BAME - The Education & Careers Guide - Spring 2019 - Issue 2 by BLS Media

The Education & Careers Guide SPRING 2019

Career Guidance for Students Pages 16-19

Social Media Tips for Job Seekers Pages 20-23

Preparing for Job Interviews Pages 24-27

Opportunity Knocks An interview with Reggie Nelson

Produced & Published by:

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BAME Education & Careers Guide is produced and published by BLS Media in association with the Black Solicitors Network

Contents APPRENTICESHIPS 30-37 Published by: BLS Media Ltd info@blsmedia.co.uk www.blsmedia.co.uk Address: BLS Media Ltd Unit 5 - Hiltongrove N1 14 Southgate Rd, London N1 3LY Editor: Cordella Bart-Stewart CEO & Publisher: Sam Hussain

CONSTRUCTION 38-47 CREATIVE, ARTS & MEDIA

48-63

EDUCATION

64-69

STEM 70-75 ENGINEERING 76-83 HEALTH & SOCIAL CARE

84-91

INSURANCE 92-93

Group Sales Director: Hugh Blackwood

LEGAL 94-113

Head of Special Projects: Mark James

SALES 114-117

Head of Commercial Partnerships: Jessica Meade Senior Designer: Atique Miah Production Manager: Bob Wittenbach For advertising enquiries in future editions contact: info@blsmedia.co.uk 0207 241 1589 BLS Media are contract publishers of high quality media for prestigious organisations, event organisers, governments and trade associations both in the United Kingdom and internationally. Our experienced publishing team will develop your publication from initial concept through to completion. Our services include: creative design, PR, advertising sales, sales training, editorial and distribution. Whilst every care has been taken in compiling this publication and the statements contained herein are believed to be correct, the publishers will not accept responsibility for any inaccuracies. Reproduction of any part of this publication without permission is strictly forbidden. BLS Media make no recommendation in respect of any of the advertisers and no recommendation may be implied by way of the presence of their advertisements.

SPORT & LEISURE

118-125

Foreword W

elcome to the second issue of BAME Education and Careers Guide. When we launched the first issue, we stated that we wanted to raise the aspiration levels of young people from BAME backgrounds looking for career choice guidance and information on further education and apprenticeship opportunities. We have been greatly encouraged by the reception the guide has received from employers, trade associations, educational institutions and our readers.

Sam Hussain, Managing Director, BLS Media

During the past year, there has been a noticeable shift in awareness for diversity and inclusion policies amongst employers and institutions. The Apprenticeship Diversity Champions Network (ADCN) – an employer-led network whose members have committed to championing diversity and greater social mobility – has seen a significant increase in membership, including several companies featured in this edition. In their 2018 Report, they reported that the percentage of apprenticeships that were started by individuals from an ethnic minority background had risen to 11.2% of the total in 2016/17, which compares favourably with 10.6% share in 2014/15. The Government is actively targeting to increase this share figure to 11.9% by 2020.

But despite much progress being made, we cannot rest on our laurels. BAME workers still face obstacles in their efforts to journey through education, training, employment and management at the same pace and with the same ease as their white colleagues. Race diversity must continue to be championed by leaders everywhere and seen not only as a recruitment issue but also of relevance to economic productivity. It is our belief that all students and young adults – irrespective of their ethnicity or cultural background – should be given access to the same opportunities to realise their full potential in their chosen careers. In this BAME Education & Careers Guide, we have included practical tips on searching for job openings and preparing for interviews, as well as insights into working in different sectors and industries. You will also find guidance from HR managers and Diversity & inclusion managers and there are several case studies from young people who have just started out. I would like to thank all our sponsors and editorial contributors for their enthusiastic support and commitment. I also want to thank you, the readers, and hope that you find this edition both enjoyable, useful and inspirational.

About This Guide The aim of this guide is to provide young people from Black, Asian, and minority ethnic (BAME) backgrounds with relevant information and guidance to gain the confidence they need to think of themselves as the leaders of tomorrow. 6

Welcome Welcome to BAME: The Education & Careers Guide 2019

Cordella Bart-Stewart LLB, DUniv, FRSA, CCMI Co-founder and director Black Solicitors Network, Judge of the First-tier Tribunal, Council member of the Law Society of England and Wales

ince my qualification as a solicitor, I have spent a lot of time with children and young people giving careers advice and talks. It is this engagement that led to the publication in 2017 of the first BAME Education and Careers Guide. The support from universities, colleges and employers exceeded our expectations and Iâ&#x20AC;&#x2122;m pleased that the confidence has been rewarded and we are therefore able to publish this 2nd edition. The ambition of this Guide continues to be to inform, inspire and raise the aspirations of young people from all backgrounds, particularly those without the knowledge or support from home or the social capital and contacts when researching their subjects, potential colleges, universities and career options

to help you/them make informed choices about your/their future. You will see that, as with the last edition, the information within this Guide does not only apply to children from black or minority ethnic backgrounds. We all share common characteristics and it is for everyone. We aim to open up a wide range of career and development opportunities that leads towards an open, diverse and inclusive society. The BAME Education and Careers Guide is written for young people researching their future subjects, and their further and higher education and career options. We hope that you enjoy reading this guide and find it useful. As before, we welcome your feedback and any suggestions you may have for future issues.

The Black Solicitors Network The Black Solicitors Network (BSN) was formed in 1995 by 4 solicitors who ran their own successful firms and shared a vision of a dynamic body that promoted and represented the interests of black solicitors across England and Wales.

by Paulette Mastin, Chair, The Black Solicitors Network

n the early years, BSN focused on sharing information and ensuring that the voices of solicitors of African and Caribbean background were heard on issues affecting them and their practises, particularly around the provision of legal aid. BSN challenged disproportionate practices and regulation, and promoted (and continues to promote) equality of access, retention and promotion within the profession. In July 2003, BSN was recognised as a Law Society specialist interest group. BSN continues to be the primary voice of black solicitors in England and Wales. It is a not-forprofit organisation and relies on volunteers to drive its mission and objectives forward. BSN recognises the importance of inclusion within any organisation (itself included) and attracts and welcomes members from across the cultural and diversity spectrum. BSN is supported by key stakeholders in the legal sector, including The Law Society, the Solicitors Regulation Authority, the Bar Council and the Legal Services Board as well as many law firms and Chambers.

BSN City Group provides network support and professional developmental opportunities to a growing number of black corporate/commercial lawyers in the City of London. BSN’s mission is pursued through its many initiatives and programmes, some of which are listed below. These present exciting opportunities to get involved with BSN’s unique platform of services which benefit its members and stakeholders alike. • Regional groups: BSN has a broad reach through its three region specific groups: BSN City Group, BSN North (based in Manchester) and BSN Midlands (based in Birmingham). • Careers: BSN has developed and regularly hosts, in conjunction with leading firms and corporates, interactive Careers Workshops for its undergraduate and graduate student members. These workshops provide insights into the recruitment process and tailored advice on applying for training contracts, with measurable success. BSN North’s ‘Grassroots’ programme supports and develops student members to achieve their potential. For more information, contact BSN North at bsnnorth@blacksolicitorsnetwork.org. • Judicial training: BSN developed with the Law Society a training programme for aspiring judges from underrepresented groups and is also working with other stakeholders on similar cross-profession initiatives. • Mentoring: BSN City Group provides network support and professional developmental opportunities to a growing number of black corporate/commercial lawyers in the City of London. One of its initiatives is the Creating Pathways through Mentoring and Sponsorship programme which aims to develop and promote cross-firm mentoring relationships between senior and mid-level BME lawyers. For more information, visit www. creatingpathways.co.uk

• BSN’s Diversity League Table: Launched in 2005, this ground-breaking publication is widely considered to be the legal profession’s leading diversity reporting initiative. It reports annually on the diversity of the largest UK law firms and Chambers covering gender, ethnicity, sexual orientation and disabilities, with social mobility introduced for the 2011 report. The results are presented as a series of organisational profiles and league tables ranking participating firms and Chambers in key areas, as well as presenting an overall ranking – the Diversity League Table (the DLT). The DLT has led to greater transparency around diversity measures in the legal profession. After 10 successful years of the DLT, BSN plans to focus its DLT reporting on diversity and inclusion outcomes and best practice as well as race and ethnicity and progression in the legal profession. Do watch this space... • UK Diversity Legal Awards: In 2009, BSN launched the UK Diversity Legal Awards which are the only industry awards which focus solely on recognising and promoting diversity, inclusion and equality across the legal profession. Nominations and submissions are invited from firms, chambers, in-house legal teams (private and public sector) and suppliers to and individuals within the legal profession. For supporters and winners of a UK Diversity Legal Award, this provides a platform from which to raise the profile of the excellent work being done and to demonstrate a proactive commitment to this important area of the profession’s development. Submissions may cover one, some, or all aspects of diversity, including gender, ethnicity, sexual orientation, disability and social mobility. Nominations for 2019 will open in the Spring. Further information may be found at www.diversitylegalawards.org or email enquiries@diversitylegalawards.org.

• BSN Jobs Board: This is a platform for jobs and career opportunities from employers who want to reach out to a truly diverse pool of talent. The BSN Jobs Board is for those looking for a new role or career opportunities. It is for employers who are committed to recruiting and providing opportunities based on fairness and equal access. For more information, visit: http://jobs. blacksolicitorsnetwork.org/ • Consultations: BSN advocates on behalf of BME solicitors and aspiring lawyers. This includes responding to consultations initiated by The Law Society, the Solicitors Regulation Authority and other regulatory, parliamentary and government bodies and seeking the views of BSN’s membership through our focus groups. To participate in these initiatives, please contact enquiries@ blacksolicitorsnetwork.org.

To join BSN as a member or for more information about BSN, please visit our website at www.blacksolicitorsnetwork. co.uk or email us at enquiries@ blacksolicitorsnetwork.org or BSN City at bsncity@blacksolicitorsnetwork. org or BSN North at bsnnorth@ blacksolicitorsnetwork.org. As a non-profit, BSN relies on sponsorship to fund its extensive servicing offering. Please contact BSN to hear more about our sponsorship and alliance opportunities. We value your support in our work towards an equal profession.

Fed up of hearing about diversity? There is a vast amount of research that provides solid evidence of the business case for diversity and inclusion. by Cordella Bart-Stewart

esearch proves that diversity and inclusion improves financial performance, leverages talent, reflects the marketplace and builds reputation. It also increases innovation and group performance. A study by Catalyst found that companies with the most women board directors had better financial performance than those with the fewest women board directors. Three or more make the difference. The greater the number of women in management and senior leadership positions, the better the organisations performed. Forbes examined the stock performance of the 26 publicly traded companies headed by women on its “2010 Power Women 100” list and found that, on average, these companies outperformed their industries by 15% and the overall market by 28%. These and other studies show that gender diversity on boards is connected with better corporate governance and board oversight and less unethical behaviour. Other dimensions of diversity are also found to be good for business. A study found that a racially diverse workforce was positively associated with more customers, increased sales revenue, greater relative profits, and greater market share. Again, using a sample of Fortune 500 corporate boards, researchers found that innovation was positively and significantly correlated with board racial diversity, and marginally significantly correlated with board gender diversity. A study of 146 Swiss firms across 32 industries found that nationally, diversity of top management teams is significantly and positively associated with firm performance. Teams of managers that include people who have spent their formative years in different countries from each other have been found to be better at solving complex tasks and outperform homogenous groups in offering alternatives and perspectives. This ultimately improves strategic decisionmaking and influences firm performance. Researchers found the effect was stronger in longer tenured teams and in highly internationalized firms.

they experienced decreases in the same performance measures. This was especially true of larger firms needing employees with technical expertise, as gay-friendly policies are likely to have a greater impact on attracting or alienating that more limited prospective hiring pool than the hiring pool for lower-skilled jobs. An issue that comes up time and again is the rate of attrition of women and BAME from the legal profession. Researchers found that decreased turnover intentions were associated with employees’ positive perceptions of an organization’s “diversity climate.” The study also found that all employees, including white men, may benefit from a positive diversity climate, and it found indirect links between positive perceptions of the climate and predictions of calculative attachment and satisfaction. They also found that a pro-diversity work climate was correlated with lower turnover intentions among diverse employees, especially among black employees. In this American study, the researchers were surprised to find that this correlation was stronger for white men and women than it was for Hispanic employees. Interestingly in 2004 researchers from Michigan Business School and Loyola University, Chicago, found that groups of diverse problem solvers can outperform groups of high-ability problem solvers. They found a trade-off between diversity and ability. Whilst an ideal group would contain high-ability problem solvers who are diverse, but as the group size becomes larger, the group of the best problem solvers becomes more diverse and the group performs relatively better in a problem-solving context. A person’s value depends on their ability to improve the collective decision.

Forbes examined the stock performance of the 26 publicly traded companies headed by women on its “2010 Power Women 100” list and found that, on average, these companies outperformed their industries by 15% and the overall market by 28%.

None of this should come as a surprise and clients often now ask firms for evidence of their diversity, policies, and initiatives if they want their business. Mirroring the community can lead to a boost in productivity, customer satisfaction, and earnings. However, employee engagement depends on managers. Effective managers are committed to diversity but they need the organisation behind them. If diversity is not at the core of a firm’s ethos, no strategy will work and if anything will be detrimental to the firm.

Firms that implemented LGBT-friendly policies experienced increases in firm value, productivity, and profitability. Those that discontinued gay-friendly policies found

UK Diversity Legal Awards 2018 – Winners announced! Diversity and inclusion role models, champions and leaders were honoured at the Black Solicitors Network’s 9th annual UK Diversity Legal Awards ceremony on Tuesday, 21 November 2018 at the prestigious Grange St Paul’s Hotel, London! This year we were delighted to showcase an incredible lineup of finalists representing a broad spectrum of diversity, including gender, ethnicity, sexual orientation, mental health and social mobility. The sold-out Awards were attended by over 300 guests and presented by

the accomplished BBC Presenter and Correspondent, Reeta Chakrabarti. A truly diverse gathering of the great and the good from across the legal profession and beyond were unified in their celebration of the exceptional achievements of the Awards finalists, winners and those highly commended in shifting the dial on equality, diversity and inclusion within the sector. The celebrations were made all the

more enjoyable by stand-out performances from classical violinist, Braimah KannehMason, and international singing sensation, Rachel Kerr. Paulette Mastin, Chair of the Black Solicitors Network and host for the evening, said, “the Awards ceremony was a wonderful celebration of excellence in equality, diversity and inclusion across

“... the Awards ceremony was a wonderful celebration of excellence in equality, diversity and inclusion across the legal profession. ” the legal profession. The accomplishments of the winners of these Awards and those highly commended truly inspire us and others in the profession to follow their lead in driving positive change.” Chair of the Awards judging panel, Justine Lutterodt (Director of the Centre for Synchronous Leadership), added her congratulations to all finalists, winners and those highly commended, and remarked that she “continues to believe that the Diversity Legal Awards are more important than ever. More leaders must find the courage to challenge their own status quo, experiment with new approaches and share successes so that we can all benefit. The Awards provide an essential platform for encouraging, reinforcing and profiling excellence.” Thanks to our sponsors this year for their support in making this celebration of diversity in all its forms possible: Solicitors Regulation Authority, LexisNexis, Thomson Reuters and Linklaters LLP. Let us follow the lead of President of The Law Society of England and Wales, Christina Blacklaws, who reminded us during her address at these Awards that even though progress has been made in the area of equality, diversity and inclusion, “There is absolutely no room for complacency, there is much more to be done.” On that note, we hope you will nominate your diversity champions, role models and initiatives for the UK Diversity Legal Awards 2019 (our 10th anniversary year), nominations for which will open in the Spring 2019! For more information about these important Awards (including nominations and sponsorship opportunities), please visit www.diversitylegalawards.org or email enquiries@diversitylegalawards.org.

CONGRATULATIONS to our inspirational winners: Law Firm Diversity and Inclusion Initiative of the Year WINNER – Latham & Watkins LLP (Social Mobility initiative)

Recruiting Diverse Talent WINNER – Freshfields Bruckhaus Deringer LLP Managing Diverse Talent WINNER – Freemans Solicitors BSN Rising Star (Private Practice) WINNER – Claudine Adeyemi, Associate, Mischon de Reya LLP BSN Rising Star (Chambers) WINNER– Abimbola Johnson, Barrister, 25 Bedford Row (see insert left) BSN Rising Star (In-house Legal) WINNER – Coleen Mensa, Trainee Solicitor, Ernst & Young BSN Rising Star (Entrepreneurship) WINNER – Isaac Eloi, Trainee Solicitor, Freeths LLP (main picture left) Diversity Champion WINNER – Rachel Crasnow QC, Cloisters

Chambers Diversity and Inclusion Initiative of the Year WINNER – Radcliffe Chambers (Social Mobility initiative) Access to Justice WINNER – Latham & Watkins LLP Outstanding BAME Employee Network of the Year WINNER – Clifford Chance LLP BSN Lawyer of the Year WINNER – Sonali Naik QC, Garden Court Chambers BSN Lifetime Achievement Award WINNER – Courtenay Griffiths QC, 25 Bedford Row

HIGHLY COMMENDED RECOGNITIONS WERE AWARDED TO:

Jonathan Andrews Trainee, Solicitor, Reed Smith LLP (in the category of Diversity Champion)

Kishoree Kotecha-Pau Partner, Freemans Solicitors (in the category of BSN Lifetime Achievement)

FOR MORE INFORMATION www.diversitylegalawards.org or email enquiries@diversitylegalawards.org

Why we need to understand each-others’ respect! by Dr Doirean Wilson, Author, Senior Lecturer and Diversity Lead, Middlesex University

t is so common today to see all kinds of people from different cultural backgrounds who deserve to be respected.

cultural backgrounds without knowing what respect means for each other? This would be very difficult to do for several reasons that everyone reading this article needs to know!

We recognise other peoples’ cultures when we see buildings like mosques, temples and churches, and hear culture when we listen to music like ‘Afro-beats’, ‘Grime’ or ‘Bangra’. We also get to taste different cultural dishes like curries, jollof rice, bagels or even jerk chicken!

In 2006, I was asked to take over as leader of a final-year undergraduate business consulting module at Middlesex University Business School London. This was because the previous module leaders found it difficult to manage due to the student conflict situation.

Guess what? “It doesn’t stop there!” because a lot of jewellery, clothes, shoes and trainers that we wear are influenced by many types of cultures. This will continue to happen as long as people keep travelling to different countries, be in mixed relationships or work abroad, which means that diversity is definitely here to stay! But how can we respect people from different

These consulting students had to work in diverse teams to find solutions to business problems for ‘real’ clients, but they just could not get on with each other. This affected their performance and their ability to learn well enough to get good grades, which is what kept happening year-after-year since the 1990s when the module was developed.

As the new module leader the first thing that I decided to do was to find out what was causing the conflict. Well, I did not need to look far, as the answer was written in the only piece of work of five assessments that these students had to complete individually. This was the ‘Individual Learning Review’ essay where students wrote about the experience they had while enrolled on the module and what they learnt. 98% of more than 600 students decided to write about not getting on with other students in their team, who they said “did not respect” them. These other students were always of a different cultural background and some belonged to the same ethnic group. For example, the Nigerian students said the Ghanaians in their team were disrespectful, Pakistani students accused Indians of the

same thing, Greek students complained about the Turkish students, and those from Barbados said the Jamaicans lacked respect. But none of them explained what they meant by respect.

In Nigeria this is an expectation so as one Nigerian student who was involved in my study said, “if your elders tell you to empty the bins, even if you don’t want to, you just do it. End of!”

Reading these students complaints made me realise that “Culture” and “Respect” had something to do with the team conflict situation. This is why I chose to research cultural meanings of respect for my doctorate.

These Nigerian students also admitted that they felt uncomfortable when younger students called them by their first names, which was something they would not allow their younger brother or sister to do, because for them this was disrespectful behaviour. Those who believed younger students should respect those who are older, must have been raised in societies or parts of the world that the cultural researcher Dr Geert Hofstede described as ‘High Power Distance’ cultural characteristic.

I then invited the new intake of business consulting students to join me to discuss what respect meant for each of us. This was after they had formed their diverse consulting teams in the first week of the module, which was at the beginning of the Autumn term in 2006. I only needed two teams to volunteer to form focus groups for this study, but all of the teams wanted to be involved, because they were really interested in my research and wanted the opportunity to discuss respect as a topic. To be fair to all the students, I asked each team to write their team name on a piece of paper, fold it up and put it in the hat provided. I then gave the box a good shake and asked for two volunteers to pick a piece of paper each, to reveal which two teams would be joining me to discuss respect. This was the approach that I used over the five years of the research. What this study revealed was that respect was very important to all the students. This was regardless of their culture, where they lived, how much they earned, their age, their social background, their life experience or even the ethnic group that they belonged to. The other things that I discovered from this research, was that to understand someone’s respect, you have to understand their culture, and that respect has different meanings and can be seen in the way a person behaves. For example, some of the students said if someone made them feel secure then they felt respected, while others said those who made an effort not to embarrass them, made them believe they were being respected. Also, dinner guests eating with their hands, licking their plate clean or belching at the dinner table, was regarded as disrespectful in some cultures, but respectful in others. When observing the behaviour of Nigerian students working in teams with others who were younger than them, they would raise their voices, widen their eyes and behave as though they were angry. Why? Because they expected their team members to respect them because they were older.

What we learnt from the study helped me and the students to understand why they found it difficult to get on with others from different cultural backgrounds, who they were working with in teams. They did not know that respect in one culture can mean disrespect in another person’s culture; and that they were giving others ‘their’ respect without realising that they expected ‘their’ respect back, while the other students were doing exactly the same thing – giving others their respect and expecting their respect back! The other thing we discovered was that when these students felt they were being disrespected, they thought it was deliberate, but this study made them realise that this was not always the case. This research helped me to create different types of teaching and learning exercises that could be used in the classroom to help students to understand each-others behaviours and cultural meanings of respect. They were also able to identify the respect meanings that were the same for some of them, similar for others, or just completely different. They also realised that they had more respect similarities in common than respect differences.

“Respect costs nothing” so there is no reason why “it should be in short supply!” this business consulting module is one of the most popular modules in the University today. Researchers such as Middleton (2004) asked an important question, which was “why should we make the effort to understand what respect means when it can be taken for granted?” Well you now know what can happen when respect is taken for granted! Other researchers who also studied respect like Palmer-Jones and Hoertdoerfer, (2009) discovered that the word ‘respect’ although used commonly, is not an easy word for people to describe. This is not surprising when we now know that to understand what respect means we must learn about different cultures. Respected Harvard University Professor, Howard Gardner seems to agree with this belief. Why? Because he says those with a respectful mind are people who are more aware, and can appreciate the differences in others, so will try to understand and work with them instead of just putting up with them. What this study proves is that education and the world of academia is the only way for students to gain the kind of knowledge at the right levels to know how to encourage respect between people of different cultures not only in the classroom or the workplace, but also across wider society. The Social Science researcher and writer Richard Sennett said “respect costs nothing” so there is no reason why “it should be in short supply!”

The initiatives I developed that included an identity swap exercise and film called “If You Were Me and I Were You”, and the “Diversity Hop” cultural quiz game; helped to reduce team conflict between the diverse business consulting students from around eightyfive percent weekly to less than ten percent occasionally. This meant the students were able to get on and work better with each other, which helped them to learn more effectively and gain better degree grades, which is why

What is Good Career Guidance? by Cordella Bart-Stewart

The Government’s careers strategy, published on 4 December 2017, set out a long term plan to build a world class careers system that will help young people and adults choose the career that is right for them.

“

2018 for Careers guidance and access for Very few people would disagree education and training providers for governing that good career guidance is bodies, school leaders and school staff. critical if young people are to raise their aspirations and capitalise The Government’s careers strategy, published on the opportunities available to on 4 December 2017, set out a long term them. Yet equally few people would plan to build a world class careers system say that all is well with the current that will help young people and adults system of career guidance in this choose the career that is right for them. It country. It is especially regrettable states that the guidance has been updated therefore that the current situation, to expand on the aim set out in the strategy in which so many young people are to make sure that all young people in kept in the dark about the full range secondary school get a programme of advice of options open to them, has been allowed to persist for so many years.” and guidance that is stable, structured and delivered by individuals with the right skills and experience. Lord Sainsbury of Turville Settlor of the Gatsby Charitable Foundation. The careers strategy sets out that every school and academy providing secondary It seems that little has changed since the education should use the Gatsby Charitable time I had to decide on a career decades Foundation’s Benchmarks to develop ago. I thought about law but would have and improve their careers provision. The liked to study history. My background fit statutory guidance is structured around the widening participation criteria. I did not the Benchmarks with information on what really know much about what a solicitor did, schools need to do to meet each one. other than that they helped people, and I had no idea how to become one. The local authority was responsible for career guidance. Someone came to my school once in year 9 and once in year 10 and asked what we students wanted to do. There was no guidance. I was told nothing about going to University; I had to work it out for myself. 10 years later through determination, I was one of a handful of black – and a slightly higher number of female – solicitors practising in England and Wales. My experience created an ambition to see the legal profession become more diverse in a sense of including everyone regardless of race, gender, social class and any other characteristic that might be used to hold back talented people. It was perhaps easier then as there were a very narrow range of professions. Head teachers are fond of saying that some children will have careers that have not yet been thought about. They are right and so it is surprising that Lord Sainsbury had to make the above statement. It is vital that children are given timely good advice on the range of options for further study and careers, including careers they may not have thought about but to which they might be particularly suited, as well as the more traditional professions including my own - law. Black Solicitors Network (BSN) prides itself on being relevant and ahead of the curve and so I am also pleased to note that the Department for Education has issued a Statutory guidance update on 16 October

THE EIGHT GATSBY BENCHMARKS OF GOOD CAREER GUIDANCE ARE: 1. A stable careers programme 2. Learning from career and labour market information 3. Addressing the needs of each pupil 4. Linking curriculum learning to careers 5. Encounters with employers and employees 6. Experiences of workplaces 7. Encounters with further and higher education 8. Personal guidance The updated guidance is welcome. It is aimed at schools and colleges and employers will also have considered it. Ask your careers adviser or tutor about your school’s careers strategy and how it is aiming to reach or exceed the benchmarks, so that you know that you are being given good career advice. Your future is important.

Aiming High Interview with Sarbani Banerjee, Head of Student Information at the Office for Students.

he Office for Students (OfS) is the independent regulator for higher education in England. Our aim is to ensure that every student, whatever their background, has a fulfilling experience of higher education that enriches their lives and careers. As well as regulating universities and colleges, we work to ensure that all students are provided with the information they need to make informed decisions about where and what to study. The information we collect and publish is designed to drive improvements in quality, and ensure that students have greater choice and opportunities.

What advice would you give to young people from BAME backgrounds considering higher education? First and foremost, remember that higher education is a transformative experience. A university degree could help you build a platform for a future career, challenge you intellectually, and put you on a voyage of discovery both personally and academically. And with all of this in mind, it’s important not to make assumptions about what would be the right course or university for you – perhaps based on what you’ve heard – and really crucially, not to write off certain options without researching them thoroughly.

Higher education in the UK is extremely diverse, and it’s important that you think through the options that are open to you – there may be courses or universities you’ve never thought of before that turn out to be perfect for you. Also remember that the way different universities teach their courses varies widely, for example in terms of class size, when the teaching is timetabled, the amount of contact time you’ll have with tutors or opportunities for work experience. Many courses are available on a part-time basis, and some can be studied flexibly, remotely or over a shorter timescale if that suits you better.

What kind of resources are available to support young people from BAME backgrounds in making choices about higher education? There’s a wide range of resources out there. Our advice for young people would be to think about what matters to you and why – about what a course or university will be like – to help you get the most out of all the information available. Some useful places to start are: • UCAS – UCAS is the portal where you can apply for most higher education courses. You can also find information on a range of topics, including how to choose a course and university, the application process, student life, accommodation and finance. • Unistats – Unistats is run by the OfS and its UK partners and provides official data on things like employment, continuation rates and student satisfaction. It allows you to shortlist and compare undergraduate courses across the UK. A lot of the data in Unistats comes from the National Student Survey, so you can be confident it reflects the views of real students. • Which? University – Which? University is a free and independent service which provides interactive tools, straightforward advice and key stats on higher education. As well as letting you compare courses and universities, the site also includes student city guides, a personal statement builder and student budget calculator. • The Student Room – The Student Room is a large online student community with discussions on many different study routes and experiences. It is also a good source of information about student finance. • GOV.UK – The Government student finance pages provide information on what financial support is available to help you make your decision. This includes links if you’re a student from Scotland, Wales or Northern Ireland. • Universities’ own websites – These are a crucial source of information for full details on courses, financial support such as bursaries and scholarships, accommodation and student support. Whilst these sites should help you narrow your search down, we’d also really encourage you to visit the universities you’re interested

in and talk to current or former students if you’re able to – this first-hand experience is a very important part of the decision making process, and universities themselves are in the best position to give you the most indepth information about individual courses. What kind of support do universities and colleges provide for young people from BAME backgrounds? The specific support available for BAME students depends on the university or college, but there’s lots available – both preentry and on course. Some universities run specific activities to support young people from BAME backgrounds in accessing higher education, like residential programmes to raise awareness and aspirations, providing advice through community groups and mentoring activities with school pupils. And once students arrive, many universities provide targeted tutorial or pastoral support, or offer work placements, internships or careers advice specifically for BAME students.

Some universities run specific activities to support young people from BAME backgrounds in accessing higher education, like residential programmes to raise awareness and aspirations, providing advice through community groups and mentoring activities with school pupils.

Don’t be afraid to ask universities and colleges about what support they offer when you are thinking about where to apply. Any final thoughts? Be ambitious for yourself and what you can achieve. You deserve an excellent higher education experience, so make sure you do your research and get the most out of what’s available to you.

FOR MORE INFORMATION Visit www.officeforstudents.org.uk or email info@officeforstudents.org.uk

Social Media Tips for Job Seekers Social media has become an integral part of our everyday lives and for anyone searching for a new job or career path, it is essential to build an online profile. Investing time in social media can expand your business network and boost your future opportunities. The number of digital platforms continues to grow to almost bewildering levels. But it is important to keep on top of your online profile and to remember that other people can easily find your profile. Here are a few pointers to help you make the best use of social media:

LinkedIn is widely considered to be the best and most effective business social media tool. It is used by companies and individuals alike and has grown from humble beginnings in 2003 to become the world’s largest professional network with more than 560 million users worldwide. Hundreds of companies use LinkedIn to seek potential new employees, either individually or through LinkedIn’s ‘Talent Solutions’ that helps to find people with the relevant skills for the company’s needs. So if you are looking to promote yourself and to find your next career move, or you want advice from other professionals to help you find what you are looking for, you need to be on LinkedIn. Sign up to LinkedIn If you haven’t already done so, you need to create your own LinkedIn account, which is free and simple to do. All you need is to register your first and last name, enter your email address and create a password to sign in with each time you visit the site. Take a selfie Your profile is visible to other LinkedIn users and to any recruiters who may come across your profile. What they will see initially is your name, your photo and a short statement or headline. Bear in mind that this is a business networking site, so you should select a photo of yourself, preferably a simple headshot that reflects how you want to present yourself for employers. As with all job interviews, first impressions matter, so you want to look professional and dress appropriately. Avoid having clutter background – ideally you should simply have a solid light-coloured background – and smile; this will help you come across as friendly and accessible to others who may want to connect with you and to check out your full profile.

Create your profile In creating your profile, you should include the same information as used in your CV, i.e. your past and present employment, education, any volunteer experience, and your skills. Don’t just copy and paste your CV onto the website but think about detailing your skills and experience as concisely as you can. The more sections completed in your profile adds to your profile strength, increasing the chances of being noticed by managers and recruiters.

online brand profile, it is a good idea to have consistency across your professional and social networking sites.

Write a headline You need to decide on a short statement that will appear under your name. Rather than write a full sentence, think of this as your brand message as you seek to create an online brand for yourself. Just use a few key words and capitalise your heading like a newspaper headline so that it stands out more.

Take time to gather recommendations from people you have worked with as this will help employers to understand your achievements from previous roles. In return, give appropriate recommendations when asked. Recommendations are like references in advance for potential employers, so don’t ask for recommendations for skills from people you don’t know.

Keep information up to date It is important to make sure your profile is current and regularly updated. If you are looking to change jobs, you may want to amend your headline to reflect the direction you wish to move in, or to emphasis different skill-sets or experience. Remember too that you can change your photo at any time. As you start to build your

Create connections Connecting with industry professionals will help to illustrate your experience and desire. Make connections with people who work in the same industry and with personal academic contacts. It is a good idea to include a message as to why you want to connect with them.

Join relevant groups This will allow you to expand your networks and to follow topical discussions online. This may even extend to invitations to professional networking events such as local business groups or job fairs which may be beneficial to attend if you are looking for employment.

Facebook is used by most people for keeping in contact with friends and family and for sharing photos, memories and funny stories. But it is also used by many companies for promoting their brands and posting job opportunities. Facebook has many more features than LinkedIn enabling you to create event pages, fundraisers and tools for other countless applications, but you have to be diligent about how you use Facebook, especially if you want to use it for both social and professional networking. Keep your private life private Make sure you check your privacy settings on Facebook and especially for tagged photos. Many recruiters also look at Facebook profiles to see if a person would

fit in with the culture of their organisation. So if you are using Facebook as a professional networking tool, you should ensure that those drunken beach party photos are not publicly accessible! Be selective of the companies you ‘like’ If you are looking for employment on Facebook, try to avoid a scattergun approach to selecting which companies to follow, and make sure there is an element of similarity in the type of companies you ‘like’. If you are looking to join a particular company or have a job interview coming up, having a look at the company’s Facebook page (as well as their own website) can help you with your background research. Follow leading recruitment agencies If you are looking for a job, make sure you follow the leading recruitment agencies

within the sector(s) you want to work in, as they can help you find your ideal job. Join groups that reflect your interests As with LinkedIn, this will show that you are genuinely keen about your chosen profession. Be selective in what you post Facebook can be used tactically to promote your own professional ‘brand’ (i.e. your business self) by posting or sharing informative articles and videos. If you are aiming to start your own business in the near future, creating a page or group for your business can help to separate your personal and professional life and build business relationships. To do this properly takes time and diligence, but the rewards can be very fulfilling.

Twitter is another great way to search for vacancies. For example, using search hashtags like #jobpostings, #employment or #careers can let employers know that you are looking for opportunities. Twitter can also be an excellent networking tool, in that it allows users to post items (‘tweets’) of interest on current affairs relating to their areas of work. If you want to work in a particular sector, follow the companies you are interested in and try responding to and retweeting their tweets. However, Twitter on its own will rarely get you noticed by potential employers; it needs to be linked ideally to a blog or your LinkedIn profile. Rather than retweet a plethora of news articles, better to have one or two a week with links to an insightful piece on your blog.

The popularity of Instagram has been growing rapidly over the past five years and is used primarily as a photo and video-sharing service amongst friends. However, with due care and attention, Instagram could also be used to demonstrate your social media skills and promote your own digital brand.

If you are already using an Instagram account for sharing selfies and party photos, you should definitely consider creating a separate account if you want to use Instagram as part of your job search or personal brand building. If you do decide to create a business account, then the three things you need to consider before posting on Instagram can be summed up in the acronym APP:

1. A - is it Appropriate? 2. P - is it Professional? 3. P - should it be Public or Private? Of course, there are many other ways of searching for job opportunities online. You should regularly check or register with recruitment sites such as Indeed, Gumtree, Monster, Reed and Jobsite. In addition, you should check newspaper websites such as Guardian and Telegraph as well

If you are looking for a career in the Arts, or you want an accessible platform for showcasing your creative ideas, designs and communication skills, then loading video samples of your work onto YouTube can be an excellent way to get noticed by potential employers. You should link your YouTube videos to your other social media sites and in any communication with recruiters.

as checking your local newspaper for locally advertised vacancies and job fairs. But remember that around 90% of employers will look up a candidate’s social media profile as a routine part of their hiring process. So if you are currently searching for a new job, take time to Google your own name to see what company HR executives may find, then decide whether you need to rethink your privacy settings or start to create an online brand.

Preparing for Your Job Interview Congratulations â&#x20AC;&#x201C; you have been selected to attend an interview. Now you need to make sure you are fully prepared. These tips will help you shine, no matter how inexperienced you are!

DURING THE INTERVIEW Switch your mobile phone off! Stay focused The senior person in the interview will greet you with a handshake. Be firm and decisive with your handshake without crushing any fingers, look the person in the eye and SMILE! Sit up straight during the interview, try to maintain eye contact and especially when you are talking. Smile frequently as this will convey that you are relaxed and have a friendly disposition. In answering questions, keep your replies brief and focused. Remember that the time for each interview is limited, so try to stick to the question being asked without rambling. Ask something

BEFORE THE DAY

ON THE DAY

Research the company

Appearance

Knowing a few things about the company before the interview will give you a good head start.

First impressions count! Most businesses expect smart dress code, but even if the working environment is more relaxed about its attire, it’s a good idea to look smart, clean and professional for the interview. This includes having clean shoes – and positively NO TRAINERS!

Check out the company’s website. Do a Google search for any news articles and reviews of the company to learn more about the company culture and what others are saying about them. Make sure you know exactly where the interview is to take place and how to get there. Re-read the job description Look for specific skills that the employer is looking for and think about examples from your past and current work/experience that align with these requirements. Be prepared for questions such as “Tell me about yourself” and “Why you are interested in this role” and practise how you would answer these. Practise It’s a good idea to practise your answers out loud to yourself or with a friend to gain confidence in saying the words. Remember that when giving examples of things you have done in the past, try to be concise with a clear Situation, Task, Action and Result (STAR). Writing and memorising a few examples before the interview can also help you to respond with greater assurance.

Be early If you are travelling by public transport, make sure you allow plenty of time and have a back-up plan if there are any unexpected delays. Aim to arrive at the interview 10-15 minutes early. Arriving early in many companies allows you to sit in a reception area, to compose yourself and to observe some of the dynamics of the workplace. What to bring Make sure you bring several copies of your CV to the interview and a copy of your covering letter. There may be someone else in the interview who hasn’t seen your CV yet or who wishes to discuss part of your CV in the interview. Bring a notebook and pen. It is always good to make notes during the interview as these will help you in any follow-up and demonstrates that you are paying attention.

Remember that an interview should be a two-way process. Having nothing to ask the interviewer conveys disinterest, so aim to have one or two questions ready to be able to ask the interviewer about the company or the job, such as how performance within the role would be measured, or how does the role collaborate with other departments. End positively You should ask for a business card of each person at the interview, or at least make a written note of their email address, and leave the interview with a positive manner, such as “when can I look forward to hearing from you? ”

AFTER THE INTERVIEW

Send a follow-up email You should send an email to the interviewer within 24 hours, thanking them for their time and reconfirming your enthusiasm for the job. If you haven’t heard back from the company after a period of time, you may want to send another email to check in with the employer and to reaffirm your continued interest. Keeping in touch with the company shows initiative and can sometimes put you in the frame should another role become available.

Be your own boss

Some advice on entrepreneurship by Vivien Herrera-Lee Managing Director, Properties Unique Limited

ittle did I dream all those years ago that I would be carrying the title of ‘Business Woman of the Year’, ‘Ambassador for Tourism’ plus two prestigious company awards for ‘Outstanding Customer Service’. My career began as a bilingual secretary and included positions at Newcastle United FC, Tyne Tees Television, TV-AM as well as roles in Spain and Tehran. I’m now Managing Director of Properties Unique, a multi-award winning serviced apartment provider with a large portfolio of luxury apartments throughout Newcastle City Centre, The Quayside, Gosforth, Jesmond and Gateshead. Properties Unique are the only North East provider to have won the prestigious Award for “Outstanding Customer Service” which we won for two consecutive years, so I am indeed very proud of our reputation. Well my story began 15 years ago when I realised that all the major cities such as London, Manchester, Leeds etc. provided serviced apartments as well as hotel accommodation, whilst Newcastle could only offer hotel rooms to those visitors who were coming for both business and leisure purpos es. Thus Properties Unique was born; offering luxury serviced apartments that provide more space, comfort, privacy during a short sojourn in Newcastle. Serviced apartments are a more economical solution to hotel stays, with the added benefit of offering a “home from home” environment. I began working alone from home, with only two apartments on my books. Today we have over 50 apartments on the books and employ ten staff. I am also very proud to say I have brought in excess of £8m of international trade from countries such as Japan, Ecuador, Dubai, USA and Canada.

Obviously running Properties Unique has not always been easy, but one has to try and overcome the many problems you are faced with on a daily basis. So how did I overcome the trials and tribulations of running my own company – of which there have been many! From the time I was a young girl (many years ago I might add!) I have always tried to follow the advice my father gave me and I truly believe his advice went a long way towards helping me receive the many accolades I have over the years, together with achieving the unrivalled reputation we have for ‘‘outstanding customer service” – a reputation I am so very proud of. I would now like to share some of this advice with you, as I sincerely believe his philosophy has unfailingly stood me in good stead. • Always work hard and with integrity • Even if it is seems impossible… give it a go • Always be respectful and courteous to others • Always be honest and beyond reproach • Always have a sense of caring for others • Never make a promise you cannot fulfil. Many people sometimes find it hard to accept advice, and understandably so, however advice from someone who has had the experience and wisdom of life… can be priceless. So my own personal advice would be… nothing comes easy in life, and you’ll never know if you can achieve something, if you don’t actually give it a try. Making mistakes is not a failure – it is part of life and learning and getting better. Don’t be afraid to make mistakes. Whatever you do, do it as well as you possibly can. Even the smallest and seemingly most

insignificant of tasks should be done to the best of your ability. Therefore, if you give something a try but don’t actually succeed, you can still hold your head high and say… at least I gave it my best. Of course success is not necessarily reflected in straightforward economic terms by making a lot of money. Success comes in many forms. If you’re happy in what you do, that’s a success. If I may now give a quote from Pele (possibly the best footballer of all time): “Success is not an accident. It is hard work, perseverance, learning, studying, sacrifice and most of all, love of what you are doing or learning to do.” And from Winston Churchill: “Success is walking from failure to failure with no loss of enthusiasm.” “Never, never, never give up.”

Behind the screen:

What is a video interview and how can you succeed? By Fidelity International Video interviews can be an intimidating experience, particularly as you can’t see who’s on the other side of the screen. However, as they increase in popularity, it is becoming increasingly likely that employers will use one at some point in their hiring process. They are a quick and easy method for interviewing a large number of candidates in the least disruptive way, while also providing a level playing field for everyone involved. Live video interviews can take one of two forms. Either, you will have a face-to-face conversation with an interviewer over programmes like Skype or Google Hangouts. Or, you will answer pre-recorded questions remotely, answering questions in the comfort of your own home that will be reviewed later by the recruitment team.

How should I prepare? For an interview of any kind, you should think about how you can articulate your experiences, whether they’re academic, extracurricular or professional. However, don’t over-prepare; you don’t want to come across like you’re reading from a script. The best responses come from people who are calm, positive and authentic. When practising for a video interview, record yourself speaking about something you enjoy doing in your spare time. Watch it back to get a sense of pace and make a note of your body language. How would you come across to a stranger?

Where should I complete it? The beauty of a video interview is that you can control your own environment, making sure you are somewhere you feel comfortable. While interviewers will always focus on the content of your responses, you can limit distractions by spending some time setting up the surrounding area. Aim for good lighting and minimise background noise as much as possible; warn your housemates or family members that you will be completing the interview before you start. Although you are completing the interview remotely, make sure to dress appropriately in something you would feel comfortable wearing to a formal interview at an office. Also, make sure you are talking to the camera, not the screen. This way, you can hold better eye contact with the recruiter watching your video.

This includes downloading all relevant software and testing the volume of your microphone before the interview. If you don’t have these resources already, you may want to consider borrowing equipment or exploring the resources at your school, university or local public library.

What is a strengths-based interview? Unlike a competency or behavioural-based interview, a strengths-based interview seeks to uncover your potential, rather than focusing on what you have already done. Questions may revolve around your passions and hobbies: things that inspire you and make you proud. This approach allows the hiring team to recognise whether you’d be a good fit for the company and whether it would be a good fit for you. Interviews are not about catching you out; they give you a real chance to demonstrate your skills and show the company the value you could bring to a team. “Students shouldn’t feel constrained if they’ve not had the good fortune of having previous professional experience.” Dave Andrews, Fidelity Early Careers recruiter

How can I succeed at a Fidelity interview? It’s crucial to do plenty of research before you apply, to make sure that you feel enthusiastic about the prospect of working here. This will help to show the recruiters that you are genuinely well-suited to the role. Dave adds “Candidates who are most successful in the early stages of the process maintain a high level of enthusiasm for the company and for the role they’ve applied for”. At Fidelity, we’re much more interested in the core strengths that motivate someone in the workplace. The key to giving yourself the best chance of success is surprisingly simple: be yourself. While some people are naturally better or worse in an interview scenario, no one is born with the skills to give a perfect interview. With thorough research and diligent practice, you’ll give yourself the best chance possible. And whether you’re successful or not, treat your interview as an opportunity for growth: you’ll learn plenty from the process and can come out of it feeling proud. To find out more about these and other tips for a successful application, please visit our website:

earlycareersatfidelity.com.

What should I watch out for? Video interviews are your chance to make a strong first impression; to visually and verbally showcase your skills. Don’t be let down by a poor internet connection or out of date media player. Ensure your device is completely ready to go before settling down to complete the interview.

Opportunity Knocks Reggie Nelson made headline news for the innovative way he landed his first role in a City investment firm. Reggie now works as a graduate analyst at Legal & General Investment Management.

eggie, you made national headline news for your ‘out of the box thinking’ and determination. How important would you say these two qualities are when job hunting? Very important. I feel that we are in such a fast-paced and competitive environment where you only have a few chances to make the right impression with a potential employer. Having an innovative mindset helps and I’ve tried to play to my strengths. I’m always looking for things people have not done so that I can do it and make a lasting

impression, whether that is through a specific project or navigating my career. Determination is a trait that I’ve carried with me since I was playing football at a relatively competitive level, and have since transferred into the working world. Being determined helped me to grow in resilience and kept me going when I kept being rejected. These two traits are crucial when job hunting. You were raised on a council estate; did this impact your career aspirations in any way?

Massively! Where I’m from, everyone wants to do well enough to move their family out of that area, but the only challenge is that there are only three avenues presented to you when you are young: crime, sports and music. When I discovered that I could potentially support my family financially by pursuing a career in finance, that gave me so much motivation to make that dream possible. Days when I was in university and wanted to throw in the towel, I would think about what was on the line. Being from the area that I grew up

in, your career aspirations don’t only affect you, but those around you. Knowing that your family’s financial situation could change and the younger generation can have someone to look up to, drives you to want to do more. So yes, being raised on a council estate impacted my career aspirations greatly, more so in a positive way. What advice would you give to young people with dreams that go beyond what their immediate surroundings and background may imply? Your surroundings evidently play a big part, so I would say be around people and in an environment that caters to your dream. I like to use the analogy of the rotten orange. One rotten orange in the same bowl as five healthy oranges will affect the five healthy oranges. Be around people that will not dim your light is the first thing I would say. Next, find someone that can help assist with your dream, whether that be a mentor, accountability partner, or someone in the industry, etc. Search for someone who can help provide a platform of knowledge and guidance for you, as well as assisting with your dream. Last thing is, try anyway. You’ve honestly got nothing to lose if you wholeheartedly pursue what you are passionate about. Keep enduring when you start to pursue your dream, nothing good comes easy so keep working hard and (as clichéd as it sounds) don’t give up!

I then understood that I did belong, and it’s not an ethnic matter per se, but how good you are at what you do. I was taught by a (now) good friend of mine who was a front office associate at one of the firms I interned at, that – if you are good at what you do and work hard – opportunities and merits are given to you. I adopted that mentality from then on and it’s worked for me so far.

..and it’s not an ethnic matter per se, but how good you are at what you do.

You work in a company that prides itself on being inclusive. What initiatives does your company have that help people from diverse backgrounds to progress within the company? LGIM encourages a number of initiatives that promote inclusive diversity, quite a few of which I am involved in alongside Colette Comerford, our Head of Inclusion & Culture. This includes partnering with Investment20/20 and Career Ready to support Apprenticeship, Intern and Graduate recruitment; mentoring and leadership development for ethnic minority talent; and through Culture Club, an employee network that raises awareness of cultural diversity. Legal and General was one of the first companies to sign the Race at Work Charter, an initiative launched by Prime Minister Theresa May to improve recruitment and career progression of Black, Asian and minority ethnic (BAME) employees.

How early on did you know what type of career you wanted to get into? I only found out what I wanted to do when I met my mentor who was working in finance. Before that, I was playing football at youth professional and semi-professional level, so I only knew what I wanted to pursue long-term when I was 18. With the misconceptions associated with young black men, what are some of the biggest barriers you faced and how did you overcome them? The biggest hurdle I had to overcome was thinking that I didn’t belong in the City and the firms I had interned or completed work experience at. There weren’t many black people I saw on the floor, so when you first enter into that environment, your initial question is, why?

Apprenticeships Apprenticeships offer a great way to acquire knowledge, work skills and experience needed to get into many careers. They enable you to earn while you learn without incurring student debts, as your training costs are funded by your employer and by the government. There are many different apprenticeship schemes available across a wide spectrum of industries and professions, ranging from engineering and construction to accounting and nursing. Once accepted, you will be spending at least 50% of your time at work learning from work colleagues and gaining the necessary skills to help you progress, whilst also spending time attending college, university or other training provider as well as online studying. In England and Wales, there are four levels of apprenticeships available, ranging from one year to five or six years to complete, with many employers offering the chance to progress through the levels. Government statistics show that 90% of apprentices

stayed on in employment after completing their qualification and 71% with the same employer (www.gov.uk key facts about apprenticeships to 2017). Apprenticeships are not right for everybody as youâ&#x20AC;&#x2122;ll need to be committed balancing your academic study with your work. But if you have a clear idea of the career path you wish to pursue, an apprenticeship can provide you with practical on-the-job training and substantially boost your longer-term career prospects and earnings.

“I NEVER THOUGHT I’D BE ABLE TO WRITE CODE OR USE ADVANCED SOFTWARE, BUT MY MENTORS HAVE HELPED ME ACHIEVE BOTH.” PIARA, IT APPRENTICE

Challenge yourself to learn something entirely new, just like Piara. When he first started with us, the idea of programming worried him. Now, he presents to hundreds of experts across Europe and leads regular IT events throughout the company. His curiosity, drive and problem-solving abilities have helped him thrive in our IT Apprenticeship, and he looks forward to a bright future in technology.

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Blazing a Trail for Apprenticeships

The National Apprenticeship Week 2019 (NAW 2019) will run from 4 to 8 March 2019. This will be the 12th annual week-long event, celebrating the impact that apprenticeships bring to employers, individuals, local communities and the economy as a whole. 32

ollowing the record-breaking success of last year’s National Apprenticeship Week, NAW 2019 will take the theme ‘Blaze a Trail’ and aims to reach out to more employers, schools and training institutions to create more events and activities. Anne Milton, the Apprenticeships and Skills Minister, said when announcing the NAW 2019 theme on 13 December 2018: “I want everyone to recognise the change that apprenticeships can bring – for employers blazing a trail to new markets, apprentices to new career opportunities and for colleges and training providers raising the skills levels for everyone.”

Around one in three 18 year-olds in England go on to university to do degree courses, most of which offer a much broader choice of subjects and modules over three years, and provide you with general skills that can apply to many career options. An apprenticeship, however, can take between two and four years to complete and allows you to gain valuable work experience whilst continuing further education. You also have the benefit of being paid while you learn. What are the entry requirements for apprenticeships? Apprenticeships are available at four levels. Each level has different entry requirements, which may depend on the skills and qualifications you hold.

You should also be aware that adults already in employment may also be applying for apprenticeships as a means to develop their career progression opportunities

occupational area in every business sector, from Health & Safety NVQs to Business Management NVQs, from Aeronautics to Zoology. Intermediate (Level 2) – generally considered to be equivalent to five GCSE passes. You need to be over 16 years old, and show you have the ability to complete the programme. Advanced (Level 3) – generally considered to be equivalent to two A level passes. Some industries want apprentices who have three or more GCSEs, but other employers don’t specify any formal qualifications. Some may ask for previous experience in the industry. Check apprenticeship vacancies to see if there are any specific subjects and/or grades you need to have. Higher (Level 4 and above) – equivalent level to an HNC, a foundation degree, or the first year of an undergraduate degree, which can take you to Level 5 and above which are considered equivalent to a full degree. Entry can include at least five GCSEs grades A – C, and Level 3 qualifications, including A levels, NVQ/SVQ Level 3, or a BTEC National. Some will expect or require applicants to have subjects related to the particular apprenticeship. Check apprenticeship vacancies to see if there are any specific subjects and/or grades you need to have.

The level of apprenticeship you start at will depend on the kind of job you are applying for. You can start an apprenticeship at the level appropriate to the job, and work all the way up to achieving a master’s degree for some job roles. Each apprenticeship vacancy listing will specify the entry requirements and qualities the employer is looking for. For higher and degree apprenticeships, employers are generally asking for A levels and other Level 3 qualifications. Level Entry requirements An NVQ (National Vocational Qualification) is a work-based qualification which recognises the skills, knowledge and understanding a person needs to be able to do a job. NVQs cover practically every

Degree (Level 5 to Level 7) – these are new and enable apprentices to achieve a full bachelor’s or master’s degree as part of their apprenticeship. Levels 5 and 6 are equivalent to a full degree; Level 7 is equivalent to a master’s degree. Entry can include at least five GCSEs grades A – C, and Level 3 qualifications, including A levels, NVQ/SVQ Level 3, or a BTEC National. Some employers have specific entry requirements. For example, recent IT degree apprenticeship adverts have required an A level (or equivalent) grade range of ABB to CCC. Many employers will expect or require

you to have qualifications in subjects related to the particular apprenticeship. Check apprenticeship vacancies to see if there are any specific subjects and/or grades you need to have. How and when is a good time to apply? Although most apprenticeships generally start around September – especially the higher and degree apprenticeship vacancies – advertisements for apprenticeship opportunities appear throughout the year, sometimes several months in advance of their start date. It is always a good idea to send your application in early once you have done your research as some companies close their vacancies as soon as they have a suitable number of suitable candidates. If you are hoping to start work in August or September, it is a good idea to start looking from March/ April onwards. You should also be aware that adults already in employment may also be applying for apprenticeships as a means to develop their career progression opportunities. Competition is likely to be high in some sectors, so be prepared to start your research early and keep looking! As well as individual company websites, you can search for vacancies by category sector and location on www.careerfinder.ucas,com or www.findapprenticeship.service.gov.uk/ apprenticeshipsearch

Who are Creative & Cultural Skills? Author: Sara Whybrew, Programme Director, Creative & Cultural Skills.

Creative & Cultural Skills is an independent charity and licensed Sector Skills Council that believes true economic growth in our sector can only really happen with access to the right talent and skills, regardless of background or previous educational achievement.

e champion nontraditional progression routes into and through the creative and cultural workforce (performing arts, music, visual arts, literature, museums and cultural heritage, design, craft and jewellery), including apprenticeships. We campaign for fair access and pay, working to eradicate the sectorâ&#x20AC;&#x2122;s elitist recruitment practices. Through our National Skills Academy we deliver industry-relevant insights for young people and their tutors, to help inform future career choices and curriculum design. Our online industry endorsed careers advice and guidance platform, Creative Choices, receives thousands of unique visitors each month.

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We believe that diversity, equality, and fair access are crucial to the creative industries. Young people are our lifeblood and we need their creativity and diversity to thrive. The future of our sector depends on the way we recruit and nurture new and existing talent. We run a National Industry Skills Conference every year (ccskills.org.uk/nationalconference) Why do you think apprenticeships are so important? The creative and cultural industries employ more graduates than any other part of the economy, and our workforce is predominantly white, middle class and middle-aged. While we know there are some excellent higher education routes into our sector, we also know there is an over-supply of graduates who sometimes lack the skills our workforce needs. There are many roles in our sector that don’t require someone to have a degree, just the technical skills and knowledge needed to fulfil the job. Apprenticeships are a brilliant way to gain these sorts of skills and offer an alternative practical learning approach that some may prefer over more formal classroom or theory based study. Because they are paid employment opportunities they also allow people to earn while learning, which can be appealing to those who have concerns about higher education tuition fees. We introduced creative apprenticeships to our industries back in 2009, and since then we’ve seen over 7,000 apprenticeship opportunities created both in sector-specific roles and broader operational ones. Our research tells us that young people who complete an apprenticeship are highly likely (over 80%) to either continue working for their employer or will directly progress into another paid job. Our research also shows that once an employer has taken on an apprentice they’re almost twice as likely to employ an apprentice again in the future. These things tell us apprenticeships work. Why is workforce diversity important to you, and what do you see as the big challenges here? Having a workforce that reflects the makeup of our society makes both social and economic sense. A sector such as ours that works to entertain, inspire, educate and challenge thinking, that relies on audiences and customers, and celebrates diversity through its outputs, should have a workforce that reflects those it aims to serve and reach out to.

Many employers, who have taken on diverse talent through apprenticeships and paid internships, have told us that they’ve started to see a correlation between a more diverse workforce and a more diverse audience or customer base. Three years ago, a young black female apprentice told us that when she went to undertake her apprenticeship in a well-known theatre no one else she worked with looked or sounded like her, but when her friends found out where she was working they then felt confident about walking through the theatre’s doors. This was a real learning opportunity for that theatre, which continues to take apprentices today and works hard to bring more diverse talent in because they understand the value. We’ve learnt that apprenticeships are a great way to attract much more diverse talent into jobs in our sector. Art and culture shouldn’t be exclusive; it should be for everyone, including entry into our workforce. What occupations can someone currently train for via an apprenticeship in your sector? People often think apprenticeships are only for those who want to be plumbers or electricians, this simply isn’t true. We have a number of apprenticeship choices either live or in development across the UK that can support people to become theatre or venue technicians, museum and gallery technicians, publishing assistants, community arts managers, cultural registrars, live events and promotion specialists, curators, or wardrobe assistants, amongst many more.

experience of the role (a requirement for apprenticeships), to setting up and managing recruitment days, to helping businesses identify where apprenticeships could be best placed to aid sustainability. We deliver training to new managers of apprentices, as we’ve learnt that many can be unsure about what it means to manage an apprentice: there are lots of preconceived ideas about what apprentices are that we can help to dispel. We also provide best practice guidance for the sector on entry-level employment, including the use of internships. We’d like our sector to stop creating unpaid internship positions, as these often contravene national minimum wage regulations and can put businesses at risk of hefty fines, but they also perpetuate the culture of work across our industries only being for those with financial means. Those who can afford to work for free are able to pursue unpaid internships, but this pushes out a wide range of talent and potential based solely on their class. If you’re a training provider who would like to become a National Skills Academy member, with access to unique industry opportunities, or you’d like to campaign with us to improve access to work in our sector, then please get in touch: info@ccskills.org.uk

However, we also want more people to recognise the importance of business skills in our sector and use apprenticeships to train or upskill for occupations including, but not limited to, business administration, customer service, fundraising, digital marketing, management, accountancy, and paralegal. You can even train to be a solicitor now via an apprenticeship with no need to undertake a degree, the apprentice will also receive full pay for the duration! What support do you offer to employers to encourage them to create apprenticeship opportunities? Creative & Cultural Skills has a long history of supporting employers to think differently about who and how they recruit. We can support employers with every aspect of apprenticeship recruitment from writing job descriptions using suitable language for someone who has no, or limited, prior

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Championing Apprenticeship Diversity

aunched in February 2017, the Apprenticeship Diversity Champions Network (ADCN) is an employer-led network that pledges to widen their apprenticeship diversity. Its remit is to ensure that apprenticeships are open to candidates from all backgrounds, and to encourage people from underrepresented groups, including those with learning difficulties or disabilities and candidates from ethnic minority backgrounds, to consider apprenticeships. The network holds quarterly meetings, hosted by members and chaired by Helen Grant MP, to report on progress and to share best practices. The core principles of ADCN membership include championing diversity and making a pledge to drive inclusivity at work and to engage with the local community

and schools to challenge myths about apprenticeships and gender stereotypes. The network supports the government’s commitment to increase the proportion of apprenticeship starts by people from BAME backgrounds by 20% by 2020. To date, over 50 companies and institutions have given their annual pledges to the network and more organisations are joining through members’ networking and recruitment. One of the members of the ADCN is Sue Renny, Apprenticeship Programme Manager at A.S. Watson Group and the Apprenticeship Diversity Champion for Superdrug and Savers stores. Here, she tells BAME Education & Career Guide readers about her company’s pledge towards encouraging diversity and inclusion:

have a wealth of both retail and apprenticeship experience and appreciates the fast pace of the retail environment. I am passionate about the quality of our programme and the opportunities we are able offer to young people. We are a Grade 2 OFSTED employer/provider and the Apprenticeship Programme has evolved greatly from where it started. The success rates continue to improve – currently 81% – and the number of apprentices on programme continue to grow. I have a great team who are equally dedicated about delivering a quality provision for our apprentices. The team are constantly looking at new ways to enthuse our young apprentices and keep them engaged, whilst ensuring that we deliver the progression and results required by the SFA. I am passionate about BAME and social mobility and I am the lead on the company BAME strand of the people strategy.

Why is the Apprenticeship Diversity Champions Network so important to me? Research shows that companies with a more diverse workforce perform better financially. Every 1% increase in the diversity rate of a workforce can lead to a 9% rise in sales revenue. In short, a diverse workforce makes good business sense. Despite this, the overwhelming majority of UK companies have senior leadership teams that fail to reflect the wider population. Similarly, Black, Asian, and Minority Ethnic (BAME) individuals submit a relatively high proportion of applications for apprenticeships, yet represent just 10% of all starts compared to almost 15% of the general population. And to help address this issue, the Government goal for 2020 is to increase BAME apprenticeships starts by 20%. The Apprenticeship Diversity Champions Network’s remit is to make a positive change to diversity and inclusion in apprenticeships and increase representation from BAME in all industries, LDD, females in STEM, and those from disadvantaged areas. The Network will develop and share best practice, and provide support to those who want to widen participation in apprenticeships.

Research shows that companies with a more diverse workforce perform better financially.

Our Apprenticeships Diversity Champions Network Pledge Superdrug Stores plc are delighted to be part of the Apprenticeship Diversity Champions Network and we pledge to drive diversity in apprenticeships through our commitment during 2019 to: • To ensure we offer a fair, diverse and inclusive workplace, vital to helping our teams to be themselves and feel welcomed. • To make our employees feel supported to develop and reach their potential no matter who they are.

Core principles of ADCN membership Employ apprentices

Drive an inclusive culture

Champion diversity

Gather data

Make a pledge

Report back

• We will focus on Working Families, Gender Equality, Mental & Physical Health, Social Mobility, BAME and LGBTQ. • Create supportive policies that protect inclusivity and ensure they reflect our business culture. • Increase the overall BAME percentage to 15%. • To deliver Inclusive Leadership training for all (including Unconscious Bias) – all senior managers have completed unconscious bias training, and this will get rolled out to the rest of the business this year. • Ensure learning is accessible for all, i.e. languages, disabilities. • Superdrug/Savers apprenticeship diversity champion is Sue Renny.

Sponsored by:

Construction If you are looking for a career path that has lots of available opportunities at all skill levels and you enjoy working in a team, you should consider looking at the Construction sector. The UK Government has launched its â&#x20AC;&#x2DC;Construction 2025â&#x20AC;&#x2122; strategy in partnership with the construction industry and has pledged to bring in 3 million more apprenticeships over the next 2-3 years. The industry already employs over 2.3 million people and contributes around 7% to the UK economy. The new industrial strategy aims to put Britain at the forefront of global construction over the coming decade by reducing greenhouse gas emissions, reducing construction time, improving safety controls and employing a more diverse workforce. The industry is also moving towards a Construction Skills Certification Scheme (CSCS) and a minimum level 2 National Vocational Qualification for all workers in the industry.

By working in construction, you would be helping to change the environment. One of the most satisfying elements of the job is to see your work literally develop before your eyes. By being part of the building process, you will need to work closely with other members of the team, so good working relationships are vital. From plasterers and bricklayers to surveyors and project managers, the roles are varied and opportunities range from beginners to skilled professionals.

An industry with a job for EVERYONE Imagine a world without your home, without your school, without the roads you used to get here today. It would look pretty empty, wouldn’t it? That’s the impact the built environment has on the outside world. In our industry, we literally change the landscape and ‘Shape Your World’.

hether you’re a creative communicator, a number cruncher, a techie, or a leader of the future, we are looking for new talent to join our industry. In return, you can benefit from a competitive salary, training, the option to stay local or travel globally, and the opportunity to leave a lasting legacy. Shaping Your World™ In 2017, we launched a campaign called Shaping Your World™ which aims to find the next generation of talent and inspire them to join our industry. So far, we have engaged with over 20,000 students across the country and showcased all that our sector has to offer. We have over 50 Virtual World Plaques™ on sites across the country which allow members of the public to find out about a project and the people behind it by simply scanning a QR code.

AVERAGE SALARIES ARE MUCH HIGHER THAN YOU MAY THINK…

A quantity surveyor can earn over

£60,000 By visiting www.shapingyourworld.co.uk, you can also take a simple and fun quiz to see what job within the built environment might work for you.

A design manager can earn over

£55,000

Careers for all An environmental advisor can

From apprenticeships to graduate programmes, there are various routes to entry in to the built environment. At Kier, we are looking for the best and brightest people, from a wide range of backgrounds, to bring fresh thinking to our sector leading teams.

Our industry needs

Our work

400,000

Kier is a leading infrastructure services, buildings and developments & housing group. We operate across a range of sectors including defence, education, health, housing, industrials, power, transport and utilities.

earn over £35,000

new recruits each year.

Fast facts about us • On average, we have 400 projects on the go around the country at any one time • We have 85 offices around the country, so you don’t have to move to work in the construction industry; there’s plenty to do locally • We recruited 224 apprentices and 139 graduates during 2018. Giving something back We are passionate about engaging with and leaving lasting legacies in the areas in which we work. From charity events, to work experience opportunities, to helping residents to develop new skills, we make sure we’re giving back. In 2018 Kier… • invested £2.7m in community activities; • raised £85,000 and trained 1,845 Kier Lifesavers in the first six months with our new charity partner for 2018 to 2020, the British Heart Foundation; • provided work experience opportunities directly to 134 people with many more through our supply chain. About our early careers programmes At Kier, we are passionate about developing people to reach their potential. Each year we recruit hundreds of individuals for our early careers programmes. We fund and deliver learning through structured programmes, providing nationally recognised qualifications and quality work experience gained alongside our trained mentors. Training is fully supported both at a local level and by a dedicated group early careers team, ensuring the individual learning journey is one to be proud of.

CASE STUDIES “Having graduated in BEng (Hons) Electronics Engineering from De Montfort University, I joined Kier Highways and the Technology Team in January 2017 as the team’s first graduate engineer, with the opportunity to work in a safety critical industry and on Highways England’s largest Asset Support Contract (ASC). The region contains more than 30% of the highways technology roadside assets on the English Strategic Road Network. I am fortunate to have a truly inspirational team director, supportive team management and encouraging line manager who support my enthusiasm and drive. This is in addition to mentoring from part of the business’ senior leadership team, who have a wealth experience to share due to having previously delivered unique projects within the industry. I am now in the second year of my graduate programme and have been involved in many projects and encouraged to take responsibility for my own work. Under senior supervision, I have solely valuemanaged projects in excess of £1.5m and provided an input to schemes beyond this value. More recently, my role has also included carrying out technology design reviews on major projects, such as the M6 J13-15 Smart Motorways scheme. Aside from my business-as-usual activities, I continually volunteer for many Kier corporate events, activities and initiatives. The opportunity to lead a team from Kier Highways on a Global Business Management competition to manage a UK-based global construction business was awe-inspiring; my team achieved the Group’s highest ever Global ranking in

Faheem Graduate Technology Engineer

the competition, with our best ranking during the competition at 2nd place. Further to this, I was invited to speak at the ‘UK National Engineering Expo 2018’, which was a great honour. Being the only speaker on an early careers programme at the event, I used the opportunity to promote ambition, alongside Kier’s Shaping Your World™ campaign, raising awareness of the built environment industry to the younger generation. It’s been an exciting journey so far. In the year 2018 alone, I was nominated for nine different Group, National and International Awards. Some highlights include being a finalist at the National pan-industry ‘UK Tech Leaders Awards 2018’, a Global finalist at the ‘Institution of Engineering & Technology Achievement Awards 2018’ and winning at the ‘Kier Group Annual Awards 2018’ as the Group’s ‘Rising Star’. I was also invited to a luncheon at The House of Lords, which was a very proud moment for me. Despite my achievements to date, I remain focused. Noting that I have set myself an ambitious long-term career goal, I have a challenging journey ahead. But equally, with my ambitions sighted by the Group Board, amalgamated with the support they and my team provide… I can only say stay positive and say: thanks to Kier Group, the future looks promising!”

Elizabeth is from London and is relishing her apprenticeship “I used to work for a railway company and I was inspired by the engineers and their work. I had a discovery moment when I saw the full installation of a track being laid – from all the prep work through to the track itself. It was then that I realised that I wanted to have a career in this field.

Kier works hard to create a culture that is inclusive of everyone

CASE STUDIES Elizabeth Apprentice Civil Engineer

It is a place where everyone can feel comfortable enough to bring their whole selves to work. We aim to create a truly balanced business through supporting our co-workers and everyone who works for, or with, Kier. Ultimately, we want talented people with diverse backgrounds and experiences to want to work and progress at Kier. Our peoples’ passion and drive enables us to continually grow and succeed.

I love this apprenticeship, it gives me the opportunity to pick the brains of experts in every department as I am on a rotation. I am able to meet so many different people and my knowledge is expanding all the time. This apprenticeship provides structure and from day one I have been a part of the team and involved with key tasks and decisions. I am excited to face newer and bigger projects. I have the chance to travel the world for work…I can’t wait to see what happens!”

CASE STUDIES Angel Sixth Form student on work experience Angel carried out work experience within our Kier Construction North business.

Construction Management at Kier. With the degree apprenticeship option, I can also earn while I learn.

“Being part of a structured employment programme has given me a real insight in to the construction industry. At first, I wasn’t sure about whether this would be the industry for me. But after meeting my mentor Danielle, I was put at ease and quickly realised how fascinating and exciting this industry is.

My confidence has grown significantly, and I feel I have improved my communication skills and ability to work with others. My preparation and computer skills are significantly better thanks to my placement with the corporate social responsibility, design, commercial and site management teams.

My placement allowed me to dip my toe in to all areas of construction and I’ve since realised there are so many doors open to me. I now know I want to aim to do

I would recommend this programme to any student looking to improve their employability and also explore different careers; you definitely get out what you put in!”

“Achieving our ambitions as a business for growth and innovation means harnessing the unique experiences and ideas of talented people from genuinely diverse backgrounds. Supporting the next generation of talent to progress their careers is a privilege that we relish at Kier.” Jan Atkinson, Talent and Organisational Development Director To find out more, visit: www.kier.co.uk/careers

Where diverse minds meet dedicated employers

Bright spark? Meet some brilliant employers. Careers-focused events that champion diversity Interested in a career in professional services? Great. Throughout the year, our team runs a series of free careers-focused events that gather together high-profile, progressive employers and matches them up with talented students. Students exactly like you (we hope). Each event is different – and there are lots to choose from. Some focus on individual sectors, such as banking, law or technology. Others are tailored for specific groups, including:

They’ve all been carefully designed to help you build connections, seek out advice, overcome any worries or barriers you face, and ultimately feel more confident about your abilities. Above all, they’re a chance to meet your ideal employer – someone who recognises your abilities and values your background. If you’re a student interested in a careers event, email events@staffordlong.co.uk quoting “BAME CG”.

• Students of Black, Asian and ethnic minority heritage

Or, if you’re an employer who’s interested in participating (and can prove your commitment to being a diverse and inclusive employer) email diversitysolutions@staffordlong.co.uk quoting “BAME CG”.

• Students with disabilities

Explore more on our website:

• Students who identify as LGBTQ+

• Students who identify as female • Students from state schools

staffordlongdiversitysolutions.com 43

What makes Sir Robert McAlpine the best place to work? Chief Executive, Paul Hamer, and Director of People and Infrastructure, Karen Brookes, explain.

Join us to proudly build Britain’s future heritage Could you give us a brief summary of what your company does? PH Sir Robert McAlpine is a family-owned building and civil engineering company operating across the UK. 2019 will be a momentous year for us as we celebrate our 150th anniversary. When you consider that we’ve been a ubiquitous construction leader over two centuries now, we feel a real sense of privilege to have worked on some of Britain’s most iconic buildings and projects, such as the Olympic Stadium, the O2 Arena, the Emirates Stadium, the Eden Project, The Stirling Prize winning Bloomberg building, the M74 Completion in Glasgow and Victoria Square in Woking, to name but a few. KB Our enduring success is testament to the talent of our extraordinary people and the empowering values at the heart of our operations. Sir Robert McAlpine has an impressive heritage over 150 years. What is the secret to your company’s longevity and success? PH Our people have to be the main reason for our longevity and success over the last 150 years. They embody the commitment to

technical excellence, client service and exemplary project delivery that make us the company we are. KB Our people want to be the best, delivering the exceptional time and again. It’s an aspiration that unites us all and it’s the reason we’ve worked on some of Britain’s most iconic buildings and infrastructure. Their entrepreneurial spirit has led to innovations that have contributed to the advancement of the construction industry as a whole, carving our reputation project after project. PH We remain successful by continually adapting and evolving, looking to the future and using new technologies and techniques to deliver the best results for our clients. We’re not just passionate about shaping towns and cities and landscapes. We’re committed to making a positive impact on communities and environments, and leaving a lasting legacy for generations to come. That means working closely with our business partners, leading by example to drive progress and inspire industry-wide changes. KB It also means creating and nurturing an inclusive environment which fosters a diversity of skills and talent as we look to push the boundaries yet further.

Our supportive and inclusive family culture is another important factor in our success. It is common to have members across different generations of a same family working at Sir Robert McAlpine and many of the people who have worked for us remained loyal to the company for over 20 years throughout their career. We recently handed out an award for 50 years of service, which is an outstanding achievement.

As a family company, we value and celebrate the differences that make each of us unique. We know there is strength in diversity. Paul Hamer

increasing the visibility of our BAME leaders, and challenging stereotypes. Alongside this, we are developing family friendly policies and flexible working practices. Our “Building Individual Performance” approach to tracking everyone’s activities ensures transparency about the role they play within the company and defines a clear path of progression based on merit.

Your company is still family-owned. How does this affect your policy towards staff recruitment? PH As a family company, we value and celebrate the differences that make each of us unique. We know there is strength in diversity. We recognise that people have lives outside of work. We’re therefore very supportive of different ways of working and provide the technology that allows our people to spend quality time with their own families and work flexibly to be at their best. KB Everyone who works here will tell you that joining us is like joining a family. Not only does the environment inspire confidence, as

Our aim is to create a business where everyone can thrive, where people are respected and treated fairly and mirror the diversity in our society. Karen Brookes 46

we love helping one another, but we’ve a long tradition of supporting people in their career aspirations while they are with us. Treating our colleagues like family is the ‘McAlpine way’, with an acceptance and open mindedness that promotes harmony and creativity. It’s one of our core values. We take respecting our people and the balance between personal and professional lives very seriously. Our employees can benefit from flexible working and family friendly policies, which include part-time working and job sharing. From technical roles in engineering, design, manufacturing and infrastructure projects to business roles – how do you ensure that the people are as inclusive as the jobs? KB Our aim is to create a business where everyone can thrive, where people are respected and treated fairly and mirror the diversity in our society. We employ extraordinary individuals who work on extraordinary projects across a wide breadth of talent, so that everyone is bound to have a role model they can relate to. Our people are supported in their personal development and career progression, and rewarded for their efforts. We intend to proactively lead the industry on becoming truly equal, inclusive and diverse. We are collaborating with a number of organisations, such as Build UK and the CITB, and implementing initiatives such as school outreach programmes, inclusion workshops and training of all our people. This contributes to reaching a diverse range of people,

What advice would you give to graduates or students who may be interested in working within the construction or engineering industry? PH Go for it! There is a common misconception that construction is about hard hats and mud. The reality is that we have a wide range of roles within Sir Robert McAlpine across a diversity of disciplines, from accountants to designers to IT professionals and engineers so we have something for everyone. KB We want our people to be the best they can be. So, we trust them with responsibility and set goals that stretch their skills and enhance their career. People who join us will have the benefit of working with, and learning from, so many talented colleagues who are happy to share their knowledge, experience and expertise. Whoever you are, whatever your background, we recognise that everyone has the potential to earn personal recognition and achieve what they want from their career - we open up opportunity for all. Do you run apprenticeships in any of your fields? KB We’re great believers in the importance of apprenticeships – and their value to young people, to our business and to the industry. We are playing an active role in promoting construction-related apprenticeships, and we’re supporting the Institute for Apprenticeships in creating new apprenticeships. We offer a range of apprenticeship programmes from chartered surveyors to careers in human resources. As part of our 150th anniversary celebrations, we are committed to recruiting 150 apprentices over the next few years, in areas such as data analytics to building services. We see apprenticeships becoming a critical path for young people starting off in their careers and we are keen to provide as much opportunity for them as we can. www.srm.com @WeAreMcAlpine @WeAreMcAlpine Sir Robert McAlpine

CONSTRUCTING A SUSTAINABLE FUTURE Galliford Try is a FTSE 250 company and one of the UK’s leading housebuilding, regeneration and construction groups. Through its work, Galliford Try transforms lives and landscapes and makes a positive impact on the people and fabric of the UK, delivering positive and lasting change. Peter Truscott, Chief Executive of the business, outlines why a career in construction could be right for you.

WHY WORK FOR US We offer a comprehensive benefits package which typically includes a competitive salary and bonus scheme with pension plus: ■ Membership to a professional body. ■ Tailored training and development. ■ 28 days holiday in addition to bank holidays. ■ Wellbeing programme with 24/7 support. ■ Agile working. ■ Volunteering days. ■ Private medical scheme. ■ Cycle to work scheme. ■ Corporate discounts. ■ Save as You Earn scheme. ■ Life assurance scheme. ■ Pension scheme

Why consider a career in construction/ housebuilding? Being part of our industry gives you the opportunity to create something very physical and real, and then look beyond that at the positive impact you have made. At Galliford Try, we operate through three strong businesses: Linden Homes, Galliford Try Partnerships and Construction & Investments. We are all incredibly passionate about the role we play in creating the high-quality homes, inspirational buildings and vital infrastructure we construct, committed to the idea that what we do makes a real difference to people’s lives. This makes for a very fulfilling and rewarding career.

What does a job in construction/ housebuilding entail? There are many office-based roles, as well as site roles, and those that combine both. We have pre-construction teams who engage in business development and work on preparing bids, designs, commercial agreements and other planning for contracts. We then have the better known roles such as construction, project and site managers, civil engineers, quantity surveyors and trades like bricklayers and joiners. We have sales staff, community relations officers, environmental managers, and, like other large organisations, we have central corporate roles such as HR, finance, legal and admin. There are a number of career paths to choose from and each offers exciting progression opportunities.

What’s the culture like at Galliford Try?

FIND OUT MORE Visit our website: www.gallifordtry.co.uk/ careers.

We are a values-driven, people-orientated organisation that is committed to creating greater social value. All our work is underpinned by our culture of ‘Doing the right thing’, our values of Excellence, Passion, Integrity and Collaboration and we are driven by our vision to be leaders in the construction of a sustainable future.

We work with communities, we encourage our staff to volunteer for good causes by giving them paid volunteering time. We also place great importance on staff wellbeing, through, for example, our award-winning ‘Be Well’ programme and by employing agile working practices (working from home, flexi-time, compressed hours and so forth) to empower people to choose how they work and achieve a good work-life balance. We believe in working smarter by using technology to save on time and costs and we aspire to innovate – just like our recently launched virtual reality health and safety training. This is because we truly believe that people are our most competitive advantage and want to give them the tools to do what they do best. We also want to demonstrate, in practice, the wider positive impact that we aim to create.

Who should consider a career at Galliford Try? We’re seeking team players who are committed, talented, and, above all, passionate. We draw on a diverse range of skills and talents, and recruit from all sectors of the community, enjoying, promoting and valuing a diverse workforce. As demonstrated by our Inclusion & Diversity Award from NextGeneration, we embrace and value ‘difference’, firmly believing that having varied approaches allows us to think outside the box, collaborate more effectively, and devise ideas that work better all around. Joining Galliford Try, you will work with some of the best people in the industry as you start an exciting and rewarding career with us. You will receive hands-on, practical work experience in an environment that guides, challenges and develops you. You have the opportunity to join our business through our apprenticeship programme, Management Trainee Scheme, Graduate programmes or by applying for a specific role in one of our businesses.

Creative, Arts & Media If you have a flair for design and creativity, or you are attracted to a career in the performing arts, then this could be the career sector for you. Creative, Arts & Media covers more than just television and theatre; it encompasses everything from film to fashion and music to gaming. The sector is one of the fastest growing industries in the UK and there are numerous roles and opportunities waiting to be filled. Over 2.8 million people work in creative industries, contributing an estimated 5% towards the UKâ&#x20AC;&#x2122;s GDP, and thereâ&#x20AC;&#x2122;s no sign of any drop-off moving forward.

Apart from actors, dancers and musicians, there are many more technically skilled jobs in production, lighting and sound engineering, not forgetting marketing, advertising and communications. The sector is very resilient and ever changing, even more so with digital technology. The UK has been at the forefront of the digital IT sector, but it needs more young people with the skills to future-proof the industry.

Creative development by Alan Bishop, Chief Executive, Creative Industries Federation. Our world-leading creative industries are the fastest growing sector in the UK. Our creative industries contribute £91.8bn GVA to our economy (more than the automotive, life sciences, aerospace, oil and gas industries combined) and one in 11 people are working in the creative industries. The number of creative occupations in the UK is growing at double the rate of overall employment. Put simply, our creative industries are absolutely fundamental to the health of our economy as a whole and there are a huge number of opportunities for young people that may wish to pursue creative careers.

For the UK’s economy to grow and innovate we need to inspire, encourage and prepare our future creative workforce. However, there are barriers that stand in our way, including a simple lack of public awareness of the nature and range of creative careers available and how to pursue them. Careers in the creative industries span everything from the performing arts, fashion and architecture through to publishing, video games and film. And that’s not to mention the incredible scope for creative roles within organisations outside the sector itself.

We hear from young people and those advising them on their careers that they believe that creative skills and qualifications simply may not lead to employment in the future. This just isn’t true. In fact, research from Nesta showing that 87% of creative occupations are resistant to automation. This makes investment in equipping young people for creative careers absolutely vital if we are to ensure that the UK has a resilient workforce, prepared for the future.

Next year we will launch our Creative Careers Programme, in collaboration with ScreenSkills and Creative & Cultural Skills, which will work with businesses, entrepreneurs and schools to ensure that young people, parents, carers, and teachers have easy access to the materials, advice and guidance needed to pursue a creative career. It will reach more than 600,000 11-16 year olds across the UK and will open doors to ensure that the widest possible range of talented young people are considering creative careers.

The creative industries sector is facing serious skills shortages, particularly in areas that require a combination of technical and creative skills such as video games and architecture. With increasing automation and easy access to new technologies, the demand for creative skills will only increase.

The strength of our sector depends on it, but so too do the futures of the young people who are currently choosing their careers and who have such an incredibly rich array of creative opportunities ahead of them.

To find out more visit www.creativeindustriesfederation.com

Lights, Cameras and Action Do you want to work in film and television but don’t know where to start? Whether you are practical or creative, an organiser or good with figures, there could be a role for you in the UK’s booming screen industries – and we can help you find it. by Seetha Kumar, Chief Executive Officer, ScreenSkills

creenSkills, formerly known as Creative Skillset, is the industry-led charity responsible for skills and training at every stage of a career in screen, which also includes visual effects (VFX), animation and video games. We don’t train actors but we do cover the wide array of jobs behind the camera – and there are lots of them. Television shows and movies need directors, producers and writers as well as electricians, carpenters and hair and make-up artists, not forgetting the visual effects artists and animators, accountants and publicists. Britain’s films, television, visual effects (VFX), animation and games are world-famous, and these industries are growing. It is true that jobs in this area are highly competitive, but the industries are also very keen to recruit. Many roles are freelance, where you go from project to project and are not employed by a single employer. The work is often demanding and may mean long and irregular hours at busy times; but it is also exciting and rewarding. The hard-working and talented can earn good livings. How do you decide whether a career in screen might be for you? One way is through initiatives such as the BBC’s Digital Cities, or a range of events we at ScreenSkills run to give people the chance to explore the options available in the UK screen industries and as a taster of what to expect.

These include Open Doors, which are meetings for 16 to 30 year-olds hosted UK-wide to raise awareness of career paths and provide chances to meet screen professionals, and boot camps, which offer guidance on next steps such as writing CVs and how to make contacts. The boot camps also work as preparation for the ScreenSkills Trainee Finder scheme, where successful applicants receive basic training on issues such as health and safety and set etiquette – the ‘dos and don’ts’ of how to behave during filming – before being placed on films and prestigious television dramas from ‘Wonder Woman’ and ‘Fantastic Beasts: The Crimes of Grindelwald’ to ‘Derry Girls’ and ‘Black Mirror’. We have careers information on our website so that anyone can learn more about jobs in screen. Our work is trying to create a more level playing field. Film and television should not be restricted to those already in the know, so we are developing clearer routes into the screen industries such as ways for potential recruits to find courses that should help them get in, even if they have no connections in the industry. For example, if you are thinking of pursuing your ambitions at a university or further education (FE) college, we have what we call the ScreenSkills Tick, which is a signpost to courses relevant to a career in film or TV. We work with industry experts to identify courses that deliver the practical skills and knowledge employers want, and we list all accredited courses in a searchable directory on the ScreenSkills website.

Until now, the Tick has been largely adopted by universities, but we are conducting trials designed to make it work better for further education, too. We are developing apprenticeship standards and arguing for amendments to make the system work better, because being paid to learn opens up the industry to people who might not otherwise be able to join. Although there is a need for more apprenticeships, they do already exist and major broadcasters are a good place to start if you are interested in this route. Once you’re in the industry, we encourage you to stay in touch, as we have courses to keep the workforce up-to-date. You could consider joining our online creative network and create a profile where you can add your latest work history and upload your portfolio and details of any skills and training you have. There are more jobs than most people realise in the UK’s screen industries and they cover a wide mix of skills. Research by the innovation foundation Nesta suggests that workers in the creative industries are much less likely than most to be replaced by robots in the future. It is also a sector that is trying hard to become more diverse, as it knows that it is important to have a workforce that reflects the society in which we live – workers who can help television and film to tell a greater variety of stories, authentically, about different people’s experiences. Get in touch if you want to know more. www.screenskills.com

Interested in a theatre career but not on stage?

he Royal Central School of Speech and Drama (Central) is part of the prestigious University of London and is ranked as the number one drama school by the Complete University Guide. The university offers courses in all aspects of theatre. Alumni include the likes of, Riz Ahmed, Kit Harrington, Dawn French, Dame Judi Dench, and Sir Lawrence Olivier. Based in Swiss Cottage, Central is a stone’s throw away from London’s West End, the epicentre of theatre, allowing students to immerse themselves in the latest and greatest that the world of theatre has to offer. With over a century of theatre wisdom and generations of artists being trained here, it is hard to find a theatrical organisation that doesn’t have a graduate or two working with them, or running them! However, out of all the areas of study that Central provides, perhaps one area of specialism of which you might not be aware, despite its growing importance, is, ‘Applied Theatre’. What is Applied Theatre? As the first course of its kind in the UK, the BA (Hons) Drama, Applied Theatre

and Education degree (DATE) enables students to use theatre practices for social or educational benefit in varying range of community groups and contexts, from schools and hospitals to prisons at home and overseas. The course attracts a diverse range of students from across the UK and globally to study and develop as artists. With elements familiar to a Drama and Theatre Studies degree, DATE allows students to gain a broad understanding of theatre and performance before offering opportunities for students to decide what kind of theatre they might like to make, and then make it, with an extensive number of placements opportunities in the UK and internationally, students choose the types of communities they want to work with. Taught by the largest group of Applied Theatre practitioners, researchers and lecturers, the course offers a broad range of modules, often based on a tutor’s specific areas of research and practice. These have previously included; Performing Health, Verbatim Theatre, Theatre and Identity, Theatre for Change and Theatre for and with Young People. Expert teaching is supported by an equally accomplished array of visiting artists and professionals such as: playwright

Tanika Gupta MBE (Lions and Tigers, Gladiator Games), Rob Watt, Youth Program Manager at The National Theatre, and Ola Animashawun, former Artistic Associate at The Royal Court.

The course attracts a diverse range of students from across the UK and globally to study and develop as artists

Putting theory into practice

Graduate Destinations

After two years of studying, students often know where they want to focus their practice beyond the boundaries of Central and have the opportunity to gain experience in these areas whilst on the course. One of these tailored opportunities is a professional placement at the start of the final year. These placements occur in organisations like the Young Vic, Clean Break, Shakespeare’s Globe, The Theatre Royal Stratford East, or as part of award winning international Applied Theatre projects in India and South Africa and tend to match the individuals interests. For all these projects students are eligible for Leverhulme funding, which the school has been the recipient of for many years. This funding supports projects that occur outside of London and cover almost the entire cost of the project. As a result, students have gained experience around the world with little to no financial obligation.

In a time when the creative industries are undergoing dramatic funding cuts – despite being an industry that brings in over £84.1 billion a year to the UK economy – the ability to adapt and evolve are vital skills for any theatre’s survival.

As well as the final year placement, a second-year module titled, Collaborative Outreach allows students to create their own, independent projects in a range of settings again with Leverhulme funding. Previous projects have included working with teachers and children in slum communities in India, health education in South African townships, working with youth homelessness in New York and at special educational needs schools across the UK. Students interested in formal education can also undertake placements within both primary and secondary schools.

Vic, Shereen Philips who has worked at, The Tricycle Theatre, The National Theatre, Talawa Theatre Company and The Barbican as a project manager, playwright and community programme coordinator and Amy Riley, Outreach Officer at Icon Theatre. Interested in finding out more?

One of the largest developments that theatres are making is implementing various education and community-based projects alongside their main season of work. Not only does this allow for engagement with new audience members, it also allows theatres greater access to arts council funding. Many of the graduates from the BA (Hons) Drama, Applied Theatre and Education degree are leading the charge in this area of work across the country and beyond. Graduates have gone on to work on schemes such as, ‘Minding the Gap’ at The Kiln Theatre where young people with English as an additional language develop their English through fun, practical workshops. Not only do graduates work within well-established theatres and their education/community departments but they also form their own companies or work within smaller arts organisations and companies such as Little Fish and Milk Presents.

Although Central is a conservatoire, applications to all the undergraduate degrees follow the usual UCAS process which in turn means that applicants are also eligible to apply for a student loan to cover the cost of tuition and maintenance. Central also has a vast range of scholarships available to students totalling over £100,000. Applications to all Central’s undergraduate courses guarantee an interview/audition as entry to the course is a much about the individual as it is their grades. Grades can also be overlooked if the candidate excels at interview. Central also understands that it can be difficult to get to London for an interview therefore, students can chose from several interview dates or can book onto one of Central’s regional auditions. This year regional auditions will be held in Manchester, Leicester, Newcastle and Bristol.

Graduates from the course include; Chris Stafford, Chief Executive of The Curve, Leicester - whom the course still work with; Georgia Dale, Head of Learning at the Young

To find out more information on our courses and how to apply, please visit; www.cssd.ac.uk or book onto one of our open days, weekly tours or view the school remotely by our virtual tour.

Exceptional courses:

STUDY at a world-leading drama school

> Acting > Drama, Applied Theatre and Education > Theatre Crafts, Design and Production > Writing for Performance www.cssd.ac.uk CSSDLondon

LAMDA

ere at LAMDA (London Academy of Music and Dramatic Art), we believe that the creative arts industry will be as successful, diverse and representative of our society as the actors, directors and technicians that we train. A quarter of our BA (Hons) Professional Acting students are from a Black, Asian or Minority Ethnic background and we are incredibly proud of all of our alumni which include Chiwetel Ejiofor, David Oyelowo, Tinuke Craig and Ann Ogbomo. However we know that there is still progress to be made. We want to ensure that we are training a diverse cohort of students and help create a shift in the industry so that it is truly representative of the world in which we live.

We see our industry as a pipeline, in which we all play our part to ensure the most talented young creatives have the opportunity to train, develop and become the next generation of artists. This starts by ensuring young people have access to performing arts in school and are educated in the wealth of career options available to them, whether in the spotlight or behind the scenes. A worrying trend in recent years has seen drama and other creative subjects side-lined for those considered to be core academic subjects. Figures released by the Joint Council for Qualifications this year indicated that GCSE drama uptake has fallen by 5.3% on 2017 and according to a recent BBC survey; nine in ten secondary school subjects have cut back on lesson time, staff or facilities in at least one creative arts subject. Furthermore, a survey commissioned by

LAMDA showed that nearly half of school children had never been to see a play with their school. With young people being denied the opportunity to even experience drama we risk the industry becoming homogeneous and exclusively for the privileged few. Joanna Read, Principal of LAMDA, commented: â&#x20AC;&#x153;I firmly believe that drama should form a core part of the school curriculum and take its place next to Science, Maths and Technology subjects. We know that not everyone will want to go on to pursue a career in the creative industries, however the key skills learnt studying performing arts; team-work, confidence, communication, are all vital for any industry. We want to recruit the best students, regardless of background,

academic achievements or financial circumstances, however that will only be possible if the opportunities are provided to young people in the first place.” In spite of this, it’s not all bad news, with several organisations out there working to counteract this trend. At LAMDA we work with young people up to the age of 25 who may not have had the opportunity to experience conservatoire training as a career choice; engaging them in workshops, visits and events designed to raise aspiration and build routes into training and employment in the creative industries. Just some of the organisations we have partnered with include; the Primary Shakespeare Company, who work with schools to introduce theatre at a young age; Graeae, working with D/deaf and disabled actors; Intermission Youth Theatre, who work with disadvantaged young people and Open Door who provide free audition places for Drama Schools. Additionally, we currently provide financial support for around a fifth of our students, beyond the student loan system, and our aim is to increase this so that we can ensure no one with the passion and talent feels unable to train with us.

2018 LAMDA graduate Yolanda Ovide, commented on her feelings as she prepared to enter the industry: “As a BAME actor I do feel we need more representation but that change is starting to happen now. People are out there creating incredible work and there are more BAME actors training in drama school than even when I first started, so multiple doors are starting to open now.” Joanna Read said: “We are entering an exciting period of change in the creative industries. From Kwame Kwei-Armah being appointed Artistic Director of the Young Vic, to Natasha Gordon being the first black female playwright to have a show (Nine Night) in the West End, plus of course the huge success of blockbusters such as Black Panther, glass ceilings are being shattered and an exciting generation of artists are emerging. However we need to ensure that we continue to feed the pipeline and that we are introducing the opportunities from a young age.” For more information about LAMDA and the partners we work with visit www.lamda.ac.uk or you can find us on most social media platforms as LAMDADrama.

TRAIN WITH US

LAMDA seeks out and trains exceptional artists and technicians of each generation. Apply now to experience our world-leading training in acting, theatre production and directing. We will be auditioning in 11 cities across the UK. Audition fee waivers are available. lamda.ac.uk

LONDON ACADEMY OF MUSIC AND DRAMATIC ART

“As a BAME actor I do feel we need more representation but that change is starting to happen now.“

Access your creative side! by Josie Dobrin, Chief Executive, Creative Access

ove literature? TV addict? Crazy about the sound of music? If that sounds like you, the real question is how do you make a career out of it? Well, the UK creative and cultural industries are actually a great place to work; they continue to grow and have doubled in size in the last ten years. The sector has proven resilient in recession and forecasts to grow significantly in the next ten years. So, how can you be a part of it? In 2011, the UK published the results of their most recent census, which showed that over 40% of Londoners and a quarter of all under 25 year olds come from a non-white background. Yet a 2012 workforce survey showed that the proportion of the creative industries workforce that come from a Black,

Asian and other non-white ethnic minority (BAME) background is just 4 – 6%.

This is where Creative Access comes in…

Why are people of colour so poorly represented in the creative industries you may ask? Especially when as a sector, we need to be making adverts, writing newspaper articles, publishing books and creating TV and other content that appeals to every group of the population. We can’t do that if the predominantly white-middle class workforce currently running the industry continues to do so.

Set up in 2012, Creative Access helps young people from BAME backgrounds as well as those from other under-represented groups, to secure paid training and employment opportunities in creative organisations, and supports them into full time employment.

There are lots of reasons for this poor representation, including a history of unpaid internships in the sector, a lack of BAME role models and crucially a lack of access routes into the creative sector. With a huge 85% of creative industry roles recruited via word of mouth, having good networks is absolutely vital.

We work with over 300 organisations in ten creative sectors: • Television

• Music

• Film

• Museums & Galleries

• Radio

• Talent

• Theatre

• Book Publishing • Newspaper & Magazine Publishing

So if all this sounds like something you want to be part of, we’ve come up with our top ten tips for preparing for a role in the creative industries; what you can be doing whilst you’re still at school or college to give you a flying start… The most important thing for any career, is to show that you’re interested in what you are aiming to do. We know how hard it is to get work placements, but there are lots of things you can do which reflect your passion even if you haven’t got concrete experience under your belt. These will all help you when you write your CV or application form, or when you go for an interview: 1. Write a blog. Set up a blog, which you update regularly. This might be about books you’ve read, your favourite adverts, trips to the theatre, commentary on industry trends or a guide to what’s on in your area. Whatever it is you, make sure you post regularly. Add images and make sure it’s spell-checked before it goes live.

We work with companies right across the UK, from Bristol to Newcastle and from Cardiff to Manchester. Our interns have been placed with large, small and medium-sized organisations, from regional theatres and tiny marketing agencies, to global brands such as ITV, Apple, Tate, Hachette and the National Theatre. So far, we have placed almost 1,000 interns in paid 3 to 12 month internships and the majority of these have gone on to secure full time work at the end of their internships. We have also supported over 15,000 young people with careers advice, interview preparation and CV development skills. We have a wonderful community of interns. Our hugely successful training programme, including an induction day and monthly evening masterclasses, act as brilliant opportunities to connect with other interns and alumni and give each individual an invaluable insight into all creative sectors. We continue to work with our community as they progress in their careers to help them secure executive roles and become future creative industry leaders.

2. Organise an event. Join a committee at your local school, church, sports team or charity - or set one up yourself. You can demonstrate your fundraising, teamwork and organisational skills by helping to run a comedy, music or social event (wherever your interest lies). 3. Develop your portfolio. Employers will want to see evidence of your creativity if you’re applying for a creative role. If you like film, animation, special effects or even presenting, get lots of practice creating your own content. Begin to build up a body of your work; be that in design, art or writing. Hard copies are great, but better to upload digital versions and create your own personal website or YouTube channel. 4. Join in with as many extra-curricular activities as you can. This can give you skills, knowledge and experience and it will look great on your CV too. It could also be a great way to meet like-minded creatives and share ideas or meet or hear of potential employers. And make sure you stay in touch with your fellow creative peers, as they could prove invaluable in the future. If you want to get into radio, consider getting involved with your local hospital radio. Or if you want to be a journalist, write for your school, college, university or even local newspaper. 5. Social media. This is a great way to keep up to date with what’s happening in the industry. Follow influencers in the sectors in which you’re interested. Join relevant industry groups on LinkedIn and jump on industry-related hashtags. When you build up confidence you can actively engage in trending conversations. A word of

caution… Prospective employers often look at social media to check on future employees. Never post aggressive or inappropriate content. Make sure you reflect the interests you say you have; if you claim to like news and current affairs, but only post about your social life, companies won’t be impressed. As a general rule make sure your social media accounts are set to private. 6. Approach people for advice. Most people like talking about themselves. If you have a genuine interest in a company or an industry, send a polite email asking if you can come in for a quick chat to learn more about the sector or that individual. Best-case scenario, it might lead to some work experience. 7. Learn to drive. Sounds strange, but many roles do require a driving license. It’s worth the expense and effort in the long run and will give you an advantage over other applicants. 8. Research. Do your homework about industry leaders, sector trends and new initiatives. Look at the sorts of roles on offer in the sector you are interested in. Most trade bodies have excellent resources for you to access. When you read a book, check who published it; or if you’re a fan of a particular TV show, make a note of which production company made it. You can also research the skills employers are looking for. The easiest way to do this is by looking at job descriptions that resemble your dream role. When you find a position you like the look of, skim through the skills and experience listed to see if you have what it takes to be hired for the position – and if not, how you can go about building up the missing bits. By sifting through vacancies, you might also stumble upon a role you’ve never considered before which might be just the thing for you. 9. Prepare your CV. Your CV should be a maximum two sides of an A4 page, ideally one. Always bullet point so you are short and concise. Proof read: yourself first and then get someone else to! 10. Stay in touch. If you want more advice about entering the media or creative industries, stay in touch with Creative Access. We are here to support you. You can reach us on any of the following ways: • Instagram: @_creativeaccess • Twitter: @_creativeaccess • LinkedIn: Creative Access • Facebook: Creative Access • Register with us at: www.creativeaccess.org.uk GOOD LUCK AND STAY SOCIAL!

Q&A Natifah White London Contemporary Dance School

atifah White is a third year student studying BA (Hons) Contemporary Dance at London Contemporary Dance School. As she heads into her final year, she reflects on her experience so far… Why did you choose London Contemporary Dance School for your BA? I chose LCDS because I was really interested in the variety and the options that the school offered. In terms of technique, I was very interested in learning about Cunningham and Flying Low, but also release and floor work – there are so many interesting techniques that we do. What advice would you give to future potential students? Be ready and open to challenge what you already know and develop it further. There are so many options and opportunities here that test and challenge you. Be open to the possibility that it may change or develop; it may form you as a better dancer, a better artist, a better person in general. That’s what I think is the most interesting – yes, you are at a dance school but also you are developing yourself as a person and an individual. What was unexpected or surprising about studying at LCDS? I discovered the feminist society; a very interesting group of students who come together every week to discuss feminist or gender topics. Also, Critical Studies was a really interesting lesson in first year. I learned a lot about philosophy – Judith Butler, Michel Foucault, Sigmund Freud – that I was very surprised by. I actually enjoyed it!

Do you need previous experience to study at LCDS? I first started out in contemporary dance when I did a CAT [Centre of Advanced Training] programme back at home in Nottingham, and that was the only contemporary training I was exposed to, so I was very much open to what the school could offer in terms of intensity and different levels. I am not from a balletic background so it was nice that we were able to start off at a level where we could train and develop the technique together. I did train in other styles such as hip-hop and house, which have influenced the way I present myself here at the school. It was very nice that the school was able to allow us all to start and develop together, especially coming here without much technique experience. What kind of support is offered and how has that helped you studying? Support at the school is very good. I have a lot of financial assistance which I’m very grateful for. The school provides automatic bursaries and also bursaries that you can apply for such as The Fund for Excellence. In terms of wellbeing, there are counselling

options which a lot of students, including myself, utilise. It was very helpful for me. There’s also academic support, help for dyslexia and dyspraxia, and a lot of other options and opportunities to help you be the best you can be, which I think is really important. What is the most challenging part of studying at LCDS? For me the most challenging part of the course is being decisive when it comes to picking options. When you transition from first year to second year, the options are so vast that it is hard to pick! Being decisive is very important in terms of what do you want to explore more, especially when it is about independence and finding your own interests. Even if you already know something, you have to ask yourself how you can develop your knowledge or understanding of a certain subject. What is your favourite part of the course? There are a lot of performance opportunities, or if you are more interested in improvisation, there’s a partner-work

devised project you can do which is very interesting. It’s going beyond just improvising, exploring how you devise or how you choreograph authentically, which I think is really nice. Students at London Contemporary Dance School study a three-year undergraduate programme leading to a BA (Hons) in Contemporary Dance. The programme is highly intensive, with studio-based work at its centre, enhanced by a range of contextual studies that directly relate to the experience of performing, making, researching and understanding dance. The programme offers the flexibility to specialise in performance or choreography, or to develop expertise in both fields. Students learn a broad base of skills, supported by a range of movement practices and have valuable performance and creative opportunities throughout the programme. As they complete their degree and begin to explore their next steps in dance, students are supported as they graduate into professional employment, independent practice or postgraduate study. The BA (Hons) Contemporary Dance degree is validated by the University of Kent. For information on LCDS visit www.lcds.ac.uk

Diversity, Inclusion & Equality within the Entertainment Sector What is Equity? We are a trade union of more than 45,000 performers and creative practitioners, united in the fight for fair terms and conditions in the workplace. We are professional actors, singers, dancers, designers, directors, stage managers, puppeteers, comedians, voice artists, and variety performers. We work on stage, on TV sets, on the catwalk, in film studios, in recording studios, in night clubs, in circus tents and beyond. Equity brings together entertainment professionals and those in training and ensures their demands are heard: whether these are for decent pay, better health and safety regulations, or more opportunities for all – regardless of ethnicity, gender, sexuality, disability or class. Even when our members perform solo, they are not alone. They are always part of the Equity community. Our job is to improve the working lives of members and represent their interests at local, national and international level. We achieve this by working together with members to negotiate with employers,

by Ian Manborde Equity Equalities and Diversity Organiser

organise workplaces, set minimum pay levels, lobby government departments and ministers, campaign, take up legal claims and provide a range of benefits for members.

We also have a network of Student Deputies who take an active role. They can help influence the union by attending events, submitting proposals and participating in our Annual Conference.

Students

When asked why it is important to become a member of Equity, and play an active part, Obioma Ugoala (who played George Washington in Hamilton in the West End) said:

There are more than 5,000 Equity student members who bring their ideas, issues and energy to the union. If you are on a higher or further education course lasting at least one year that is preparing you for work as a performer or creative practitioner, you can become an Equity Student Member as soon as you start your course. Think of it as a kick-start into the profession. It will help you build networks and communities beyond your course, and give you access to information and advice on your chosen profession that you simply won’t get elsewhere. As part of membership students get £2million of public liability insurance, the chance of bursaries, discounts, networking opportunities and free business skills training and access to lots of relevant information.

“If you’re in a company that doesn’t have full membership, try to get everyone to sign up because when we have the weight of numbers we can negotiate better deals, we can make sure that we’re not taken advantage of by producers. It can happen in the smallest play, it can happen on the biggest stage.” A Voice for Everybody Equity understands that it has an important role to play in articulating the concerns of those who face barriers in getting work in the industry, and advancing their careers. Equity has established committees, comprising members from across the sector, with a dedicated focus on the needs

of minority ethnic members, LGBT+, women and deaf and disabled members. Through these committees Equity develops policy, strategy and campaigns which seek to challenge discrimination and work with key organisations and employers to open opportunities for minority and disadvantaged groups. For example, Equity is a key voice for change in tackling sexual harassment and abuse in the sector and published its strategy, The Agenda for Change, in January 2018 as a blueprint of the responsibilities all organisations, including education and training providers, have in contributing to profound, permanent change. “We are the first line of defence against bad behaviour and the go-to source of advice whenever our members face problems of any kind. We want to empower members affected by bullying, harassment or sexual harassment to come forward with their experiences and we will support them when they do.” - Agenda for Change

If you’re in a company that doesn’t have full membership, try to get everyone to sign up because when we have the weight of numbers we can negotiate better deals...

Fair and Equal Treatment The focus on harassment and abuse has enabled Equity to raise the profile of other key strategies to address discrimination, including issues that affect black and minority ethnic performers particularly. A good example of this is the union’s Manifesto for Casting. This seeks to ensure that the casting process is as fair, open and transparent as possible. We have worked tirelessly with organisations to create a set of standards within the Manifesto which offers our members fairness and equality in their opportunities to get work. “A successful casting process is crucial for the UK creative industries. This manifesto sets out Equity’s vision of how the process of casting can be made clearer, fairer, less stressful and more inclusive for everyone.” - Manifesto for Casting

The Network is about ownership of how we, as ethnic minority artists, educate the industry.

Equity and BAME Performers The fight against any form of bias or discrimination in the entertainment industry is a central focus of Equity’s day-today work. The focus on BAME performers is of such importance that in March 2018 the union launched its new network to provide a space for black members to discuss concerns unique to them. In addition to connecting individuals and facilitating conversations, the insights gained from this initiative will inform the union’s policy and work. The Change Network invites all ethnic minority members to identify the priorities in tackling on-going discrimination. It is important that performers set the agenda on issues important to them, and the Network has identified problems with racism, casting, hair and make-up and low pay as critically important matters. Actress Dawn Hope has been central to the launch of the Change Network and when interviewed for the Equity magazine about its purpose said: “Equity encourages all of its members to take a fully active role at a local, regional

and national level on issues common to groups they belong to, as well as those issues common to all members across the UK. We welcome BAME student members into this work, and I welcome them to contact me to discuss how they can be involved.”

Get in touch Ian Manborde Equalities and Diversity Organiser: imanborde@equity.org.uk Amy Dawson Student Membership Co-ordinator: adawson@equity.org.uk www.equity.org.uk/at-work/students/ @Equity_Students

First steps in digital? Want a career where you can make a life-changing impact? For young and innovative disruptors intent on shaking things up, the worlds of digital and tech are your natural home.

here are some industries where you might expect to spend years climbing the ladder. And then there are some where, if you’ve got the ideas, ambition and the drive to make it happen, you don’t have to wait in line. Digital is one of those industries. BIMA is the UK’s voice of the digital and tech sectors, and has a unique vantage point on the industry. “Every sector goes through periods of relative calm and then periods of pretty rapid change and upheaval,” says Natalie Gross, co-president of BIMA. “That cycle is so much quicker in digital and tech. The ‘next big thing’ is old news so quickly that it can be difficult to keep up, but it makes it an incredibly exciting space to work in. “I don’t think there are too many areas of work which offer such an opportunity to shape the way we live. Somebody created the first virtual assistant. Somebody developed VR, Ai, blockchain. And next week or next year, somebody will create something else that will end up on all our phones, or in every store, and change the way we live again. And if you’ve got the ideas, the application and the energy to make it happen, it could be you.” But what’s it like at the centre of the business? What are the realistic opportunities for young people starting out in digital? And how do you make it happen? To find out, we spoke to two young members of BIMA’s

community and asked them about their routes into tech and digital.

me, before I was able to employ the freelancer I had begun outsourcing lots of work to.

Leading the charge

From there, we grew to about 15 people – it was about two years ago when we reached that point – and then I decided to completely change the structure and proposition. Over the past 18 months we’ve been rebuilding a much stronger and senior, specialist design studio – from the ground up.

Shannie Mears is co-founder and key talent officer of The Elephant Room (theelephantroom. net), a creative company with a focus on diverse creative collaboration. She’s a champion of emerging talent and in 2018 was named as one of the BIMA 100, a celebration of the most influential people within the digital industry. Tom Keeping is founder and creative director of Keeping Studio (https://keeping.studio). A BIMA 100 ‘Rising Star’ in 2016, Tom was already in a senior role at a local agency by the time he left school, and in the years since, he’s successfully launched his own company and become a member of BIMA’s Young Talent Council and BIMA’s Regional Council in the South, with a remit to promote inclusiveness and ensure representation among young talent in the industry. Here, Shannie and Tom explore their experiences in UK digital and share advice for anyone looking to get into the industry. What’s your background? What were the key steps on the journey to your current role? Tom: I dropped out of school when I was 16 to start the studio. For a couple of years it was just

Shannie: I’ve always been involved in the arts, initially starting off as a dancer but from a young age, organising my own events, running workshops, applying for funding were all transferable skills to get into advertising. I applied for an internship and then ended up leaving to start The Elephant Room which is a creative company operating within the advertising industry. I’ve always loved helping people, and connecting the dots. I feel like that has just manifested into an actual role and now I am head of talent. What are the key factors that have made you/your business a success? Tom: Everyone else. I spend my life listening to other people’s experiences and taking the advice of much more talented people than myself. I feel that success comes from one thing: the filter through which you onboard this knowledge. It’s not all good, it’s not all

bad. You just need to get good at knowing what’s right for you and what’s not.

“ Throw yourself at everything, fall over, then get up and do it properly”

Shannie: We are an eclectic team of founders, each of us representing something different and being able to bring something very special and unique to the table. We respect each other’s views and share the same frustrations for our industry. What’s been the biggest challenge you’ve faced in your career? How did you overcome it? Shannie: I wasn’t aware of the lack of representation within advertising and tech. It was hard not having people who look like me as role models and coming up against certain types of characters in the workplace. I realised not all people accepted you as a person and instead allowed certain opinions to build barriers in relationships and opportunities. But there were some amazing people who encouraged me and now, starting The Elephant Room, we are building an inclusive space and taking a chance on potential. I now speak up and try to be the example for people that I didn’t have at the beginning of my journey. Tom: Finding the right people to surround myself with, and the only way to fix this was to get out and network. Have you come up against the same sort of diversity and inclusivity issues in your career that so many others feel in their lines of work? In what ways is digital ahead/ behind the game? Shannie: Yeah, but I don’t think it’s digital; it’s just real world problems. The media and society conditioning. We need to re-work in the real world. Tom: I have been lucky for the most part, but age was definitely a blocker for me in the past. Luckily, people almost expect that digital knowledge comes with youth – and being (roughly) the age of the internet helps. The digital industry is quite actively looking to address more serious diversity issues, but stereotypes still wrongly manipulate people’s recruitment decisions. What’s the best thing about a career in tech/digital? Tom: The pace. It’s exciting and future-bound. Shannie: We get to be a part of potentially the fastest and most interesting age of the online community. It’s great to be able to witness that and contribute to it.

What’s the worst thing about a career in tech/digital? Tom: The pace. It’s very easy to fall over if you never stop running to look up and reset. Shannie: Not knowing what’s next, very few people enjoy being in the unknown. What are the big opportunities for someone looking to get into the digital and tech space right now? Shannie: Look at internships. My advice is not to wait for permission to be accepted otherwise you will be waiting a long time. Assess growth for yourself through different avenues and collaborations and look at company culture. They are all important. Tom: The unknown. Where an industry doesn’t quite know what’s next (and with digital, that’s everything) people are looking for guidance and someone who understands what is changing. Just make sure that you use this to your advantage by filling the gap with knowledge, rather than exploiting the gap for short term gains. Then you’ll have a career. If you could recommend one thing someone could do to give themselves a head start in forging a digital or tech career, what would it be? Shannie: Collaboration is key. Go out and meet like-minded individuals in that space, join community groups and continuously build meaningful relationships. The rest will follow. Tom: Throw yourself at everything, fall over, then get up and do it properly.

“Collaboration is key. Go out and meet like-minded individuals in that space, join community groups and continuously build meaningful relationships. The rest will follow”.

Education Everyone remembers a great teacher that inspired them to achieve, showed them the joy of a particular subject, or made lessons fun. If you want to make a difference, enjoy working with children, have genuine desire to bring out the best in other people and you are inspired by the creativity of the classroom, then you should consider a career in teaching. Most commonly, jobs in education are related to teaching, training and assessing in a school and there is a demand for graduates in teaching, with shortages in the subject areas of Maths and Science.

However, education also occurs outside of the traditional school environment, for example, colleges and universities, adult and community learning, the voluntary sector and even work-based learning.

Train at an Ofsted ‘Outstanding’ institution*

Get into teaching via our: • Primary PGCE • Primary School Direct PGCE • Secondary PGCE (with 13 specialisms) • Secondary School Direct PGCE (with 11 specialisms) We have Diversity Tutors on-hand to provide additional support to our trainees and Newly Qualified Teachers, including arranging extra visits to schools, support with classroom management and help settling into life as a teacher. * Ofsted Report, 2018

Manchester Institute of Education, The University of Manchester seed.manchester.ac.uk/education

T: 01223 767600 | E: outreach@educ.cam.ac. ut h@ed .ac.uk c.uk uk | Twitte Twitter: @CamEdFac @CamEdF | Inst Instagram: @cambridge_education @ mbridg ed atio | Facebook: Fa book CamEdFac C EdFa

Education is one of the most powerful cultural currents of change and growth in the modern world.

“

: What courses do the Faculty of Education offer that are relevant for young people?

B A E D U C AT I O N

TEACHER TRAINING

Our BA in Education is ranked the number one undergraduate Education course in the UK . Our course combines the study of educational and social issues with one of three specialisms:

We provide high quality PGCE courses in both the Primary and Secondary age-range. A PGCE is a 1-year teacher training qualiﬁcation. Our trainees are always in demand from headteachers and many of our PGCE graduates go on to positions of school leadership very quickly. We are ranked as the number one teacher training provider in England in the 2017 Good Teacher Training Guide, and we consistently receive outstanding feedback from our trainees on course evaluations. Follow our QR code for trainee proﬁles and experiences on our website.

• Education, Psychology & Learning (accredited by the British Psychological Society) • Education, Policy & International Development • Education, English, Drama and the Arts All specialisms lead to rewarding interdisciplinary degrees and include the opportunity to study in other relevant Faculties. Active research is at the heart of the Faculty of Education and this forms the foundation of our undergraduate teaching. Students are taught by academics who are at the forefront of their ﬁelds and who specialise in cuttingedge educational research. UCAS CODE: X300

Q: What are the entrance requirements? BA EDUCATION

PGCE (TEACHER TRAINING)

A*AA at A level (or equivalent, e.g. 40-41 points at IB with 776 at Higher Level), in line with other Cambridge degrees.

Honours degree with a 2.1 or above in a subject relevant to your chosen specialism (any subject accepted for Primary). GCSE passes in English and Maths (and in Science for Primary).

We offer PGCE courses in the following subject areas: • Primary (specialising in ages 3-7, 5-9, or 7-11) • Secondary (ages 11-18): - Art and Design

- Music

- Design and Technology

- Science: Biology

- English

- Science: Chemistry

- Geography

- Science: Physics

- History

- Latin with Classics

- Mathematics

- Religious Studies

- Modern Languages

Guardian University Guide 2018

The Faculty of Education is fundamentally concerned with learning. Who has access to learning affects its nature and value. Thus, the Faculty strives to attract learners from a diverse range of backgrounds in order to provide as varied a learning experience as possible, which enriches the lives of all. Professor Geoff Hayward Head of Faculty

Q: How important do you feel it is to train a culturally diverse range of students in the teaching profession and in other roles in education?

Teachers and education professionals contribute to the achievement and morale of pupils belonging to different communities and backgrounds, and make a real impact on future generations. The Faculty of Education is keen to recruit undergraduate students and trainee teachers who reﬂect the diversity of society. We particularly welcome applications from communities which are under-represented in the teaching profession, such as ethnic minorities, those from disadvantaged backgrounds, and men who want to teach in primary schools.

Q: The Faculty of Education has been ranked as the number one teacher training provider in England2. Why do you think you’ve been recognised for your efforts in this way?

Our course is carefully crafted and well-structured, with trainees spending two-thirds of their time in school settings. Our high quality Masters-level course enables trainees to become qualified, reflective practitioners. We advocate the importance of educational research and our course is designed to allow trainees to learn first-hand about the transformational power of classroom research from leading experts and from researching their own practice. This academic rigour enables trainees to study the complexities of learning and teaching whilst developing their professional identity through personalised provision

Q: What do you think the advantages are

of choosing a PGCE to train to teach?

All PGCE courses are required to include at least 120 days in school settings. Therefore, this route offers trainees both practical hands-on experience and an understanding of the theoretical frameworks to make sense of observations, provide space to reﬂect, analyse, critique and improve upon their own practice which in turn impacts positively on children’s learning. The PGCE route into teaching supports trainees to develop a clear understanding of the links between educational theory and classroom practice, and results in an internationally recognised professional qualiﬁcation. Those who have a PGCE can teach across all age ranges, from primary to secondary, in the UK and abroad. 2

Good Teacher Training Guide 2017

From Teach First pupil to Teach First teacher Laurell Milton, 2014 Teach First ambassador

ow do you go from being a teenager who hates English to a school’s deputy head of English in less than ten years? Laurell Milton, who joined the Teach First Leadership Development Programme in 2014, has done just that, and is now teaching pupils in the same corner of south London in which she grew up. She reveals how she is inspiring her pupils to see their own futures differently… I always thought I hated English. It was my least favourite subject during my GCSEs and I was way more interested in history and my extracurricular activities of music and sport. It wasn’t until after my GCSEs that, with the help of some great teaching, I realised how English is relevant to so many different subjects – including the rhythmic lyrics of music and the metaphors of sport – and I started to explore my love of language. At that stage I had a vague notion that I wanted to be a lawyer in the future but, because I attended a school in a disadvantaged area of London, I had no idea how to make this happen. So I was put forward for Teach First’s Futures programme, which connects less-advantaged students with mentors to help them reach as high as their talents allow when they leave school. My mentor, Steve, helped me to recognise that, despite my interest in the legal profession, my real passion was language. So I followed my heart rather than my head and got a place at the University of Essex to study history and literature. As I approached graduation, joining Teach First’s Leadership Development Programme to help other young people fulfil their potential seemed like the natural next step.

I love teaching. It’s undoubtedly the most challenging thing I’ve ever done and I had to put many aspects of my life on hold at the start, but I love the pace of the work and I’ve developed so many skills. One minute I’m an entertainer delivering a lesson on how to translate Shakespearean language into slang, the next I’m having an emotional conversation with a pupil about some personal problems, then suddenly I’m an admin guru working out complex logistics as deputy head of English before acting as a mentor in my school’s university application clinics. Loads of my pupils still can’t believe I grew up in Peckham, just like them. They’ve grown up thinking that the options open to them after school must be limited; after all, you don’t hear successful professionals speaking Jamaican Patois. So I try and help them to see that it’s possible to adapt themselves without changing themselves, much like a chameleon, in order to apply their skills and talents to a whole range of future education and career options. After all, that’s what I had to do. And I think having this shared experience has really helped me to help them. As a teacher, I have to adapt and prioritise at a moment’s notice and I am never, ever bored. While no two days are ever the same, there are echoes of the familiar in my interactions with some of my pupils. So when one of my students recently told me how much she hated English, despite having an obvious talent for telling stories, I heard myself in her words. The student felt like she didn’t possess the vocabulary to express herself and lacked the self-confidence to believe in her abilities. So I told her what my mentor had told me: do what you love. And she’s going to be studying A-level English next year.

“I love teaching. It’s undoubtedly the most challenging thing I’ve ever done, but I love the pace of the work and I’ve developed so many skills.”

Join the Teach First Leadership Development Programme and you’ll be making a huge difference, raising the aspirations and achievement of the young people who need you most. Visit teachfirst.org.uk/recruitment to find out more.

STEM STEM is an acronym referring to education and careers within the specific subjects of Science, Technology, Engineering and Maths. These have always been important subjects, but now more than ever before, STEM qualifications are in high demand as the UK seeks to compete at the leading edge of digital Research and Development and cyber security. The UK has a long history of innovation and being a leader in cutting edge technology. One highly visible example of this can be seen in Formula 1 Grand Prix racing: 2018 saw Lewis Hamilton win his fifth world championship in superlative style to become one of the true all-time greats of Grand Prix racing. But it took the combined efforts of hundreds of people, both trackside and back in the factory and development centre in Brackley, to propel Lewis to his world title and for Mercedes-AMG F1 to win their fifth successive Constructorsâ&#x20AC;&#x2122;

Championship, from race-car mechanics to engineers, designers, aerodynamicists, data telemetry analysts and precision manufacturing. The UK government is looking to increase the number of students specialising in STEM subjects and is particularly encouraging girls and people from ethnically diverse backgrounds to enter these fields. From IT and engineering to environmental and health research, the career opportunities within STEM are varied and rewarding.

STEM Ambassadors Making a Difference by Volunteering

TEM Learning is the largest provider of education and careers support in science, technology, engineering and mathematics (STEM). We work with schools, colleges and other groups working with young people across the UK. Supported by a unique partnership of Government, charitable trusts and employers, we are dedicated to raising young people’s engagement and achievement in STEM subjects and careers. We could not do this without the involvement of our STEM Ambassadors. They are volunteers from a wide range of science, technology, engineering and mathematics-related jobs and disciplines, who offer their time and enthusiasm to help bring STEM subjects to life. We

are proud to have over 30,000 STEM Ambassadors, representing more than 2,500 employers, working to support our vision which is to achieve a world-leading STEM education for all young people across the UK. Through a range of activities, including presentations, mentoring and careers talks, STEM Ambassadors play an essential role in inspiring the next generation with the world of STEM subjects and careers. Their support is not just limited to the classroom – they can be invited into your STEM Club, or youth and community group. STEM Ambassadors actively promote employability skills, which include valuing diversity and difference. In doing this, they are providing balanced careers advice to

young people from all backgrounds about the range of earn and learn opportunities available and encouraging them to study STEM subjects. STEM Learning is proud to be a member of The 5% Club, a dynamic movement of employer-members committed to driving recruitment of apprentices, sponsored students and graduates and progressing their careers through ‘paid-to-learn’ opportunities. Bethan Cornell is one of our STEM Ambassadors and the work she does challenges the stereotypes that exist in society about scientists and drives home the message that science is a career option for all young people, whatever their gender or ethnic background.

INSPIRING THE NEXT GENERATION WITH THE WORLD AND WONDER OF SCIENCE Bethan Cornell MPhys (Hons) is a PhD Student in Physics at King’s College London and a STEM Ambassador. Over the last year, she has delivered career talks for young people and supported their development of employability skills.

ethan is motivated to volunteer due to her frustrations about the stereotypes that exist in society about scientists. She says, “You don’t have to be stuffy, old and work on a blackboard to be a scientist.”

“[The activity] helped teachers show that creativity and ‘thinking outside the box’ is really key in science and gave them an opportunity out of the constraints of the curriculum to allow the students to play with scientific ideas.”

By engaging with young people, Bethan is able to break down stereotypes and challenge perceptions on what being a scientist means. “I wanted to show young people that being a scientist is the best job in the world and it is absolutely something that they can aspire to. It is important for all young people to feel included in science and know it is a career which is an option for them.”

The pupils developed their own way of testing and solving and created a poster to present their work. Bethan challenges the misconception that all scientists run experiments, when in reality some scientists only do theoretical work.

Not only does she break down stereotypes about the type of people that can be scientists, but also about the type of work scientists can do! Bethan uses computer coding in her day-to-day role but not everyone would expect coding to be applied in medicine. Bethan shows teachers and children that coding has a wide range of applications – including applications they would not expect.

Bethan also highlights the importance of communication skills for scientists and gave the pupils an opportunity to present their work. “We explained to the students that scientists who do work come together and tell each other about it at conferences.”

Being a STEM Ambassador also supports Bethan’s own skills development. “[Volunteering] provides you with a real sense of achievement and helps you develop your confidence and communication skills like nothing else!”

STEM Ambassadors are a valuable yet free of charge resource for teachers. Not all teachers have expertise or experience from different industries and fields. “STEM Ambassadors are working in STEM fields day-in-day-out. This puts them in a fantastic position to tell children what STEM is really like. They provide something tangible and makes STEM feel far more accessible to children than something they might read about in school.” In one day, Bethan engaged with every age group at St Stephen’s Primary School, from Reception to Year 6. Children in Years 5 and 6 used their creativity and scientific thinking to problem solve.

Would you like to help solve crimes? Are people constantly describing you as a phone addict?

by Sharisse Cole

Do you keep updated with the latest apps? Then a job in digital forensics may be for you!

What do you do?

How did you get into this?

What qualifications do I need?

I am a digital investigator and I work in forensics. My job is to extract data from mobile devices (primarily mobile phones but also tablets, memory cards etc.) and to either analyse this data or to present it to the client for their own investigation. The lab primarily uses software to extract data from devices, however there are other methods for data extraction such as chip off which involves physically removing flash memory chips from a device and then interpreting the data using specialised equipment.

I’ve always enjoyed watching shows such as CSI or NCIS but I didn’t realise that the actors were playing out jobs which people do in real life (such as DNA analysis, computer forensics, fabric analysis etc). It was only when I started looking for a suitable university course that I realised this and I jumped at the opportunity to study computer forensics at university. I completed a three-year undergraduate course however I could have chosen a placement year, which would have extended the course to four years.

For most jobs you’ll need a digital forensics qualification but I’ve also seen a few vacancies that will accept people from cyber security, computer science or police officer backgrounds.

What is forensics? The Oxford dictionary defines forensics as “Relating to or denoting the application of scientific methods and techniques to the investigation of crime.” Working in forensics means that I use scientific methods to identify, collect, analyse and present digital evidence from mobile phones and other subsequent media.

Do I need a qualification to become a digital investigator? Yes, these days you’ll definitely need a degree or certification. A few years ago it was quite difficult to find a university which taught a computer forensics or digital forensics course but it’s definitely a more popular subject now.

How long did it take to get a job after graduation? I was very lucky that I received a job offer three months after graduation. I’d applied for several forensic jobs prior to this and I’d been to several interviews and been rejected by each one. A company decided to give me a chance and at the time of writing this I’ve been working in forensics for almost a year – and I have no intention of leaving the field. What are the advantages of being a digital investigator? There’s hardly two days that are the same at work. You never know what case you’ll be working on next or what data you’ll see

on somebody’s phone. I would definitely recommend this job to somebody who gets bored easily, as you’re constantly learning. I’ve also learnt how to do basic repairs to a phone such as fixing a screen or repairing a USB port. These skills will definitely help me save some money in the future! I’ve also become more aware of data protection including how to secure my data, the importance of securing my data and being more diligent with the applications I download – such as not installing from unknown sources and only using the Play Store. What are the disadvantages of being a digital investigator? Most people think the data on their devices is personal, and it is, but that means they’re not expecting somebody like me to ever see what’s on their devices. So I often see data such as text messages, photos and browsing history that the suspect probably wouldn’t appreciate me seeing. It definitely opens your eyes to the content that exists in the world. This may sometimes include images of abuse. Does cybercrime affect your work? Yes, one of the cases I may be asked to investigate may involve cybercrime. Cybercrime is any crime involving an electronic device and/or the internet. It is a growing field of criminality that may take overtake “real life” crime, and considering that any device which is able to connect to the internet and/or has memory can be used to commit cybercrime, there’s a lot of devices which will need examining! Is there any chance of growth or development? Absolutely. I’m currently an assistant digital investigator working in the mobile unit; in a short while I could be an investigator without the ‘assistant’ in my title. I could progress to analysing computers or network and malware forensics. I could also move to consultancy work, fraud or become a police officer. There are several paths that this job could take you down and the skills gained are transferable across various careers.

Describe an average day Although I mentioned cybercrime earlier on, I also examine devices which may be linked to various other crimes such as rape, illegal importation, firearms etc. Two days are hardly the same. I’ll pick a case folder and its accompanying exhibits, read the details, sign the folder, take images for continuity and carry out the specification supplied by the client. Sometimes we’ll conduct an investigation on-site, which involves travelling to a crime scene and analysing the specified devices. What skills do I need as a digital investigator? In my opinion, the top three skills for this job are: Patience – sometimes it takes a few hours to process a device. It’s not as quick and glamorous as you see on TV. Attention to detail – missing/incorrect data can be detrimental so it’s important that you’re focused and detail orientated. There was a story which came out this year about a lack of disclosure of text messages on a phone which almost sent an innocent man to prison on a rape charge. Incidents like this highlight the importance of the job, and the importance of accuracy. Desire to work – there is an abundance of work and it’s not always a nine-to-five job. You may be expected to work overtime and sometimes weekends depending on your employer.

... I’d like you to know that whatever case I work on changes somebody’s life, as the data could be used in a court of law.. What are the perks of the job? Perks will vary depending on your company so you could get a nice pension, a nice salary, discounts on your shopping etc. But something that I’ve found as a nice touch is the food. I’ve spoken to other people who work in digital forensics and one thing we all have in common is that we’re well fed. It’s probably to keep us energised for all the hard work that we’re doing but it’s definitely appreciated. Also doing a job such as mine brings upon the opportunity of going to court to testify as an expert witness. This develops your confidence, public speaking ability and your competence in handling pressurised situations. The job also allows me access to the latest technology as I sometimes investigate newly released phones which I wouldn’t have stood in line to purchase. I am able to identify their new features, any added functionality and analyse the mechanisms used to store data. Do you ever work on high profile cases? I’m afraid that I can’t discuss the details of any cases. However, I’d like you to know that whatever case I work on changes somebody’s life, as the data could be used in a court of law to convict a person/people of an offence. Is there anywhere I can find out more about digital forensics? A library, a search engine, by contacting people working in the field on LinkedIn and forensic forums. There is also a forensic event which takes place every year called Forensics Expo Europe, which showcases the latest forensic equipment and services across various forensic fields. The knowledge is out there, you just have to do a bit of digging.

Engineering If you have a mechanical aptitude, love solving problems and you want to earn an above average salary, you should consider a career in engineering. The application of engineering is all around us, using knowledge of science and mathematics to help improve our lives. Engineers design, create, research and find alternative and better solutions. There are many different types of engineering, including civil engineering, computer software, electronic, chemical, medical and mechanical engineering. The skills you learn through study and experience are highly sought after by employers, especially analytical thinking, attention to detail, numeracy, communication and computer technology, all of which are highly transferable skills.

University graduates with a degree in engineering tend to earn around 20% more than the average graduate earns over their career. The industry is actively looking for over 200,000 new skilled recruits every year and is especially seeking to attract more women and students from BAME backgrounds.

Do you think like an engineer?

re you studying STEM subjects but still undecided on where it will lead you in terms of a degree or future career? Now is the time to take a look at engineering. With a huge shortfall in skills there has never been a better time to look at what is on offer. A lot of people have misconceptions about engineering or donâ&#x20AC;&#x2122;t know what engineers do. Thatâ&#x20AC;&#x2122;s why the government launched the Year

of Engineering 2018 to showcase the wonders of the engineering world and demonstrate that everything around us has been engineered in some way. With such a wide range of applications and uses for engineering, there is an opportunity for everyone, regardless of your background. Engineers are part of a really exciting future designing, testing and making useful things using their skills in maths and science â&#x20AC;&#x201C; plus

their imaginations. Aside from being able to solve problems, create and think freely, engineering also opens a wide range of doors in terms of travel and gaining professional qualifications whilst working. There are scores of different engineering disciplines and there is almost certainly one to ignite your passion from aerospace, biomedical, civil, chemical, electrical, software and mechanical.

By joining the engineering profession you’d be helping contribute £4.86 billion to UK GDP (2015 figures). The current shortfall of 20,000 engineering graduates each year is having an impact on the UK’s productivity and growth – which is why the engineering profession would like 203,000 skilled recruits each year to 2024. There is also a drive to increase diversity to attract more women and students from BAME backgrounds. So not only is there is a high demand for individuals from all backgrounds to join engineering, but there are fantastic opportunities available to create a more diverse industry. To help close the skills gap the Year of Engineering has been working with schools, museums and brand partners to create a range of events and experiences for young people to learn more about how exciting engineering can be. The aim is to highlight the range of opportunities in engineering and show it is an industry that can be accessed and enjoyed by everybody. How can I find out more? There are a number of ways to get involved and learn more about engineering. Head to our website www.yearofengineering.gov.uk and use our interactive map to find an event near you. There is also a range of activities and

competitions that you can take part in. Make sure to show your work off on social media! If you are at school or college, you can always encourage your STEM teachers or departments to get involved with the campaign, as we offer exciting learning resources for use in class. Making Engineering Hot Throughout 2018/2019, the Association for Black Engineers (AfB E) is running a mentorship programme to help young people in London make informed decisions about their future. Young people will get to work closely with local or overseas engineers to understand more about their roles and receive guidance in applying for opportunities and enhancing their CV’s. To find out more about getting a mentor email meh@afbe.org.uk Generating Genius The Uni Genius programme run by Generating Genius is now open for 2018. The programme works to support academic achievement of young people interested in STEM careers and provide them with tools and insights for choosing career paths. Generating Genius was founded in 2005 to help young people from backgrounds that are traditionally underrepresented in STEM. To enter you need to be studying one STEM subject at A Level and

want to go into a STEM career. To find out more visit www.generatinggenius.org.uk This is Engineering This is Engineering www.thisisengineering. org.uk is a great campaign run by the Royal Academy of Engineering, which helps to identify engineering roles in areas that interest you. From fashion to music, to design and product creation, it has a wide range of stories and information about the variety of careers opportunities in engineering. Tomorrow’s Engineers The Academy also runs the Tomorrow’s Engineers web resource which has information about gaining work experience and finding an ideal career based in engineering. It runs Tomorrow’s Engineers Week every November with plenty of opportunities to get involved. Participate in the Big Assembly or find out more about jobs saving the environment, in animal welfare, staying safe, health and entertainment. See: www.tomorrowsengineers.org.uk Youtube: http://bit.ly/2FHyAb5 www.thisisengineering.org.uk/

Did you know?

Case studies:

There is no set path or route to begin a career in engineering. Whilst it works in your favour to have basic maths and science GCSE’s, there are a number of options in terms of education and career paths. You can apply for a job straight away with hands-on training, apprenticeship or study a university degree. Academic qualifications A Levels, IB and Higher Education qualifications are usually taken at a school or college with a focus on theory and knowledge. Vocational courses BTEC’s, NVQ’s and SVQ’s all provide you with a range of hands on learning experience Apprenticeships This is a chance to gain skills whilst at work, with elements of study involved to gain a nationally recognised qualification.

Work experience Working part-time with local businesses or enterprises can give you practical experience of engineering industries. Higher apprenticeships Often give you the chance to study and work at the same time and advanced apprenticeships can help you to gain internationally recognised qualifications.

Engineering Today – what jobs are on offer? The UK is definitely at the forefront of international innovation and creativity. To this extent, engineering is a continuously developing industry with scope for so many new ideas. What about these three roles you might consider? Chocolate Engineer There are some serious challenges to take on when making great chocolates. Engineers look at everything from the shape, the freshness and the taste of the chocolate to make it consumer-worthy. LEGO Designer A brand that is practically a household name requires serious thought and ingenuity from its engineers. From creating new pieces to designing characters and sets to build, the engineering behind LEGO is fascinating. Storm Tracker With tasks like gathering data on weather events and looking at technology to help measure impact, to physically chasing storms, this job is one for thrill-seekers and adventurers.

Protecting our nation through diversity by Susie Tucker Director, Strategy and Communications, AWE, and Executive champion for BAME Could you briefly explain what AWE does, for those who are new to your company? Yes, of course. AWE plays a crucial role in the defence and security of the UK. Our company supports nuclear deterrence for the Government and we also support national security, to help keep our country safe and secure. It’s really important work that we’re proud to do. AWE is recognised as a centre of scientific, engineering and technological excellence. Would it then be true to say that you’re looking for the same levels of excellence and potential in future employees? We’re looking for scientists, engineers and business professionals from all kinds of backgrounds, for all kinds of roles, to help us continue to deliver our mission and keep our world safe and secure. We have great and talented people working together to achieve extraordinary things, and we focus on delivering excellence in everything we do. We’re always looking for the same levels of excellence in potential recruits because that’s what we need and that’s what we expect of ourselves. In the past, some companies with specialist technical roles in engineering, science and industrial manufacturing have not always had a full representation in their workforces from BAME communities in those roles. How do you ensure your people are as varied and interesting as the work they do? As you say, many organisations in similar fields do struggle with BAME representation in their workforces – we are not different. What is different however, is the commitment we have made as an organisation to create a diverse and inclusive environment for our current and

future workforce. We remain absolutely committed to the principles of D&I. One example of where we’re making good progress is the company-wide diversity and inclusion programme we’ve set up – an activity that’s sponsored by our senior leadership team. How can students find out more about your graduate programme and what apprenticeships are offered by your award-winning Skills Academy? All the information that people need about our graduate scheme and apprenticeships is available on our website – www.awe.co.uk – and you can follow us on Twitter @AWE_plc. And we will also be exhibiting at Skills London on 23-24 November where our graduates and apprentices will be doing exciting demos and talking about the range of careers we have available at AWE. As a company with a long history and a strong culture, would you say you’ve noticed any common personality characteristics in the people you’ve seen prove themselves and then go on to have successful careers at AWE? To be honest, in an organisation such as ours, with such a diverse range of roles, it is difficult to pinpoint any common personality characteristics that lead to success and prosperity. Our culture and the challenges we face are constantly evolving; at some periods we need fantastic technical ability, at other times it’s inspiring leadership, or innovation, or perhaps business acumen. More often than not, it’s a combination of these and other qualities, so what we really value is the understanding that these attributes, traits and mindsets are not always instantly recognisable – seeing beyond what you know about someone, keeping an open mind and identifying potential, whether that be as a

leader, a team member, or just a colleague is what helps us to achieve more together. Do you think the opportunity to do cutting-edge research in advanced experimental facilities is a particular draw for young people? Our advanced facilities are constantly pushing the boundaries of scientific research and endeavour. The work we do is truly unique and is certainly attractive to young people who have a passion and interest in STEM. On the one hand, you could be working on manufacturing tiny sub-millimetre targets – that are typically a fraction of the width of a human hair – for testing at our world-leading Orion laser and on the other hand you could be developing code for AWE’s latest and fastest supercomputer, Damson. Our Skills Academy is nationally recognised and attracts school leavers as well as mature students, helping to tackle the misconception that apprenticeships are just for school leavers. Do you consider your AWEsome Education scheme a good chance to engage with the wider community and come into contact with the next generation of scientists, perhaps from underrepresented groups? Our AWEsome Education scheme is very well established and offers a range of support to schools. This includes a programme of educational events and competitions to encourage all young people, no matter what their background, to embark on a career in STEM. Additionally, the AWEsome Education programme offers a range of exciting

We all strengthen SNC-Lavalin

he strongest advocates for diversity and inclusion are our employees at SNC-Lavalin, who have set up supported staff networks, providing more opportunities for social interaction, peer support and personal development, as well as contributing to the development of policies and working practices. The Black, Asian and Minority Ethnicities (BAME) network was set up to further strengthen our understanding of the challenges affecting BAME employees and provide an open and supportive environment for individuals to discuss these. We want to influence change toward more inclusion, help the business build on its appreciation of the diverse ethnic contexts in which it operates, and continue to support the business in achieving our diversity and inclusion objectives.

Heraa Anwar safety engineer at SNC-Lavalin’s Oil and Gas business As a safety engineer, I’m responsible for helping clients all over the world design and operate their assets safely. Working mostly on oil and gas or offshore wind projects, this can involve anything from modelling fires on a floating platform close to the Arctic Circle to figuring out how much damage would be caused by an explosion on a substation off the coast of England. I grew up in a British Pakistani family and could have never imagined that this would be my job. In fact, growing up I wanted to be everything: brain surgeon, astronaut,

Stephen Edwards senior structural engineer in the infrastructure division at SNC-Lavalin’s Atkins business Working for one of the world’s most respected design, engineering and project management consultancies has enabled me to be involved in some great projects, all around the world; including working in the UAE on the Dubai Metro and being part of the London 2012 Olympic Park team. I’ve spent the past four years working on various projects at Heathrow Airport. I have always loved building things and at a young age I figured out I wanted to be a civil engineer. My family first came to the UK from Barbados in 1955, settling in Luton where I was born. We moved back to Barbados when I was 13. As I got older I started enjoying art, so when I returned to the UK on my own when I got into university, I initially studied architecture. journalist, vet – everything but an engineer. It was only when I was in the later stages of high school that I became interested in engineering, after looking in career guides. I was good at maths and science and was particularly drawn by the variety of job prospects in the engineering industry. The salaries were attractive, too! And that’s how I found myself studying chemical engineering. University was incredible, and I loved every minute of it. It was definitely challenging, but I had the opportunity to learn about a whole host of things, working with scientists and engineers from different backgrounds on a mixture of technical and business-related projects. The job opportunities after graduation were brilliant and I had a range of industries and jobs to choose from.

For more information visit atkinsglobal.com and careers.atkinsglobal.com

After completing a year’s study I realised it just didn’t feel like the right fit, so switched to civil engineering. I picked a sandwich course, and got to spend a year in industry – at Atkins. It was a great opportunity to see how everything worked and reaffirmed that I wanted to be a civil engineer. After graduating I returned to Atkins, where I’ve now been for more than 12 years. As well as being an engineer, I am a father; my daughters are seven and four. Atkins has made a commitment to be a truly inclusive employer, and my daughters are the reason I’m involved in developing the company’s BAME network. My background and upbringing are a huge part of my identity and my successes, and I couldn’t bear the thought of my girls being met with prejudice or restrictions for being who they are. I’ve had nothing but support from Atkins, and I plan to do my part to ensure my children are met with the same. At SNC-Lavalin, no two days are the same. I can be working at my desk in Glasgow one minute and be rushing off to Brazil for a few weeks of workshops with clients the next. There are so many opportunities to work on complex and innovative projects, and it’s incredibly satisfying to know that I’m helping make sure assets are designed and operated safely. Something that has become increasingly important to me is showing that engineering is for everyone. When I was younger, I didn’t know any female engineers – let alone those that fell into the BAME category – so I hope to show future generations the possibilities that lie in engineering. Fundamentally, engineers help make the world better for everyone, and it’s a privilege to know that I’m a little part of that.

Shaping the World Get the lowdown on a rewarding career that works to help people and protect the environment. An Interview with Ayo Sokale, Graduate Civil Engineer, Environmental Agency Flood and Coastal Risk Management

was inspired to become a civil engineer after witnessing engineering in developing nations which resulted in transformed communities. As a young, impressionable person I marveled at things that, in more developed countries, we sometimes take for granted – like opening a tap and getting fresh water and being able to travel down the highway. Observing first-hand how these things improved society inspired me to pursue a career as a civil engineer, to wield the power of civil engineering to shape the world around me.

people like me. I assumed he meant students and clarified that I was a professional and met the criteria. It was shocking to find it was due to my race.

How did you progress into your job?

Therefore, my advice retrospectively would be to challenge the status quo and get support when you need it.

In secondary school, I actively participated in my school’s design and technology club. I also went on some courses I found out about: a Women in Science and Engineering course on engineering at Imperial University; and a BT Entrepreneurial Engineering course at Strathclyde University. I was also lucky enough to get work experience at a design consultancy. At sixth form, I studied A Levels in maths, physics and chemistry and an AS in further maths. I then went to Plymouth University where I obtained MEng degree in Civil and Coastal engineering with a sandwich year working for CH2M HILL. I returned to university to complete my degree with some useful experience in tow. In my final year, in my tenure as president of the Civil Engineering Society, we hosted a careers fair where I met two Environment Agency (EA) graduates who talked to me about a career in the EA. I later successfully applied for a graduate role and have been with the EA ever since! Only 20% of engineers in the UK are women* and even fewer have BAME heritage. Have you encountered any discrimination? Yes I have. At the start of my working career, I had to find accommodation in my new town and was surprised to find in a professional house share the agent telling me the landlord didn’t take

This was the first time in a while, I had to see myself as others might, through the prism of race. I tell this story because now, nearly three years on, because I realise the impact this had on bringing my authentic self to work. I lost my voice and was less outgoing and more accepting of discrimination. I started to think it was par for the course, which shouldn’t be the case.

What’s a typical day like for you? I’m not sure any day as a civil engineer is the same as another! I’m currently working on the 10-year programme to refurbish and replace tidal flood defences in London and the Thames Estuary as well as designing a fish pass (a device that allows fish and other river wildlife to get through a barrier like a dam or weir) in Oxford, so my time is split. Some days I’m in the office where I could be writing an appraisal paper, procurement strategy or doing detailed design. The next I could be on-site speaking with contractors, planning etc. My work is really diverse in terms of skills and competences. Right now, I am enjoying getting involved with all of it.

Have you got any advice for young people interested in civil engineering? If you’re considering engineering as a career, here are my top three tips – from experience! • Consider your potential pathways and your learning style. Is university for you, or would you rather be an apprentice? Create a plan – it will help if you know what you want to achieve. • Get practical experience. Being passionate about it is a great start, but you will only develop that by doing. Think about an internship or shadowing. • Always ask questions. Never stop learning. Essential to being an engineer is a desire to know, learn and solve problems. So think big and focus on the outcome or solution – that’s your goal. What qualities do you think are needed to make a success of a career in civil engineering? I think the real measure of a good civil engineer is effective communication. I cannot stress this enough because as engineers we work in diverse teams all the time, and with lots of different ‘outside’ people and communities as well as colleagues. Civil engineers are strongly focussed on the bigger picture - primarily delivering the United Nation’s Sustainable Development Goals for 2030 – so I also think being solution or outcome focused is crucial.

What are the best and worst bits of your job? I love to watch projects come together and know that I was a part of achieving the positive outcomes for local communities, for example, protecting families from flooding. This is what drew me to the career and this is what keeps me motivated and enthusiastic. This is important to me as being an engineer is part of living a purpose-driven life. Therefore, the worst bit is when outcomes occasionally get overshadowed by the process.

Interested in shaping the world? Email us at careers@ice.org.uk with your name, age and postal address for a free civil engineering careers pack. Also get age-specific careers advice and read inspirational people and project case studies at ice.org.uk/wice *Engineering UK Report 2018, page 181

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Health & Social Care If you have a passion for helping other people and contributing to their health and well-being, then working in the health and social care sector could be your right career choice. You could be helping people suffering with physical and mental health issues and providing support in the local community to help protect and improve peopleâ&#x20AC;&#x2122;s lives. There are many roles in the health and social care sector including care assistants, staff nurses, GPs, counsellors and medical researchers. The industry offers a wide variety of career routes for candidates from different backgrounds and qualifications. A career in healthcare may also lead to a mix of further study with on-the-job training and allow candidates to work towards obtaining professional qualifications at a later stage in their career. Increasingly, there is an important crossover between working in health and working in social care.

The social care sector alone currently employs 1.48 million people. Social care provides a whole range of services offering physical, emotional and social support to vulnerable and older people. Working in social care, you could be helping people in their own homes, or in residential care homes, sheltered housing or day centres. With an ageing UK population, the sector needs an extra half a million people to fill the job vacancies over the next ten years.

“Very rewarding – you can say that about a lot of jobs but this one is definitely one you will not find anywhere else.” - Samran, Emergency Medical Technician

Driving Diversity … Transforming North West Ambulance Service

orth West Ambulance Service is driving diversity and creating an equal, inclusive and diverse organisation. We care about our workforce and are committed to creating a team that works hard to deliver a high standard of patient care across North West England. Working in the ambulance service is not just about driving an ambulance; we need people with a wide range of skills to work in the roles of Paramedic, Emergency Medical Technician, Ambulance Care Assistant, Emergency Medical Dispatcher, Health Advisor, as well as diverse roles in our Corporate, Education and Learning, Business, Patient Experience, and Fleet Services teams. If your dream is to work for the emergency services and you would like a career that affects people’s lives and makes a difference,

then working for North West Ambulance Service is for you. By joining us, you will be helping us to deliver the right care, at the right time, in the right place, every time. “It’s just the best job in the world, knowing that I’ve made a difference, knowing that I’ve helped people in their time of need.” - Sereta, Paramedic “If you are looking for something different, and you like something challenging, and you like helping people, and you are caring and compassionate, you just want to push yourself that little bit harder and see what you are capable of doing, then definitely North West Ambulance Service and these roles are for you.” - Georgia, Student Paramedic

For more information take a look at our website www.nwas.nhs.uk or go to our careers pages at http://nwascareers.com/

The North West Ambulance Service NHS Trust provides a 24 hour, 365 days a year emergency service to those people in need of emergency medical treatment. We cover five counties comprising Cumbria, Lancashire, Greater Manchester, Merseyside, and Cheshire. We have over 6000 staff providing ambulance services to over 7.5 million people and deal with more than 1.4 million emergency calls a year. We recruit to a diverse team comprising staff working in our Paramedic Emergency Services, Emergency Operation Centres, Patient Transport Service, NHS 111 Service and support roles within our area offices across North West England.

Delivering the right care, at the right time, in the right place; every time 85

Acting together to change lives O

ur society in the UK is ageing rapidly. The over-60s are now the fastest growing group in the population and there are now more people aged 60 and over in the UK than there are aged under 25. Getting older can bring many advantages and new opportunities and possibilities, but for many people it can also bring significant challenges and difficulties.

Age UK has an ambitious vision and mission â&#x20AC;&#x201C; to enable everyone to love later life. This is a huge aim, and it wonâ&#x20AC;&#x2122;t be easy or quick to achieve it. However, those of us who work for Age UK believe in this vision of a better society and future for everyone in later life, and we work hard every day towards this goal.

Age UK provides a range of services and support at national and local level, to inspire, enable and support as many older people as possible to love later life. Age UK also campaigns and speaks up for all those who have reached later life, and to protect the long-term interests of future generations.

Like many other voluntary sector operations, Age UK is a large and well-established organisation, with a good track record of achievement and expertise in a range of different areas, including research and policy influencing, campaigning and media, marketing and fundraising, information and

The voluntary sector

Age UK is the largest national charity dedicated to helping everyone love later life. advice services, services development and programme management, enterprises, IT, finance, human resources and learning and development. Age UK also has a strong retail operation, with over 350 Age UK charity shops throughout the UK. The voluntary sector is a vibrant, dynamic and increasingly professionalized sector of the UK economy, comprising many thousands of organisations, of all different types and sizes. The sector currently employs 2.3 million people as paid staff (UK Civil Society Almanac 2018); this is equivalent to around 7% of the total UK workforce and is more than the workforce of the NHS, the UKâ&#x20AC;&#x2122;s single largest employer with 1.5 million employees. In addition to the

paid workforce, voluntary sector organisations are supported by millions of volunteers who are vital to delivering the sector’s wide range of services and activities to the millions more people who need their support. The voluntary sector can therefore provide a diverse range of rich and rewarding work experience and/or career opportunities for ambitious, skilled and motivated young people, whether school-leavers or graduates. Diversity and inclusion strategy At Age UK, we are committed to valuing diversity and promoting equality and inclusion, in all areas of our culture and practice as an employer. The work that we’ve done so far, through our Age UK being inclusive programme, includes staff engagement, training and development for managers, workforce diversity profiles and policy development. Although we are making progress, we recognise that there is more that we need to do to really ‘lever’ the full benefits of building an inclusive workplace culture and developing a diverse workforce. Age UK’s workforce is not as representative as we would like of the wider society, particularly in relation to ethnic diversity and disability. We have therefore agreed a new 3-year Diversity and Inclusion strategy with clear aims to improve the representation of people from Black, Asian and Minority Ethnic (BAME) backgrounds and disabled people in Age UK. An important part of this strategy includes our aim to engage and inspire young people of diverse identities and backgrounds, particularly those from Black, Asian & Minority Ethnic (BAME) communities, to consider a future career in the voluntary sector. As an employer, Age UK considers it part of our social responsibility to work with and provide opportunities for people within the local community in which we are based. Age UK’s Head Office is located in Camden which, like many other inner London boroughs, is an area with high levels of deprivation. When we started our employer’s community programme in 2014 we worked mainly with young people living from the local area on small-scale programmes. Since 2014 we have extended this and now work more widely with young people across London. Age UK also has offices in Devon and we are working to identify roles here that could also be open to apprenticeship opportunities.

Some of the key work that we do includes: • Enabling Enterprises – a nationwide Social Enterprise that works with over 100 employers. Age UK is proud to be one of the first national charities to partner with them. We offer young people – generally primary school aged children – the chance to come and visit Age UK for a day, as part of a wider work programme with Enabling Enterprises. The children learn a variety of skills and, for many of them, it is their first introduction to the workplace and the idea of working for a charity. We work with children from across London, many of whom live in areas classified as deprived. A significant proportion of these children are from BAME communities. Age UK’s staff love volunteering for these events – we host four a year for up to 25 children at a time. The feedback that we get from the children and their teachers is always very positive, as often many of the teachers also have little idea what kind of job roles and opportunities are available in charities. The children always enjoy visiting our fundraising, digital and brand teams and having the opportunity to see some of our current campaigns in action. • Inspire – Age UK works with around 12-15 young adults each year, plus additional students drawn from other schools and colleges. Many of the young people who come to work for us may be experiencing additional challenges, sometimes with problems at home or in the family, with their own mental health, with completing their education and/or generally with lack of access to work experience and other opportunities. Age UK offers these young people roles in a variety of teams, from our Digital team, our Events Team in the Fundraising Division, our Human Resources (HR) team, Finance or Payroll, and our telephone befriending service, Call-in-Time. For many of the young people who come to gain work experience with Age UK, this is their first taste of the world of work, and the feedback that we get about their experience is very positive and encouraging. All our colleagues in Age UK who we ask to provide management

support for the young people on work experience are also responsible for providing guidance and advice about expectations of conduct and behaviour in the workplace, how they might be able to move into an area of work that they’re interested in, developing resilience at work, and just generally on what it’s like being part of the adult world of work. Age UK is committed to providing apprenticeship opportunities to young people and we work across the organisation to explore suitable opportunities. We already have apprentices working in our London and Devon offices and we have committed to paying above the minimum wage, which exceeds the national average. Age UK is delighted to have the chance to offer more paid roles to young people, and to offer talented young people the opportunity to embark on interesting and fulfilling careers in the voluntary sector.

We are always open to enquiries and suggestions, so if you are interested in finding out more about opportunities available with Age UK through any of these schemes, please contact Tammy Palmer, Head of People Development Team at Age UK – E: tammy.palmer@ Ageuk.org.uk For further information about job opportunities and careers in Age UK, please visit: www.ageuk.org.uk/aboutus/jobs/ Claire Ball, Diversity & Inclusion Manager, Age UK E: Claire.ball@Ageuk.org.uk

Brighton & Sussex University Hospitals NHS Trust

Have you considered a career in health care? W

here better to launch a purposefilled career than in the NHS? With over 350 different career paths to choose from, it could be time to consider joining one of Britain’s best loved institutions. In this issue of BAME, we introduce you to Brighton & Sussex University Hospitals NHS Trust and discover how much is on offer. This is a vibrant, diverse and inclusive organisation based in Sussex which is on the frontlines of healthcare delivery. Nearly 750,000 patients receive care each year and, early in 2019, the Care Quality Commission (CQC) rated it ‘Outstanding for Caring’. Care and careers in a fantastic location Choosing a great location is as important as choosing the right role for you; life continues after working hours! The Trust has two main

hospitals and a series of satellite sites in some of the best locations in Sussex. The Royal Alexandra Children’s Hospital (an important regional children’s hospital) is also part of the Trust. Beautiful Sussex countryside surrounds the Princess Royal Hospital in Haywards Heath and Brighton’s Royal Sussex County Hospital is in one of the most famous, diverse and cultured cities in the UK. This blend of natural beauty and vibrant city living proves irresistible for many Trust colleagues and potential new recruits. The Trust itself is undergoing a physical transformation. A brand new hospital is being built in Brighton, following investment of nearly half a billion pounds. The first buildings are due to open in 2021 and will provide 40 new wards, equipped with the latest technology and facilities. There’s a real

sense of excitement throughout the Trust about this development. Coupled with the latest CQC rating, there’s no better time to create a caring career at BSUH! ‘Outstanding for Caring’ means our staff as well as our patients The Trust focuses on the health and wellbeing of its entire staff. Staff discount schemes and social clubs are popular and there is significant focus on using data to ensure a truly open, fair and inclusive working environment. In 2018, the Trust started to work with the national Workforce Race Equality Standard (WRES) team to improve the experience of colleagues from Black and Ethnic Minority backgrounds. In May last year, BSUH held its first WRES Conference, attended by over 200 colleagues from different backgrounds and

career specialisms. During the conference, delegates had the chance to examine the Trust’s WRES performance data and, working together, create an action plan to tackle areas where the Trust felt it could do better. Chief Executive Marianne Griffiths believes in leading from the front and opened the conference saying: “The Workforce Race Equality Standard tells us that nationally, one in five NHS colleagues is from a black and minority ethnic background and that their treatment and experience in the workplace can fall short of the values and principles upon which our NHS proudly stands. “Here at BSUH, we have taken big steps towards race equality but still have further to go. I am committed to ensuring every BSUH employee is treated fairly, regardless of their race or ethnic background.” Following the Conference, the Trust launched a WRES working group, swiftly followed by an action plan setting out how the organisation will continue to create, and measure, improvements. All colleagues should be recruited, promoted, supported and valued equally no matter what their heritage or background – and the Trust is ensuring that this is the case in every application.

Opportunities for career development and progression BSUH is a centre of clinical academic excellence, enjoying close relationships with the Brighton and Sussex Medical School and Kent, Surrey and Sussex Postgraduate Deanery. Continuing education is a priority across all career paths – and the Trust offers clinical rotational placements to help staff gain a variety of experiences before deciding on a particular specialism. The Trust is involved in a wide range of networks to promote inclusion and career development for colleagues from across the globe. As one example, the Trust and the British Association of Physicians of Indian Origin (BAPIO) are forging a new relationship. The Trust’s Chief Executive will be speaking at the BAPIO 2019 Conference, outlining the BSUH’s approach to inclusive international clinical leadership and professional excellence. Creating a career that flexes around you Flexible working is a priority at BSUH, because the Trust knows how many responsibilities colleagues have outside of work, and how important the right work/life balance is. Whether colleagues want to start a family, have existing caring commitments or want to pursue other interests, BSUH can accommodate a wide range of different working needs and styles. This helps the Trust to recruit the very best people into roles from the clinical frontlines through to the nonclinical support teams. Inspired? Come and join us! With over 350 different careers in the NHS, there is a role for everyone in the Trust with the right skills and values. For more information, please visit www.bsuh.nhs.uk or contact the team on 01444 441881 (extension 8465).

Q&A: VICTORIA FERNANDES, ‘HELP’ Psychotherapist & WRES/BME Support

Why did you get involved with WRES/BME? I am British and mixed race (AngloIndian/Goan) and have experienced a lot of racism in different places of work throughout my life. In the past I found myself doubting my abilities due to the detrimental comments made by work colleagues about my hair, skin colour and surname. My self-esteem and selfconfidence suffered over time due to those individuals and their racist comments, which impacted the quality of my work and how I felt about myself. I have been working at BSUH NHS Trust for two years and jumped at the opportunity of being involved with WRES (BME), to be part of a group who are working towards change within our Trust. I attended a BSUH WRES Conference in May 2018 (circa 200 BSUH staff attended) and came away from it buzzing with positive thoughts and feelings.

I am proud to work at BSUH NHS Trust and be a part of the positive changes happening around Equality, Diversity and Inclusion (BME). 89

A flexible future by Dr Scott Gimby DC Senior Chiropractor at Enfield Chiropractic

What is chiropractic? When you say the word chiropractic, many people may not know what you’re talking about. As a reasonably young profession (within the last 100 years) the overall knowledge of chiropractic may be limited. However, chiropractic is now one of the largest regulated healthcare professions in the world. So, what is it? Chiropractic is a form of complementary medicine which involves the assessment, diagnosis and treatment of musculoskeletal conditions. In practice, however, it is so much more. It’s seeing patients who have tried everything else go from having the worst pain of their life to being pain free. It’s watching the athlete you’ve been working with hit a new personal best or it’s helping an expectant mother have an easier birth. Chiropractic can help anyone of any age and not just those in pain. Chiropractors use a variety of techniques and treatment methods to help a patient improve. Most people know chiropractors for their adjustments which are a quick, precise thrust to a restricted joint which releases pressure allowing for better movement and function. From this you may hear an audible pop or crack as the adjustment occurs. A chiropractor may use other methods such as rehabilitation, dry needling, taping and stretching. Although the techniques and styles can vary, all chiropractors have the same goal in mind, to help your body feel its best.

The demand for musculoskeletal healthcare specialists is huge and, with an ageing population, it is growing. It is the fourth largest area of spending in the NHS accounting for over ÂŁ6 billion annually. Who should become a chiropractor? Anyone with the want or desire to help others should consider chiropractic. If you have thought about general medicine, physiotherapy or any other alternative healthcare profession, I would recommend spending some time learning more about it. Even if you have never considered any form of healthcare before but enjoy seeing people develop and grow, you could enjoy being a chiropractor. One of the most rewarding aspects of my work is seeing someone go from giving up on their body and accepting they will never get better to a person full of energy and life. You can see people change in a remarkable amount of time. Whether itâ&#x20AC;&#x2122;s chiropractic or another healthcare profession, before you commit it is worthwhile observing a practitioner. Most will be more than happy having you in their clinics to observe how they work and to give you a better idea of what it means to be a chiropractor. You can search for a local chiropractor on the BCA (British Chiropractic Association) or UCA (United Chiropractic Association) websites. What makes chiropractic stand out? When asked about the difference is between chiropractic, physiotherapy and osteopathy, the answer is it depends on who you see. There is a significant overlap and if you are thinking of studying one it may be worth considering the others as well. At the end of the day, all healthcare professionals have the same goal, to get the best result for their patient. The

major differences come from the way you decide to treat. As previously mentioned, chiropractors are known for adjusting and will use adjustments in treating patients. Chiropractors are also trained to take and read x-rays, which can be vital in diagnosing a condition or eliminating the possibility of something more sinister. Is diversity needed in the profession? Diversity is important in any field, but even more so within healthcare. Patient demographics are as diverse as the population. Ethnically and culturally diverse students create more well-rounded and culturally sensitive practitioners, which makes for happier patients. Within our clinic, we have practitioners from England, North America, India, France and Malaysia. Patients feel much more relaxed when their chiropractor, regardless of race or background, knows about their culture.

What happens after graduating? After university and going into practice, most graduates work in chiropractic or health clinics. How you decide to practice is very much up to you though. For example, if your interest lies in treating children, you can specialise further in the pediatric field. One of the major benefits of the profession is that there is a high demand for chiropractors, meaning many new job opportunities.

How can you study?

The main reason for this demand for practitioners is to do with how people are viewing their health. More people are developing an interest and are becoming educated in how their bodies work, moving away from painkillers and preferring a more natural alternative. People are seeking ways to combat pain, but also how to implement preventative measures to avoid future injury. As the research supporting the use of chiropractic increases, so does the need for the providers.

Unlike many alternative healthcare professions, chiropractic is protected, meaning that only a registered professional can call themselves one. To become a chiropractor, you will need a degree in chiropractic from an accredited establishment of which there are currently three in the UK: the AECC University College, the Welsh Institute of Chiropractic and the McTimoney College of Chiropractic. Each has separate entry requirements which can be found on their websites.

The demand for musculoskeletal healthcare specialists is huge and, with an ageing population, it is growing. It is the fourth largest area of spending in the NHS accounting for over ÂŁ6 billion annually, even without the impact on associated co-morbidities including obesity and depression. Every year 20% of the population consults a GP about a musculoskeletal disorder and the NHS is increasingly looking to chiropractors to cope with this demand.

Insurance If you are unsure what career path you want to follow, but you fancy a job that is stimulating, rewarding and plays an important role in peopleâ&#x20AC;&#x2122;s lives, why not consider a career in Insurance? From personal car, health and travel insurances to business and corporate insurance, there are many ways that this sector impacts positively on our safety and security, and helps keep businesses running smoothly forward. The Insurance sector offers a huge variety of roles including sales, data analysis and customer service. Technology and innovation are at the heart of the industry and there are plenty of opportunities for talented young people â&#x20AC;&#x201C; whether graduates or non-graduates â&#x20AC;&#x201C; to learn about Insurance through apprenticeship schemes and help future-proof the industry.

Insurance will always be needed. The challenges facing people and businesses are becoming more complex in this digital age; what insurance offers people and businesses is a safety-net to help them put aside their worries and concentrate on their lives.

Lockton International A place where everyone can thrive together

ooking for a job that demands many different skill sets, prizes innovative technology-led expertise and is in a sector that is doing a lot to break down barriers? Insurance broking could be ideal for you. It’s an excellent time to consider a career in insurance broking, simply because the insurance industry is changing so quickly. Technology is challenging us to rethink so much of what was once perceived wisdom in our industry. But it isn’t just tech – the best, most exciting insurance firms today are ripping up the old rulebooks and doing things differently – and they are thriving. Lockton is one of these firms, and our bold strategy is reliant on smart people who can be flexible, who embrace change, and are willing to go against the status quo. An inclusive industry Because the best insurance firms are changing so fast, we understand that, if our employees are to believe in what we are trying to do – and to work hard and be ambitious – we must do the best we can by them. If Lockton is to thrive within this fast-evolving industry, we need to hire the best people, period. A workplace that is indifferent to difference, where all employees can thrive, is best for our employees and best for our clients. But we think this new, evolving landscape means we shouldn’t be tied to the rigid, traditional ideals of ‘diversity’. Rather, an open, 21st century workplace should focus on ‘inclusion’. Workplace diversity is often extolled because it creates greater commercial success. We also hear that a diverse workforce might be better-positioned to understand the diverse

by Neil Nimmo, CEO, Lockton International

mindsets of its customers, and more alert to opportunities and risks. This is all true, but why separate when we can include?

For school leavers, we offer internships typically lasting 3-6 weeks, which give an idea of what it’s like to work as a broker.

The potential downside of diversity is that a focus on one particular minority group in the workplace could mean a host of other minority groups may, as an unfortunate side-effect, feel under-represented or marginalised by their uniqueness.

And, for those coming out of school or university, we offer a number of opportunities including apprenticeships and roles for both trainees and graduates, across all areas of the business. It’s important to note because we are an international business that works in a myriad of industries around the world, so we believe we can offer something to everyone.

A people-friendly industry So, while striving to make a company more diverse, it’s more critical – and ultimately more productive – to consider how you can make your company more ‘people-friendly’… ie more inclusive. Lockton wants to build a pastoral environment where employees feel safe, comfortable and embraced, rather than labelled or divided by their differences. Increasing a company’s level of humanity (or ‘corporate empathy’) and willingness to include raises the bar for everyone. Empathy affects not just how colleagues treat each other, but also how we treat our clients and the very environment we work in. As Lockton looks at where our business is heading in the next decade, we are convinced that inclusiveness is what will drive us forward. We’re going to need smart people to do things that insurance brokers have never done before to offer our clients new and innovative solutions. And we are not going to find those individuals by limiting our talent searches.

Young people who join us can expect to work with a group of similar age and experience as new entrants to the sector. We offer significant support for career progression, from coaching to become qualified insurance practitioners. There is a plethora of additional training courses that may be relevant, which can be developed for a specific job in specific team, and specific to the class of business you choose to work in. Of course, those who join us and make the grade will be financially rewarded – we’re a successful, growing business with competitive compensation. So if you’re looking to make a mark in an innovative company that has opportunities all over the globe, let us know. We need the best and the brightest to help us do things differently and drive change forward.

How to be a part of our journey There are a number of paths to choose from for young people who wish to join us on our exciting journey.

For further information on trainee/entry-level opportunities at Lockton, please contact: Olivia.Armstrong@uk.lockton.com

Legal If you have a strong sense of what’s right and wrong and want to have a real impact on society, then Law might be the profession for you. A good lawyer is not necessarily the loudest person in the room or the most argumentative. While most lawyers have studied humanities subjects such as History and English at ‘A’ level, people come into law from a range of backgrounds including science and creative subjects. There is a lot of reading and research, but you must be able to listen, understand and apply reasoning and you don’t ever have to set foot in a courtroom. A career in the legal sector will give you an interesting insight into how society works, how it is regulated and you can make a real difference to people’s lives. There are a variety of roles but the main professional roles are as Solicitors and Barristers. These require post degree study and each have separate requirements for qualification. You can also consider qualifying as a Legal Executive as an independent profession or as part of a non-graduate route to becoming a Solicitor. Ultimately, you might become a Judge.

The academic requirements are different depending on the particular branch of the profession that you enter. Taking a law degree is not essential and it is even possible to qualify through an apprenticeship. Lawyers work in the public and private sectors as well as in industry. There are many support roles such as IT, secretarial, human resources, business development, compliance and project management. Paralegals can have a fee earning role. An understanding of AI and Tech is increasingly important. As a lawyer, you have a great amount of flexibility. You can work independently, have your own firm, be a partner, or work in a larger organisation with others. In large organisations there is also scope to travel. The world really is your oyster.

“No matter what your background or your culture, it’s a firm where differences are celebrated.” An interview with Joshua Siaw, partner at White & Case by Salewudin Ibrahim, London trainee solicitor

hite & Case London trainee solicitor Salewudin Ibrahim recently interviewed White & Case partner Joshua Siaw to learn about his career at White & Case, discuss the strong focus on the Firm’s Africa Practice and its diversity efforts in supporting BAME colleagues. Salewudin Ibrahim background Salewudin Ibrahim is a second-seat trainee solicitor at White & Case. He graduated with a first class degree in law in 2014 and later obtained an LLM in International Corporate Governance and Financial Regulation at the University of Warwick. In 2016, he completed the Legal Practice Course (LPC) at BBP University. Prior to joining White & Case, Salewudin worked as a paralegal in various legal institutions where he assisted with corporate and insurance matters. He has also written and published in the Nottingham Law Journal in the field of contract law. Since joining White & Case,

Salewudin has worked on some challenging and interesting projects. In his first seat, Private Equity, he assisted his team with the P2P acquisition of AIM-listed Cityfibre Infrastructure Holding plc by Goldman Sachs and Antin Infrastructure Partners. To further consolidate his interest in corporate and financial transactions, he undertook a client secondment at a leading financial institution as part of his Banking seat. In 2018, White & Case nominated Salewudin as the only trainee to feature in the Times Top 100 Graduate Employers 20th anniversary publication. When he is not working, Salewudin enjoys spending time with friends and family, listening to country music and networking with other professionals. Josh Siaw background A partner in White & Case’s Global Banking Practice and Director of the Firm’s Africa Practice, Josh advises corporates, governments, banks and other financial institutions on cross-border project development and finance transactions.

Josh has significant knowledge and experience of the African markets, and has worked on a number of landmark cross-border finance deals in the region. International in outlook and practice background, he has dual Ghanaian and British nationality, and works between the Firm’s London and Johannesburg offices. In 2014, Josh was identified by Euromoney as one of Africa’s Rising Stars, the publication’s list of individuals and power brokers who are transforming the financial, investment and business landscape in Africa. In addition, he has been named by Forbes as “one of Africa’s most influential young business leaders.” Josh was also named a “Young Business Leader of the Year” by the African Union, and leading Africa-focused business publication, The Africa Report, also recognized Josh as “one of three individuals shaping Africa’s economic future.” In 2016 and 2017, Josh was named among Britain’s 100 most influential black people by the Powerlist. He has also been listed in Marquis Who’s Who in the World 2016, which features the most accomplished men and women from around the globe.

What is it like to work at White & Case? White & Case is incredibly international. Our diverse range of people represent almost 100 nationalities globally, performing challenging and rewarding work. Since joining eight years ago, every transaction that I have worked on has been cross-border, involving other White & Case offices. How is White & Case different from other law firms? First, this is a truly global firm: international and diverse. Second, the Firm is very entrepreneurial; we are known as firstmovers in markets. We were one of the first US-based law firms to establish a truly global presence and the first international law firm to establish an office in South Africa. Third, we have an informal open-door policy, which in my experience is different from other international firms. Ever since I started here as a junior associate, everyone has been incredibly approachable, including associates and partners. Can you discuss the Firm’s strong focus on its Africa practice? We have been doing business in Africa for more than 40 years. We are one of the few, if not the only, law firms to have participated in projects in all 54 African countries, and we provide a full range of corporate and finance-related services. Our work in Africa fits three criteria. Firstly, we support foreign direct investment by international banks, financial institutions, private equity funds and other companies that invest in or conduct projects in Africa. We also act for African government institutions on projects, joint ventures and other transactions with an English Law element and foreign counterparties. In addition, we complete transactions across Africa for African companies, investors and government institutions. For example, we see a lot of interest from South African investors expanding into other parts of Africa. Why is now an exciting time to consider joining White & Case? Although many other law firms are retracting, White & Case continues to grow and expand in different strategic practice areas.

White & Case nominated Salewudin as the only trainee to feature in the Times Top 100 20th anniversary publication. No matter what your background or your culture, it’s a firm where differences are celebrated. Our environment supports people in their areas of interest from an early stage, with a strong focus on learning and development. What is White & Case doing to support BAME colleagues? We provide a strong platform for candidates with diverse backgrounds to develop and accelerate their careers. We collaborate with a number of minority-focused organisations to attract underrepresented talent and build pipelines to increase our diversity. This includes our platinum sponsorship with Women in the City Afro-Caribbean network, Aspiring Solicitors and Rare Recruitment. Our nine affinity groups provide professional development, mentoring, client networking and other support, continuing to educate our Firm on the value of differences and inclusion. Recruiting, developing and advancing people of diverse backgrounds strengthen our business and our work across practices and regions. We believe diverse teams that reflect our clients are better at solving our clients’ complex problems. What advice would you give to BAME students considering a career in law? My career advice would be to realise that your grades will determine the level of choice you have. It is important that you work hard, be focused, set goals and try to get the best grades possible, which will provide you with more choices for your career in law. It has become very competitive, so think about your differences and how your application can

stand out from the rest. If I were applying today, I would mention that I am Ghanaian and interested in African markets, which would help distinguish my application. What are you most proud of about working at White & Case? I am proud that the trainees and junior associates joining our Firm are more and more diverse. Even at the senior level, we’re seeing a much more diverse pool of senior associates and partners than when I started. I am originally from Ghana, and I didn’t come from a traditional academic background. I grew up in South London and attended an inner-city state school, so I don’t fit a standard mould. My area of interest is the African continent; I believed in it, and the Firm placed a bet on me to encourage and invest in that interest. I do not believe there is another firm in the world that would have taken that risk, and I have been successful in this practice area because of the investment and support the Firm gave. To learn more about career opportunities at White & Case, please visit whitecasetrainee.com or connect with the Firm on social media:

Facebook: facebook.com/whitecase Twitter: @whitecase Instagram: @whitecase LinkedIn: www.linkedin.com/ company/white-&-case

An Open Bar Benjamin Burns, Education and Training Policy Analyst at the Bar Council, and Tunde Okewale MBE, on diversity in the profession

he Bar is meritocratic and highly competitive: in broad terms, successful applicants need a strong academic record, outstanding communication skills and commitment. These qualities are assessed independently of applicant background; the Bar’s integrity and reputation depends on it. Evidencing this, the Bar Standards Board ‘Report on Diversity at the Bar 2017’ shows that 16.1% of entrants to the Bar come from a BAME background and that 52% are female. These figures exceed the most recent census data, albeit from 2011. Efforts must continue, particularly to improve the retention and progression of BAME and female barristers: 13.2% of practising barristers are BAME and 39.2% are female; 7.2% of QCs are BAME and 14.8% are female. The resulting message for aspiring barristers is clear and twofold. First, assess whether you possess the skills and commitment needed for the Bar by experiencing it first hand, through schemes run by the Bar Council, the Inns of Court, chambers and organisations like Big Voice. Second, if you are committed to and suited for the Bar, go for it and don’t let worn out stereotypes get in your way; the Bar is open to all with the required skills and commitment!

Still not convinced? There is an incredible amount of work going on to support diversity at the Bar: The Bar Council (www.barcouncil.org.uk/careers) •

‘I am the Bar’ profiles eleven Social Mobility Advocates, who came to the Bar from non-traditional backgrounds. Follow @thebarcouncil and #IamtheBar to see stories from hundreds of aspiring and practising barristers.

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The Bar Placement Scheme. Each year, 90 talented sixth formers from non-privileged backgrounds shadow a barrister mentor, complete advocacy training and experience life in the Inns of Court.

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‘How to Become a Barrister’ career days and ‘Barristers in Schools’.

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The Pupillage Fair. Over 60 pupillage providers, 700 students and 150 barristers will attend on 27/10/2018 at Bush House. Register for free by searching ‘Pupillage Fair’ on Eventbrite

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University Law Fairs – The Bar Council attends around 20 fairs a year, and targets universities with a high proportion of students from non-privileged backgrounds.

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The Pupillage Gateway. A fair, transparent and centralised recruitment system for the Bar.

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The ‘Becoming a Barrister’ careers brochure.

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Lincoln’s Inn (www.lincolnsinn.org.uk) delivers university information visits and provides sponsorship for student Bar or law societies.

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The Middle Temple (www. middletemple.org.uk) Access to the Bar Awards provide a fully funded week of marshalling and one week mini-pupillage to students from nontraditional backgrounds.

The Inns of Court. Between them, the Inns offer over £5 million in scholarships to aspiring barristers and co-fund some of the Bar Council’s activity. Each Inn manages a suite of its own activity, for example:

Chambers and Bar Affiliated Organisations

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Gray’s Inn (www.graysinn.org.uk) runs Griffin Law to promote access to the Bar. The workshops introduce secondary and sixth form students to the Bar, build their knowledge of the rule of law and develop their advocacy skills. The Inner Temple (www.innertemple. org.uk) delivers the Pegasus Access and Support Scheme, to provide mini-pupillages to students from underrepresented backgrounds.

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Big Voice London (www. bigvoicelondon.co.uk) runs a mooting competition in association with the Supreme Court, a Summer School in collaboration with Landmark Chambers and the Model Law Commission. Young Citizens run the Bar Mock Trial Competition (www.youngcitizens.org/ mock-trials), of which the Bar Council is the principal sponsor. Since 1991, over 50,000 state-educated students have been mentored by barristers to compete in mock trials.

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The Garden Court Access to the Bar for All Scheme (www.gardencourtchambers. co.uk) provides mentoring and paid internships to students from minority and disadvantaged groups for five years. Students are awarded £7,000 for each year of their law degree.

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Doughty Street Chambers (www. doughtystreet.co.uk) works with the Tottenham Hotspur Foundation, to provide year 10 students in foster care with work experience; and with the Crystal Palace Foundation, to provide year 10 students from Lambeth, Croydon, Bromley and Sutton with the same.

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The Radcliffe Chambers Student Law Camp (www.radcliffechambers.com) provides workshops to sixth-form students from under-represented groups.

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The Guru Nanak Social Mobility Scholarships (www.singhbarrister.co.uk/ scholarship/) are funded by Mukhtiar Singh, an ‘I am the Bar’ Social Mobility Advocate, in association with the Sikh Education Council.

Tunde Okewale MBE is a leading criminal barrister. He practises from Doughty Street Chambers, founded Urban Lawyers and is an ‘I am the Bar’ Social Mobility Advocate. Here, he shares his thoughts on diversity at the Bar.

With the increased spotlight on diversity and inclusivity, what factors should aspiring BAME barristers consider on their journey to the Bar? Use every tool in your arsenal to make yourself stand out; if you speak a different language, don’t speak Queen’s English or if you’re from a different social background, you need to see it as your USP rather than an obstacle. Make your difference so valuable that chambers and firms want to take you on because of your differences, not in spite of them. How has the Bar adapted to foster inclusivity and welcome aspiring BAME barristers? The Bar has recognised that it needs to reflect society more widely and so it has taken concrete steps to engender a more diverse profession by increasing scholarship funding, supporting organisations which work with students from underrepresented backgrounds, and by ensuring that the Bar reaches areas where it has less presence. The big question is: ‘are we trying to assimilate people from diverse backgrounds into the established norms of the profession or are we trying to change the culture of profession? ’There remains an issue in relation to the progression of BAME barristers, with only 7.2% of QCs declaring that they are BAME (compared with 13.2% of the practising Bar) and 89.2% of QCs declaring that they are white. Progress in these areas is slow. What are the benefits of a diverse Bar, for the profession and for the public it serves? To make better decisions, we need decision makers that reflect society as a whole – that’s where diversity comes in. The Bar and judges need to understand the people that they represent and whose lives their decisions affect. I believe that the cause of over-representation of specific groups in the criminal justice system is due to a lack of diversity of the people administering justice. For example, people from BAME backgrounds make up over 25% of prisoners in England and Wales, but only 13% of

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the wider population; and 61% of BAME offenders receive jail sentences, compared to 56% of white offenders for the same crime. What role do you think BAME barristers have to play in giving a hand up to aspiring BAME students? It’s important not to homogenise every BAME practitioner as each will make a valuable contribution in their own way. Angela Rafferty QC, HHJ Perrins, Courtenay Griffiths QC, Leslie Thomas QC, Hashi Mohamed, Danielle Manson, Doughty Street Chambers, The Inns of Court and the Criminal Bar Association are just a few examples of individuals and organisations that have supported and facilitated efforts in this area. Just by being part of the profession, I am leading by example, but that’s not enough – we need to provide support and encouragement in whatever capacity we see fit. For me, that’s through my work as founder of Urban Lawyers, which offers unique opportunities to students who would otherwise struggle to access them. Here’s a (non-exhaustive) list of our initiatives: •

Inform and advise aspiring lawyers from non-traditional backgrounds;

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Partner with law firms and chambers to run events for potential entrants;

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Run sessions on scholarship applications, career confidence and perseverance;

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Provide soft skills training;

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Facilitate awards and scholarships for students who demonstrate a commitment to social justice and/or who have insufficient funds to pursue higher education;

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Host Immersion Days, to bring students into organisations to meet with legal professionals.

Through these initiatives, Urban Lawyers contributes in a small way to the success of hundreds of applicants, and to addressing the main barrier to the profession: the soft bigotry of low expectations and the self-elimination that results. The Bar remains elitist, which

inadvertently creates a pathology of privilege: there’s an automatic assumption that people who don’t come from particular backgrounds aren’t going to be as good, and people who come from non-traditional backgrounds may internalise that - they don’t believe that they’ll make it. To tackle this, Urban Lawyers focusses on developing soft skills and confidence, as well as on providing access to the profession.

A career at the Bar is all about using facts tactfully and to your advantage. What would you say to a BAME student considering the Bar? Do it and don’t take no for an answer. Make your weaknesses your strengths – a career at the Bar is all about using facts tactfully and to your advantage. My top tips for success are patience, persistence and practice. Persistence means having the ability to continue even when things are at their gloomiest. Patience means the ability to not give up when progress isn’t as quick as you envisaged. Practice - the repetition and cultivation of a habit - is essential, because the only way that the quality of your work and life can improve is when you keep trying. The most difficult thing is the ability to be confident in yourself; it is easy to conform to the opinions, customs and traditions of others, and to shy away from being ourselves. Things rarely work out the way you planned and there will be obstacles. The key is to persist and to develop the courage to move on, even when everyone around you is telling you it is ok to give up; like Rocky Balboa, keep getting up and keep fighting. Be proactive, because if you don’t ask the answer will always be no. Ask for mini- pupillages, network, attend seminars and cultivate professional relationships as early as possible, by immersing yourself in the culture of the profession. If you have less than ideal grades, obtain relevant transferrable skills through hands on work experience, and pursue post-graduate qualifications if it will offset any ‘slip-ups’.

Diversity and inclusion matters by Siri Nomme, Head of Diversity & Inclusion EMEA, Norton Rose Fulbright LLP Diversity in the workplace has long been driven by legislation and focuses partly on visible differences between people â&#x20AC;&#x201C; gender, race and disability for example. These are all very important but the true value of diversity comes from the diversity of perspectives that people from different backgrounds can bring to a business. Today, the definition of diversity has expanded beyond the protected characteristics outlined in the Equality Act and recognises the differences that make each of us unique, such as life experiences, parental status, education and cultural background. Leading organisations see the value that different perspectives bring to the table and the importance of this diversity of thought. It is no longer good enough merely to have a diversity policy in place and monitor the demographic breakdown of the workforce. Diversity and inclusion underpins the most successful organisations which link their diversity initiatives relating to recruitment, promotion and retention to organisational culture and staff engagement. Having a diverse team does not automatically improve business outcomes. To reap the rewards diversity brings to any business, one has to consider the other part of the equation â&#x20AC;&#x201C; inclusion. It describes the extent to which people feel that they can be themselves at work, are included regardless of who they are and their feeling of belonging. If people feel able to be themselves at work, they are more engaged and productive. When every individual knows that they are valued and can progress on the basis of merit and skills, their full potential can be leveraged. Creating an inclusive work environment helps teams leverage the benefit of the diversity in the team. An inclusive culture creates the right environment for innovation and greater productivity which is particularly important when you consider how diverse clients can be.

What does an inclusive culture look like? To be inclusive leaders, it is critical for decision makers to be aware of their unconscious bias and to challenge themselves and their decisions. If the people being put forward for promotion and assignments are not reflective of the demographic of the pipeline, it is time to ask some tough questions about who is being advantaged. Equally, if the pipeline of talent coming into the business is not reflective of the student population then something needs to change. Inclusive leadership ensures that people from all backgrounds have an equal opportunity to succeed and achieve their ambitions through transparent processes and decision making. This transparency benefits everyone. Areas like career structure, presenteeism and leadership roles need to be redefined to reflect the values and expectations of the new more diverse cohort. Changing the face of the profession The student demographic is changing the pipeline into the profession. More women than men are going into the law and there are many initiatives to widen access to young people from disadvantaged socio-economic backgrounds. The unfortunate truth is that women and minorities are less likely to be recruited, mentored or sponsored, less likely to be allocated career advancing work and more likely to be underscored in their appraisal. As a result they are less likely to be promoted or retained.

these issues and drive change. We are a founding member of PRIME, a legal sector commitment to widening access to quality work experience for young people from disadvantaged socio-economic backgrounds. We have introduced contextual and blind recruitment methods to level the playing field at entry level for young people from all backgrounds and we partner with a number of diversity organisations with a focus on entry level recruitment. We are members of the Business in the Community Race and Gender Equality Campaigns. We have set BAME representation targets at trainee level and female representation targets in leadership roles. We are equipping partners to become active sponsors, using their influence to advocate for, protect and fight for the career advancement of diverse talent. In selected offices and teams, we have moved to a structured work allocation model, where professional resource managers support Partners in managing the distribution of work. This means that we can ensure that client matters are resourced as effectively as possible, and that our lawyers are utilised in a way that supports their long term development. We cannot continue doing the same thing and expect a different outcome. If we want the profession to evolve in a positive way, there needs to be a shift. This means tapping into alternative talent pools, changing behaviours, refraining from intuitive decision making and challenging ourselves. These changes may feel uncomfortable but if we feel comfortable, we are likely not doing enough. Promoting inclusion and creating a more diverse profession is a shared responsibility towards which everyone can make a contribution.

There are a number of initiatives in the legal profession which we have implemented to address

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Work allocation services by Ashurst LLP

shurst is a global law firm with an international network of 25 offices in 15 countries, providing help and advice to clients across Asia, Australia, Europe, the Middle East and North America. With more than 1,600 partners and lawyers working across 10 different time zones, the firm is able to respond to clients wherever and whenever needed and offers marketleading expertise in a broad range of sectors and works for clients including corporates and governments. In recent years Ashurst has sought to raise awareness of the various ways in which access to equal opportunities can be impacted by unconscious bias. Career progress is dependent on access to challenging and varying work which allows for the development of the workerâ&#x20AC;&#x2122;s expertise, experience and level of responsibility. Research shows that work allocation can be subject to significant unconscious bias and anecdotal evidence in the professional services sector suggests that underrepresented groups, such as individuals of BAME origin, could find their personal and career development adversely affected as a result of such bias.

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Ashurst piloted a work allocation scheme in 2015 following a presentation given as part of The 30% Club Professional Services Firms’ initiative, which the firm had been actively supporting since 2012. Although work allocation has many advantages, including avoiding ‘peaks and troughs’ of work for individuals, ensuring broader skills development for all and calculating capacity to handle new instructions, Ashurst’s initial interest in it was from the perspective of ensuring fair treatment for everyone. Prior to the introduction of work allocation, the distribution of work was often inefficient and carried out by the most experienced and expensive resources, at a high cost to the firm. There was limited information about capacity levels within teams and the interests and development areas of associates. This created a disparity of access to development opportunities amongst associates (or at least, the perception of a disparity of access) since it could be seen to lead to

partners unconsciously choosing individuals like themselves or just involving those they had previously worked with. Partner time was also being taken up resourcing projects, rather than focussing on chargeable and productive work. After running a successful pilot for a period of six months, three independent Work Allocation Managers were hired to manage the allocation of work. Their role

is mainly to consider associate capacity, development areas, interests and technical skill set, with the aim of allocating work more efficiently. As a result, work is now distributed more evenly and the need to recruit new associates has been minimised. Partners spend less time resourcing matters and more time on productive and feeearning work. Associates develop a wider range of skills and have become more fungible, opening up the pool of resource available when allocating new work. The work allocation managers have been supported by a purposebuilt resource management tool which captures information on capacity levels and skills within departments. This information is now captured in an objective and professional manner, allowing a structured approach to resourcing and the forward planning of deals – but crucially, in a way which is much less influenced by any kind of unconscious (or indeed conscious) bias. Following the success of the work allocation pilot within the corporate division in London, the process was rolled out across practices within the finance division in the UK and the corporate division in Australia, and is being trialled in the disputes and real estate departments at the time of writing. Ashurst is the first legal firm to adopt work allocation on a global scale.

Work allocation helps to shore up equal opportunities for all of our talented associates and supports the retention of good lawyers from a wider range of backgrounds. The firm received extremely positive client feedback following the introduction of the practice, with two global clients highlighting this as a clear differentiating factor from other firms. A survey conducted among associates showed significantly higher levels of confidence in the fairness of the process of receiving work, and the opportunity to influence career and skills development. Further, partners were spending less time dealing with the resourcing of matters. Associates now have access to a greater range of work, there is a more even distribution of work across teams and an increased profitability of deals as a result of using more cost efficient resources, at the right level. The firm has even been able to allocate work between offices in different geographies, either to remedy resource constraints, or to provide an around-theclock service to the firm’s clients when urgent deadlines need to be met. Work allocation also has the potential to aid the swift reintegration of those returning from client secondments or a leave of absence. Finally, work allocation helps to shore up equal opportunities for all of our talented associates and supports the retention of good lawyers from a wider range of backgrounds. The strongest indicator of the success of this work allocation approach is the fact that resource management is now a permanent function within the firm with work allocation managers working across London and Australia – and the roll out continues.

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INTERVIEW WITH

NEHEMIAH ODUNLAMI

Trainee Solicitor at Jones Day

“Advocacy originally drew me to the legal profession, but studying Economics at A-level opened my eyes to global business and commerce.” HOW DID YOU KNOW A LEGAL CAREER WAS FOR YOU?

The single biggest influence on me choosing a legal career must be my mother. “You have a question for everything” soon became “You have an answer for everything” as I transitioned from childhood to adolescence. Aged 15, I undertook work experience in the Housing Litigation department of a local authority. The following summer I was shadowing criminal defence barristers in Southwark Crown Court. Advocacy originally drew me to the legal profession, but studying Economics at A-level opened my eyes to global business and commerce. When I discovered that, as a commercial lawyer, I could advise global businesses on the complex legal and regulatory problems they face around the world, I became set on the path of pursuing a career in a global law firm.

before committing to train at Jones Day, a global law firm with 43 offices around the world, including London. Before applying, I made two visits to Jones Day’s London Question Time to be sure I really understood the Firm, its work and its distinctive “non-rotational” system of training. Trainees at Jones Day shape their own training. They seek work across the Firm’s practice areas, see deals and disputes through from start to finish and learn from several supervising lawyers at the same time. What sold the Firm to me was its distinctive training and the fact that the lawyers I spoke to were both personable and honest about the demands of the training system and the recruitment team was keen to ensure the Firm was going to be the right choice for me.

HOW DO YOU SEE YOUR FUTURE?

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HOW AND WHY DID YOU CHOOSE JONES DAY?

I have just started my two-year training contract and I am excited by the potential of my legal career at Jones Day.

While at University, I made the most of opportunities to meet employers in the financial and consulting sectors as well as law. I also completed work experience and vacation schemes in small, medium and international City firms

The Firm is known for its formidable legal talent across multiple disciplines and jurisdictions and I am keen to experience a wide range of practice areas, including

specialisms like tax and competition, before I decide into which practice area I will qualify after my training is completed. My current aim is to gain wide experience and take on increasing responsibility so that I transition seamlessly to qualification. Looking ahead thereafter, I hope that whatever practice area I qualify into, I can be a high quality commercial lawyer delivering impeccable service to my clients and adding value to their business aims.

2 Be varied. The legal sector needs capable individuals from different backgrounds that offer fresh perspectives. Your unique experiences and interests can be brought to bear in conversation, in interviews and at work. 3 Build networks. Legal services providers offer a range of insight events and open days. Apply! They also work closely with a number of diversity initiatives to improve representation in the sector. Use these platforms to gain experience, form relationships and become confident in dealing with people who may be otherwise unlike you.

WHAT ADVICE WOULD YOU GIVE YOUNG PEOPLE FROM BAME COMMUNITIES INTERESTED IN A LEGAL CAREER?

My advice is threefold: 1

Start early. The sooner you are able to obtain work experience, the better. Building a work profile will enable you to determine your areas of interest and, importantly, strengthen your applications for jobs in the legal profession.

Diversity, Inclusion and Advancement at Jones Day Jones Day allows all lawyers the opportunity to thrive. New trainees can find leaders throughout the Firm with whom they share similar backgrounds and experiences. ■ Affinity groups for Women, Lawyers of Colour and LGBTQ+ bring together employees with shared experiences or backgrounds to provide support, training, and networking opportunities. ■ Our partnership with Sponsors for Educational Opportunity (SEO) provides internships and training to top-calibre undergraduates from ethnic minority backgrounds. ■ Rare’s contextual recruitment system (CRS), integrated into our recruitment of graduate trainees, helps us better identify candidates with true potential regardless of circumstance. ■ Our Legal Apprenticeship Programme, one of the first in the City of London, offers high-achieving candidates wanting to avoid University debt the opportunity to enter the workplace straight from school and qualify as solicitors (with a law degree) after seven years of earning and learning. ■ Our Aspiring Professionals Programme works directly with London state schools in underprivileged neighbourhoods and with charities such as the Social Mobility Foundation to help students from underrepresented and low-income backgrounds who want professional careers gain access to leading universities and enter careers in global professional businesses like Jones Day.

We are recruiting now for graduate trainees to start in London in 2021 (closing deadline 10 January 2019). Learn more, and sign up to meet us at our events, at

www.jonesdaylondon.com.

Yvette McGee Brown Firmwide Partner-in-Charge of Diversity, Inclusion & Advancement

“Jones Day is committed to making meaningful progress on diversity in the legal profession; to increasing diversity within the Firm; and to recruiting, retaining, and promoting the best attorneys and law students from all backgrounds.” www.jonesdaydiversity.com

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Legal opinions Penelope Warne, the senior partner and head of energy

George Lubega, partner and co-partner chair of the CMS BAME Network

Why is diversity and inclusion so important to CMS?

Please tell us what it is like to work at CMS?

As a global law firm we need to have an understanding of international, cross-cultural expertise to be able to deliver first class advice to our clients around the globe. With a variety of experiences, backgrounds and personalities we will be able to provide innovative solutions for those clients. Our people are our greatest asset in achieving excellence, so we need to attract (and retain!) the best talent.

It isn’t possible to talk about CMS without mentioning the three way merger last year between CMS, Nabarro and Olswang. I was at Nabarro for six years before the merger and the change has been monumental – it is very different working in a firm which is four times larger than Nabarro. I see benefits every day in terms of the firm’s breadth of capability and depth of resources. I’m glad to say that the merger has built on the character each firm brought to it: CMS is an open, vibrant, cosmopolitan place with friendly, encouraging people at all levels. I also feel that a real effort is made to ensure that people have opportunities: to advance their careers, for secondments, for well structured, useful and interesting training and for international travel, particularly around the CMS network.

As the senior partner, how do you see your role in promoting diversity and inclusion at CMS and in the legal industry? As the senior partner, I hope I lead by example and wish to inspire others. I firmly believe that each of us has a role to play to create an inclusive culture. CMS is a large law firm which means we have a bigger voice and we need to take our responsibility very seriously; we hope to drive change for our people but also for the wider profession. What would you say to a BAME student considering applying to your firm? I would tell them ‘Please apply!’. We need diversity of ethnicity, diversity of backgrounds, diversity of experiences and diversity of views to deliver innovation to our clients. If you share our values of respect, trust and professionalism you are welcome to CMS – be yourself, be authentic and your career will thrive here.

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Do you think the legal industry is inclusive of BAME students, and what steps could the industry take to make it more so? Attitudes to diversity have changed enormously since I first joined a law firm in 1992. What was accepted then would not be acceptable now. Quite simply, law firms are looking for the best talent they can get, irrespective of gender, sexual

orientation, race, ethnicity, religion or disability and expect to treat their staff fairly and equally. The majority of legal industry leaders now embrace diversity as beneficial and have made real efforts to ensure that the recruitment and employment of diverse candidates is fair and inclusive. Having said that, the upper echelons of the legal profession remain stubbornly lacking in diversity, so there is still a long way to go before the profession as a whole can be regarded as inclusive. I also think the profession is only just beginning to understand and try to tackle the impact of unconscious bias on recruitment and employment. What steps are taken to make BAME students seeking employment feel welcomed at your firm? Our Graduate Recruitment Team visits a number of universities each year to promote CMS, offer support to applicants and to recruit future trainees. In this process we ensure that a diverse group of people, including colleagues from a variety of ethnic backgrounds, represent the firm on campus. CMS sponsors a number of university societies and sends speakers from diverse backgrounds to participate in university panel events. We would like to ensure that students get an insight and overall feel for the diversity at CMS and are given the opportunity to speak to our people and potential role models.

As a BAME partner, how do you see your role in promoting diversity and inclusion at CMS and in the legal industry? I think it is vital that those of us who are BAME, and have been lucky enough to progress through the profession, act as advocates for diversity and role models for BAME students and lawyers. Within CMS I am very lucky that the senior partner, a woman, is personally passionate about diversity and encourages diversity network groups, which the firm funds, and which are assisted by a diversity and inclusion team. I am co-chair and a partner champion of the BAME group. Within the industry there are a lot of ways to make a difference – for example I have spoken at events aimed at increasing diversity organised by the Law Society, the Judicial Appointments Commission, the London Solicitors’ Litigation Association, JUSTICE, the BSN and other law firms and I have mentored more junior lawyers. I also recently took part in the JUSTICE Judicial Diversity Working Party and helped to draft its report. What would you say to a BAME student considering applying to your firm? Do it! As a stepping stone it is important to do one or more vacation placements if possible. Then persevere. A career in law is tough, and getting that first job is one of the hard bits, but it is interesting, rewarding and fun once you do. Be yourself, and see your diversity as an asset which will help you stand out, not as an obstacle.

Joanna Coombs-Huang, trainee solicitor

Please tell us what it is like to work at CMS? CMS is a firm that looks to truly develop and encourage their trainees to pursue the areas of law that they wish. Working at CMS has been a great experience. The initial training is intensive, as well as practical and supportive of creating opportunities and increasing skills in junior members. Trainees are given real responsibility and client contact from the outset. The teams are supportive, with all members showing willingness to work together towards a common goal. Socially there are always events, and many opportunities to get involved in both diversity and inclusion and corporate social responsibility, as well as on-going training. There are multiple employee-led networks that support diversity and inclusion initiatives within CMS. They regularly hold events, raising visibility and advocating for all members, enforcing CMS’s position as a leader in the field. Do you think the legal industry is inclusive of BAME students, and what steps could the industry take to make it more so? The industry has great intentions and there are serious efforts made to create a more inclusive environment for BAME students. However, communications and support must be followed up with decisive action, and effort to have a tangible impact.

The legal sector is aware that despite its best efforts there are often perceptions that would make a BAME student hesitate or feel less confident to join the industry. Part of this is due to lack of visible role models both at entry and in leadership positions. Outreach, as well as publications and public presence of more BAME legal practitioners helps change that perception and demystify the profession. By continuing and growing their initiatives to be inclusive of BAME students, law firms will bring both the talent as well as the broader perspectives of their experiences the legal industry needs to remain relevant. What would you say to a BAME student considering applying to your firm? I would tell any student ‘do your research, but show up as who you are’. Research will help you understand the firm’s strengths and strategy, as well as what areas you would like to experience during your training contract. Keep up to date with the legal news, and be curious as to what else the firm is doing, as there are amazing resources and projects always being advanced within CMS. As for my second point, authenticity always rings true. When applying and interviewing with CMS, the interviewers are looking for someone who will bring interest and their own abilities to the role. BAME students and applicants have strengths and should feel confident that they will be accepted on that basis, rather than attempting to seem different than who they are.

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Fostering diversity and inclusion in the legal profession As a leading global law firm, Latham & Watkins is committed to increasing diversity in the legal industry at large. This mission requires innovation and creativity as well as policies and programs designed to support the recruitment and retention of individuals from traditionally underrepresented backgrounds.

A top-down commitment “It is incumbent upon each of us to do whatever we can to support and develop diverse lawyers,” explains Jay Sadanandan, London office managing partner. “Latham is determined to hire and nurture the best and brightest lawyers from all backgrounds, as well as to preserve the kind of diverse and inclusive culture where every lawyer can flourish.” Our Diversity Leadership Committee (DLC) is responsible for spearheading the firm’s global diversity strategy. Comprised of Latham partners, counsel, and associates from across the globe, the DLC ensures that the critical goal of enhancing diversity in our hiring, retention, and promotion is embedded as a core value in decision-making and actions at all levels. Broadly, our diversity efforts fall into the following categories: • Creating and supporting initiatives that enhance the diversity pipeline by encouraging and assisting diverse students as they pursue a career in law

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• Innovating and perfecting programs and policies to recruit, mentor, train, retain, and promote the most talented law students and lawyers of every background • Joining with organisations around the world committed to enhancing diversity in the legal profession • Partnering with our clients on joint diversity initiatives “We need lawyers who bring a range of perspectives and insights to the firm, and who reflect the diversity of our client base and the communities in which we practice,” notes BJ Trach, global chair of the DLC and a partner in our Boston office. “Supporting lawyers with diverse backgrounds, as well as actively promoting diversity and inclusion, directly correlate with delivering the most insightful counsel to our clients. Our firm’s goals for diversity and commercial success perfectly align, and our partnership stands firmly behind this principle.”

Building a strong pipeline As part of our strategy to recruit and retain the best and brightest legal talent, we dedicate significant resources to supporting the success and development of future lawyers who share our commitment to diversity. • Sponsors for Educational Opportunity (SEO): Since 2011, we have partnered with SEO to give talented, underrepresented students of colour who have been accepted to top law schools the opportunity to get hands-on experience at a leading law firm through summer internships. • PRIME: We belong to this alliance of law firms across the UK, which offers educational and career programmes to young people from underserved communities to maximise their opportunities for success. • RARE: We work with RARE Recruitment to identify candidates who come from a

low-income or working-class background. In our first full year of engagement with RARE, 25% of our vacation scheme class was made up of RARE candidates. • 1L Fellowships and 2L Diversity Scholarships: We offer summer internships and scholarships to a select number of US law students who have demonstrated a commitment to promoting diversity and inclusion in the legal profession. Our global Recruiting Committee also has an active Diversity Hiring Subcommittee, which consists of attorneys and professional staff devoted to diversity outreach efforts and innovative thinking on new ways to enhance our diversity recruiting. Each year, the firm participates in a number of diversity job fairs and recruiting programs, hosts receptions for minority law students, sponsors events for various student organisations, and partners with minority bar associations to sponsor events. Retention and leadership opportunities A law firm is only as strong as its lawyers. Recognising that diverse lawyers may be confronted with unique challenges, we have designed sustainable initiatives that are tailored to support our diverse populations, and focused on the retention, promotion, and leadership development of this incredible pool of talent. • Diversity Leadership Academy: This signature firm event brings together over 200 practicing Latham attorneys and law students for a professional skills building and networking program. Separate programming is held for practicing Latham attorneys, with a focus on training in leadership, executive presence, communication, and professional development strategies, which is supported by the robust attendance of Latham’s leadership from around the world. • Women’s Leadership Academies: We hold two Women’s Leadership Academies each year. One is targeted to our senior female associates, as they become eligible for promotion to partner, and the other is targeted to partners of every level, focused on enhancing business development and firm and industry leadership opportunities. Both academies provide support and training in the areas of leadership, communication and self-promotion.

• Multicultural Promotion & Attainment Coalition (MPAC): An associate-driven, grassroots group open to all attorneys in a local Latham office, MPAC provides a forum to support the firm’s diversity strategy through educational and social activities. We have active MPAC chapters in 13 of our offices around the world, with new chapters regularly being established. • Internal Mentoring Programs: Mentoring is critical to helping junior lawyers feel more comfortable, confident and connected to their firm. We have a longestablished global mentoring program, administered by a dedicated Mentoring Committee, that assigns a senior attorney mentor to all first-year and new lateral associates to ensure that they have the methods and means to successfully integrate at the firm. • External Mentoring Programs: We also participate in external mentoring through various organisations, including Network for Knowledge and OUTstanding. The OUTstanding mentoring program is a unique cross-industry program that matches our LGBTQ attorneys with senior influential business leaders in mentoring partnerships. Global networks, global community Research shows that lawyers are more likely to stay at a firm and progress when they are able to bring their authentic selves to work, feel part of a tight-knit community, and are connected to and supported by role models. We have seven global affinity groups, each open to all lawyers within the firm: • Asian and Middle Eastern Lawyers Group • Black Lawyers Group

• First Generation Professionals Group

• Hispanic / Latin American Lawyers Group • LGBTQ Lawyers Group • Parent Lawyers Group

• Women Lawyers Group These groups are global in nature, connecting lawyers across our 30+ offices. The overarching goals for the groups are to: • Provide a firm-wide platform to share experiences, advice, and interests • Support recruitment, retention, development, and progression of affinity group members and other attorneys

• Partner with external affinity groups to enhance the diversity efforts of our firm and the legal profession at large • Build networks with clients and the community The affinity groups give associates meaningful opportunities to lead at the global and local office levels. These opportunities have been especially valuable for developing the leadership skills of our minority associates, with over 100 associates serving as global and local office leaders. “Latham supports its minority lawyers in every way it can,” notes Yeniva Massaquoi, an associate in our London office who serves as one of the global leaders of our Black Lawyers Group. “The affinity groups provide a vehicle for us to offer recommendations to firm management and facilitate invaluable dialogue between attorneys across all offices, giving minority lawyers a stronger voice and a platform to develop initiatives that directly affect them.” Advancing awareness within the firm Multiple studies have proven the existence of unconscious bias and the negative effects such bias can have on the professional success of diverse lawyers. The same is true of covering, the gender confidence gap, and micro-inequities. Our initiatives are designed to educate all of our lawyers about these challenges to inclusion and to provide them with concrete strategies to combat them. We hold a large number of diversity- and inclusion-related training programs throughout the year. These sessions cover a range of topics – including understanding the business case for diversity, understanding and combatting unconscious bias, the gender confidence gap and social isolation – and offer tips to ensure that all our lawyers share in our goal of promoting diversity and have the tools necessary to do so effectively. In addition, we provide focused unconscious bias training to firm committee members charged with associate evaluation, compensation, and progression decisions (before those decisions are made). At Latham, we are striving to be a true market leader in diversity and inclusion. We will continue to develop innovative programs and policies to support the success of diverse lawyers at our firm and to change the face of our profession.

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Kick-start your law career

he application process to become a solicitor can be overwhelming, whatever qualification route you choose. However, a six-year apprenticeship combining work and study offers many benefits. For example, the opportunity to kick-start your career and earn while you learn. But what else should you know before you apply? Danielle White, Graduate Recruitment and Development Manager for Mayer Brown’s London office, talks through the application process for the firm’s Solicitor Apprenticeship programme and provides some key hints and tips for you to consider. Whilst David Elikwu, who is currently in his fourth year on a six-year qualification programme at Mayer Brown, reveals what training to be a solicitor is really like. 1: APPLICATION FORM You will be asked to provide personal information, including your educational background and any relevant work experience that you have obtained. Point to note: It doesn’t matter if you haven’t completed any legal work experience – include any work experience where you can demonstrate transferable skills. The application form includes questions about your motivations for applying for the apprenticeship role and wanting to work at Mayer Brown. Hints and tips: Do your research. Find out as much as you can about the firm. What our core practice areas are. Where we sit in the legal market. Ask yourself why you want to work at Mayer Brown. In addition, make sure you understand what is required from the apprenticeship role. Think about the skills and competences you have and how they could be applied to this role.

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2: ONLINE TESTS As part of the application process, we ask candidates to complete two online tests – a verbal reasoning test (VRT) and a situational strengths test (SST). The VRT accurately measures an individual’s ability to engage with, and respond to, verbal information in the workplace and it includes five distinct modules: dexterity, comprehension, reasoning, interpretation and adaptability. There are 20 questions in total (four per module). The SST measures an individual’s suitability for the role of a solicitor against a set of realistic scenarios. It works by asking applicants to consider their typical reactions, feelings or behaviours to a number of realistic scenarios outlined through a set of questions. Your responses will be mapped against the qualities required to be successful here at Mayer Brown. Hints and tips: Practice, practice, practice! Test links are provided on Mayer Brown’s graduate website. Use the practice tests to familiarise yourself with the type of questions you will be asked. 3: TELEPHONE INTERVIEW If successful during the initial application stages (application form and online tests), you will be invited to a 20-minute strengths-based telephone interview with a member of the graduate recruitment team. Hints and tips: Strengths-based interviews are different to competency-based interviews – it’s important to know the difference between the two types of interview and what will be expected of you 4: ASSESSMENT CENTRE The final stage of the application process is an assessment day, which has three main parts: • Group exercise – An important part of being a solicitor is the ability to work in a team and collaborate well with others. We will be looking for evidence of this during this assessment.

Hints and tips: Remember, we can only assess you if you participate. Be sure to speak up, whilst also listening to others. • Spelling and grammar test – Attention to detail is a skill that solicitors need throughout their careers. We ask candidates to complete a spelling and grammar test, as well as a proofreading exercise. During this task, take your time reading the instructions and check your answers. This also applies when you submit your application form. To avoid simple mistakes always check your application thoroughly. • Interview with a partner and senior associate – This is typically a 45-minute competency-based interview. Hints and tips: To prepare for a competencybased interview, research the skills and competencies that are required to be a successful solicitor. Think of examples of when you have demonstrated these qualities. Your examples do not need to be in a legal context – think about when you were at school, part-time jobs you have had and the skills you have developed. Point to note: At Mayer Brown, we operate a blind CV policy. This means the people assessing and interviewing you won’t know anything about your background except for your name. The interview is your opportunity to tell the

interviewers what you want them to know about you. Operating a blind CV interview process enables us to minimise the impact of unconscious bias and it also provides a great neutral platform for candidates to sell and differentiate themselves to interviewers. There are a few other things that you should know about the application process: • Commercial awareness: This is a term you will hear frequently if you decide to apply for a solicitor’s apprenticeship but I am sure you are wondering what it actually means. Put simply, it is about understanding the wider environment in which businesses and industries operate. Solicitors are instructed to advise on a variety of legal and commercial matters, therefore it is important for them to also think commercially and understand the client’s perspective. Hints and Tips: Form good habits by reading the newspaper daily, watching the news and asking questions. Be curious about the world around you! • Legal knowledge: Don’t worry if you don’t have legal knowledge; this isn’t expected and we won’t test you on this. We do however want candidates to show that they have a real interest in the law and working for Mayer Brown. Do your research, be prepared and good luck with your application. If interested in learning more about our Solicitor Apprenticeship programme please visit our website www.mayerbrownfutures.com

David Elikwu is in his fourth year of Mayer Brown’s six-year alternative route to qualification as a solicitor. Having left City University after two years in favour of an opportunity to gain legal work experience abroad, David returned to London and later joined Mayer Brown’s programme. Read about his experiences below.

1. Why did you choose to pursue a career in Law? Had you considered other career paths? I chose law because it seemed like a good fit for my skillset and interests. It’s a challenging and mentally stimulating career where progression is identifiable and easy to map out. I knew I wanted to do something clientfacing and analytical but with close links to the financial sector. The analytical legal skills and attention to detail that you need to develop also seemed highly-transferrable and sought after, which means I’ll be well positioned if I decide to do something else later in my career. 2. What advice would you give someone considering a number of career options and sectors? I think you have to make your choices less abstract by deconstructing your desires and thinking about what you want most out of a job. Once you’ve boiled down the most significant factors, it will be easier to compare roles and identify the occupations that appeal to you the most. Doing this helped me identify a spectrum of other roles that I could target if I couldn’t get into law, such as consulting and wealth management. 3. Why did you choose this route to qualification? I chose this route because it offered me a great balance. I work full-time and by studying part-time I’ll be able to attain the necessary qualifications to qualify as a solicitor. I think I have the best of both worlds and, because I am studying for a law degree, the qualifications that I gain won’t be substandard in any way. 4. How does the reality of being on the programme differ to your expectations? I think the reality is mostly pleasant. It’s great being able to work full-time and socialise with colleagues, but it’s also difficult having to balance the workload of university studies, which can almost seem like a separate entity

at times. There is a lot to balance, which means it is important to develop time and expectation management skills. 5. What do you enjoy most about the programme? I enjoy the diverse nature of the work you get to do as a lawyer and the fact that you don’t feel held back because you’re on a particular scheme. The length of the scheme gives you a much longer period to acclimatise and develop necessary skills. Whereas trainees, who join the firm from university, qualify over two years and quickly feel the impending pressure of picking the right seat options. 6. Is it easier to qualify as a solicitor through a vocational or apprenticeship programme than the traditional route? I would say it’s a lot harder. At university you cover much of the same work as those studying full-time and at work you have to deliver the same workload expected from traditional trainees. It’s daunting but you can find a balance. Having a finite time to study has motivated me make the most of my free time and focus during my study periods. The biggest challenge is managing the expectations of your supervisor and your work colleagues. You have to be diligent when you are assigned work and be confident enough to remind people of the additional workload that you have, as they are often unaware. 7. What advice would you give to anyone looking to apply for a legal apprenticeship programme? Consider your options thoroughly and think about what you want in the long run. A legal apprenticeship might not be for everyone, in the same way that the traditional route might not be for everyone but I would definitely recommend it. There are some great benefits, such as being paid and working in a dynamic global law firm where you gain relevant skills in the environment that you’d be working in once you qualify. If anything, I wish had started the programme sooner.

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Flying High

Citi, the leading global bank, has approximately 200 million customer accounts and does business in more than 160 countries and jurisdictions. Citi provides consumers, corporations, governments and institutions with a broad range of financial products and services, including consumer banking and credit, corporate and investment banking, securities brokerage, transaction services, and wealth management. Here, two of the senior members in their legal team tell us a little about their roles in Citi and how they came to get there.

Lawrence Domingo is a Director and Litigation Counsel at Citi in the EMEA Litigation and Regulatory Investigations team at Citi.

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What is your role in Citi?

What do you need to do this job?

I am a Director and Litigation Counsel at Citi in the EMEA Litigation and Regulatory Investigations team at Citi. The job is incredibly varied, and involves acting for the bank alongside lawyers from external firms in relation to all kinds of disputes and investigations launched by international regulators and criminal authorities. I cover around 54 countries in Europe, the Middle East and Africa, working closely with colleagues in all of those countries, as well as in the US where Citi is based.

You need to qualify as a lawyer first – a solicitor or a barrister, doesn’t matter which. That will help you to figure out what kind of law you want to practice – like any profession, different kinds of law appeal to different personalities. To be a disputes lawyer – particularly in-house – you have to be strategic, calm under pressure, quick-thinking, and good at seeing both sides of an argument. You have to be able to get to grips with different situations as no two cases are ever the same. And, as with so much in life, a sense of humour really helps. How did you get here? I was born in the UK and grew up in Bahrain in the Middle East (thanks to my father’s job). I did my GCSEs out there before coming back to the UK for A-Levels at a state school in Kent. I then studied History at Churchill College, Cambridge, before completing a post-graduate diploma in law and the Legal Practice Course at Nottingham Law School. I joined the law firm Hogan Lovells, where I trained and qualified before moving to Citi.

company where I was responsible for consumer credit, life assurance and pension agreements. I worked on a securitization of our UK consumer credit portfolio and I became curious about investment banking. I moved to an in-house equity derivatives lawyer position at a UK institution and spent 4 years seeing as much derivatives and investment banking work as I could, before joining Citi as a trading floor equity derivatives lawyer.

Sharon Blackman is a Director in Citi’s General Counsel’s Office Markets and Securities Services division.

ersonally recognized as a high achieving and influential lawyer as part of a special feature in the EY sponsored Powerful Media 2016 Powerlist, Sharon was subsequently shortlisted as a 2017 finalist in each of the Women in Banking Finance Awards and the Black British Business Awards Champion for Women and Financial Services Leader categories respectively. What is your role in Citi? I am a Director in Citi’s legal department. What do you need to do this job? You should aim to qualify as a lawyer. I qualified as a Barrister and a NY Attorney, but that is slightly unusual and most of my colleagues are Solicitors. Either qualification is perfectly acceptable. For my role, an understanding of derivatives and derivatives markets is key,

and an ability to support the business in navigating regulatory change has also become essential. I interact with trading floor personnel daily and the environment can be loud and fast-paced. I review contracts, advise on regulatory issues and matters of strategy, and of course all the things that go alongside managing a team of lawyers. I enjoy the buzz. How did you get here? After completing my bar finals, I moved inhouse with an Australian financial services

9 th

Founded in 2009, the UK Diversity Legal is the only industry awards which focus solely on recognising and promoting diversity, inclusion and equality across the legal profession. Having successfully celebrated its 9th year in 2018 with the support of the Solicitors Regulation Authority, LexisNexis, Thomson Reuters, Linklaters and The Law Society, the 10th Annual Dinner and Ball will continue to promote the successful work and commendable efforts of individuals and organisations who continue to inspire others to follow their lead.

After 5 years, I moved internally to cover the fixed income business and ultimately have built out a team to cover foreign exchange and local markets – fx and interest rate derivatives. Last year I was appointed to my current role which has legal product responsibility for Europe, Middle East and Africa. What advice would you give to aspiring young students considering their career choices? Be open to opportunity. I did not expect to enjoy my first role as much as I did. I would likely have stayed there but for their sale of their UK business, but that role led me to an industry and roles that are challenging and enjoyable – work hard, be bold.

Nominations and submissions are invited from firms, chambers, in-house legal teams (private and public sector), suppliers to and individuals within the legal profession. Submissions may cover one, some or all aspects of diversity, including gender, ethnicity, sexual orientation, disability and social mobility, as well as access to justice and mental health and well-being. Nominations will open in the Spring 2019 – please do nominate your diversity and inclusion role models, champions and change-makers so we can showcase excellence in the legal profession. For more information about this Awards programme and our exciting sponsorship opportunities, visit www.diversitylegalawards.org or email enquiries@diversitylegalawards.org The UK Diversity Legal Awards is an initiative of the Black Solicitors Network.

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Sales Are you looking for a career with uncapped earnings potential, where every entrant is on a level playing field and where your uniqueness can be an asset? Then sales could be the ideal career for you – because in sales you are judged on your results. The Sales sector can offer starting salaries ranging from £18,000 to £35,000, with commissions that can add thousands to your pay cheque. Nearly every business in the world survives by sales, whether it be for Insurance, Media, Pharmaceuticals, Sports, Luxury Goods, or Private Jets! There can also be some attractive benefits such as a company car and other perks.

Sales is also one of the best ways to become commercially aware and to learn easily transferable skills which will stand you in good stead, no matter what future path you choose to take. Ask Lord Sugar, who is purported to be worth £1.3 billion, or Warren Buffet, who started his career in sales and is now purported to be worth $81 billion dollars – both started their careers in sales.

Making sales your profession Thomas Moverley, Director of the Institute of Sales Management (ISM), urges young people with ambition and the right attitude to aspire to a career in professional selling.

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‘Selling’ is not a dirty word. Sales careers have long been misrepresented by a negative image and horror stories of callous cold callers and dodgy double-glazing salesmen, but proper, professional selling is an ethical, rewarding career that could not be a more vital. Sales is the engine that drives individual firms, and ultimately the economy as a whole. Whether a business offers physical goods or intangible services, the sales function is the essential link between the producer and the buyer, ensuring the customer is aware of the offer, and is able to purchase it. A world of opportunity At the ISM, we are helping to change the image of sales, so it is increasingly seen as a desirable career option, including for graduates. There are plenty of challenging opportunities and satisfying careers available in sales, with many positions offering relatively high starting salaries, with great

benefits and commission on top. Traditionally, selling is often associated with face-to-face contact with customers in shops (business-to-consumer or B2C selling), or in-person ‘business-to-business’ (B2B) sales meetings between sales executives and commercial buyers. But over the years, technology has provided new selling environments, particularly ecommerce. While for some types of transaction, particularly online shopping, this reduces the need for salespeople, overall, the ‘death of the salesperson’ has been greatly exaggerated. The B2C sector continues to offer many attractive sales opportunities. It may particularly appeal to those who enjoy the dynamism and variety of dealing with the public. While, in general, it is not as well paid as B2B selling, many positions are open to non-graduates, and those with few formal qualifications. The more sophisticated B2B sales arena remains a major area of growth. Here, the

sales techniques of 10 years ago would struggle to make headway today. Prospects and customers are more informed; the explosion of the Internet and growth in technology means information is only a mouse click away. And, in many cases, they are already progressing down the sales pipeline before the salesperson can engage in a conversation. Even when that engagement starts, they will have checked out a company’s credentials, studied the salesperson’s LinkedIn profile, and know about the competition. Switch on to succeed Salespeople now need to be equally well informed – not just about what they do, but also about the needs of the customer. It is not just about shifting a product or service anymore; it is about a ‘value proposition’ and, in many cases, a bespoke solution. A great salesperson is someone with the thoughtfulness, empathy and patience to listen and detect problems that sometimes the customer may not even be aware exist – and, once identified, solve them.

on to create business empires built on the know-how gained from their prior success as accomplished sales superstars. Championing sales careers Knowing that the streets are indeed paved with gold for anyone willing to make the journey continues to inspire the ISM. We are devoted to acting as a champion of the salesperson, one committed to ensuring that behind all the desire and drive, rests the rock solid foundations of professionalism – an ethical approach and a level of proficiency forged by the best training, tools and career development available.

WHAT THE ISM CAN OFFER

High calibre sales staff are in demand. For employers to recruit and keep the right staff, they must invest in them, offering them training and professional development opportunities, career progression, and making them feel like a valued and essential member of their team.

As the independent body for the sales profession worldwide, the ISM provides leadership, education and support to continually improve sales careers and sales methods. We drive innovation for the sales industry in the benchmarking of standards, the recognition and development of individuals, and the promotion of best practice.

This is where the ISM can help. We have been championing the interests of sales professionals for over 100 years – becoming the recognised authority for the sales sector – and providing practical Of course, this sophisticated approach support, training and qualifications for comes with its own challenges. salespeople across the world. And, that is Salespeople now need to be multitalented, not only understanding the sales what we will continue to do. process, but also being able to empathise It is the ISM’s objective to make world-class with the needs of the customers, being about to learn rapidly and then apply that knowledge and education accessible to salespeople and companies around the knowledge into closing the sale. globe so that we can help accelerate lives, careers and businesses. We are the only And there is a second dimension. professional body approved to deliver Salespeople need to be able to assimilate – and retain – knowledge about products Ofqual-regulated sales qualifications levels that are growing increasingly complex. 1 – 6 for cultivating a salesperson’s skills, They need to have a holistic approach to the leading to a rewarding career path. customer’s needs. In short, salespeople must be switched-on, smart and eager to learn. Sales qualifications demonstrate many skills. Core competencies that comprise an For great salespeople, sales is a passion. effective salesperson include knowledge, We are fascinated as much by the perpetual presentation and closing. These are skills insight gained into the psychology and that can transform lives – not just in a work nature of human beings as we are the environment, but on a personal level too. professional, financial and networking Sales teaches you resilience, endurance possibilities a career in sales promises. – perseverance to never give up on your goals, no matter the obstacles. These are Yet, the industry opens its arms to all comers skills that will stand you in good stead no regardless of education, connections or matter what you do in life. financial resource. Irrespective of any perceived disadvantage, if you approach the With the right attitude and skills, role with determination and an insatiable nurtured and developed in the right way, hunger to learn and achieve, then the world sales can genuinely be transformative is yours. There are many billionaires who and enable people from all walks of life have started out with nothing, but went to thrive and excel.

At the ISM we are working tirelessly to change the perception of sales to one that is desirable, one that is sought after, and one where salespeople are given the recognition and support that they and their profession deserves.

Whether you are starting out or you have worked in the industry for many years, ISM membership will help support and inspire you at every stage of your sales career. Established for over 100 years, the ISM is the UK’s only professional sales membership and awarding body accredited by Ofqual, the government regulator, to deliver qualifications exclusively focused on selling and sales management. By joining the ISM, you will instantly become part of one of the world’s leading sales bodies, dedicated to the sales profession. Membership will demonstrate your professionalism and dedication to development, as well as providing you with career-enhancing support and a range of valuable benefits. The ISM welcomes everyone with an interest in sales. Whether you are contemplating a sales career, or want to build on existing sales knowledge and skills, we offer various membership grades to suit your level of experience. To learn more, call 020 3870 4949, email info@ismprofessional.com, or visit https://www.ismprofessional.com/

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Sport & Leisure OK, so you may not quite have the silky ball-skills of Raheem Sterling or the hard-hitting strength and stamina of Serena Williams, but that is no reason why you should not strive to keep active and stay fit and healthy. Equally, it is no reason why you cannot still consider a career in sport and leisure. Sport and Leisure is an important work sector in the UK. If you are keen on sports, fit and healthy, and you like working or training with liked-minded people, there are many ways in which you can develop your social skills and engage with your local community. You could start by seeking work experience in local gyms or leisure centres, or speak to your local Further Education College about sports and fitness training courses.

There are many different roles available for people to strive for, for example Fitness instructors, Outdoor activities instructors and Sports coaches, that with experience and the right qualifications could lead to well-paid senior positions and management. Schools and Colleges also need Physical Education teachers to train young people in sport and fitness. Why not make a career in Sports and Leisure your personal goal?

The Professional Footballers’ Association The PFA is the union that represents football players. We have over 4,000 members who are currently playing and 50,000 former players who remain members of the PFA for life. An interview with Simone Pound, Head of Equality & Diversity at the PFA

he Professional Footballers’ Association (PFA) is recognised as the world’s longest established professional sportspersons’ union. Many of your top footballers have launched charities to help support communities that lack resources and opportunities. Can you explain why it is important that footballers support these causes? Many players work to support charities that have causes that are close to their hearts. The PFA works with them to support the right types of programmes in areas such as Health, Education, Social Inclusion and Equalities. The PFA has Community Champions across all Leagues including the womens’ game to recognise the amazing work that takes place by players across the communities in which they work. Over the years when seeking new managers and coaches from BAME

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communities, you have not always had a full representation in the workforce in regards to those roles. When attempting to celebrate diversity, how do you ensure your people are as varied and interesting as the work they do? The PFA have worked for over a decade to challenge and address the underrepresentation of BAME coaches and managers. As a union it is vital for us that BAME players have equal opportunities and pathways into coaching and management. To this end, we have worked tirelessly to ensure pathways to gaining UEFA and FA coaching badges are transparent and accessible. We have worked to ensure there is a qualified mass of BAME coaches and we have championed an English version of the NFL Rooney Rule for many years. You have many workshops specifically designed for ethnic minorities; how can students across the board find out

more about your programmes and what apprenticeships are offered by your award-winning skills Academy? As a union we work to ensure our membership is supported and to this end we offer bespoke sessions and meetings. Students should look at the PFA website. As an organisation with a long history and a strong culture, would you say you’ve noticed any common personality characteristics in the people you’ve seen prove themselves and then go on to have successful careers at the PFA? What leadership skills are necessary? Team spirit is an important trait for us as well as compassion and understanding of the needs of others. Hard work, punctuality and a good sense of humour are all vital, as are honesty, integrity, inclusiveness and strong communications skills.

PFATV visits PFA recruitment workshops specifically designed for BAME coaching candidates and other top tier professionals in football. Do you consider your scheme a good chance to engage with the wider community and come into contact with the next generation of managers, players and coaches from under-represented groups? It is important to get out and speak to the membership as well as to the wider football community. We have run a number of workshops and visits to ensure we are addressing the needs of our players. We also work closely with clubs, Academies, coaches and managers, always with the playersâ&#x20AC;&#x2122; interests at the forefront. The majority of players want to remain in the game after they finish playing and coaching is just one of the many ways that they can do so. The aim of the PFA is to protect, improve, and negotiate the conditions, rights and status of all professional players by collective bargaining agreements, which are designed to raise the profile and celebrate the achievements of each member. What kind of benefits can aspiring coaches receive from becoming a PFA member? All professional players are PFA members and receive the same support from the respective departments: WellBeing, Finance, Coaching, Equalities, Education, Community, Commercial and Benevolent. There are a wide range of benefits and support from the PFA available and we are there to support a player throughout their career, from when they first sign a professional contract through to contractual and disciplinary matters, well-being and rehabilitation support for injuries and addictions, educational courses, coaching courses, vocational skills and qualifications, as well as a number of

Team spirit is an important trait for us as well as compassion and understanding of the needs of others. Life Skills that we deliver in clubs directly to players. Michael Johnson has been named the new head coach of the Guyana football team. The former Jamaican international was a standout candidate from more than 200 applications received from all over the world, bringing a wealth of professional coaching and playing experience to the role. Would it then be true to say that youâ&#x20AC;&#x2122;re looking for the same levels of excellence and potential in future employees? My advice to any aspiring applicants within the football industry is to be resilient and be prepared to start at the bottom of the ladder and work your way up. Michael is an excellent example of someone who worked hard on his coaching qualifications and then gained additional skills in Management and Board Member experience to become an outstanding candidate. He had a great playing career but worked hard and tirelessly in his quest to become a top coach. He has supported the work of the PFA and been an excellent Ambassador. Life throws plenty of curve balls at you; it is never an easy route to the top, but with hard-work and determination as well as a positive outlook and excellent people skills, you can get there. You are a PFA member for life.

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Tackling racism and discrimination:Kick It Out

From the dark days of rampant abuse, harassment, hatred and violence associated with professional football, the “Let’s Kick Racism out of Football” campaign emerged.

n the 1970s, 1980s and 1990s, racism in the stands was so bad that Black fans stopped going to watch for their own safety. Even relatives and friends of the footballers performing on the field of play were reluctant to attend because of the abuse and threat of violence. The campaign was initiated by Herman Ouseley, who at the time was Chairman of the Commission for Racial Equality, and he secured the involvement of The Professional Footballers’ Association and the Football Trust now the Football Foundation as founding members. Getting The Football Association and the English Football League to join the campaign was an uphill struggle but the newly formed Premier League offered their support, although cautiously to begin with. The rest is history, and 25 years later the organisations exists as ‘Kick It Out’, with its remit now to tackle all forms of discrimination within the game. Education is a vital part of the organisation’s work, helping to develop an environment for football to be free from prejudice, hatred, ignorance and discrimination. Through learning, a huge contribution can be made

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to local communities and beyond ensuring that social cohesion can be developed by uniting people from all backgrounds to watch and play football, as well as work in the sport. Part of the organisation’s efforts involves building collaborative partnerships to tackle discrimination through football, and using football to bring people together to improve community relations and social cohesion. Whether its engaging with young people within professional and grassroots football clubs, community organisations, schools, colleges and universities or delivering greater understanding on how to report discrimination in the game, and challenging it effectively, Kick It Out has been an organisation which shows the way for the sport to move towards an inclusive future. From the biggest of professional clubs to the smallest of grassroots projects, Kick It Out helps the whole of football to take a unified stand against discrimination through various events and activities to raise awareness and educate about the importance of equality and diversity in football.

Ahead of the organisation’s 25th anniversary season in 2018/19, Kick It Out published a report entitled ‘Football in pursuit of Equality, Inclusion and Cohesion’ (Source: Kick It Out*). The report sets out a range of actions for the football authorities to add impetus to the progressive work currently being undertaken. With a quarter of a century of experience in understanding the challenges of promoting inclusion in the sport and beyond, the organisation hope this new report provides the sport with the platform to proactively consider reform for opportunities in the game to deliver inclusion across all levels of football. Kick It Out will continue to be at the forefront of promoting inclusion in the football and society, with education at the core of their work to eradicate all forms of discrimination.

* www.kickitout.org/aims-and-objectives

Diversity in sport redressing the balance

aking part in sport is one of the most positive decisions that anyone can make. It can help stop or manage medical conditions, improve your mental health and wellbeing, boost your confidence and self-esteem, bring people from all ages and backgrounds together, and much more. That’s why working in sport is such an exciting and rewarding career choice for so many people - it is a job that literally changes lives. Sport England exists to help make it easier for people to get active and enjoy all the benefits. Our vision is that everyone is able to take part in physical activity regardless of their age, race, how talented they are, level of fitness or background. But we aren’t just interested in making sure that people from all backgrounds can take part in sport - we are just as interested in making sure that there is a diversity among people who work in sport as there is among those enjoying it. Achieving diversity in sport is one of the greatest challenges faced by the sports sector. Because the sad truth is, the makeup of the people working in sport doesn’t accurately reflect the diversity of the country. And just as there is a growing and much-needed movement to address inequality in sport participation, there is also a growing movement to diversify the sport and physical activity workforce. Sport England is working with organisations from across the sports sector to make this aspiration a reality. We are interested in transforming the whole sports sector at all levels, from people right at the beginning of their careers just entering the sector, right through to the coaches and volunteers and people sitting on the boards and leadership teams of sports organisations. We want to see the people that make sport happen for so many better reflect the diversity of society.

Diversity strategy Our workforce strategy aims to drive a more diverse workforce and offers sports organisations practical guidance on developing organisations with inclusive values and behaviours. Measurement is key, which is why we will be introducing robust benchmarking of the diversity of the workforce across the sector for the first time. We will also be launching a new Workforce Diversity Fund for organisations that are seeking to support individuals from diverse backgrounds to thrive in the workplace, and producing a sector-wide diversity and inclusion action plan, with clear aspirations for tackling under-representation of specific groups in the workforce. Sport England is determined to tackle underrepresentation of ethnic minorities in sport head-on, so that everybody who wants to can build a thriving career in sport - but of course we can’t do it alone. Working in partnership with organisations across sport will be key, with partners such as the Chartered Institute for the Management of Sport and Physical Activity (CIMSPA), UK Coaching and organisations like the charity Sporting Equals, who recently held the first symposium to enable more people from Asian and South Asian backgrounds to access opportunities in the sports workforce. Large sports employers also have a critical role to play to make the sector attract talent

from diverse communities. The FA is a fantastic example of an organisation that has recognised that there is under-representation in their workforce compared to their playing population and are trying to do something about it. As part of their equality, diversity and inclusion plan for the next three years, ‘In Pursuit of Progress’, the FA has outlined the proportion of BAME people they have in their staff, their leadership and in their coaching staff, and have set targets to advance each of these areas by 2021. Time to get active Better representation by BAME people in sport is a priority for all. Not only will this ensure that there are more role models for people considering a career in sport – it could also have a positive impact on the numbers of people from ethnic minorities that participate in sport. That’s because a more diverse sports workforce means that more people will be able to identify with those people who are providing sport and physical activity. Are you passionate about getting people physically active? Have you thought about working in sport? If not, why not? This is an exciting time in sport and there are a wealth of career pathways and opportunities. It couldn’t be a better time! Go for it, be a game changer! Jamie Hooper, Senior Equality & Diversity Manager, Sport England

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Street League:

Helping young people make the move from school to sustained employment through sport Leonardo at the Street League Manchester Football Academy

ar too often the world defines young people as what they’re not, and what they haven’t got. Not in education, not in training, haven’t got a home, haven’t got a job. This is ‘disadvantaged thinking’, and we think it has to stop. We believe every young person has a talent – we want to stop talking about what’s holding young people back, and start talking about what they can become! Young people are our future, and it’s only when we see them in that way, that we will be able to invest properly in them, help them transform their lives and our communities. Street League uses sport to help young people to achieve their potential and overcome barriers to employment and educational achievement whilst inspiring them to adopt healthy and active lives. Street League’s aim is to end youth unemployment in the UK and we do this by supporting young people to move into work, and alongside them and their employers to keep them in sustainable employment. With one in seven young people unemployed in the UK today, youth

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unemployment can cause significant physical, mental and emotional harm. Working across 14 regions, and 38 local communities we’ve helped move 1,656 young people into a job, further education or training in the last twelve months alone. Young people are at the centre of all we do… Everything we do is focused on supporting young people to change their lives. This might be helping them get motivated and healthier through sport and fitness, or gain the qualifications, skills and confidence needed to move into work. We will always see the positive in young people, encourage their ability and talents and strive to help them realise their ambitions. Street League programmes are designed with this in mind and we believe investing in our young people is the ONLY way forward. We value the power of sport to change lives… Sport is integral to making Street League work. It brings people together, creating fitter bodies and healthier minds. We believe sport teaches key skills such as discipline, communication and teamwork

and is one of the most powerful tools for building friendships and getting to know people. The Street League programme We provide a structured 8 – 12 week programme, offering a combination of sports (including football, dance and fitness) and the opportunity to develop employability skills. Each day, young people on a Street League academy undertake a variety of activities including job searches, writing CVs and cover letters, mock interviews with our fantastic partners and most enjoyably, playing sport! Throughout the weeks, our committed staff work tirelessly to support each and every participant into the right job, further education or training opportunity for them. Who we work with We work with young people from a range of backgrounds, primarily from disadvantaged communities. Whether unemployed due to lack of qualifications, low confidence or self-esteem, mental health issues, crime or gang involvement, learning difficulties or care responsibilities – young people join our programme for a number of reasons. At Street League, we truly believe there is no one size fits all approach.

Case studies: Chinedu Ubaknma Chinedu, 23, from South London was struggling to hold down a job before he joined a Street League programme. His main focus had always been to play football, with the hopes of becoming professional but he struggled with confidence and belief in himself. Chinedu doubted himself and his skills and felt he wasn’t going to accomplish much. Street League’s London football academy saw him develop his professional skills, gain relevant qualifications and work on his confidence.

Klaudia at her new job with call centre Rightio, Birmingham

Now working in a marketing role as brand ambassador for Adidas his first thoughts on Street League were “I had just lost a job and was pretty downhearted. This sounded like it might help me get back on my feet and wait a minute…I can play football too?! It sounded too good to be true…so I checked it out and then I realised how great it actually is.”

Street League graduate Chinedu with former England player and TV presenter, Dion Dublin

Where do our young people end up?

How do I get involved?

Street League participants end up in a variety of destinations dependent on their interest. Our top three industries last year, where young people secured a job, were retail, hospitality and customer service but we also see a number of participants go into construction, warehousing, call centres, offices, sports and the health and beauty industry. Some young people will want us to help them get into college, university or find an apprenticeship that’s right for them. We listen to and work with each young person to develop a plan that works for them – their expectations, needs and goals.

Decided the Street League programme is for you?

Where is the Street League programme delivered Street League academies run in 14 regions – 16 Scottish and 23 English Local Authorities. • Ayrshire • Birmingham • Clyde West • Dunbartonshire • Dundee • Glasgow

• Lanarkshire • Leeds • Liverpool • London • Manchester • Scotland • Sheffield • Tees Valley

Head to our website www.streetleague.co.uk where you can sign up directly at www.streetleague.co.uk/forms/join-a-free -programme or read our case studies and FAQs to find out more. A member of our team will be in touch once we have received your submission. Follow us on our social media channels: www.facebook.com/streetleagueuk/ @street_league streetleagueuk

Leonardo Ambrosio 19-year-old Leonardo from Manchester arrived in the UK in 2013 from Iran. His struggles with the language meant he had difficulty finding employment, “At that time Street League welcomed me in, even with my lack of communication. They let me play football every day, showed me what to do and said they would help me achieve what I wanted.” Now working with the National Football Museum, Leonardo further says “I trust Street League and it has had a massive influence in what I am achieving now. My full time job has given me stability and I would recommend anyone in this situation to get involved with Street League – they can help you achieve what you want.” Klaudia Ruchwal At 19, Klaudia from Birmingham had no issues with confidence but struggled with personal and family issues at home. Klaudia joined our dance academy once she left the family home with nowhere to go. Street League helped source emergency housing, working with her to ensure she was in a better personal space. Despite Klaudia’s tough circumstances she committed to the academy programme, working through days when she was upset due to personal problems. Street League introduced her to Rightio where she received an offer of full time employment. The steady income from her job has allowed her to live independently and put her in a better frame of mind. In Klaudia’s words, “Street League has helped change my life. I have been able to get away from home and live on my own and I have also got into full time work.”

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Index of Advertisers

Ashurst LLP................................................................................................................................................................ 102-103 Atkins Global....................................................................................................................................................................... 82 AWE plc............................................................................................................................................................................... 81 Brighton & Sussex University Hospitals NHS Trust.........................................................................................................88-89 CMS LLP.................................................................................................................................................................... 106-107 Coca Cola..........................................................................................................................................................................128 Creative & Cultural Skills................................................................................................................................................34-35 Equity.............................................................................................................................................................................60-61 Fidelity International........................................................................................................................................................... 27 Galliford Try plc................................................................................................................................................................... 47 Institution of Civil Engineers............................................................................................................................................... 83 Jones Day................................................................................................................................................................. 104-105 Kick It Out.........................................................................................................................................................................122 Kier Group plc................................................................................................................................................................40-42 Latham & Watkins (London) LLP................................................................................................................................ 108-109 Lloyds Banking Group......................................................................................................................................................... 31 Lockton Companies LLP....................................................................................................................................................... 93 London Academy of Music & Dramatic Arts (LAMDA)......................................................................................................54-55 Manchester University........................................................................................................................................................ 65 Mayer Brown International LLP................................................................................................................................. 110-111 Mercedes Benz ..................................................................................................................................................................2-3 North West Ambulance Service NHS Trust........................................................................................................................... 85 Norton Rose Fulbright LLP.................................................................................................................................................101 Professional Football Association (PFA)..................................................................................................................... 120-121 Royal Central School of Speech and Drama....................................................................................................................52-53 ScreenSkills......................................................................................................................................................................... 51 Sir Robert McAlpine Ltd.................................................................................................................................................44-46 Superdrug Stores plc......................................................................................................................................................36-37 Teach First......................................................................................................................................................................68-69 The Place (London Contemporary Dance School)...........................................................................................................58-59 University of Cambridge Faculty of Education................................................................................................................66-67 White & Case LLP............................................................................................................................................................96-97

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