Welcome Seminar to showcase Good Practice: Inclusive Employer Engagement with Refugee Engineers

1. Transitions Event WelcomeSeminar to showcase Good Practice: Inclusive Employer Engagement withRefugee Engineers 22nd February 2017 9.30am-1.00 pm

2. Transitions Event • Fire Alarm • Exits • Muster Point • Welfare Facilities • Phones • Smokers Local Arrangements

3. Transitions Event 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. Today’s Agenda 10.00 - 10.10 10.10 - 10.50 10.50 - 11.20 11.20 - 12.00 12.00 – 12.15 12.15 – 1.00pm

4. Transitions Event Event Considerations The list on your seat - What? The business case for your organisation The benefits for candidates

5. Transitions Event Setting the Scene – Network Rail Alban Bytyqi Hafiz Mustafaey Hasan Abosharfo

6. Transitions Event Perceived Benefits (of Working with Transitions): Supportive Approaches Skills Development Volunteer Leave Opportunities Knowledge and Advice Innovation Expands concept of Diversity & Inclusion Refugee resettlement seen as a key topic

7. Transitions Event Arcadis

8. Arcadis transitions traineeship Inclusive Employer Engagement Seminar | 22 February 2017

9. Why? Arcadis Training Sustainability Support Crisis D&I “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. Transitions Event

10. 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 Transitions Event

11. 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. Transitions Event

12. 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. Transitions Event

13. 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 Transitions Event

14. 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 Transitions Event

15. QUESTIONS

16. Transitions Event Break Justin Brett,  Quality Standards Director  Sheila Heard, MD Jon Hull, Recruitment Services Director  Vicky Johnson, Employment Advisor

17. Transitions Event Transitions

18. Transitions Event 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, 2009 2. Kirk, Home Office Skills Audit of Refugees, 2004

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

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

21. Transitions Event Corporate/ Supply Chain business services. Staff - Candidates coaching workshop/s (£400) Positive Action 6 month internship service (£600-£1K) Experienced Hire Employment Agency (10-15% fee) Corporate responsibility Diversity & Inclusion Skills shortages Underpinned by quality careers guidance casework Talent Attraction

22. Transitions Event 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

23. Transitions Event Background (Paria) • 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

24. Transitions Event 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.

25. Transitions Event 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.

26. Transitions Event 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

27. Transitions Event 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

28. Transitions Event Arcadis Experience (Paria) • Adapted to work environment and improved confidence • Directly assigned to tasks like normal staff member from the first day • Arrangement to improve English and communication skills • Managers friendly approach and willingness to help made it easier to adapt • Access to comprehensive knowledge base articles • Great team work • Real responsibilities

29. Transitions Event Outcome of my experience • Easy interview questions and Job offer • Invited to two interviews which I declined in favour of Arcadis • Many phone calls and emails • A permanent role in Arcadis • Getting closer to being a chartered IT professional Tadala Paria

30. Transitions Event 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

31. Transitions Event Thank You Any Questions ?

32. Transitions Event Paul OathamUK Corporate HR Manager, Bechtel & Chair of Inclusive Recruitment Action Group

33. Transitions Event 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

34. Transitions Event 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

35. Transitions Event Programme Structure

36. Transitions Event Work with Employers

37. Transitions Event Diversity and Inclusion Leadership Group (DILG)

38. Transitions Event Inclusive recruitment action group

39. Transitions Event Questions?

40. Transitions Event • This is a call to action • What will I do now? • What will happen next? • Thank you for coming Closure & Next Steps