Friday 17 June was a balmy, sunny and sticky day in London. Temperatures were high so was the positive energy in this room as our Employer Speed Dating session got underway.
This is the first selection stage of Growing Talent which removes the potential for assumptions to be made by removing cvs and formal interviews. This enables the real person to be seen rather than any ‘labels’ they may have.
For employers, it enables a collaborative, unique way to tap into a hidden talent pool bringing diversity, inclusion, commitment and belonging into their business – which can only be good, right?
Passionate employers driven to uncover diverse talent for their roles that they can grow and nurture to be empowered employees defied the heat of the trains to get to our venue at London Bridge. Let’s face it, they could have given their roles to traditional agencies – wouldn’t that be easier? Probably, but easier isn’t always best!
Some had taken part previously and knew the fun ahead. For some, it was a completely new experience! No cv? No formal interview? No Job Description? What a leap of faith they took to step out of their comfort zone to join us!
Equally impressive was the integrity and commitment of the fabulously talented, but currently unemployed applicants who arrived enthusiastic, keen to meet employers without the shackles of traditional recruitment but unsure what was going to happen and of course a little glowing from their journeys!
What gave me the biggest kick was seeing Ella and Kieran from previous Growing Talent programmes now employer side! How fabulous is that!
There’s always a little tweak to be done in the setting up of these events. As usual the amazing Julie from #Portico Welcome Team was on hand to help me! Of course, on the front desk welcoming everyone to the event was Alex – from a previous Growing Talent programme! #inspiring for the applicants.
Within minutes of entering the room to start the timed table changes – the chatter and laughter was rising as any nerves melted away.
Ricky & Sharon from #RestoreHarrowGreen seeking new talent for their diverse roles.
Lois #SwissPostSolutions & Lesley from the global financial services organisation that sponsors Growing Talent joining us to explore some potential NEBOSH H&S Executives. Both have been involved in Growing Talent from the start and of course gave tips and pointers to those they saw who didn’t quite know what to say at first.
Ella and Paul of Master-FixProperties looking for fabulous new talent to join their business. Ella of course could give some insight of the Growing Talent journey that lies ahead for those going forward.
Michael #ISS looking for new talent to join his team
Laura & Emma #OfficeConcierge joining us for the first time to look for those hidden gems of talent we have amongst our unemployed communities.
Soraya, Kieran and Rosie #SPS looking for a new team member. Like Ella, Kieran has been on the Growing Talent journey and knows what it’s like. Although when Kieran did it, Growing Talent was three months long not five weeks!
Rosie is part of Lois’s team at SPS. Together they have given opportunities to around 38 people through Growing Talent since the first programme in early 2014. Many are still there and in supervisory positions.
Always time for one more photo! – Anna – longstanding cheerleader from JobCentre Plus, Ella and Paul #MasterFix and Sharon #RestoreHarrowGreen. Over the years, Sharon has taken over 30 people into her business and watched them grow and develop.
This week sees the second selection stage take place with 1-2-1s – mainly virtual thanks to the rail strike! Nothing detracts Growing Talent – there is always a way!
Looking forward to meeting these fabulous employers this week are: Abbas, Alex, Dimitrios, Edward, Frank, Martin, Rosanna, Shari and Sharon.
Check back to find out how they get on.
Growing Talent is a collaborative way for employers and their unemployed communities to come together on a level playing field journey to permanent jobs. Find out more on the Growing Talent tab on this website or check out http://www.growing-talent.co.uk.
Thanks to Netflix, I watched this brilliant film over the weekend. I was struck by many things. Yes, it had all the emotions – happy, sad, courage, loyalty, generational parallel lives, hope, adversity, ignorance, acceptance, bullying and likely many more. Overall, it left a feeling of hope, that’s it’s ok to be your authentic self and life can be fun if we drop the judgements we give others – without even speaking with them.
I originally wrote this for my LinkedIn in page. Why? because the film is a place of work comprising actors, camera crew, runners etc as is the school central to the film’s theme. Without the Emotional Intelligence to accept all work colleagues – direct reports, peers, line management, clients, supply chain etc in all sectors, as well as recognise and understand how our emotions, thoughts and behaviours impact others, businesses and their people will never thrive.
As the credits to the film rolled, we see the ‘real’ Jamie Campbell and his mum Margaret from County Durham who the film was based on. A three part documentary in 2011 featuring Jamie and his mum’s fight for him to be allowed to wear a dress to his secondary school prom.
For me, the most poignant feeling I got from the film was how little has changed. Ten years since the documentary on Jamie’s fight to be authentic yet we don’t seem any further forward. In the film, Jamie’s guide to becoming a drag queen is Hugo played by the brilliant Richard E Grant. Snapshots of Hugo’s life as a drag queen during the explosion of AIDS, had parallels with Jamie’s fight and illuminated the lack of acceptance today.
With training in how our behaviours impact ourselves and those around us, change is possible – but only if we want it.
Final thoughts – the film ended with a real shift in change of attitudes by many. I wonder how much more businesses would grow if they looked at the behaviours and impact of all within…..
This is a thought that’s been resonating with me with growing repetition during the journey of the global pandemic here in the UK.
It seems to me humankind has become more and more inward rather than outward looking over the years.
As the restrictions enforced by the pandemic have continued, the more amplified our disregard for our duty to others seems to have grown.
By that I mean consideration of the potential consequences our actions can have on others.
Each week, local small patches of council green areas outside residential houses are scattered with litter comprising fast food wrappers but lately discarded alcohol bottles. I haven’t seen people having picnics on these areas so assume it’s household fly tipping by residents, or people returning from fun in the park with their friends.
Why? Each household in the UK has rubbish collection weekly. There is no need to spoil the environment for others through laziness and/or entitlement. If there is no public rubbish bin locally, or if there is one, it’s full – why can’t people take their rubbish home and put it in for their rubbish collection?
I don’t doubt this is happening in every part of the UK.
Clearly the thought of the right to personal enjoyment of the individuals dropping these items far outweighs any thought of their impact on others. Children play on these small greens. Pet dogs are taken for walks by their owners. Residents look at these green spaces from their windows – vital when housebound or shielding. Where is the thought for the impact on others – the anxiety and isolation caused by thoughtless, ‘my right’ attitudes?
We see this time and again on a larger scale when the sun is shining in the debris left behind in parks and at coastal spots. There is a huge cost in clearly this up.
We know the dangers to the environment of discarded rubbish which has been proven to get into our water tables and food chains. By discarding rubbish thoughtlessly instead of taking it home, those individuals are potentially affecting their health and that of the ones they love. Ironic isn’t it?
Isn’t now the time to start to think of our duty to consider the impact of our behaviours on others?
The BBC News online featured a piece from the PCS (Public & Commercial Services) union today whose research suggest the majority of JobCentre Plus staff fear returning to their offices. Out of 1,299 members the PCS surveyed, their results shared showed 3 in 5 workers want to continue working at home and are fearful of returning to the workplace due to Covid.
PCS claim they should be allowed to continue to work from home as they’ve proved this is effective during Covid restrictions. Mark Serwotka, General Secretary of PCS union warned industrial action could follow.
The fear of returning to the workplace after so long working from home or on furlough during Covid will be many employees’ fears and this is something their employers need to address BEFORE they are asked to return.
There is so much fake news on social media and possibly amongst friends, families and community leaders. Add in the continuous illogical updates from Government, it becomes completely understandable the fear that can be brewing. Trouble is, this fear and be intrusive and longterm.
We all know facing our fears are the only way to conquer them. If we give in to this, anxiety, isolation, debilitation will grow and possibly cripple individuals, business and communities.
As individuals we have to find evidence from experts we trust to enable us to make decisions and resist listening to opinions/views of non-experts.
JobCentre Plus staff do a difficult job supporting the most vulnerable in our communities. If they go on strike, what happens to those in dire circumstances?
If Employers don’t support their employees to overcome their fears and gain confidence to living their lives to the full again – what happens to those employees? Remember not every person has gone through the pandemic living in a nice, safe home, in happy, nurturing relationships. For the majority, it’s been one of the hardest, loneliest periods of their lives.
Business is a core part of our lives and communities. If businesses aren’t flourishing, growing and employing people, taxes aren’t being paid to support the vulnerable, provide healthcare, education etc. Where will the money for these come from?
For many businesses, continued working from home for their employees won’t be tenable. If work can be done from home, might some employers start to ask why can’t it be outsourced overseas to a cheaper workforce?
Giving in to fear is not an option. As actor Will Smith said some time ago –
Earlier this week I was contacted by someone who had been selected to take part in Growing Talent in 2019. Growing Talent is an employment empowerment programme I run, which has been on hold since March 2020 due to Covid (www.growing-talent.co.uk).
At the time they had many personal pressures to deal with which had reduced their self-confidence to an all-time low whilst greatly increasing their anxiety – exhausting as we all know.
They worked hard to complete the Orientation Week – confidence building workshops – prior to going on the employer’s site working well with their peers on team and individual challenges. Gradually shoots of growing self-confidence started to appear. More importantly, a smile returned to their face.
Unfortunately, they couldn’t maintain the routine of work back in 2019 and left before completing the programme. This made their contact this week even more thought provoking.
They have been a carer for over a year working extensive shifts caring for the vulnerable is tough enough for anyone let alone doing this role in the middle of a global pandemic. The people this person supports all have varying stages of dementia – challenging for individuals, family, friends and carers.
Finding the strength to make decisions and changes in their personal life took massive courage. With everything going on, they still put others first and decided to move into the care home to support their peers and residents as much as possible. Unfortunately, they got Covid themselves and had to self-isolate. Now the residential care home is currently Covid free – a big relief for all.
As I’m reading all of this information they sent, my pride and admiration swelled. Their growth from 2019 to now is inspirational. The reason they wanted to get in touch now was to not only share their journey but thank me for my teachings.
‘Anyway, my point is, that, no way could I have gotten through the turmoil of Covid in a Dementia Care home and self-loathing induced by personal pressures if it hadn’t been for your teachings and even that week of lessons really in prep for growing talent. Thank you for the lessons, thank you for the courage and the self-belief you instilled in me, before I could really believe in myself’.
As a trainer/facilitator passionate about encouraging people and businesses to be the best they can, I often wonder about those who aren’t ready to move forward. I know see, even instilling a short time of self-belief and proactive personal nurturing makes a difference to them long term.
What’s the point in sharing this with you? To share we may not always know the outcome of something we do – that doesn’t mean it isn’t powerful and positive.
Never stop trying to do what you know is right. You are having a bigger, positive impact than you may realise.
I firmly believe there have been many positives to the global pandemic as well as the many well known negatives.
The world has learned a lot from each other sharing knowledge, information, research as well as stats and their process of handling infection rates. This collaboration has produced two vaccines cleared for rollout as well as India’s home produced vaccine about to be rolled out in India.
Whilst there is still a long way to go until the pandemic is managed via immunisation, I wonder if Governments will learn from the collaboration to date and continue with this going forward. Think of the positive changes that could be made.
Watching the Focus item on French 24 tv this morning, I wondered if the changes Italy is going through is something we can learn from in the UK on ‘levelling up’ areas of deprivation and past industries such as our mining towns, coastal resorts, previous manufacturing areas and so on.
Sicily experienced decades of young people leaving to work in the more prosperous North leaving. behind a growing older population and economic degeneration.
Focus explained the pandemic saw many younger people who had migrated to the North for work, returned to their parental homes in the South at the start of the pandemic. Working from co-working hubs socially distanced with fast fibre internet connection, they can work as well as if they were in their office in the North.
What they’ve noticed is the economic regeneration locally. Municipalities are rolling out fibre optic networks in their best locations to entice this positive change to become permanent. One featured a ceramic museum which now has the dual purpose of being a co-working space with fast internet and great views across to the Aeolin Islands. The quality of life for these young people has increased, there is no ‘brain drain’, older generations have their families around them and local businesses are experiencing regeneration.
The North of Italy will continue as a buoyant business hub with offices thriving after the pandemic is over. But they are aware the benefits presented by the pandemic will be permanent – a true ‘levelling-up’ of the country.
The UK has spent a lot of money because of the pandemic. Surely it’s vital to spend a little more to invest in fast internet across the UK to not only enable people to work anywhere, if their job supports remote working, but also ensure every child has access to technology to enable them to develop their careers of the future.
We have seen pockets of the UK experience decades of deprivation as businesses/industries have closed with nothing replacing them. The below picture is typical of a lot of towns left behind when businesses/industries closed or moved. We see many high streets have lost their vibes as big chains moved in and now those big chains are failing. Many high streets over the decades has lost their independent stores to large chains, pubs and betting shops.
Isn’t this an ideal time to turn the tide?
What could these communities look like with the right investment?
Despite Growing Talent, an inclusive employment programme I run, being on hold due to the pandemic, it’s always lovely to catch-up with some of the people who have participated over the years on how they are doing especially now.
Amongst the doom and gloom, uncertainty and insecurity the global pandemic has spread, some heart warming news!
Catching up with Jane, Debbie & Sharlene from past Growing Talent programmes, it was great to see their ignited self-belief and drive for personal growth has not been diminished by the challenges presented by Coronavirus.
Jane updated me on her current role. Still with Baxter Storey, who she joined on completion of Growing Talent 4, but now at a different account, she decided to use some of her personal time volunteering in her local community to help young people. Despite the application and joining process – rightly thorough screening – Jane is determined to support and encourage those that need it. Just as enthused as she was at the start of her journey all those years ago, it was a joy to learn how well she’s doing.
Debbie contacted me to share she had made it into print! Yes, her Christmas jumper, almost as bright as her smile, lights up the PwC welcome floor in the Welcome Team’s newsletter to raise money for charity on the annual ‘Christmas Jumper Day! Despite a challenging year – more so for Debbie who loves her intrepid travelling to far flung places, Debbie has also just won a new internal role after being interviewed by a Partner at PwC! Fearless as a lion and always up for a challenge – Go Debbie!
Just this week I learned Sharlene had come full circle. After completing Growing Talent in 2019 she joined a national facilities company in their facilities administration team. Unfortunately, like so many, Sharlene was made redundant earlier this year. Did she retreat into herself? Of course not! She moved house and got a job with Department of Work and Pensions as a Work Coach encouraging unemployed people to find the right role for them – and hopefully referring some to Growing Talent once the pandemic is over!
I am always in awe of the spirit, determination, innovative, empathetic DNA of the amazing people I work with on Growing Talent.
I know the next chapter for Jane, Debbie & Sharlene is going to be amazing because they will make it so.
Listening to the radio this morning, the above question jumped into my head. I have my solution at the end of this post. What would be your thoughts?
Time for us all to have an uncomfortable conversation maybe?
The radio feature was on free school meals and the excellent spotlight the footballer Marcus Rashford has shone on this.
Children going hungry is shamefully not a new problem for the UK. Following the end of WWII, free school meals were introduced to ensure no child went hungry. Bearing in mind this was a time when food additives, were a lot less intensive than they are now. Basic, nutritional food that ensured healthy growth for all children in the UK was the norm.
Over the following years, we seemed to lose this ‘collective’ thinking that we are all responsible for the health of the next generation.
I well remember the endeavours of chef Jamie Oliver from 2004 to address putting ‘nutrition’ back into school dinners cost effectively. This would ensure concentration in lessons resulting ultimately in social mobility. Education on an empty stomach is totally non-productive and a complete waste of money. Children can’t concentrate with their stomachs rumbling. As adults, we know when we’re hungry we can think of nothing else. Why would we think it’s different for children?
The radio feature this morning spoke about Jamie’s work and the fact two of his chefs are working in Schools in Greenwich to help feed children nutritionally during school holidays.
Marcus has re-foccused the spotlight back on the need to feed vulnerable children during school holidays as parents struggle through coronavirus.
Many parents will feed their children fast foods because they are cheap. Quantity is better than quality thinking. We know fresh food doesn’t have to be expensive. It does take effort to buy and prepare especially when trying to hold down a number of poorly paid jobs to provide a secure home.
A few of ideas spring to my mind:
Tax cheap, fast food so it becomes a ‘treat’ and heavily discount fresh foods so they become the norm.
I know from experience many families won’t apply for help even when they are entitled. Pride gets in the way. Radical thought here – provide free school meals for every child so not one child is ‘singled’ out as being ‘poor’. From 5-18. Schools become community hubs. Open through school holidays. This would create:
a. Employment throughout the UK
b. Community cohesion
c. Brain power amongst all our children to take advantage of education, realise their dreams, become the innovators of tomorrow, feeding our businesses making the UK a vibrant country of integrity for all.
Of course there would be a huge cost for this. But, what is the cost of not doing it?
As a business owner, I’d be in favour of increased taxes if they were going to this worthwhile cause. I wonder if very wealthy people, would be willing to make annual donations to this cause and write this off against their taxes? Some people earn telephone number salaries and are reluctant to pay HMRC. No one likes paying taxes. But if part of their taxes went to a specific cause like this, would their attitude change if they could see the good they are doing?
A minority of the UK are living in a bubble where they have so much money they will never be able to spend it. Maybe social taxation could be the answer.
Maybe it’s time to do something radical and something different.
Have you heard the name David Richards? Went to Silicon Valley to learn the IT trade, set up a college course for young people to get into IT in Sheffield, UK and headquartered his IT company WANdisco in both Sheffield and California… me neither. Why?
Why hasn’t the media picked up on this insightful business acumen from David before? Why has he not been used as a positive role model for young people living in areas where they can’t see a way to progress?
Setting up businesses in areas where there is deprivation means you have an untapped talent base locally who would be committed with the investment of training leading to genuine jobs they can build their futures on.
Check out David on Wikipedia and copied and pasted feature below shown on BBC News website this morning.. Imagine if every area of every country had insightful employers like David? The opportunities for true social mobility are endless. What do you think?
Social mobility: ‘When we set up a tech firm in Sheffield people laughed’
By Ross HawkinsPolitical correspondent, BBC Radio 4 Today
David Richards was mocked when he chose Sheffield as the European headquarters for his computer firm.
He says that explains a lot about the lack of social mobility in the UK.
“Most of my friends in London thought it was some kind of staged joke,” he says.
Raised in what he calls a “lower middle class” home, David emigrated from Sheffield to Silicon Valley in the US aged 23 to work in IT.
The company he went on to found, Wandisco, is now worth £400m and employs 300 people.
When he wanted to bring the firm home, he chose Sheffield, where he sponsors a course at Sheffield College, which trains students for careers in computing.
But as a new report is published showing sharp differences in life chances for less well-off children around England, he says private companies must shoulder some of the blame.
“The private sector in particular needs to recognise you can’t just create companies solely in London,” he says. “You just cannot do that.”
The way firms cluster in the South East might explain part of the problem – but the Social Mobility Commission says it is complicated. Life chances for many in the south are poor too.
Children from less well-off families are likely to end up in low-paid jobs no matter how well they do at school in some parts of England, its report says.
Those in the areas where social mobility is easiest earn twice as much as those where it was most difficult.
The commission says persistent poverty means some families risk being “locked into disadvantage” for generations. It is demanding the government does more to boost social mobility.
Children who went on to the lowest salaries were raised in places that were typically more deprived, had fewer good jobs and fewer outstanding schools, according to its report.
Much of this is obvious to less well-off young people living in Sheffield.
“In my school, teachers didn’t really motivate you. Their way of motivating was kind of like: ‘You’re not going to pass’,” says 17-year-old student Jamanuel.
16-year-old Jasmine adds: “My school did not have work experience, so if I got to look for a job now, I have no idea what I’m doing… We didn’t have that support at school, so I do think the city is divided.”
The father of one of Sheffield College’s current star students stacks shelves in a supermarket for a living, David Richards says, but builds computers in his spare time.
“Opportunity is not spread evenly in the UK,” he says.
“If he was living in Silicon Valley… he’d be working at one of the big tech companies.”
The Social Mobility Commission report – drawn up with the Institute for Fiscal Studies – compares how much people who received free school meals as children earned at the age of 28 in different parts of England.
Their median wages in the best performing areas were more than £20,000. In the poorest performing, that figure was less than £10,000.
A government spokesperson said: “Now more than ever, our focus is on levelling up the opportunities available to every young person in this country and we will do everything possible to make sure no-one is left behind as a result of the impact of the coronavirus pandemic.”
According to the commission’s report, life chances were best for disadvantaged children in places including East Hertfordshire and Wokingham in Berkshire.
Bradford and Hartlepool were among the worst performing towns. So too were West Devon, and the Chilterns.
Researchers only examined the earnings of men, the commission says, because data for female earnings would not have been comparable.