transitions seminar inclusive commissioning...review results of cv anonymising project media...

Transitions Seminar –Inclusive Commissioning

Monday 17 June 2019

2

Agenda

• About Transitions

• HS2 & Inclusive Recruitment

• Arup & Inclusive Recruitment

• Untapped Talent

• My name is Arash

• Sharing Best Practices: Group Work

• Recognising Refugee Week

3

Purpose for today

❖ To share good practice and challenges related to attracting diverse talent and

filling skills gaps.

❖ Refugee Week event focused on inclusion of refugee professionals

4

Who is here today?

• Aecom

• Arup

• Balfour Beatty Vinci

• Carter Jones

• Costain

• CSJV

• Dr Sauer & Partners

• Fusion

• GLA and TfL

• Groundwork

• Heathrow

• HS2

• Interserve

• Land Referencing

• LSH

• Mace group

• Malcolm Hollis

• Matchtech Recruitment

• Music for Wellness

• National Grid

• Price and Myers

• Rabo bank

• Ramboll

• STEM Returners

• Tideway

• Tideway Transitions London

CIC

• University of Birmingham

• Women For Construction

Alliance

• Women Into Construction

Transitions

Sheila Heard

2016-2018

58% of 88 candidates

returned to their

professional jobs

7

National Context

• UK Refugee unemployment rate: 48 -70%

• c25% of UK refugees are professionals

• Includes Academics, Doctors, Engineers, Scientists

• Annual no. of new UK refugees would fill 3rd of O2

Sources:

OECD (2016) How are refugees faring on the labour market in Europe? A first evaluation based on the 2014 EU Labour

Force Survey ad hoc module

Cebellua et al (2010) Spotlight on refugee integration: findings from the survey of new refugees in the United Kingdom, Home

Office RR37

Bloch, Refugees’ Opportunities and Barriers in Employment and Training, 2002, quoted in London enriched: The Mayor’s

refugee integration strategy, 2009

Kirk, Home Office Skills Audit of Refugees, 2004

8

Engineering Context

The State of Engineering: Key Facts 2018, Engineering

UK

Annual shortfall

of up to 59,000

9

Quality, collaborative,

careers guidance casework

6 month paid

Returner Placement

service

Experienced Hire

Employment Agency

Diversity &

Inclusion

Skills shortages

Corporate

responsibility

Talent

Attraction

10

Commercial hiring services to…..

11

@RefugeeWeek (Twitter) #RefugeeWeek

Transitions London CIC (on LinkedIn, Twitter, Facebook)

enquiries@transitions-london.co.uk

020 86424431/ 07866257421

Further information/comments

HS2

Ambrose Quashie

1

3

13

Arup

Harjit Shoker

1

5

15

Current Planned Future

Resourcing Team have gone through

unconscious bias trainingReview results of CV anonymising project

Media advertising campaigns built to attract a

broader candidate pool

Hiring Managers are encouraged to attend

unconscious bias training

Channel Expert to provide resourcing with

broader tools/networks

The team work to RIDI standards

https://disabilityconfident.campaign.gov.uk/

Ensure diverse interview panels

Adjustments offered throughout application

process

Resourcing Team are measured on the

diversity of the candidates throughout the

management of a vacancy

Diversity focussed talent pools continued to be

built Develop plan for the area of EDI to focus on ie

Gender or Disability and focus for 6 months on

one specific area then rotate

Gender decoding tool used on advertsCommunicate and work in partnership with EDI

Networks

Pilot taking place to anonymise CV’s

Supplier/Agency EDI event

Discuss the possibility of developing internal

employee networks

Channel Expert employed to look at various

diversity tools/networks globally

Skills, Employment & Education:Untapped Talent

Mina Prince/Tom Mossop

Arup Returner Programme

• Recruited 3 engineers to take part in a 3-Month

placement pilot, within the Stakeholder

Engagement, Digital and Design Management

teams on the Euston - Station Design project

• These placements have been extended for a

further 9 months and we are seeking full time

employment for two of the candidates

• The success of this pilot has now seen this

placement as a focus area for the Arup UK

Resourcing Team

• Featured on the Inclusive Recruitment website

and has received interest from other

organisations and HS2 Ltd, who have

approached Arup for advice.

Placement Programme Objectives

• Explore a new and expanding talent pool in the

UK with refugees who have the right to work in

the UK

• Gain access to motivated individuals who are

actively seeking meaningful employment

• Provide a development opportunity for the line

managers, business sponsors and buddies

involved in supporting a candidate

• Create experiences and provide support to the

candidate in the delivery of projects and

professional assignments

• Give Arup employees the opportunity to develop

Corporate Social Responsibility, diversity &

inclusion awareness and skills, coaching skills

and effective communication

• Enable candidates to gain a deeper

understanding of the UK workplace and

business

• Help candidates develop and utilise English

business language in a work environment

19

Line Manager Experience: Tom Mossop

20

Lessons Learned

• Provide Support for Line Managers & Buddies

• Ensure IT is set up

• Realise that hot desking is new for some people

• Match role(s) as closely as possible to the

candidate

• Ensure that the need for staff is agreed up front

• Mentors selected on capability of mentoring &

coaching new starter

• Encourage open communication

• Communication and Marketing important to raise

the visibility of the programme

21

Hints & Tips

• Identify a Resourcing/HR buy-in and a nominated

contact

• Ensure Line Managers and buddy’s are prepared and

supported throughout the placement

• Provide an onboarding document before hand,

detailing the companies culture etc.

• Identify training needs ahead of the placement

starting

• Ensure extension dates are agreed at least 3-4 weeks

before the initial placement is due to end (avoid

anxiety)

• 3 months is too short!

Arash TabaeianStructural Civil Engineer

Master`s qualified contracting civil engineer with 10 years’ professional experience in the construction industry in Iran.

On-Site in Technical Officesand

• Bachelor`s Degree Civil Engineering, Iran (2003-2007)

• Member of Construction Engineering Organization of Iran

• Graduate member of ICE (GMICE)

• Master`s Degree, University of Tehran, IRAN (2013-2015)

• Rebuilding Power Houses

• Surveying

• Managing site communications

• Working with Contractor and

Sub-Contractors

• Part Installation Technician

• Infrastructures

• As-Built Drawings

• Shop Drawing

• AutoCad Tekla Structures

• Project Management

• Monitoring Cost and Budget

Experience

UK TRANSITION

• Mar 2017: Arrived to the UK

• Oct 2017: Started working in Fish &

Chips shop in Oxford

• Feb 2018: Found out about Transition

through “Asylum Welcome”

• May 2018: Moved to London and

started working in a coffee shop in

Regent`s Park

• Sep 2018: Started working in ARUP

• Registration + Assessment Meeting

• CV support (Developing)

• Support by events (expand the network)

• Promoting to companies (ARUP)

• Interview support

• Pre-start briefing

• Keep supporting (Journals, joint review)

• Inductions

• Welcomed by Senior Colleagues

• Involved

• Supported by Line Manager

• Collaborative approach with Transitions

• Power BI

• Advanced Excel

• BIM

• Team work in a multi-

disciplinary system

• Roles in massive projects

• New Professional Network

DESIGN MANAGER TEAM ASSISTANT

CURRENT ROLE

Contact:Arash.Tabaeian@arup.comarashtbe@gmail.comTHANK YOU

FOR YOUR ATTENTION

Sharing Best PracticesGroup Work

Sheila Heard

GroupsGroup Name Surname

8 Alan Sahel2 Ali Rahmani9 Alice Jennison3 Ambrose Quashie3 Ammar Azzouz2 Anusha Shah

10 Arash Tabaeian7 Becky Kimberley

10 Behrouz Mohammadi10 Ben Saxon1 Bichitra Chakraborty5 Biniam Haddish 4 Camilla Nott6 Christian Green2 Elaine Lambert4 Emma Barnes 8 Farah Negash

10 Helene Fleisch5 Irina Bormotova9 Jageethan Jegadeeswaran6 James Miller9 Joan Blaney 3 Justin Brett9 Kate Brand5 Kerry O'Loughlin1 Kevin Bowsher 8 Kieran McKay3 Lorraine Rahmani

Group Name Surname6 Mahivi Vazquez-Tarducci2 Mary Zsamboky2 Mehdi Echreshzadeh.2 Mina Prince1 Monique Basola9 Morven Mitchell

10 Natalie Desty 1 Paul Johnson7 Paul Gallagher3 Payam Hosseinzadeh6 Poorvi Patel3 Premma Makinji7 Rachel Ewerse4 Rebecca Scott4 Saeed Muthana4 Samantha Rosa9 Sara Cottingham8 Scott Baxter7 Shireen Kanji 6 Sohrab Shinwari8 Taffy Chaduka5 Terry Lynch1 Tim Rudin 1 Tom Mossop7 Tom Lane 6 Vahid Jalali5 Waseem Wihba7 Yacob Askedon8 Yinka Fidden

In your groups you have 20 mins to discuss..

Organisations:

❑ How does your organisation

approach inclusiveness in the

talent pipeline, especially

in a wider supply chain?

❑ What are the challenges?

❑ What are the benefits?

Refugee professionals:

❑ What kind of challenges

did/do you face when

applying in the UK to

employers?

❑ What suggestions do you

have for employers?

❑ How do you feel you could

adjust your approach?❑ How can the pipeline be improved, in terms

of diversity and inclusion?

❑ How are/can staff be supported, especially if

they are hosting a placement?

Recognising Refugee Week

Mina Prince

Recognising Refugee Week

35

Thank you