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WelcomeSeminar to showcase Good Practice: Inclusive

Employer Engagement withRefugee Engineers

22nd February 2017 9.30am-1.00 pm

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Today’s Agendao10.00 - 10.10

o10.10 - 10.50

o10.50 - 11.20

o11.20 - 12.00

o12.00 – 12.15

o12.15 – 1.00pm

Welcome/IntroductionsSetting the Scene and Context, Kevin Bowsher, Network Rail

Arcadis presentation with Q&A’s: Helen McCarthy, People Director & Victoria Ferguson, Head of International HR

30 mins Break with refreshments/informal discussions

Transitions and engineer candidates presentation with Q&A’s:Sheila Heard, PS (IT Engineer) & Tadala Arbas (Mechanical Engineer)

Paul Oatham, Chair of Royal Academy of Engineering inclusive recruitment action group: Overview of the action group objectives & activities.

Wrap-up: Kevin Bowsher. Networking.

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Event Considerations

The list on your seat - What?

The business case for your organisation

The benefits for candidates

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Setting the Scene – Network Rail Alban Bytyqi Hafiz Mustafaey Hasan Abosharfo

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Perceived Benefits(of Working with Transitions):Supportive ApproachesSkills Development Volunteer Leave OpportunitiesKnowledge and AdviceInnovation Expands concept of Diversity & Inclusion Refugee resettlement seen as a key topic

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Arcadis

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Arcadis transitions traineeshipInclusive Employer Engagement Seminar | 22 February 2017

© Arcadis 2015

Why?

“Improving the Quality of Life”

Arcadis prides itself on “Improving the Quality of Life”, it is our passion and what we do. In response to the European Refugee Crisis, Arcadis wanted to react in a proactive and meaningful way as part of our overall focus on social value and the sort of business we want to be.

In the UK we focused our efforts on creating a Traineeship programme with the aim of offering support, development and on the job training to refugee professionals. We wanted to ensure that they were paid fairly for the work they would do and that the programme would be mutually beneficial. Our aim to help trainees secure a permanent job in the longer term.

Arcadis

SustainabilityTraining

D&ISupport Crisis

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© Arcadis 2015

Business Case

We needed leader buy in

We had to present a business case to the UK leadership team and to our global corporate sponsor, we positioned:-

•Our global commitment to improving quality of life and our UK strategy of focussing more on overall social value.

•The current desperate situation of many refugees

•The skills shortages in our market

•Our aim for an increasing diverse workforce

•The longer term benefit to the UK – people and business

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© Arcadis 2015

Partnering with Transitions

Making it work in the business

In December 2015 we made contact with Transitions to see how we could partner with them in making this project come to life. They help us access refugee professionals with the right skills and knowledge who were actively seeking opportunities.

We worked together and organised an event for some of the refugees to meet with members of our talent acquisition and learning and development teams. At the event we shared knowledge both way between the business and with the refugees. The event was eye opening for us and we learned as much from the attendees that they did from us!

Then the hard bit, we needed to final operational leadership buy support for the program and ‘real’ roles in our business that suited the skill sets and matched the business need. The aim for it to work managers as well as the candidates.

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© Arcadis 2015

Creation of the Programme

Program needed structure and framework

The programme launched on 15th August 2016, starting with a two week Induction, aiming to achieve the following:

•Ensuring that the trainees were familiar with the Arcadis way of working, the values and culture of the organisation

•To give them a support network built around their roles and,

•Set out clear communication lines

The six month programme set out to include:

•Clear review dates with line managers to aid development of their role

•An overarching project to work on over the 6 months to give Arcadis an insight in how to improve diversity in the organisation, using their experiences.

•Support in securing permanent roles after six months.

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© Arcadis 2015

Outcome

Measuring the success

The first cohort of the Arcadis Transitions Traineeship has now finished. At the end of the 6 month programme we have the following outcome:

•10 trainees with 6 months of relevant work experience on their CV

•Knowledge gained both sides

•5 employees offered a Permanent position with Arcadis – 50% of the cohort

•General feedback is positive from business and candidates

•Agreement to continue with program following pilot and support transitions further to help them grow

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© Arcadis 2015

Lessons Learned

A success but we can do better

• Launch at a different time of year- holiday season

• Encourage Line Managers and Buddies to attend training events with their team members

• Manage trainee expectations – this is real life!

• Clearer role guidelines

• More structure in program

• Include more formal feedback structure and continual review in 6 months

• Full review and decisions at end of program for individuals

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QUESTIONS

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Break

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Sheila Heard, MD

Vicky Johnson, Employment Advisor

Justin Brett,  Quality Standards Director 

Jon Hull, Recruitment Services Director 

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Transitions

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Context

UK refugee unemployment rate: approximately 70%1. 14 times the current UK rate of 5%.

Catastrophic career interruption

c.25% of refugees in UK are highly skilled.2

No statutory services

1. Bloch, Refugees’ Opportunities and Barriers in Employment and Training, 2002, quoted in London enriched: The Mayor’s refugee integration strategy, 20092. Kirk, Home Office Skills Audit of Refugees, 2004

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2011 - 2016: 51% skilled jobs. (79 people) 169 eligible STEM applications

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Accessing the skills of refugee professionals Transitions London CIC clients include:

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Staff - Candidates coaching workshop/s

(£400)

Positive Action 6 month internship service (£600-

£1K)

Experienced Hire Employment Agency

(10-15% fee)

Diversity & Inclusion

Skills shortages

Corporate responsibility

Talent Attraction

Corporate/Supply Chain business services.

Underpinned by quality careers guidance casework

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Background (Tadala)

Education

► BSc Mechanical engineering, Ethiopia (UK Equivalent to Diploma of HE)► Postgraduate Diploma Nuclear Energy, Spain (UK Equivalent) ► BEng Mechanical Engineering, University of London

Experience► Assistant lecturer, Hawassa University► Workshop instructor, Hawassa Technic College

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Background (P.S.)

Education

► BSc. Computer Engineering, Iran (UK Equivalent)► MSc. Telecommunication Engineering, Malaysia (UK Equivalent)

Experience► Telecom Research Assistant, University Putra, Malaysia ► IT Engineer, Iran, Australia & UK

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Challenges

Lack of recent/UK based work experience

Unawareness full right to work by companies.

Employers often do not recognise overseas qualifications and experience.

Lack of UK Orientation opportunities. No Government job search services for refugees.

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Addressing the problem Commitment to support inclusion of refugees as a broader talent strategy

Offering access to internships or apprenticeships

Subsequent upskilling where necessary: e.g. Software and English language.

More transparent and accessible information on refugees’ right to work by home office.

Using Naric as a means to recognize foreign qualifications.

Ongoing support after initial work placements to ensure long-term employability.

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Why engage with refugees ?Increases work place diversity

Assisting us overcome critical financial difficulties. Better life quality and more productive members of society

Demonstrates commitment to corporate citizenship.

Work ethic

Positive Economic Impact

Skills and Experience

High retention rates

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Arcadis Experience (Tadala)

Adapted to UK work environment and improved confidence. Directly assigned on project with experienced engineers.Improved English skills and software skills Managers’ friendly approach and willingness to help made it easier to adapt.Access to helpful documents, guides and online libraries.Software training Other CPD

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Arcadis Experience (PS)

Adapted to work environment and improved confidenceDirectly assigned to tasks like normal staff member from the first dayArrangement to improve English and communication skillsManagers friendly approach and willingness to help made it easier to adaptAccess to comprehensive knowledge base articlesGreat team workReal responsibilities

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Outcome of my experience

Easy interview questions and Job offer Invited to two interviews which I declined in favour of ArcadisMany phone calls and emails

A permanent role in ArcadisGetting closer to being a chartered IT professional

Tadala

PS

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Benefits of traineeship Gained Industry Knowledge

Made Critical Professional Contacts

Accumulated Evidence of Abilities

Confidence Improved

CV boost

Landed Full-Time permanent Job with Arcadis

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Thank You

Any Questions ?

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Paul OathamUK Corporate HR Manager, Bechtel & Chair of

Inclusive Recruitment Action Group

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Diversity and Inclusion Programme Strategy 2016-2020

An inclusive engineering profession that inspires attracts and retains people from diverse backgrounds and reflects UK society.

Leading the engineering profession to challenge the status quo, stimulate cultural change and improve diversity and inclusion.

Vision

Mission

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Strategic Aims

1. Challenge the status quo

2. Lead the profession

3. Sustain and extend relationships with stakeholders

4. Communicate and consult with stakeholders

5. Publicise and cascade measures

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Programme Structure Transitions Event

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Work with EmployersTransitions Event

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Diversity and Inclusion Leadership Group (DILG)

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Inclusive recruitment action group

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Questions?

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Closure & Next Steps

This is a call to action

What will I do now?

What will happen next?

Thank you for coming