g. SHINE Gateway)
• Align programmes, referrals and standards across the system
• Strengthen the coordinating role of the Strategic Authority 

Key findings 🔑

• Economic inactivity is driven by system design, not lack of motivation
• Strong financial risks (“benefit trap”) when moving into work
• Barriers include: Housing costs; Welfare system complexity; Transport and low pay
• Many people want to work but feel it is too risky or unrealistic

Recommendations 📌

• Introduce financial transition support when entering work
• Reform benefit systems to avoid cliff edges
• Expand affordable housing and move-on options
• Tackle structural barriers alongside employability support 

Key findings 🔑

• Individuals face multiple, overlapping barriers (health, caring, trauma)
• Employment journeys are non-linear
• Generic, one-size-fits-all support is ineffective
• Sustaining work is as important as accessing it 

Recommendations 📌

• Deliver end-to-end, wraparound support
• Provide in-work support, not just pre-employment
• Tailor pathways to individual circumstances (e.g. carers, young people)
• Focus on long-term progression and retention 

Key findings 🔑

• VCSE and community organisations are critical system partners
• They provide trusted, relationship-based support
• Current commissioning and funding models limit their impact
• They often fill system gaps without recognition or resource 

Recommendations 📌 

• Invest in VCSE capacity and infrastructure
• Reform commissioning to be inclusive and long-term
• Embed VCSE as core delivery partners, not add-ons
• Strengthen place-based partnerships

Key findings 🔑 

• Employers are willing to engage, but lack understanding and face system complexity
• Recruitment systems unintentionally exclude target groups
• Employers value attitude and reliability over qualifications
• Capacity varies by business size and location 

Recommendations 📌 

• Simplify engagement through a single employer interface
• Develop work-ready talent pipelines aligned to employer needs
• Introduce low-risk recruitment pathways (e.g. trials, placements)
• Provide ongoing support to employers and employees

Key findings 🔑 

• Many people do not identify with the term “economically inactive”
• Confidence, stigma and past experiences limit engagement
• Lack of awareness of rights and support (e.g. carers, disabled people)
• Work is often seen as desirable but not realistic 

Recommendations 📌 

• Improve language and messaging (clear, relatable, non-stigmatising)
• Build confidence and awareness through tailored support
• Promote positive narratives around “good work”
• Provide independent, trusted advice 

Key findings 🔑 

• Lack of consistent data on employment outcomes
• “Soft outcomes” (confidence, wellbeing) are undervalued and under-recorded
• Limited evidence on what works at scale
• Short-term funding limits learning and evaluation 

Recommendations 📌

• Standardise data collection and reporting frameworks
• Include soft outcomes alongside hard outcomes
• Strengthen long-term evaluation and evidence-building
• Use shared frameworks (e.g. ARI model) to align research

Key findings 🔑 

• Current challenges are systemic, not programmatic
• Short-term funding and pilots limit long-term impact
• Integration between health, work and skills is not yet realised
• Progress is being made but remains early stage 

Recommendations 📌 

• Commit to long-term, stable funding
• Embed system-wide integration (health + work + skills)
• Scale what works rather than creating new programmes
• Focus on sustainability and long-term outcomes