Pauline Graham Policy & Representation Employability SEN Meeting 29 April 19

Procurement Reform (from 2006) Third Sector Employability Forum Representation Procurement Reform (from 2006) Third Sector Employability Forum Third Sector Roundtable on Prevention Social Enterprise and Health Roundtable Influencing ESF/EU funding 2014-20 EU SEN – a transnational network (2013-20) SE & Justice – CJG, GSEN, Barlinnie TC Employability WG Elevate Glasgow PSP

Policy Work Social Enterprise Strategy & Action Plan (2017-20) SE Strategy Reference Group/sub-group Member of SE Census Steering Group (2015,17 and 19) Member of Raising the Profile Advisory Group Key stakeholder in influencing Procurement & Service Reform Procurement Suppliers’ Group Support policy developments on reserved contracts/Community Benefits, Supported Businesses and Social Firms Ready for Business work with commissioners/PSPs Partner in P4P – supporting TS tendering & collaboration Employability Policy LD Employment Task Group Closing the Disability Employment Gap & social enterprise WG

A Fairer Scotland for Disabled People: Employment Action Plan SFS has been engaging with the Employability Policy team on the commitment to invest up to £1m to establish a Public Social Partnership, involving government, disabled people’s organisations and employers, to develop, test, and implement solutions to the barriers that employers face in hiring and retaining disabled people; Working group looking at Disability Employment through the lens of social enterprise/supported business has concluded with a number of recommendations being prepared for Employment Minister, Jamie Hepburn’s consideration;

SE & Justice SFS is a partner with Strathclyde University via Scottish Universities Insight Institute - Co-producing Justice International Social Economy Network. Final report shortly which we hope this will lead to policy influence, in addition to specific actions that can support the SE Action Plan’s aim to increase the contribution of social enterprise to community justice and in reducing reoffending.

Reserved Contracts & Supported Businesses Ministerial-chaired Supported Business Advisory Group, ensuring the interests of supported businesses are represented and linked to the wider SE community The Scottish Government implements reserved contracts via Scottish regulations. European Directives (ED) have set a change in scope for the award of reserved contracts that has been transposed in to Scottish Law. We recognise the uncertainty created by the change of definition from 50% disabled to 30% disabled or disadvantaged.

Supported Businesses The definition of those businesses who can benefit from access to reserved contracts is in two parts: - a supported business’ primary aim is the social and professional integration of disabled or disadvantaged persons. (This may be evidenced in M&As, or similar documentation that underpin the formation of the business). - at least 30% of the employees of those businesses should be disabled or disadvantaged. (The precise proportion of staff may fluctuate over time. However with this requirement being underpinned by the main aim of the business being the social and professional integration of disabled and disadvantaged people). In order to be considered for a reserved contract, businesses will need to fulfil both parts of the definition. P4P holds a register of SBs – further due diligence required

Social Enterprise Disability Employment Mark We have been engaging with Lucy Findlay (Social Enterprise Mark CIC) and Martin Davies (chair of Supported Business Alliance at UK level) who are working with DWP, to develop SEDEM, initially linked to Access to Work funding which will replace Work Choice. SEDEM aims: Assurance to DWP (and other commissioners) Assurance for disabled employees and job seekers Recognition as exemplar employers and businesses Access to commercial opportunity

Criteria Specialist supportive environment Clear social objectives ‘Effective’ Business Model 50% of employees with a disability 75% income from trading 51% profits to primary objectives They are exemplar employers evidenced by high levels of inclusion at all levels within the organisation They are Disability Confident employers SFS has raised some concerns (doesn’t align with new SB definition, nor Code – new WG looking at roll out)

SEDEM Full status or ‘committed’ to achieve full within 3 years Reassessment after 3 years Extended beyond existing Supported Businesses, i.e. social enterprises Cost implication of achieving SE

Thank you for listening Questions? www.socialfirms.org.uk