Below are some suggestions on how you can your business can participate and support the local community :
The Coast to Capital Enterprise Adviser Network (EAN) works to connect senior, local business leaders with senior leaders in local schools helping to motivate and inspire young people, to make a major impact on their future career prospects. Please click on the link for further information http://www.coast2capital.org.uk/enterprise-adviser-network/&s1=enterprise+adviser&s2=enterprise+enteprise+enterprises+adviser+advisers+advise+advisor&s3=123
Croydon Council is actively trying to increase the engagement between Croydon schools and employers. The overall aim is to reduce the number of NEET within the borough by developing more access to careers information.
Part of Croydon Councils employment/education strategy is to improve the quality of careers advice/training within our schools and colleges. I am tasked with improving both the quality and the number of opportunities for our young people across the Croydon borough.
As the Employment Pathway Officer for Croydon Council I work within the Education and Skills team and I am responsible for brokering relationships between Employers, training providers and Croydon primary and secondary schools and colleges.
They are looking for employers and training providers who are either already involved in school engagement or would like to start/increase their school engagement.
How can you get involved?
There are many ways in which you can help, for example:
Please contact Tyrone.Irish@croydon.gov.uk for further information/if you would like to get involved/for suggestions of how you can help
An Equality and Inclusion Policy demonstrates your organisations commitment to equal opportunities, abide by equality legislation and promote equality in the workplace. Click here for a template equality policy.
Below are some suggestions of how you can incorporate equality and diversity best practice within your business/organisation:
ask applicants to state if they need any ‘reasonable adjustments’ for any part of the recruitment process
ensure application forms are not discriminatory. For example, to require a form to be filled out ‘in your own handwriting’, where written English is not relevant to the job, may discriminate against applicants whose first language is not English or applicants with disabilities that affect writing ability – an issue which may be avoided by making an electronic version of the form available
state the organisation’s commitment to equal opportunities and that it welcomes applications from all who believe they fit the essential requirements of the job
effective monitoring is a legal requirement for public bodies under the Equality Act 2010
effective monitoring is an important tool for measuring performance and progress towards equality and diversity goals and in ensuring a truly inclusive working environment. Monitoring is not an end in itself. Data that is collected needs to be analysed and used to inform appropriate action
monitoring will only generate meaningful and reliable results when employees feel safe and confident in disclosing personal information and when they feel assured that meaningful action will follow
monitoring can be done at a variety of different points in the employment cycle including recruitment, training, promotion, staff surveys, performance management, grievances and dismissals. The purpose of collecting this information is to look for differences between groups, identify trends over periods of time, investigate the reasons for these differences and to put suitable actions in place.
Whilst over half of people want to work flexibly, currently less than 1 in 10 jobs are advertised as being open to flexibility (Timewise Flexible Jobs Index 2016). We know that many people – parents, carers, those managing long term health conditions, those approaching retirement – benefit from the opportunity to work flexibly and that offering it leads to higher productivity and engagement.
Flexible working options include part time, jobshare, occasional homeworking, remote working and flexible start / finish times. We are encouraging Croydon employers to consider how many of these options they can offer and to let candidates know you are happy to consider flexible working requests, if they would work in the role, during the recruitment process. This will broaden the range of people who can apply for your roles, giving you access to new talent pools.
More information about how flexible working can benefit your business and some of the options you can consider can be found here:
If you are willing to offer roles flexibly during recruitment, you can join the free campaign ‘Hire Me My Way’, run by Timewise a social business who promote flexible working. Hire Me My Way showcases employers who are promoting opportunities for flexible working and are offering it to candidates during recruitment.
The London Healthy Workplace Charter (LHWC) is a joint initiative from Public Health England and the Greater London Authority. The Charter covers a range of standards at three levels – Commitment, Achievement and Excellence under the topics:
Assessment at Commitment level can be completed on line. Your first application must be for either Commitment or Achievement. Organisations will receive a report highlighting the actions required to proceed to the next level. For applications at Achievement and Excellence, the organisation will attend a verification day at City Hall, where their evidence will be reviewed by volunteer experts in workplace wellbeing drawn from a range of organisations, including local authorities and NHS partnerships.
Your borough workplace lead will guide you through your application, highlight any gaps in your evidence and sign off your application when it is ready to be submitted for verification. Applications for the charter are currently free of charge.
The United Kingdom Investor in Equality and Diversity (UKIED) Charter Mark is the leading fully integrated equality, diversity and safeguarding national organisation charter mark designed to meet the needs of all organisations (ranging from large multi-national companies and large public sector organisations, charities and third sector organisations through to SMEs).
Royal Chartered Institute Surveyors (RCIS) - Inclusive Employer Quality Mark - Scheme designed to help firms gain a competitive advantage and a diverse workforce. Employers pledge their commitment to adopting and continually improving against six principles
Disability Confident - The Disability Confident scheme aims to help employers make the most of the opportunities provided by employing disabled people. It is voluntary and has been developed by employers and disabled people’s representatives
Stonewall Workplace Equality Index - The WEI is a powerful evidence-based benchmarking tool used by employers to assess their achievements and progress on LGBT equality in the workplace.
Investors in People - internationally recognised accreditation. The Standard defines what it takes to lead, support and manage people well for sustainable results. Successful accreditation against the Investors in People Standard is the sign of a great employer, an outperforming place to work and a clear commitment to sustainability.
Employers Network for Equality and Inclusion (ENEI) - employer network covering all aspects of equality and inclusion in the workplace
The Workplace Wellbeing Charter - The Workplace Wellbeing Charter is an opportunity for employers to demonstrate their commitment to the health and well-being of their workforce. The Charter provides employers with an easy and clear guide on how to make workplaces a supportive and productive environment in which employees can flourish.
Below are current local initiatives and campaigns your business/organisation can get involved in and support :