Publisert av Ole

Strukturledighet

En av grunnene til arbeidsledighet er det som blir kalt strukturledighet.

Man har strukturledighet når det finnes både arbeidsledige og ledige stillinger, men at det er et misforhold når det gjelder krav og kvalifikasjoner.

Arbeidsgiverne som ikke finner riktige arbeidssøkere venter med å ansette noen. Arbeidssøkerne som gjerne kan ha god kompetanse på sine områder får ikke jobb, eller kanskje bare ikke en stilling der de får brukt mye av kompetansen sin. Dette kan også være begrenset til et geografisk område.

Har man mange eller høye kvalifikasjoner men ikke får brukt en stor del av dem i en stilling, vil det kanskje også innebære at arbeidstakeren ikke får den lønnen den ellers ville fått. Fra arbeidsgivers ståsted kan det i mange tilfeller være en risiko for at arbeidstakeren ikke finner seg til rette eller at den alltid vil være ute etter en annen stilling.

I dagens informasjonssamfunn burde det ikke være slik. Kommende arbeidstakere burde enkelt få vite hva slags kompetanse som etterspørres og som det er et kjent behov for de kommende årene. Mange er ikke istand til å kunne vite det, og lett tilgjengelig informasjon forteller dem heller ikke det direkte. Hvilken retning burde de ta i utdannelsen og hva slags arbeidserfaring vil være nyttig senere? Hvilke spesialiseringer burde man ta? Kanskje man har mange av de nødvendige kvalifikasjonene men egentlig bare mangler noe man kan få gjennom et kurs, selvstudium eller arbeidspraksis.

Samfunnet burde ha bedre systemer for å vise innbyggerne hvor det er gode karrieremuligheter når de skal bygge opp kompetansen sin. Samtidig burde det bli opplyst om hvilke fagretninger hvor det er for mange kvalifiserte i forhold til antall stillinger, slik at færre vil ta en utdannelse de ikke får brukt i arbeidslivet.

Interessekonflikter finnes også på området. Bedriftseierne vil gjerne ha overflod av kvalifiserte innenfor et fagområde eller ufaglærte, slik at det blir lett å få arbeidstakere til så lav pris som mulig. Dette vil da presse ned lønninger og gjøre det vanskeligere å bli ansatt da det øker konkurransen blant arbeidstakerne. På den annen side finnes det fagorganisasjoner og andre grupperinger som vil begrense antallet nyutdannede, eller lage særregler og andre begrensninger, slik at de selv kan få bedre betingelser.

Mange får ikke arbeidserfaring fordi de ikke blir ansatt og får seg arbeid. Da kan arbeidssøkeren havne i en ond sirkel der arbeidsledighet fører til at den ikke blir ansatt. Dette er også noe som burde motvirkes i samfunnet.

Riktig kompetanse øker produktiviteten i jobbsammenheng. Dette vil igjen, over tid, føre til økning i  lønnsomhet, lønninger og skattegrunnlag.

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