Hannah Yusuf is a Law student at SOAS, University of London, here she reflects on her 3-month fellowship with CET supported by Learning Connected.
Before starting this fellowship, I knew getting a job as a young person in London wasn’t easy. But through my research, I’ve realised that it’s not just about finding a job—it’s about understanding how to navigate the workplace once you’re in it. That’s where organisational know-how comes in.
During my fellowship with Learning Connected and the Commercial Education Trust, I set out to explore how organisational know-how affects young Londoners. I conducted a survey to hear directly from young people about their experiences, and the results were interesting, and in many ways, relatable.
When I asked young people if they were familiar with the term "organisational know-how," 90% said no. Only 2 respondents could define it, with one describing it as “the information and access to information about the functions of organisations” and another saying it was “the knowledge behind how to run an organisation or business—specific corporate techniques as well as terminology.”
This lack of awareness was striking. If young people are not even aware of organisational know-how, how can they be expected to develop these skills on their own? It confirmed my already present belief that there is a gap in our education system when it comes to preparing young people for the realities pf the workplace.
When I looked at how confident young people felt in understanding workplace expectations (things like communication, teamwork, and professionalism), 62% said they felt somewhat or very confident, but 38% admitted they felt unsure or unprepared.
That’s a big gap. It suggests that some young people have had exposure to work environments—maybe through school, internships, or family connections—while others are entering the workforce feeling completely lost.
One of the biggest issues that came up was a lack of access to internships, work placements, and networking opportunities. Only 5% of respondents had regular access to these opportunities. Many said they had no idea where to find mentorship or professional connections.
This indicates that opportunities are not equal. It’s common to be excluded from key experiences that ultimately help you to build the skills and connection you need grow professionally, simply because of where you live, your financial background, or your lack of connections. If paid internships were more widely available, it would make things much more equitable and stop opportunities from being limited to those who can afford to work for free.
What needs to change?
This fellowship had been more than just a research project, it has also been a journey of personal development. As someone who has always doubted my own abilities, it was important to prove to myself that I could lead a project, collaborate with professionals and be involved in work that I am genuinely passionate about and can relate to. And I did.
But to ensure change happens, here is what I would recommend:
For me, this fellowship has changed the way I think about employability and my own skills. I have developed skills in research, project management and communication that I know will be useful in the future. But more importantly, I have grown in confidence. As a fellow young person who once felt like I didn’t have the necessary skills to thrive in the workplace, this fellowship has provided me with the tools and perspective to feel more prepared and capable.
The biggest takeaway? Young people don’t just need jobs—they need the skills and confidence to thrive in them. Organisational know-how isn’t just a desirable skill, it’s essential. Without it, young people are left to figure out workplace expectations on their own and it is important that every young person has access to the tools they need to succeed.
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