transitions seminar inclusive commissioning...review results of cv anonymising project media...
TRANSCRIPT
Transitions Seminar –Inclusive Commissioning
Monday 17 June 2019
2
Agenda
• About Transitions
• HS2 & Inclusive Recruitment
• Arup & Inclusive Recruitment
• Untapped Talent
• My name is Arash
• Sharing Best Practices: Group Work
• Recognising Refugee Week
3
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
4
Who is here today?
• Aecom
• Arup
• Balfour Beatty Vinci
• Carter Jones
• Costain
• CSJV
• Dr Sauer & Partners
• Fusion
• GLA and TfL
• Groundwork
• Heathrow
• HS2
• Interserve
• Land Referencing
• LSH
• Mace group
• Malcolm Hollis
• Matchtech Recruitment
• Music for Wellness
• National Grid
• Price and Myers
• Rabo bank
• Ramboll
• STEM Returners
• Tideway
• Tideway Transitions London
CIC
• University of Birmingham
• Women For Construction
Alliance
• Women Into Construction
Transitions
Sheila Heard
2016-2018
58% of 88 candidates
returned to their
professional jobs
7
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
8
Engineering Context
The State of Engineering: Key Facts 2018, Engineering
UK
Annual shortfall
of up to 59,000
9
Quality, collaborative,
careers guidance casework
6 month paid
Returner Placement
service
Experienced Hire
Employment Agency
Diversity &
Inclusion
Skills shortages
Corporate
responsibility
Talent
Attraction
10
Commercial hiring services to…..
11
@RefugeeWeek (Twitter) #RefugeeWeek
Transitions London CIC (on LinkedIn, Twitter, Facebook)
020 86424431/ 07866257421
Further information/comments
HS2
Ambrose Quashie
1
3
13
Arup
Harjit Shoker
1
5
15
Current Planned Future
Resourcing Team have gone through
unconscious bias trainingReview results of CV anonymising project
Media advertising campaigns built to attract a
broader candidate pool
Hiring Managers are encouraged to attend
unconscious bias training
Channel Expert to provide resourcing with
broader tools/networks
The team work to RIDI standards
https://disabilityconfident.campaign.gov.uk/
Ensure diverse interview panels
Adjustments offered throughout application
process
Resourcing Team are measured on the
diversity of the candidates throughout the
management of a vacancy
Diversity focussed talent pools continued to be
built Develop plan for the area of EDI to focus on ie
Gender or Disability and focus for 6 months on
one specific area then rotate
Gender decoding tool used on advertsCommunicate and work in partnership with EDI
Networks
Pilot taking place to anonymise CV’s
Supplier/Agency EDI event
Discuss the possibility of developing internal
employee networks
Channel Expert employed to look at various
diversity tools/networks globally
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
UK with refugees who have the right to work in
the UK
• Gain access to motivated individuals who are
actively seeking meaningful employment
• Provide a development opportunity for the line
managers, business sponsors and buddies
involved in supporting a candidate
• Create experiences and provide support to the
candidate in the delivery of projects and
professional assignments
• Give Arup employees the opportunity to develop
Corporate Social Responsibility, diversity &
inclusion awareness and skills, coaching skills
and effective communication
• Enable candidates to gain a deeper
understanding of the UK workplace and
business
• Help candidates develop and utilise English
business language in a work environment
19
Line Manager Experience: Tom Mossop
20
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
21
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!
Arash TabaeianStructural Civil Engineer
Master`s qualified contracting civil engineer with 10 years’ professional experience in the construction industry in Iran.
On-Site in Technical Officesand
• Bachelor`s Degree Civil Engineering, Iran (2003-2007)
• Member of Construction Engineering Organization of Iran
• Graduate member of ICE (GMICE)
• Master`s Degree, University of Tehran, IRAN (2013-2015)
• Rebuilding Power Houses
• Surveying
• Managing site communications
• Working with Contractor and
Sub-Contractors
• Part Installation Technician
• Infrastructures
• As-Built Drawings
• Shop Drawing
• AutoCad Tekla Structures
• Project Management
• Monitoring Cost and Budget
Experience
UK TRANSITION
• Mar 2017: Arrived to the UK
• Oct 2017: Started working in Fish &
Chips shop in Oxford
• Feb 2018: Found out about Transition
through “Asylum Welcome”
• May 2018: Moved to London and
started working in a coffee shop in
Regent`s Park
• Sep 2018: Started working in ARUP
• Registration + Assessment Meeting
• CV support (Developing)
• Support by events (expand the network)
• Promoting to companies (ARUP)
• Interview support
• Pre-start briefing
• Keep supporting (Journals, joint review)
• Inductions
• Welcomed by Senior Colleagues
• Involved
• Supported by Line Manager
• Collaborative approach with Transitions
• Power BI
• Advanced Excel
• BIM
• Team work in a multi-
disciplinary system
• Roles in massive projects
• New Professional Network
DESIGN MANAGER TEAM ASSISTANT
CURRENT ROLE
Sharing Best PracticesGroup Work
Sheila Heard
GroupsGroup Name Surname
8 Alan Sahel2 Ali Rahmani9 Alice Jennison3 Ambrose Quashie3 Ammar Azzouz2 Anusha Shah
10 Arash Tabaeian7 Becky Kimberley
10 Behrouz Mohammadi10 Ben Saxon1 Bichitra Chakraborty5 Biniam Haddish 4 Camilla Nott6 Christian Green2 Elaine Lambert4 Emma Barnes 8 Farah Negash
10 Helene Fleisch5 Irina Bormotova9 Jageethan Jegadeeswaran6 James Miller9 Joan Blaney 3 Justin Brett9 Kate Brand5 Kerry O'Loughlin1 Kevin Bowsher 8 Kieran McKay3 Lorraine Rahmani
Group Name Surname6 Mahivi Vazquez-Tarducci2 Mary Zsamboky2 Mehdi Echreshzadeh.2 Mina Prince1 Monique Basola9 Morven Mitchell
10 Natalie Desty 1 Paul Johnson7 Paul Gallagher3 Payam Hosseinzadeh6 Poorvi Patel3 Premma Makinji7 Rachel Ewerse4 Rebecca Scott4 Saeed Muthana4 Samantha Rosa9 Sara Cottingham8 Scott Baxter7 Shireen Kanji 6 Sohrab Shinwari8 Taffy Chaduka5 Terry Lynch1 Tim Rudin 1 Tom Mossop7 Tom Lane 6 Vahid Jalali5 Waseem Wihba7 Yacob Askedon8 Yinka Fidden
In your groups you have 20 mins to discuss..
Organisations:
❑ How does your organisation
approach inclusiveness in the
talent pipeline, especially
in a wider supply chain?
❑ What are the challenges?
❑ What are the benefits?
Refugee professionals:
❑ What kind of challenges
did/do you face when
applying in the UK to
employers?
❑ What suggestions do you
have for employers?
❑ How do you feel you could
adjust your approach?❑ How can the pipeline be improved, in terms
of diversity and inclusion?
❑ How are/can staff be supported, especially if
they are hosting a placement?
Recognising Refugee Week
Mina Prince
Recognising Refugee Week
35
Thank you