Transitions Seminar – Inclusive Commissioning Monday 17 June 2019
Agenda • About Transitions • HS2 & Inclusive Recruitment • Arup & Inclusive Recruitment • Untapped Talent • My name is Arash • Sharing Best Practices: Group Work • Recognising Refugee Week 2
Purpose for today ❖ To share good practice and challenges related to attracting diverse talent and filling skills gaps. ❖ Refugee Week event focused on inclusion of refugee professionals 3
Who is here today? • Aecom • Mace group • Arup • Malcolm Hollis • Balfour Beatty Vinci • Matchtech Recruitment • Carter Jones • Music for Wellness • Costain • National Grid • CSJV • Price and Myers • Dr Sauer & Partners • Rabo bank • Fusion • Ramboll • GLA and TfL • STEM Returners • Groundwork • Tideway • Heathrow • Tideway Transitions London • HS2 CIC • Interserve • University of Birmingham • Land Referencing • Women For Construction • LSH Alliance • Women Into Construction 4
Transitions Sheila Heard
2016-2018 58 % of 88 candidates returned to their professional jobs
National Context • UK Refugee unemployment rate: 48 -70% • c25% of UK refugees are professionals • Includes Academics, Doctors, Engineers, Scientists • Annual no. of new UK refugees would fill 3rd of O2 Sources: OECD (2016) How are refugees faring on the labour market in Europe? A first evaluation based on the 2014 EU Labour Force Survey ad hoc module Cebellua et al (2010) Spotlight on refugee integration: findings from the survey of new refugees in the United Kingdom, Home Office RR37 Bloch, Refugees’ Opportunities and Barriers in Employment and Training, 2002, quoted in London enriched: The Mayor’s refugee integration strategy, 2009 Kirk, Home Office Skills Audit of Refugees, 2004 7
Engineering Context Annual shortfall of up to 59,000 The State of Engineering: Key Facts 2018, Engineering UK 8
Skills shortages Quality, collaborative, careers guidance casework Diversity & Corporate 6 month paid Inclusion responsibility Returner Placement service Experienced Hire Employment Agency Talent Attraction 9
Commercial hiring services to….. 10
Further information/comments @RefugeeWeek (Twitter) #RefugeeWeek Transitions London CIC (on LinkedIn, Twitter, Facebook) enquiries@transitions-london.co.uk 020 86424431/ 07866257421 11
HS2 Ambrose Quashie
1 3 13
Arup Harjit Shoker
Planned Current Future Resourcing Team have gone through Review results of CV anonymising project unconscious bias training Hiring Managers are encouraged to attend Channel Expert to provide resourcing with Media advertising campaigns built to attract a unconscious bias training broader tools/networks broader candidate pool 1 Ensure diverse interview panels The team work to RIDI standards https://disabilityconfident.campaign.gov.uk/ 5 Adjustments offered throughout application process Diversity focussed talent pools continued to be Develop plan for the area of EDI to focus on ie Resourcing Team are measured on the built Gender or Disability and focus for 6 months on diversity of the candidates throughout the one specific area then rotate management of a vacancy Communicate and work in partnership with EDI Gender decoding tool used on adverts Networks Pilot taking place to anonymise CV’s Discuss the possibility of developing internal Supplier/Agency EDI event employee networks Channel Expert employed to look at various diversity tools/networks globally 15
Skills, Employment & Education: Untapped Talent Mina Prince/Tom Mossop
Arup Returner Programme • Recruited 3 engineers to take part in a 3-Month placement pilot, within the Stakeholder Engagement, Digital and Design Management teams on the Euston - Station Design project • These placements have been extended for a further 9 months and we are seeking full time employment for two of the candidates • The success of this pilot has now seen this placement as a focus area for the Arup UK Resourcing Team • Featured on the Inclusive Recruitment website and has received interest from other organisations and HS2 Ltd, who have approached Arup for advice.
Placement Programme Objectives • • Explore a new and expanding talent pool in the Give Arup employees the opportunity to develop UK with refugees who have the right to work in Corporate Social Responsibility, diversity & the UK inclusion awareness and skills, coaching skills and effective communication • Gain access to motivated individuals who are • actively seeking meaningful employment Enable candidates to gain a deeper understanding of the UK workplace and • Provide a development opportunity for the line business managers, business sponsors and buddies • involved in supporting a candidate Help candidates develop and utilise English business language in a work environment • Create experiences and provide support to the candidate in the delivery of projects and professional assignments
Line Manager Experience: Tom Mossop 19
Lessons Learned • Provide Support for Line Managers & Buddies • Ensure IT is set up • Realise that hot desking is new for some people • Match role(s) as closely as possible to the candidate • Ensure that the need for staff is agreed up front • Mentors selected on capability of mentoring & coaching new starter • Encourage open communication • Communication and Marketing important to raise the visibility of the programme 20
Hints & Tips • Identify a Resourcing/HR buy-in and a nominated contact • Ensure Line Managers and buddy’s are prepared and supported throughout the placement • Provide an onboarding document before hand, detailing the companies culture etc. • Identify training needs ahead of the placement starting • Ensure extension dates are agreed at least 3-4 weeks before the initial placement is due to end (avoid anxiety) • 3 months is too short! 21
A ras h Tabaeian S tructural C ivil E ngineer
M as ter`s qu alified co ntracting ci civi vil l en engi gineer neerw ith 10 yea ears rs ’ pro fes s io nal experience in the co ns tructio n indu s try in Iran. O O n n-S ite te and in n Tec echn hnical ical O ffice ces
• B achelo r`s D egree C ivil E ngineering, Iran (2003-2007) • M as ter`s D egree , U nivers ity o f Tehran, IR A N (2013-2015) • M em ber o f C o ns tructio n E nginee ring O rganizatio n o f Iran • G radu ate m em ber o f IC E (G M IC E )
E xperience R ebuilding P o w er H o us es • S urveying • M anaging s ite co m m unicatio ns • W o rking w ith C o ntracto r and • S ub-C o ntracto rs P art Ins tallatio n Technician • Infras tructures • A s -B uilt D raw ings • S ho p D raw ing • A uto C adTekla S tructures • P ro ject M anagem ent • M o nito ring C o s t and B udget •
U K TR A N S ITIO N M ar 2017: : A rrived to the U K • O ct 2017: S tarted w o rking in F is h & • C hips s ho p in O xfo rd F eb 2018: : F o und o ut abo ut Trans itio n • thro ugh “A s ylum W elco m e” M ay 2018: : M o ved to L o ndo n and • s tarted w o rking in a co ffee s ho p in R egent`s P ark S ep p 2018: : S tarted w o rking in A R U P •
• R e gis tratio n + A s s es s m ent M eeting • C V s uppo rt (D evelo ping) • S uppo rt by events (expand the netw o rk) • P ro m o ting to co m panies (A R U P ) • Interview s uppo rt • P re-s tart briefing • K eep s uppo rting (J o urnals , jo int review )
• Inductio ns • W elco m ed by S enio r C o lleagues • Invo lved • S uppo rted by L ine M anager • C o llabo rative appro ach w ith Trans itio ns
C U R R E N T R O L E D E S IG N M A N A G E R TE A M A S S IS TA N T • P o w er B I • A dvanced E xcel • B IM • Team w o rk in a m ulti- dis ciplinary s ys tem • R o les in m as s ive pro jects • N ew P ro fes s io nal N etw o rk
TH A N K Y O U C o ntac tact: t: A ras h.Tabaeian@ arup.co m aras htbe@ gm ail.co m F O R Y O U R A TTE N TIO N
Sharing Best Practices Group Work Sheila Heard
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