A-Z of CSR | JenHealy Innovations

If you want to know more about Social Value and how to give back to your employees and local community, support your supply chain and create impactful experiences for those looking to join you (and inspire your team to stay with you!), the first step is to write a list of questions for those who you want to support.

Questions for your team:

Which organisations have supported your journey?
Who inspired you and how?
Did you have a mentor or take part in any careers focused presentations? that helped you decide on your personal route into your role?
Who do you know who can make the introductions to community groups, charities and not for profits?
Does you have a lived experience that you would like to share with others who may need support in overcoming similar barriers?

Communicating with your team about your company/individual Social Value goals creates valuable discussion around what we all have experienced

If you are looking for REAL VALUE ask the questions and look to make a connection between your team and those looking for support.

My question is, Do you need support with this?

Schedule a Teams conversation with Jen and we can have a cuppa and talk all about it!

So you NEED to do some work on your Social Value?

Did someone tell you that to secure that contract you need to get your butt in gear and evidence all the “fluffy stuff” because your competitor is doing it better?

Here is where I want to vomit in the nearest vestibule - Box ticking……

I’m going to tell you why you REALLY need to work on your Social Value….., stick with me

Let’s start with the obvious bits:

Not everyone in this cruel world has the things they need to survive, and in a cost of living crisis this extends to your team and not just external stakeholders

People are (on the whole) good and want to do good things to spread joy to others but working out how to make a real impact takes energy, time and money

Not every company has a dedicated person to co-ordinate work placements, workplace visits, employability events and interact with your supply chain and community

Companies have good intentions but may not know where to start

The important bit is that you do actually start but not before removing some damaging assumptions

Some may assume that a charity would like your team to volunteer for a day, publicise your efforts on Social Media and then leave, not to be heard from until the next compulsory volunteering day comes around and you need a new photo for the website,

Some may assume that you can just pop into a Primary School, plonk yourself down and let a 4 year old read to you (without any DBS checking, phonics training, Safeguarding introductions etc)

Some may assume that your talent pool will somehow “refill” without industry interaction or supporting the education establishments that produce such talent

Some may assume that it’s not their responsibility to ensure that DEI, reverse mentoring, and transparency flows throughout their company

Some people assume that any industry joiner would be GRATEFUL, HONOURED and LUCKY to join their team

Nope……big NOPE

Do not approach Social Value for the wrong reasons, approach it with humility, from a place of privilege, with open eyes and an open mind.

IT’S NOT ABOUT YOU

Be authentic, explore a Social Value offering that reflects your company, your industry, your future talent pool, community and aspirations but for goodness sakes…..

SOCIAL VALUE IS ABOUT HOW YOU POSITIVELY IMPACT OTHERS

Do the right thing, then, when asked, it won't be a hard thing to evidence.

Client : “ Can we start with just a cash donation?”

Short answer “ABSOLUTELY BLIMMING YES!”

I don’t think I have ever had a conversation with a charity, not for profit, school or college tell me that they would prefer not to receive a donation for their incredible work.

From many discussions with the amazing humans who work in these sectors I can absolutely guarantee that you £100/£2000/£5000 donation will create incredible opportunities for those benefitting from this money.

I have seen donations actively change lives, this has included:

-Providing rural students with the funds required to get a bus to site with full PPE

-Providing clothing for a job interview

-Funding CSCS Card training to be safe and ready for work

-Vouchers for a young person to buy themselves some lunch during a work placement (as they would have had funded lunch at school)

-Driving lessons to increase employability

-Funding period products in workplaces and schools for students from lower income families

-Restocking materials, resources, paying for an extra pair of hands to support learners

-Upskilling team members to enable a charity to help a wider group of recipients

-Food bank replenishment

THE LIST IS ENDLESS - but your cash can go a long way in the right hands, the only question is….Who do you want to support and how?

Let’s talk about Virtual Resources…

The internet is a glorious thing isn’t it….an endless source of information and way to access knowledge.

Bit overwhelming sometimes though , eh?

Shall we start with your website?

I am going to encourage you to pop a little bit more info on there, maybe underneath that beaut pic of your Board, could we expand it a smidge and tell us how they got there?

Did they go to Uni? What did they study? Did they start as an apprentice? What made them choose that route? Who helped them? If I want to be an apprentice who do I talk to and how?

Now, let's extend this conversation to your team, I see your Project Manager there on site, the job looks fun…but what are they doing? Why are they wearing that? Who do they work with and what does a typical week look like for them?

Do you use the computer a lot in your job?

Did you love Geography in school?

I bet I know a Geography Department that would love to use some of your documents within their projects.

Maybe you could put your site induction online so it doesn't feel so daunting, give me a virtual office tour and meet the team before I start my work placement with you.

Your office might be miles away from those you would like to help but we can help widen your reach and impact thousands of young people benefit from your journey, lived experience and knowledge.

How well do you know your team?

How well do they know you?

Someone is your team is dyslexic, they might not have told you because after a lifetime of masking they are only starting to hear about the reasonable adjustments that could have made the last few decades less stressful.

They are the best person to tell you how to make your documents, procedures and welcome pack more dyslexia friendly.

Someone in your team has caring responsibilities, they might not have told you as you might find it an imposition, so they sit with the struggle pretending they are coping fine and not dreading the phone call ( and the phone call will come) when they need to apologise for having to leave work early that day.

They are the best person to advise you on your flexible working policy.

Someone in your team ran a marathon for the local NICU to say thank you for the support they were given where their little one was so ill and so tiny. They would be a great person to advise on how preemie parents can be supported in your organisation.

Someone in your team is grieving, they don’t know how to function today, they haven’t eaten for a while, work is a good distraction but their heart is heavy and they have re-read the same email three times and are procrastinating about sending it because their mind is thinking about the person they have loved and lost.

This person can feedback on their experience of post-loss care within your organisation.

Someone just got an ADHD diagnosis but still feels fraudulent, they are worried about their Access to Work Application, they worry about not being promoted because they might need to ask for something in a different format. This person can tell your DEI team all about how to maximise their potential and come up with multiple ideas that could benefit many.

You will come across with these needs in your supply chain, talent pool, or in the supermarket!

So how can your employees lived experience increase your Social Value impact? I would suggest that they are probably the best people to answer that….but we can help too!

Who do you fundraise for?

I would assume that most individuals run a little bit faster or trek a little bit higher if the cause is close to their hearts.

Your team, supply chain and community will have been affected by loss, illness, tragedy, misfortune, and this will affect them, so how are you supporting those that supported them?

A “charity of the year” is a great option, but I would also urge you to consider how to utilise team volunteering days for making a larger impact and recognising the causes and charities that have supported your own people.

When looking at how to diversify the talent within your company, consider their journey before they came to join you.

I’m a contradiction in many ways, I grew up in a low-income single parent household, at one point losing all our possessions in a house fire, free school meals and hand me downs left right and centre…..

As a family we have experience of losing loved ones to mental health, suicide, cancer, other loved ones living with MS, Surviving a stroke, infertility, miscarriage and premature babies. We’ve navigated addictions, alcoholism and drugs and we have relied upon groups and charities to support us.

However, we were never hungry, always had a roof over our heads, grammar school educations, always had work opportunities and a community around us who supported our family. We were loved.

My experiences led me to create my company, to work with communities, to make impactful change and my fundraising supports those who in the past have also supported me.

So, I suppose my question is, as a company, do you know which charities, agencies and groups have supported your colleagues and are they on the list of who your company can support this year?

“There is no selfless good deed”

The Friends episode where Phoebe and Joey discuss how there is no selfless good deed really resonates with me.

I have spent a long time considering how doing “good things” makes me feel good, and if am I doing it for the right reasons.

The RSD (Rejection Sensitive Dysphoria) part of my ADHD lends itself to people pleasing, in short, I assume that I offend people, cause upset and they will hate me and therefore try VERY HARD to do everything in my power to ensure I am likeable.

This isn’t healthy and is exhausting as I often put others before myself and if I was everyone's cup of tea I would be a MUG.

But making people happy does make me happy, so where is the balance…..

I believe that I have found the balance in kindness and compassion by talking to people.

Sometimes it is enough just to listen, and show support through being available to talk.

I still signpost people to places that can offer support however I try not to go overboard with how much I actually do as I am currently time poor and in all honesty, a bit burnt out!

Just because you can doesn’t mean that you should…

BUT

Collaboratively, good things can happen and lighten the load. And collaboration shows unity, community and it not only feels good, it looks good too, and has authentic good vibes.

I have worked with companies who like to collaborate, put aside the competitive element of “who is selling more” and choose good over “winning”. It is these companies who have my utmost respect.

In a competitive market, I choose to champion the good people, the kind people, the people who use power for making impactful change and who lift each other up.

If that's you, I would love to talk to you about your CSR initiatives!

Let’s talk about transparency…

I feel like at JHI we are very transparent, and I welcome the opportunity to explore how we can continue to build upon the way we work with our clients to build trust and work together so everyone is happy and achieving their objectives.

For that to work, we need to work with clients that are also very honest about what they want and work with us to achieve it.

We reach out to a lot of individuals and groups and collect information, we ask a lot of questions to see how support can be offered to those that need it, Success comes from being truthful.

It’s not easy saying, “we can’t do that” but it is important, and it is equally important to find an alternative that we can do.

We are a tiny little CSR company in a sea of big fish. When I started out I did try a little faking it til I could make it. Have I made it? Nope, what is making it anyway?

I thought that I needed to look bigger than I was. In truth it is our size that makes us so powerful, we care about each of our contacts and we know better than to pretend now.

We know our clients stories, their concerns, their barriers and in that we know their hearts, their intentions and their goals.

Through honesty, we nurture real change, real progression and real value.

I say the term 'impactful experiences' frequently, if not every day!

What makes an impactful experience?

First of all we need to remove some historic assumptions, work experience placements do not have to take the form of the solid week placement of years ago.

Geography is not necessarily a barrier.

Not all individuals have access to the same support.

Professionals do not always understand the value of their role during a placement.

If a school, College or University approach your company about a work placement, workplace visit or internship - ASK ALL THE QUESTIONS:

What would they like from this experience?

What information can you provide about careers in your industry/workplace to ensure the individuals attending can consider this opportunity?

Who will they be meeting/shadowing/joining?

Are there reasonable adjustments that can be organised and communicated with your team to ensure it is a comfortable and valuable experience?

What curriculum content / qualifications support careers in your company and how can you help educators to embed resources into their lessons?

Do you have knowledge regarding the potential opportunities for GCSE/ A Level/ T Level students, Graduates and Apprentices within your company?

Can your company reimburse travel costs, provide lunch, provide equipment or PPE for the placement or visit? Can you cover the cost of a minibus?

If you want new fresh talent in your company, you need to ensure that upon arrival the participants feel prepared, seen, heard and considered.

This opportunity is for them, but it is also for your company, your industry, your future.

And finally……

Ask for feedback, ask for constructive criticism and make sure that you share lessons learned with everyone involved.

I can be the queen of procrastination, I think it boils down to worrying if I am about to do something that makes me look silly or cause upset!

Sometimes I seek validation from a member of my team and they willingly oblige and read an email before I send it, reassuring me that it won’t be read as me being direct and is absolutely fine and won’t offend the recipient.

As if I would actually say something inflammatory, right?

However if we don't ask we don’t get!

I don’t mind saying I don’t know something, but I can find out, it has been one of my strongest strengths in the last year to prompt growth and understanding.

No single individual can know all the information about absolutely everything. When a client puts up their hand during a meeting and asks for clarification, I am happy.

The acronyms and initialisms in the working world are quite confusing, so much so that I am compiling a little index for our website to help visitors to learn the language that I have also learnt over the years.

If you want to know how your role, experience, journey can positively impact a person who wants to be doing your job, ask us to help you make those connections! We know what questions to ask, we can help you with mentoring, work placements and workplace visits.

Do you remember when all you ever wanted was to be exactly where you are right now?

You may look at the same websites, portals, documents, spreadsheets day in and day out, and it gives you the information you require to do your job.

I don’t know what those resources are and how you use them but if you tell me about them it gives me an insight into what is useful to your role.

So what information can you share? Even redacted documents can provide valuable content that could complement and support curriculum learning.

Gatsbsy Benchmark 4 needs you!

Linking Curriculum to Careers is a crucial part of helping young people to understand how they can apply their learning, education and skills to a future job role.

So what do you need to do?

Look at what you can add to your websites to encourage educators and students to learn from your resources.
Speak to local schools, colleges and Universities about their curriculum content in the subjects that you look for when recruiting and start a conversation (or ask us to)
Create promotional items and learning guides targeted towards young people that would be have benefitted you when you were looking at your future options
Speak to your team, work collaboratively to ensure that you are sharing relevant and up to date information about what experience, qualifications and skills they use in their roles

If any of this feels a little uncomfortable, give me a call, we would be happy to help!

Personal knowledge about the world gained through direct, first-hand involvement in everyday events rather than through representations constructed by other people.

Why is lived experience valuable?

I have built my business through my lived experiences.

If I had not come from a low income single parent home I might not have found such passion when designing content for the Pupil Premium Pathway to Employment Programme.

If I had not been heavily pregnant I might not have understood the parental guilt of our 14 mums who were returning to work, scared and intimidated after years of parenting solo (Preparation for the Workplace Programme).

If I had not been the youngest manager in my old company, I might not have gained experience in voicing my opinions when I knew something wasn’t right, put my mental health first and left.

If I had not been diagnosed with ADHD I might not have the knowledge about Neurodiversity that is growing everyday and helps me to treat myself with more compassion and let my creative traits be free

Do I know it all? NOPE

Do I want to share my experience and learn from others who have lived experiences that differ from my own? Yes please!

If you have lived experience that could inspire, motivate, encourage and grow - Please share it in anyway you feel comfortable to.

Someone out there is looking for an understanding mentor and your input could be life-changing.

As I have said in MANY posts before - through sharing experiences from professional to wannabe professional we can help to build the industry talent pool but there are also benefits in the form of reverse mentoring.

Our work experience placements have helped my team to remain aware, familiar and comfortable with the skills and experience that young people and industry joiners are bringing with them when they join us.

I don’t believe we ever stop learning, and to ensure you are communicating effectively with your future recruits you need to talk to them and learn from them as much as they do with you.

Build trust and cohesion through finding out about more about the individuals that join you and learn about what interests them.

We work with a few clients who offer their employees the chance to do their own work experience in a different department within the company.

To share knowledge of departmental barriers and challenges not only prompts more cohesion as a company and less division, it also provides opportunity.

I can be the queen of procrastination, I think it boils down to worrying if I am about to do something that makes me look silly or cause upset!

As if I would actually say something inflammatory, right?

However if we don't ask we don’t get!

I don’t mind saying I don’t know something, but I can find out, it has been one of my strongest strengths in the last year to prompt growth and understanding.

No single individual can know all the information about absolutely everything. When a client puts up their hand during a meeting and asks for clarification, I am happy.

Do you remember when all you ever wanted was to be exactly where you are right now?

For many of the professionals that we work with, there is an initial hesitancy around public speaking. We hear many questions focusing on what an audience would actually like to hear about during a presentation, mentoring session or work placement.

Those listening to you will have their own agenda, they will be looking to make a connection with you through the information and experiences you share, but you may be presented with very little information about your audience.

You have two options, ask for more information about those attending and what they would like to hear about or alternatively keep your content quite generic. Time allowing, the first option will always be more impactful for all involved.

Do you need to bare your soul during every presentation? Nope!

However, giving small insights into how you have overcome barriers can open up conversation with those looking for guidance on how they too can progress.

Talking about our the barriers we have faced in our own personal journey can make us feel vulnerable, potentially showing areas where we have not felt strong or supported, and talking about these moments can feel uncomfortable.

I am quite open about my ADHD, this encouraged a student in a recent session to approach me after the event and ask about Disability Disclosure during the interview process. She went away feeling supported and I felt like I had helped.

This is the positive side of sharing experiences, when we talk about the tricky bits, the glass ceiling cracks a little more, the walls start to crumble and we all see a little bit more light.

How do you feel about talking about your experiences?

How can CSR activity contribute to your own Continued Professional Development?

Here are a few examples:

Enhance your understanding of the skills that the next generation will be bringing to your industry
Work with professionals in different departments within your company to learn about their job roles and responsibilities whilst sharing this information to a keen audience
Learn how to share information about your accomplishments and how they can inspire others to follow a similar journey to yours
Gain skills in mentoring and a better understanding of what topics are of importance to industry joiners
Learn how the current curriculum is impacted by Employer Engagement and how guest lecturers can add value
Utilise skills that may not be actively used in your current role and support applications for progression and promotion
Raise self confidence and awareness of how your skills can be used in an entirely different setting

Many of our clients comment how CSR activity helps them to consider their own career options and also motivates them to continue to grow and develop further skills

So, what’s in it for you?

LOADS!

It can be tempting to sign up for lots of Careers events and create wider visibility to a large audience, however smaller businesses do not always have capacity, nor funds, to be able to do this.

If you would like to make your engagements with the next generation of industry impactful, I urge you to consider ‘making it personal’.

For example, if you are attending a careers event, research the needs of the students that will be attending, talk to the organisers, find out how their students/clients could really benefit from your guidance and advice.

Every industry joiner is unique, and if you have capacity to ask what they need from you, as an employer, and you respond to their requests, the whole experience has more value.

I know of many examples of where a Careers Fair conversation has led to work experience, then mentorship, then an apprenticeship and ultimately employment.

That is impactful - a little research can do a lot of good!

I couldn't do an A-Z of Social Value without looking at the recruitment process.

People joining a new workplace can often be nervous, they seek clarity, they need reassurance and comfort.

The information you share about your working environment online can ease that nervousness.

Glassdoor gives plenty of insight into how your current employees view your business:

Are your team members with caring responsibilities well supported?
Do you give your employees a choice of benefits that complement their life/work balance?
Do you talk about the peer groups and communities within your business?
Are you willing to give examples of the interview process and what will be expected of applicants at interview? How many stages are there? Who will they meet throughout the process?
How do you ensure your recruitment practices are inclusive?
How flexible are you?
What is your vision for each department?

I am calling for more clarity in job specs, more realism, more consideration.

Copy of Mentoring and Reverse Mentoring (1).png

Back in March, the British Science week theme was ‘Smashing Stereotypes’ celebrating the diverse people and careers in Engineering.

‘A stereotype is a belief — positive or negative — about a group's characteristics that we apply to individual members of that group. Stereotypes build on our bias and our brain's ability to make quick mental shortcuts’.

I remember reading an anecdote on here where a little girl was going on holiday with her family and a fellow passenger asked if, when she grew up, she would like to be part of the cabin crew. She responded - I would like to own the plane (or something to that effect).

So how do we smash stereotypes and celebrate diversity within our industries?

Firstly, I believe that we must address the stereotypes associated with the responsibilities, experiences and skills required for specific roles or sector.

Secondly, look at how, a role or task has been completed (historically) and who has filled these roles, their skills, their experiences and their qualifications.

Thirdly, if these roles have previously been filled by graduates, can the same role be filled by an apprentice? If you are seeing a high number of applicants from the same socioeconomic background, could you explore why this may be?

Are you asking for experience that may not have been accessible to some people? Is the wording or your job specs unconsciously biased (for example, asking for qualifications specific to the UK)?

There is definitely progress being made to ensure that the stereotypes to based in unconscious bias are addressed, but how can we try to remove stereotypes entirely?

Are your team happy?

Do they feel safe and comfortable with their role within your team?

Do their skillsets compliment each other?

Are they familiar with each others skills? Do they approach tasks as a team?

Having worked in various working environments, I have experienced working with teams that work really well together and teams that really don’t!

For industry joiners looking to join a team, a clear understanding of 'who does what' is key. It is also really useful to know where peoples specific skills lie.

For that information to be shared with new joiners, it has to be shared internally first.

Gen Zs and Alphas have high expectations from employers (and rightly so) with a higher focus on work/life balance and good mental health, they are looking to join a happy and healthy team….

Are your team happy?

There is a very good reason for making under represented groups a part of this A-Z.

As I have mentioned in previous posts, I fall into a number of under represented categories, particularly in the Construction Industry, however I still sit in a place of privilege with regards to others.

https://insightglobal.com/infographic/underrepresented-groups-workplace-challenges/

I am a disabled female over 40 from a low income background.

Mentors and role models have been crucial in growing my confidence alongside growing my experience and, ultimately, my business. When someone gives you advice, encouragement and support, it can lift you and fill you with hope.

It was not vital that those who helped me had walked a similar path, though it became even more empowering when I did encounter someone with a similar journey. All that was required was a helping hand extended without judgement.

It is quite easy to contact a school and attend a careers event. The same careers event that you attended last year, and the year before that. It takes more energy (and research) to support a different audience. SEN students, disabled students, NEETs, home-schooled children all need mentors too.

If you are looking for a diverse and inclusive work environment filled with talent, representing the community you serve or support, try something new.

What should a workplace visit include?

Our workplaces today look very different from those twenty years ago, even pre-pandemic, the work environment may differ hugely to how we work today.

It’s important to remember that for those joining the work place (especially for the first time) that the reality may be quite different from their expectations.

Attendees may not know what to wear, who they will be greeted by and when is an appropriate time to ask questions etc, therefore clear guidance on what, who, where, how and why should be provided from the outset.

It's also imperative to consider accessibility in your workplace visit planning. Ask about your visitors needs in advance of meeting them in person and ensure that you have clear props/visuals/handouts for those that require them.

Virtual tours are becoming more popular in allowing an increasing number of people to gain insight into their potential future working environment. It’s encouraging to see more companies add them to their websites.

Meeting as many different team members as possible (where relevant) is also a plus, gaining a good understanding of the huge array of careers available (and how to find out more about those roles) is valuable to all.

Finally, thank those that organised the trip (particularly the teachers if from a school or college) as it is no mean feat to organise a trip!

And follow up asking for feedback on the bits that were most valuable in anticipation of the next visit.

How many workplaces did you visit before joining the workplace and which ones were most memorable?

Where Who What Winning at Work Experience.png

Similar to my last post about Workplace visits, work experience can be undertaken in a variety of environments.

With our clients' larger developments, to give a better understanding of the huge number of roles in the construction industry, we like to give a varied work experience week, with members of the team and supply chain who have different roles and responsibilities.

Some of these work placements have been online, some in person, some have joined Management meetings, site tours, marketing, finance etc.

We sometimes set ability targeted projects, we always have regular check ins and are at the end of the phone to answer a question or provide a back up plan if required.

No one work experience week is identical to the next,

resources can be updated and improved to meet the ability and objectives of each individual looking to join the industry.

A young person/industry joiner can feel how much preparation and consideration goes into their placement and it is truly heartwarming to hear how much they have experienced and learnt at the end of the week.

Finally - It doesn’t have to be a week - many educators are now showing flexibility in when WEX can be undertaken to meet the capacity of the employer.

A placement for one day a week will be welcomed by many Key Stage 5s and beyond (A Level/T Level /College/Uni students) so don’t rule out being able to deliver Work experience if you can’t commit to a whole week at a time.

Do you remember your work experience placement?

We all have them, the little stumbling blocks that prevent us from being who we strive to be. The financial hurdles, the imposter syndrome, the moments when we need a little help.

This post is to encourage you to identify the barriers that are preventing your team from being more inclusive; the barriers your future talent pool might be trying to overcome - and with your help and understanding they can!

It would be much later in my life that I would identify my barriers and how to overcome them, I still consider myself a work in progress!

Social Mobility - I was scared of debt as I came from a low income single parent household. I didn’t take risks as I was conscious of being wasteful and spending money my family didn't have. I didn’t go to University - I couldn’t identify what I wanted to study so I started work. This is actually the foundation of my business, by speaking about my lived and working experiences I support others who are looking to learn from those in the working environment.

Disability - I was diagnosed last year with Combined type ADHD and (with coaching and support) all of a sudden my struggles in education made sense.

Throughout Grammar School, I was told how I should be achieving more, constantly felt like I was failing, even though I was doing perfectly well.

Self Employment - It’s no walk in the park trying to navigate running a business, parenting and managing a home when you have RSD convincing you that everyone hates you.

Running on fumes because I was scared to ask for help was not my finest moment, Now I know better.

Loss - I did not take time to process the loss of my niece in 2020. I now make my mental health a priority and always put family first.

So what can you do to ensure that these kind of barriers do not prevent your future talent pool from reaching you at interview?

Encourage lived experiences, growth and learning to be demonstrated throughout the recruitment process
Go beyond Exam results and explore the qualities acquired through struggle
Do not assume that everyone has access to equipment, internet access, money for travel or formal clothing
Gain a better understanding of hidden disabilities and how they may impact the recruitment process
Don't write someone off without asking them questions that may explain their journey - a gap on a CV could be simply down to caring responsibilities, grief, unexpected mental health issues, just needing a break
Only advertise that you are a Disability Confident Employer if you actually feel confident making reasonable adjustments for a disability.

What do they want me to do? What shall I say?”

This is the most common question I am asked by clients when they are invited to Employer Engagement events at schools and colleges.

Now, we may do our jobs day in and day out and our tasks seem quite simple because someone showed us how to do it but when a student has had little (or zero) exposure to the working world, THEY WANT TO KNOW EVERYTHING

ASK THEM!

Email the event organiser and ask them to speak to the students about your visit to see if the following suggestions would be of value to them.

Here is a list of potential content (and visual stimuli) to start you off:

Wear your Uniform and bring the equipment you use to do your job
Share images of the places you work, your office, site, desk, colleagues etc
Talk about your first step into this career - work experience/ internship/ apprenticeship / interview
What does a typical day look like for you? Day in the Life of footage to give visual learners a real insight
Who is in your team and how do they support what you do?
What qualifications do you require in your role?
What three transferable skills are most important in your role (give them examples of how they can evidence these at interview)
What experiences have helped you?
Who has inspired you throughout your career?
What are the BEST and WORST bits about your job (be honest!)
If they want to do work experience in your company or apply for a role, who would they contact and when is the best time of year to enquire
Bring spare equipment for them to have a go
Create an interactive activity that gives them first hand experience of the platforms and resources they would be working with

And if you really want to make an impact, contact the teacher to discuss how your company can create a project that supports curriculum content.

Ask for feedback post event, and share your experiences with your colleagues.

You are fascinating - don’t doubt that!

So here we are at the end of the Social Value A-Z!

After 25 posts, there are Zero reasons not to inject a little SV into your business but if you need further guidance, I am here for you!

Hopefully you think that have been some little snippets of useful information along the way, but questions are always welcomed.

We have some useful links on the resources tab and we are always on the look out for more to add to our list.

I feel like I should end with something memorable and inspirational, but I used up all my energy on these posts, so I will respectfully borrow something from the amazing Maya Angelou:

“I have found that among its other benefits, giving liberates the soul of the giver.”

Seven men walking towards houses, each wearing hard hats and high vis jackets with "CALA Homes" written on the backs.

BEYOND BUSINESS AS USUAL

Empower
Growth

Empower Growth

Empower
Growth