Tag: employment

Scottish talent invited onto a global stage at the Edinburgh International Festival

  • The International Festival searches for 26 talented dancers to join Alvin Ailey American Dance Theater on stage and five pre-professional musicians to join the Mendelssohn Octet in an audition judged by Festival Director Nicola Benedetti.
  • 12 Scotland-based dance artists are invited to take part in a week of artistic development with performers of Pina Bausch’s The Rite of Spring / common ground[s].
  • Other opportunities to get involved with the International Festival include the London Symphony Orchestra playing for patients and staff in hospitals, flagship Culture Club events in community centres and young people will get the chance to meet The Late Show’s bassist, Endea Owens, in a Youth Takeover Day.
  • To apply visit: https://www.eif.co.uk/jobs.

As part of the 2023 Edinburgh International Festival programme, the International Festival is providing three exciting paid opportunities for dancers and musicians based in Scotland to collaborate with major artists, Alvin Ailey American Dance Theater, Dance Base and in a performance of the Mendelssohn Octet.

Each artist will be paid, with travel and accommodation provided, to open the opportunity for equal participation. These projects were made possible by the support of the International Festival’s Learning & Engagement Partner Baillie Gifford Investment Managers.

In partnership with the world-renowned Alvin Ailey American Dance Theater, the International Festival has created a major professional development opportunity for a diverse and dynamic cohort of 26 emerging dancers aged 18-25 who live in, were born in or trained in Scotland, to rehearse at Edinburgh College with the company and perform in the Alvin Ailey classic  Memoria, on stage at the Festival Theatre on 24 and 25 August.

In mid-May, the Festival will also be inviting applications from pre-professional string players (three violins, one viola and one cello) through an open international audition process for the Mendelssohn Octet.

Musicians will be selected by Edinburgh International Festival Director, Nicola Benedetti, to work with Stefan Jackiw, Jessica Bodner and Sterling Elliott, culminating in an onstage performance in the Festival’s home on the Royal Mile, The Hub, on 10 August.

Outside of the August festival period from 24 – 28 July, the Festival is partnering with Dance Base, Scotland’s National Centre for Dance, to find 12 Scotland-based dance artists to take part in a week of artistic development and workshops with performers from The Rite of Spring / common ground[s].

The dance work premiered at Sadler’s Wells in 2022 and marks the first-time Pina Bausch Foundation (Germany), École des Sables (Senegal) and Sadler’s Wells (UK) have collaborated. At least 25% of the places will be allocated to artists who identify as d/Deaf, Disabled and/or Neurodivergent. This opportunity is supported by the British Council.

In a collaboration with two Belgium-based award-winning puppetry and mime companies, Focus Company and Chaliwaté Company, the International Festival will continue to match artists in a sharing of artistic skills by hosting a professional development workshop with Imaginate and Puppet Animation Scotland, ahead of the UK premiere of their work Dimanche.

Caroline Donald, Head of Learning & Engagement at Edinburgh International Festival said: “We are delighted to share these projects that we work on year-round to connect with people of all ages across Edinburgh, with our values of discovery, connection and internationalism at the heart of each opportunity. 

“By welcoming schools and community groups to International Festival performances, we hope to help people get involved in the arts, be inspired by artists and art forms they might never have come across before and feel part of what we at Edinburgh International Festival do. We may be international, but we are firmly rooted in Edinburgh.”

Alongside the performance and development opportunities, there are also several opportunities for children and young people to engage with the International Festival. 

On the 23 August, young people will be joined by bassist Endea Owens in a Youth Takeover Day, in partnership with 6VT Edinburgh City Youth Café, to explore her commission, and will be invited to The Hub to watch her performance.

Opera Project will return in June to secondary schools across the city, this year exploring the International Festival’s performance of Mozart classic The Magic Flute. A version of the opera will tour schools, with participating pupils offered free tickets to attend the Scottish Chamber Opera’s performance during the Festival.

After the summer holidays, the classes will then be invited to see Bartok’s Bluebeard’s Castle, with the International Festival working with Sight Scotland and the Royal Blind School to create a bespoke, sensory version for their pupils.

Punchdrunk Enrichment’s The Lost Lending Library will welcome groups of children from ten community groups across the city during the summer holidays, with follow-up immersive storytelling workshops. Stories from the children written during the workshops will be collected and shared, creating a legacy for The Lost Lending Library beyond the Festival.

For people of all ages, the LSO in the NHS Project will bring London Symphony Orchestra players into The Royal Edinburgh Hospital, The Royal Infirmary, The Royal Hospital for Children and Young People and The Western General over the 14-16 of August.

LSO players will perform in closed wards, staff wellbeing spaces, and larger, open spaces for patients, staff and visitors. In addition, 100 tickets will be given to NHS staff to attend the LSO’s performance of The Road to Turangalila, presented by Nicola Benedetti and Sir Simon Rattle on 18 August. The project is supported by Tonic Arts, the Arts and Wellbeing leg of the NHS Lothian Charity.

Culture Clubs will bring together different communities in Edinburgh together to share a meal and enjoy a range of artistic performances from the International Festival programme. This year, there will be four Culture Clubs as part of 2023 Festival programme with the first ever BSL Culture club being hosted by Deaf Action. Endea Owens has already been confirmed as a performer for one date. 

For full information on these projects and further information on how to apply, please visit: https://www.eif.co.uk/jobs

Amazon in Edinburgh celebrates Learning at Work Week

A senior programme manager from Fife is sharing his career story during Learning at Work Week 2023 (15th-21st May) with the aim of inspiring others to achieve their professional goals through lifelong learning at work.

Learning at Work Week is an annual programme run by the charity Campaign for Learning. The charity works with organisations around the UK to create activities and fun challenges in the workplace to help employees learn and grow. This year’s theme, Create the Future, explores how lifelong learning at work can help individuals and communities achieve life and work goals, shape lives, drive innovation and achieve organisational ambitions. 

Simon McMahon, who works at Amazon’s corporate office in Edinburgh, has used Amazon’s development and training opportunities to shape his professional career at the company and hopes his story will encourage others to take their career to the next level through the Amazon Career Choice programme.

Simon, who is from Fife, works at the Amazon Development Centre in Edinburgh as a senior programme manager in the UK Impact Team.

Simon joined Amazon in 2010. 13 years and seven promotions later, he has progressed from seasonal employee at the fulfilment centre in Dunfermline to his current role. Simon has taken part in a number of training courses over his years at Amazon, most recently participating in social return on investment studies. 

As part of his current role, Simon is involved in an initiative to donate products to more than 50,000 families in need alongside local charities, businesses and former Prime Minister, Rt Hon Gordon Brown. 

44616 Amazon. Simon McMahon (37), Senior Programme Manager at Amazon EDI5, Edinburgh.

Speaking on his career at Amazon, Simon said: “I’m really fortunate that I enjoy what I do. The roles I have done here have led to a lot of amazing opportunities. Once I started progressing beyond area manager and operations manager, I didn’t see myself working in a social impact and responsibility role, but it’s the best move I’ve ever made and it’s the most fulfilling role I could take on.”

To anyone considering developing their careers at Amazon, Simon said: “Amazon has far more opportunities than you could think of and if there’s something you want to do or learn, you just have to ask. The number of people in my position and beyond that have joined Amazon at entry level and have ended up in a senior management role is staggering. 

Amazon is a company that really benefits people that own their development and learning and I think if you’re motivated, keen to learn and try new things, you can go anywhere.”

Career Choice is an innovative programme which provides funding for adult education, offering to pre-pay 95% of tuition and reimburse employees for eligible fees for nationally recognised courses; up to £8,000 over four years. Courses available include accountancy, HGV driving and software development, and are designed to help employees pursue careers at Amazon or elsewhere.

Since launching in the UK in 2014, Career Choice has seen around 13,000 participants explore a range of opportunities, including starting or returning to school, learning new skills and languages, or earning industry certifications. The most popular fields of study in the UK are transportation administrative and business services and technology.

Amazon also provides opportunities to improve existing skills or learn new ones through internal career progression opportunities such as cross-training, transferring to a different department and promotion into a managerial role.

Oliver Masting, Managing Director at Amazon Development Centre Scotland added: “We’re extremely pleased to have Simon on the team here at Amazon in Edinburgh. He is an example of how much you can achieve if you put your mind to it, and we’re sure that others will be inspired to fulfil their own potential after hearing his story.

“Career development is at the core of our culture at Amazon; employees have a wide variety of opportunities at their disposal, meaning that lifelong learning is possible for anyone. We look forward to seeing the great things Simon and his colleagues will do in their careers in the future as a result.”

Amazon is investing £10 million over three years in training up to 5,000 employees in new skills to meet the UK’s future employment needs outside of Amazon. Amazon also partners with the British Chambers of Commerce (BCC) and local businesses on the programme to identify regional skills shortages and focus training on local demand.

Amazon employees receive competitive pay and comprehensive benefits. Pay starts between £11 and £12 per hour depending on location and employees are offered a comprehensive benefits package, including private medical insurance, life assurance, income protection and an employee discount as well as a company pension plan.

To find out more about a career with Amazon, visit Amazon Jobs.

David Lloyd Edinburgh Shawfair launches local recruitment drive

David Lloyd Leisure has appointed its senior management team in anticipation of opening its new Edinburgh Shawfair club.

Michael Lindores joins the team as General Manager from David Lloyd Aberdeen and will oversee preparations for the 2023 summer opening. The Edinburgh Shawfair team has launched its local recruitment drive this month, with management interviewing candidates for key hospitality, spa, and fitness roles.

Those interested in a role can learn more here: https://careers.davidlloyd.co.uk/

David Lloyd Leisure expects that the new club will generate up to 75 jobs when operational. Construction began in October 2022, and the development phase is expected to generate more than £4 million for local subcontractors and companies and involve 50-60 construction jobs.

The site recently opened a dedicated marketing suite staffed by a full-time membership team. There has been intense interest from locals who have registered for updates in recent months, and early-bird discounts still operate for those registering online for a little while longer.

The club is committed to exploring opportunities to develop local community partnerships over the coming months, most notably as a sponsor and participant at the Midlothian Gala in May.

The centrepiece of David Lloyd Edinburgh Shawfair will be the 100+ station gym, which will house David Lloyd Clubs’ cutting-edge gym concept with an unrivalled array of best-in-class equipment.  

Four bespoke designed studios will offer high-octane High-Intensity Interval Training (HIIT) classes, such as Blaze, group cycling with Cyclone and mind and body classes, such as SPIRIT.

A 20m indoor and a 25m heated outdoor swimming pool will offer a range of activities, including aqua aerobics, family splash time as well as quiet adult swim sessions for a more relaxing way to enjoy lengths. The new Club will also feature three outdoor padel courts plus four tennis courts inside an aerodome.

There will also be a Clubroom which will be carefully zoned to meet member needs, including a dining area with freshly cooked meals and a business area to catch up with work in peaceful surroundings. Families can enjoy a dedicated zone with eating areas and an indoor playframe. An outdoor patio area will offer a space for outdoor dining and socialising on warmer days and evenings, with playground facilities for the children.

The club will have a 250-space car park and is well-connected to Edinburgh and surrounding towns in Midlothian and East Lothian by nearby bus, rail, and cycle links. The development was granted planning approval in April 2021 following extensive consultation with the local community in 2020.

To secure membership at David Lloyd Edinburgh Shawfair and join today on the introductory offer, visit www.davidlloyd.co.uk/edinburghshawfair.

Michael Lindores, General Manager at David Lloyd Shawfair, said: “I am delighted to be appointed General Manager to oversee the process of building our new community at David Lloyd Edinburgh Shawfair. It is a privilege to lead the new team welcoming our members in summer 2023.

“David Lloyd Edinburgh Shawfair will be an amazing place. Our members will enjoy new and unrivalled facilities, ranging from incredible outdoor spaces to an extensive suite of group exercise studios, with Signature classes exclusive to David Lloyd Clubs. 

“We are committed to the Midlothian area, and our recruitment drive is a fantastic opportunity for those with the drive and passion to thrive in a fast-paced fitness environment.

“Many of our senior team have transferred from across the United Kingdom, and we are steadfastly committed to seeing Shawfair become a premium destination that locals can be proud of.”

North Edinburgh Arts recruiting two Link Up development workers

Please see details attached for two new posts we are recruiting, Link Up community development workers, 12hpw and 35 hpw fixed term to March 2026.

I would be grateful if you could share these widely amongst your networks, freelance colleagues, and participants to ensure as wide a constituency as possible is aware of the roles.

With thanks in advance

North-Edinburgh-Arts-Link-Up-Community-Development-Worker-12hpw__-advertDownload
North-Edinburgh-Arts-Link-Up-Community-Development-Worker-35hpw__-advertDownload

Low Pay Britain: “miserly” sick pay system is punishing low-paid workers, says TUC

LPB-2023Download

The UK workforce expanded in the three months to February, driven by young people leaving full-time education and moving into work, but the longer-term problem of rising ill-health continues to worsen, the Resolution Foundation said in response to the latest ONS labour market statistics yesterday.

The UK workforce continued to expand in recent months, with employment up 170,000 on the quarter, and economic inactivity down 230,000. The fall in inactivity was driven by full-time students: the number of people inactive due to being a full-time student was down 180,000 on the quarter.

The labour market has loosened overall, with short-term unemployment (up to 6 months) rising by 52,000 to above normal pre-pandemic levels, and vacancies falling by 47,000 on the quarter.

Less encouragingly, inactivity among older workers aged 50-64 remains high – up 298,000 on pre-pandemic levels – while the number of people inactive due to ill-health rose to a record high of over 2.5 million.

Reversing this trend – which predated the pandemic – is a huge priority that is likely to take years to address, says the Foundation, and a key test of the new Health and Disability White Paper.

Nominal pay growth strengthened in February, driven by the gap between public-sector (5.3 per cent) and private sector (6.1 per cent) pay growth closing. However, with inflation still at double digits, pay packets continue to shrink in real terms.

Louise Murphy, Economist at the Resolution Foundation, said: “Britain’s workforce continued to expand in early 2023 as thousands of full-time students moved into work. But while the young entered work, but the old and sick did not. Reversing these trends are a major problem for policy makers across government to confront.

“Strong growth in the public sector has helped to close the gap in pay growth with the private sector. But the picture remains that almost all workers across Britain are seeing their pay packets shrink in real terms, which will continue for the foreseeable future.”

Commenting on the Resolution Foundation’s Low Paid Britain Report, which criticises the UK’s lack of decent sick pay, TUC General Secretary Paul Nowak said: “Nobody should be plunged into financial hardship if they become sick. 

“But Britain has one of the most miserly sick pay rates in Europe. 

“This is disproportionately punishing low-paid workers and leaving them without a safety net. 

“We must fix our broken sick pay system by making statutory sick pay available from day one and raising it to the level of the real living wage. 

“The lack of decent sick pay cost us dear during the pandemic. The government should have learned this lesson.” 

On the need for a higher minimum wage and sector-wide fair pay agreements, Paul Nowak added: “Let’s not kid ourselves. Low-paid workers remain under huge financial strain. 

“Energy bills have shot up by £67 a month and food prices are through the roof. 

“It’s time to put an end to low-pay Britain once and for all. That means getting the minimum wage to £15 per an hour as soon as possible.  

“And it means introducing industry-wide fair pay agreements so that all workers have a minimum set of pay and rights.”  

LPB-2023-1Download

Living Wages towards Living Pensions

News from THE POVERTY ALLIANCE

Our Living Wage Scotland team has had great success in encouraging 3,000 businesses in Scotland to become accredited Living Wage employers. Now the Living Wage Foundation is moving into a new area. 

The Living Pension accreditation scheme was launched in Edinburgh on 21 March 2023. It is a voluntary savings target for employers and aims to help workers build up a pension pot that will provide enough income to meet basic everyday needs in retirement.

Research completed by the Resolution Foundation in 2022 showed that four in five workers, and 95% of low-paid workers, paying into defined contribution schemes are not saving at the level needed to reach an acceptable standard of living in retirement.

You can read more about Living Pensions here, and you can also sign up to a free webinar being hosted by the Living Wage Foundation on Tuesday 16 May 2023.

Royal Bank of Scotland Report on Jobs

Hiring activity across Scotland falls again in March

  • Permanent placements fall for second month running
  • Further marked drop in supply of permanent labour
  • Pay pressures moderate but remain strong overall

The latest data from the Royal Bank of Scotland Report on Jobs survey signalled a fall in permanent staff placements across Scotland for the second consecutive month in March.

The reduction was fuelled by ongoing economic uncertainty, which resulted in increased hesitancy among companies to commit to new hires. Additionally, temp billings fell for the sixth month running.

In terms of labour supply, there was a further sharp fall in the number of candidates for permanent vacancies, while temp staff availability fell at the weakest pace in the current 25-month period of contraction. At the same time, growth of demand for permanent staff moderated in March, with vacancies rising at the slowest pace in just over two years.

Furthermore, demand for temp workers contracted for the third consecutive month. In terms of pay, pressures on starting salaries and wages remained marked, partly due to the cost-of-living crisis, but also competition for workers amid ongoing labour shortages.

Downturn in permanent staff hires softens from February

Permanent placements across Scotland fell for the fifth time in the past six months in March. According to recruiters, the latest downturn was largely driven by economic uncertainty and hesitancy to commit to new hires.

While the rate of contraction across Scotland moderated notably from February, it was stronger than that recorded for the UK as a whole.

A sixth straight monthly decline in temp billings was reported across Scotland in March. That said, the respective seasonally adjusted index picked up from February’s 32-month low, indicating the softest decrease in billings since December last year.

However, at the UK level, temp billings continued to increase and at the quickest pace since September 2022.

Marked contraction in permanent staff supply

A further drop in permanent labour supply was recorded across Scotland in March, thereby stretching the current run of contraction to 26 months. The pace of decrease was broadly similar to that seen in February and stronger than the series average. According to anecdotal evidence, fewer permanent candidates were available partly due to economic uncertainty and the subsequent reduction in active job seekers.

In contrast, the UK as a whole recorded the first rise in permanent labour availability in over two years, albeit one that was mild overall.

March data revealed a fractional drop in temp staff availability across Scotland. Notably, the pace of contraction moderated further from December last year and was the weakest seen in the current 25-month sequence of reduction. A preference for permanent positions and hesitancy to switch roles reportedly weighed on availability. However, fewer work opportunities and the completion of projects helped to improve short-term labour supply in some areas.

Meanwhile, the availability of candidates for temporary vacancies at the UK level increased for the first time in 25 months.

Growth in starting salaries moderates, but remains rapid

Salaries for new permanent hires rose rapidly across Scotland in March. Competition for skilled staff, the cost-of-living crisis and labour shortages were said to have driven up salaries. While the rate of inflation was stronger than the historical and UK-wide averages, the pace of growth was the softest seen in 23 months.

March data pointed to a sharp rise in hourly wages for temporary workers across Scotland, thereby extending the current run of growth to 28 months. While the pace of temp wage inflation intensified from February, the upturn was among the weakest in the aforementioned sequence, and broadly in line with the historical average.

The pace of wage growth across the UK as a whole was quicker than that seen for Scotland.

Softer upturn in demand for permanent staff

Permanent job openings grew solidly across Scotland in March. However, the latest upturn was the softest seen for just over two years and weaker than that at the UK-wide level.

Of the eight monitored sectors, Nursing/Medical/Care saw the strongest upturn in permanent staff demand, with IT & Computing ranking second.

Demand for temporary workers across Scotland fell for the third month running in March. The rate of contraction was marked overall, and contrasted with a modest increase in temp vacancies across the UK as a whole. 

The steepest drop in temp staff demand was seen for Blue Collar roles, followed by Executive & Professional.

Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “March data revealed a further decline in hiring activity across Scotland, as ongoing economic uncertainty weighed on firms’ appetite for new staff.

“Moreover, with growth in permanent vacancies weakening further, and temp vacancies falling for the third month running, it appears unlikely that recruitment trends will improve much in the coming months. Nevertheless, despite the slowdown in hiring, pay pressures remained acute.

“This was in part fuelled by the cost-of-living crisis, but also increased competition for scarce candidates.”

New review to boost employment prospects of autistic people

A new review designed to boost the employment prospects of autistic people hasUKtoday been launched by the UK Government

  • Sir Robert Buckland KC MP to lead new Autism Employment Review
  • Focus on supporting employers to recruit and retain autistic people and reap benefits of a neurodiverse workforce
  • Recommendations for change to be brought to Government later this year

A new review designed to boost the employment prospects of autistic people has been launched by the Government to spread opportunity, close the employment gap and grow the economy.

The Secretary of State for Work and Pensions, Mel Stride MP, has appointed Sir Robert Buckland KC MP to lead the review, which will consider how the Government can work with employers to help more autistic people realise their potential and get into work.

People with autism have particularly low employment rates – with fewer than three in 10 in work – but the Buckland Review of Autism Employment, supported by charity Autistica and the Department for Work and Pensions (DWP), is aiming to change that.

The Review will ask businesses, employment organisations, specialist support groups and autistic people to help identify the barriers to securing and retaining work and progressing with their careers.

The Minister for Disabled People, Health and Work, Tom Pursglove MP said: “We know autistic people can face barriers moving into employment and staying there. This is often down to the employers themselves not having the tools to support autistic people, or truly understanding the value of a neurodiverse workforce.

“This important review will provide us with vital information to remove these barriers and help more autistic people start, stay and succeed in work by ensuring more employers provide truly inclusive places to work. I look forward to seeing the recommendations from the review.”

Rt Hon Sir Robert Buckland KC MP said: “I am delighted to have been asked to lead this important Review. Our workplaces and businesses would benefit so much from the huge potential that autistic people represent.

“If we close the employment gap for autistic people, it will not just mean individual fulfilment but a significant boost to employment and productivity for our country.”

The Buckland Review of Autism Employment will consider issues including:

  • how employers identify and better support autistic staff already in their workforce;
  • what more could be done to prepare autistic people effectively for beginning or returning to a career;
  • and working practices or initiatives to reduce stigma and improve the productivity of autistic employees.

It will focus specifically on autistic people, and aim to develop solutions that:

  • will be acceptable to autistic people.
  • will be effective at improving autistic people’s outcomes.
  • will be feasible for employers or public services to deliver.

The Review will also look at employers who are benefitting from a neurodiverse workforce, like London manufacturer KwickScreen. The innovative company provides transparent screens to every UK hospital and played a pivotal role in the NHS’s response to the Covid pandemic.

On a recent visit to their Lewisham base, the Minister and Sir Robert discovered many of the breakthrough initiatives in the company came from the neurodiverse members of the team.

Dr James Cusack, Chief Executive of the UK autism research and campaigning charity, Autistica said: “The benefits for autistic people and society will be huge if we can give autistic people the opportunity to work and thrive in employment. That’s why as a charity we want to see a doubling of the employment rate for autistic people by 2030.

“We are delighted to support the government on this vital review which will enable us to move from awareness to evidence-based action. This will help us to rethink how we approach autistic people’s access to work and perhaps drive a wider rethink around how we accommodate everyone in work, as we all think differently with unique strengths, challenges and needs.”

As part of the review, many of the adjustments and initiatives that would benefit autistic people could also benefit a wider group of people who think differently, including those with other neurodevelopmental conditions such as ADHD, dyslexia and dyspraxia.

Edinburgh embraces Day of Action

NATIONAL SUPPORTED INTERNSHIP DAY

A new government-backed national day of action will be marked today (Monday 27 March) to boost the number of people with a learning disability or autism spectrum condition in employment.

Led by the charity DFN Project SEARCH, the first-ever National Supported Internship Day showcases the tremendous contribution young adults with Special Educational Needs and Disability (SEND) can make to the workforce.

In Edinburgh, the City of Edinburgh Council, NHS Lothian and Virgin Hotels will hold a series of events throughout the week, including a celebration for newly graduated interns. Young people will take over the city’s Project SEARCH social media channel on Monday to share what they are getting up to on their supported internships. 

Employers in all sectors are also being called upon to redouble efforts to employ young adults with SEND and come together to challenge the everyday misconceptions that all too often unfairly shape their life opportunities. 

Councillor Mandy Watt, Depute Leader of the City of Edinburgh Council, said: “Training and employment chances were pulled from under young people’s feet because of Covid. So, one of our biggest priorities in the aftermath of the pandemic has been to improve opportunities and outcomes for our young people, including those with complex needs.

“I’m proud of the inspiring and talented group of graduates we’ve nurtured. Many have held internships with us while others have been supported by NHS Lothian and Virgin Hotels.

“This day of action, I want to call on other Edinburgh-based employers to follow suit. We require a variety of placements every year to ensure we’re able to provide a full range of experiences to our young people and interested organisations should get in touch with Edinburgh Project Search.

“These are ten-week work placements beginning in September and the benefits are life-changing. They give special young people the same opportunities as their peers and space to shine.

“The placements can unlock confidence, build CV skills and be the difference between someone choosing to enter the workforce or feeling unable to. Plus, employers may well find their intern is exactly the type of person they’ve been looking for to expand their talent pool.”

Luke Baillie has been taking part in the programme and has a placement at Edinburgh’s bus station. He said: “Project SEARCH gives us the chance to get real work experience, build our CV and prepare for employment.

“It allows us to build our confidence and learn skills we otherwise wouldn’t be able to access. It changes our lives.

Adam Gray, Regional Director of People, Scotland at Virgin Hotels Edinburgh, said: “At Virgin Hotels, our teammates are fundamental to our success. It is important to us that our teammates reflect the guests that we welcome to our hotels, inclusive of everyone.

“Being a host business with DFN Project Search Edinburgh is something we are incredibly passionate about and proud to be the first privately owned organisation to do so.

“National Supported Internship Day is a great way to shine a light on the incredible talents of the interns of the 2022/2023 Cohort, and showcase the positive impact that supported internships have on business, organisations and also the local community.”

Most recent figures show that just 4.1% of young adults with a learning disability and/or autism in Scotland enter secure paid employment following education, compared to 80% of their peers. 

Supported internships – work-based study programmes for 16 to 29-year-olds with SEND – dramatically change the employment outcomes for those who take part.  DFN Project SEARCH figures show that 70% of people who complete their supported internships achieve this and successfully remain in employment.

Having meaningful paid employment is known to improve health and wellbeing and is central to individual identity and social status. If given the correct support and opportunities, young adults with SEND can thrive in a wide variety of jobs.

Minister for Children, Families and Wellbeing, Claire Coutinho said: “Supported Internships provide brilliant support to young people with EHC plans, equipping them with the skills they need to have fulfilling and successful careers.

“This is why we are boosting investment for the internships by doubling their numbers, and through the extra £3m the Chancellor announced last week we’ll explore ways to extend this programme to young people with SEND and without an EHC plan.  

“Ensuring successful transitions into adulthood is a central part of our SEND and AP Improvement Plan, through which we will make sure all children and young people have the support they needed, no matter where they live or what school they go to.”

David Forbes Nixon, Founder and Executive Chair of DFN Project SEARCH, said: “We created National Supported Internships Day to give every young adult with a learning disability the same opportunities as anyone else to transition from education to employment.  

“There is often a fear factor among employers of getting it wrong in hiring young adults with a learning disability, but it doesn’t need to be like that. It makes good business sense to explore the wealth of untapped potential among this group of enthusiastic and capable young people.

“They are keen, ambitious, and have an array of talent to offer employers.”

Ukrainian refugees secure hospitality jobs following training initiative

SPRINGBOARD RUNS DESTINATION HOSPITALITY PROGRAMME TO SUPPORT EMPLOYMENT

Refugees from the Ukraine have successfully found work in Edinburgh hotels after completing the Destination Hospitality Programme to advance employment skills and help people into jobs in the UK hospitality industry.

Nine individuals fled the war and were enrolled onto the programme, run in Edinburgh by Springboard, a charity set up to support people – and particularly those from disadvantaged backgrounds – find employment in hospitality.

The employability course was funded by Solidarity Accor, Accor’s long-established endowment fund created to fight economic and social exclusion, and was run in partnership with Accor.

Since graduating the training programme, so far five of the trainees – 90 per cent of whom were Ukrainian refugees – have successfully secured jobs, including two who have secured roles in Accor hotels in Edinburgh.

Olga, who left the Ukraine with her children, has secured a role as a receptionist at ibis South Bridge, shares: “I was amazed by the willingness to help, involvement and flexibility of all Springboard team members.

“They were ready to find additional placement after learning that the biggest part of our group didn’t have normal access to the internet in our accommodation. They were ready to rebuild and customize some days of the program to respond to the group’s needs. Moreover, they helped me not to forget who I am.

“The Springboard charity course gave me an opportunity to understand the standards of the UK customer service and hospitality working approaches which are a little different from Ukrainian ones.

“Being a stranger in a new country, it’s necessary to understand local rules, and business habits and build professional connections. Springboard’s mentors helped me a lot not only with studying modules but with advice and psychological support.”

Maryna, a single mother who fled the war in the Ukraine to find shelter for herself and daughter in Scotland, is now successfully working as an F&B Assistant at the ibis Edinburgh Centre, South Bridge.

Commenting on the programme, she expalined: “I learned to work in a team and I have become more confident. I learned many differences in working with clients in my country, Ukraine and Scotland.

“Given that I am a refugee from Ukraine, I would like to be useful for the country which provided us with shelter. Eventually, I would like to return to Ukraine and bring the knowledge I received here to my home country.”

The Destination Hospitality programme was a three-week programme consisting of in-person and online training and engagement to help to develop soft skills and industry-specific knowledge/qualifications, culminating in a one-week work placement.

The programme offered work placements in several Accor hotels in Edinburgh including Novotel Edinburgh Centre, Lauriston Place; ibis Edinburgh Centre, South Bridge; and ibis Edinburgh, Royal Mile.

Fran Carr, Talent & Culture Director, Accor UKI, commented: “Accor, our hotel teams and Solidarity Accor are proud to work with partners like Springboard to create a brighter future for those who deserve it.

“It is our duty to support those impacted by economic and social exclusion, and why programmes like this are so important. I’m excited to hear of the ongoing success these new recruits achieve.”

Chris Gamm, CEO, Springboard, commented: “It was a huge honour to work with this highly capable and enthusiastic cohort of candidates.

“The hospitality industry desperately needs great people and each individual brought a unique skill set to the table, along with a desire to learn and a real drive to get back to work.

Having experienced a huge upheaval in their lives and been forced to leave everything, including their careers, behind, it is admirable to see this resilience in action.”