equality

What an honour!

Jane JamesLeave a comment

Running Growing Talent, it’s my responsibility and privilege to mentor and support vulnerable people to successfully complete and secure the permanent job on offer – literally changing their lives.

 

Like most things we experience vulnerability is on a scale.  People on Growing Talent come from a wide range of backgrounds. Some will be very vulnerable others not so.

 

This support doesn’t end with the programme.  I continue to mentor and support long after the programme has finished.

 

It’s been a difficult few months for one graduate of the programme from seven programmes ago.  Still employed and doing well at work but experiencing some personal issues.  A pendulum of events and emotions over the past few months will continue a while longer.  I have no doubt the person concerned will conquer this period and be a much more empathetic force.

 

I am very proud to have received this award and know that I do make a difference.

 

We should follow Action for Happiness’s view on automatic living.  We bundle through live without actually living it.  Taking a breath to take in our surroundings and live in the moment is so key to our wellbeing and strength.  I personally believe affirmation every day and a reflective period on what we have done well at the end of each day boosts out self-esteem and positivity.

 

I’ll look at my award every now and then to remind myself I do make a difference and do a good job.  Why don’t you try it and see how your self-esteem increases?

The Baker’s Dozen Evaluation – Adult Mental Health First Aider Training

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Last week saw the delivery of MHFAEngland’s latest version of their 2-day Adult training programme in Mental Health which qualifies delegates to be First Aiders in this critical area.

 

The robust manual – heavy but yet of interesting facts, figures, resources takes the fear out of the subject.  The interactive sections – Graffiti Wall, Anxiety Face, Stress Container and Depression T-Shirt were well received.  The films brought home the key points.

 

So, what did the 13 managers from the private sector think of giving up two days to do this course?

 

Almost an even split on the question ‘As a result of the training, I am less likely to judge people with mental health issues negatively’ – 7 strongly agreed.  The 6 remaining Agreed.  So – some hearts and minds were definitely changed!

 

‘As a result of this training, I am more likely to consider mental health and mental ill health a normal part of everyday life’ – bigger shift here – 10 strongly agreed and remaining three agreed.

 

‘How would you rate the MHFA course’? – 100% rated it top marks with’ Very Good’.

 

As the Instructor – I’m very pleased to see 100% of the delegates gave me top marks  of ‘Very Good’!

 

Some general comments included:

 

‘Excellent’!’

‘Really well delivered course.  Feel like I’ve learnt plenty to take away and implement’

‘The course and its delivery was excellent – thank you’.

‘Extremely useful – sharing tools and giving confidence’

‘Excellent course.   I would like to see it rolled out to all managers’

 

If you have a business and want to upskill your employees in the field of mental health, why not get in touch to discuss how?

Mental Health First Aid – Lite

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Just been retained to deliver three workshops for 60 people in total for a global organisation with HQ in London.

 

With diverse backgrounds in the room, these should be an effective training sessions!

 

Lite is an introduction to the full Adult First Aid course.  It covers:

 

  1. Languages & Mental Health Issues
  2. What is Mental Health
  3. Mental Health Problems
  4. Supporting people in distress
  5. Managing our own well-being

 

Covering 3 hours, the course is designed to be a taster in understanding this complex subject.

Affirmation you are doing ok!…….

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The best part of running Growing Talent is to see the growth in Associates on the journey.  So my favourite part is reading their evaluations at the end of the Orientation Week.

 

This is carried out prior to them going on site and is intended to boost self-esteem and give guidance on communication in the workplace etc.

 

So what did they learn?

‘I am positive in the eyes of others as well as myself’

‘That I still have the fight and strength within to achieve any goal I aim for’

‘I can be more confident than I thought I could be’

‘That I am capable of more’

‘I REALLY love recycling’

‘It’s ok to be afraid, it’s how you overcome that obstacle’

‘I can do it!’

‘I  learnt I am pretty well spoken and ow to be a little more confident’

‘I’m stronger than I thought’

‘Determination has set in’

‘I can do things I never thought possible’

‘Yes I can do anything with a bit of motivation’

‘It made me a better person and how to deal with things better’

‘I can meet new people and enjoy time spent with they’.

 

Having written and deliver Growing Talent, I’m not complacent to believe I do everything right.  I include a section on me as a trainer on the Associates end evaluation forms just to keep me on my toes and effective…… What did you think of Jane James, the trainer?

 

‘Great guide, really clear and helpful’

‘Hardworking, caring, 100% behind all of growing talent associates, very good at her role’

‘Jane is very helpful and insightful but also nice to talk to about anything that’s bothering us’

‘Very helpful and knowledgeable’

‘Brilliant, nurturing, encouraging – an amazing mentor’

‘Brilliant mentor and very inspiring’

‘Fantastic!’

‘Jane has been huge help and I feel very comfortable with telling her about any difficulties.  She has been very supportive’.

‘Lovely, strong, supporting lady.  Would love to be kept in contact with her for many years’.

‘A bundle of information, knowledge & strength’

‘Such an inspiration – amazing!’

 

It’s good to know from those we work with how we are doing.  Why not try giving those you work with an evaluation on you?

Holistic Week – Growing Talent…..

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This is the ‘soft skills’ section of Growing Talent’s 12 week programme.  Usually carried out halfway through.  It’s a time for the Growing Talent Associates to meet up again and encourage each other face-to-face as well as learn some wellbeing techniques and ‘kick back’ a little from their usual work timetable!

 

We returned to Southwark Cathedral were we held the Orientation Week back in early February!  At least no more presentations before senior managers!

So what did we cover?:

Monday – parts 1 & s of Mental Health First Aid – a global course resulting in a qualification as a MHFAider.  This is an intense four part global programme so we lightened the learning a little with Lesley’s 3Rs!

 

Lesley, seen above, is part of the Health & Safety team at PwC.  Her 3Rs are Refuel, Recycle and  Refresh. It’s all about what to eat, how much sleep, exercise all the usual things we need to consider when making choices.  It’s especially difficult doing this on a strict budget!

‘I got a lot of information which I’ll put into practice!’ ‘Another important segment that allowed growth within the unknown.’

Tuesday – saw parts 3 and 4 of the MHFA programme be completed.  This time, Healthy Bites  Nutrition was sandwiched  between the two sections.  This invaluable workshop by Kate from HBN (www.hbnutrition.org) dispels myths around diets, the latest fads and new guidelines – such as only 7 tsp of sugar a day.  Kate shares the cost savings in making your own food, cost comparison and ingredients as well as how to eat quickly prepared nutritious meals on a budget!

 

Kate below preparing the Associates for making their own Pot Noodle!

 

‘A good workshop for sustaining health both in and out of work” ” I know what food groups are now!’

 

Sharing why recycling waste is so important was Dan from Suez, on the left below, on Wednesday.  This got everyone thinking.  A quick roundtable showed the difference between residential recycling across boroughs.  Indeed one of the Associates who has never recycled was inspired to go through her bins!

 

 

Thursday we talked finance.  Covering the basics we should know around debt, regular payments budgets, and so on. It’s surprising how well received this workshop is but on reflection maybe it shouldn’t be so surprising.  After all, where do you learn this stuff if you don’t have supportive, informed parents? Does the Education system have the time to do this?

 

‘The 3 x thirds will be really useful’, ‘I learnt about saving money and ISAs – really useful when we start earning’, ‘this was the most important topic covered for me’ ‘I learnt how to plan ahead’ ‘One million % worth it.  I understand now how to be financially stable.’

In the afternoon it was off to do an Art project!  Terrifying for some!  Their task was to visit Tate Gallery in Bankside and select an item that ‘spoke’ to them.  This could be in a good or bad way.

 

Left to right above inside the Tate are Mokhtar, Leon, Zainab, Ilamathy, Stefan, Ashley, Sebastien & John.

 

Friday morning we had a good discussion on their visit to the Tate, why they selected their piece of art and what they would ask the artist……… then they had to draw it!  You can see the results in the feature photo.  So much laughter in the room.  For some it ignited a childhood love of drawing for others it opened their eyes to a possible new creative way to feed their soul during lunchtime break and outside of work.

 

After some paperwork we finished up the week at lunchtime.They guys presented me with a lovely gift before going home for a well deserved break!

 

On Monday they returned to their employer sites:  Zainab, Ashley & Mokhtar – Harrow Green, Craig, John & Ashling – Iron Mountain – Ashling had to work this week, Leon – Pertemps, Ilamathy – Red Personnel, Stefan – Mitie Connect and Sebastien at Invest In Buy To Let.

 

Who teaches work ethics?

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Yesterday, the Metro featured a disturbing piece on graduates leaving university without basic workplace ethics i.e. the soft skills essential for life long employment.

Basic skills such as teamwork, problem solving are missing along with the work ethic soft skills – timekeeping, attendance, communication etc.

 

A spokesman for higher education said schools should teach this.  Schools would probably say the reverse – it’s Uni or parents’ responsibilities.

 

So in all of this buck passing, who should and is equipped to teach this?

 

There isn’t a one size solution to this problem.  Many young people from diverse backgrounds aren’t aware of these soft skills whether from a dysfunctional or privileged background.  The fact is this simple area of employability skills can prevent someone getting a job, keeping it and growing it into a career.

 

I encountered a graduate who was outwardly very confident, with strong communication skills but no idea where flirting stopped and sexual harassment took over!  Her work in the role was excellent but her communication in the workplace makes the whole team feel uncomfortable.  What she doesn’t realise is a claim can come from anyone in the office or someone passing through it.

 

Another person had the importance of attendance and sickness explained to them and the consequences on the team, business and her prospects of securing the permanent job.  Having attended just half the days she should have due to sickness.   Silly reasons like having had a Friday off for a stomach bug, been fine over the weekend and then get another bug on the Monday doesn’t look great to the employer.  Now on her final chance – will she take on board the guidance given?  We wait to see……..

 

A key missing point is JobCentre Plus.  In general, everyone – graduate or not – will be a client of JobCentre Plus before going into work.  Maybe this would be the best area to focus on these essential soft employability skills?

 

Remember when hiring in the traditional recruitment way – you won’t usually have exposure to someone’s ‘soft skills’.  Maybe a trial period like http://www.growing-talent.co.uk would help?

 

 

 

 

 

 

#See Potential

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#SeePotential is a Government backed campaign to get more people into work who have difficult backgrounds.   These include long-term unemployed people, ex-offenders, care leavers, recovering addicts, homeless people, single parents and military veterans.  Usually aimed at the 16-24 age group.

 

I attended an event on this subject yesterday at a City law firm.  Expectations were high.  The Minister for Employment, Damian Hinds, was present along with numerous charities and the employers some had worked with.

 

M&S partners The Princes Trust and spoke about their decade plus programme of work experience lasting 4-6 weeks which has seen 50% officially into work.

 

KFC & Dame Kelly Holmes Trust presented their two week work experience.  They take 16 young people at a time aged 16-24 which results in 5 into jobs at a time.

 

Drive Forward, a charity working with under 24 – mainly care leavers, said cvs were problematic for someone with a dysfunctional background and called for a more innovative, inclusive way.

 

The Minister of course did not stay for the whole event.  Which is a shame.  He may have learnt some of the issues.

 

The thoughts I had were:

Why were there no employers not already involved in equal and diverse recruitment present

What happens to the people who don’t secure jobs on these programme?

How long do those who do secure jobs, stay in them on these programme?

How can a short foundation of work experience without training in soft skills deliver      sustainable employment?

 

This event could be viewed as a missed opportunity.  There was no addressing the issues that affect all parties and therefore no discussion on possible resolutions.  No new employers to engage with.

 

I am very proud that every person selected on Growing Talent has:

  1. A permanent, provisional job offer at the start
  2. Orientation week – to build confidence before going on site
  3. Upto 10 weeks full-time training in the vacant role
  4. Holistic week covering personal finance, fitness, nutrition and well being
  5. Three robust manuals for onward learning
  6. The average time in employment is 2 years before moving on.
  7. 100% percent who complete secure a permanent job

 

I have worked on inclusive employment since 2004.  During that time I have interacted with several leading charities.  There are a number of issues I found which include:

 

Charities are funded by specific regions and therefore focussed on this area alone.  They won’t refer anyone into a programme where they will not be able to draw the cash incentive from their contract.

 

Charities often want to charge you a fee to ‘train’ you in dealing with their clients!

 

Charities often don’t know everything about their clients.  All of whom are also JobCentre Plus clients.  Having documentation and clearance to work in the UK doesn’t mean that person has the right to the public purse – i.e. benefits.  An employer can have a situation where they start a training programme and someone has to leave because their benefits have stopped.

 

Charities are sometimes funded by JobCentre Plus to get someone into work.  This means there can sometimes be quite a lot of negotiation when neither side wants to pay for travel/clothes etc.  Understandable on the JobCentre’s part as they’ve already paid the charity.

 

To me, it’s a ‘no brainer’ for employers to recruit through Growing Talent.  It doesn’t cost them anything and they know everything about their new talent before hiring them.

 

It couldn’t be simpler!  So See the Potential and use Growing Talent!

 

New Addition at Red Personnel

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A recent graduate, Ilamathy had little employment experience prior to Growing Talent.  Her personality and enthusiasm saw many employers want her to join them before she selected James and the team at Red Personnel.

 

A niche recruitment company, Red is based close to Baker Street.  A buzzing area with few major chains and lots of independent retailers/businesses.  The vibe is calm and serene – a bit like Red’s offices!

 

So, did it turn out to be the experience Ilamathy expected?  Was James happy and impressed ?

 

So many questions…..

 

jame-and-ilamathy

 

James explained how well Ilamathy had got to grips with the basics of recruitment.  She’s already uploading jobs, calling clients, sourcing cvs for the consultants, mentoring candidates as well as managing Twitter!

 

This was the first time an employer had selected a participant from Growing Talent without actually being there!!!  James was on holiday at the time so his Director – Jamie – convinced Ilamathy the role at Red was the right one for her.

 

So how did they both feel about this ‘blind date’?  Great a perfect match.

 

ilamathy-and-team

l-r James, Vicky, Ryan, Ilamathy, Chetan & Vanessa

 

‘I’m so happy’  Check back to see how well Ilamathy gets on over the coming weeks…..

It’s a glamorous world………

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for Stefan….. so far

 

On Growing Talent, Stefan is working with Mitie Connect at one of their global skincare clients in Fitzrovia, Stefan is exposed to the high-end world of leading brand products – including those new to the marketplace.  Of course this makes him a firm favourite amongst his female circle!

 

Surrounded by boutique shops ‘ including the niche Pollocks Toy Museum below – the local area is buzzing with business.

toy-shop

 

The mechanics of the role with Mitie Connect of Mailroom/Logistics Team  delivers variety – customer integration, problem solving, tracking, packing, despatching, as well as costs and recharges.  All of which suits Stefan.  The potential opportunities being based on this global entity’s site are endless!

 

A small team headed by Wayne, includes Jack and Leon with some support from temps and contractor implants.

 

As you can see below, Stefan on the left looks like ‘an old hand’….

 

team

Wayne, centre above has a lot of industry knowledge and is a ‘great mentor’ said Stefan.

Discussing how it’s gone so far below – both Wayne and Stefan agreed – so far so good!

 

wayne-and-stefan-hub

Wayne is keen to learn the rest of the role, get working so he can save for some holidays abroad to add to the vast amount of countries he’s already visited.  Maybe he can add to his five languages as well!

 

Watch this space to see how Stefan gets on over the coming weeks.

The Metro showcases a story of pregnant women being incentivised to stop smoking with vouchers – Is this a good or bad idea?

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What do you think?

 

Should having a healthy baby be all the incentive someone needs to stop smoking?

 

What happens if family members smoke around the baby? we all know the solid evidence of passive smoking.  Will the Council extend the incentive vouchers to family and friends?

 

Is there an element of sexism here?  Maybe ageist too?

 

It states ‘pregnant women’ which infers it excludes transsexuals – who born with female sex organs are still capable of carrying a child even though they are now male.  Can they claim the vouchers?

 

I can’t see an older mum shopping in New Look so are they aiming the vouchers at young people who know little of sex education, health and nutrition?  Would it be better to spend the money on target education earlier in schools?  Or is it right to reward bad life choices?

 

How do you monitor someone to ensure they have stopped smoking?

 

With all the pressures on local councils’ budgets, has Stoke-on-Trent Council spent this £16,900 wisely ?

 

Or do you think that this is value for money?

 

Maybe it isn’t as black and white as you might first think……  Thought provoking though