Financial services jobs markets – a strong upward trend
The unemployment rate in the UK has been steadily falling since the post-recession high of 8.4% to its current 4.8%, and the way things are shaping up, it's unlikely that it will stop anytime soon. Financial service jobs are among those seeing the strongest upward trend, with positions for such roles outnumbering unemployed people by a factor of 3:1.
It’s not just about employment either — today’s environment offers a whole host of opportunities for growth and development. There are also abundant possibilities for new training schemes and educational programmes to help you get where you want to be in your career, regardless of where you start from today.
As part of our efforts to help improve the overall financial services industry, we’ll be publishing a regular report on the financial services jobs markets in the UK. This will include analyses of the financial services jobs market and how it has been changing over recent years, as well as highlighting and discussing topical trends and developments within the sector at large.
It’s going to be a busy few months for us with new initiatives, so look out for more news on that front later in the year. In the meantime, let me know what else you think should feature.
Seamus Coughlin,
UK economist
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<ref>http://www.bbc.co.uk/news/business-32302871</ref>
<ref>https://www.bloomberg.com/news/articles/2017-06-29/employment-in-the-financial-sector-grows-to-31st</ref>
<ref>http://www.financialcontext.com/2017/09/18/?p=1257696</ref>
Created by: Seamus Coughlin, Transferable Skills team, Financial Services, FCO Business Development. Email: sgc@fco.gov.uk Tel: +44 207 418 7688
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About Me Seamus Coughlin, UK economist, FemaleFinance.com: Expert in financial markets, women's finances and money advice. I've been writing about money for over 10 years – but it was only recently that I started to call myself a financial journalist. My main area of interest is the UK economy and the impact it will have on women's finances in the long term. Following my MSc in Economics from Cambridge University, I worked for a major global investment bank before moving into teaching at elite universities such as Oxford and Amherst. I also have a number of years of experience working in various parts of the public sector. I've been writing about money for over ten years, but it was only recently that I started to call myself a financial journalist. My main area of interest is the UK economy and the impact it will have on women's finances in the long term. Follow me on Twitter: @SeamusCoughlin
Related External Links Transferable Skills Mentoring
Women And Finance UK Report – June 2012 Author : Seamus Coughlin, Transferable Skills team, FCO Business Development Email : sgc@fco.gov.uk Tel : +44 207 418 7688
Some time ago I was asked to contribute a chapter to the new book Women And Finance UK Report – June 2012. The report is a joint venture between the FCO, Fidelity Investments and the Financial Services Authority (FSA). It's intended to highlight some of the most topical issues facing women and the financial services sector today.
The aim of this chapter is to analyse where we are today and how things have changed since last year's report on women and finances in the UK. It also provides a number of suggestions for how businesses can both support employees in recruiting, retaining, developing and motivating those who have been promoted by increasing their careers outside finance altogether.
There is no expectation, however, that any of these suggestions should be compulsory or obligatory. The chapter is simply intended to be a summary of some of the ways in which we can increase the number of women in senior positions across all sectors and industries. If a business decides that it would rather not include maternity leave as part of its policy or would rather not appoint women to senior positions – they don't have to. It just shows that those who wish to hold senior positions need to go above and beyond what is expected of them.
The report has a number of recommendations and suggestions on how businesses can support and encourage other women in their organisations – some are very straightforward and others are more innovative, but they all have the common goal of encouraging more women into senior positions. This chapter will look at the different types of support, where it is available and also provide a short explanation of what each type means for businesses.
Conclusion
Even though the global financial crisis has only recently ended, the situation for those who wish to pursue a career in the sector is changing fast. More and more women are entering finance than ever before – and it's often encouraging to learn about their stories and how they got their first break into the industry. One thing is certain – we must raise awareness of the issues facing women and provide support through mentoring schemes, target-setting and clear policies. The UK government has shown huge commitment to supporting female employees over recent years, so it is up to us as an industry to take that forward and make sure that we keep increasing women's representation in senior positions.