at the heart of the futureworking

unions

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ContentsP 04 : Health and Wellbeing

BAE Systems, Newcastle

P 08 : Informal Adult LearningSouth Tyneside Council andSouth Tyneside Homes

P 12 : Higher Level SkillsNorthumberland County Council

P 16 : Supporting WorkersHMRC Waterview Park

P 20 : SustainabilityCWU/Royal Mail, Middlesbrough

P 24 : Delivering ResultsLearning for All Fund

at the heart of...working

unions

Introduction

Foreword

Kevin Rowan

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Modern trade unions enjoy a unique place in the social

and economic infrastructure of the UK. With over 6 million

members trade unions are the by far the biggest and

most effectively coordinated single voluntary organisation

in the country. Trade union members cannot be described

as passive; every month they make a financial contribution

to remain a member of their union, in order to access the

full range of comprehensive services that are provided

by the organisation.

Trade unions are making a massive difference in the workplace

and across communities; progressing access to skills at all

levels, promoting better health and tackling inequality – trade

unions work.

In the last eight years the Learning for All Fund has been a

jewel in the crown of trade union-led learning at work. The

Fund has directed over £5 million toward trade union learning,

securing significant match-funding from employers and

enabling over 30,000 workers to engage in learning activities

– from tackling skills for life to learning to play the

bagpipes. Union Learning Representatives have quite literally

changed the lives of thousands of their members through

enabling them to gain the necessary skills to get on in work

and outside of the workplace.

Trade Union learning doesn’t stop with skills for life. In the

last two years the union learning offer has also included

accessing Higher Level Skills. For many workers achieving

level three and level four qualifications was not considered

feasible. Through union learning, in partnership with Higher

Skills providers, workers are increasingly able to access higher

level learning opportunities at work, adding massive value

to the trade union learning offer.

Improving lives for workers doesn’t just stop with learning

and skills. The workplace is proving to be an effective location

for tackling ill-health and promoting better wellbeing. Healthy

eating, reducing smoking, cycling and better management

of stress and mental illness all feature in the efforts trade

unions are making to improve the wellbeing of workers in

the north east and Cumbria.

This relatively new and innovative area of work is already

proving to deliver tremendous benefits to workers and

employers. Businesses in the region are benefiting from the

advantages of a healthier workforce, improved productivity

and reduced absenteeism, while workers are enjoying healthier

lives and are feeling more valued by their employers. In the

longer term there will clearly be a positive impact on the

general health of the region and reductions in demand on

the health services.

The case studies in this report provide a snapshot of highlights

that demonstrate trade unions making a difference to the

skills of the workforce, tackling skills for life challenges and

enabling workers to gain higher level skills, enabling workers

to progress to their optimum roles in the workplace. 

Supporting that ambition through enabling workers to live a

healthier life through raising awareness and informing lifestyle

choices, trade unions are supporting workers to realise their

own personal ambitions as well as being more productive.

This is clear evidence that modern, effective trade unions are

a key to a healthier and happier life.

Trade Unions really are good for you.

Unions Work

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Health and Wellbeing

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For too long, the North East has had a reputation for being of being an

‘unhealthy’ place to live and work; unfortunately borne out by our fairly

shocking life expectancy rate and high long-term sickness and disability

figures. But now, a unique project to the north east is helping to change this.

The region’s employers, the NHS and the Trade Unions have joined forces to

improve the health and wellbeing of the workforce and in turn their families.

 

All of the region’s NHS Primary Care Trusts and the Strategic Health Authority

have recognised the value of working with the TUC and employers in delivering

employee led initiatives in workplaces. So, the Better Health at Work Award

has been established to combat ill-health across the region. Already outcomes

are proving that the joint and very practical approach works.

 

Evidence of trade union contribution to improved health and wellbeing for

individuals is clear and compelling; employers benefit from dramatically

lower levels of absenteeism and increased productivity- there are few more

apparent win-win situations. As trade unions and employers step up their

partnership work in this area, with the support and encouragement of the

health service, these benefits will grow. Well over 100 employers have now

signed up to the award and all of the regional trade unions have endorsed

involvement.

Workplace Health is animportant part of theregional public healthstrategy and is even morerelevant in these challengingeconomic times, whencompanies need to useevery tool available toensure their productivityand competitiveness.

Stephen Singleton

Regional Director of Public Health

and Medical Director of the North East

BAE Systems in Newcastle were one of the first employer-

union partnerships to sign up to the Better Health at Work

Award in 2009, following an introduction to the brand

new, innovative scheme by Tom Ross, Project Worker at

the Northern TUC. Despite a difficult period and the global

recession, the unions and company decided that it was

even more appropriate to integrate health and wellbeing

into their structures.

 

The site already had Safety Reps and a Health and Safety

Committee in place, but their internal health and safety had

always been focussed much more around ‘safety’ than health

and the BHAWA gave them both the incentive and the impetus

to get the health aspect caught up. 

Paul Lonsdale, senior Unite rep and a Health Advocate, along

with Senior Occupational Health Nurse, Pam Davis, have been

the main drivers for the award and associated activity, with

complete backing from BAE management at the highest level,

and a further 4 Health Advocates (three of whom are also

union reps). 

The most important aspect of our health and wellbeing project working is the potential for prevention. We canhelp others to avoid ill-health in the future through education, awareness and early intervention and as they say,prevention is better than cure.

Paul Lonsdale

Senior Unite Rep and Lead Health Advocate.

 

Within the first year of implementing the scheme BAE have

already achieved their Bronze and Silver Award, requiring a

minimum of four health campaigns per year, which Paul, Pam

and the team achieved and surpassed. Some of the successful

campaigns include ‘Safe in the Sun, Spring Clean your Health,

Breast Awareness and last but not least, Men’s Health – which

has proved extremely successful and effective in the male-

dominated site. 

 

This campaign was exemplar in its extremely broad reach

and approach; dealing with male cancers, blood pressure,

diet and associated issues. Through a targeted campaign and

excellent awareness raising, 94 people came forward to have

blood samples taken and the results were extraordinary: over

80 had raised cholesterol levels, 6 of which required urgent

referrals to their own GP – 58 needed dietary advice and

followed up again in 6 months, and 5 PSAs were raised

(prostate specific antigen levels are an indicator of prostate

cancer) – all of whom were referred to their GPs for regular

monitoring and thanks to this early intervention, the prognosis

for the four diagnosed with prostate cancer is positive.

Thanks to the project, there is a marked difference

in people’s attitude to both occupational and personal

health in BAE. Staff members now come and ask me

about tests instead of me having to chase them –

and better still, they know why they’re asking. Going

for the BHAWA has broadened our horizons and

encouraged us to do things we wouldn’t have as well

as the project giving Occupational Health a ‘shop-

window’ and increasing its profile dramatically.

Pam Davis

Senior Occupational Health Nurse

A great deal of this campaign’s success was down to how

Paul, Pam and the other Health Advocates engaged with their

colleagues, employing very effective communication in various

forms, including emails, posters, walk-abouts, discussions,

meet and greets, hand delivery of the Haynes Men’s Health

workshop manual and drop-in clinics, with follow-up

appointments made with every result to ensure people weren’t

just given their results but also ways to change them for the

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Healthand Wellbeing

BAE Systems

Newcastle

P 07

better. And they employ similar techniques for their other

areas of work, too – planning and making the issues relevant

to the 500 employees on site. 

 

Alcohol Awareness sessions are held around the Christmas

party season, and use engaging methods like asking participants

to wear ‘beer goggles’ (goggles that simulate the effects of

consuming several alcoholic beverages) and perform simple

tasks like walking in a straight line. This year they will also

be borrowing a drink driving simulator so that employees can

experience the dangers of drink driving. And after the excesses

of the festive season Pam runs a Slimming Club for those

who feel they’ve over-indulged, and offers weight

loss/management advice and encouragement, including taste

tests for healthy meals and their recipes.

 

The project’s next challenge is to build on its accomplishments

so far and complete the Better Health at Work Award by

achieving the Gold Standard. The Gold award requires the

workplace to conduct an ongoing year-long campaign in a

targeted area and to promote the BHAWA and their work

externally, demonstrating the benefits to fellow employers.

True to form, they’re already working on this. But, certificates

aside, the true measure of success for this project is the

genuine and sustained commitment to employees’ health,

which is reflected in the collective trade union, staff and

management buy-in, so much so that it’s almost written into

workplace policy and now has a regular monthly reporting

slot into the Safety Committee.

The better health at work scheme is giving BAE

Systems employees a great framework to use to

support their health and wellbeing. The engagement

we are seeing is widespread and delivering

improvements and awareness in all areas. The team

of advocates are very proactive, and working

alongside the occupational health team they keep

coming up with fresh ideas to take the scheme

forward and involve more people on site.

Paul Hagan: MED Manager & Head of SHE (Newcastle)

 

 

 

 

 

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Informal Adult Learning

Informal adult learning is learning for its own sake rather than the pursuit

of a qualification. The term covers a variety of activities, from foreign

language classes, local history clubs and reading groups to online research

projects, amateur dramatic societies, writing a Wikipedia entry or taking

part in a volunteer project to record the living history of a community.

Although informal learning can support the development of work-related

skills, much of it is part-time, non-vocational learning. People participate

for enjoyment, driven by their desire for personal fulfilment or intellectual,

creative and physical stimulation.

So, informal adult learning is about:

learning to know – becoming inspired, discovering and exploring,

developing a passion for learning, acquiring knowledge and

understanding of ourselves, our immediate world and beyond

learning to do – gaining skills, boosting confidence and self-esteem,

competence and practical abilities

learning to live together – learning tolerance, mutual understanding

and interdependence, sharing the experience of learning with

family and friends

learning to be – developing ourselves, our mental and physical

capacity, wellbeing and autonomy, and our ability to take control

of our lives and influence the world around us

This kind of learning makes a significant contribution to the health and

well-being of individuals, families and communities by:

building communities of active, confident, enthusiastic, critical,

creative people, who can often inspire others to learn

promoting civic participation and engagement

contributing to mental and physical wellbeing

building vital bridges into formal training and sustainable

employment

enabling individuals and groups to develop environmental awareness

and prepare for, and respond to, change

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Informal Adult Learningmatters. It is human natureto seek out stimulation andenrichment,and to createsocial bonds through sharedinterests and passions.Learning for its own intrinsicvalue makes an enormouscontribution to creating thekind of society we can beproud of.

From learning Pilates to gaining a PhD, Adult Learners

Week celebrates learning and learners in all their diversity,

inspiring thousands of people each May to try something

new. The outreach campaign promotes the benefits of all

kinds of learning, whether it is for fun or leading to a

qualification. Now extremely well-established, the intiative

continues to be the largest drive for learning of its kind,

celebrated in over 55 countries across the world. Founded

and coordinated by the National Institute of Adult

Continuing Education (NIACE), Adult Learners Week in

England is backed by thousands of supporters – of which

unionlearn is one of the biggest.

 

During this week long festival of learning, which includes the

extremely popular Learning at Work Day on the Thursday of

that week, events take place in workplaces, libraries, cafes,

prisons, museums and colleges across the country, motivating

adults of all ages to take up new activities. 

In 2010 alone, an estimated 100,000 adults engaged in over

4000 learning events. A massive 7000 of those learners came

from the northern region, with 48 workplaces holding events

– made up of additional activity for union-led Learning for All

Fund existing projects as well as new, non-funded union-led

learning partnerships.

 

As usual, the range of workplaces and activities were as

diverse as they come with the predominant focus on informal

adult learning and making what is often many people’s first

experience of learning in a long time, as positive as

possible. From bike maintenance and orienteering with the

Barrow FBU, Salsa dancing, healthy eating and digital

photography at KP Foods in Billingham, watercolour painting

and crafts and Newcastle Hospitals and plastering at South

Tyneside Homes – to name but a very few, there was something

for everyone. 

 

To build on and consolidate the successes of ALW and LAWD,

and as a result of 2009’s Festival of Learning’s  success, the

Department of Business, Innovation and Skills (BIS) supported

unionlearn to run another informal learning initiative,  branded

the ‘Celebration of learning’ (COL). The COL was held from

Monday 18th October for 2 weeks, coinciding with the BBC’s

‘Get online week’ and the Campaign for Learning’s ‘Family

Learning Week’. So, trade union members, family and friends

across the North East and Cumbria were given the opportunity

to celebrate everything that's great about learning for pleasure

and the benefits it brings to individuals, families, businesses

and communities during the last two weeks in October.

Funding was made available to available to support joint trade

union, workplace and community events, the aim of which

was to highlight the wide variety of learning available with

the premise that events should give people who already take

part in informal learning a chance to celebrate what they

enjoy, and others the opportunity to try something new.

 

Although all informal learning activity were promoted and

celebrated, the following themes were used to help guide

activity:

 

Informal Adult Learning                                   

UK online - On-line basic/My guide

6 Book Challenge

Environmental sustainability

Community and Union linking together

Maths for us Campaign/Skills for Life

Health & wellbeing

Family Learning

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InformalAdult Learning

Adult Learners’ Week and Celebration of Learning

South Tyneside Council and South Tyneside Homes

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South Tyneside Homes and South Tyneside Council were 2 of

the 21 project bids submitted into the COL through their

effective union-led Learning for All Fund projects and really

embodied the spirit of the Celebration of Learning in their

organisation and delivery of events. As separate projects in

close proximity to one another they decided to work together

and offer the same ’event’ and learning opportunities in

different venues on Saturdays three weeks apart to increase

participation from the workforce and enable family and friends

to attend.

 

The first event was held in the new Primary Care Trust building

in South Shields, which also holds the public library and

community centre, as well as being in a central location with

excellent transport links and parking for accessibility and to

encourage participation from the wider community. The second

event was held in Jarrow Community Centre for the exact

same reasons. Both events were publicised through internal

email, flyers posted in housing offices, public libraries, shops

and businesses. They also advertised in their local papers as

well as to contractors and their supply chain.

 

On the days, the events were well-organised, creative and

really gave attendees a taste for informal – and formal adult

learning, with over 23 types of taster session available covering

all but one of the focal topics, and others that ran the gamut

from Home Fire Safety and Using Cameras to Basic IT Tasters

and Hand Massage. And with entertainment and hosting skills

provided by a very interactive Dalek and Clown respectively,

both events couldn’t have done more to promote the diversity

and importance of informal adult learning as a highly successful

engagement tool.

 

In a survey of Adult Learners Weekparticipants conducted by NIACE, 57%of the people who took part in activityenrolled on, or applied for, a course asa direct result of getting involved.

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Higher Level Skills

Unionlearn in partnership with Universities for the North East (representing

institutions from the FE and HE sectors) are working together to offer

learners a pathway onto higher skills, helping complete the spectrum of

learning opportunities that unions can deliver for their members, ensuring

there is something for everyone.

A well established network of ULRs who are located in the workplace

generate demand for, and broker opportunities for learning.

The success of unionlearn in providing access to basic skills for employees

and employers alike has been unprecedented.  As ULRs become more

adept and their own skills burgeon, they provide not only inspiration to

their members and colleagues, but also a means to access higher level

skills and qualifications.  Whether people want to climb the learning

ladder or move on using the climbing frame method, it is imperative that

they be able to reach the top with the same level of support they have

known previously.

Just as success breeds success, progression in terms of the type and level

of union provision means a move forward in the variety of courses and

qualifications that can be offered – and taken up, bolstering the capacity

of individuals, employers and unions.

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Higher skills are beneficialto individuals, employersand the economy as awhole; fostering anddeveloping home-growntalent and employing itin the region.

Joanne Maxwell, an Environmental Health Technical Officer

at Northumberland County Council, embodies the need

and demand for the Higher Levels Skills project in the

northern region. Like many others, Joanne left school

with a few ‘O’ Levels and went straight into the world of

work, believing she wasn’t capable of taking on and

passing A-Levels. However, she progressed in her career

from working in the finance sector at a high street bank,

to a more challenging role working for the Council where

her learning journey began again in earnest.

  Through the Higher Levels Skills project we come

across so many learners like Joanne who have

previously thought they couldn’t take on higher level

learning, either through lack of opportunity,

confidence – or both. That is why it’s so important

that we can offer practical help, support and

encouragement and open doors for people that might

have otherwise stayed firmly shut. Higher skills are

beneficial to individuals, employers and the economy

as a whole; fostering and developing home-grown

talent and employing it in the region.

Mike Tansey and Julie Robinson

HLS Project Workers

It was at the Council that Joanne became more involved in

her union (Unison) and as the demands placed upon her in

this role and from her job grew, she felt increasingly like she

didn’t have as much knowledge as she’d like to in order to do

them both more effectively. So, in 2007 Joanne decided she

wanted to become a Learning Champion in her workplace

and within a few months she had completed several different

courses (mainly non-accredited informal adult learning) and

developed a real hunger to learn more. And the prime

opportunity came via Rob Wilson, lead Union Learning Rep at

Blyth Valley’s Learning for All Fund project and the Northern

TUC’s Higher Levels Skills programme which was offering the

much sought after Leadership and Management Foundation

Degree at City of Sunderland College, at a significantly discounted

rate for union members. Following the taster session Joanne

immediately applied for the full two year course.

 

A further nine members of staff from across the council also

signed up and Blyth Valley Chief Executive, Geoff Paul was

so supportive of the individual learners that he committed to

fund the difference in course costs for the first year. Joanne

said, “My initial feeling was being nervous about undertaking

such a huge challenge, then I realised that I really had nothing

to lose – this wasn’t something I had to do, it was something

I wanted to do, and it could only be a good thing.” Two years

on and Joanne couldn’t have been more right. Through a great

deal of commitment, effort and dedication Joanne and her

eight colleagues finally celebrated the fact that they had

achieved their Leadership and Management Foundation

Degrees in July 2010, presented by Steve Cram!

 

But there was even better news ahead for Joanne after

receiving her results. Only a few days later she received a

letter telling her that she had been awarded the academic

prize for the University’s Best Performing Student 2010. Only

four of the 500 students in the Business and Law faculty

achieved this status. As if that wasn’t enough, City of Sunderland

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Higher LevelSkills

Joanne Maxwell

Northumberland County Council

P 15

College also chose Joanne to receive their own Achievement

Award! “Achieving these awards is amazing, and along

with my qualification I’ve achieved things I never

thought I would, or could. The Higher Level Skills project

has allowed me to uncover a hidden talent and proved

that you’re never too old to learn and has definitely

made me more ambitious and look for challenges.

Learning through the union route has given me so much

support; personal, financial and educational.”

Northumberland County Council, who funded the second year

of the degree, have found the course so beneficial to their

staff and organisation that they have committed funding for

a subsequent cohort of staff who with the continued support

of unionlearn, have embarked on the same learning journey

this academic year. As for Joanne, her learning journey

continues and she is even contemplating sharing her new-

found enthusiasm and knowledge with others by moving to

the other side of the classroom as a teacher – and most

definitely an inspiration.

This programme of higher skills has proved to be

very beneficial to both the outgoing Blyth Valley

Council and the new Northumberland County Council

employees, who are reaping the rewards of the

training.  With the training being around the work

of the candidates and the organisation, various

projects have been worked on to the benefit of the

Council. We are delighted in the success of the

students and the progress made in their personal

development.

Northumberland County Council has committed

to a new cohort as we enter into a time of uncertainty

for the public sector but realise we still require leaders

and managers for the future.

Rob Wilson

Training Advisor on behalf of HR Management

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Supporting Workers

Trade unions operate to improve the quality of life for workers, it is the

nature of and reason for their existence and as such they have an

overwhelming duty to support them: in their daily lives - at work, at

home and in-between. 

As needs and times change, it is imperative that we adapt and tailor our

support to meet the needs of the worker, so we are constantly looking

at and developing bespoke, relevant ways to continue to meet the needs

of workers.

During the economic downturn and recession workers needed support

in coping with new financial challenges, advice about where to get help

and guidance in seeking new employment opportunities. That’s where

the Skills, Recession and Recovery project came in.

P 17

Trade unions operate toimprove the quality oflife for workers; at work,at home and in-between.

Trade unions have a critical role to play in supporting

workers. In response to the economic downturn, unionlearn

introduced a Skills, Recession and Recovery programme

to ensure that unions have additional help in assisting

their members, colleagues and families through recession,

and on the way to recovery.

 

Trade unions and the TUC recognise that financial inclusion

and fair access to affordable finance are integral to both

tackling poverty in the region and enabling individuals to

participate and progress into sustainable employment. Utilising

unions’ existing work around running workplace learning

projects, many of whom have adopted responding to the

recession as a key area of work, this both complements and

adds value to their activity. Working closely with regional

partners the SRR project offers practical training to union reps

on the issues most in demand. 

In the northern region this programme of training has begun

with the CAB’s Financial Capability Training Days, covering

most people’s primary areas of concern:

Banking

Managing budgets

Energy deals/tariffs

Northern money

Managing debt

Choosing credit/credit unions

 

The agenda for financial capability work is debt

prevention and improving quality of life. By giving

individuals the basic skills and knowledge to manage

their money and make sound financial decisions we

hope to reduce people’s dependency on credit, avoid

unmanageable debt and help people use money as

a way of achieving some of their personal goals in

life. We have found that debt and money problems

are often a root cause of stress and depression that

affect many people in the workplace. This is why our

partnership with unionlearn’s SRR project is so vital.

It is a way of bringing the financial capability agenda

right to the people who can benefit most.

John Cottey

Citizen’s Advice Bureau

There are currently 65 reps trained by the Citizens Advice

Bureau on this subject in workplaces throughout the north

east and Cumbria, and subsequent courses are over-

subscribed. One of the workplaces to benefit from Financial

Capability trained union reps is HMRC at Waterview Park in

Washington. Tracy Maddison, lead Union Learning Rep and

3 other ULRs from the Learning for All Fund project, Signpost

to Learning at the site, attended the Newcastle Training Day

after an invitation from Ken Gyles, SRR Development

Worker. Having witnessed the demand for information on

managing finances at their Learning at Work Day event earlier

in the year they knew this was another opportunity to add

value and relevance to their successful learning project. Tracy

is especially well-placed to understand how important this

kind of service is at an accessible and non-threatening workplace

level due to her ULR experience and banking background.

Lots of people are reluctant to go totheir own banks because of their lack of impartiality. Most of the people thatcome to us want independent advice and information, which they can get from bodies such as the Citizens AdviceBureau and IFAs. It’s also good to knowthe basics before approaching a professional as people in financial distress only want a solution, and through lack of knowledge often don’t

get the best solution for them. Tracy Maddison

Lead ULR, Signpost to Learning Project

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SupportingWorkers

Financial Inclusion Training

HMRC Waterview Park

P 19

 Back in the workplace the ULRs are confident to hold events

and signpost people to the right places for the type of

information wanted/needed. Through the SRR project links

and contacts they also arranged for an Independent Financial

Advisor to come on site which was extremely well received

by the 25 attendees. There is now a waiting list of 70 people

wishing to participate in a repeat session to get information

on pensions and general money management. 

 

The union-led Signpost to Learning project is an ideal platform

to deliver this very practical agenda as the crux of financial

inclusion is all about educating people and offering accessible

information, and the ULRs certainly have a proven track record

of that. Courses are regularly run on-site so members and

colleagues are very comfortable approaching ULRs for even

the most confidential information – and management are

extremely supportive.

Given the current economic climate, HMRC and the unions

view ‘financial wellbeing’ as very much part of their

commitment to health and wellbeing, and the support of the

wider aspect of the Civil Servant, whether they are affected

directly or via their partner or family.

 

One of the major causes of absence is stress, and

often this is caused by financial difficulties that

people have found themselves in. My hope is that

the financial training will enable people to avoid

those situations and improve their general

wellbeing. I want everybody who works for me to

think about value for money and ensuring that we

deliver the best possible service to our customers as

efficiently as possible and so I think this training will

help people become more financially astute, which 

will in turn help them make better decisions in the

workplace.

Stephen Younger

Assistant Director of Child Benefit  at HMRC Waterview Park

 

 

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Sustainability

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The long term aim of any projects that are funded via the TUC and unionlearn,

is that the funding is a means to an end, rather than the end itself and they

become ultimately sustainable, ensuring that the activity continues after

funding ends. This is particularly important in relation to funded workplace

learning (mainly through the Learning for All Fund) and specifically means

learning cultures and activities to assist the development of all employees

need to become firmly established in the workplace formal structures of

both union and employer.

Unionlearn continually monitors the success of projects that have ceased to

be publicly funded as well as offering continuing support in the form of

unionlearn staff, and their knowledge and guidance where needed.  Based

on feedback from projects that have maintained their activity and

achievements, it seems there are several key factors in achieving sustainability:

A secure and functional Learning Agreement between the unions

and employer

An engaged, confident and competent ULR team

Developing provision and learning progression routes

And last but not least:

Continued reporting on successes and achievements after funding

has ceased; having quantifiable and genuine results to demonstrate

the effectiveness of the project to the employer, union, Steering

Group and learners

Progression is at the heartof what we do in unionlearning – for the learners,ULRs and partnersinvolved andsustainability is verymuch a part of that.Andy Sorton

CWU Regional Learning Project Worker

Kevin Phillips was a CWU Industrial Rep at the Royal Mail

site in Middlesbrough when he heard about the developing

role of Union Learning Reps and became very interested

in how he could become a part of the ‘learning

revolution’. After an initial meeting with his union’s

Learning Project Worker, Andy Sorton, and with support

and brokerage from unionlearn the whirlwind journey of

what was to become the Live and Learn project began.

 

Initial funding for the lifelong learning project came via the

Learning and Skills Council’s Development Fund in 2006, which

allowed for a 12 month project and a full-time secondment

opportunity – which on the back of his ULR training and passion

for the learning agenda, Kev managed to secure. The

management team at Royal Mail were exceptionally supportive

from the outset and even did some space reorganisation so

that the project had its own accessible Learning Centre (away

from the shopfloor) from the word go. Having generated

awareness and created demand in the first year, Live and

Learn sought continuation funding through unionlearn’s regional

Learning for All Fund.

  The funding we received through the LSC and

unionlearn was the most fantastic start for Live and

Learn and enabled us to do things we never would

have been able to otherwise - and demonstrated

just what could be done with a little bit of

help. However, the funding was a start point and the

project is and was very much about moving forward

and not standing still. Progression is at the heart of

what we do in union learning – for the learners, ULRs

and partners involved and sustainability is very much

part of that.

Andy Sorton

CWU Regional Learning Project Worker

 

During this time the project went from strength to strength,

achieving the matrix Standard in 2007 when it had been

running barely a year – followed hot on its heels by the matrix

Excellence Award in 2008. Both of these awards demonstrated

the commitment of the ULRs on site to providing the most

professional service to their learners, including developing

themselves in the process by achieving Levels 3 and 4 in

Information Advice and Guidance. More importantly, these

achievements laid the foundations for Live and Learn’s

subsequent sustainability – increasing both capacity and

demand. As one of the first projects to achieve the coveted

matrix standard, they fast became a role model for other

projects and centres and their techniques held up as best

practice. Kev also won the Trade Union Lifelong Learning

Celebration of Learning and Skills Award in 2007.

 

As it stands, the CWU-Royal Mail learning initiative has been

sustainable for over two years, with no external funding. This

is in no small part due to the partnership that Live and Learn

has forged between the employer and unions. One of the

first things that was negotiated for the project was their

Learning Agreement, which is exemplar: it covers paid release

for Kevin as project lead for a minimum of 20 hours per week,

a minimum of 4 hours paid release for the ULRs and even

has an incentivised 2 days leave for all learners who complete

a Level 1 or Level 2 course. According to Kevin, all other

reasonable requests above and beyond are submitted on an

ad hoc basis – and have never been declined yet.

 

Another major factor in Live and Learn’s longevity and

sustainability is its independence and stand alone identity

which is now a recognised ‘brand’ within the workplace,

having had its own logo and image from very early on. Despite

two national industrial disputes, the Learning Centre and

project have survived and suffered no detriment as the

business and union recognise the value and independence

of the project – as do the staff and learners, and as such it

has proved a point of unity throughout. Add to that the fact

that the project has kept things fresh continually over nearly

5 years, doing a wide-range of activities, from CLAIT to cake

decorating!

P 22

SustainabilityCWU/Royal Mail

Middlesbrough

P 23

Learner successes mean more thanawards, which are very nice, but the learners are why we’re here. Their achievements justify Live and Learn’s existence and demonstrate the importance of maintaining and sustaining what the learning project

and partnership stands for. Kev Phillips

Lead CWU ULR, Live and Learn Project

 

The Live and Learn project has effectively achieved the ultimate

in terms of sustainability by embedding itself within union

and employer structures through consistently proving its worth

to both. The fact that out of the 450 staff at the Middlesbrough

and nearby satellite sites, over 400 have accessed learning

through Live and Learn speaks volumes.

Now, in the current economic climate, the project has never

been more of a necessity, but far from being considered an

exit strategy it is there as a support mechanism to help guide

people through what is potentially a period of change and

uncertainty. True to form, Kevin and the project are prepared

for all eventualities with relevant, bespoke courses ready to

go if and when they’re needed.

When I first came to Teesside Mail Centre last year

I was impressed at the infrastructure of the Learning

Centre and the number of people who had benefitted

from the wide range of courses being run. I’m

immensely proud that we have managed to continue

this and are still receiving demand to run new courses

for the people who work here.

Lindsay Beresford

Mail Centre Manager

 

 

 

 

 

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P 24

Delivering Results

Both the Northern TUC and unionlearn in the region have acquired a deserved

reputation for being able to deliver results through the trade union route,

and as a consequence our remit and work programme continue to grow. 

We have a proven track record, hard data and a wealth of anecdotal evidence

to demonstrate our ability to not only deliver, but more often than not to

over-achieve.

Working with a vast range of partners and stakeholders like the Skills Funding

Agency, learning providers, the Regional Development Agency, One northeast,

regional FE and HE institutions, the NHS, unions, next step, government

departments (BIS) and employers, we take pride in turning theory into

practice and delivering on common objectives. From getting over 100

employers signed up to the Better Health at Work Award and engaging more

than 25,000 adults back into learning and helping employers work smarter,

it all reinforces the role and value of trade unions helping workers to progress

now and into the future.

The cross-cutting work on both the traditional and more progressive trade

union agendas is far-reaching and making for a better, safer, healthier, more-

skilled and prosperous future for our region.

P 25

The value of the Learningfor all Fund has been found to extend beyondlearning, benefittinglearners engaged by theprojects in many cases interms of improvementsin their quality of life,career prospects andearning potential.

P 26

DeliveringResults

Learning for All Fund

North East

ULRs completing introductory 5 week course 363

Adults completing Literacy qualification 1722

Adults completing Numeracy qualification 1318

Level 2 completions 1162

Level 3 completions 327

Level 4 completions 68

The enormous development and investment in union led

workplace learning initiatives in recent years has helped

thousands of trade unionists across the North East to

change their lives for the better by enabling them to

learn new skills.

 

The Northern TUC’s Learning for All Fund programme is now

in its eighth year of funding thanks to the European Social

Fund (ESF) through North East Skills Funding Agency Co-

financing arrangement.

 

This flagship fund has been recognised by strategic partners

as being instrumental in establishing and developing a culture

of lifelong learning at the workplace that doesn’t just help

individual members of the workforce: it also has a significant

impact on the fortunes of the companies and organisations

themselves.

Since its launch in 2002, the Learning for All Fund has allocated

close to £5 million to over 130 projects across the North East,

leading to more than 1300 new ULRs trained, over 80 workplace

learning centres established, close to 30,000 adults participating

in learning – 6,000 of whom were able to achieve a skills for

life qualification.

 

In the last two years alone over 85 employers have been

introduced to learning and skills through the TUC and

unionlearn. 52 of the employers have developed working

partnerships with trade unions and established learning

projects in their workplace. The fund has demonstrated real

strategic fit in addressing some of the key skills priorities in

our region. Since April 2008 over 5000 adults have participated

in informal adult learning leading to:

 

The Leitch review of skills in 2004 said: “Unless the UK can

make its skills base one of its strengths, UK businesses will

find it increasingly difficult to compete. As a result of low

skills, the UK risks increasing inequality, deprivation.”

 

While some use learning to up-skill their workforce to maintain

their competitiveness and profitability in the face of strong

national and international competition, others use it as a tool

to retain and recruit staff.

A recent independent evaluation of the fund consulted public

and private sector employers across the region involved in

joint workplace learning projects. In that evaluation employers

outlined a variety of criteria to substantiate their support for

projects funded through the Northern TUC’s Learning for All

fund including:

Opportunity to improve literacy and

numeracy skills

Promoting learning to staff with traditionally

lower take-up than others including lower skilled

or temporary staff

Sustaining support to the development of existing

union-led workforce development activities

and/or facilities.

Recognition of a project’s potential to contribute

to company learning objectives

 

Different companies measure these benefits in different ways,

but everyone agrees: union-led learning in the workplace

helps organisations improve their performance and achieve

their strategic goals.

 

The value of the Learning for all Fund has been

found to extend beyond learning, benefitting learners

engaged by the projects in many cases in terms of

improvements in their quality of life, career prospects

and earning potential…. Analysis also upholds the

raft of positive anecdotal evidence provided by

employers relating to actual or potential

improvements in employee performance which can

be linked directly to the project with learners

highlighting improvements, on average, in terms of

their skills and/or job proficiency.

 

Point 6.13 from the Learning for All Fund Evaluation

IAG and matrix

Access to workplace ULRs who are trained and accredited to

deliver a professional information, advice and guidance (IAG)

service is the reason learners are directed to the right course

or career path best suited to them, start at the right level,

and study at a time and place that’s most convenient to them.

Through the Learning for All Fund unionlearn in the Northern

Region has had a dedicated IAG programme running since

2008, offering ULRs the chance to achieve an accredited Level

3 or 4 NVQ in IAG, and this aspect of their role has grown

increasingly important as the economy has changed, altering

the demands on workers and employers. 

As a result of the success of the initial pilot IAG is now

embedded in the regional workplan, and is a core aspect of

our European Social Funding and to date over 150 ULRs have

started and are working towards their formal qualifications.

Linked to the provision of expert level IAG is recognition in

the form of the matrix Standard. The matrix Standard is the

national quality standard for any organisation that delivers

information, advice and guidance on learning and work. 

With support from unionlearn and the specialist status of

many ULRs, since April 2008 more than 25 union-led learning

centres have successfully achieved matrix accreditation. Both

the IAG Specialist status and matrix accreditation demonstrate

the professionalism of union-led workplace projects to

members, colleagues, employers and illustrate just how much

added value trade unions bring to upskilling the region.

                          

 

 

P 27

Unite - MultiTU Membership

Tyne and WearFiltrona

CWU TeessideRoyal Mail

Trade Union RegionEmployer

Unite TeessideCummins

GMB - MultiTU Membership

CumbriaMcVities

PCS Tyne and WearHMRC Quorum

POA TeessideHolme HousePrison

PCS DurhamHMRC Peterlee

PCS Tyne and WearPension CentreTyneview Park

PCS DurhamIdentity andPassport Service

Unison - MultiTU Membership

Tyne and WearGentoo

UCATT - MultiTU Membership

TeessideDerwentside KAT

Unison NorthumberlandDEAL

CWU Yorkshire andHumberside

British Telecom

Unison NorthumberlandDEAL

Unison - MultiTU Membership

Tyne and WearWilson Project

FBU NorthumberlandFire Service

Unite - MultiTU Membership

TeessideTristar Homes

PCS Tyne and WearHMRC Sunderland

PCS Tyne and WearHMRC BentonPark View

PCS Tyne and WearHMRCWaterview Park

USDAW DurhamCo-op Logistics

Unite TeessideBarclaycard

Unite Tyne and WearBarclays

BFAWU TeessideWarburtonsStockton

BFAWU Tyne and WearWarburtonsNewburn

USDAW TeessideArgos

Unite TeessideGO NE

Trade Union RegionEmployer

matrix Accredited Centres Centres highlighted in dark blue have achieved matrix Excellence Award

P 28

DeliveringResults continued

Added value achievements

The following are just a very small selection of how the

Learning for All Fund has delivered above and beyond its

objectives for individuals, employers and unions alike:

 

The Learning Styles project at Sunderland City Council

was instrumental in securing £10 million of Microsoft

vouchers for employees and residents of the city to

use to improve their skills.

 

Derwentside Homes’ Dave Hinnigan, UCATT lead ULR

with the Learning for All Fund there, supported the

Learning in Derwentside Project, and facilitated practice

test sessions for employees given time off to study in

preparation for the CSCS test which enabled them to

gain the CSCS card, without which they would not be

allowed onto building sites or workplaces undergoing

renovation.

The CSCS was set up to help the construction

industry to improve quality and reduce accidents.

At the Launch of the Learning in Derwentside project,

Derwentside Homes were presented with a Certificate

of Commitment: Platinum Award. The Certificate of

Commitment recognises that ‘Derwentside Homes is

a company committed to improving competence in

construction and has registered more than 90% of its

workforce under the Construction Skills Certification

Scheme’. 

The Equality North East Awards are presented to those

companies, organisations and individuals in the region

that are carrying out excellent equality practices so

helping remove the barriers faced by many people in

employment and entry to employment.

The Trade Unions Equality for All Award 2010 was won

by Learning for All Fund project “Bright Sparks” a

partnership between the POA and HMP Acklington.

This application ticked every equality and diversity box,

from offering equality of opportunity to the more

specific areas of engaging under-represented/vulnerable

groups or those who are often overlooked or

discriminated against. Bright Sparks is a practical and

successful project that delivers on its promises and

practices what it preaches. Based at Her Majesty’s

Prison Acklington, it is not the first place you would

think about fostering a cohesive learning culture for all

in the workplace, let alone the community, but with

links into Morpeth Family Planning and Amble’s

BorderLinks centre (where they work with young

parents and adults who have physical, social, mental

and emotional disabilities offering free IT courses) that

is precisely what they do.

 

There was National recognition for unionlearn Northern

and Learning for All Fund projects at the Annual Trade

Union Congress in September. A video showcase

demonstrating the value and achievements of north

east projects was presented to well over 700 delegates

including General Secretaries of trade unions, officials,

MPs, trade union members, media and partners.

9 projects have become sustained through employer

investment in ULR release time to maintain a presence

in the workplace and refreshing the learning offer,

especially, engaging some of the ‘harder-to-reach’

learners who often do not access learning opportunities

the first time they are offered in the workplace.

P 29

 

 

  

 

 

 

 

The Northern TUC's Learning for Allprogramme, now in its eighth consecutive year of operation, continuesto demonstrate the benefits of embedding a culture of lifelong learningin the workplace - for individual employees, their employers and the fortunes of the north east economy overall.

Through the provision of ESF fundingthe Skills Funding Agency remains proud to be associated with this programme which, in the last two yearsalone engaged over 85 employers of all shapes, sectors and sizes, and morethan 5000 individuals. Of continuing importance to us is the excellent contribution which the Learning for Allprogramme makes in identifying and engaging in learning adults who needadditional support with their literacy

and numeracy skills.

Gillian Miller: Regional Skills Director, Skills Funding Agency

Learning for All Fund

Northern Region

Northern TUC

Commercial Union House

5th Floor

39 Pilgrim Street

Newcastle upon Tyne

NE1 6QE

Telephone : 0191 232 3175

Fax : 0191 232 3190

Email : mlowden@tuc.org.uk

www.tuc .o rg .uk/nor thern

Copyright in this publication is held by the TUC unless otherwise stated. For further copies of this item contact Northern TUC on 0191 232 3175 or

mlowden@tuc.org.uk. This text may also be made available, on request, in accessible formats such as braille, audio tape and large print, at no extra cost.

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