1. Arcadis transitions PROGRAMME
February 2018

2. “Improving the Quality of Life”
Why?
Arcadis prides itself on “Improving the Quality of Life”, it is our passion and what we do. In response to the European Refugee Crisis, Arcadis wanted to react in a proactive and meaningful way as part of our overall focus on social value and the sort of business we want to be. In the UK we focused our efforts on creating a Traineeship programme with the aim of offering support, development and on the job training to refugee professionals. We wanted to ensure that they were paid fairly for the work they would do and that the programme would be mutually beneficial. Our aim to help trainees secure a permanent job in the longer term.
Arcadis
Sustainability
Training
D&I
Support
Crisis
Arcadis prides itself on “Improving the Quality of Life”, it is our passion and what we do. In response to the European Refugee Crisis, Arcadis Europe wanted to react in a proactive and meaningful way.
Across Europe we have been involved in initiatives such as helping find vacant properties for refugee housing in the Netherlands, offering work experience placements across Europe and many other charitable initiatives donating clothing, materials and raising money for refugee charities.
In the UK we focused our efforts on creating a Traineeship programme with the aim of offering support, development and on the job training to refugee professionals. We wanted to ensure that they were paid fairly for the work they would do and that the programme would be mutually beneficial
“Improving the Quality of Life”

3. Supporting future talent pipeline and greater diversity
Business Case
We presented a business case to the UK leadership team and to our global corporate sponsor, positioning the following:
Our global commitment to improving quality of life and our UK strategy of focussing more on overall social value.
Current desperate situation of many refugees
Skills shortages in our market
Our aim for an increasing diverse workforce
Longer term benefit to the UK – people and business
Access motivated individuals who are actively seeking meaningful employment - potential future talent pipeline
Supporting future talent pipeline and greater diversity
07 December 2018

4. Partnering with Transitions
Engaged with Transitions to see how we could partner with them in making this project come to life. They help us access refugee professionals with the right skills and knowledge who were actively seeking opportunities. We worked together and organised an event for some of the refugees to meet with members of our talent acquisition and learning and development teams. At the event we shared knowledge both way between the business and with the refugees. The event was eye opening for us and we learned as much from the attendees as they did from us! Then the hard bit, we needed operational leadership buy-in and support for the programme and to identify ‘real’ roles in our business that suited the skill sets and matched the business need. The programme had to work for both managers as well as the candidates.
Making it work in the business

5. Our Transitions Programme
Our first programme launched in August 2016 and we launched a second programme in The programme includes:
Initial induction aiming to achieve the following:
Ensuring trainees were familiar with the Arcadis way of working, the values and culture of the organisation
To give them a support network built around their roles
6 month work experience in role using own professional skills including:
Monthly reviews with line managers to aid development
Practice technical and professional skills
Gain experience and support in the delivery of projects and professional assignments
Develop and utilise English business language in a work environment
6 month paid work experience using professional skills

6. Outcome Measuring the success
The first cohort of the Arcadis Transitions programme finished with the following outcomes:
10 trainees with 6 months of relevant work experience on their CV
5 employees offered a permanent position with Arcadis – 50% of the cohort
Positive feedback generally from business and trainees
Agreement to continue with programme following pilot
Lessons learned to improve future programmes
Measuring the success
07 December 2018

7. Changes from Lessons Learned
Timing of launch - avoid holiday season
Manage trainee expectations – this is real life! Clarity on process for considering permanent employment at end of 6 month work placement
Ensure formal feedback and regular review during 6 month placement
Focus on recruiting individuals with skills we need in roles within Arcadis – therefore improving opportunity for potential conversion into a permanent role at the end of the work placement
Smaller cohort with only one trainee within a team to make it more manageable for the line manager and team and ensure a better work placement opportunity and experience for the individual
Streamlined induction with training spread over a longer period to allow individuals to settle into their teams earlier and take on the learning
Reconfigured a handbook for both trainees and line managers which provides clearer guidance on the operation of the 6 month work placement
Improved second programme

8. QUESTIONS