Dealing with Auto Industry Rundown and Closures: a perspective from Birmingham Challenges facing Mono-Sectoral Cities, Open Days 2010

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6. Different pathways and stories

Workers in full time job: male, younger, worked slightly less longer at MG Rover
Workers in self-employment: older, more qualified, in managerial position at MG Rover and owned their own home
Workers in part-time job: female, higher qualifications, worked longer at MG Rover and now work in services
Unemployed and looking for work: older, lower qualifications and did not own their own home
Inactive: close to retirement age, female, lower levels of education and own their own home.

In job	3 months after the closure	8 months after the closure	3 years after the closure
Age
Qualification level
Managerial position	47%	46%	36%
Using same skill
Now working in services	56%	68%	66%
Had training since leaving MG Rover
Travel distance	40%	56%	25%
Median income
Proportion who increased their income	30%	30%	7%

90% of ex-workers were back in work 3 years on. Most in full-time job with permanent contract or self-employment.
BUT; interviews in 2009 suggest some have lost jobs again
Difficulties in finding work: age, skills/experience and too many people applying.
Personal initiative and networks have been key to ex-workers finding their current job.
60% use different skils to those used at MG Rover
Jobs are diversified with only 30% in manufacturing and a mix of lower and higher occupational status.
Different pathways back into work

Median salary / wage substantially lower than at MG Rover (minus £5640 adjusted)
A quarter of households in a financially difficult position, but three-quarters financially stable. Two-thirds feel worse off.
Overall, respondents perceive their current state of health as slightly worse than when working at MG Rover.
45% see job as worse than at MG Rover but most still like job
Those travelling furthest to find work reported more positive ouctomes.
60% undertook retraining or education; some difference in perceptions of health where people have done training
Families and connections have played a key role in terms of support.

Policy measures had varying degrees of success
Policy: Proactive and reactive policies required
Advance action and rapid response crucial
Need for institutional capacity (  Regional Task Forces)
Need to support good quality manufacturing jobs
Avoiding sudden closures and try to slow down the process
Ensure that employees have skills to cope as industries change, through high quality, flexible education, training, information and mobility programmes (ability to travel).
Tailored response

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