[{"bbox": [96, 152, 1136, 525], "category": "Text", "text": "2017 to 2030 (World Bank, 2022). This is expected to rise to an average of one million in the decade from 2030-2040, and it is already creating a mismatch between labour demand and supply. The rate of job creation is slower than the growth in demand for appropriate jobs. About 77% of the population aged 15–64 work. Unemployment is negligible at 3.2% for the adult population and 5.3% for youth. The quality of jobs however, is low. Only one in five workers are in wage employment, although outside of agriculture, the share is about half in wage employment. Most Ugandans (two thirds) work for themselves or for their families in agriculture. Among youth, three in five work in unpaid occupations, contributing to household enterprises, which are mostly farms. Access to jobs differ between men and women. Women are much more likely than men to be out of a job and out of school, and the share of women leaving school only to enter inactivity increased between 2012 and 2016. For the age group 20–24, 10 to 15 percent of men are neither in school nor at work, compared to 25 to 30 percent of women (World Bank, 2020). These demographic trends, combined with the structure of Uganda's employment, suggest that Uganda will need to increase the productivity of agriculture where most people work, while simultaneously increasing the rate of movement of young workers away from agriculture into higher productivity industry and service jobs."}, {"bbox": [96, 550, 364, 578], "category": "Section-header", "text": "## Addressing the “Skills gap”"}, {"bbox": [96, 602, 1136, 949], "category": "Text", "text": "The gap between the skills of both Technical and Vocational Education and Training (TVET) and university or higher-education graduates on the one hand, and the private sector's needs for qualified employees on the other hand is significant. Graduates don't meet the skills and competences demanded on the labour market and are in many cases considered by the private sector as 'non employable'. The existing internship programmes, currently offered by educational institutions, are ineffective and neither meet basic requirements for the companies nor for the interns. This results in an insufficient supply of skilled labour with appropriate skills, work ethics and attitude which constitutes a major challenge for the private sector companies in Uganda in terms of loss of productivity and sustainability and attractiveness for future investments. For this very reason, many larger Ugandan companies have incorporated training programmes in their business model to compensate for the skills gap between private sector needs and the offer of the educational system. The private sector subsequently delivers a considerable contribution to training and upgrading of skills in Uganda, and this training, contrary to the educational institutions, is designed to match private sector's needs and could potentially function as an inspiration for the educational institutions and help link it to the private sector (EU Skills Needs Assessment Study, 2019)."}, {"bbox": [96, 974, 481, 1002], "category": "Section-header", "text": "## Weak policy and governance framework"}, {"bbox": [96, 1026, 1136, 1313], "category": "Text", "text": "Another factor affecting growth and employment is the weak policy and governance framework for skills development. There is no functioning system in place for identification of current and future skills needs for any kind of job in the labour market. No or very few feedback mechanisms (e.g. partnerships) exist at local level between the training institutes and the community and the local economy. There is a need to enhance public and private sectors capacities to implement effective employment public policies, as well as to build the skills required by the workforce for productive and sustainable employment. Uganda has recently reformed its skills delivery system under the TVET Council, with a number of Sector Skills Councils to enable government and the private sector to work together in identifying training needs and reforming training curricula (ILO, 2022). It is critical to support the implementation of the Education and Sports Sector Strategic Plan (2020/21-2024/25), the 2019 TVET Policy, and the processes for establishment and/or foundations for the TVET coordination and regulation."}, {"bbox": [96, 1339, 537, 1367], "category": "Section-header", "text": "## Focusing on green growth in key value chains"}, {"bbox": [96, 1391, 1136, 1606], "category": "Text", "text": "Natural resource-based sectors such as agriculture, minerals, forestry and fisheries continue to remain the largest job providers. To support transformation to a green economy, there is need to develop a green skills portfolio based on local opportunities for value and job creation in key green value chains. Key sectors with high labor intensity, anticipated growth potential, present/expected GDP contributions, trade/investments relevance between EU and Uganda, climate /green friendly approaches, decent work, gender policy and innovation potentials, include sustainable agriculture & (agro-)forestry, renewable energy, green construction, ecotourism and hospitality. Support is needed to translate research and innovation in promising green value chains into viable and sustainable opportunities for economic development and hence job creation. Meanwhile there is a large potential to support"}, {"bbox": [1037, 1680, 1144, 1706], "category": "Page-footer", "text": "Page 7 of 32"}]