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📢 I'm speaking at the The Apprenticeship Diversity & Social Mobility Forum Webinar on Friday 14th June 10:00 - 12:00 📢 Join me and other amazing guest speakers Jazz Singh✨, Daisy Falconer and Martin Chandler, as we celebrate Social Mobility Awareness Day and Global Inclusion Week with this insightful webinar on socially mobilising hidden talent among economically inactive people. This session will explore innovative strategies and practical approaches to recognise, engage, and empower these often overlooked people. Key Topics Covered: ➡ Understanding Hidden Talent: An overview of who comprises the hidden workforce and the unique skills and perspectives they bring. ➡ Barriers to Employment: Identifying and addressing the common challenges faced by parents, carers, and ex-offenders in entering the job market. ➡ Strategies for Social Mobilisation: Effective methods for socially mobilising and integrating hidden talent into the workforce. ➡ Inclusive Hiring Practices: Best practices for organisations to create inclusive hiring policies that recognise and value hidden talent. ➡ Success Stories: Case studies and success stories of organisations that have successfully tapped into hidden talent pools. ➡ Collaborative Efforts: The role of community, government, and private sector partnerships in empowering hidden talent. Who Should Attend: ✨ HR Professionals ✨ Recruiters and Talent Acquisition Specialists ✨ Diversity and Inclusion Officers ✨ Community and Social Services Representatives ✨ Employers and Business Owners ✨ Policy Makers ✨ Anyone interested in workforce development and social inclusion Follow the Registration link below for this FREE webinar: ➡ https://lnkd.in/eXGhffrX Thank you to Jagdeep Soor for making this happen. Can't wait to see you there!

Today marks the start of Youth Employment Week! Let's embark on a journey to discover amazing careers and help young people confidently choose the career that’s right for them. At the Society of Operations Engineers, we are dedicated to empowering young engineers to grow and hone their skills, enabling them to become the best versions of themselves. #YouthEmploymentWeek #DiscoverYourPath #FutureLeaders #SOEngineers

It’s Day 2 of National Inclusion Week 2024! At the Government Communication Service (GCS) we’re committed to building a workforce that reflects the society we serve - across the UK. Increasing diversity of thought in our teams leads to more creativity, better understanding of our audiences and increased innovation. GCS Apprentice Daniel Greenwood is a Digital Communications Apprentice at the Department for Energy Security and Net Zero and based outside London. Read Daniel’s reflections on what it’s like working regionally: https://lnkd.in/e8vxJtpz Earlier this year we published: ✅Top tips for vacancy holders (for GCS members) on running fair campaigns - https://lnkd.in/eFDed67g ✅Guidance for candidates - https://lnkd.in/eYpHmPNJ We’ve pulled out some top tips for nailing your application and interview: 1 Tailor your application: No job application is the same as the last one. Tailor your skills and experiences to the job description, using examples to showcase why you will be great for the role. 2 Success Profiles: You may be asked to give examples of your work against the Civil Service success profiles. The job advert will detail which ones will be assessed and when - prepare by reading what is required for each behaviour.  3 STAR: Use the STAR format when talking about your experience (Situation, Task, Action, Result). Use ‘I’ and always describe the result - what impact did your work have? #GovernmentCommunicationService #GCS #UKGovComms #AccessibleCommunications #NationalInclusionWeek #ImpactMatters

📢 Announcing The Apprenticeship Diversity & Social Mobility Forum (powered by Pathway Group) Webinar on Friday 14th June 10:00 - 12:00 📢 🎉 Unearthing Potential: Empowering Hidden Talent 🎉 Join us and celebrate Social Mobility Awareness Day and Global Inclusion Week with our insightful webinar on socially mobilising hidden talent among economically inactive people. With an amazing array of guest speakers including Jazz Singh✨, Daisy Falconer & Amit Singh Kalley This session will explore innovative strategies and practical approaches to recognise, engage, and empower these often overlooked people. Key Topics Covered: ➡ Understanding Hidden Talent: An overview of who comprises the hidden workforce and the unique skills and perspectives they bring. ➡ Barriers to Employment: Identifying and addressing the common challenges faced by Parents, Carers, and Ex-Offenders in entering the job market. ➡ Strategies for Social Mobilisation: Effective methods for socially mobilising and integrating hidden talent into the workforce. ➡ Inclusive Hiring Practices: Best practices for organisations to create inclusive hiring policies that recognise and value hidden talent. ➡ Success Stories: Case studies and success stories of organisations that have successfully tapped into hidden talent pools. ➡ Collaborative Efforts: The role of community, government, and private sector partnerships in empowering hidden talent. Who Should Attend: ✨ HR Professionals ✨ Recruiters and Talent Acquisition Specialists ✨ Diversity and Inclusion Officers ✨ Community and Social Services Representatives ✨ Employers and Business Owners ✨ Policy Makers ✨ Anyone interested in workforce development and social inclusion Webinar Registration Link: ➡ https://lnkd.in/e4zT3bmi

Celebrating National Inclusion Week at McGinley! At McGinley, inclusion is a commitment that lies at the heart of everything we do. As we celebrate National Inclusion Week, we’re proud to reflect on the steps we’ve taken to be an inclusive employer that values diversity and fosters a welcoming workplace for everyone. Our Inclusive Workforce We believe that by embracing people from diverse backgrounds, abilities, genders, ethnicities, and orientations, we can build stronger, more innovative teams. Our workforce reflects the diversity of the communities we serve within the infrastructure sector. From day one, we are committed to ensuring equal opportunities for everyone—whether you are just starting your career or have decades of experience. At McGinley, we know that different perspectives foster a more inclusive and forward-thinking industry. Supporting Diverse Talent Our recruitment processes are designed to break down barriers and open doors for all. We actively promote initiatives that create pathways for underrepresented groups to enter the infrastructure industry. Apprenticeships and pre-employability programmes, along with recruitment processes tailored to encourage women, ethnic minorities, people with disabilities, prison-leavers, and veterans, are at the core of our talent development strategy. Looking Ahead As we celebrate National Inclusion Week, we recognise that there’s always more to be done. That’s why we remain committed to listening, learning, and growing. At McGinley, inclusion is a continuous journey, and we invite all our employees, partners, and clients to walk that path with us. Together, we’re building an infrastructure sector—and a workplace—that reflects the diversity and strength of the world around us. #NationalInclusionWeek #InclusiveEmployer #DiversityAndInclusion #InclusiveWorkforce

YOUTH EMPLOYMENT WEEK 15th - 19th July 2024 As the summer sun 🌞 🤣 heralds the season of growth and opportunity, local businesses stand at the cusp of a unique advantage....the influx of energetic and innovative undergraduates and graduates seeking temporary employment.   These bright young minds 👨🎓 👩🎓 bring with them a fresh perspective, teeming with the latest academic insights and a hunger for real-world experience. Their presence in the workforce can not only be a boost to manpower but also a catalyst for creativity and progress 💪 . By tapping into this vibrant resource, businesses can infuse new ideas 💡 into their operations, tackle projects with renewed vigour, and explore avenues previously uncharted, all while providing invaluable professional exposure to the leaders of tomorrow. Students gain practical skills and a deeper understanding of their fields, while businesses benefit from the cost-effective 💰 , flexible labour force that adapts swiftly to seasonal demands. This collaboration not only enriches the students' academic journey but also fortifies the local economy, fostering a sense of community engagement and shared success 🤝 . As these temporary roles blossom into lasting networks and opportunities, the summer engagement of undergraduates stands as a testament to the enduring benefits of investing in youthful potential and local business synergy. Hays always attracts a fantastic selection of undergrads and grads looking for work though our network referrals and here's a small selection of some I'd like to introduce to you and your business who are available for work right now. If your team could use some extra help, here's where you'll find the solution ☎ 07740817905 💻 jan.bradshaw@hays.com #payitforward #payitbackward #peterborough #stamford #spalding #march #wisbech #summerjob #temps #hays #workingforyourtomorrow

What a lovely idea. Australia’s advertising giant Thinkerbell have introduced a scheme to bring older professionals into the industry. Their ‘Thrive at 55’ program is designed to encourage mature applicants to work in what is usually considered to be a very youthful space; where only 5% of staff are over 50. “We saw that we just weren’t getting diversity in our applications, so we went out seeking it rather than waiting for it to come to us,” says Margie Reid, Thinkerbell’s CEO. At one time, older people were greatly respected for their wisdom, but in recent years – perhaps down to the rise of technology in the time of Millennials – there is more a perception of their being ‘past it’; which we at Yield know is far from the case. When we consider diversity in the workplace we often think along the lines of gender, ethnicity, sexual orientation, and disabilities, but rarely does the conversation cover age or potential ageism. What do you think? Should we be encouraging mature applicants without industry-specific knowledge or experience to apply for entry-level roles? While you’re having a think, check out this inspiring news clip: https://lnkd.in/g_EkRRad

Thanks to the invitation from panelist Nisaini R. of Microsoft and World Business Chicago, our CEO Daniel Loftus attended Mayor Johnson’s #YouthEmploymentInitiative kickoff last week. Below is a WBC summary of the initiative but also opportunities for employers to engage:    1.    Youth Workforce Development Survey:  tell us about how your organization/company currently engages youth employees? What are your current needs?  https://lnkd.in/gePgVTMK   2. Reserve 1:1 Workforce Development Introduction: Secure a calendar time to meet with our Workforce team during our open office hour block. Please note, this is first come first serve. https://lnkd.in/gD6ucuu3             3. Amplify the call to join the youth employment movement to your networks. Like, share, comment below! What is the Youth Employment Initiative? A multifaceted citywide movement that aims to provide Chicagoans ages 14-24 a pathway to a career that enhance their employability, financial independence, promote personal growth and ignite ambition to pursue a fulfilling future.   How can employers get involved? Career Exploration - Examples include taking part in informational interviews, hosting a job shadowing experience or participating in a mentorship program. The focus of these experiences is to deepen exploration of connection between career opportunities and education/postsecondary/training requirements and to motivate and inform decision-making for high school and postsecondary choices.    Career Preparation - Examples include hosting a job readiness training or providing early work experience. The focus of these experiences is to provide youth opportunities to apply learning through practical experiences that develop knowledge and skills necessary for success in careers and postsecondary education.    Career Development Experiences - Examples include providing externships, apprenticeships, and internships. The focus of these experiences is to provide youth opportunities to train for employment, and/or postsecondary education to gain direct experience in a professional setting in a specific range of occupations. Jennifer Johnson John E. Holton Kyle T. Schulz Tana Francellno Joanna Madigan

In a recent publishing from Employee Benefit News, an article titled 'Why high school interns may be the key to recruiting and retention strategies' highlights the many reasons why investing in our young talent is so important. Here are some of my main takeaways: * Reasons employers provide high school opportunities - 92% giving back to the community. - 89% help individual students gain skills and knowledge. - 85% to expose students to a variety of career pathways. * Why does it matter? - 77% of employers used high school students to build a pipeline for entry-level positions. - 86% say high school students support the industry pipeline as a whole. - 78% say these opportunities enhance their organizations' DEI efforts. Investing in our future talent is an industry imperative. Organizations like Holmes Murphy who have programs such as DiscoverYou are leading the way in preparing our next-generation workforce. How do you care for the Unique Potential of our future talent?

Giving each generation — and, importantly, each individual — the opportunity to be seen, understood, valued, and leveraged in the workplace throughout the course of their career is essential for personal, social, and even societal well-being.