Bernardine Varghese’s Post

YOUTH EMPLOYMENT WEEK 15th - 19th July 2024 As the summer sun 🌞 🤣 heralds the season of growth and opportunity, local businesses stand at the cusp of a unique advantage....the influx of energetic and innovative undergraduates and graduates seeking temporary employment.   These bright young minds 👨🎓 👩🎓 bring with them a fresh perspective, teeming with the latest academic insights and a hunger for real-world experience. Their presence in the workforce can not only be a boost to manpower but also a catalyst for creativity and progress 💪 . By tapping into this vibrant resource, businesses can infuse new ideas 💡 into their operations, tackle projects with renewed vigour, and explore avenues previously uncharted, all while providing invaluable professional exposure to the leaders of tomorrow. Students gain practical skills and a deeper understanding of their fields, while businesses benefit from the cost-effective 💰 , flexible labour force that adapts swiftly to seasonal demands. This collaboration not only enriches the students' academic journey but also fortifies the local economy, fostering a sense of community engagement and shared success 🤝 . As these temporary roles blossom into lasting networks and opportunities, the summer engagement of undergraduates stands as a testament to the enduring benefits of investing in youthful potential and local business synergy. Hays always attracts a fantastic selection of undergrads and grads looking for work though our network referrals and here's a small selection of some I'd like to introduce to you and your business who are available for work right now. If your team could use some extra help, here's where you'll find the solution ☎ 07740817905 💻 [email protected] #payitforward #payitbackward #peterborough #stamford #spalding #march #wisbech #summerjob #temps #hays #workingforyourtomorrow

Building Stronger Youth Employment Systems: Key Strategies for Success At TYP Collaborative, we believe in the power of effective youth employment systems to transform lives. Here are three critical strategies to ensure a comprehensive approach: 1. Effective Administrative Agents: Leadership and accountability are essential. Administrative agents must manage diverse functions, from entry points to tracking progress, ensuring youth receive the support they need every step of the way. 2. Workforce Preparation & Employer Engagement: Real-world experiences are vital. Collaborating with employers to provide internships, job shadowing, and hands-on learning opportunities bridges the gap between education and employment, preparing youth for successful careers. 3. Cross-System Collaboration: Working together is key. By leveraging resources and expertise across education, workforce, child welfare, and juvenile justice sectors, we can create a holistic support system that addresses all aspects of youth development. Let's continue to advocate for policies that support these strategies, ensuring every young person has the opportunity to thrive in the workforce. #YouthEmployment #WorkforceDevelopment #Collaboration #PolicyChange #TypCollab

Employees from working class backgrounds earn more than £6,000 less than their more privileged peers in the same occupation 💡 The class pay gap is biggest in the private sector, where those from a professional or managerial background are paid £7,575 more than working class peers 💸 A growing number of employers already publicly measure and report on socio-economic diversity 📈 💡 Businesses need diversity of talent and thought 💡 Gathering data helps you understand what interventions to make because these changes don't happen naturally 💡 Social mobility reporting should be mandated in the same way as gender pay gap reporting Here are some ways employers can encourage social mobility in their workplace: 💡 Measure and report on socio-economic diversity. This will help you to understand the extent of the class pay gap in your organisation and identify areas where you can make improvements 💡 Set targets for improving social mobility. This will help you to focus your efforts and track your progress over time. Offer skills training and development opportunities. This will help employees from all backgrounds to develop the skills they need to succeed 💡 Create a culture of inclusion. This will ensure that all employees feel valued and respected, regardless of their background. Partner with schools and colleges. This can help you to identify and recruit talented students from low-income backgrounds 💡 Offer internships and apprenticeships. This can help young people to gain valuable experience and make connections with potential employers Supportis are experts in #HumanResources, #EmploymentLawUK and #HealthAndSafety for #UKBusiness like yours, posting #HRNews for employers every weekday ✔️ Book a fast, free, no-obligation chat with our friendly team today 🙋♀️ 📱 0161 603 2156 💻 supportis.com 💌 [email protected] 💬 DM us #SocialMobility

It's disheartening to observe instances where projects in Nepal, ostensibly established to promote equal opportunities for Persons with Disabilities (PWDs), appear to engage in deceptive practices. Despite significant funding from various international sources and the involvement of so-called Human Resources (HR) professionals, there are concerns regarding the authenticity of their efforts. One glaring issue is the promotion of internships for PWDs with durations ranging from three to six months in various corporate houses. These opportunities are often advertised as pathways to full-time employment, creating a false sense of security for the interns. Unfortunately, the reality unfolds quite differently, as many interns find themselves terminated on the grounds of not meeting corporate productivity standards. The question arises: how can these projects and HR professionals, who portray themselves as champions of inclusivity, justify such actions? This apparent discrepancy between their advertised inclusive practices and the actual treatment of PWD interns raises serious ethical concerns. Moreover, the receipt of substantial international funds and benefits adds another layer of responsibility and accountability. It becomes imperative for these projects to align their actions with the principles they claim to uphold. If such discrepancies persist, they not only betray the trust of the international community but also undermine the very essence of inclusivity and equal opportunities for PWDs. Addressing these issues requires transparency, accountability, and a genuine commitment to the cause. It is essential for the stakeholders involved, including HR professionals and the projects in question, to reevaluate their practices and ensure that their actions align with the values they profess. Only through sincere efforts to foster true inclusivity and equal opportunities can these projects honor the trust placed in them by both the international community and the individuals they aim to support.

We're back with another #ThursdayThoughts! where we offer valuable tips and tricks for employers of disabled candidates. Todays topic is: Supporting Disabled candidates making the move from university to the workplace. Transitioning from university to the workplace can be challenging for any student, but it can be especially daunting for disabled candidates. 1. Offer mentorship programmes or internship opportunities specifically tailored to support disabled students in gaining valuable workplace experience. 2. Provide resources and guidance on navigating the job search process, including resume writing, interview skills, and disclosure of disabilities to potential employers. 3. Partner with disability support services at universities to ensure a smooth transition for students with disabilities into the workforce. #DisabilityInclusion #TransitionToWork #DisabilityEmployment #UniversityToWork #StudentSupport #DisabilityServices #CareerDevelopment

Local Students Need Local Business. Our research shows that 1/3 of 17-20 year olds leave Bedford, which results in a smaller future workforce for local companies. Our research also shows that young people are desperately wanting to engage with local businesses for work experience. Why? so they can begin to engage with future employers and learn skills that will help them find jobs after education. We are currently trying to help students find work experience placements for the following weeks Years 10 - May 13th - 17th & July 8th - 12th Years 12 July 1st - 5th. Can your company help raise up future employees who want to stay local? https://lnkd.in/ew2Qc-xz

The Careers People update 5: Growth! 🪴 My final update of things that have been taking shape during my maternity leave is the development of our team, which will lead to the reintroduction of our employer offer. We have over 100 schools clients and 7 education company clients but aren't currently working with any employers. Our offer for employers was growing but I couldn't focus on everything at once so it took a seat on the bench! This month, I have an exciting call to begin taking on an apprentice (yay!) and a meeting with an early careers specialist about joining the team. If you're an employer looking for support to better engage school and college leavers, watch this space 👀 #careers #earlycareers #talentattraction

🌹Labour are promising to make big changes which will have a big effect on employment laws... • Remove national minimum wage bandings. • Make statutory sick pay available for all workers. • Make parental leave a day one right. • Introduce the right to bereavement leave. • Examine the benefits of introducing paid carer's leave. • Make flexible working the default from day one for all workers except where it is not reasonably feasible. • Give hospitality workers the right to receive their tips in full and give workers the power to decide how tips are shared out. • Ban certain unpaid internships. • Make it a requirement for businesses with more than 250 staff to publish ethnicity and disability pay gap reports. • Enforce paid travel time in sectors with multiple working sites. • Act on 'sleep over' hours in sectors like social care. Follow us to keep up to date, email us at [email protected] if you need advice.

🌟Exciting News Introducing our new campaign: Ready, Get Set, Job! Are you a recent graduate ready to kickstart your career? We understand the challenges graduates face, and that's why we're thrilled to launch this campaign, focusing on supporting recent graduates in their journey to the professional world. Did you know that, on average, it takes 6 months for graduates to find work? For those with disabilities, this challenge becomes even more significant. According to research from the Business Disability Forum, disabled graduates feel less supported during their transition into work. [BDF, June 2023] At Evenbreak, we believe in creating an inclusive and supportive environment for everyone. We're committed to breaking down barriers and providing equal opportunities for all. 💼 Explore exciting job opportunities tailored for recent graduates: https://bit.ly/3HJ32E5 🌐 Discover relevant and accessible career support: https://bit.ly/3E8MSlI Join us in making the transition from university to the workplace smoother and more accessible. Let's bridge the gap and build a diverse and inclusive workforce together. #ReadyGetSetJob #Careers #DisabledGraduates #InclusiveOpportunities #DiversityandInclusion #JobOpportunities #RecentGraduates Image description: A group of graduates smiling and posing for a picture. There is an arrow-shaped banner at the bottom saying Ready, Get Set, Job in Evenbreak colours with a neon glow.

Struggling to land your first job? Need internship-like experience? Feeling as if your career is stalled? Know someone who is experiencing such issues? Our online offerings help prepare individuals to approach these challenges with confidence. Announcing our Online Career Readiness Training for neurodiverse jobseekers, Fall 2024 Cohort Aug 13, 2024 - Dec 13, 2024. Our Online Career Readiness Training for Neurodiverse Job Seekers is aimed at individuals who hold a two or four-year college degree (or equivalent), are currently underemployed or unemployed, have set the goal to get a job and be good at it, need the knowledge to strengthen their motivation and drive to reach the goal, and want flexibility in setting the pace and intensity of their training. For individuals that are currently employed gainfully, our courses will help them improve their workplace effectiveness and grow in their careers with confidence. The courses are offered over a 17-week period, including a 2-week simulated workplace experience. The training is uniquely designed so that participants can customize their level of participation based on their needs, current situation, and comfort level. More info at: https://lnkd.in/gs6DpcVn Want to learn more? Attend one of our Information Sessions! Link to register: https://lnkd.in/gBeNqsAi Apply by Aug 7th, 2024. #InclusionMatters #InclusiveWorkplace #DiversityEquityInclusionBelonging #diversity #NeurodiversityAtWork #neurodiversity #inclusion #neurodiverse #NeurodiversityInclusion #NDPersonYouKnow #autism #AutismAwareness #AutismAtWork #inclusion #adhd #dyslexia #dyscalculia #dyspraxia #DORCalifornia #PHPEducation #DiversityAndInclusion #DiversityInTech #career #JobReadiness #LeadershipDevelopment #ndpathways #BipolarDisorder #TourettesSyndrome #neurodivergent #neurodiversidad #neurodivergence #NeurodiversityAwareness #neurodiversité #NeurodiversityInBusiness #JobTraining #LookingForJobChange #LookingForNewOpportunities #jobseekers #jobseeker #jobseeking #newgrad