Peace and Conflict Studies - Spring 2014

Peace and Conflict Studies Volume 21, Number 1 38 programme has evolved to actively target disadvantaged groups. In 1994 it was decided to channel all resources to only one target group, “young people aged 18 to 28 years, who are disadvantaged either socially, economically or physically, especially through poor qualifications and poor employment prospects” (Fitzpatrick and Associates, 2008, p. 15). It specifically aims to attract those in long-term unemployment or those who have been carers (this links with the social disadvantage criterion). It also targets young people with a poor employment record, and with consent, those who are in jobs that are at-risk, or are under- employed. The peacebuilding literature highlights that what is crucial is whether training results in increased employability. Short term programming that is not well aligned to an analysis of labour market needs is unfortunately an all too common occurrence in the post-conflict international literature (Ginifer, 2003; Paulson, 2009). The resulting frustration with training that fails to deliver what it seems to promise is very problematic in terms of long term peacebuilding. In 2010, 71% of Wider Horizons participants progressed into employment or training. This is a positive result given that the programme specifically targets the long-term unemployed and compares very favourably with an average of 50-55% for other employment programmes. The international literature on technical and vocational training indicates that the degree of choice and flexibility that participants have with regards their training has critical implications for their level of satisfaction and therefore the likelihood of successfully completing the programme (Paulson, 2009). The training provision delivered through IFI programmes has evolved to provide more choice and flexibility for participants. A realisation that there is a need and desire for accreditation has led to a greater variety of qualifications being offered. There is now a choice of 68 qualifications offered to Wider Horizons participants. For example, those undertaking training in multimedia can choose between completing a BTEC qualification III or the shorter BCS Digital Creator Certificate depending on the time and resources they have available and their academic background and abilities. There has also been a shift in the types of training offered in line with the changing needs of the labour market. Much of the early training provided through Wider Horizons was in carpentry, plumbing and hospitality and tourism. However, in recognition of a shift towards a knowledge-based economy there has been an increase in multimedia and IT related training. This shift towards greater choice and flexibility in vocational training is something which is also reflected in changes in the formal sector. The Northern Ireland Council for the