Giving young people a chance: A place-based exploration of barriers to employment for young people from Black, Pakistani and Bangladeshi backgrounds

Posted on by Asli Atay BudakEmelia WilliamsSerena RobinsonCarol Sidney

Young black woman looking into the distance at a train station

From hiring bias to workplace exclusion, discrimination and racism can remain obstacles for young people entering the labour market. Youth Futures Foundation research found that almost half (48%) of minority ethnic young people reported having experienced some level of prejudice and discrimination at work.

The vast majority (79%) of those with this experience did not report these incidents to their employer, most commonly because they did not believe it would make a difference. Experiences of discrimination were also closely linked to labour market churn, with almost three quarters reporting they felt motivated to look for opportunities at other companies (73%) or even in different industries (71%) as a result of experiencing discrimination.

The Work Foundation at Lancaster University and the Runnymede Trust delivered place-based research – commissioned by Youth Futures Foundation – across 2024 and 2025 in Bradford, Leeds, Brent and Walsall with employers, local stakeholders, and young people. The research explored the opportunities and challenges employers face in addressing the recruitment and retention of young people and tackling ethnic disparities as well as the systemic challenges that young people face when trying to find employment.

Key findings include:

  • ‘Work readiness’: While some employers and stakeholders shared concerns about young people’s ‘work readiness’, young people identified several challenges about finding work. These included a perceived gap between education and employment, disproportionate skills and experience requirements for entry level roles, a lack of support to navigate key transition points; and mental health challenges.
  • Fair hiring and employment: Young people expressed concerns around local employers not investing in young people and reported receiving limited feedback on applications. There were also frequent reports of workplace discrimination.
  • Giving young people a chance: Discussions focused on reimagining how employers run their recruitment processes in ways that are inclusive and recognise potential. This included looking holistically at the main actors in the employment system – including employers, education providers, policymakers, funders, community organisations, and other local partners – to ensure that they can provide consistent and joined-up support for young people.

Solutions:

The findings from this research point towards the following opportunities for action across the employment system:

  1. ‘Work readiness’: Help schools implement “skills for life” curriculum changes by connecting classroom learning to local opportunities, and by focusing targeted support on young people facing barriers.
  2. Fair hiring and employment: Encourage employers to monitor and review data on who applies, who is shortlisted, and who is hired, including by ethnicity and local residence, and to involve voluntary sector partners in interpreting patterns and identifying changes. This must include being transparent with young people about how the data is being used and why it is being collected.
  3. Giving young people a chance: Explicitly address power dynamics in employer-youth engagement by involving young people and community partners in co‑designing activities, setting expectations, and shaping what ‘work readiness’ means in ways that reflect lived experience as well as employer needs.

Read the full report here (takes you to the Youth Futures Foundation website).

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