HYSBYSIAD O DDYFARNU CONTRACT - CENEDLAETHOL

1 Manylion yr Awdurdod

1.1

Enw a Chyfeiriad yr Awdurdod

2 Manylion y Contract

2.1

Teitl

CTQ 2022-05 Agile Nation 2 Research - Learning & Women's Wellbeing

2.2

Disgrifiad o'r contract

The main objective of this research is to further explore whether there is a link between engaging in learning and improved and sustained confidence, wellbeing and resilience among women.

For the purpose of this research project, we are taking a broad definition of ‘learning’ that incorporates adult learning, job-related training, skills development and career development support and coaching.

The research aims to gather further data to understand the extent to which learning can affect these so-called soft outcomes, whether there are any gender differences, whether particular features or delivery models affect them, and whether these outcomes are achieved for women.

While an exhaustive exploration of the topic is not possible in the project timescales, we would like to bring together qualitative evidence and a rapid review of existing evidence, to inform discussions and recommendations for future design and delivery of learning and training for women in Wales

Research Questions

The principal research question is:

What impact does engaging in learning have on women’s confidence, resilience and wellbeing?

Secondary questions should include:

• Does gender affect any link between learning and improved confidence, resilience and wellbeing? Are there any intersectional differences?

• Do particular delivery models affect any link between learning and improved confidence, resilience and wellbeing? Consideration should be given to factors such as inclusion of coaching, individual vs group settings, women-only settings and in-person vs virtual delivery.

5. Research Methods

We anticipate the research having two distinct elements.

1. Rapid Systematic Review

Desk-based review of the existing literature exploring the links between engagement in learning and improved confidence, resilience and wellbeing, identifying any gender differences or gaps in the literature.

2. Qualitative evidence collection

Interviews with providers and participants to explore whether engagement in learning affects confidence, resilience and wellbeing or any further ‘soft outcomes’. Interviews will also explore whether participants can measure the impact of learning on their own confidence, resilience and wellbeing.

In the given timescales we suggest:

• Review of existing data gathered through the interim evaluation of Agile Nation 2

• Four further interviews with Agile Nation 2 participants

• Interviews with three providers of learning, skills training and/or career development support in Wales

• Interviews with twelve participants (four from each provider interviewed)

Limitations

Given the scale of this project we don’t foresee being able to explore gender differences or carry out comparative gender analysis through the qualitative element of the research, and as such suggest that the interviews are with women participants to focus on their experiences and what they gained from their learning experience.

Through the rapid review of existing literature, we would expect consideration to be given to any evidence related to intersectional impacts, i.e. differential impacts related to gender and how gender intersects with other characteristics such as ethnicity, disability etc.

We also do not expect the qualitative interviews to enable a comprehensive exploration of how different delivery models of learning and training affect these soft outcomes, but would expect the interviews to explore whether participants link any particular element of their learning experience with improved confidence, resilience or wellbeing.

Audience and use of research findings

The main audience for this research is policy-makers, funding organisations, training, education and career practitioners and third sector organisations. The Welsh Government and Senedd will be key institutions with whom the findings will be shared. Work may also be undertaken to share the findings with other stakeholder groups, such as future grant-making bodies and business leaders.

The research will inform Chwarae Teg’s policy and influencing work, and future programme delivery.

2.3

Cod a Dosbarthiad yr Hysbysiad

2.4

Amcangyfrif o Gyfanswm Gwerth

3 Gweithdrefn

3.1

Math o Weithdrefn

4 Dyfarnu Contract

4.1

Cynigwyr Llwyddiannus

4.1.1

Enw a Chyfeiriad y cyflenwr, contractwr neu ddarparwr gwasanaeth llwyddiannus

5 Gwybodaeth Arall

5.1

Rhif cyfeirnod a roddwyd i'r hysbysiad gan yr awdurdod contractio

N/a

5.2

Dyddiad Dyfarnu'r Contract

5.3

Nifer y tendrau a dderbyniwyd

7

5.4

Gwybodaeth Arall

(WA Ref:128274)

Relates to the following project/programme financed by EU Community Funds: Chwarae Teg’s Agile Nation 2 project has been funded by European Social Fund through Welsh Government from April 2015 to May 2023. The project works with women and businesses to promote gender equality, career advancement and improve the position of women in the workforce. We work with employed women to support them to reach their full potential through a programme that not only builds accredited leadership and management skills but delivers tailored career development, coaching, confidence and personal development sessions. To date we’ve worked with just over 4,300 women across Wales, just over 2,300 of whom have reported pay increases of £5.97m as a result of increasing their skills and confidence, which led to an improved labour market position. Significant monitoring, analysis and evaluation of Agile Nation 2 has provided us with rich evidence of the increased confidence, skills and improved labour market positions of the women taking part. Our recent external evaluation exercise evidences a clear difference made to our participants in their work and in their personal lives. In relation to work, over 80% of participants moved to a new job, received a promotion, a pay rise or are now line managing staff. 34% (142) reported a salary increase with an average increase of £7,945 after approximately 3 years. A subset of this group who’d stated their confidence had increased or significantly increased as a result of the programme, received an average pay increase of £8,203 (3% higher than the overall group). The proportion of women who had received a pay increase in this group was higher at 40% in comparison to 34% of the total group. In terms of so-called ‘soft outcomes’ we have also begun to identify improvements in confidence, wellbeing and resilience among the women who participated in the programme and how important that has been to achieving an improved labour market position. Just over a quarter (26%) reported an increased sense of health and wellbeing and many also went on to help others as a result of completing the programme. In light of these emerging findings, we would like to explore the potential link between engaging in a learning experience and improved and sustained confidence, personal motivation, resilience and wellbeing, whether there are any gender differences, and the extent to which the delivery model and inclusion of elements such as coaching, affects these ‘soft outcomes’.

Significant monitoring, analysis and evaluation of Agile Nation 2 has provided us with rich evidence of the increased confidence, skills and improved labour market positions of the women taking part. Our recent external evaluation exercise evidences a clear difference made to our participants in their work and in their personal lives. In relation to work, over 80% of participants moved to a new job, received a promotion, a pay rise or are now line managing staff. 34% (142) reported a salary increase with an average increase of £7,945 after approximately 3 years. A subset of this group who’d stated their confidence had increased or significantly increased as a result of the programme, received an average pay increase of £8,203 (3% higher than the overall group). The proportion of women who had received a pay increase in this group was higher at 40% in comparison to 34% of the total group.

In terms of so-called ‘soft outcomes’ we have also begun to identify improvements in confidence, wellbeing and resilience among the women who participated in the programme and how important that has been to achieving an improved labour market position. Just over a quarter (26%) reported an increased sense of health and wellbeing and many also went on to help others as a result of completing the programme.

In light of these emerging findings, we would like to explore the potential link between engaging in a learning experience and improved and sustained confidence, personal motivation, resilience and wellbeing, whether there are any gender differences, and the extent to which the delivery model and inclusion of elements such as coaching, affects these ‘soft outcomes’.

5.5

Dogfennaeth Ychwanegol

5.6

Dyddiad cyhoeddi'r hysbysiad hwn: