1. EmbracingDiversity Methodology A UK Perspective

2. EmbracingDiversity Getting to know the beneficiary We aim to capture a full and accurate picture of the beneficiary’s abilities, ambitions, learning & support needs in order to achieve an accurate job match. The process used involves providing information, taking referrals and completing a vocational assessment

3. EmbracingDiversity Common Obstacles Isolation: segregation from the mainstream Distrust of services Perception of financial implications Complex social needs Lack of transport Perception of own employability Lack of work ethic and low motivation Fear of trying something new: “it’s comfy”

4. EmbracingDiversity Information and access to services Close links with education & community organisations and groups Links to Jobcentre Plus Marketing information in accessible formats Published referral guidelines Word of mouth & media publicity

5. EmbracingDiversity Assessment (Profiling) Holistic, confidential and informal profiling Identify individual barriers Welfare benefits screening & better-off calculations May involve a wide range of people Flexible and at person’s own pace Based on ability and aspirations Involves trying out practical skills We can go out to people’s own home Based on 1:1 approach to encourage trust and rapport Leads to an agreed action plan

6. EmbracingDiversity Getting the right job Employers need workers who can do the job Skills are best taught in the workplace –‘Place & train’ not ‘train & place’ Beneficiaries want a job that fulfils their needs Jobs should be real - paid, contracted, needed To job match, we need to know the job fully There should be no unexpected surprises for beneficiary or employer The beneficiary should be financially better off

7. EmbracingDiversity Common Obstacles People drop out of jobs easily without good preparation –people often are not realistic about their abilities Effect on welfare & housing benefits –Lack of awareness of tax credits Lack of awareness from supervisors and co-workers Employer perceptions around “work readiness”

8. EmbracingDiversity Job matching Based on identified factors from profile Engage employers and complete job analysis –We learn all about the job & the workplace culture first Ensure workplace is safe and supportive –Health & safety checks, risk analysis Work trials and work experience can help Agreement on responsibilities and roles

9. EmbracingDiversity Providing support Job retention is vital Appropriate support is identified for employer and employee –on/off-site, whatever is needed, aim to fade Regular & proactive monitoring Avoid stigmatising employee Social integration is important Maximise employee’s potential

10. EmbracingDiversity Common barriers Discrimination and bullying Social isolation in the workplace Low motivation Fluctuating health Changing work practice & pace of work Lack of career development

11. EmbracingDiversity Support mechanisms Out of work emotional & practical support Use of workplace buddies/mentors Induction and ongoing training Aim for personal & career development –Regular appraisal of beneficiary –proactive monitoring

12. EmbracingDiversity Support mechanisms (2) Peer support Increase capacity of employers to support Continue links with other organisations involved Encourage social integration