ISSUE 19 - January 2013:
Please note that all 2012 newsletters are now available on the BTEG website
BTEG NATIONAL CONFERENCE 4 FEBRUARY 2013 - BOOK NOW!
Happy New Year and welcome to the first BTEG 2013 newsletter. I want to start by urging individuals and organisations from all sectors and ethnic backgrounds concerned about the high levels of unemployment amongst black, Asian and Minority ethnic (BAME) communities to attend our national conference which will be held on 4 February and other key activities and events, which are highlighted in this newsletter.
Looking back at 2012, I am pleased to report on some of our successes. We organised a high-level seminar with the then Prisons Minister Crispin Blunt MP on reducing re-offending and our criminal justice system project continues to engage organisations working in this important field. We have regularly published policy briefings and research reports in our main research areas of education and employment, amongst others a case study on the impact of the economic downturn on BAME communities living in the Aylesbury estate in the London Borough of Southwark, and in the summer we launched a Big Lottery funded Policy Skills Development Training Manual, the result of a comprehensive and intense policy training we successfully ran this
year. Within the framework of BTEG’s Organisational Development Programme London’s civil society organisations and BAME entrepreneurs received targeted and hands-on business and organisational support.
Finally, after a successful bid to Big Lottery Fund and The Monument Trust we are now able to continue engaging young black males aged 11-25 years to raise their aspirations and to reach their full potential in learning, employment and entrepreneurship. We have recruited two new staff and will now be focusing on recruiting a volunteer force of successful black male role models to inspire young black males. See our website for more details. I am also pleased to announce that our grant application to Joseph Rowntree Charitable Trust towards our core costs was successful.
The next eleven months will be a similarly engaging and challenging, and we will continue to do all we can to help increase BAME employment, education entrepreneurship rates. We have to work with CJS stakeholders to reduce BAME reoffending and find the effective ways to capacity build BAME voluntary and community organisations as fewer and fewer have the capacity to leave their organisations for one or more days training and development opportunities. Rocket Science Ltd (with BTEG’s support) successfully applied to manage the London Mayor’s mentoring programme for black boys on behalf of the Greater London Authority.
I would like to express our special thanks to you – the BTEG network, our funders and partners for their continued support and wish you a prosperous 2013.
Jeremy Crook OBE
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BTEG & CESI NATIONAL CONFERENCE
What must be done to increase ethnic minority employment?
4th February 2013
Central Hall Westminster, London
Bringing practitioners and policy makers together this one day partnership conference brought to you by Centre for Economic and Social Inclusion (CESI) and BTEG will identify the strategies that are most effective in placing higher numbers of ethnic minority jobseekers into sustained and rewarding work. The conference aims to facilitate the development of targeted action to reduce ethnic minority unemployment and to identify practice that results in successful ethnic minority job outcomes.
Mark Hoban MP, Minister for Employment
Stephen Timms MP, Shadow Minister for Employment
Clare Bonson, Head of Business Development and Support, National Apprenticeship Service
Junior Johnson, District Manager West London Jobcentre Plus
Dr Rob Berkeley, CEO Runnymede Trust
Lela Kogbara, Director of Regeneration, Strategy and Partnerships, Islington Council
Sandra Kerr, National Campaign Director, Race for Opportunity
Aisha Izzet, Head of Commercial Relations and Development, Ixion Ltd
Raj Patel MBE, Managing Director, Talent Economy
Jeremy Crook OBE, Director of BTEG
Dave Simmonds OBE, Chief Executive of Inclusion
Plenary sessions includes a Ministerial address by Mark Hoban, Minister for Employment, and sessions examining the role of Apprenticeships and employers. Other sessions will examine: localism and ethnic minority employment; Work Programme performance; the government’s colour blind approach; increasing entrepreneurship in ethnic minority communities; tackling unemployment in disadvantaged estates: a local perspective; providing employment support to ethnic minority young people; and how to increase Apprenticeship participation in sectors employing low numbers of ethnic minorities.
BTEG network can get discounted entry to the event - £49 + VAT
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Sponsorship and exhibition
Sponsorship and exhibition opportunities are available now. Please click here to view the brochure.
Policy and Research
The 2011 Census: BTEG’s summary and commentary
“England and Wales has become more ethnically diverse with rising numbers of people identifying with minority ethnic groups in 2011”, claims the latest Census release from the Office for National Statistics (ONS). The census data has been released on the 11th December 2012.
The Census, which started in 1801, has been part of the fabric of British governance ever since. The Census is carried out every 10 years, with this most recent one taking place on 27 March 2011.
However, the Census is becoming increasingly costly and changes in society are making it more challenging to carry out. As a result, a research project by the ONS, Beyond 2011, is currently looking at whether the Census is necessary and will undertake an extensive programme of consultation and research and report its findings in 2014. Depending on the findings, this may well be the last of the ten year Census as we know it.
You can read BTEG’s summary and commentary on the 2011 Census here. Some of the key points are listed below.
What are the key points coming out of the 2011 Census?
The population of England and Wales was 56.1 million. This is a 7% increase (3.7 million) from 2001 and 55% of that is due to immigration.
One in six people were 65 or over (16%: 9.2 million).
There are 27.6 million men and 28.5 million women in England and Wales
The white British group accounts for 80% of the British population, compared to 87% in 2001.
The figure for the white ethnic group (i.e. not just white British) is 86%, a decrease of five percentage points since 2001, when it was 91%.
Across the English regions and Wales, London was the most ethnically diverse area and Wales the least.
In London, 45% are white British, down from 58% in 2001 and the figure for the white ethnic group is 59.8%.
The Muslim population was up from 1.55 million to 2.7 million, an increase of 1.15m from 2001 to 2011. Muslims now make up 5% of the population, compared to 3% in 2001.
One in three people in London was born in a foreign country, the census found. By contrast that figure is only one in 20 for the North-east.
13% of residents were born outside the UK (7.5 million). Just over half of these (3.8 million) arrived in the last 10 years.
Richard Review of Apprenticeships
Following the Wolf Review (2010), the Government set in motion a review process to answer the question: What should an apprenticeship be in the future, and how can apprenticeships meet the needs of the changing economy? As the review author, Doug Richards, explains, “…in truth, given the question, it is not a review at all. It does not look back, it looks forward….rather we are attempting to redefine the shape of the system itself…it is a Strategy.” As such, those who are involved in the training and delivery of apprenticeship frameworks, as well as employers, are advised to consider the recommendations.
Doug Richard has set out a comprehensive vision for the future of apprenticeships. His independent report, The Richard Review of Apprenticeships calls on the Government to improve the quality of the programme and make them more focused on the needs of employers. Click here for a summary.
Key themes and recommendations include:
Redefining apprenticeships - Apprenticeships should be targeted only at those who are new to a job or role that requires sustained and substantial training.
Focusing with greater rigour on the outcome of an apprenticeship - what the apprentice can do when they complete their training – and freeing up the process by which they get there. Trusted, independent assessment is key.
Recognised industry standards should form the basis of every apprenticeship. Employers and other organisations with relevant industry expertise should be invited to design and develop new apprenticeship qualifications for their sectors.
All apprentices should reach a good level in English and maths before they can complete their apprenticeship.
Government funding must create the right incentives for apprenticeship training. The purchasing power for investing in apprenticeship training should lie with the employer.
Far greater diversity and innovation in training should be encouraged – with employers and government taking a more active role in safeguarding quality.
It has long been BTEG’s view that the numbers of young BAME people who access apprenticeships are low and that more needs to be done to draw attention to this employment route. However, we recognise that there could be inbuilt barriers to accessing such opportunities and so we welcome the emphasis placed on redefining what apprenticeship is: “…the apprentice needs to be employed and trained to develop the skills to do the job.”
Most importantly, and many BAME young people find themselves in this situation, “…the welter of qualifications that serves to support the apprentice’s progress” which does not add to eventually being deemed qualified or competent, “must change.” Far too many BAME young people are being encouraged to participate in programmes that are promoted as ‘apprenticeships’, and these push them further away from the labour market than those able to access genuine and true apprenticeships.
For more information please contact BTEG’s Head of Employment and Research at Karl@bteg.co.uk or 0207 832 5839.
EHRC guidance on the Public Sector Equality Duty
On 15 January 2013, the Equality and Human Rights Commission (EHRC) published a technical guidance on the Public Sector Equality Duty, which will help public authorities encourage good relations, promote equality and eliminate discrimination in the workplace and in delivering public services.
For the announcement by the EHRC please click here and here for ‘Guidance on the equality duty’ section of the EHRC website.
Click here for link to ‘Equality Act Codes of Practice and Technical Guidance, and here for ‘The essential guide to the public sector equality duty England (and non-devolved public authorities in Scotland and Wales)’
Parliamentary report on Government’s new policy on consultations
On 10 January, the House of Lords Secondary Legislation Scrutiny Committee published a report on the Government’s new approach to consultations. The report calls on the Government to hold an immediate review of the Consultation Principles introduced in July 2012. The recommendations made in the light of evidence form a wide range of organisations calling for greater consistency and transparency in the Government’s approach to consultation.
Details of the Committee’s report can be found here.
BIS research on ‘the business case for equality an diversity’
On 16 January 2013, the Department for Business, Innovation and Skills published ‘The business case for equality and diversity. A survey of the academic literature’.
This report considers the evidence for the business case for equality and diversity in private sector organisations. The aim is not to make the business case, but to assess the current evidence from academic journals and some key practitioner sources.
Studies appear to have found evidence that firms have reaped business benefits from equality & diversity, but not all firms in all contexts at all times.
The firm’s economic and organisational context is crucial in determining how equality and diversity brings about business benefits. The business case is likely to depend on the markets a firm operates in, its labour market, organisational and other strategies and the actions of managers and leaders.
How diversity is managed is also crucial: if appropriately, it can bring benefits to business, if poorly, it can increase costs. Different approaches are likely to be needed, depending on the nature of diversity, the internal workplace context and external environment.
There is no single approach that all businesses can adopt to ensure equality and diversity are beneficial. To be effective, equality and diversity need to be embedded in the business strategy, not treated as an ad-hoc addition.
Key policy implications:
There is no “one-size-fits all solution”. Businesses know best their own market and sector, and should approach equality and diversity with that in mind. Government needs to take this into account in its engagement with business on this issue.
This is not saying that businesses can ignore equality and diversity if it is not in their business interests (they still have to comply with the law), but rather that they may be overlooking important business benefits.
Gestures cost money: to achieve benefits and avoid costs, businesses need to see diversity as a strategic resource.
Being strategic about equality and diversity means more than merely complying with legislation, although this too can result in business benefits.
Law Commission review of hate crime
The Commission has been asked by Government to consider whether two existing groups of offences dealing with hate crime should be extended. ‘Hate crime: review of aggravated offences and stirring up of hatred offences’ was launched by the Law Commission in late 2012. The review is due to go to public consultation in the summer 2013.
The press release can be found here.
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BTEG ORGANISATIONAL DEVELOPMENT NEWS
Every penny (really does) count
Creative ways to reduce overheads and core costs
A free BTEG half-day workshop
19 February 2013
Voluntary Action Islington, 200a Pentonville Road, London N1 9JP
One in six charities believes that they may face closure in the coming year, according to a recent poll of charities commissioned by the Charities Aid Foundation (CAF). Nearly half of charities say they are being forced to dip into reserves to maintain their work, while nearly one in three say they fear being forced to cut services or jobs.
With fundraising and finance shortfalls persisting and an increased demand for services, charities and community organisations are facing a very challenging 12 months ahead. The fall-out from the cuts in public services, inflation, food and fuel poverty, and unemployment are all set to deepen. BME organisations are set to face a certain up-hill struggle in the coming months.
We have to take the onus upon ourselves to challenge this difficult environment. We need to re-look at how we operate and re-examine what resources are used and how they are maximised.
This workshop will give you information, advice and tips about how to:
reduce your core costs
share back room facilities,
share core services,
get pro-bono expertise
reduce that phone bill –a specialist speaker will be advising on the best telephone tariffs for the charity sector and offering a free service to negotiate the best agreement with your phone company (working on usage per second not per minute).
Ultimately, every penny does count!
How to book
Attendance is free
To book visit BTEG’s website for a booking form and return to Philip@bteg.co.uk
For further information please contact Tebussum Rashid by email at Tebussum@bteg.co.uk or Phil Flynn at Philip@bteg.co.uk, or call 020 7832 5834.
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BTEG NETWORK NEWS
Training schemes under the Strengthening Our Common Life by nurturing heritage skills programme
Applications are now open for the second round of the exciting training scheme, Strengthening Our Common Life by nurturing heritage skills (SOCL2).
The programme is looking for 14 exceptional candidates for paid placements in heritage organisations including British Museum, Museum of London, Bristol Galleries, Museum and Archives, National Museum of Royal Navy in Portsmouth, Tyne and Wear Archives and Museums and National Trust, in North West England.
Trainees work on a range of activities including exhibitions, community engagement and collection management. The programme is accredited and trainees are expected to achieve a Level Three Diploma in Cultural
The scheme is funded by the Heritage Lottery Fund's 'Skills for the Future' programme set up to increase the pool of skilled workers in the heritage sector. The SOCL programme aims to diversify the workforce, attracting
fresh, new perspectives from people who may not have considered working in heritage before.
Applications are therefore particularly welcome from
18-25 year olds from Britain's black, Asian and minority ethnic and faith communities, who are under-represented in the sector.
However successful trainees are selected on merit - not on ethnic, national or faith background.
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Click here for more information about the scheme and an application form, and here to find out more about previous trainees.