This document provides information about the judging process for the Multicultural Apprenticeship Awards. It includes an overview of the entries received, the shortlisting process used to select finalists in each category, and the criteria that judges will use to evaluate the nominations. Over 300 apprentice applications were received across 12 categories. Apprentices were shortlisted based on meeting minimum requirements, correctly answering questions, and demonstrating going above and beyond. Shortlisted apprentices, employers, and learning providers will be judged on criteria such as their interest and progression in apprenticeships as well as achievements, learning, and willingness to win the award. The judges' scores will determine the winners in each category.
Apprenticeships deliver not only for individuals and businesses, they’re also essential to the economy. It’s our belief that young people in apprenticeships and the employers who provide them with opportunities should be both recognised and celebrated.
Safaraz Ali AoC Equity Diversion and Inclusion Conference 30 March 2022 .pptxThe Pathway Group
BAME Apprentice Network – why we exist?
Safaraz Ali, Founder/CEO, BAME Apprenticeship Awards / BAME
Apprentice Network & Pathway Group
This session will discuss closing the diversity gap in apprenticeships;
what’s working well and what we can do to champion further change
within the sector. We need change, we all say it but how is the move from intention to execution working, what are the missing links and how celebrating difference matters and how do we champion a culture
of authenticity?
How to Recruit and Nurture Top Young Talent with WhiteHat and JustEatDania Riad
Young people, including recent and non-graduates, are entering the workforce in sizeable numbers. These digital citizens are armed with information and expect more from potential employers than any other job seekers – making them some of the best candidates out there, but also some of the trickiest to recruit and retain.
Thanks to the UK’s new Apprenticeship Levy, companies like WhiteHat and JustEat are forging new ground with apprenticeship programmes, which are designed to build pathways to amazing careers for young people.
Apprenticeships deliver not only for individuals and businesses, they’re also essential to the economy. It’s our belief that young people in apprenticeships and the employers who provide them with opportunities should be both recognised and celebrated.
Safaraz Ali AoC Equity Diversion and Inclusion Conference 30 March 2022 .pptxThe Pathway Group
BAME Apprentice Network – why we exist?
Safaraz Ali, Founder/CEO, BAME Apprenticeship Awards / BAME
Apprentice Network & Pathway Group
This session will discuss closing the diversity gap in apprenticeships;
what’s working well and what we can do to champion further change
within the sector. We need change, we all say it but how is the move from intention to execution working, what are the missing links and how celebrating difference matters and how do we champion a culture
of authenticity?
How to Recruit and Nurture Top Young Talent with WhiteHat and JustEatDania Riad
Young people, including recent and non-graduates, are entering the workforce in sizeable numbers. These digital citizens are armed with information and expect more from potential employers than any other job seekers – making them some of the best candidates out there, but also some of the trickiest to recruit and retain.
Thanks to the UK’s new Apprenticeship Levy, companies like WhiteHat and JustEat are forging new ground with apprenticeship programmes, which are designed to build pathways to amazing careers for young people.
Oliver James Associates - Diversity & Inclusion John Williamson
At Oliver James Associates, our aim is to create an environment that is both open and inclusive, encouraging and valuing a diverse perspective within our workforce and recruitment policy. We aim to draw upon the widest possible range of views and experiences in order to meet the changing needs of our employees, clients and candidates alike.
Oliver James Associates - Diversity & Inclusion John Williamson
At Oliver James Associates, our aim is to create an environment that is both open and inclusive, encouraging and valuing a diverse perspective within our workforce and recruitment policy. We aim to draw upon the widest possible range of views and experiences in order to meet the changing needs of our employees, clients and candidates alike.
Responsible Individual Training fostercare- F5 Foster Care UKThe Pathway Group
Responsible Individual Training for Foster Care provided complimentary by Safaraz Ali
www.safaraz.co.uk
Responsible Individual Training fostercare- F5 Foster Care UK
Responsible Individual Training UK"
"Foster Care Professional Development"
"Accredited Foster Care Training"
"Diversity in Foster Care"
"Inclusive Foster Care Training"
"F5 Foster Care UK Training"
"Foster Care Skills Enhancement"
"Leadership in Foster Care"
"Foster Care Excellence Programs"
"Equity in Foster Care Education"
RI Training
Responsible Individual Training for Foster Care
the original content of the 1973 TPS manual1 was written by
the staff2 of Toyota Motor Corp. (OMCD - Operations Management Consulting Division.
By 1970, Toyota had a fairly stable production system internally and they made a decision to
assist suppliers by sharing their knowledge and skills. To do this, Toyota created a special
internal improvement group called Production Research Division (later renamed Operations
Management Consulting Division – OMCD)
his 1973 manual was also used as course materials by Ohno and his team – the Japanese
Management Association compiled their workshop materials and released it as a book in the
1978. Productivity Press translated it and released it as Kanban: Just-in-time at Toyota in
1986. While much of the Productivity Press book consists of the same materials as the 1973
TPS Manual, it is not presented in the same order.
Multicultural-Apprenticeship-Awards-2023-Compressed-Brochure.pdfThe Pathway Group
Celebrating Talent & Diversity
The Multicultural Apprenticeship Awards recognises multicultural British apprentices, their employers, and learning providers.
2023 Multicultural Apprenticeship Award winners revealed in Birmingham Ceremony
Empowering The Nation - White Paper
This is the white paper what was written to go along with the Peer Meet up event that was conducted on the 13th October. This covers about unleashing potential in the employability and skills sector, the power of partnership working, the current landscape of the sector and where it might be going in the next 12-18 months.
Peer Meetup by Safaraz Ali 13.Oct.2023
Powerpoint from the peer meet up online networking webinar that was conducted on the 13th October 2023. This covered topics such as recruitment, AI and the funding landscape.
Peer Meetup by Safaraz Ali 13.Oct.2023
Powerpoint from the peer meet up online networking webinar that was conducted on the 13th October 2023. This covered topics such as recruitment, AI and the funding landscape.
A Guide to Apprenticeships for the Higher Education Sector.pdfThe Pathway Group
A Guide to Apprenticeships for the Higher Education Sector.pdf
A guide to apprenticeships which is detailed to be about the higher education sector. Covers many topics such as: what is an apprenticeship and how they work, regulatory bodies, end-point assessments, delivery styles and how to keep up-to-date with industry changes.
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.pdfThe Pathway Group
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.ppt
A powerpoint talking about the regulatory bodies when it comes to apprenticeships, along with what they do and how they work.
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.pptThe Pathway Group
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.ppt
A powerpoint talking about the regulatory bodies when it comes to apprenticeships, along with what they do and how they work.
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material -...The Pathway Group
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material - Pathway Group.ppt
A presentation detailing the role that End-point assessment organisations play in apprenticeships, along with how to choose the right one for your company/training provider.
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material -...The Pathway Group
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material - Pathway Group.ppt
A presentation detailing the role that End-point assessment organisations play in apprenticeships, along with how to choose the right one for your company/training provider.
How Apprenticeships Work & Why They Work - Apprenticeship Training Material -...The Pathway Group
How Apprenticeships Work & Why They Work - Apprenticeship Training Material - Pathway Group
A powerpoint detailing about what exactly an apprenticeship is and why they have been working over the time that they have been introduced
How Apprenticeships Work & Why They Work - Apprenticeship Training Material -...The Pathway Group
How Apprenticeships Work & Why They Work - Apprenticeship Training Material - Pathway Group
A powerpoint detailing about what exactly an apprenticeship is and why they have been working over the time that they have been introduced
The World of Learning - Apprenticeship Training Material - Pathway Group.pptThe Pathway Group
The World of Learning - Apprenticeship Training Material - Pathway Group
A powerpoint which covers topics such as different learning and teaching styles, along with delving into what they are and the advantages of them.
The World of Learning - Apprenticeship Training Material - Pathway Group.pdfThe Pathway Group
The World of Learning - Apprenticeship Training Material - Pathway Group
A powerpoint which covers topics such as different learning and teaching styles, along with delving into what they are and the advantages of them.
How Independent Training Providers (ITPs) can survive and thrive in an inflat...The Pathway Group
The attached
white paper has been produced to help Independent
Training Providers (ITPs) negotiate the
uncertain economic and policy terrain.
We have a simple goal – to offer helpful
information to training providers to help
them survive and deliver what the UK needs –
a skilled, successful and happy workforce.
Pakistani Report: Understanding the Needs and Wants of the Pakistani Population in Birmingham
A grassroots community initiative to inspire initiatives for Pakistanis living in Birmingham.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
3. The webinar will cover the following:
Introduction
Judges Introductions
Applications Update
Judging
Interviews
4. English Apprenticeships: Our 2020
Vision
Supporting diversity in apprenticeships and access for
all
• We are committed to increasing the proportion of
apprentices from BAME backgrounds by 20%
English Apprenticeships: Our 2020 Vision
Dec 2015
BME 2020 Vision
“More must be done to ensure BME workers get more job
opportunities”
BME 2020 vision amongst other to focus on:
• Increase the proportion of apprenticeships taken up by BME
backgrounds by 20%
• Increase the number of BME students going to University
Sajid Javid, then Business Secretary
March 2016
5. Race in the workplace:
The McGregor-Smith Review
Every person, regardless of their ethnicity or
background, should be able to fulfil their
potential at work.
That is the business case as well as the
moral case. Diverse organisations that
attract and develop individuals from the
widest pool of talent consistently perform
better.
6. Please, don't call me BAME or BME! -
Zamila Bunglawala,
“The acronym BAME and the initialism BME
are, I feel, a good case in point. ‘BAME’
stands for ‘Black, Asian and minority ethnic’
and ‘BME’ stands for Black and Minority
Ethnic’. The terms are widely used by
government departments, public bodies, the
media and others when referring to ethnic
minority groups. Yet during research we
carried out with nearly 300 people across the
UK, we found that only a couple recognised
the acronyms and only one knew vaguely
what they actually stood for!
There is also a problem in that the terms
‘BAME’ and ‘BME’ aren’t always associated
with White ethnic minorities such as Gypsy,
Roma and Traveller of Irish Heritage groups,
which we know are among some of our most
marginalised and disadvantaged communities.
To leave these communities out of the very
language we use is to marginalise them even
further.”
7. The DfE’s blanket BAME strategy is
cloth-eared
This blanket approach is flawed by design.
By lumping all the non-white ethnicities
together under one target, we miss the
differences in existing patterns and future
needs for specific groups.
The proportion of BAME apprentices varies
around the country, but low apprenticeship
take-up is more significant among British
Asians than in other BAME communities,
where take-up is nearer the representative
population.
8. Asian Apprenticeship Awards
• Celebrating and showcasing the best of British Asian Apprentices and the people that
employ and train them.
9. BAME Apprenticeship Awards
Celebrating talent & Diversity in Apprenticeships. Recognising the British BAME
Apprentices, their employers and learning providers.
10. The cornerstone of our belief is…
“The best person to promote and sell
apprenticeship programmes are apprentices
themselves, this is where we will add additional
focus, we will strive practically at all levels and this
is where we need your support.”
• Safaraz Ali
14. 1.Accounting & Finance (1)
2.Legal & Professional Services (2)
3.Health, Medical & Social Care (1)
4.Retail, Hospitality & Tourism (2)
5.Charity, Voluntary & Public Services (1)
6.Construction Services (2)
7.Engineering & Manufacturing (1)
8.Digital & Technology (2)
9.Media & Marketing (1)
10.Transport & Logistics (2)
11.Intermediate Apprentice of the Year (1)
12.Judges’ Choice Award (2)
AWARDS CATEGORIES
15. Group 2
James Adeleke
Lucy Hunte
Jenny Pelling
Damien Corneal
Stephen Suneal Ram Kissun
Dan Howard
Lesley McCormack
Mohammed Naveed
Julie Asher Smith
Group 1
Sharon Walpole
Jasmine Kundra
Olga Bottomley
Mark Mckenna
Louise Allen
Errol Ince
Ayesha Hassan
Amir Khan
Durdana Ansari
JUDGING GROUPS
16. This year we received over 300 Apprentice applications and have shortlisted between
8 and 10 apprentices in each category.
Apprentices were Shortlisted using the 3-point test:
1. Did they meet the minimum requirements?
2. Did they answer the questions correctly?
3. Did they evidence going above and beyond in their application?
In each category apart from the Judges Choice category we have shortlisted 3
employers. All employers shortlisted will also be shortlisted in the Large & Small
Employer categories accordingly. In addition to employers and apprentices we have
shortlisted 10 Learning Providers and 3 Universities.
OVERVIEW OF THE ENTRIES
17. OVERVIEW OF JUDGING
Each Nomination will be assessed by the Judges.
Each Nomination will be judged on its own merit.
Nominations will be scored following the Judging criteria.
Judges will be required to give a reason for why they have chosen
the winner for their category.
It is important judges' comments are a clear as we would like to
use this feedback on the night.
Those with highest scoring average will win the Award Category
18. JUDGING CRITERIA
Apprentice must show that they had some level of interest in apprenticeships
prior to starting.
Apprentice to show that they could see the positive outcomes from
undertaking an apprenticeship programme. Apprentice must show that they
have seen themselves progress throughout their apprenticeship.
Apprentice must show evidence of their learning in the form of achievements
or reviews.
Apprentice must be able to talk about one area of their field, what they have
learnt and how it will impact their future.
Apprentice must show a willingness to win the award.
Apprentice must express the understanding of the value of the awards.
Apprentice must express how they will use the awards if they win.