The participants’ breakdown by age shows a shift within the age 31-50 target group. In 2016, this was still 43.7%, yet in 2017 a reasonable growth took place to 54.5%. The labor market is improving, but we notice that it remains difficult for the over-50 target group to get a regular job. This also explains the stable average age of 39.6 in 2017 (2016: 39.5).

Since 2009 we have made particular effort for this target group, such as the Wajong project in Drachten and the ‘CyberSecurity Employee’ workplace learning course for Wajongers with an autism spectrum disorder (ASD). We also see an increase in the number of new Wajongers attending the other workplace learning courses (mechatronics, secretarial, etc.). Since 2013 particular attention has been given to participants who have recovered from cancer and we have entered into a collaboration with Emma@Work to offer more chronically ill people a chance within the WGP.

This past year, 59 persons participated in apprenticeships which ultimately led to an accredited diploma. Courses in process engineering and mechatronics are the ones taken most often. They almost always offer an education up to at least level 2 (starter qualification). For jobseekers without a starter qualification, the WGP policy will increasingly be focused in the coming years on offering them the opportunity to (still) obtain a starter qualification through an apprenticeship.

In 2017, the outflow results of former participants a year after leaving the WGP were - at 75% - above the target of 70% for the second year running (2016: 71.8%). This year, we see more temporary contracts being handed out, namely around 38%, when compared to 2016 (29.4%). In addition, we see a further decrease in the temp agency contracts offered. Indeed, in 2017, 18.75% received a temp agency contract, compared to 29.5% in 2016 and 37.2% in 2015.