42
1
2
3
South Leeds Community Led Local Development Consultation Report – July 2016
4
5
CLLD Consultation strategy and methods
The Shadow LAG’s Consultation Strategy was to:
1. Re-visit wide consultation conducted during Spring 2014
2. Identify gaps in our knowledge and information about the needs and aspirations of those furthest from the labour market
3. Design consultation exercises to engage communities of interest and/or geography that bridged these gaps
4. Going to these communities at existing forums or developing specific one-off events
A variety of consultation methods were used, including face-to-face surveys, written/emailed surveys, focus groups, information gathering and networking at events.
In addition to specific consultation exercises, this report has also taken into account the outcomes of relevant research led by partner organisations.
A full record of the consultation undertaken and other material included can be found at Appendix One.
Issues most often identified:
• Mental health issues • Parents trying to get (back) into work • Physical health issues (often multiple) • English not a first language • Learning disabilities • Multiple personal and familial issues • Physical disabilities • Older people (40+) • Young people new to the job market • Lack of social skills, including confidence
and communication
Headline messages
The consultation has indicated that CLLD will be of most value if it looks to:
1. Create connectivity and pathways between people, programmes and organisations
2. Dig below existing and future programmes that are meant to benefit people in South Leeds who are furthest from the labour market but may not be doing so
3. Fund projects that support people into these programmes – creating or supporting ‘pre-programmes’
4. Help to empower residents of S Leeds through peer support and co-operation.
6
In seeking to achieve these aims, the Local Action Group (LAG) will need to decide whether to focus on:
• particular groups • particular barriers • types of benefit – e.g. ESA rather than JSA • specific geographical area/s
Report rationale
This report has been produced to enable the LAG to select the themes that it will focus on in the Local Development Strategy.
It is presented as a series of themes and affected groups. Each section covers the most regular comments made. Beyond this, the report tries to capture one-off observations and/or ideas offered as potential responses or approaches to finding solutions.
Where possible, the data is presented in as ‘raw’ a state as possible, with direct quotes from respondents where appropriate. To animate the themes, the report showcases a series of innovative approaches being delivered outside South Leeds, in embryonic form or trailed but not currently funded.
Appendix One contains a number of short case studies of individuals consulted.
Appendix Two details the consultation that took place and partner research or consultation that is reflected in the relevant section or the report.
7
Themes
Skills gaps, Training and Apprenticeships
Most common issues:
• Low self-confidence, self-esteem, aspirations, expectations and motivations • Poor understanding of work disciplines • Lack of role models • Poor academic achievement • Lack of knowledge of opportunities and those on the horizon. Issues and barriers One-off comments Approaches/solutions
Most JSA claimants are over 25 (biggest group is over 45) in need of reskilling or upskilling.
The job market is very depressed and jobs are of low value.
People who need to get or re-new their Construction Skills Certification Scheme (CSCS), Security Industry Authority (SIA) and Fork Lift Truck licences but can’t afford to. Facilitate this by paying as part of a package of support.
Health and wellbeing factors increasing, particularly mental health and increases in substance abuse
Lots of third sector provision out there already but no co-ordination.
Support to help people articulate what they want, their skills and aspirations.
The need for better co-production of services and opportunities.
Need preparation for interviews and work interactions.
Earlier work to bring the people nearer the jobs through trusted local organisations. Need to locate and connect people with jobs – there are jobs there but the main agencies don’t have the capacity for outreach.
Retail jobs don’t suit everyone – hours often anti-social and won’t always fit in with childcare.
Start from peoples’ skills and interests and develop work from there, rather than trying to shoe-horn people into what is available.
Anticipate job opportunities and map for South Leeds. Can people be trained in advance in the skills required to meet opportunities? For example Burberry - ‘tailor-make’ the employee.
Lack of soft/life skills/employability skills – confidence and self-esteem; poor communication skills. Cannot articulate what they know / can’t express themselves / their skills and
Some feedback that Job Centres are not friendly or helpful.
Help through the whole process of finding the right course, funding to enable study and during the early stages of a job.
8
experience. Not being funded by anyone. Sanction threats – If work 20 hrs, must spend 15 hrs looking for work. Hard to build skills or explore aspirations in that atmosphere.
People being seen as over-qualified – but that doesn’t help people move into other things.
Peer role models to exert peer-group pressure/competition to get jobs or apprenticeships.
If risk sanctions and/or benefits take so long to sort out, why risk coming off them for a low-paid, part-time or irregular job?
Need for help to get people into further and higher education.
Training Sector for South Leeds –a skills hub. Linking IT, job and social skills in one place. So people can learn ALL the skills they will need in one place and can practice them on site E.G. customer services.
Lots of issues around 0 hours contracts; minimum wage jobs and enforced self-employment.
Attrition rate out of jobs is huge – need for intensive support for a period once people get a job, especially if they have been out of work for a long period. Case workers needed to help people through the first steps – like the Health Trainer/ Health Literacy models.
Wrap-around support through the whole journey – building relationships and genuinely listening. Key worker model. Those capable of doing practical hands-on work in jobs such as Warehouse, Cleaning, Care and Retail, just need to be given a chance; stepping stone, work trial or placement may be the solution.
Yorkshire is the food manufacturing capital of Britain. This could have an identity and branding that attracts people.
More co-ordination between those providing support so they know what is happening and where.
How about big employers supporting Galas for retail, in the same way as there used to be Miners and Steel Galas – improve the image of the sector?
Chance to find out what’s involved in a job before beginning to train for it, to avoid drop-outs. Opportunities to meet employers and be inspired; don’t really understand what they are applying for on paper.
Ensure that local jobs go to local people. Make apprenticeships accessible and remove barriers. Make them
Liaising more with employers etc , would be of benefit to help recruit suitable candidates as some clients’ are not very good at selling themselves, don’t get to
9
easier to access by adapting the opportunity and being more empathetic.
the interview process and/or are pre-judged on appearance, but are competent of carrying out the job role.
Need to avoid competing for employers; need a package of support, possibly from different organisations but working together, for the different needs – younger and older people, learning disabilities, etc
Have to build up trust and respect with potential employers and keep talking. They need to empathise with YP who lack supportive background and role models. Cultivate a small group of employers and build relationships and trust to take on the most challenging people.
Have business-focused events and ‘business markets’ for companies to showcase the opportunities and skills required. Run workshops to uncover skills in people.
Support and mentor employers to think about who they want/need in their workforces and support people in. A role to build opportunities with local businesses for placement to prepare for apprenticeships. IT can be a barrier so whilst education and improvement in IT skills is important there should also be access to personal consultation and interaction face-to-face. Need for more sensitivity and empathy for those without good IT skills or aptitude. More IT access points needed and for longer. Not an expensive provision but much needed.
People said:
“For employers it’s about skills, qualities and attitude.”
“People need to learn what working is all about – people without confidence meeting those who are working, such as at ASDA, to get a foot in the door.”
“I get sent to look at websites but I don’t have a computer and need help.”
10
Keepmoat Kickstart programmes
Keepmoat provides a flexible, 6-week, 2 days per week programme of ‘tasters’ and other support as part of the service delivered to clients undertaking refurbishment programmes, such as housing associations and local authorities. It negotiates with local Job Centres to protect the benefits of participants.
The programmes are tailored to the priorities of the client and may focus on building trades, customer service or business administration. The structure contains practical hands-on sessions, as well as application-writing and interview skills. The programmes are always aimed at engaging any and all hard-to-reach groups, as specified by the client. As the programme manager described it, it’s about “putting your arm around them to get them through the programme.”
Where participants are not ready for work the programme is flexible enough to offer different ways of working. It is very much directed at giving practical experience, gaining relevant certificates (CSCS cards) and encouraging a ‘Turn up, be punctual and follow instructions” mind-set. Some of the most successful groups are inter-generational.
The Kickstart programme can be tailored to working with struggling local businesses – in one case a small cleaning company was failing to recruit and with support on the programme and though a key worker, an illiterate participant secured a job. Keepmoat is involved with Remaking Leeds – a Heritage Lottery project – that is filling gaps in heritage construction skills through a combination of college attendance, practical skills and commercial awareness.
The programme also includes delivering a real project in the community, so participants receive a positive experience of volunteering - participants on a Business Administration Kickstarter programme organised a family fun-day for BITMO.
Keepmoat has also recently started going into schools to offer post-exam ‘life skills’ sessions to give a picture of working life to 16-18 year olds. For example, budgeting advice around the reality of managing on initially low pay, such as that earned by apprentices and the effect on a family’s benefits. Young people who sign up to the programmes can then access apprenticeships although Keepmoat also use these sessions to identify young people who are going to need some additional support and are prepared to bring them on, too.
Keepmoat is interested in pursuing discussions that could enable them to deliver Kickstart progammes beyond their own clients and in partnership with other companies – they already work with organisations supported by clients, such as PATH Yorkshire. They are also aware that participants who don’t secure apprenticeships or jobs with them or other partners following programmes can fall through the net and there is a need for support for such people beyond the life of their programmes.
11
Generational culture of unemployment
Most common issues:
• People often comfortable in families where no-one is working – familiarity and acceptance that it is the norm
• Often goes with health issues • Lack of role models or norms – how to be ‘presentable’, keep regular hours, etc • Differing cultural environments – white, working class anger is different from issues for
Asian families • Many people are not claiming benefit at all; many families are not entitled to support
Issues and barriers One-off comments Approaches/solutions
Challenge cultural issues and
show the routes into employment and how they can be accessed – Childcare provision for women etc. Work closely with individuals to raise aspirations and demonstrate the benefits of employment. Promote work experience and placements with businesses to build confidence and share experience. Open days with businesses to raise aspirations. Need to pick up people who fall between the cracks in the benefit system and those not claiming – this group represents 50% of people visiting Council job clubs. Need for mentoring.
12
Personal barriers
Most common issues:
• Barriers are frequently multiple • Little financial incentive to work – often better off on benefits. Zero hours contracts and
short hours exacerbate this. • Fear of losing benefits if they take a job but it doesn’t work out – rather stay in the
current situation, even if it isn’t ideal • Often have complex issues relating to housing, homelessness, domestic abuse, debt,
substance and alcohol abuse • Lone parents who have no or limited childcare Issues and barriers One-off comments Approaches/solutions
Health and disability issues – huge barrier to employment – 50% of the unemployed have mental health issues and most people on the Work Programme have 2 or more barriers.
Support for families when waiting for a diagnosis when health needs are complex.
Anger management increasing issue as pressure mounts. All related to inability to communicate.
JSA claimant numbers are down but ESA numbers are stable.
Parents with low confidence –need for parenting skills.
Interserve will give people grants to buy clothes to attend interviews – replicate this model?
Leeds City College is only funded to work with those with work-related poor health, not those further down the ladder – the pre, pre-workers!
Supporting families working antisocial hours to spend time with children, to get quality family time.
Need a web-based directory of what services exist so agencies know about each other, share information and signpost well.
Keeping longer-term unemployed motivated in looking for work. More difficult the longer they are out of work.
Support for people to take responsibility to improve their chances of success.
Do some fun and engaging stuff – use local assets like Middleton Railway or barges on the Canal – open up horizons.
People won’t travel out of area; too scary and there are transport costs.
Difficult when one parent works shifts.
Need for intensive support for the socially isolated at grass roots level.
Stereotyping (tattoos, etc). Work geographically – choose an area where stats are the highest for worklessness, poor health and poverty and
Need a web-based directory of what services exist so agencies know about each other, share information and signpost well.
13
we’re already working rather than trying to pigeon-hole people. Shine a light onto this community just knock on doors and get across the threshold!
Job Centre and Work Coach staff don’t have the time to tackle barriers such as personal hygiene, social skills and presentation.
Reach people on their territory and on their terms – loan sharks are able to do it!
Raise the capacity of organisations to work with those with complex needs.
Issues around pride, stigma and shame can prevent people seeking help for multiple issues. Can compound problems and result in benefit sanctions.
Access is a major issue - reduce barriers to access. Provision as close to people’s homes as possible.
Take an Asset Based Community Development approach – start with where people are, their skills and abilities.
Settled gypsies/travellers are often disconnected from services and not claiming benefit. Tend to fall under the radar.
Relate in some way to Housing Leeds new Enhanced Income Team providing intensive support to tenants affected by Welfare Reform.
People said:
“People with multiple health difficulties are a challenge to place (with employers).”
“Employers get scared (of employing those in poor health) so people need to get their condition over better.”
“I have good and bad days with my health. How can I hold down a job?”
“I’m a full-time carer for my daughter and have to rely on my mum and sister to help look after her.”
Physical/Mental Disability
Most common issues:
• 65% of those with learning disabilities in Leeds want to work; only 6-7% do
14
• Expectations of those involved with these people are often very low, starting from an early age
• Gaps in provision that young people can fall into such as between school and college and school/college and work
• Employers not giving a chance to those with even slight learning difficulties; they don’t know how to support people
Issues and barriers One-off comments Approaches/solutions
Lack of help for those with severe disabilities to increase self-worth and esteem by undertaking work-like activities. Many can do this with the right support – being and staying connected to the world of work.
Project to resolve social exclusion and improve skills.
Training people up to work in home insulation/fuel poverty issues.
Once people are out of education or work for any length of time motivation, as much as capacity, can be a reason why they don’t work.
Look at bringing people into work or work experience in pairs so they can support each other.
Market gardens employing people with learning disabilities. Permaculture projects involve empowerment and opportunities to develop community projects.
Lack of funding for those with complex needs needing additional /one-to-one support.
Closure of Remploy meant fewer basic, repetitive jobs that people could do.
Need for safe spaces with peer support (so not taken advantage of) – very localised – to encourage confidence and discover options. When people are depressed or lack motivation they won’t travel.
Lots of different schemes/agencies, many failing to engage well with employers and volunteering opportunities or are competing in the same pool.
Mentoring and day-long support, not just short (2 hour) sessions which don’t give enough time and therefore pressurise users.
Cockburn Skills Hub could link work just beginning with this client group into co-operatives and enterprises. Alongside this courses could be run around things such as IT and building confidence as well as the practical skills needed.
Lack of joined up provision – Transition Leeds (LCC); DWP Disability Employment Advice; Work Choice (Remploy and Pluss); Pinnacle People; Mencap
Need to connect with longer term support.
Specific attention for adults with learning difficulties and access to employment. Practical, vocational education required along with work readiness.
15
Employ Me; Tenfold Being Connected Strategy; Enabled Works in Morley (a not for profit Social Enterprise Co-operative specializing in Contract Packing, Distribution, Electro/ Mechanical Assembly & Fulfilment, formed in October 2012, in response to the closure of Leeds and Pontefract Remploy factory sites; fully owned and run by its own disabled workforce.); various third sector specialist organisations (e.g. Specialist Autism Services CIC; People Matters); various models of in-work support. Advonet (advocacy service) reported frequent users who are not managing to make significant life changes. Often generational patterns of inactivity are repeated, even where people express a desire to work. Financial abuse is easier when people lack confidence and/or are not working and lack the structure of work in their lives.
‘Permitted earnings’ can be a minefield for those with learning disabilities, especially if in residential care. Existing work being done by users of day care services involves job training but doesn’t focus on building capacity or skills.
People said:
16
“I always need help with writing and computers and which jobs to apply for – someone needs to be with me. I need time.”
17
Supported Internships
Pilot project which began in late 2015 for one year. Pluss is delivering the contract, employing Job Coaches who are working with Special Inclusive Learning Centres (SILCs) and employers.
Students are doing pre-Level 2 (entry) roles working in warehousing, receptions, catering, administration and retail. Employers include charities but the model is very much about securing ‘real’ work in the ‘real world’ of jobs. Employers include B&M, West Yorkshire Playhouse, NHS and Trinity Leeds. Mixed reaction from some SILC teachers about the opportunities presented but also lots of positivity from other teachers and from employers.
33 YP on pilot. 14 started internships; 7 due to start; 1 going on to an apprenticeship.
Part of the study is looking at how much money Adult Social Care can save when people go into employment and stay there.
All involved felt activity could start earlier in schools, by Job Coaches and between families, coaches and schools. Lessons learned include the key role of Job Coaches; the brokering of relationships with employers takes time and effort and internships need to be tailored to each young person. There are National Standards for Job Coaches and local people could potentially be trained up to provide these roles.
There would be benefit in extending the model to older people who haven’t benefitted from the pilot. Also, if it is to continue SILCs will have to fund at least some of the cost, but could CLLD help towards match funding? Also there is no support for those young people who finish internships but for whatever reason don’t go on to get a job with that particular employer.
Mental Health
Most common issues:
• Mental health difficulties increasingly identified in JSA and ESA claimants • Employers are nervous of giving jobs to those with mental health issues – believe they
will be unreliable
18
Issues and barriers One-off comments Approaches/solutions
MIND Workplace Leeds provides specialist mental health Employment Support and Job Retention services throughout Leeds. The services are provided through a combination of one-to-one sessions and group work and are referral services.
Need additional support such as counselling, mentoring and bursaries to help people stay on alternative education provision.
Work with employers around mental health awareness and related small interventions to raise their confidence in employing sufferers.
Disability Employment Consultant interviewed estimated 70% of clients seen had anxiety or depression.
Help to both employers nervous of employing those with mental health problems or disabilities and those needing some work experience.
Mental Health barriers run across generations.
Fear of change can be especially difficult for those suffering poor mental health. Payment-by-results NEET programmes don’t provide sufficient funding for the support needed by young people with complex mental health issues. Often linked to complex home lives. Increasing trend.
Emerging Communities/BAME
Most common issues:
• Language can be a huge barrier • ESOL classes only last 10 weeks. New students always have to be recruited so existing
ones cannot progress onto higher levels. • Childcare is a major issue for women learning English – need childcare to be provided
during lessons
19
• Some BME communities work in traditionally poor-paying sectors with long hours, such as Chinese takeaways; people can become stuck in these environments
Issues and barriers One-off comments Approaches/solutions
Many women have to wait until their children are at school before they can learn English or consider employment and both have to fit around childcare commitments.
Need role models to change expectations and build confidence.
Many women want to learn English and IT so can help their children with homework and protect their internet use – intergenerational benefits of language training.
New arrivals can often feel isolated. Often worse for women who are not working, with partners who work long, anti-social hours, have no contact outside their children.
A tight-knit community can militate against achievement and aspiration for women – cultural expectations. It’s outside the norm to work.
Projects that support women to improve their IT skills – they are often at the back of the queue to get to the family’s computer.
Many women want to work but either cannot afford to, due to expensive childcare and lost benefits, lack of English or being prevented from doing so by family and culture.
Set up ‘women and work ‘peer-support groups.
Many women are not supported at home to learn English so the support they get in class is vital. May also be the only contact they have outside family.
Support the meeting of basic needs – such as for food – whilst earning money as a result. Small scale business support.
May be able to link to learning English to hobbies like arts & crafts. Initiatives need to be culturally acceptable and delivered by trusted workers.
Look at linking with Health Literacy models. And/or Community Learning Fund.
Not enough training and support is delivered in women-only settings.
Tap into existing resources put together when Thomas Danby ran a Welcome to Leeds programme for new migrants. Lots related to health and
20
included simple ‘key terms’ for health providers.
Asylum-seekers – Leeds City College can’t work with them. Also the length of time it can take to achieve a status can lead to gaps in CV and loss of motivation.
Need for training, mentorship, specific concentration on BAME employment and self- employment needs.
For some women, there is familial pressure not to work or only to work in very prescribed occupations such as child care, education, libraries, cleaning and care work.
Use placements in acceptable locations such as Asha or community centres so women get a taste of working life. Also to fit around school hours.
In a number of communities the women face pressure to give up work once they have children, then find it hard to get back into work once children are older – lack confidence.
Use local visits to broaden horizons – such as women from Asha going to Health for All’s Belle Isle Family Centre to use the kitchen or visits to Meanwood Valley Urban Farm.
People said:
• “We ladies can do a lot – we just need a little bit of help.” • “There used to be factory jobs but now people need to be good at writing and speaking
English.” • “There are very short contracts so it’s hard to get started – agencies don’t give
permanent jobs.”
Young People
Most common issues:
• Can manage IT but often lack communication skills including how to write a job application
• Parental expectation makes a difference to young people’s life chances. Role models of working and gender-based attitudes have an influence in different cultural settings.
Issues and barriers One-off comments Approaches/solutions
21
Need training in how to manage face-to-face and phone interviews.
Looked-after young people.
Encouragement within the community to act as referees for young people.
Lack of experience and referees – can mean they are not paid properly.
Young people isolated from their families.
Have employers on board who will be there to support from courses in community centres to giving people a chance to work.
Young people need to recognise the value of having a job; understand what work is and the disciplines needed but also the benefits of working;
Some young people are too picky and think they are over-qualified – especially men.
Need for more and better career advice, from an Advisor that will support through the whole journey from study to employment.
Interserve have been awarded the NEETS contract across the city; the More Jobs, Better Jobs Breakthrough project is aimed at young people and the Information, Advice and Guidance contract is being developed by LCC.
Attitude and motivation impress employers more than a CV.
Key Worker/Mentor models to get people up in the morning and take them to work, once they secure employment.
Feedback from S Leeds Academy pupils indicates that there is significant levels of support already but further support identified as needed: • more careers events/careers specialists – largest response • opportunities for more work experience – next largest response • dealing with exam stress • more apprenticeships
Alternative model – rather than fitting employee to the job, take Asset Based approach – latent skills, strengths, aspirations and aptitudes of potential employees. What are they good at, then find the job, or create it themselves, through enterprise. More motivation than where ‘shoe-horned’ into something.
People said:
“They need courses in turning up! Get them into the mentality of working and seeing the benefit of making an effort.”
22
Older people (30+)
Most common issues:
• Employability gaps on CV • Fear of IT/lack of access
Issues and barriers One-off comments Approaches/solutions
In-house training can be specialised and doesn’t always translate to other employers.
People needing realistic expectations if they lose a job they’ve had for a long time – need to (re) start somewhere.
Peer support, like Job Clubs.
People who have been in one job or long-term work for most of their lives and then suddenly find themselves unemployed. Struggle with more modern ways of applying for jobs and bringing the skills they have acquired into a modern job market.
Empower people by finding common skills and encouraging co-operation and enterprise.
Have limited funds and more responsibilities (caring, families) so often can’t afford to re-train or study.
People said:
“Kids are OK with IT – we older people have to make more of an effort.”
Enterprise/Small Business support
Most common issues:
• Self-employment can be a good option for those with health issues/complex needs or physical or mental disabilities
• ‘Enforced’ low skilled self-employed get very little support, e.g. delivery drivers Issues and barriers One-off comments Approaches/solutions
23
Franchises have to be paid for up front – lack of start-up funding.
Pessimistic re: push for self-employment.
Testing in a safe/sheltered situation – get a taste of enterprise e.g. soft furnishing group selling its wares. Creating places for people and small business to thrive.
Reality – market garden, ethical funding, low cost, low prices to be realistic for local people to afford to buy.
Artistic/creative skills sometimes evident and could be utilised in graphics-based businesses.
Facilitating peer-group support (perhaps following Action Learning model).
Where skills are evident and proven, business acumen is often lacking. Confidence is a major issue and biggest requirement.
Focus on creativity and unlock latent talents.
Small business support needed. Potential new businesses need advice and guidance as well as access to finance.
Complaint at perceived –‘red tape’ when setting up a business. Fear of lots of paperwork.
Bad experience of buying a franchise but good learning to be self-employed again in future.
Projects that provide a bridge into established support such as Prince’s Trust and Leeds City College. To include 1-1 support.
If running own business, can give a chance to disabled family members.
Good role models pitching things at the right level. E.G. Keith Evans, who spoke at BitC event.
Chamber of Commerce doesn’t do work around encouraging self-employment.
Create networking opportunities.
Council One Stop Centres would be good places to locate self-employment support – good IT facilities, etc.
Co-operatives – people getting together to set up enterprises.
Computer-based home working can suit particularly those at home with small children.
Mentoring – everyone’s journey is different. Support to build resilience – there will always be knock-backs in enterprise.
Support for ‘enforced’ self-employed around tax in particular.
People said:
24
“I’ve had anxiety and depression. I need first-hand experience in the field I want to start my business in.”
“Where do I start?”
“How do I pay the bills until my business takes off?”
“Start up on my own? Not legally!”
Small embryonic social enterprise support
Discussions held with community groups Rags to Riches and Hobbies Together, with people with learning disabilities starting to use the new Skills Hub behind Cockburn High School and from feedback from Groundwork’s Men in Sheds woodwork project, indicate there is scope to offer local people who discover a talent/skill/interest in a particular art form or craft access to support to explore social enterprise.
These people are not close to setting up these enterprises – they are some of the farthest away from the labour market - but have discovered a skill or interest through a community learning group or facility e.g. soft furnishings, horticulture, painting, woodwork.
Support could take the form of initial enterprise awareness sessions – what it is or might be and what is involved, in a ‘sheltered environment in which people could produce things – anything from soft furnishings, art forms, even jam!
Support could be in the form of encouragement; practical small grants for equipment e.g. sewing machine, or other tools that would be out of the reach of the individual or group; help with costs associated with setting up e.g. as an independent dance tutor.
HFA ran a project called Social Enterprise Solutions some years ago, funded through ERDF, which offered basic budgeting and administration support, setting up filing systems, doing flyers, finding suitable space/premises, networking with services e.g. businesses that could offer support and resources and mentoring. This was very successful, though small scale; groups helped included a Sikh man in Beeston who set up his own photography business, several young adults who set up as independent dance and exercise instructors, and one person who set up as a window cleaner. Other ideas included keeping chickens and selling eggs and home baking.
The Skills Hub could provide local, low priced or (initially) free space for such support, access to telephones, computers and an office address – a sort of Community Business Park! The kind of enterprises supported could include men together to produce carved items for sale, women producing soft furnishings, plant growing – there is already interest in the latter idea. This could generate excitement and identity around its own branding and opportunities to network locally.
25
26
SEE Ahead
A social enterprise with 2 strands:
1. Social enterprise business and training 2. Self-employment support for those from disadvantaged communities SEE Ahead is a delivery partner on the ESF-Funded Pre-Troubled Families programme in Calderdale/Kirklees/Wakefield with Pluss and Together Women. The project will work with women shortly to be released from New Hall Prison to develop skills for enterprise along with other forms of support to prevent re-offending. It will focus on confidence-building and pre support for moving to self-employment, including looking at running on-line businesses from home, arts and crafts, cooking, childcare and beauty.
See Ahead is delivering, on behalf of Leeds Community Foundation, Ideas that Change Lives. This offers business support and financial investment to organisations and individuals to develop socially enterprising ideas that enable Leeds residents with care and support needs to remain independent. The types of activity funded include alternatives to traditional day care and support services; brokerage; health and wellbeing-promoting activities; employment related opportunities. The programme is funded through Leeds City Council Adult Social Care’s “Better Lives” initiative which aims to ensure services help people to live independently.
Voluntary work
Most common issues:
• Volunteering builds confidence / helps people discover their talents and skills • Working in charity shops can be valuable but is rarely a pathway with sufficient support
Issues and barriers One-off comments Approaches/solutions
Struggle to find voluntary work. For example, St Vincent’s has a waiting list for its shop.
People should be compelled to undertake Community Work.
Nurturing volunteering as a pathway to skills, confidence, a way out of isolation, making contacts (social networks), proving self, references.
Voluntary work can introduce some BAME communities to opportunities and develop skills they are not traditionally exposed to.
Why are they all in community and voluntary sector – what about opportunities in the business sector – a taste of working?
Need for a project located within a supportive organisation, with the skills and time to reach out and support people.
27
Intergenerational benefits. Lots of volunteer programmes and providers (Groundwork/People in Action, etc) who can provide flexible programmes to help people gain skills.
York is branding as ‘Coaching York’ – volunteers working with businesses and individuals. Leeds/S Leeds could specialise in a particular area of volunteering. Structure needed for volunteering – is too inflexible and no support – not leading to people becoming reliable or having high expectations. People may struggle with structure, rules and expectations.
People said:
“I’ve volunteered before – offered to volunteer in a charity shop but no-one got back to me.”
St Luke’s CARES TRY project
5 week classroom based leaning, with on-going pastoral support and skills-based training in charity shop work.
Start out as volunteers then secure employment in the shops when complete the training. Provides skills in shop work, increased confidence, opportunities for further education, training or alternative employment. Also to access more formal work place support with a DWP provider or local authority service.
39 completed the course. 3 secured employment; 6 got into more advanced training; 17 volunteer at St Luke’s CARES shops; 3 started enterprises; 1 into further education and 1 remains part of the social network. 8 have not yet moved on to a positive destination.
Enterprise was recognised as a form of empowerment for the 3 who set up their own projects.
28
The model could be extended in time (5-10) weeks, over a wider geography and perhaps involve other charity shop providers. Enterprise could become a more explicit element of the programme and it could be accredited.
Men
Most common issues:
• Mental health problems for men, especially those over 40, is an increasing problem • Issues of isolation increasingly recognised • Suicide rates for men in South Leeds are higher than the City average
Issues and barriers One-off
comments Approaches/solutions
Men are more likely than women to have a diagnosis of a learning disability.
Job Shop clients - majority are older men. Struggle to reskill and often feel under huge pressure to go on courses they may see as irrelevant, patronising and demeaning. Men often feel at a disadvantage to the increasing numbers of younger people looking for work during economic downturns. Can feel under the weight of a complicated and inflexible system with multiple strands – work, housing, etc.
People said:
“£7.20 an hour doesn’t keep a roof over my head.”
“I worked for 3 weeks at the Post Office over Christmas; I was paid ½ what everyone else got and I lost my benefits.”
29
Care-leavers/Ex-offenders
Most common issues:
• Criminal records present a barrier • Employers need to be more open to giving people another chance Issues and barriers One-off
comments Approaches/solutions
Foundation’s ‘Fit Kit’ model for social integration. Chance for ex-offenders to get experience from willing employers to show they are reliable and motivated.
People said:
“Companies need to say that they are open to ‘different’ applicants.”
“Everyone should be given a chance – people can change.”
Sex Workers
Most common issues:
• Disproportionate numbers of sex workers live in South Leeds, due to proximity to the ‘Managed Approach’ in Holbeck
• Sex workers’ voices are not heard • White British sex workers typically suffer multiple barriers of serious health problems
(mental and physical – on average 4 conditions or more), addictions, criminal records and chaotic incomes
Issues and barriers
One-off comments
Approaches/solutions
Basis – specialist sex workers’ agency in Leeds – has contact with 76 known street working women; 400 working indoors and 446 netreach contacts (women working from home e.g. internet sex).
Services that do exist stigmatise and discriminate.
Peer group education project, training women to reach into their own community. Provide them with choices by offering accredited modules to build CVs, thereby empowering and enabling women.
30
Basis users’ ‘snapshot’ of postcodes show 50% are living in LS10/11.
Look at helping women with Adult Learner loans on the Women Leaders programme.
Basis is planning a hub approach from new premises on North Street, including a peer support network and have a CCG-funded health worker.
Sex workers are self-employed but vulnerable to abuse – work with women to set up cooperatives so the decisions are not being taken by men!
Austerity has been proved to disproportionately affect women and there is evidence it has led women (back) into sex work.
Pre-programme support that helps women work less at night and therefore be able to engage with mainstream provision during the day.
Generalising, Eastern European women have a clear business model and are significantly less in need of support than white British women.
Frequently sanctioned or have ESA removed – they are potentially working 7pm-7am so miss appointments – which compounds their reliance on sex work. 23% of those Basis is working with have been sanctioned. Often drop out of mainstream programmes as cannot manage daytime appointments. Reticent to be honest about why, so figures are not captured. Sex work is not identified in the Leeds Joint Needs Assessment so gets very little commissioned funding.
People said: “For most agencies and programmes, sex workers fit into the ‘too hard to do’ box.”
31
The view of Business
A joint survey was developed across the 3 CLLD areas for use when consulting businesses. The limited time available restricted the level of consultation but the survey was shared with members of Leeds Chamber of Commerce, with the help of LAG member, Malcolm Hall. Seven businesses responded to the survey, representing IT security and software development; Distribution; Document scanning; Retail; Manufacturing and Youth enterprise and music:
1. The skills identified as the most important looked for in employees were: Attitude – mentioned by a number of respondents – including work ethic, reliability and consistency
Confidence
‘Teamship’ Computer literacy skills Appetite for learning Basic maths Communication, both written and verbal Honesty Dedication Independence Existing skills – ability to do the basics of the job and share skills with others
Commitment and determination
Appearance and personality Interpersonal skills
2. Ease in recruiting employees with the right skills: Not very easy at all/becoming increasingly difficult Difficulty finding people with web design skills and application engineers Harder for those needing specialist skills or qualifications The right skills at the right price is the problem. We prefer to recruit young apprentices and grow them. 6.00am starts can be hard to recruit to as public transport network is limited. The younger recruits find larger ‘brand’ name employers attractive. Small businesses may struggle to be competitive with larger ones where salary, benefits and progression routes are greater (mentioned a number of times) Most success is achieved when we train up our own staff
3. The main tasks they find hard to recruit to or train employees for are: Technical roles – software development and system operations and eCommerce mentioned by 2 businesses External sales staff/sales and marketing Accounts Tasks requiring long and unsociable hours “The younger generation seem to think the world owes than a living and they lack life skills and a strong work ethic.”
32
4. Challenges facing the business Access to finance/financial uncertainty Space/capacity Finding the next area of development Technological change, including more shopping done on line Need to engage with schools and young people Training people swiftly enough in a strong growth curve and recruiting and retaining the right people Lack of available skills (most respondents said this) Retaining young apprentices after 6-12 months in the job Recruiting sales staff with the right attitude Educating people that retail is a career with real progression possibilities
5. Support required to develop the business An alternative to expensive recruitment agencies Educating managers in how to manage apprentices and their expectations An academy where we control, with support and monitoring, developing the skills that we need Strategic development, particularly financial Evaluating the effectiveness of company infrastructure
Feedback from the Chamber suggested that CLLD would be of value if it could help people to recognise and quantify some of the skills they have (especially those skills which often go unacknowledged such as team working, communication and time-keeping) and then helping them to tell their story.
33
The Chamber of Commerce shared some of the results of their Workforce Survey:
Business contribution to relevant research This report has taken into account, and where appropriate has cited, relevant quantitive and attitudinal research. For example, the Business Benefits of Work Inclusion research from Business in the Community (see below) and the Chamber of Commerce Workforce survey quoted above. Such research includes the input of numerous businesses and so will in turn influence the Local Development Strategy resulting from this consultation exercise.
Business Benefits of Work Inclusion (Business in the Community research) –
Businesses can make incredible differences when they get involved in supporting people facing disadvantage. Benefits to businesses include:
• Employees and future workforce – 90% of companies said they had seen benefits relating to current employees and future workforce as a result of engagement in progammes. Over a quarter of companies referred to the positive effects of increasing diversity in their workforce.
• Brand value and reputation – positive public recognition, raising profile with key stakeholders, media coverage, and improved relationships with customers and suppliers.
34
• Direct financial impact – Half of the companies involved in the research had seen direct positive financial impacts from being involved in employability initiatives.
• Organisational growth and effectiveness – 63% of companies reported benefits relating to organisational growth such as winning tenders and developing new partnerships or improvements in operational effectiveness. Over 75% said reduced recruitment and training costs increased their returns.
36
Appendix One – Case studies Council Job Club user - Male Aged 50+
After being made redundant 8 months ago, this gentleman had not been able to find work. He believed the key barriers to be his age and lack of training. Although training for specific certificates such as a fork lift truck driving licence were offered, they were attached to laborious courses. He had taken all training offered, which was often not relevant, such as IT skills, teaching him how to create pie charts. He felt that the longer he spent out of work, the more difficult it would become to gain employment. He had thought about becoming self-employed, however would not know how find the start-up cost or manage the accounting side. He thought that a social group for men in the same situation to discuss their shared experience would help.
Council Job Club user - Male Aged 40+
This gentleman had regularly found work, however always on zero hours contracts. He was looking for permanent employment. Having migrated from Spain with his family, he was not able to maintain living costs with such irregular work, often working for 2 weeks, then receiving a text message to say there was no work that week. He felt that zero hours contracts should be stopped.
Council Job Club user - Male Aged 40+
After applying for over 80 jobs this gentleman has still not had an interview. He felt that his age was a key factor, as he had taken all of the training courses offered to him at the job centre. He was feeling very demotivated as only very few of the jobs that he had applied for had contacted him with a response to his application, and without any feedback, did not know what he should do differently. He felt that more should be done for young people at school age to “open their eyes” to what life on benefits is like.
Council Job Club user - Female Aged 30+
Suffers anxiety and depression. Comes to Job Club every day but when medication is changed it affects her ability and motivation. Involved in custody case for youngest child which means she has to take time to go to court; can miss appointments so threatened with sanctions. Worked at Post Office at Christmas but was no better off and the disruption to benefits is still being sorted out – having deductions made. Wants more human contact to support and help – Job Club staff are supportive but don’t have enough time and not there to help with personal issues.
37
Happy Global Families member - Young Moldovan mother
Resident in Leeds for 2.5 years. Had worked as a kitchen assistant but when the Living Wage was introduced, was told that she wouldn’t be paid it so she left her job. Cited poor English as the biggest barrier. Felt that English classes near where she lived and children went to school would be the most useful. Classes are too short – only 2-3 hours – it would be better if they were all day, within school hours. She said that her family was not always helpful domestically or with learning English, and she is tired much of the time.
BITMO Job Club user – Older woman
Literacy issues and struggles with computers. Doesn’t own one. Needs services to be nearby – gets anxious and panics when goes to new places. Had worked for herself in the past – gardening and decorating – and liked it; now it’s a ‘sideline’. Barriers to taking this further include seasonal nature of the work and start-up funding for tools. Might try if had a ‘sponsor’. Still fears the need for IT skills to advertise, even if just on Facebook.
Foundation Breakfast Club member – Young male
ESA claimant with history of offending and substance abuse. Cannot afford to work because wouldn’t be able to afford the rent. When can move to a cheaper flat, wants to go back to work but feels will be discriminated against. Has worked previously in a warehouse and would like to go back to such work and do his Fork Lift Truck certificate. Would like to do that now if it didn’t affect his benefits. Would also consider being a courier on his motorbike and wouldn’t mind being self-employed if he got support. Would like it if there was one person who could support him through choosing courses, studying and on into work.
Foundation Breakfast Club member – 57 year old woman
Seven children. Has COPD, former alcoholic and has been in prison. Volunteers in the Emmaus shop at weekends and would love to work there and be paid. Has had experience of a number of sectors – catering, cleaning, gardening – and is keen to work, applying for jobs she wants but feels she is discriminated against on grounds of age and criminal record. Would like employers to give people like her an opportunity to work and prove themselves.
Foundation Breakfast Club member – Young man with learning disabilities
Has not worked since 2000 when he was a cleaner at Elland Road. Did voluntary work with the Council but many years ago. Wants support to build skills and get some qualifications – feels doesn’t get any support to find a job.
38
Appendix Two – Consultation record Consultation conducted
Those involved Method, location and date
‘Catch up’ Consultation with invitees from 2014 events
Previous attendees/new participants – Council, voluntary sector, community members
Workshop - 24th May, Tenant’s Hall
Officers working in Job Clubs at DROSC; Hunslet Library; St Georges Centre, Middleton
Those delivering Job Shop Council services
Email survey - May
BitC Self Employment training day
Attendees on introductory day
Surveying participants - 26th May, Tenant’s Hall
LCC Inner South Community Committee Employment, Skills and Welfare Board
Board members – Council, voluntary sector, statutory agencies (DWP)
Agenda item - 1st June, Leeds City College
Beeston Gala Attendees – general public Surveying - 4th June, Cross Flatt’s Park
DASH IT/Job Club, Holbeck Trainees and Job Club attendees
Focus group - 14th June, Holbeck Youth Centre
Health For All Young Dad’s project
Group members Surveying - 17th June, Lady Pit Lane allotments
Learning Disability Marketplace (part of Learning Disabilities week)
Range of voluntary sector organisations
Networking - 21st June, West Yorkshire Playhouse
TSL Going Local – Poverty session
Attendees - Council, voluntary sector, faith groups
Workshop - 22nd June, S Leeds Youth Hub
Asha Women’s Group, ESOL class
Trainees – all Bangladeshi women (10)
Focus Group - 23rd June, Asha
Happy Global Families breakfast club – New and emerging communities
Group members – Moldovan, Polish, Romanian, Bangladeshi, Pakistani, Chinese and Indonesian women (14)
Group discussions/surveying - 24th June, Beeston Village Community Centre
Krok Po Kroku Polish families group
Group members - Polish women
Group discussions - 24th June, Beeston Village Community Centre
Hunslet Gala Attendees – general public Surveying - 25th June LCC Briefing Sessions - For Councillors and other interested parties, e.g. NIBs
Members/attendees of Neighbourhood Improvement Boards – Members and officers (LCC Area Team, Employment and
2 x Workshops - 30th June, 2-4.00, Tenant’s Hall 4th July, 5.30-7.00, Hillside
39
Housing), voluntary sector (Connect in the North, People Matters), DWP and ingeus, community members
Holbeck Moor/Belle Isle Festivals
Attendees – general public Surveying - 2nd July
LCC Job Clubs x 3 at One Stop Centres
Attendees – predominantly 40+ men
Surveying - 4th July, DROSC, Hunslet Library, St George’s Centre, Middleton
Hamara Chaad Raat event Attendees – S Asian origin women
2th July, Hamara Centre, Beeston
Foundation UK Breakfast Club
Attendees Surveying - 6th July, Foundation, Tenant’s Hall, Woodhouse Moor
One Stop session Centre manager and volunteers
6th July, Cottingley Community Centre
Chamber of Commerce Networking event
Survey distributed to attendees
7th July, The Leeds Club Albion Place, Leeds 1
Individuals
More than 30 individuals were consulted face-to-face, at galas, job clubs and events, such as a breakfast club and post-Ramadhan celebration.
Organisations consulted or consultation opportunity offered
Organisation Consultation
Response
Advonet Detailed discussion with officer at Learning Disabilities Week event.
Basis Yorkshire (Sex workers) Briefing followed up by meeting with officer.
Shared information on barriers faced by sex workers and ideas for a community development approach to empowering women involved in sex work.
Better Leeds Communities Briefing provided. The Bridge project - Health For All Learning Disabilities service
Meeting with officer. Feeling that users of The Bridge have limited capacity for work though some are engaged in gardening and baking.
40
The focus is on alternative meaningful activities.
Foundation UK Discussions with 2 officers following surveys of clients.
Feedback on early linkages between clients and employers.
Get Technology Together Follow up to focus group. Emphasising need to expand IT access and skills.
Groundwork Briefing provided. Survey sent.
Detailed comments received. Also present at briefing session 04/07.
Health for All Thoughts inputted directly and during consultation with groups supported by the organisation.
Keepmoat – Community Liaison Meeting with officer and Malcolm Hall.
Extremely useful insight into what can be offered by its flexible Kickstart programme.
Leeds GATE Briefing provided. Survey sent.
Leeds MIND Briefing followed up by meeting with officer.
MIND undertook to respond to consultation questions. Not received.
SEE Ahead – Helen Hoyle (Chief Executive)
Contact made at WYP event; briefing followed up by meeting with officer.
Lots of relevant existing programmes that can be offered or new ones designed to support disadvantaged communities into self-employment.
South Leeds Foodbank Survey sent. Supported Internships for those with Learning Disabilities - Barry Jones, LCC Children’s Services
Contact made at WYP event; briefing followed up by meeting with officer.
A pilot project with PLUSS on mentoring and internships for young people with learning disabilities.
Together for Peace Briefing provided. Trust for Conservation Volunteers (TCV)
Briefing provided and discussion offered.
Voluntary Action Leeds Circulated to newsletter subscribers.
Volition Briefing provided. Contacted by officer and offer to distribute survey taken up.
41
42
Partner research/consultation • Young Lives Leeds NEETs Research 2015 • South Leeds Academy Young Peoples’ aspirations report • St Lukes Cares TRY project evaluation October 2015 • Business in the Community Business Benefits of Work Inclusion • Business in the Community Future Proof report/campaign • Chamber of Commerce Workforce Survey • South Leeds Employment ‘round table’ session 12th May 2016 • Leeds City Council research Managed Approach to Street Sex Work July 2016
