Transitions London CIC works to help refugees find private sector employment. They placed 66 refugees in skilled jobs, with 47% of placements in STEM fields. Challenges for refugees include career gaps and mental health issues, while employers struggle with a lack of information. Success stories show refugees can succeed with support, such as an electrical engineer who became a consultant. Suggestions include continued funding and services to help refugees overcome barriers and connect with employers.
An international traineeship program organized by IAESTE allows students to gain paid work experience abroad over the summer in their field of study. Traineeships last between 6 weeks and 1 year and provide real-world experience with top employers in over 80 countries. In addition to career benefits, the program allows students to discover a new culture, improve soft skills, and build lifelong connections. Students of science, engineering, technology or applied arts who are in their second year or higher can apply for opportunities through the British Council's website by the December 10th deadline.
CDRC Masters Research Dissertation Programme - Call for PartnersGuy Lansley
Following another successful year of the CDRC Retail Masters Dissertation Programme, we are now seeking proposals from businesses for new projects due to commence next spring
For more information please visit: www.cdrc.ac.uk/retail-masters/information-for-retailers/
CDRC Masters Research Dissertation ProgrammeGuy Lansley
The CDRC Masters Research Dissertation Programme gives Masters students from across the UK the opportunity to undertake dissertations using commerical data on a problem set by a large commerical organisation.
For details visit: https://www.cdrc.ac.uk/retail-masters
Les comparto esta presentación donde El Reino Unido va a poyar en la incursión de empresas Mexicanas en su País.
Apoyan con £12,000 libras por persona además de apoyarte con VISA y todas las facilidades para crecer tu proyecto.
Mayor información Favor de Contactarme
javier.m@csoftmty.org
The document is a letter informing Deyuan Lin of the results of his Master of Science in International Management program. It congratulates him on being awarded the degree with Distinction and provides a link to information on graduation ceremonies. It also mentions that in addition to his degree certificate, Deyuan will receive a Higher Education Achievement Report (HEAR) that provides details of his academic performance and extracurricular activities at the university.
Startupbootcamp is a global accelerator program with locations in over 20 cities worldwide including New York, London, Barcelona, Berlin, Istanbul, Singapore, Cape Town, and Dubai. It supports founders in building over €1 billion in company value through its accelerator programs focused on industries like smart cities, digital health, insurtech, and fintech. Startupbootcamp provides startups hands-on mentorship, connections to customers and partners, an international network of investors, and over $100,000 in free services and office space to help companies succeed.
Delivered by Marian Healy of Lifelong Learning UK at the Annual Conference of the Chartered Institute of Library and Information Professionals in Scotland (CILIPS), which took place 1-3 June 2009.
An international traineeship program organized by IAESTE allows students to gain paid work experience abroad over the summer in their field of study. Traineeships last between 6 weeks and 1 year and provide real-world experience with top employers in over 80 countries. In addition to career benefits, the program allows students to discover a new culture, improve soft skills, and build lifelong connections. Students of science, engineering, technology or applied arts who are in their second year or higher can apply for opportunities through the British Council's website by the December 10th deadline.
CDRC Masters Research Dissertation Programme - Call for PartnersGuy Lansley
Following another successful year of the CDRC Retail Masters Dissertation Programme, we are now seeking proposals from businesses for new projects due to commence next spring
For more information please visit: www.cdrc.ac.uk/retail-masters/information-for-retailers/
CDRC Masters Research Dissertation ProgrammeGuy Lansley
The CDRC Masters Research Dissertation Programme gives Masters students from across the UK the opportunity to undertake dissertations using commerical data on a problem set by a large commerical organisation.
For details visit: https://www.cdrc.ac.uk/retail-masters
Les comparto esta presentación donde El Reino Unido va a poyar en la incursión de empresas Mexicanas en su País.
Apoyan con £12,000 libras por persona además de apoyarte con VISA y todas las facilidades para crecer tu proyecto.
Mayor información Favor de Contactarme
javier.m@csoftmty.org
The document is a letter informing Deyuan Lin of the results of his Master of Science in International Management program. It congratulates him on being awarded the degree with Distinction and provides a link to information on graduation ceremonies. It also mentions that in addition to his degree certificate, Deyuan will receive a Higher Education Achievement Report (HEAR) that provides details of his academic performance and extracurricular activities at the university.
Startupbootcamp is a global accelerator program with locations in over 20 cities worldwide including New York, London, Barcelona, Berlin, Istanbul, Singapore, Cape Town, and Dubai. It supports founders in building over €1 billion in company value through its accelerator programs focused on industries like smart cities, digital health, insurtech, and fintech. Startupbootcamp provides startups hands-on mentorship, connections to customers and partners, an international network of investors, and over $100,000 in free services and office space to help companies succeed.
Delivered by Marian Healy of Lifelong Learning UK at the Annual Conference of the Chartered Institute of Library and Information Professionals in Scotland (CILIPS), which took place 1-3 June 2009.
The document discusses font choices for a masthead. It decides on a sans serif, bold, capitalized font to stand out to the target audience, following conventions of magazines like Billboard and Top of the Pops. It then describes editing the font on Photoshop, resizing letters to emphasize "pop" and highlight the genre, and changing the color to match the model's lipstick for cohesion.
Kevin Bowsher Network Rail: Transitions/Engineers without Borders event 28 9-16 Sheila Heard RCDP
This document summarizes a workshop on supporting refugee engineers in job seeking. It includes case studies of refugee engineers who received unpaid placements or full-time employment with Network Rail through partnerships with Transitions, an organization that helps refugees. Barriers to refugee employment identified include bias, difficulties having qualifications and experience recognized between countries, and lack of awareness about refugees' legal status. Perceived benefits of partnerships include supportive approaches to skills development and expanding the concept of workforce diversity. The document concludes with a thank you and invitation for questions.
The 100TB API allows customers to automate infrastructure services and processes to increase operational efficiency. It provides control and interaction between all of a company's core infrastructure elements, including network, servers, backup services, and more. This level of integration enables customers to automate tasks like capacity planning and application management. The API reduces costs by automating operational processes and allowing dynamic scaling of resources based on bandwidth needs.
The document discusses the inspiration and creative process behind designing a magazine cover. It describes how the artist was influenced by two existing magazine covers - one featuring a musical group, and one featuring a TV show poster. Both covers featured the artists prominently and used their clothing colors as inspiration. The artist emulated these designs for their own cover by featuring a female model prominently in a throne, taking visual cues from her dress and positioning other elements to emphasize her importance over the male model.
El documento presenta la jornada pedagógica de un colegio que incluye la presentación general, aspectos curriculares, indicadores de logros y evaluación. También describe la misión, filosofía, principios y visión del colegio, así como su organización administrativa, proyectos, control interno, código de ética y propuesta de evaluación. Finalmente, incluye las direcciones de curso y los acuerdos mínimos en el aula.
Hey Guys
This is a ppt result of hard work by a team
it was a success as we made it to the best and presented in our class
We are students of NYSS ,Nagpur
Thank You
Please share and inspire
Please Comment
also sorry for less contents as our tutors said
"Even if you have less slides to display you should be capable of explaining each slide with details.."
You can add more and more....
Driving the electric revolution – building talent for the future competition ...KTN
The “Driving the Electric Revolution – building talent for the future” competition from Innovate UK's Driving the Electric Revolution challenge, part of UK Research and Innovation, is open for applications until 15 September 2021.
In this briefing event, recorded on Tuesday 9 August 2021, you can hear more about this £250K competition that aims to develop future talent pipelines across the power electronics, machines and drives (PEMD) industry. This competition will fund a number of ideas that quickly fill gaps in skills, talent and training, with up to £25k available to support each successful project.
You can also pick up further details about the scope and application process, as well as eligibility criteria and tips for applying.
For full details of how UK registered organisations can apply for up to £25K for innovative skills, talent, and training projects, visit https://ktn-uk.org/opportunities/driving-the-electric-revolution-building-talent-for-the-future/
1) RetrofitWorks aims to create a self-sustaining market for home retrofits in the UK through a cooperative model. It connects customers, advocates like charities and councils, and vetted retrofit practitioners through online tools and project management support.
2) The model is centered around a network of local cooperatives that manage retrofit leads, coordinate assessments, invite tenders, and oversee installation to deliver projects. Members play roles like energy assessors, installers, approvers, and advocates who feed leads into the system.
3) The system aims to make retrofits accessible and trusted for customers while providing a reliable source of work for small retrofit businesses. Revenue from small fees on
The CAWA project aims to increase awareness of workforce ageing issues through national and European discussions. It develops guidelines to improve individual choice and societal well-being. The project involves partners from Austria, Sweden, Spain, Bulgaria and is coordinated by the Working Lives Research Institute in London. National workshops in each country discuss best practices in sectors like hotels, retail, and healthcare. Case studies and reports are published on the project website.
Engineering council services dave clark march 17 seminar Sheila Heard RCDP
Check out these slides about the role of the Engineering Council in managing standards and mobility. Thanks for support in enabling refugee engineers to transition into the UK economy via engagement with their professional bodies.
Transitions Royal Academy of Engineering seminar Feb 2017 slidesSheila Heard RCDP
This document summarizes an event hosted by Network Rail to showcase Good Practice in Inclusive Employer Engagement with Refugee Engineers. The event agenda included welcome remarks, presentations from Network Rail, Arcadis, and refugee engineer candidates on their experiences. It also included a presentation from the Chair of the Royal Academy of Engineering's inclusive recruitment action group. The document provides details on Arcadis' refugee traineeship program, including their business case, partnership with Transitions, program structure and outcomes. It summarizes the challenges faced by refugee professionals and potential benefits to employers of engaging with refugees. Testimonials are given by two refugee engineer candidates on their experiences with Arcadis. The event aimed to encourage employer engagement with refugee professionals
This document summarizes a report on meaningful career learning for young people in London. It discusses the changing careers landscape, implications for policy, and recommendations to improve career guidance and experiences of the world of work for all young Londoners. Key recommendations include ensuring every secondary school and college has an explicit careers policy and curriculum and that all young people have at least 100 hours of experiences of the world of work.
SEO London is a UK charity that supports young people from diverse backgrounds to access and thrive at elite employers. It operates three main programmes: Secondary Schoolers, University Students, and Alumni & Supporters. The organization provides holistic training, work experience, mentoring and community engagement opportunities to help participants succeed in their careers. Notable initiatives include HerCapital for female leadership, SEO Advance for pre-university students, and SEO Connect for engaging alumni through professional development, networking and job opportunities.
On Tuesday 27th April 2021, KTN in partnership with Innovate UK and BEIS, hosted a Management Knowledge Transfer Partnerships (KTPs) – An interactive guide event. This webinar will provide you with the opportunity to hear from KTN’s experienced Knowledge Transfer Adviser Team who help deliver the KTPs / Management KTPs Programme. The webinar also showcases case studies from businesses and academics who are currently involved in Management KTP projects.
ISCF Transforming Foundation Industries: Fast Start Projects - Competition Br...KTN
Innovate UK will fund up to £5m in R&D and Innovation projects for the foundation industries (cement, ceramics, chemicals, paper, glass and metals). These will be cross-sector, collaborative, fast start, short duration, industrial research and development (R&D) projects. More details about the funding scope can be found here.
This funding competition is part of the Industrial Strategy Challenge Fund (ISCF) for Transforming Foundation Industries and aims to bring businesses from different foundation industries together to work on common resource and energy efficiency opportunities.
Find out more: https://ktn-uk.co.uk/news/live-now-webcast-iscf-transforming-foundation-industries-fast-start-projects-competition-briefing
Disrupted Futures 2023 | Navigating career paths in the age of AIEduSkills OECD
This presentation from the OECD Disrupted Futures 2023: International lessons on how schools can best equip students for their working lives conference looks at Enhancing guidance through digital technologies “Navigating career paths in the age of AI”. Presented by Deirdre Hughes and Chris Percy.
Discover the videos and other sessions from the OECD Disrupted Futures 2023 conference at https://www.oecd.org/education/career-readiness/conferences-webinars/disrupted-futures-2023.htm
Find out more about our work on Career Readiness https://www.oecd.org/education/career-readiness/
Watch our Consortia Building Workshop on replay to find out more about the Small R&D Partnership Projects funding competition, including pitches from organisations you could partner with.
Slides from workshop delivered at the Association for National Teaching Fellows' Annual Symposium, De Montford University, 20 April 2023.
Abstract:
The New Model Institute for Technology and Engineering is a new HEI. We’re a positive disrupter, challenging norms in university-level education by using and testing innovative new approaches, particularly in learning, teaching and widening access, to address the shortfall in numbers of engineering graduates in the UK. Part of NMITE’s mission is to share good practice and learning with the sector. This workshop will provide an overview of NMITE’s pedagogical innovations, and will facilitate a discussion with peers about the enablers and barriers to innovation and ways to overcome them. The session will facilitate good practice sharing and the chance for you to seek peer support and learn from new models to address challenges within your own institution. It will thus empower you to act as a more effective change agent, driving forward your NTF/CATE innovative practice. We will conclude with an opportunity for colleagues to feed into a QAA enhancement project, which the presenters are currently leading, to explore the interaction of innovation and quality assurance in HE.
The document discusses font choices for a masthead. It decides on a sans serif, bold, capitalized font to stand out to the target audience, following conventions of magazines like Billboard and Top of the Pops. It then describes editing the font on Photoshop, resizing letters to emphasize "pop" and highlight the genre, and changing the color to match the model's lipstick for cohesion.
Kevin Bowsher Network Rail: Transitions/Engineers without Borders event 28 9-16 Sheila Heard RCDP
This document summarizes a workshop on supporting refugee engineers in job seeking. It includes case studies of refugee engineers who received unpaid placements or full-time employment with Network Rail through partnerships with Transitions, an organization that helps refugees. Barriers to refugee employment identified include bias, difficulties having qualifications and experience recognized between countries, and lack of awareness about refugees' legal status. Perceived benefits of partnerships include supportive approaches to skills development and expanding the concept of workforce diversity. The document concludes with a thank you and invitation for questions.
The 100TB API allows customers to automate infrastructure services and processes to increase operational efficiency. It provides control and interaction between all of a company's core infrastructure elements, including network, servers, backup services, and more. This level of integration enables customers to automate tasks like capacity planning and application management. The API reduces costs by automating operational processes and allowing dynamic scaling of resources based on bandwidth needs.
The document discusses the inspiration and creative process behind designing a magazine cover. It describes how the artist was influenced by two existing magazine covers - one featuring a musical group, and one featuring a TV show poster. Both covers featured the artists prominently and used their clothing colors as inspiration. The artist emulated these designs for their own cover by featuring a female model prominently in a throne, taking visual cues from her dress and positioning other elements to emphasize her importance over the male model.
El documento presenta la jornada pedagógica de un colegio que incluye la presentación general, aspectos curriculares, indicadores de logros y evaluación. También describe la misión, filosofía, principios y visión del colegio, así como su organización administrativa, proyectos, control interno, código de ética y propuesta de evaluación. Finalmente, incluye las direcciones de curso y los acuerdos mínimos en el aula.
Hey Guys
This is a ppt result of hard work by a team
it was a success as we made it to the best and presented in our class
We are students of NYSS ,Nagpur
Thank You
Please share and inspire
Please Comment
also sorry for less contents as our tutors said
"Even if you have less slides to display you should be capable of explaining each slide with details.."
You can add more and more....
Driving the electric revolution – building talent for the future competition ...KTN
The “Driving the Electric Revolution – building talent for the future” competition from Innovate UK's Driving the Electric Revolution challenge, part of UK Research and Innovation, is open for applications until 15 September 2021.
In this briefing event, recorded on Tuesday 9 August 2021, you can hear more about this £250K competition that aims to develop future talent pipelines across the power electronics, machines and drives (PEMD) industry. This competition will fund a number of ideas that quickly fill gaps in skills, talent and training, with up to £25k available to support each successful project.
You can also pick up further details about the scope and application process, as well as eligibility criteria and tips for applying.
For full details of how UK registered organisations can apply for up to £25K for innovative skills, talent, and training projects, visit https://ktn-uk.org/opportunities/driving-the-electric-revolution-building-talent-for-the-future/
1) RetrofitWorks aims to create a self-sustaining market for home retrofits in the UK through a cooperative model. It connects customers, advocates like charities and councils, and vetted retrofit practitioners through online tools and project management support.
2) The model is centered around a network of local cooperatives that manage retrofit leads, coordinate assessments, invite tenders, and oversee installation to deliver projects. Members play roles like energy assessors, installers, approvers, and advocates who feed leads into the system.
3) The system aims to make retrofits accessible and trusted for customers while providing a reliable source of work for small retrofit businesses. Revenue from small fees on
The CAWA project aims to increase awareness of workforce ageing issues through national and European discussions. It develops guidelines to improve individual choice and societal well-being. The project involves partners from Austria, Sweden, Spain, Bulgaria and is coordinated by the Working Lives Research Institute in London. National workshops in each country discuss best practices in sectors like hotels, retail, and healthcare. Case studies and reports are published on the project website.
Engineering council services dave clark march 17 seminar Sheila Heard RCDP
Check out these slides about the role of the Engineering Council in managing standards and mobility. Thanks for support in enabling refugee engineers to transition into the UK economy via engagement with their professional bodies.
Transitions Royal Academy of Engineering seminar Feb 2017 slidesSheila Heard RCDP
This document summarizes an event hosted by Network Rail to showcase Good Practice in Inclusive Employer Engagement with Refugee Engineers. The event agenda included welcome remarks, presentations from Network Rail, Arcadis, and refugee engineer candidates on their experiences. It also included a presentation from the Chair of the Royal Academy of Engineering's inclusive recruitment action group. The document provides details on Arcadis' refugee traineeship program, including their business case, partnership with Transitions, program structure and outcomes. It summarizes the challenges faced by refugee professionals and potential benefits to employers of engaging with refugees. Testimonials are given by two refugee engineer candidates on their experiences with Arcadis. The event aimed to encourage employer engagement with refugee professionals
This document summarizes a report on meaningful career learning for young people in London. It discusses the changing careers landscape, implications for policy, and recommendations to improve career guidance and experiences of the world of work for all young Londoners. Key recommendations include ensuring every secondary school and college has an explicit careers policy and curriculum and that all young people have at least 100 hours of experiences of the world of work.
SEO London is a UK charity that supports young people from diverse backgrounds to access and thrive at elite employers. It operates three main programmes: Secondary Schoolers, University Students, and Alumni & Supporters. The organization provides holistic training, work experience, mentoring and community engagement opportunities to help participants succeed in their careers. Notable initiatives include HerCapital for female leadership, SEO Advance for pre-university students, and SEO Connect for engaging alumni through professional development, networking and job opportunities.
On Tuesday 27th April 2021, KTN in partnership with Innovate UK and BEIS, hosted a Management Knowledge Transfer Partnerships (KTPs) – An interactive guide event. This webinar will provide you with the opportunity to hear from KTN’s experienced Knowledge Transfer Adviser Team who help deliver the KTPs / Management KTPs Programme. The webinar also showcases case studies from businesses and academics who are currently involved in Management KTP projects.
ISCF Transforming Foundation Industries: Fast Start Projects - Competition Br...KTN
Innovate UK will fund up to £5m in R&D and Innovation projects for the foundation industries (cement, ceramics, chemicals, paper, glass and metals). These will be cross-sector, collaborative, fast start, short duration, industrial research and development (R&D) projects. More details about the funding scope can be found here.
This funding competition is part of the Industrial Strategy Challenge Fund (ISCF) for Transforming Foundation Industries and aims to bring businesses from different foundation industries together to work on common resource and energy efficiency opportunities.
Find out more: https://ktn-uk.co.uk/news/live-now-webcast-iscf-transforming-foundation-industries-fast-start-projects-competition-briefing
Disrupted Futures 2023 | Navigating career paths in the age of AIEduSkills OECD
This presentation from the OECD Disrupted Futures 2023: International lessons on how schools can best equip students for their working lives conference looks at Enhancing guidance through digital technologies “Navigating career paths in the age of AI”. Presented by Deirdre Hughes and Chris Percy.
Discover the videos and other sessions from the OECD Disrupted Futures 2023 conference at https://www.oecd.org/education/career-readiness/conferences-webinars/disrupted-futures-2023.htm
Find out more about our work on Career Readiness https://www.oecd.org/education/career-readiness/
Watch our Consortia Building Workshop on replay to find out more about the Small R&D Partnership Projects funding competition, including pitches from organisations you could partner with.
Slides from workshop delivered at the Association for National Teaching Fellows' Annual Symposium, De Montford University, 20 April 2023.
Abstract:
The New Model Institute for Technology and Engineering is a new HEI. We’re a positive disrupter, challenging norms in university-level education by using and testing innovative new approaches, particularly in learning, teaching and widening access, to address the shortfall in numbers of engineering graduates in the UK. Part of NMITE’s mission is to share good practice and learning with the sector. This workshop will provide an overview of NMITE’s pedagogical innovations, and will facilitate a discussion with peers about the enablers and barriers to innovation and ways to overcome them. The session will facilitate good practice sharing and the chance for you to seek peer support and learn from new models to address challenges within your own institution. It will thus empower you to act as a more effective change agent, driving forward your NTF/CATE innovative practice. We will conclude with an opportunity for colleagues to feed into a QAA enhancement project, which the presenters are currently leading, to explore the interaction of innovation and quality assurance in HE.
Opening up new circular economy trade opportunities: Options for collaboratio...GreenAllianceUK
1) The document discusses Innovate UK, the UK's innovation agency which invests over £440m annually in UK innovation to stimulate business-led innovation and accelerate economic growth.
2) It outlines Innovate UK's focus areas including resource efficiency, which aims to reduce material usage, substitute environmentally unsound materials, and encourage a more circular economy where materials are kept in productive use through various means.
3) Key initiatives are described such as the Great Recovery project exploring barriers to circular business models, and competitions around recovering valuable materials from waste and exploring business models for a product to service shift to retain value.
Pathway Group Who, What, Why Presentation by Safaraz Ali 2022 (Template).pptxThe Pathway Group
Pathway Group is a skills and training provider with over 20 years of experience. It has supported over 7,300 learners in acquiring qualifications and helped 4,640 people into work or further training in the last year. The organization delivers a wide range of programs across several regions of England, including apprenticeships, traineeships, and European Social Fund training. It has a strong focus on destinations and measuring the impact of its work in helping learners find sustainable employment or continue their education.
Pathway Group Who, What, Why Presentation by Safaraz Ali 30.09.2022 (BCU).pptxThe Pathway Group
Pathway Group is an education and training provider with over 20 years of experience. It supports over 4,600 learners annually across several regions in the UK. In the last fiscal year, it delivered over 7,300 qualifications and engaged with over 1,200 businesses. Pathway Group aims to change lives through skills and work by becoming an indispensable partner for funding bodies, employers, and other organizations. It has a network of skills centers located in communities across the country.
Women in Innovation: Building Success - Expanding your horizonsKTN
Eager to explore what other avenues may be available to help grow your business?
The Knowledge Transfer Network delved into available opportunities and help demystify preconceptions about them.
Find out more: https://ktn-uk.co.uk/news/women-in-innovation-programme-building-success-webinar-series
Meet the Awards Winners: Responsible Business Awards Workshop PresentationEloise Sochanik
This document provides information about the Responsible Business Awards organized by Business in the Community (BITC). It discusses:
- BITC's mission to build resilient communities and a sustainable future through responsible business practices.
- The Responsible Business Awards which recognize companies demonstrating positive business and social/environmental impact across BITC's campaign areas.
- The awards process which involves submitting entries for assessment and presenting to a judging panel with opportunities to receive recognition and publicity.
- Advice for participants on telling their impact story, engaging stakeholders, and structuring strong submissions based on the award criteria.
Similar to Did you know this about refugees in the UK jobs market? (20)
UK NARIC is the designated national agency for the recognition and comparison of international qualifications in the UK. It provides various individual services like Statements of Comparability and Career Path Reports, as well as services for organizations. UK NARIC verifies international qualifications and provides broad level comparability to UK qualifications, but does not replace original certificates or qualify individuals to work. It aims to orient individuals in the UK education system and inform decisions of employers and institutions.
Hasan abosharfo route to uk engineer employment with naric soc and iet memb...Sheila Heard RCDP
Hasan is now a Rail (Electrification and Design) Engineer at Network Rail, having been put forward by Transitions. His case study in these slides illustrates how gaining IET Membership and the Naric statement of comparability seemed to assist him to find UK jobs. Along with carefully tailoring his CV and developing his interview technique to suit UK employer expectations. He describes the lack of information, advice, signposting and funding services for refugees that he experienced and how Jobcentre Plus could have assisted him. He's aiming to complete the Chartered Engineer process in the next 2 years.
Transitions London CIC works to help refugees find private sector employment. They placed 66 refugees in skilled jobs, with 47% of placements in STEM fields. Challenges for refugees include career gaps and mental health issues, while employers struggle with a lack of information. Success stories show refugees can succeed with support, such as an electrical engineer who became a consultant. Suggestions include continued funding and services to help refugees overcome barriers and connect with employers.
Arcadis Transitions Traineeship - about talent attraction not charity. Sheila Heard RCDP
The Arcadis Transitions Traineeship, which has hired 10 trainees for 6 months (9 Graduate Engineers, 1 Programme Administrator) is not about 'hiring Refugees' ! It's about inclusive talent attraction. Arcadis is looking for staff. It opened the Traineeships to Transitions to provide 6 month employed Trainee positions to candidates with the required skill base so that after the 6 months they were on a level playing field in the UK, with recent references and recent experience. A business investment not charity.
This document discusses the need for positive action and inclusion in hiring practices. It argues that current practices can be subjective and biased, rewarding confidence over competence and favoring those with access to support. The authors propose that an inclusive learning platform could help employers hire the best candidates by removing barriers, democratizing knowledge, and focusing on skills rather than attributes. The platform would provide coaching and training to help all candidates recognize their value and prepare for the hiring process. This could make recruitment more efficient and improve the candidate experience.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
8. Suggestions for Home Office
Continue with Refugee Integration Loan
New Refugee Employment Access Fund: for employers
and/or refugees
Provide employment services signposting information
Restart RIES ?
Transitions: www.transitions-london.co.uk 8
9. Thank you.
Sheila Heard, Managing director
Transitions London CIC
www.transitions-london.co.uk
enquiries@transitions-london.co.uk
Tel 020 8642 4431
Transitions: www.transitions-london.co.uk 9
10. Thank you.
Sheila Heard, Managing director
Transitions London CIC
www.transitions-london.co.uk
enquiries@transitions-london.co.uk
Tel 020 8642 4431
Transitions: www.transitions-london.co.uk 9
Editor's Notes
1. ASKED TO SPEAK ABOUT FOUR THINGS:
How to engage the private sector and tackle reservations/misconceptions.
How to make it easier to connect refugees with employers.
Easing Government regulations to facilitate employment.
Successful and unsuccessful experiences of getting refugees into employment.
…...........................
2. THESE CORPORATES HAVE ALL ENGAGED COMMERCIALLY WITH TRANSITIONS
By hiring through Transitions employment agency (eg ARUP , Crossrail, NGrid)
Or commissioning workshops (eg KPMG, EDF, N Grid, Network Rail, Oliver Wyman, IET and ICE)
Most have hosted work experience
Range of private, public and not for profit clients.
…...........................
3 VERY VERY CHALLENGING.
LACK OF STATUTORY FRAMEWORK TO ENCOURAGE CORPORATE ENGAGEMENT WITH REFUGEES
OFTEN AD HOC AND NOT CORPORATE. MANY VARIABLES.
OFTEN DOWN TO GOODWILL - which I’m going to tell you about.
4 THE RATE OF UNEMPLOYMENT FOR REFUGEES IN THE UK IS AROUND 70% - 6 TIMES THE NATIONAL AVERAGE
5 SO THESE CORPORATES ARE TO BE CONGRATULATED AS RECOGNISING THE BUSINESS CASE OF BEING INCLUSIVE ORGANISATIONS
1 HOW DO WE ENGAGE WITH ORGANISATIONS?:
Range of strategies -
VIA D&I teams, CSR, individual team managers , HR PARTNERS, SENIOR MANAGEMENT/CEO’S
…...........................
2 This is what employers tell us they need and want.
DESCRIBE THE SLIDE
THEN ADD:
Work experience: structured/ reflective learning journal
Range of Workshops - co-delivered with corporate staff, professional bodies, candidate coaches.
Presentations at membership orgs like CICA (civil engineering), BITC
3 seminars per year on best practice
…................................
3 CIC – regulated by CIC regulator
….................................
4 14% job outcomes generated employment agency fees.
…..............................
1 READ THESE STATS FIRST:
47% SKILLED JOB OUTCOMES 2011-2015 = 57 of 121 candidates
14% GENERATED AN EMPLOYMENT AGENCY FEE. THE REST DIDN’T GENERATE US INCOME BUT WERE AS A RESULT OF THE SERVICES.
54% of employed candidates in 2015 attributed 80-100% of their job outcome success to Transitions)
…...............................................
2 STORIES (Very short):
NARGES STORY (Engineering Geologist)
MUDHER STORY (Performance Excellence Analyst)
WAHID STORY (Structural Engineer)
Point out NATIONAL GRID GRADUATE TRAINEE PLACEMENT SUPERVISER
Point out NETWORK RAIL D&I MANAGER SUPERVISER
….............................
SYRIAN BANKER. STRUGGLED GREATLY. STILL NOT SETTLED IN REASONABLE EMPLOYMENT. HIGH LEVEL ENGLISH - HAD WORKED WITH HIGH VALUE INTERNATIONAL CLIENTS.
Expand:
2 Career gap/ references:
3 Overseas qualifications/experience
(Naric OK. 2/3 of 121 candidates have UK Degrees/Masters/PhD)
4 Jobcentre Plus
(sent on workshops with entry level customers, didn’t address his questions/need for work experience/network/courses)
Is there a refugee marker??
5 Orientation/Professional Network
(provided by Transitions workshops & 1-1, work experience)
Pressured to find any job by Jobcentre - gave up.
6 Career Development Loan/Refugee Integration loan
(couldn’t access)
7 Self confidence /mental health / Debt
8 Assumptions about ESOL/ provision of ESOL for referrals.
….................................................................................................................
9 Quote from GLA ‘London Enriched strategy 2009 – 2016
As a group, refugee professionals are likely to have higher levels of qualifications and skills than the UK populations. Despite these skills and strong motivations to work, refugees are less successful in finding jobs: the employment rate for refugees in London is less than 30 per centre.
1 VERY CHALLENGING COMBINATION OF TOPICS - IN ORDER TO ASSIST CORPORATES TO RESPOND AS A WHOLE ORGANISATION - WHETHER BOTTOM UP OR TOP DOWN FROM CEO
1 a Compliance unclear
No mention of refugees in guide on gov.uk: ‘ Employers guide to acceptable right to work documents’ https://www.gov.uk/government/publications/acceptable-right-to-work-documents-an-employers-guide
Consistently the main question to us when we contact employers/when they contact us.
Employers can be fined a ‘Civil Penalty’ of up to £20,000 for hiring people without permission to work.
Media influence around misinformation isn’t helpful. Though they are also confused.
2 D&I fit:
Refugees not named in Equality Act 2010
Was deemed to be a short-term issue
Therefore almost total absence of positive action or monitoring by employers around refugee hiring.
3 Growing use of external/internal large recruitment agencies.
= less opportunities for refugees
4 Business case for positive action work experience of refugees a challenge
Competition with programmes supporting groups named in the Equality Act and young people
5 Viewed as over/under qualified/experienced..
…for UK work experience /apprenticeships/graduate schemes/experienced hire
6 Use of English as another language
Assumptions.
Some candidates do have ESOL barrier - often more about cross cultural communication than ESOL.
7 Mutual unfamiliarity Unconscious bias/ Discrimination
8 NB Corporate Ownership/buy-in/ communicated strategy around refugee engagement - often ad hoc, not regulated.
1 REEMS STORY - SHORT
Iraq/dentist receptionist in UK
IAG/ membership of IET
Structured WP with reflective learning journal - underground transportation systems design.
Permanent job via Transitions employment agency. IET portfolio buidling towards Eng Tech and then Chartered.
….................
2 HOW WE ENGAGED WITH ARUP - via senior management team in liaison with HR business partners.
…..........................................
3 KEY BUSINESS IMPACTS FOR ARUP : ACCESS TO INTERNATIONAL SKILLS/LANGUAGES (designing Riyahd underground stations) , INCLUSION OF WOMAN, STAFF DEVELOPMENT – awareness raising/challenging stereotypes, offering a pathway that wouldn’t have been accessible due to her self-confidence (BLOSSOMED) ENHANCED SELECTION PROCESS, BOTTOM LINE.
…..........................................
4. 10 CANDIDATE IMPACT MILESTONES including LMI, IET, COACHING, WORK EXPERIENCE, CV, INTERVIEW SKILLS, CONFIDENCE BUILDING, PROFESSIONAL NETWORK, PROFESSIONAL DEVELOPMENT.
….........................................
5 ADD : RAE RESEARCH : (PRESENTED AT A TRANSITIONS SEMINAR THEY PAID FOR)
20% UK engineering undergraduates from BME backgrounds
6% professional engineers are BME
6% engineering professionals are female
GLA is coordinating the involvement of London local authorities in the SVPR (SYRIAN VULNERABLE PERSONS’ RELOCATION)
GLA could Identify Refugees as having specific employment support needs, over and above those of migrants and UK citizens, in the GLA ‘London Enriched’ refugee strategy.
GLA could therefore support refugee employment initiatives with the London local authorities
ie Practical employer engagement support to employers and refugees in London, supported by GLA policy.
Currently, GLA ‘London Enriched’ refugee strategy in fact mainstreams refugees along with other London residents. That wasn’t the case with the previous mayoral administration.
Five of the seven core themes in 2013-2016 mainstream refugees, including ‘Employment, skills and enterprise’
- no specific strategy to support refugees looking for work.
In spite of the well document barriers.
Employment support, in liaison with the GLA, could be delivered in boroughs who are supporting refugees, including the new Syrian refugees. Like Kingston and Ealing.
…..................................................
2. DWP/JCP:
Provide a 1 year Refugee JSA package:
- co-location of JCP/refugee agency services.
- Flexibility rather than sanctions.
…......
Savings: Single Job-seeking adult receives approximately £14,000 per year in benefits (JSA, HB, Council Tax Support).
If employed on salary of £25k all benefits would cease, and almost £3k (£2,880) of income tax would be contributed. = saving off almost £17K to UK plc. (well documented)
….......
www.gov.uk
Inclusion of refugee right to work in the current guide: Employers guide to acceptable right to work documents https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/441957/employers_guide_to_acceptable_right_to_work_documents_v5.pdf
No mention of refugees.
No picture of the Biometric card
No clarification that they can work in any job at any skill level.
Only mention of asylum seekers and their ID
Improve employers’ access to such information
Eg Employer online information page on refugee compliance for hire on gov.uk .
Enquiry tel. no.
READ THROUGH THE SLIDE (4 POINTS)
Loan up to £500. 5 months backlog at moment
….........
2. Home Office used to fund RIES (Refugee Integration & Employment Service)
long pilot process. Closed in 2011 with 6 weeks notice, citing ‘value for money’ .
NEW RIES ??
….......
3. IN SCOTLAND, THE BRIDGES PROJECT IN GLASGOW IS CELEBRATED BY GOVT – AND FUNDED. REFUGEE COUNCIL USED TO RUN RIES (England, Wales) - REINSTATE?? REFUGEE AGENCIES HAVE THE EXPERTISE.