Youthreach

Youth and Employability

Study conducted for

Youthreach

Programme supported by the Sir Ratan Tata Trust

under its initiative on Youth and Civil Society

Study conducted by:

Association for Stimulating Knowhow (ASK)

Youthreach

Acknowledgements
2

We, at Association for Stimulating Know How (ASK), would like to take this opportunity to
place on record our sincere gratitude to all the persons and organizations who were behind
this study being successfully completed.
First and foremost, we would like to thank the youth of Delhi from the disadvantaged
communities who continue their daily struggle with a brave face and live in the expectation
that the planners and resource holders of the country will provide them a fair chance. Their
aspirations and courage amazed and inspired us and we would like to sincerely thank them
for engaging with us in this study and providing insights into their lives, hopes and
concerns.
The workers in the various sectors shared with us about their lives and in the process
helped us in drawing some crucial inferences. We thank all the workers in various sectors
that we met.
Next we would like to express our deepest gratitude to Youthreach and all the colleagues
who entrusted us with this wonderful opportunity to serve the youth of Delhi in our own
way. We especially wish to thank Youthreach team Ms. Nanni Singh, Ms. Shveta Bakshi
and Ms. Preeti Dhingra and also the advisory committee members for constantly
challenging us on one hand to be on our toes and complete the work in a relatively short
time and also providing us excellent support, especially in terms of giving us vital leads for
interviews with wide variety of stakeholders.
The study has actually involved a variety of stakeholders and we must express our
gratitude to all of them as well. These include the NGOs that got involved in the process of
the access for us to the youth. We are thankful to the Best Practice Institutions and training
institutes in a special way for making us learn some really path breaking practices in the
field of youth employment and also inspiring us in the process. We also would like to thank
the Industry managers for sparing their valuable time and for giving us ideas as to how
they could be involved in the process of promoting youth employment in Delhi. We were
very encouraged and motivated to see the sincere commitment in so many of them to go
out of the way to invest in the youth of the marginalized communities and provide them
with special opportunities. Our faith in engaging with the corporate sector has grown and
we are genuinely thankful.
Lastly, we feel we have come out as a stronger team because of the coordinated, motivated
and tireless effort that the various members of our team have put in without thinking
barriers of time and physical comfort. We feel very happy for each other and wish that we
3

work together to highlight many a concerns of the marginalized people in our humble
efforts of supporting them.
Sincerely,
ASK Team

Table of Contents
S. No

Title
Executive Summary

Page No.
611

PART I: Introduction to the Study & Methodology

1.

Background and Context of the Study

1314

2.

Objectives and Methodology of the Study

1519

PART II: Findings of the Study

4

3.

Employment Scenario Global, National and in Delhi

2123

4.

High growth sectors in Delhi

2429

5.

Creative Options & Opportunities

3031

6.

Trends of Employment

3233

7.

Status of Youth

3446

8.

Perspective of Sector Managers on Youth employability

4754

9.

Discussions with Workers

5558

10.

Feasibility of the Sectors from Youth Employment Perspective

5961

11.

Building the Strategy

6264

12.

Possible Networking with Corporate Sector their CSR

Programs

6567

PART III: Annexes

Annex1

Tools used for Primary Data Collection

6994

Annex2

List of Organizations and persons contacted

9599

Executive Summary
Youthreach, founded in 1997, is a nationwide NGO based in New Delhi. It aims to inspire individual
and collective transformation to create positive social change. It is a bridge organization, focused on
disadvantaged children and youth and the environment.
Youthreach, in partnership with Sir Ratan Tata Trust, is trying to address unemployment of
disadvantaged youth in Delhi NCR. This is for the reason that despite growing Indian economy, the
problem of unemployment is not solved, particularly for the young population living in conditions
of marginalization. As the first step, immediately after setting up an Advisory Board, it was planned
to carry out an indepth research study in Delhi National Capital Region. The study was to identify
possible mainstream sectors and creative opportunities based on the potential of employment in
the sectors of growth, working conditions, aspirations of youth and the trainability of youth for
which the youth may be trained. The study was also to identify best practices in the field of youth
and employment for their integration into the program intervention strategy. Finally the study was
to explore meaningful possibilities of engaging with the corporate sector towards enhancing the
employability of the youth.
5

The study was conducted by Association for Stimulating KnowHow (ASK) which is a capacity
building organization with a dedicated division for conducting studies and evaluations. In order to
conduct the study, ASK carried out secondary review of the growth sectors in Delhi and various
policies of the Government for industrial and skill development with that of the corporate sector on
social responsibility policies. Besides, ASK collected primary data from all possible stakeholders
which included the youth themselves, the managers from high growth sectors who provide
employment opportunities. People in the creative fields were also met to explore feasible creative
options such that the youth with the ambition of pursuing creative opportunities could be
channeled. ASK also met institutions that have established best practices in the field of
employment of youth. Workers currently engaged in the various growth sectors were also met to
understand the strengths and weaknesses of employment in each sector. While personal interviews
were conducted with most of the stakeholders, the study employed participatory appraisal
methods to interact with the youth to know their aspirations and their current education,
employment and social status and struggles.
The major findings of the study are presented hereafter.
The global employment and unemployment situation according to the World Employment Report
highlighted phenomena of under employment and unemployment, limited demand for unskilled
and less skilled labor and increase in demand for skilled labor on account of technological
development and up gradation and changes in the organization of work. With regard to the Indian
situation, unemployment rate in India, even in the post liberalization period has remained high.
Reports also indicate higher growth of employment in the private sector as compared to the public
sector. They highlight lack of marketable skill among youth, low percentage of youth having
acquired vocational skills through formal training whereas the percentage in industrialized
countries is much higher.
The economy of Delhi is on the rise, also raising hopes of employment possibilities. Delhi is the
most prosperous and fastest growing economy in India with one of the best infrastructure in the
country and is 2nd most favored destination / city for Foreign Direct Investment (FDI) in India. Yet
the number of unemployed persons was on the rise among the undergraduates, graduates and
postgraduates. The workforce in Delhi in has been the highest in manufacturing and repair
services (41.13%) and next in retail trade (15.30%). Rest all the major activity groups had
single digit percentages of workers. The higher possibilities are likely to be found in service
and repair, and retail sales than in manufacturing as the industrial policy of the government
of Delhi lays less emphasis, even discourages the manufacturing activities largely due to
pollution issues. More than one report indicates that it is the tertiary sector, comprising of
Retail and Trade, Hotels & Restaurants, Transport, Storage, Communication, Financing & Insurance,
Real Estate, Business Services, Public Administration and Other Services, that has more
employment potential than manufacturing and repair service. According to R.R Rao, Managing
Director, IMaCS (May 2008), the share of tertiary sector for the whole India in 2005 06 was
54%. He further went on to project the creation of 130 to 140 million jobs, 30 to 32% of

which will be for skilled persons with schooling plus vocational training. The share of
tertiary sector in Delhi economy has been already very high at 79%1. According to the

information on the website of the Confederation of Indian Industry (CII) and the reports of the
Delhi Government, and as confirmed and substantiated by the senior managers in the private
sector, the sub sectors of growth in Delhi in the times to come are Retailing & Leisure, Travel &
Tourism -Hospitality Sector, Health Care, Apparels, Telecommunication and Information
Technology enabled services, Food Processing. The other sectors of growth are Beauty
Culture, automotive service and repairs. In the creative field, gems and jewellery emerges as a
major option.
Other creative options and opportunities are theatre, music, dance, photography and visual arts.
With an annual growth of 5% per annum and with status quo in terms of sector reforms, McKinsey
and company in their report titled India, the Growth Imperative (2001) had projected a growth
of 1.2% per year in employment amounting to 4 million additional jobs every year across the
country in the retail sector alone. Cities such as Delhi with major growth of retail sector were
expected to generate larger share of this employment. The need for human power in all sectors was
confirmed by the sector managers covered by the study and the requirement of workforce was
projected variously by different companies and sectors, ranging from 250 per year in a company to
26,000 in the sector in Delhi and National Capital Region (NCR).
But this does not mean that the youth of Delhi, particularly from the marginalized sections have
ample employment opportunities. Among the sampled youth in the age group of 18 to 25, only 13%
are employed or self employed. The most striking aspect of the discussions held with the youth was
the high level of aspirations that they nurture of jobs that will make them break the shackles of
poverty and climb up the social ladder. 5% of the total youth met also nurtured ambition related to
the creative field. It was also striking how the youth of Delhi belonging to disadvantaged
communities are steadfastly refusing to be drawn into jobs that are perhaps within their reach
drivers, electricians, plumbers, security guards, housekeeping but do not match their aspirations.
Self esteem is a major issue among the disadvantaged youth of Delhi. The aspiration to climb up the
ladder is amplified by the statements such as we do not mind discipline and hard labor but do not
like to receive rough treatment. The girls do not want to become maids because of bad treatment
meted out to them. They are not keen to work in places like jewellery shops even though they may
pay well because of concerns that they may be blamed for stealing.
On the other hand, there is a clear lack of preparedness of most youth in terms of not possessing the
qualifications, knowledge, skills and the grooming to get jobs that may match with their aspirations.
This is creating the problems of unemployment and associated frustrations. While illiteracy is very
low, most young people having studied up to secondary (57%) or higher secondary level (25.9%)
and the number of graduates is also quite low (8.1%). Almost none of them possess the professional
qualifications. There is a clear gender stereotype attached to the occupations practiced. Only 12%
girls are working as retail sales executives, which is the only common occupation between males
and females. Retail sales also happen to have the largest share in occupations, but more among
1

Source: Economic Survey of Delhi, Government of Delhi 200506

male youth (almost 50% of them) than female youth. Salaries being earned currently by those who
work are generally in the range of 1000 6000 rupees. Efforts to acquire skills are made by the
youth themselves, although many of these skills do not lead to jobs due to not being as per the
market demand or of low quality. The youth are very clear about their unmet needs and have clear
expectations from the NGOs. Most of them expressed the need for information, training, English
speaking and communication, personality development, placements. Quite a few groups also
expressed the need for financial support.
A participatory rural appraisal (PRA) exercise was conducted to understand the mobility pattern of
the youth and to find out restrictions if any. While all the boys had unrestricted and unaccompanied
mobility, travelled for long distances in the city transport buses and there was a general willingness
to travel long distances for training and work, the girls, particularly those from the rural areas, such
as in Najafgarh, had restricted mobility. The girls generally had greater influence of their parents
and siblings on deciding their careers. It must be noted that a large number of girls had expressed
aspirations of quite gender stereotypical occupations of tailoring and teaching. Also quite a few girls
expressed that they would prefer to work from home. In addition, lesser number of girls had higher
education and also faced social pressures and sanctions on jobs, mobility and pressures to leave /
change jobs after marriage. The above facts clearly highlight that the parents of girls need to be
taken into confidence while planning interventions with them. It is also important that rather than
strengthening the stereotypes, the girls should be both challenged and supported to choose newer
career options.
While 100% sector managers contacted during the study said that their requirement of human
power is met, most of them are not happy with the quality of human resource. Only 5 (about 22%)
sector managers said they are able to employ the youth from marginalized communities. Rest 17
(about 88%) said they did not. Only 5 sector managers said that the youth from bastis and slums are
prepared and capable for working in their company on middle level positions (Sales executives,
trained technicians). Instead majority of them think that the youth of slums and bastis are suitable
for jobs in the housekeeping, security and skills such as electricians, plumbers, mechanics. It should
be noted that the aspirations of the youth do not match these perspectives. Youth are considered
prepared for jobs such as that of sales / customer care executives in the view of those few managers
who are having Corporate Social Responsibility programs of providing youth from marginalized
communities with employment or belong to businesses run by the social sector.
The study made deeper enquiry with the sector managers to find out the types of jobs that fit the
profile of youth from underprivileged backgrounds, match the aspirations of the youth as well and
yet do not require English. There are possibilities of jobs in the retail and also hospitality sector
where low proficiency in English will be sufficient and there are other jobs, even in retail sector
where no English is required. In hospitality sector, while customer interface in highend hotels
would require proficient English, there are other fast food or coffee chains that require only
moderate levels of English. Similarly, the jobs in health sector, beauty culture, gems and jewellery,
food processing, telecommunication and BPOs dealing with financial sector back office functions do
not call for spoken English. Meetings and interviews with the workers currently working in the high
8

growth sector revealed that 44% had only workable skills related to their job and 15% did not have
the requisite skills related to their jobs. It is striking to note that a large number i.e.71% of youth do
not have computer skills despite they being so essential in todays life and work environment. The
workers also shared their views about the good and bad aspects of the job in their sectors which
helped in short listing the potential sectors of employment for the youth.
The feasibility of the sectors for employment has been assessed based on parameters of possibility
of growth in the sector, jobs available that match the qualifications and aspirations of the youth,
salary, trainings that can be provided by the NGOs or the youth may be supported for their training
in private institutes, training needed that is not of very long duration, acceptable / non abusive
working conditions and only workable English or no English needed.
The retail and hospitality sectors are the most feasible for employability, especially on the jobs of
sales / customer care executives. It is a high growth sector. There are jobs available for
undergraduates which meet the aspirations of youth. The starting salary of Rs. 4000- 6000 is
moderate but definitely not the lowest. The salaries can rise up to Rs. 8000 within 2 years and up
to Rs. 10,000 for better performing candidates who grow into managerial positions. The working
conditions are generally good. It requires short to medium term training. The training modules
are available with best practice institutions. The corporate sector organizations may be willing
to contribute in the module and curriculum development and also in the training process and
ultimately in recruitment.
Customer care and sales executives are required in the retail or customer care functions in other
sectors such as telecommunication, garments sales, gems and jewellery retail outlets and health.

The jobs in IT sector, particularly those of back office functions are also a feasible option when seen
in relation to the parameters.
Jobs in other sectors such as Aviation, Food Processing and Apparel manufacturing are not so
feasible because they need either very high end or very low end jobs, requirement of English,
working conditions are not very good and jobs are technical and require certificates and specialized
training.
In case of creative opportunities, the option is of jobs in gems and jewellery sector of jewellery
designers and gemologists for which short courses of two to six months are required, although
there is an element of fees. So is the possibility of training for technical jobs in the Health sector,
such as bedside nurses, X ray and laboratory technicians. This will also invariably require fees. It
may be useful for Youthreach to explore possibilities of developing a mechanism of providing loan
to the youth for meeting the fees requirement with sufficient safeguard mechanisms for the
recovery of loans.
The study reveals that the other creative options/opportunities are in art, theater, photography and
music. There is a growing market and some youth in the analysis also make a clear choice for such a
creative option. Yet the emphasis must be on quality and not the numbers in the creative options.
9

Some of the challenges that will need to be overcome to ensure employability of the youth are
reform of NGO training programs in terms of doing market analysis, appropriate selection of trades
matching with the aspirations of the youth and provision of soft skills, language skills and computer
training. Finally there has to be a strategic effort for the placement of youth and the post placement
follow up. Some of the best practices that need to be replicated are Approaching youth and
employability program with a business outlook instead of charity approach; Making the trainer
responsible for employment of the students and incentivizing the trainer; Identifying the trades
suitable for a given location; Sourcing the trainees in an aggressive manner; screening the
candidates thoroughly; Inducting the candidates systematically; Career counseling; Setting clear
and professional standards of training; Ensuring quality of trainers and trainings; Monitoring
quality of training; Life skills, language and computer skills; Engaging with potential employers
during and after the training dealing with them in a business like instead of charity seeking
manner; Post placement follow up; Students alumni; Website for employer employee interface and
Training the employees for next higher levels of jobs for ensuring constant career growth.
The study has amply revealed that the challenge at the level of the youth is with regard to their
preparedness in terms of their employment related skills and soft skills and being level headed. The
above points were discussed with an expert group together with the findings of the study. The
expert group confirmed the strategies proposed to them. Linkages and working relations /
negotiations with the corporate sector was accepted as a very important and attainable part of the
strategy. It was emphasized that the process with the corporate sector will have to be that of
ongoing engagement and not one off events. To ensure that interventions are made in a gender
balanced manner, strategies will have to devised to ensure that young women have facilitative
rather than inhibitive conditions and also benefit from employability programs.
The creative options/opportunities will call for linkages with possible mentors under whom the
trainees may be placed as apprentices.

10

PART I:
INTRODUCTION TO THE STUDY &
METHODOLOGY

11

CHAPTER 1:
Background and context of the study
Founded in 1997, Youthreach is an NGO which seeks to inspire individual and collective
transformation to create positive social change. Youthreach creates awareness on social
and ecological issues to inculcate a culture that is rooted in self reflection, sensitivity and
participation. We create opportunities for individuals and organisations to contribute time,
energy, skills, materials and financial resources in response to critical community needs.
Youthreach currently partners with 94 nonprofit organisations across 9 states in India
working with disadvantaged children, youth, women and the environment. Through its
programmes, Youthreach seeks to bridge parallel worlds, by spreading awareness on social
issues and creating highly leveraged programmes enhancing the impact and spread of the
work that partner NGOs are involved in.
Youth have for long been recognized as the most vital section of the community. However,
youth face a major problem of unemployment, coupled with a system that does not
adequately prepare them to fill the jobs that are available. According to projections by
Indias Planning Commission, nationwide unemployment has increased from 9.21% in
2002 to 10% within the five years, despite the fact that the Indian economy is growing at a
tremendous pace. Unemployment among youth in both rural and urban areas is higher
than for the rest of the population as a whole. With job shortages on one hand and an
insufficiently qualified workforce on the other, coupled with the population explosion of
the last 25 years, India's problems have only grown more complicated.
Indian human resource managers frequently lament the lack of qualified applicants, while
millions are either out of work or underemployed in daily or short term unskilled labor.
Many young people also aspire for government jobs, rather than accepting well paying jobs
in the service sector, which is perceived to be less prestigious. Many young people do not
know how to go about seeking jobs, and believe that the system is biased towards those
with connections. Young people often do not have the basic skills needed to qualify for the
jobs available. Office and service related jobs require both hard and soft skills such as
English language ability, teamwork, initiative, and problem solving. Some manufacturing
and construction industry employers are also beginning to look for soft skills as well as
specific technical skills in their particular area. Outdated teaching methods and curricula
in the formal school system as well as many of the vocational technical institutes coupled
with high dropout rates in many areas mean that many young people are not equipped for
the job markets of today.
Youthreach has been working in the area of skills training & employment, supporting and
working with various partners in different cities, particularly Delhi. Yet it seems that there
12

is much more potential for employment for the disadvantaged youth, particularly taking
into account the tremendous growth in business that is yet to be fully tapped for this
purpose. The reasons may lie in lack of knowledge about the various growth sectors, the
focus of technical education being more on conventional opportunities for employment and
also the youth not equipped with soft skills. Increasingly Youthreach is also realizing that
the youth lack exposure to various employment options to make informed career decisions
& do not have access to trained and trusted individuals to guide them in this direction.
Although Youthreach has developed training modules on soft skills but has not been able to
bring these modules together in a consolidated manner and offer to children/youth.
Youthreach also believes that tremendous opportunities lie in creative fields. Some of the
unexplored areas have been those based in creative art.
Youthreach, in partnership with Sir Ratan Tata Trust, is making an effort in this direction;
to address youth unemployment in Delhi NCR. As the first step, immediately after setting
up an Advisory Board to steer the programme; it was decided to conduct an in depth
research study in Delhi National Capital Region. In addition to focusing on the skills and
training options and garnering best practices, one of the key recommendations from the
study was to be to look at how Youthreach could add value to the work happening in skills
training & employment area currently.

13

CHAPTER 2:
Objectives and Methodology of the study
2.1.

Study Objectives

Objectives of the study were the following:

Possible sectors for which the youth may be trained, including the creative options
was to be identified based on the potential of employment in the sectors of growth,
working conditions, aspirations of youth and the trainability of youth.

Best practices in the field of youth and employment were to be identified for their
integration into the program intervention strategy

Possibilities of the corporate sector involvement were to be explored and corporate

sector managers were to have approved of the strategy of ensuring employability of
the youth.

Specific actions that were to be performed were:

1. To map potential high growth sectors2 in Delhi NCR. The mapping included, inter
alia, trends of demands for workforce, kinds of workforce (in terms of skills)
required, other expectations (apart from skills) from the desired nature of
workforce. High growth sectors are identified based on higher opportunities not
only now but also in the next three years.
2. To particularly explore the creative /art options for possible opportunities.
3. To identify companies/ opportunities in these high growth sectors with non
English/ bilingual opportunities.
4. To gather information from the companies on their employment policies &
processes and CSR programmes they have engaged themselves in so far and plans
for the future.
5. To profile workforce context in Delhi NCR and identify specific gaps between the
needs of the specific sectors that have been identified and the available workforce.
2

The term sector here means any particular sector within any of the three main areas of business which are
manufacturing, trading or service. Some of the examples of sectors may be retail, courier service, security service,
logistics, catering, hospitals/ health care, transportation, equipment repair, selling of equipment, food processing,
printing etc.

14

6. To interact with representative (disadvantaged) youth in Delhi NCR and present the
following:
a) Profile of the youth in Delhi NCR (drawn on basis of samples of the
communities where partner NGOs work).
b) An overview of the existing skills and the gaps.
c) Expectations of the youth visvis jobs and salaries.
d) Needs analysis in the areas of career counselling, IT, communication,
technical skills and life skills (based on Youthreach module).
7. To identify & document lessons learnt and best practices/ learnings in the area of
youth training and employability, including from the nodal centers if any.
8. To list and evaluate successful and quality training institutes and service providers.
9. To profile existing vocational training programmes in the organizations and in the
specified geographical spread.
10. To recommend/ create a framework programme plan for implementation.
11. To concretize recommendations by finalizing potential opportunities that are best
fit between the profile of the youth and the identified sectors based on the findings
of the study, to discuss & critique upon the existing models in the field of skills
training programme, to engage with the participants and create newer models for
engagement in the skills training & employment area in the formal sectors &
creative fields, to involve the participants through group work and create
frameworks for long term programme, to discuss ways of engaging with the
business leaders.
12. To engage civil society with business leaders as part of this workshop to develop the
framework.
2.2.

The Outcome of the study was to be a report including the following:

A. Identified 5 high growth sectors including the possibilities in the creative options &
opportunities.
B. Identified 10 companies/ opportunities in these high growth sectors with non
English/ bilingual opportunities.
C. Employment policies & processes and CSR programmes (on going and plan for the
future) of the identified companies in the high growth sectors including in creative
arts.
D. Profile of the workforce context in Delhi NCR with specific gaps identified between
the needs of the identified sectors and the available workforce.
E. Profile of the youth in Delhi NCR.
15

F. Lessons learnt and best practices in the area of youth training and employability,
including from the nodal centers if any.
G. List of successful and quality training institutes and service providers.
H. Recommendation for the framework for program implementation.
2.3

Methodology

It was agreed that out of 5 sectors to be studied in detail, one will be exploring creative
opportunities. Out of remaining 4 sectors, at least 2 sectors to reflect a non English
medium. The target group included youth of the community with different educational
levels and also street and youth at railways platforms. As part of the NGO visits, discussions
were held with the NGO leadership, staff and the target group. One of the key aspects
mapped during the visit to the NGO was to reflect on the relevance of vocational training
programme, its success and failure rate and to what extent it addresses the needs of the
emerging market.
In terms of short listing the 5 key sectors (including the creative options & opportunities)
for detailed study, the process followed was:
1. Identification of 10 growing sectors/ individuals through review of literature,
engagement with the private sector, federations of businesses like CII, FICCI, etc.
2. Undertook youth profiling.
3. Match the youth profile and the 10 sectors & opportunities and based on analysis
shortlisted 5 sectors for detailed mapping including the creative options.
4. Undertook the detailed mapping of shortlisted sectors/ options.
5. Identified specific needs to equip the target groups to get absorbed in the 5 sectors.
A participatory and inclusive methodology was ensured during the course of the study.
This approach was adopted aiming at maximum involvement of various stake holding
groups including the youth and other relevant stakeholders.
The research was coordinated and steered by an Advisory committee which was formed by
Youthreach. ASK team closely coordinated with the Advisory committee and updated them
on the progress of the study.
The study relied on both primary and secondary data collection techniques. Secondary data
was collected through available statistics and studies. Different methods and tools were
used in the interactions with different stakeholders to ensure collection of data. The tools
used are attached as annexes. These included the following.

Semi structured in-depth interviews for which specific interview guides were
developed for the various stakeholders. These tools were administered and data
was compiled and analyzed. Interviews were conducted with all the respondents
other than the youth and street children.
16

Participatory appraisal methods were used with youth and street children. The
methods and exercises used with youth and street children included:

Employment mapping to identify number and percentage of youth employed, the

type of sectors in which the employment is available, levels of income, perceptions
about the job)

Skill Inventory to identify the skills available among the youth in a community
and which of those skills are being put to use for earning money.

Income and Expenditure Pattern Exercise to identify the spending patterns of

the youth and a comparison of the income and expenditure (heads of expenditure,
amount of money spent in needs, leisure and entertainment, sources of income to
meet the expenditure).

Credit mapping - to identify if the youth are borrowing money then for what
purpose, how much, how frequently, source, rate of interest, pay back time.

Mobility Patterns to understand the level of mobility of the youth within and
outside the community as well as how much they are currently and willing to travel
for training and for employment?

Daily Schedules to understand the life style of the youth, the places they frequent,
the time they spend in different activities, the ratio of time spent in earning a living
visvis time spent in other activities, engagement in volunteer work, etc.

Gender balance was maintained by having separate discussions with both boys and
girls.
Certain ethical issues were also taken care of while conducting the study with youth and
other respondents such as:

Respondents were not put under any pressure to participate in the study.

Interviewers remained sensitive to the emotional responses of the respondents.

Respondents were given the option to end the discussion at any stage.

17

PART II:
FINDINGS OF THE STUDY

CHAPTER 3:
Employment Scenario Global, National and in Delhi NCR
18

3.1.

Global scenario

The global employment and unemployment situation according to the World Employment Report
was as follows:

25 to 30 percent of the employed labor force were under employed.

A large number of young people in the age group of 15 and 24 (around 60 million in
1997) were continuously in search of work i.e. unemployed.

Few important conclusions which emerged from the above report were:

There was limited demand for unskilled and less skilled labor.

There was increase in demand for skilled labor on account of technological

development and up gradation and changes in the organization of work.

There were problems in maintaining continued employability of labor force.

There was demand for multi skilling.

Some of the important strategies recommended in the World Employment Report were:

3.2.

Timely investment in skill development and training at enhanced level for the next level
of skill and employment.

Enhancement of education and skill level of workers.

Responsive training system.

Need for effective partnership of all stake holders.

National

scenario...

According to R.R Rao, Managing Director, IMaCS (May 2008), the share of tertiary sector for
the whole India in 2005 06 was 54%. He further went on to project the creation of 130 to
140 million jobs, 30 to 32% of which will be for skilled persons with schooling plus vocational
training. The share of tertiary sector in Delhi economy has been already very high at 77.3%
(Statistical Handbook, Department of economics and statistics, Government of Delhi).

Skill and employability levels in the country

Unemployment rate in India, even in the post liberalization period has remained high. In
1999 2000, it was 2.23 percent of total labor force.
Currently, according to R.R Rao (May 2008), only 30 to 40% students are employable. Only
44% of employed people are literate. In 20 to 24 years, only 5% have received vocational
skills. 70 to 90 % in the undergraduate level are unemployable.
19

According to the report by the Special Group headed by Dr. S.P. Gupta, Member, Planning
Commission The overwhelming majority of the work force, not only in rural areas but also
in urban areas, does not possess any identifiable marketable skill. In urban areas, only
about 19.6% of male and 11.2% of female workers possessed marketable skills. Whereas,
in rural areas only about 10% of male and 6.3% of female workers possessed marketable
skills. Most of the job seekers (about 80%) in employment exchange are without any
professional skill.
The report goes on to state that only 5% of the Indian labour force in the age category 20
24 has vocational skills obtained through formal training whereas the percentage in
industrialised countries is much higher, varying between 60% and 80%, except for Italy,
which is about 44%. The percentage for Korea, which has recently been categorized as an
industrialized country, is exceptionally high at 96%. The developing countries have
percentages which are significantly lower than the developed countries, but they are still
much higher than India e.g. Mexico at 28% and Botswana at 22%. Differences in definition
may make intercountry comparison somewhat unreliable, but the level in India is clearly
far too low.
In order to facilitate employment in the country, it was considered necessary to reorient
the educational and training systems towards improving its capability to supply the
requisite skills in the medium and long term, and introduce greater flexibility in the
training system so as to enable it to quickly respond to labor market changes in the short
run. The need for coordination among central and state governments, NGOs and private
bodies was emphasized. Finally a greater involvement of industry in planning and running
the training system was considered necessary.

3.3.

Employment Scenario in Delhi

Economy of Delhi
The economy of Delhi is on the rise, thus raising hopes of employment possibilities. Delhi is
the most prosperous and fastest growing economy in India. Its economy has grown
consistently at an Annual Growth Rate of around 10 per cent. It is the principal business
and commercial center along with NCR (Gurgaon, Faridabad, NOIDA & Ghaziabad) in
Northern India. It is the largest consumer market in India. It has highest concentration of
household with average annual income of 110000 US $. Delhi has one of the best
infrastructures in the country. It is the 2nd most favored destination / city for Foreign
Direct Investment (FDI) in India. The key sectors attracting FDI are telecommunications,
transportation, electrical equipments, software, services sector & hospitality. It is the 3rd
20

largest exporter in India, contributing 6.2% to Indias total exports. Delhi's per capita
income is more than double the national average. So it appears to be Advantage Delhi
with High growth and employment possibilities3.

Source: Economic Survey of Delhi, Government of Delhi 200506 and Website of Confederation of Indian Industries
(CII)

21

CHAPTER 4:
High Growth Sectors in Delhi
4.1.

Growth Sectors

The Higher possibilities are likely to be found in service & repair and retail sales than
in manufacturing as the industrial policy of the Government of Delhi lays less
emphasis, even discourages, the manufacturing activities largely due to pollution
issues.
In the background notes on the Industrial Policy of Delhi (September 2006), the
policy guidelines state that the focus of development of manufacturing sector in Delhi
need a change. Because of environmental and space constraints, Govt of Delhi would give
more stress on the growth of the tertiary sector rather than manufacturing sector. Govt.
would provide for avenues of setting up of manufacturing based industries with proper
incentivization in the neighboring areas to attract manufacturing activities outside Delhi in
the National Capital Region (NCR). Small scale industries also would be discouraged unless
they produce sophisticated goods and employ skilled labor.
The share of tertiary sector in Delhi economy has been already very high at 79%4. The
tertiary sectors comprises of retail and trade, hotels & restaurants, transport, storage,
communication, financing & insurance, real estate, business services, public administration
and other services, which has more employment potential than manufacturing and
repair service. The share of tertiary sector in Delhi economy has been already very
high as shown in the Figure 4.A below.
Figure 4.A: Share of different sectors in Delhis Economy

So the focus of employment programs should ideally be on the tertiary /service sector.

Source: Economic Survey of Delhi, Government of Delhi 200506

22

4.2.

Sub sectors of growth

According to the reports of Delhi Government, the documents of Confederation of

Indian Industry (CII) and as confirmed and substantiated by the senior managers in
the private sector, the sub sectors of growth in Delhi in the times to come are:
A.

Retailing & Leisure

As per CII estimates5,

`
`

`
`

The overall size of the retail sector in India is expected to touch US$427 billion by
2010 and US$637 billion by 2015.
Over 25 per cent of the country's super rich families live in Delhi. The state also has
the highest concentration of households with an annual income above US$ 110,000.
Its per capita income is the highest in Northern Indian States.
Food, Clothing & Entertainment account for over 40% of Delhi household
discretionary spending which provides a huge opportunity for retailing and leisure
industry.
Modern segment expected to account for 22 per cent by 2010, up from the present
four per cent.
Number of large scale retail and leisure / entertainment projects require huge
number of sales and customer service people, including retail telecom & retail
financial services.

` The skills of sales and customer services required in the retail sector also apply,
even though with relevant specialized information to the selling of financial
products of banks, insurance and other financial products.
B.

Travel & Tourism - (Hospitality Sector)

India's tourism and hospitality industry has emerged as one of the key sectors driving
the country's economy. India's tourism is thriving, owing to a huge surge in both
business and leisure travel by foreign and domestic tourists. According to the latest
Tourism Satellite Accounting (TSA) research released by the World Travel and Tourism
Council (WTTC) and its strategic partner Accenture, India's travel and tourism industry
is expected to generate approximately US$ 100 billion in 2008, growing at 7.3 per cent
and rising to US$ 275.5 billion by 2018 over the next ten years6.

5
6

For details refer to the website of Confederation of Indian Industries (CII) http://www.ciionline.org/
For details refer to the website of India Brand Equity Foundation (IBEF) http://ibef.org/

23

This rapid growth of India's tourism industry gets reflected in Delhi as well as
corroborated by the data below7:
` Trades, hotels and restaurants account for 18.7% of Delhis state domestic product
` 2nd most important destination for foreign tourists 15.3% of foreign tourists who
come to India visit Delhi
` Delhi has 70 star hotels, which include 24 5star deluxe and 5star hotels. Delhi's
hotel industry is also seeing fresh investment. Eden Park Hotels is investing US$22
million in the renovation of Qutab hotel, while US$ 34 million is being invested in
Kanishka hotel.
` The state government plans to further develop tourism through information
centers, pilgrimage tour packages and tourist sports complexes.
` Projected shortage of 26,000 personnel in hotels by 2010. According to a senior
sector manager, this shortage is grossly understated.

C.

Health Care
` India's healthcare sector has been growing rapidly and estimated to be worth US$
40 billion by 2012, according to Pricewaterhouse Coopers in its report, 'Healthcare
in India: Emerging market report 2007'. Revenues from the healthcare sector
account for 5.2 per cent of the GDP, making it the third largest growth segment in
India.
` Private health care market in India is projected to grow from 15 billion US $ to 33
billion US $ in next decade.
` Delhi has one of the best health care infrastructures in India and is the principal
center for advanced medical care in Northern India.
` 40,000 hospital beds (2005)40% contributed by the private sector.
` According to a joint study by the Confederation of Indian Industry and McKinsey,
Indian medical tourism was estimated at $350 million in 2006 and has the potential
to grow into a $2 billion industry by 20128. Delhi is well placed to garner a
substantial part of this potential market as the cost of medical treatment in Delhi is

7
8

Data Source website of Confederation of Indian Industries (CII) http://www.ciionline.org/

Finance Wire, July 2006

24

significantly cheaper than in the developed economies. It is estimated that many

highend treatments cost 6070 per cent less in India than in the United States.
Patients from over 55 countries visit Delhi for treatment of various specialties
leading to high demand for manpower.
D.

Apparels
A leading sector in the Indian economy, textiles contributes 14 per cent to industrial
production, 4 per cent to the GDP and around 17 per cent to the total export earnings. It
is, in fact, the largest foreign exchange earning sector in the country with India having a
3.54 per cent share in world export of textiles and 3 per cent in clothing exports. In
addition, it provides direct employment to over 35 million people. And with continuing
growth momentum, its role in the Indian economy is bound to increase.9
As per CII estimates10, production of apparels and dressing materials contribute about
38% of Delhis industrial outputs. Delhi is also an important centre for manufacturing
and sourcing of apparels for export. A number of large buying houses are located in the
city.
The presence of National Institute of Fashion Technology (NIFT) makes available
qualified manpower for the apparel industry in the city. Availability of quality
exhibition space and other marketing facilities are added advantages.

E.

Telecommunication and Information Technology enabled services (ITeS)

India is one of the fastest growing telecom markets in the world with an addition of
more than 6 million connections per month. The Indian telecommunications has been
zooming up the growth curve at a feverish pace, emerging as one of the key sectors
responsible for India's resurgent economic growth. India is set to surpass US to become
the second largest wireless network in the world with a subscriber base of over 300
million by April, according to the Telecom Regulatory Authority of India (Trai).11 FDI
inflow in Indian Telecom sector is the highest among all sectors with India emerging as
the telecom manufacturing hub. Year 2007 was the "Year of Broadband" in India.
Similarly, the Indian Information Technology enabled Services (ITeS), which started
with basic data entry tasks over a decade ago, is witnessing an expansion in its scope of
services to include increasingly complex processes involving rulebased decision
making and even research services requiring informed individual judgment. With the
ITeS sector poised to grow rapidly worldwide over the next few years, the Indian ITeS
industry is taking rapid steps to take advantage of this opportunity. The Nasscom
Deloitte study on Indian IT Industry: Impacting the Economy and Society says the

Data Source website of India Brand Equity Foundation (IBEF) http://ibef.org/industry/textiles.aspx

Data Source website of Confederation of Indian Industries (CII) http://www.ciionline.org/
11 Data Source website of India Brand Equity Foundation (IBEF) http://ibef.org/industry/telecommunications.aspx
9

10

25

IT/ITES industry's contribution to the country's GDP has increased to a share of 5.2 per
cent in 2007, as against 1.2 per cent in 1998. And with a growth of 27 per cent in 2007,
in 2008, the Indian ITES market is set to cross US$ 25.43 billion. Already, twentynine
Indiabased companies have recently been listed among the best 100 IT service
providers12.
The growth of IT has been well documented and the NCR region has been chosen as IT
hub by all major national and international companies. The industrial policy of
Government of Delhi clearly states, All out thrust on Information Technology Industry so
as to make Delhi, one of the major IT centers in the world. The growth and development of
IT Industry would be facilitated by providing necessary infrastructure support like setting
up of software technology parks, information technology institutes, net-working
infrastructure and other fiscal and non-fiscal incentives.
F.

Food Processing
India is an agririch country and the world's second largest producer of fruits and
vegetables. According to industry estimates, the processed food market accounts for 32
percent of the total food market which is valued at EUR 67.9 billion. The total exports of
the Food Processing Industry have jumped from EUR 4.7 bn in 200203 to EUR 13.8 bn
in 200607. The Ministry of Food Processing Industries (MOFPI) aims to increase
India's share in the global processed food trade to 3 percent in the next 8 years from 1.6
percent at present. India is well placed to take advantage of growing food trade due to
its strong agricultural base and become a sourcing hub for food products13.
The Food Processing industry is currently growing at 13.5 per cent as against 6.5 per
cent. The sector contributes 9 per cent of the GDP and there is tremendous scope to
increase this further. The sector has witnessed a massive reduction in taxes in last four
years resulted in only 5 per cent from earlier prevalent 40 per cent. Recently a
Processed Foods Outsourcing summitcumbuyerssellers meet was organized by CII to
explore and harness the untapped potential of the processed food segment. Over 30
global buyers were expected to be at the summit. The Government of Haryana proposes
to set up a food processing park within the NCR region.

Other sectors of growth are:

` Beauty culture due to high end lifestyle.
Automotive service and repairs due to ever increasing number of vehicles, all of
which require servicing and repairs.

Source: Findings of the NasscomDeloitte study on Indian IT Industry: Impacting the Economy and Society 2008.
Source: KPMG & FICCI Processed Food & Agribusiness Opportunities for Investment in India A Knowledge Paper
http://www.in.kpmg.com/pdf/Processed_Food_Final.pdf

12
13

26

CHAPTER 5:
Creative Options & Opportunities
In the creative options & opportunities, gems and jewellery emerges as a major area for
training and employment for youth.
The global gems and jewellery industry is on way towards a huge transformation. India has
many natural advantages to emerge as gems & jewellery hub of the world. India has the
largest and the best artisan force for designing and crafting jewellery in the world. There is
considerable scope of value addition in terms of capacity building at the domestic front,
quality management and professionalization.
India leads global consumption of gold at an estimated 850 tons annually, and has emerged
as the 6th largest consumer of diamonds in the world. India occupies top position in
importing, processing and exporting diamonds. With its cut and polished diamonds,
colored gemstones, gold jewellery, pearls, nongold jewellery and fashion jewellery, India
holds nearly 50% of the international market. As per CII and IBEF estimates, gems and
jewellery sector contributes nearly 18% in India's aggregate exports. It accounts for nearly
55% of the world's net exports of cut and polished diamonds in value terms, 90% in terms
of pieces and 80% in terms of carats. India now processes 85% of the world's polished
diamonds, far ahead of other competitors. Every 11 of 12 diamonds sold around the globe
are processed in India regardless of where these are mined. The industrial policy of the
government of Delhi declares the promotion of gems & jewellery industry through training,
R&D and infrastructure with development of a separate industrial estate. Besides IT
industry, the industrial policy plans the setting up of special economic zones (SEZs) for
making of gold/silver/platinum jewellery and articles. These special economic zones would
be specifically delineated duty free enclave and shall be deemed to be foreign territory for
the purposes of trade operations, duties and tariffs.
Other options in the creative opportunities are theatre, music, dance, photography and
visual arts. As mentioned earlier in the report; food, clothing & entertainment account for
over 40% of Delhi household discretionary spending on leisure and increasingly on fine
arts. Cultural centers are being promoted both by the government and the private sector in
Delhi and also the NCR region. There are increasing number of stores and galleries that
stock arts and artistic house ware. While numbers of possible employment are not
projected to be very high in most creative fields except gems and jewellery, yet young
persons who have artistic potential and inclinations have more openings today than ever
before.
27

CHAPTER 6:
Trends of Employment
Need for human power in all sectors was expressed by the sector managers, although
exact numbers were difficult to get. Some of the estimates and figures quoted by
some sector managers are in order:

The official figures quoted for the shortage of workers is 26,000 in the hospitality
sector by 2010. A senior sector manager commented that even this figure may be
understated.

Caf Coffee Day requires 15 to 20 counter sales personnel in Delhi every month in
view of their rapid expansion across the country.

The apparel industry within Delhi and NCR projects a requirement of 1500 2000
workers monthly.

50 technicians are required across different Hero Honda service stations in Delhi
NCR region annually

125 sales executives required in Westside stores in Delhi NCR region every year.

At Airtel, one year intake ranges from 7 12 per outlet and there are 3000 Airtel
outlets and franchises spread in Delhi. As far as the entire sector is concerned the
requirement average is 4 5 per outlet. The total requirement in the telecom service
sector averages to around 12,000 15,000 approximately. The attrition rate in the
sector is high.

For Reliance Fresh, 1014 graduates are required per year with girls given
preference as sales executive. Here also youth change jobs frequently. The total
outlets would be around 2000 across the country and the average intake per outlet
would be 3 4 and hence the total requirement averages to around 8000 10,000
approximately.

Fortis hospital: The total requirement for the coming year would be around 20 at
the levels of service coordinators and data entry operators. For the hospital
industry, the total requirement would be around 300 per year for all the leading
hospitals. The source for this information is the HR meeting which was held
between the partners.
28

Haldiram requires 10 to 12 persons every year in each of its outlet in Delhi NCR

Mother dairy: requires around 200 250 people every year each for milk shops and
vegetable shop.

Fabindia projected a requirement for 10 to 15 people across their different stores

for the next one year.

1000 people required every year in gems and jewellery sector in purchase, sales,
design (Source: Institute of Jewellery design, Okhla)

100 students trained every year with 100% placement as gemologists in a training
center called as Diamond Bureau, Karol Bagh.

An organization called Team Work, engages around 150 youths in different creative
opportunities every year in puppet groups, photography studios, media production
houses.

All the above mentioned requirements of human resources amply highlight the
possibilities of employment for the youth in the economic growth sectors.

CHAPTER 7:
Status of Youth
Ye Kaisa daur hai saqi, ye kya taqseem hai saqi, Kahin sagar labalab hain, kahin khali
pyale kain Qaifi Azmi

29

(O God, Is this Justicewhile some have cups filled to the brim, others stare at their
empty chalice)
Is chamchamati Dilli ke dil mein hamare liye bhi kya thodi si Jagah hai? (Is there a little
space for us too in the heart of this sparkling Delhi? was a question asked by a youth
desperate who so far has been unsuccessfully trying for a job. He typified the pain and
frustration of a number of youths who are seeing the world move around them at a hectic
pace and seemingly leaving them behind.
The most striking aspect of the discussions held with the youth was the high level of
aspirations they nurture of jobs that will make them break the shackles of poverty and
enable them to climb up the social ladder. It was also striking how the youth of Delhi,
belonging to disadvantaged communities, are steadfastly refusing to be drawn into jobs
that are perhaps within their reach drivers, electricians, plumbers, security guards,
housekeeping but do not match their aspirations.
On the other hand, there is a clear lack of preparedness of most youth in terms of not
possessing the qualifications, knowledge, skills and the requisite personality to get the jobs
that may match with their aspirations. This is creating the problems of unemployment and
associated frustrations.
7.1.

Aspirations of Youth

The job opportunities available must match the aspirations of the youth for satisfaction and
retention in the same.
As can be seen in the Table 7.A below, the aspirations of youth are quite high. Several of
them aspire for top level professions in the society such as doctors, engineers, management
professionals and chartered accountants. These aspirations in several cases look
unrealistic, considering their education profile which in some cases is only up to
graduation. There are others who want to be in retail sales or work in a BPO which are
vocations that may match their aspiration as well as the preparedness may be achievable.
Gender stereotypical career aspirations are visible. Large number of girls prefer to be
teachers, tailors, beauticians and fashion designers. Large number of male youth aspire to
be computer engineers. However, largest is the number of those youth who have not yet
thought about what to do.
Table 7.A: Employment Aspirations of Youth
Ambition

Male

Female
30

Total

Computer engineering

46

23

69

Teacher

60

68

Tailor

Nil

41

41

Beauty culture

Nil

32

32

Fashion designing

22

23

Businessman

13

18

Doctor

14

Hotel management

11

12

Retail sales

10

13

IT jobs

11

Nil

11

Armed forces

10

Havent thought

45

43

88

Others*

79

36

115

Total

245

283

514

*Others are less than 8 for any given profession out of 539 and these include cricketer, police, chartered
accountant, government jobs, driver, mobile engineer, social worker, motor mechanic, reporter, cable
line operator, travel agent, pilot, dentist, lawyer, media person, marketing, human resource manager,
management professional.

Self esteem appears to be a major issue among the disadvantaged youth of Delhi. The youth
are not willing to work in small industrial zones, as they are unsafe and polluted, less
payment of wages, late payment of wages & poor infrastructure. They are not willing to
work as waiters as they perceive they will get bad image. They also do not want to become
drivers. There are very few who have an ambition of becoming drivers, electricians,
plumbers, security guards, housekeeping. The aspiration for climbing up the ladder is
amplified by statements such as we do not mind discipline and hard labor but do not like to
receive rough treatment.
Girls do not want to become maids/ house keepers because of bad treatment meted out to
them. They are not keen to work in places like jewellery shops even though they may pay
well because of concerns that they may be blamed for stealing.
31

Among the girls, other options were: police, chartered accountant, management
professional, government job, air hostess, reporter, naval forces, pilot, media person.
Aspirations related to Creative fields
A fairly significant number and percentage of youth (4.6 %) have creative ambitions. This is
important to note since the youth employability program should not try to rope them into
an employment sector which is not of their choice. Instead it is important for the program
to create opportunities so that the aspirations of the youth can be met.
Table 7.B: Aspirations related to Creative fields
Ambition

Boys

Girls

Total

Artist

Dancer

Web designer

Actor

Singer

Photography

Animation

Movie editing

TOTAL

16

25 out of 539 (4.6%)

Influences that help form the aspirations

In response to a question on how did they get to nurture a particular aspiration and who
was the influencing factors, the responses were as below:
Family background
Influence from family
Influence from siblings
Influence from parents
Information from parents about people who are well placed
Influence from peers
Influenced by actor / film stars

32

7.2.

Major stakeholders who influence life

When asked who are the positive influences and negative influences, the responses were as
below by the different groups.
A. Positive influences

Parents, friends, teachers, siblings, doctor, neighbor, NGOs, coaching influence.

B. Negative influences

7.3.

Unsocial elements, country wine shops, some staff in NGO (example: Mali), gambling
groups, local political leaders, drug peddlers, boys who do not go to work or study,
neighbors or relatives who try to influence the parents.
Education status

While illiteracy is very low, most young people have studied up to secondary (57%) or
higher secondary level (25.9%). Number of graduates is quite low (8.1%). Almost none of
them possess professional qualifications.
Table 7.C: Education Status of the Youth

Education Level

Male

Female

Total

To conclude: while working with the young, it will be extremely important to

work with their parents, friends, teachers and siblings

Illiterate

10 (1.8%)

Up to Primary level

23

14

37 (6.86%)

Up to Secondary level

150

158

308 (57%)

Higher Secondary

62

78

140 (25.9%)

Graduation

14

30

44 (8.1%)

Total

254

285

539

33

7.4.

Employment and other types of engagement

The primary data collection with 539 youth living in disadvantaged communities in Delhi
(slums, JJ colonies, resettlement colonies, village settlements) brought out a striking fact
that in a city which is growing at a fast pace and there are employers looking for good
quality human resource, only 13% youth are employed in the age category of 18 to 25
as enumerated in Table 7.D below. Another 12% youth are not doing anything gainful
presently. Others (62%) are still continuing studying or training of some sort. While this
may look normal, it must be noted that these are youth in the age group of 18 to 25, who

If the youth are to meet their aspirations, they must possess relevant qualifications
and training which is not the case right now.

due to their familys weak economic condition, are looking for jobs at this age.
Table 7.D: Engagement Patterns of the Youth
Type of Engagement

Male

Female

Total

Studying
Training
Studying & Training
Working
Studying & Working
Training & Working
Not engaged in any of the above
mentioned activity
TOTAL

144
6
41
27
7
29

83
59
69
19
15
3
37

227 (42.1%)
65(12%)
110 (20%)
46 (8.5%)
22 (4%)
3 (0.5%)
66 (12%)

254

285

539

7.5.

Occupations

34

In keeping with their aspirations and the work/jobs they do not like to do, none of the
interviewed youth were employed in physical labor and base level skilled workers such as
electricians, plumbers and mechanics.
There is a clear gender stereotype attached to the occupations practiced. Only about 12%
girls are working as retail sales executives, which is the only common occupation between
males and females. Retail sales also happen to have the largest share in occupations, but
more among male youth (almost 50% of them) than female youth.
Salaries are generally in the range of 1000 6000 rupees.
Table 7.E: Occupation Patterns of Youth

Occupation

Females

Males

Wages per month in

rupees

Retail sales executives

14

3000 6000

Data entry operators

2000

Own business

Incomes not specified

Engineers

15000

Photography

7000 10000

Private Tutor

1000 4000

Sewing and tailoring

11

700 5000

Teachers

10

1000 5000

Beautician

10

1000 5000

Nurse

3000 5000

TOTAL

38

33

71 (total youth working)

7.6.

Percentage of skills that are put to use for income

A question was asked only with a smaller sample of 59 youth about the source of
training. In this sample, 40 (66%) received the training from source other than NGO and
only 21 received it from NGO (33%). Further while only 46% of skills gained from sources
other than NGOs are put to use, as much as 71% cases of skills acquired through NGOs have
been put to use. But the proportion of people who are trained by NGO is only half of what
35

has been trained from other sources. This clearly shows that the youth are trying to get
some or the other training for themselves. On the other hand, when such trainings are
acquired from informal means, it does not always come to use.

7.7.

Skills acquired

The question of the main skill acquired was asked from all 539 youth with results as
mention below:
There are very few respondents who have received training on trades that are matching
with the sectors and jobs in demand such as hospitality management and customer
relations. Most other of the above mentioned trades are conventional for which demand is
less in the market. Almost 30% have not received any training. Another 20 % have received
training in computer basics which by itself may not fetch them any jobs.
Table 7.F: Skills acquired by the Youth
Type of Training

Male

Female

Total

No training received

118

41

159 (29.4%)

Computer basics

68

41

109 (20.2%)

Beauty culture

68

69

Tailoring

63

65

36

Sewing

27

29

Spoken English

15

Martial arts

14

14

Hospitality management

10

14

Photography, customer relation,

fashion designing, painting, life skills

11

24

35 (between 5 to 10 for
each trade)

Motor Mechanic, cooking, yoga, arts,

cartoon making, embroidery, peer
educator, sports, theater, web
designing, self defense, mehendi,
mobile repairing, compounder, media
workshop, driving

18

12

30 (between 1 to 5 for each

trade)

Total

253

286

539

7.8.

Expectations from the NGOs

Figure 7.G below clearly shows that the youth are very focused in terms of their
expectations from the NGOs. It also clearly highlights that the youth know what they are
lacking but the NGOs that are not always able to fulfill the needs of the youth. As many as
43 groups out of those contacted said they need information dissemination. Significantly
large number of groups also expressed the need for information, training, spoken English
and communication, personality development, placements. 17 groups expressed the need
for financial support.

37

Figure 7.G: Expectation of Youth groups from NGOs

7.9.

Mobility Pattern social constraints with girls

A PRA exercise of mobility mapping was done with the youth which explored aspects such
as the distance traveled, frequency, alone or in company, with or without permission and
the purpose of mobility. There were some differences noticed in the extent of mobility of
boys and girls. All the boys had unrestricted and unaccompanied mobility, for long
distances in the city transport buses. There was a general willingness to travel long
distances for training and work, although there would be a concern if travel would be for
long distance for trainings due to fund shortage.
On the contrary, the girls, particularly of the rural areas, such as in Najafgarh, had
restricted mobility. This would be mostly close to home going to friends place and
neighborhood market. They would usually be accompanied by someone, even when going
to daily market. The girls had no mobility for recreation. Up to 90% girls did not work
outside the home in rural areas. Yet this was not true for all rural areas. For example, the
girls from Badarpur on the Faridabad border and in Dundahera did not have such
restrictions on mobility. The girls from Badarpur traveled fair distances for going to college
or also to the market. If the girls from Dundahera did not go very often out of their homes,
it was more due to poor public transport than for social reasons.
38

The girls generally had greater influence of their parents and siblings on deciding their
careers. It must be noted that a large number of girls had expressed aspirations of quite
gender stereotypical occupations of tailoring and teaching. Also quite a few girls expressed
that they would prefer to work from home.
Lesser number of girls have higher education and also face social pressures and sanctions
on jobs, mobility and pressures to leave / change jobs after marriage.
{ Girl drop out is much higher than boys
{ Total Male drop out23
{ Total Female drop out62 (72% of total drop outs)
{ Drop out is high at school level itself
{ Drop out at school level68 (16 M, 52 F)
{ Drop out at +2 level16 (7 M, 9 F)
{ Drop out at college level1(F)

The above facts clearly highlight that the parents of girls must be taken into
confidence while planning interventions with them. It is also important that
rather than strengthening the stereotypes, they should be challenged and girls
should be encouraged and supported to choose newer career options

7.10

Credit / loan requirement

The PRA exercise on credit mapping highlighted the following facts:

Most youth receive money or borrow money from parents, friends up to Rs. 1000/
39

Selling household waste is a source of income for the young.

Amounts borrowed are small.

Some youth get stuck with neighbors, jewelers who have to borrow money from
them on high interest in urgent situations.

Most youth do not borrow money on interest. Those who have begun to work
borrow money for purchase of vehicles, mobiles, household goods but have
difficulty in getting it from banks for want of collaterals especially if their
employment is not with formal organisations which do not provide certificates of
employments.

40

CHAPTER 8:
Perspective of Sector Managers on Youth employability
The draft on National Policy on skill development (May 2008) states in its preamble -In
recent years the Indian economy has shown a remarkable acceleration in economic growth.
However, as the Indian industry grows and competes internationally, it is faced with the realization
that the availability of requisite skills - in terms of nature, quality and numbers - is beginning to emerge
as a major constraint. Our base of skilled and knowledge workers is particularly narrow. It has been
noted at the highest levels that, in order to sustain a high level of economic growth, it is essential to
have a reservoir of skilled and trained workforce.

The above statement is corroborated by the study. 100% sector managers who were
contacted said that their requirement of human power is met. But most of them are not
happy with the quality of human resource. Only 5 (about 22%) sector managers said they
are employing the youth from marginalized communities. Rest 17 (about 88%) said they
did not.

Jobs those are available or not available for the youth from poor background, as can be
seen in the Table 8.A below, are largely based on the perception about their qualification
and background, which is generally considered to be less.
Do the youth from poor community
join?
NO
41

Jobs for undergraduates

Air hostess

Asst. sales mgr.

Cabin crew
Cargo staff
Checker
Compounders, nurses
Lab, xray, OT technicians
Marketing personnel
Office Assistant
Operator
Quality control
Spotter
Support staff
Beautician
Catering staff
Data entry operator
Designer
Floor incharge
Floor manager
Hair dresser
Lineman
Managerial staff
Marketing exe.
Mobile technician
Pedicurist and manicurist
Paramedical staff (nurses)
Sales assistant
Sales exe.
Sales girls
Sales man
Sales person
store person
Vendors
Workshop incharge

Yes

Only 5 sector managers said that the youth from bastis and slums are prepared and capable
for working in their company on middle level positions (Sales executives, trained
technicians). Figure 8.B below enumerates the preparedness of youth.

Figure 8.B:

42

Instead they think that the youth of slums and bastis are suitable for jobs in the
housekeeping, security and skills such as electricians, plumbers & mechanics. It should be
noted that the aspirations of the youth do not match these perspectives. Even if it can be
seen that youth are considered prepared for jobs such as that of sales / customer care
executives, this is the view of those few managers who are either having CSR programs of
providing youth from marginalized communities with employment or are belonging to
social sectors such as the Director of Holy Family hospital. The responses of sector
managers related to specific job designations are presented below.
Table 8.C: Are the youth prepared for different Jobs? Yes/No/Both
Are the youth
prepared?
No

Jobs for undergraduates

Air hostess
Asst. sales mgr.
Banquet
Cabin crew
Cargo staff
Checker
Compounders, nurses
Food prod.
Front office, receptionist
Lab, Xray, OT technicians
Marketing personnel
43

Operator
Quality control
Spotter
Beautician
Pedicurist and manicurist
Catering staff
Data entry operator

Yes

Hair dresser
Lineman
Mobile technician
Paramedical staff (nurses)
Sales assistant
Sales executive
Store keeper
Jobs with the vendor
Supervisor
The job related aspects that are found missing in the youth (for jobs for undergraduates)
are as below.
Table 8.D: Job related aspects

Jobs for undergraduates

Air hostess
Asst. sales mgr.
Banquet
Cabin crew
Cargo staff
Checker
Compounders, nurses
Food prod.
Front office, receptionist
lab, xray, OT technicians
Marketing personnel
Operator
Quality control
Support staff
Technician

Aspects which are lacking

Lack of English communication and personality
Marketing skill and knowledge
Designing skills
Lack of English communication and personality
Lack of English communication and personality
Do not fulfill the skill criteria
Technical skill
Updated food processing skills
English knowledge
Require degree
Grooming, Presentation and communication
Do not fulfill the skill criteria
Monitoring Skill
Lack of English, communication and personality
Technical Skill
44

The missing aspects found in the youth, particular related to retail sector which has large
employment potential are the following:
Personality
Communication
English language
Computer skills
Grooming
Personal hygiene
Calm attitude
Flexible
Stable personality
The study made deeper enquiry with the sector managers to find out the types of jobs that
fit the profile of youth from underprivileged backgrounds, match the aspirations of the
youth and yet do not require spoken English. There are possibilities of jobs in the retail and
also in the hospitality sector, where low proficiency in English will be sufficient and there
are other jobs, even in retail sector where no spoken English is required. This list is
presented below in Table 8.E.
In hospitality sector, while customer interface in high end hotels would require proficient
English, there are other fast food or coffee chains that require only moderate levels of
English. Similarly sectors such as healthcare, beauty culture, gems and jewellery, food
processing, telecommunication and even BPOs dealing with financial sector, back office
functions do not require spoken English.
Table 8.E: Sector vs. Spoken English Requirement
Sector

Retail

Hospitality

Number of sector managers who responded about requirement of

English language
High proficiency
Low proficiency
Not required
(should understand
the customer or the
office
communication)
2
2 (in fruit and
vegetable retail
chains and lower
end grocery store
chains)
2
1
45

Automobile
Aviation ticketing

1 (customer relations)

Beauty and care

Gems and Jewellery
Hospitals
Food processing
Media
Telecom and IT
Garments

3 (English not required

even for the sales
person)
2 (Counter agents do
not require spoken
English skills)
3
2
2 (be able to type and
read reports)

1
1

1
1
1

Table 8.F below presents a list of different jobs along with the average salary packages for
each of them. This list has been prepared considering jobs that match the aspiration and
actual or possible preparedness of youth. The jobs highlighted in gray match the
aspirations and the youth also has necessary qualifications for those jobs although
preparedness in terms of job related skills &soft skills will have to be ensured.

Table 8.F: Salaries available for different jobs and the jobs that match aspiration and
actual or possible preparedness of youth
Salary

Jobs for undergraduates

RETAIL
Asst. sales mgr.
Sales assistant
Sales exe.
Marketing exe.
Office Assistant logistics support
HOSPITALITY
Banquet deptt.
Catering staff
Marketing exe.
Sales assistant
Sales exe.
Front office, receptionist
Office Assistant logistics support
HEATH
Compounders, nurses
Lab,X-ray,OT technicians
Paramediacal staff (nurses)

800010000
2000-5000
5000-8000
5000-10000
20005000
Minimum wages
20005000
500010000
2000-5000
5000-8000
Minimum wages
20005000
5000-8000
8000-10000
6000-10000
46

20005000

Office Assistant logistics support

Food Processing
Food production
Operator
Office Assistant logistics support
APPAREL
Checker
Designer
Quality control
Spotter
Operator
IT/TELECOMMUNICATION
Data entry operator
Floor incharge
Floor manager
Mobile technician
Lineman
Marketing exe.
Sales assistant
Sales exe.
Office Assistant logistics support
GEMS AND JEWELLERY
Purchase and sales executives/ gemologists
Marketing executive
Sales assistant
Sales exe.
BEAUTY CULTURE
Beautician
Hair dresser
Padicurist and manicurist
AVIATION
Air hostess
Cabin crew
Cargo staff
AUTOMOBILE
Technician
Customer care executive
Workshop in charge

Minimum wages
Minimum wages
20005000
Minimum wages
20005000
20005000
Minimum wages
Minimum wages
50008000
50008000
50008000
4000-6000
4000-6000
500010000
2000-5000
5000-8000
20005000
5000-8000
5000-10000
2000-5000
5000-8000
50008000
50008000
50008000
1000015000
1000015000
50008000
Minimum wages
5000-8000
50008000

47

CHAPTER 9:
Discussions with the Workers (currently employed within the industry)
9.1. Preparedness among the workers
When enquired if the young workers possessed the skills for the job they had, 44%
admitted that they had only workable skills as can be seen in the following Figure 9.A.

9.2.

Knowledge of computers

It is striking to note that 71% of young workers do not have computer skills despite these
skills being so essential in todays life and work environment. (Figure 9.B below)

Every sector and work environment has its own challenges. From the figure 9.C below it is
apparent that long working hours is a norm for most workers today. Maximum number of
48

respondents point out towards this aspect as a problem. Other major complaints are low
salary and fewer facilities. But in todays competitive environment, with good availability of
workforce, even if not well trained, the employers have heightened expectations.

9.3.

Positive and Negative aspect of work in different sectors

Specific details of the actual experience of the workers in different sectors are presented
below.
S. No.
1.

SECTORS
Apparel

2.
3.
4.

Automobile
Aviation
Beauty

5.

Hospital

POSITIVE ASPECTS OF JOB PERCEIVED BY WORKERS

Facilities such as bonus, canteen
Growth and incentives if targets are met, also overtime

Good salary and hours of work is moderate

Did not mention
Physical comfort, salary is good, good future, transport facility and
moderate hours of work
Entertainment at work, comfortable and good future
Respect and hours of work is good repeat and good learning
Workload is moderate
Good salary and respectability and satisfaction is there, not much
labor, good working condition
49

6.

Hospitality

7.

IT

8.

Jewellery

9.

Retail

10.

Media

S. No.
1.

Good time and good salary and respect and other benefits
Salary is good and other benefits and growth prospects are there.
Decent salary and growth and incentives and good work
environment
Increment and benefits and hours of work is good
No comments
Salary is satisfactory and the atmosphere is good, moderate
working hours
Satisfied with job
Good salary and working hours and staff are cooperative, discipline
is good
Good salary, work environment is OK, professional and incentives
Incentives and good atmosphere, respectable and get time for part
time jobs also
Scope to learn, respectable and enjoyment, decent salary
Very good salary, professionalism, incentives, open
communication, respectability
Highly satisfied
Safe and pleasant working environment, growth opportunity, good
salary and less work
Salary OK and the work is not tiring and good environment
Good working condition
Music while at work
Young employees, good company
Not very heavy work, just be available to the customer if they need
anything
Job prospects and growth and good salary and extent of labor is
not high

SECTORS

NEGATIVE ASPECTS OF SECTORS PERCEIVED BY WORKERS

Apparel

Less salary
Long distance
No other facilities
Abusive and harsh treatment

2.

Automobile
service

No perks and benefits

Harsh working conditions at the service station

3.

Aviation

Less salary and more work

4.

Beauty

Growth prospect is limited

50

Less facility
Less salary
Less salary and no benefits
5.

Hospital

A bit stagnantgrowth wise.

6.

Hospitality

High pressure job Do not get leaves easily

Limited growth prospect and respect
Hard labor

7.

IT

Insecurity, income depends on profit made

Leave policy is not very staff friendly
Night shifts and sometimes workload
No cab facility and seniors harass sometimesabove it says
professionalism, incentives, open communication, respectability
System slow

8.

Jewellery

Odd working hours

9.

Media

Longer working hours and less payment and high workload

10.

Retail

Less salary, more work and less facility

Need to stand and deliver for long hours

To the specific question if the workers face abuse, the response of majority was no,
although the interviewers met the respondents for the first time and the responses may not
be totally representative.

CHAPTER 10:
Feasibility of the Sectors from Youth Employment Perspective
The feasibility of the sectors for employment is dependent upon the following parameters:
Possibility of growth in the sector,
Jobs available that match the qualifications and aspirations of the youth,
Salary,
Trainings that can be provided by the NGOs or the youth may be supported for their
training in private institutes,
Duration of the training it should be short,
Acceptable / non abusive working conditions, and
Only workable English or no English needed.
51

The retail and hospitality sectors are most feasible for employment especially on the jobs of
sales / customer care executives. It is a high growth sector and there are jobs available for
undergraduates which meet the aspirations of youth as well. The starting salary of Rs.
4000 6000 is moderate but definitely not the lowest. The working conditions are generally
good. It requires short to medium term training. The training modules are available with
best practice institutions. The corporate sector organizations may be willing to contribute
in the module and curriculum development and also in the training process and ultimately
in recruitment.
Customer care and sales executives are required in the retail or customer care functions in
other sectors such as telecommunication, garments sales, gems and jewellery retail outlets
and health.
The possibilities of growth in these jobs are as below:
In a telecom companies, new recruits join as Trainee Customer Care Executives at a salary
of Rs. 5500 to 6000. After a probation period of six months, the person may become
Customer Care Executive at a salary of Rs. 7000 8000. In another 2 to 3 years, the staff, if
performs with exceptional results, may move to position of floor manager with a salary of
Rs. 12,000. If not, the staff will continue as customer care executive with salary increments
of about Rs. 500 each year.
In coffee chains, fresh recruits enter at Rs. 3500 4000 as Grade I Customer Care Executive.
Within one year, she /he may move to grade II Customer care Executive position with a
salary between Rs. 5000 6000 and to Grade III in another two more years at a salary of
Rs. 7000 8000. Those performing exceptionally can rise up to the level of outlet managers
who earn around Rs. 9500 12,000 per month. The maximum that a person may rise from
this route is to the position of Area Manager with current salaries being Rs. 1600018000.
Positions beyond these are usually held by fresh MBAs.
Jobs in IT sector, particularly those of back office functions are also feasible options when
seen in relation to the parameters.
However, jobs in following sectors are not so feasible:
Aviation Either very high end or very low end jobs. Spoken English is a requisite.
Apparels The scenario is similar to above. In addition to that working conditions
are not very good.
52

Food processing Technical jobs are possible but they require certificates and
specialized training.

In the creative field, under gems and jewellery profiles of jewellery designers and
gemologists are an option. For these short term courses of two to six months are required,
although there is an element of fees in this. So is the possibility of training for technical jobs
in the health sector, such as bedside nurses, Xray and laboratory technicians. This will also
invariably require fees. It may be useful for Youthreach to explore possibilities of
developing a mechanism of providing loans to the youth for meeting the fees requirement
with sufficient safeguard mechanisms for the recovery of loans.
The study reveals that there is possibility of employment in other creative fields including
art, theater, photography and music. There is a growing market and some youth in the
analysis also make a clear choice for such creative options and opportunities. Yet the
emphasis must be on quality and not the numbers in the creative field.

53

CHAPTER 11:
Building the strategy
11.1. Challenges at the level of Youth and at the level of the NGOs
Reform of NGO training programs The NGO training programs will need major reforms.
Major concerns with the vocational training programs have been in terms of lack of market
analysis and inappropriate selection of trades, conventional trades of training often not
matching with the aspirations of the youth, lack of provision of soft skills, language skills
and computer training. Finally there is often a lack of efforts for placement of youth as well
as the post placement follow up.
The study has amply revealed that the challenge at the level of the youth is with regard to
their preparedness in terms of their employment related skills and soft skills and being
level headed.
11.2. Ways shown by the best practices
On the other hand, there are other NGOs and training institutions that have established
certain best practices on youth and employability programs. Some of these programs that
were visited include:

APSA, Bangalore
BREADS, Don Bosco, Bangalore
Don Bosco, Delhi
Dalit Shakti Kendra, Ahmedabad
Dr. Reddys LAB Program, New Delhi
Maya Organics, Bangalore
Saath, Ahmedabad
SARD, New Delhi
SKIP Bangalore
UNNATI Bangalore

Besides these, some other vocational training institutes were visited, which include:
Ashadeep, New Delhi
Goodwill International, Bangalore
Samuel Foundation, New Delhi
54

Some of the best practices that emerged from the visits to these institutions were in terms
of:
Ensuring quality of trainers and trainings.
Approaching youth and employability program with a business outlook.
Making the trainer responsible for employment of the students and incentivizing
the trainer.
Identifying the trades suitable for a given location.
Sourcing the trainees in an aggressive manner.
Yet screening the candidates thoroughly.
Inducting the candidates systematically.
Conducting career counseling.
Setting clear and professional standards of training.
Monitoring quality of training.
Imparting life skills, language and computer skills
Engaging with potential employers during and after the training dealing with
them in a business like manner not expecting charity from them
Post placement follow up.
Establishing students alumni.
Creation of a website for employer employee interface.
Training the employees for next higher levels of jobs.
11.3. Strategies for Future
The above points were discussed with an expert group along with the findings from the
study. The expert group together came up with a strategy that had the following highlights.

Any future program will have to achieve the following:

9 Setting standards for training and other processes.
9 Preparedness of the youth.
9 Finalizing of curriculum including computer training, language skills and soft skills.
9 Linkages and working relations / negotiations with the corporate sector.

55

9 Possible tie ups with private run vocational / technical training institutes to ensure
access of youth with strategies to meet requirement of fees etc. It must be brought to
notice here that the National Policy on Skills development, inter alia, aims at
mitigating the impact of these economic barriers at different stages, as well as
actively promoting access of the poor to educational and skills development
opportunities, through specially designed schemes and measures. Measures such as
special coaching for competing in admissions, nonformal skills development
opportunities, and expanded provision of scholarships, free ships, books, and soft
loans, among others, are also visualized to be evolved and implemented.
Further, the following will have to be ensured:
9 Strategies to ensure that young women have facilitative rather than inhibitive
conditions and also benefit from employability programs.
9 Linkages be established with the creative opportunities.
9 Ensuring placement and follow up after placement.
9 Possibilities of supporting and encouraging entrepreneurial initiatives of the youth.

56

CHAPTER 12:
Possible networking with corporate sector their CSR programs
According to the draft National Policy on skill development (May 2008), The magnitude of
skills challenges is such that the government alone cannot meet the challenge. A greater and
more active role for industry, workers' organization as well as civil society groups and
professional societies in building the skills development system is envisaged. The active
involvement of industry through public-private partnership facilitates greater linkage between
training and employment.
Some sector managers have clear perspective on their companys emphasis on providing
opportunity to youth from marginalized communities. Hotel Maurya (ITC group) and Caf
Coffee Day have worked with NGOs to train and employ the youth. ITC has been taking
major proactive steps to facilitate employment of the underprivileged including Persons
With Disability (PWD).
Mother Dairy as well is willing for a tie up as they are planning to open 200 new outlets in
Delhi NCR for which they need entrepreneurial youth. Average earning in Delhi would be
Rs. 20,000 per month. An important feature of their initiative is that the youth /
entrepreneurs need to invest so that there is more ownership as well as seriousness.
Therefore, there is a provision of Rs. 150,000/ security money to get a mother dairy outlet.
Also, rural youth can make an association without any registration; procure fruits &
vegetable and supply to Mother Dairy.
Several companies in their CSR policies have components of community service. Quite a
few of them have component of vocational training as well. For example, Caf Coffee Day
has initiated a Vocational Training College for underprivileged youth in Chickmanglur. The
Taj uses its competencies in areas such as food production, housekeeping and laundry to
develop and train raw people to enable their earning a livelihood. For example, partnering
with NGOs to train underprivileged women/housewives in hospitality, selfgrooming and
housekeeping aspets. DLF has set up job linked vocational training centers in Hospitality,
Customer Relations and Sales and IT enabled services. Bharti Enterprises established
Bharti Foundation in 2000 with a vision, To help underprivileged children and youth of the
country realize their potential. Bharti Foundation has established for itself the goals of
improving accessibility and quality of education at the school level for underprivileged
children, and to provide education and training opportunities to youth.
Confederation of Indian Industries (CII) has launched an initiative of "Making India the
Skills Capital of the World". Conceived in 2004, the objective of this initiative is to generate
social inclusiveness and provide the socially and economically vulnerable population a
chance to be part of the mainstream economy. The initiative proposes to 'Skill a Million
57

Indians' by harnessing India's 'Demographic Dividend' to make the people employable for
employment/self employment in India or abroad. CII is also working towards putting a
system in place to provide soft loans for skilling and thereafter self employment through
banks. The CII Skills Guild is the delivery arm of the CII Skills Initiative. Being the pioneer
in Skills Development Issues, CII through the Skills Guild aims at Involving stakeholders
through Public Private Partnership and involving the industry to train enhancing output,
productivity and employability. Under the aegis of the CII Skills Guild there shall be Partner
Sector specific guilds with an operational placement cell. The function of this is to assist
the trained manpower to get absorbed in the industry. The CII Skills Guild considers the
Industry, Training Providers, Government, Banks and Financial Institutions and Civil
Society Organizations as the stakeholders.
Most sector managers contacted at the operational level did not share any CSR practice on
providing special opportunity to the youth for employment. But the sector managers
eluciated that if the youth from poorer communities possess the skills required, nothing
will disqualify them. There does, however, seem to be a preference for the migrant youth to
the youth from poorer backgrounds in Delhi. The sector managers are unanimous in their
demand for providing youth focused practical vocational training such as spoken English,
hospitality, communication skills and counselling to be level headed, well groomed, be able
to communicate confidently. Specific technical knowledge and skills depending on the job
will also be required.
Based on the experience of best practice institutions, the corporate sector will
provide equal opportunity since there does not seem to be any bias against such
youth. In fact the need is mutual and once the companies get good candidates from training
institutes, they are keen on recruiting them regardless of backgrounds.

The process of engagement with the corporate sector may have the following
actions:

Partnership Engage corporate in relating to NGO programmes by means of

employees making visits to NGO;

Employee volunteering;

Inputs on curriculum;

Involvement in interviews by getting involved in designing the interview

methods or being part of the interview panel;

Mentoring Employees from the corporate to mentor youth in specific skill areas;
58

Site visits of students to shops / establishments;

Invite for seminars / competitions;

Invite trainers / guest lecturers from private institutions;

Occasions for inviting them together passing out functions;

Institutionalize this model together with the federation bodies of the corporate
sector;

59

PART III:
ANNEXES

60

ANNEX I:
Tools for data collection
PRA Exercises for Youth and Employability study
A.

Introduction

The purpose of the exercise is to gain insights into the lives of young persons, their education,
employment profile, their aspirations and employability and other related aspects. As usual, the
foremost principle will be that of approaching them as Learners. Curiosity, flexibility, patience
will be crucial qualities for those making the exploration.
B.

Overall process

Young persons of the community served by 7 NGOs have to be covered and street children
served by 2 NGOs will be covered.
Each group of respondents to be of 10 15 persons.
2 days will be used for data collection per NGO.
One session with young men /boys and one session with young women / girls will be
conducted roughly of 3 hours.
Timing will have to be flexible as per the convenience of the participants (may be early
morning, late evening also).
On the first day morning, PRA facilitator will begin with having a brief meeting with the
NGO head / senior staff and explaining the purpose and process
On the last day, after the fourth session, the PRA facilitator will meet a representative group
of participants from all four groups met and share the major findings and clarify if any
contradictions are noticed
Finally the PRA facilitator will debrief with the NGO head / senior staff

Important
The study on Youth and Employability is looking to explore employment options, inter alia,
in the creative fields as well. It is important from that point of view that the creative abilities
and skills, current employment/engagements of young persons in creative fields must be
probed.
C.

More points to remember while conducting participatory exercises

The time available with the youth/adolescent may be limited to their prior commitments. These
exercises may take time. So, try to make the exercise interesting and as participatory as possible. If
you feel the exercise is taking time, please dont extend the exercise any more. You can collect the
rest of the information next day with the same group or with other group comprising of the same
age group.

61

D.

Dos and Donts

Dos:

Always be energetic with youth.

Sit in a circular arrangement so everyone is visible.
Maintain eye contact with all.
Involve everyone in the activity.
Conduct the group exercise at place which is convenient to sit not too much of heat. It will
be better if the place is a bit quiet.
Not to get too involved with saboteurs. Ask your cofacilitator to take him/her away from
that place and clear his/her doubts.
Carry all the required material, charts, markers, sketch pens, scissor, tape, papers etc
Always take notes of observation, quotes by community.
Use local language, easily understandable by the community.
Remember the objective is to learn from the young persons.
Allow as far as possible the community members themselves draw the pictures/writing.
Any youth in the group can lead this exercise.
Consensus amongst children need to be assured.
After every exercise, name of all children have to be written.

Donts:

E.

Never loose your temper or shout on the participants

NO LOADED QUESTIONS
Do not depend on the information/views given by a particular individual.
Dont preach the community / youth on how they should live, carry out their activities.
Respect their decision making capacity.
Do not be in a hurry go with the pace of the community and provide them enough space to
put forth their views.
Process:

1. Create a friendly environment with youth explain the purpose of your visit, agree on the
time that the group will give you, agree on the role of the NGO representatives if they will be
present. Start with a round of introduction. Remember you need to create a non threatening
environment. Establish good rapport and conducive environment for carrying out the
activities.
2. Conduct the exercises in a friendly yet professional manner.

62

Participatory Exercise - 1
Name of the exercise or activity: Education Profile
Expected results:
Following information will have been mobilized:
a. Approximate number of young persons in the community, how much have they
studied and what are they doing currently?
b. Educational institutions available nearby the community and places where children
and young go to study / training and the perceptions of the young persons about
these institutions.
c. Number of young persons studying in different levels
d. Number and percentage of young persons dropped out according to different levels
of education.
e. What activities are they engaged in currently?
Method: Participatory exercise including:

Chappati diagram
Matrix rating
Household enumeration

Process:

Enquire where (how far, what type of institutions) do the young persons go for studying
(enter data on a chart)
Primary
Middle
High school / Secondary
College
Technical schools including creative fields
Use chappati diagram / bar diagram to ascertain percentage of children / young persons
who drop out at each level / the percentage of young persons who have completed
different levels.
Enquire what activities are they currently engaged in?
Ascertain approximate number of young persons in the community, how much have
they studied and what are they currently doing by making house wise enquiries for
sample number of lanes in the community.
List down educational institutions including creative training facilities in the community
and nearby the community.
Carry out rating of various institutions.

Participatory Exercise 2
Name of the exercise or activity: Inventory of aspirations
Expected results
63

List of various common types of job available will have been prepared.
Perceptions of the young persons about various jobs will have been known .
Youth/Adolescent will have shared their aspirations including creative aspirations.

Method

Matrix Ranking.

Secret ballot.

Matrix Ranking process

Growth
prospects

Extent of labor

Freedom

Respectability

Other facilities

Type Of jobs

Salary / Income

Ask participants to list down the various jobs that the local young persons mostly do
in the local area
On a chart paper, draw a matrix which vertically lists down the various jobs
resources and horizontally will be listed the parameters on which these will be
rated.
Through interaction with the group explore the reasons why the previous scores
have been given to these services providers.

Hours of work

Secret Ballot Process

Provide all the participants with a piece of paper, two packets of bindis of different colors. Let the
two bindis represent different answers Yes and No. Ask the participants questions one by one
and ask them to respond to them. Ask them to place a bindi of one color for Yes and the other for
No .Now ask all participants to drop their piece of paper in the bag (please carry a bag) after
asking all question. Finally, analyze the responses according to the number of positive and negative
64

responses to the question. To further add value to your responses engage the participants in a
discussion on the issues inquired about.
Questions:
1.
2.

What job do you want as your first preference?

What is it that the local young persons do not like in a job?
Long hours of work
Fixed hours of work
Having to listen to the scolding of supervisor, manager
Hard labor
Strict discipline
3. Do you think it is alright to be doing a job of janitor?

Note: Further questions will be added to these depending on the level of comfort of the group.

65

Participatory Exercise - 3
Name of the exercise or activity: Mobility pattern
Expected Results:
Mobility pattern of youth inside and outside the community will be known.

Duration of mobility will be known

Reasons for visiting a particular place will be known.
Comparative relationship between male and female mobility will be surfaced.

Method
Mobility mapping exercise
Process

Draw a center point on the chart and make the youth assume it to be the community they
live in.
Ask them to mark the areas where they visit within the community and also mark the
distance and direction (through arrows) along with this mention the reasons (in short) why
they visit these places.
Ask them to mark the areas where they visit outside the community and also mark the
distance and direction (through arrows) along with this mention the reasons (in short) why
they visit these places.
Carry on the discussion depending upon the leads available.

66

Participatory Exercise 4
Name of the Exercise: Income and Expenditure Pattern
Expected Result:

The major source of income along with income patterns will be known.
The major areas of expenditures along with the average amount spent in these areas
will be surfaced.

Process: First ask the participants to list down the areas where expenses are made.
Then prepare a matrix and divide that showing the amount of expenditure incurred daily, weekly,
and monthly. Simultaneously facilitation will go on to clarify the data coming out from the exercise.
Then total the amount to calculate the monthly expenditure and enquire about the source of income
for that expenditure
Continue the discussion till it brings out relevant discussion
Items where
investment are made

Daily

Weekly

Food
Cloth
Gifts
Gambling
Pan/gutka/drugs
Education
Film
Sports
Clubs
Travel

Participatory Exercise 5
Name of the exercise: Skill Inventory
Expected Result:
67

Monthly

1. All skill available with the young persons will be known, including creative skills.
2. Skills which are used by community for income generation will be identified.
3. Skills which are not used by community will be known as well.
Process:
1. First ask participants to list down all skills available used and unused, including creative
skills and talents.
2. Enquire about how these skills have been enquired.
3. Next, enquire why have the young persons gone for acquiring these skills?
4. Ask them to tick ( ) mark those skills which are in use and put a ( X ) on skills which
are not presently used.
5. Ask them to tick ( ) mark those skills which are in use for income generation and put a
( X ) on skills which are not presently used for income generation.
6. Also write amounts of income.
Skills

How acquired

Why acquiring
this skill

In use

In use for
income (Write
income as well)

Electrician
Plumber
Carpenter
Broker
Driver
Mason

Note: the above skills mentioned are only for basic clarity and these will be listed with the
community.

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Participatory Exercise 6
Name of the exercise: Assessment of indebtednesses
Expected Result:

Sources of credit will be known and so will be the purpose of taking loans
Variation in rate of interest charged will be known
Average amount of credit taken will be known.
A general pattern of indebtness of the youth will also be known

Method
Credit mapping
Process
On a chart paper ask the participants to mark a circle assuming this is the youth.
Then ask them to plot the sources from which they usually take loans. This should indicate the
location of the credit provider in comparison to the youth as well.
Once all the credit provider have been plotted ask the participants to indicate up to how much
credit can be taken from the particular source along with the rate of interest charged.
Also ask the participants the purpose of taking this loan.

69

Participatory Exercise 7
Name of the exercise: Mapping current employment among youth
Expected Result:
Sectors, salaries, conditions, skills and qualifications needed, number of youth from the community
in the sector, including creative fields, approximate number of youth employed in the community
will have been known
Method
Focused Group Discussions.
Process
Seek the following information through a discussion
Sector /
Unit /
opportun
ity

Qualificatio
n / training
needed

Number
of youth
from the
communit
y
employed

Your
reason
for going
for this
job

70

Period of Startin
sustained g
employm salary
ent and
why

Aspect
Salary
s liked
for
person
workin
g for 5
years

Aspects
dislike
d

Participatory exercise- 8

Name of the exercise or activity: Stakeholder/force field analysis

Purpose/expected results:

Who are considered as the major stakeholders in the life of the young persons
What are the influences of these stakeholders positive or negative and how big or
small?

Process:

Draw a line
Prepare a list of stakeholdersyou can ask question: Kin logon ka aapkee zindagee par
prabhav hai?
Explain the task. The task is to place the stakeholders above or below the straight line
depending on the +ve or ve nature of influence.
Close or far depending on the extent of interaction and influence.
Big or small circle depending on the degree of influence.
See if the NGOs fit into the list of stakeholders. If they have not included the NGO in their list,
enquire if they would like to and ask their perception in line with the focus of the exercise.

71

Participatory Exercise- 9
Name of the exercise or activity: Daily Schedule
Expected results:

What are the major engagements of the young through the day tasks they do, ration of
productive and unproductive time, leisure activities, access to information, knowledge
building
Similarities and differences in the engagement of boys and girls

Method
Daily schedule Exercise
Process

Looking into categories of the young (employed / unemployed) ask if the schedules are
more or less similar for a particular category for many of the young.
Depending upon the answer, make enquiries with a group or a selected individual.
Begin with the question what time they get up.
Keep enquiring what they do as the next activity.
Also ask how much time each activity takes and keep entering time slots together with the
activities.
See the general trends and make logical explorations time for leisure / entertainment /
source of money, access to newspaper, television, favorite programs.

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Participatory Exercise 10
Name of the exercise: Seasonal patterns of employment
Expected Results:
Seasonal patterns of employment and other aspects of life such as leisure activities, places of
assembly will have been known.
Method: Seasonality exercise
Process
Prepare a matrix with the months on the x axis and placing the aspects to be studied on the left
hand side.
Then for each of the aspects, enquire about monthly pattern. For example: What kind of work do
the young do in the different months, how much money do they get each month etc.

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Participatory Exercise 11
Name of Exercise: Assessment of services available related to employability.
Expected results:

Services available in the field of English education, career counseling, life skills, self
awareness inputs will have been known.
The value that the youth attach to these services and gaps as perceived by the youth will
have been known.

Method: Rating of services available

Process:

List the services available for increasing employability possibilities such as English
education, career counseling, life skills, self awareness inputs.
Seek perception from the youth if they think these services are important from their point
of view (conduct a rating on a scale of 0 to 5).
Seek the quality of current services, including their being responsible for actually getting
jobs and ascertain the reason.

74

Interview / FGD Guide for Worker Discussions (identified sectors)

Job done by the respondent:
Age:
Number of years in this sector:
Profile of the respondent
9 Educational background:
9 Technical / job related training if any:
9 Place of residence:
How did you get this job:
What are the specific academic and skill requirements for this sector:
Did you have these skills when you joined this job:
Do you have those specific academic and skill requirements now:
If yes, from where did you acquire the skills:
Did you receive any on the job training:
If yes how long was the training:
What were the main issues covered in this training?

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 If no, how are you coping with the situation? Do you have any plan to develop the skills? If yes,
how:
What kind of challenges are you facing in this particular job? And how are you overcoming those
challenges:
Positive and negative aspects of this job hours of work, salary / income, other facilities,
respectability, extent of labor, growth prospects? Satisfaction level of the workers etc:
Do you experience any abuse / harassment? Specify:
How many male and female employees are there in your organization?
What residential areas do the male and female employees in your category come from? Are there
any employees who stay in bastis / slums / are from poor economic backgrounds?
Are there any jobs other than what you do that in your organization / supply chain of your
organization which can be done by undergraduates and graduate boys and girls?
Your specific suggestions / advices for the youth who want to join this sector in future?
(Note the following only if the respondent wants to share these details. We will use this only to
prove the authenticity of the data and will not quote anyone or disclose the identity)
Name:
Education:
Job / Designation:
Company:

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Interview Guide for Sector / Industry Leaders / Managers

1. Brief history of the companybeginning and gradual growth, Present status, total
manpower involved, types of manpower (skilled, semi skilled, unskilled)
2. Human Resource requirement and payments in the company and the among the vendors in
the supply chain
3. What are the recruitment policies and procedures at the company and also at each level of
the supply chain?
4. How far the youths from the lower middle class and poor communities are prepared for
joining the sectorin terms of their knowledge, skills and other aspects?
5. What are the major gaps between the preparedness and the employment requirements in
this sector / supply chain? What is your overall experience with the people who are
working in your company & also at the supply chain level, in terms of their preparedness for
effectively working in the sector? What are the major challenges presently that you face or
your supply chain partners face while working with the youths?
6. What do you feel, is required, to increase the employability of the youths, particularly those
who belong to poor and vulnerable community, so that they are equipped enough to join
this sector?
7. What can be the possible role of your company to increase the employability among the
youth, particularly for those who are from backward slums and peri urban or rural areas?
8. Is your company or any partner at the supply chain level also involved in any activities
through which you provide special opportunities to underprivileged youth for
employability? If yes, please give details?
9. What in general is your view / opinion regarding the unemployment problem among the
youth, especially in Delhi & NCR areas? How this problem can be tackled effectively?
Interview Guide for Understanding the Best Practices
1. Name & Address of the Organization:
2. Sector for which best practice has been established:

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3. What was the basis of selection of this sector and the trades?
4. Number of youth received trainings / facilitation under the best practice program:
5. Geographical Coverage (areas and distances from where the youth come to attend trainings
here):
6. Target group for the program:
7. What are the unique features of this program?
8. What have been the major achievements of this program?
9. Does the program provide opportunity to boys as well as girls?
10. If yes, what is the ratio of boys and girls that have participated in the program?
11. Has the success rate been same with girls and boys?
12. Is the education level of the girls same as that of the boys?
13. If the education level of girls is less, then do they become eligible for similar opportunities as
boys?
14. If no, do you provide different opportunities to girls?
15. Are there any socio cultural factors that hamper the participation of girls in the employability
programs? Please give details?
16. How do you counter these constraints?
17. Cost structure for the program
18. Economic background of the youth

78

19. If poor candidates also are a part of the program, do they meet the cost by themselves or are
there are any scholarships or any other provisions?
20. What is the admission process into the program?
21. What is the process of screening of candidates?
22. Drop out rate / percentage in this program and major reasons for drop outs:
23. Programs strategies to check & minimize drop outs:
24. Has the program had the facility of placement of youth? If yes how does it work?
25. Number of youth placed in employment through the program:
26. What is the tracking process post placements?
27. Are there drop outs post placement? What are the reasons?
28. Name of the companies / offices where placement has been done?
29. What are the challenges?
30. What is the nature of relationship of the program with the companies is it formal agreement
or informal understanding?
31. How do you reach new companies? Process? Challenges there in?
32. How has been the experience of dealing with the corporate sector / potential employer
organizations?
33. Was there a role of potential employers in this?

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34. What are the sectors where there are presently lots of job opportunities for the youth? What
are the potential growth sectors where there will be opportunities in future? What specific
skills and other things are required for these potential growth sectors?
35. How was the curriculum developed for various courses? What were the factors that kept into
considerations while developing the course curriculum, materials etc? Was there a role of
potential employers in this?
36. How does the organization monitor the quality of the training programs?
37. Did the program provide additional inputs (like personality development, English language,
confidence building, communication & language skills, interview skills etc.) to the young
participants in the program for increasing their employability? Please specify if any.
38. How far our youth are prepared/ equipped for the present and potential sectors? Do they have
the specific technical skills plus other skills like English language ability, teamwork, initiative,
problem solving etc? What are the major gaps in the skills & preparedness available and the
market / sector requirements? How the gaps can be fulfilled?
39. Is there any mentorship/ apprenticeship model with companies/ corporate houses? If yes
please give details?
40. Are there special provisions in your program for the youth belonging to marginalized and
vulnerable sections of the society? If yes, what?
41. What are the major challenges and constraints in achieving the results of the program? And,
how does the program overcome these challenges?
42. What are the possible opportunities in the creative & art Sector?
43. What are the things / aspects that increase the employability of the youth? What skills are
needed for qualifying for the jobs available?
Name of the organization:

Name of the respondent:

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Interview Guide for Vocational Training Institutes & Service Providers

1. Name & address of the institution:
2. Contact person, phone, fax & email of the institution:
3. Types of skill training programs offered by the institution:
4. What was the basis of selection of these trades?
5. Number of trades increased over the years? Why? Basis?
6. When was the NGO / institute founded?
7. When did they start the vocational training programme?
8. Number of youth received trainings from the institution so far?
9. Number of youth presently receiving trainings from the institution?
10. Legal status:
11. Accreditation if any:
12. Affiliations if any:
13. Geographical coverage (areas and distances from where the youth come to attend trainings
here):
14. Fee structures for various courses:
15. Economic Background of the youth

81

16. If poor candidates also attend the courses, do they meet the fee by themselves or are there are
any scholarships or any other provisions
17. What is the admission process?
18. What is the process of screening of candidates?
19. Drop out rate / percentage in this institutes and major reasons for drop outs?
20. Institution strategies to check & minimize drop outs:
21. Whether the institute has any placement cell or is there a dedicated person for looking after
the placement aspect? Is he/she professionally qualified?
22. If no placement cell or person, is there any tie up with any other placement organization?
23. Number of youth placed in employment through the institution:
24. What is the tracking process post placements?
25. Are there drop outs post placement? What are the reasons:
26. Name of the companies / offices where placement has been done?
27. What are the challenges?
28. What is the nature of relationship with the institutionis it formal agreement or informal
understanding?
29. How do you reach new companies? Process? Challenges there in?
30. How has been the experience of dealing with the corporate sector / potential employer
organizations?
31. Does the institute have a campus placement facility also?
82

32. How does the institution decide the trades on which the training has to be provided?
33. Is there a role of potential employers in this?
34. What are the sectors where there are presently lots of job opportunities for the youth? What
are the potential growth sectors where there will be opportunities in future? What specific
skills and other things are required for these potential growth sectors?
35. How does the institution develop curriculum for various courses? What are the factors that
kept into considerations while developing the course curriculum, materials etc? Is there a role
of potential employers in this?
36. How does the organization monitor the quality of the training programs?
37. Does the institution provide additional inputs (like personality development, English language,
confidence building, communication & language skills, interview skills etc.) to its regular
vocational training students for increasing their employability? Please specify if any?
38. Is there any mentorship/ apprenticeship model with companies/ corporate houses? If yes
please give details.
39. Are there special provisions in your institution for the youth belonging to marginalized and
vulnerable sections of the society? If yes, what?
40. What are the major challenges and constraints in achieving the results of the institution? And,
how does the institution overcome these challenges?
41. What are the possible opportunities in the creative & art sector?

42. How far our youth are prepared/ equipped for the present and potential sectors? Do they have
the specific technical skills plus other skills like English language ability, teamwork, initiative,
problem solving etc? What are the major gaps in the skills & preparedness available and the
market / sector requirements? How the gaps can be fulfilled?
43. What are the things / aspects that increase the employability of the youth? What skills are
needed for qualifying for the jobs available?
44. What are the major achievements of the institute so far? What are the key reasons behind the
success and achievement?
Name of the organization:
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Name of the respondents:

Annexure 2
List of Individuals and Organizations Contacted during the study
Efforts have been made to include names of all persons and organizations who were met
during the study. However, it is possible that some names may have been missed which
unintentional.
S. No

Name of Organization / person contacted

Designation and name of organization

1.

Aman Biradari

NGO

2.

Mr. Aman Mahajan

HR Manager, Dominoz

3.

Mr. Amit Sharma

Dr. Reddys LAB programe

4.

Ms. Amita Vohra

84

5.

Ms. Amita Mishra

HR Manager, Hotel Heritage, Manesar

6.

Ms. Anita Sharma

Independent Consultant

7.

Mr. Anupam Tirkey

Customer Care Executive, Caf Coffee Day

8.

Ms. Anurupa, Puppetry Expert Artist

Katkatha

9.

Mr. Anuj Gupta

Executive Director, Network Access

10.

APSA, Bangalore

Best Practice Institution

11.

Fr. Arthur Pinto

Administrator, Holy Family Hospital

12.

Mr. Ashok Kumar

Office Assistant, Diamount Jewellery

13.

Ms. Ashima Gulati

HR Manager, ITC Hotel Maurya

14.

Asha Deep

Organization providing Vocational Training

15.

Mr. Avinash Pasricha

Ace Photographer

16.

Mr. Azmat Bashir Khan

HR executive, Vodafone

17.

Mr.B.S.Tiwari

Hero Honda, Noida

18.

Mr. Bharat Bhushan

JCD Sona Family Store

19.

Mr. Bharat Lal

Loader, Sindhu Holdings

20.

BREADS Don Bosco, Bangalore

Best Practices Institution

21.

Mr. C.A.Malkani

Proporietor, Shahnaz Beauty Parlor, Lajpat

Nagar

22.

CASP, Plan

NGO

24.

College of Vocational Studies

Institution

25.

Dalit Shakti KendraAhmedabad

NGO with Vocational Training program/

Best practice Institution

26.

Mr. Dharamveer Kumar

Overlock operator, Matrix Clothing

27.

Don BoscoDelhiNajafgarh

Vocational Training Center

28.

Don BoscoDelhiOkhla

Vocational Training Center / Best practice

Institution

29.

Dr. Reddys LAB

Vocational Training Program

85

30.

Mr. Deepak Arora

Universal Contracts

31.

Mr. Gaurav Sharma

Senior Officer, Bharti Airtel

32.

Goodwill

Vocational Training Center

33.

Mr. Habib Ahmed

Proprietor, Habibs

34.

HR Manager, Haldiram

35.

HOPE Foundation

NGO

36.

Mr. Jitendra Padiyar

Passenger Service Assistant, Special Hand

link

37.

Mr. Joydev Chatterjee

Admn and Advertising coordinator, Cyber

Media

38.

Mr. Jugal Kishore Gupta

Admin officer, Neelkanth Hospital

39.

Mr. Junaid Iqbal

Lab technician, Lions Hospital

40.

Jyoti, Showroom Manager

Diamount Jewellery

41.

Ms. Jyoti Agarwal

Proprietor, Diamond Bureau

42.

Mr. Kartik Kumar

Manager, Westside, Lajpat Nagar

43.

Ms. Kiran Modi

Udayan Care

44.

Mr. Kishore Singh

Diaspora/ Independent Consultant

45.

Mr. Lokesh Kumar

Hero Honda, Noida

46.

Ms. Lulnunpui

Manager, Hidesign, Ambience Mall

47.

Ms. Manjari Sharma

Creative person

48.

Mr. Manoj

Sales Person, Westside Lajpat Nagar

49.

Maya OrganicsBangalore

Best Practice Institution

50.

Mr. Md. Asif

Senior Executive, Reliance Infocom

51.

Mr. Md. Javed

Senior Laboratory technician, Majeedia

Hospital

52.

Ms. Megha Sharma

Sales Girl, Diamount

53.

Mr. Naresh

Bell Boy, Hotel Maurya

86

54.

Mr. Neeraj Agarwal

Senior Manager, TNI

55.

Mr. Niranjan Khatri

General Manager, ITC Ltd.

56.

Mr. P Nayak

Business Developer, Anand Placements

57.

P.P.Jewellers

58.

Mr. Pankaj Pushkarna

Manager, Kia Diamond Jewellery

59.

Ms. Pareena Oberoi

Managing Director, Handicrafts, East of

Kailash

60.

Mr. Parmarth Kapoor

Anubhav Apparels

61.

Mr. Prasanto K.Roy

President and Chief Editor, ICT Publications,

Cyber Media

62.

PRERANA

NGO

63.

Ms. Rachna

HR Manager, Matrix clothing

64.

Mr. Rajat

Senior Manager, HR, Caf Coffee Day

65.

Mr. Rajesh Bajaj

General Manager, Reliance Fresh

66.

Mr. Rajiv Kaul

Operations staff, Vodafone

67.

Mr. Rajiv Yadav

Assistant General Manager, GMR

constructions

68.

Mr. Rajnish Motwani

69.

Mr. Rakesh Suri

Regional Manager, Trade Sales, Kingfisher

Airlines

70.

UNNATI, Bangalore

Best Practices Institution

71.

Mr. Ravi Nath

Linen supervisor, Hotel Heritage

72.

Mr. Ravinder

Team Leader, Priority Marketing

73.

Mr. Rizwan Ahmad

Fabindia

74.

Mr. Rizwi

HR manager, Tajsats

75.

Mr. Rajesh

Airtel

76.

Mr. Rajesh Upadhyay

Sales Executive, Kims Jewellery

77.

Mr. Rajneesh Motwani

HR executive, Airtel

87

78.

Mr. Ranjan Kumar

Airtel

79.

SAATH, Ahmedabad

Best Practice Institution

80.

Salaam Baalak Trust

NGO

81.

Dr. S. K Singhal

Director, Institute of Paramedical

Technology

82.

Samuel Foundation

NGO

83.

Mr. Sanjeev Dixit

Manager, Mother Dairy

84.

Mr. Sanjoy Roy

Team Work

85.

Sant Nischal Singh Founation

NGO

86.

Mr. Satish

TVS Automobiles, Noida

87.

Ms. Seema

Lab Technician, Maharishi Balmiki Hospital

88.

Shine Foundation

NGO

89.

Ms. Shivangi

Administration staff, Vodafone

90.

Ms. Shweta Singh Mishra

Fortis

91.

Society for All Round Development (SARD)

NGO

92.

Ms. Sona Devi

Operator, Matrix Clothing

93.

Ms. Sonam

Sub Editor, Cyber Media

94.

Ms. Suman Bajaj

Bajaj Auto Service centre, NOIDA

95.

Mr. Sumit Kumar

Universal contracts

96.

Mr. Tarkeshwar

Final Checker, Matrix Clothing

97.

Mr. Tariq Rehman

Customer Care Executive, Caf Coffee Day

98.

Mr. Venkatesh

HR Consultant

99.

Mr. Vikas Sharma

Chef, Hotel Heritage, Manesar

100.

Mr. Vijay Dahiya

Team Leader, McDonalds

101.

Ms. Vinita Nathani

102.

Mr. Vipin Saini

Sales Manager, Akbar Travels

88

103.

Mr. Vishal Kumar

Ritu Wear

No matter who you are, no matter what you do, no matter how much time you have, you can make a
difference.

To find out how, log on to our website www.youthreachindia.org

Youthreach
11 Community Centre, Saket
New Delhi 110017
Phone/ Fax: (011) 26533520/ 25, 41649067, 41664084
Email: yrd@youthreachindia.org

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