1. Using empowerment theory to contextualise
employer engagement: evidence from a
teacher externship intervention
Vanessa Dodd, University of Derby

2. Overview The rationale The study Methods Empowerment Theory Findings
So what?

3. The rationale
“Employers, including those who are self-employed, have an important part to play if we are to succeed in our ambition to support individuals to grow and develop.” (DfE, 2017, p. 3).
Gatsby benchmarks
Seven employer encounters across secondary and further education
Previous research on links between developing capitals and employer engagement (Mann, et al. 2018)

4. The Study
10 qualitative interviews of employers participating in a career education intervention
One component of the evaluation of Give Yourself the Edge
Business Externship
Student Project
Student Presentation

5. For employers it’s about the young people
Most important factors to employer engagement
Number of times identified
Professional obligation 1
Supporting schools needs 2
Pupils prior knowledge
Meets personal needs 4
Pupil Engagement
Organisational / Logistical Factors 5
Pupil demographics
Sector/Business promotion 6
Sharing knowledge/best practice 8
Supporting career development of young people 10
Hodgson, unpublished

6. Empowerment theory Popular in the 80s and 90s
Levels of analysis: individual, community and organisational
Includes both processes and outcomes
Empowering processes. Improving access to control [over lives], needed resources and critically appraise social context (Zimmerman, 2000). “The process is empowering if it helps people develop skills so they can become independent problem-solvers and decision-makers” (p.46).
Empowered outcomes. Defined outcomes of empowering processes.

7. Findings Level of analysis Empowering process
(Perceived) empowered outcome
Individual
‘Help’ a young person
Understand recruitment processes
Make organisation more accessible “less scary or daunting”
Participate in apprenticeship or graduate scheme
Smoother transition from schooling to working
Organisational
Reiterate career journey and professional accomplishments of employees
Motivated employees
Community
Awareness as a community actor “reach out to the community”
Help address skills gap
Create partnerships
Future workforce secured for the community

8. So what?
Empowerment agendas have previously been used in employee engagement initiatives within business. It can serves as a useful framework to take stock of employer engagement in education.
It is social justice oriented and can be used to empower employers to contribute to education-employer partnerships.
The processes and outcomes were articulated by employers themselves – they were describing empowerment. It is a useful insight into what motivates employers to participate in career education interventions.
Empowerment theory can add value to discussions around what is considered “meaningful” employer engagement.

9. References
Department for Education, (2017). Careers Strategy: making the most of everyone’s skills and talents. [Online] Available at: /file/664319/Careers_strategy.pdf. (Accessed on: 5 June 2018).
Hodgson, R. (unpublished). What are the common motives behind employer engagement in English Secondary Schools?
Zimmerman, M.A. (2000). Empowerment theory: Psychological, organizational and community levels of analysis. In: Rappaport, J & Seidman, E. Handbook of Community Psychology. New York, NY: Kluwer Academic.