World of work made open to all

Young people from all backgrounds can struggle to find a job on leaving college or university but for some the challenge is even greater.

Supported employment schemes are increasingly being used to help those with additional needs access the world of work.

Schemes vary in nature but focus on the idea anyone can work with the right support.

This may include tailored recruitment processes directed at those who are care experienced, homeless or disabled, help with CV-writing and interview skills or support from specially-trained job coaches.

With nearly one million young people currently not earning or learning and two thirds of those not engaging with services to get into work, finding ways to improve access to employment is crucial, says Josh Knight, senior policy and research lead at social enterprise Youth Employment UK.

“The difference the right support can make to young people is huge,” he stresses.

His organisation and others are working to standardise the “complex landscape” of approaches and have developed the five-point Good Youth Employment Charter aimed at helping employers tailor their offer effectively.

The charter draws its principles from the well-established five-stage model for supported employment first developed in the United States in the 1970s.

Meanwhile, the British Association for Supported Employment (BASE) has created government-backed national occupational standards with the Learning and Skills Improvement Service to inform training for supported employment practitioners.

The government has made various pots of funding available for supported employment schemes, explains BASE chief executive Laura Davis.

Last year, the Department for Work and Pensions offered grants to about 20 councils under the Local Supported Employment initiative for people with autism and learning disabilities aged 18 and over.

The Department for Education awarded a contract to a consortium of expert organisations, including BASE, to deliver the Internships Work scheme. This aims to provide a supported internship to 4,500 16- to 25-year-olds with additional needs per year by 2025.

The focus is on young people with an education, health and care plan (EHCP) and there has been concern that those without a formal plan or who face other disadvantages risk being left behind, says Davis.

This year’s Spring Budget included £3m to trial supported internships for young people without an EHCP and she is keen to see how that will work in practice.

She believes government policy is moving in the right direction but would like to see a broader approach.

“Currently, the focus is heavily on supported internships, which are the most amazing, supported employment pathway for some young people,” she says. “But the same level of investment is needed in other types of programme to ensure every young disabled, neurodivergent and disadvantaged young person can work.”

Work placements aim to inspire and boost diversity in the environmental sector

• Scheme: New to Nature
  
  

• Run by: Groundwork UK in partnership with Youth Environmental Service, The Prince’s Trust, Disability Rights UK and Mission Diverse
  
  

• Funding: £2,996,000 from the National Lottery Heritage Fund from June 2022 to Sept 2024
  
  

New to Nature offers 95 paid work placements aimed at giving young people from disadvantaged backgrounds experience of working in the environmental sector.

The year-long, full-time placements are hosted by nature and landscape organisations across the UK with the hope many participants will go on to get permanent jobs.

“The aim is both to inspire and show young people who aren’t the typical demographic that green jobs are accessible and exciting as well as increasing the diversity of the sector,” says Andy Harrison, head of delivery and learning at Groundwork UK.

The programme targeted young people aged 25 and under from ethnically diverse backgrounds, those with disabilities or from low-income households, offering “accessible pathways into entry-level roles”.

Interest was high, with more than 2,000 young people applying and all places filled.

On-the-job support includes help from a Groundwork employment coach, supervision from the host employer as well as structured tasks and fun challenges.

These might include running outdoor learning sessions, cooking outside, or building plant supports.

Harrison says participants gain increased awareness and appreciation of nature and the environment and an understanding of potential careers in the sector.

Placement hosts include key organisations in the sector such as The Woodland Trust, Bat Conservation Trust, City Of Trees, RSPB, the National Trust and Zoological Society of London.

The scheme is being independently evaluated with findings due to be published when it comes to an end next year.

Hospital jobs for young people with autism

• Scheme: NHS Supported Internship
  
  

• Run by: London South East Colleges with King’s College NHS Trust and the London Borough of Bromley
  
  

• Funding: About £80K per year from the Education and Skills Funding Agency and Access to Work/Department for Work and Pensions
  
  

An innovative partnership between vocational training provider London South East Colleges (LSEC), Bromley Council and an NHS trust offers young people with autism work placements at a hospital.

The scheme, launched in September 2021, enables about eight 18- to 24-year-olds per year to do a supported internship at the Princess Royal University Hospital run by King’s College NHS Trust.

Partners worked together to design the year-long training package, says Rhona Sapsford, LSEC’s assistant principal for high needs and foundation learning. A review by specialist employment provider DFN Project Search found it to be “effective and successful”.

Applicants come via LSEC courses, the local authority, schools or Bromley Mencap and undergo a careful selection process. Bromley Mencap supplies two dedicated job coaches who support the young person and employer. This support can be extended if interns go on to get a job.

The placement includes an hour of classroom-based learning per day. Participants work from 10am to 3pm and gain experience in different areas of the hospital including reception, catering, housekeeping and portering.

During the first year, five out of seven interns took up paid employment and are still working at the hospital. They include Amber Farbrother, 19, who now deals with equipment supply.

She says interview practice and support from job coaches helped build her confidence. “The staff are all lovely and very supportive, I absolutely love my job,” she says. “I walk around the wards now not feeling nervous at all.”

Programme tailored to care-experienced young people

• Scheme: Building Happier Futures
  
  

• Run by: John Lewis Partnership
  
  

• Funding: From the John Lewis Partnership
  
  

Retail giant John Lewis Partnership’s Building Happier Futures programme aims to recruit care-experienced young adults aged 16 and older to work across its business.

The scheme offers work experience, guidance on writing a CV and interview skills as well as a guaranteed job interview.

It also includes trauma awareness training for John Lewis staff.

The scheme was piloted in 2022 and has since been expanded with more opportunities on offer this year. According to John Lewis, a third of young people who initially took part have gone on to work in the business, with 72 per cent of those offered permanent contracts.

The programme was developed in partnership with local authorities and care leaver charities, including Drive Forward and the Rees Foundation. Partner organisations also help identify suitable candidates.

John Lewis head of learning Ceira Thom said chances of success are boosted by choosing locations within the business that have an attractive range of potential roles and teams keen to take part.

“We look for areas with a supportive team, vacancies and roles that will appeal to those seeking employment,” she says.

“Once locations are identified we work with the local teams to run the employment programmes as they will be in direct contact with those who take part.”

Potential candidates are invited to a half-day drop-in session at a participating store where they learn more about the business and have the chance to ask questions.

“They are interviewing us as much as we are them,” says Thom. “The drop-ins help to reassure them that there is a supportive team and demystifies what the workplace looks and feels like, helping reduce anxiety.”

Partner organisations help out by providing reminders about key dates and deadlines.

Those interested can go on to do up to a week’s unpaid work experience, which helps them get to know staff who may become future workmates.

If they go on to get a job, mentors, buddies and a people manager provide ongoing support focused on helping young people realise their potential.

Retention rates are tracked and Thom’s team regularly checks in with the locations to understand challenges and successes. This feedback is used to shape the programme.

For example, interview questions are now shared in advance to help address young people’s anxiety about doing an interview.

Meanwhile, the work experience period was extended from two days to up to a week to ensure it is a meaningful experience.

If the scheme helps a young person secure employment elsewhere or explore other life opportunities “we see this as success”, says Thom.

“We have an internal employee network run by staff with care experience and have run focus groups to build our employment programmes,” she says. “We are constantly learning from those we work with, including local authority leaving care teams.”

Energy industry schemes support disadvantaged young people

• Scheme: Grid for Good
  
  

• Run by: National Grid
  
  

• Funding: Through National Grid volunteering time
  
  

National Grid is helping disadvantaged young people find work within the energy industry with two schemes under its Grid for Good programme launched in 2020.

The Access and Excel schemes aim to build participants’ skills ahead of applying for an apprenticeship or graduate job. Support varies depending on need with some attending for a few months and some up to three years. Over 40 young people are expected to do work placements this year.

Access is aimed at 16- to 25-year-olds who “face barriers to social mobility or employability”, explains National Grid’s vice president of social impact Dina Potter. They may be an ex-offender, have low educational attainment or have lost a job.

Support includes sessions about apprenticeship roles, help with applications, interview practice and a two-week work placement. So far this year 10 Access students have secured jobs as power network craft assistants and four have accepted apprenticeships.

Excel seeks undergraduates aged 18 to 22 from low-income households. Black and minority ethnic young people currently make up 95 per cent of the cohort. Having finished their degrees they can apply for graduate roles and four have secured full-time posts so far this year.

Support includes mentoring, “challenge days” in different parts of the business, visits to projects, sites and offices, mock assessments, interview practice and a two-week work placement.

Potter says the schemes build participants’ confidence. “Grid for Good has been crucial in helping us diversify our intake, delivering candidates from backgrounds from which we have not traditionally been able to hire,” she says.

How to set up a successful supported employment scheme for young people

10 keys to success from the British Association for Supported Employment (BASE)

1. Use free government-backed resources. Now is a great time to set up a supported employment service for young people. There are lots of free resources available for creating a local supported internship offer from the government-funded Internships Work programme delivered by a consortium including the National Development Team for Inclusion and BASE.

   It includes funding and support for local authorities to set up a local special educational needs and disabilities employment forum, free job coach training for staff who work with young people, training for employer champions in different workplaces and access to a quality assurance tool. Find out more at www.internshipswork.org.uk
   
   

2. Look at all routes into employment. Supported internships aren’t suitable for everyone so don’t forget about the other pathways to employment for young people such as work experience, inclusive apprenticeships, traineeships, and full- and part-time work.
   
   

3. Focus on placing then training. Let go of the idea of getting young people work-ready before placing them in employment. All the evidence shows that if you get young people into the workplace as soon as possible and then train them up on a particular job they will succeed. Remember that young people may need to try a few different roles before they find what they really want to do.
   
   

4. Use qualified job coaches. Job coaches play a huge role in supporting young disabled people into employment. They build relationships with the young person and their family as well as working with employers and understanding their needs. They will ensure they match the right person to the right role and develop a career pathway for that young person so it’s not just a job.
   
   Get your staff trained early on and you’ll see benefits straight away. As part of the Internships Work programme BASE offers free training in supported employment techniques and systematic instruction – an internationally recognised method of supporting learning.
   
   

5. Communicate with partners. Communicate with all your stakeholders and bring them along on the journey with you. Think of all the partners that need to be involved including children’s services teams, adult services, education, economic development teams, families, carers and employers.
   
   

6. Build on the established model of supported employment. The well-established five-stage model of supported employment means there is no need to re-invent the wheel. The model works and will always point you in the right direction. Find out more at www.base-uk.org. Familiarise yourself with all five stages and ensure any curriculum is based on people’s strengths and matches the skills needed for the local labour market. The Skills Builder Partnership has a great framework that complements the supported employment model. www.skillsbuilder.org
   
   

7. Tap into support networks. Tap into as many networks as you can, learn from other areas and ask for help. There is bound to be someone else out there who has already solved the problem you are facing. Consider partnering with your local supported employment organisation. BASE can connect you to one of our members.
   
   

8. Work closely with employers. Employers should be valued as an equal partner within this process. You need to be able to show how they are going to benefit by setting out a clear business case.
   
   Events such as World of Work days in special schools and colleges or “reverse job fairs” are a great way for employers to come and learn about the strengths and skills young people already have. They are also a great opportunity to boost employers’ confidence in talking to young disabled people.
   
   

9. Build employer engagement over time. Think of employer engagement as a marathon and not a sprint. Connect with local organisations around their workforce planning or corporate social responsibility agenda and find ways to involve their staff teams in supporting young people. This could include mentoring young people or helping with practical projects in schools and colleges. All these opportunities help employers to build local relationships and investment in the young people. Employer engagement training can really support you to understand how to develop a business case and build long-lasting strategic relationships with employers.
   
   

10. Have clear plans in case placements don’t work out. The role of a qualified job coach is to make sure the right person is matched into the right role with the right employer. But things don’t always work out as planned. A job coach will work with the young person’s circle of support to pick up early warning signs. This enables the right conversations to take place to check if any additional reasonable adjustments or extra support is needed or whether it just isn’t the right opportunity. If this process is well-managed then both the young person and employer should be able to walk away from the job match without feeling blame or shame and with a willingness to try again. Supported employment, when done well, changes lives.