Lifeworks Evaluation by RBLI

EVALUATION

This is an independent evaluation by

We are very grateful to Annington for their support with this evaluation:

CONTENTS FOREWORDS

1. INTRODUCTION 1.1 Background and Summary

1.2 RBLI Lifeworks

1.3 Evaluation Methodology

2. THE NEED FOR LIFEWORKS 2.1 Veterans in the UK

2.2 Employment, Health and Financial Implications

2.3 Motivations to attend Lifeworks

2.4 Barriers to Employment

3. THE IMPACT OF LIFEWORKS 3.1 Employment Impacts of Lifeworks Support

3.2 Financial Impacts of Lifeworks Support

3.2.1 Summary of Financial Impact

3.3 Health and Wellbeing Impacts of Lifeworks Support

3.4 Key beneficial aspects of Lifeworks course

3.5 Looking to the Future

4. KEY FINDINGS

APPENDIX - PARTICIPANT TESTIMONIES

NOTES AND REFERENCES

FOREWORDS THE LORD KING OF LOTHBURY KB GBE RBLI PRESIDENT Thank you for taking an interest in Lifeworks, and in the wonderful outreach, expert coaching, and welfare support provided by the charity RBLI. It is a charity very close to my heart and I am proud to be its President. Reading this evaluation reminds us of the challenges that our injured veterans face when they try to build their second life, not just for themselves but often with their partners and families. It is our duty to help them. They came forward to serve our country, to keep us safe, and were ready to make the ultimate sacrifice. Some of our veterans face serious physical and mental health barriers to securing employment. There is no question that the pandemic changed much about the world of work, and made it yet more important to be IT literate and to be flexible. It doesn’t matter if they left the Forces many years ago. In our turn, we must be there for them at their time of need, just as they were there for us when the country called on them. RBLI’s Lifeworks Programme is tailored just for them, offering peer support as well as a carefully designed coaching programme that both encourages them, and pushes them to aim higher. The results here speak for themselves. They are outstanding - 80% into work or volunteering opportunities within 12 months.

Every veteran back in work saves society around £23,000 in benefits to the local economy and healthcare cost savings. So, helping them participate in Lifeworks at a cost of only £2,000* per veteran should not take much deliberation at all. For every £1 we can invest in Lifeworks we all gain £8 or so as well as changing lives, and actively creating brighter futures. I thank you again for your interest in Lifeworks and in this important evaluation report. Please do share this onwards, as I hope that it is read far and wide. I want this to become a catalyst for more outreach with disadvantaged veterans, more regional partnerships in deprived communities, and more life-changing coaching with our nation’s veterans.

I urge everyone reading this report to think seriously about how you can support this programme in your own workplace or through your partnerships. There are powerful economic reasons explained here showing why we need to help veterans back to employment and to volunteering. Far better that our Armed Forces veterans are supporting each other, learning how to manage their health conditions, and working in teams again, than isolated at home.

*average per person. Actual cost dependent on location and delivery methods.

LISA FARMER RBLI CHIEF EXECUTIVE Firstly, I must thank Community Enterprise for 12 months of in-depth and rigorous field work, focus groups, interviews and data analysis. There are many striking outcomes from this evaluation of our employability programme Lifeworks. Of course, like everyone at RBLI, I am thrilled that, despite the challenging context for our economy, a period of recovery from the global pandemic, as well as considerable economic shocks, still 80% of veterans are securing work or volunteering opportunities within 12 months of taking part. This is a terrific result. Lifeworks is a very powerful programme able to change perception, and self-perception, even with people who have been struggling, or out of work, for a very long time. We are able to remind veterans of the experiences, values, identity and pride that they have had, and we are able to point them to what they can do, and what they still have in them to contribute. I have to thank all the companies who lend support to Lifeworks not just to fund the coaching, but often also to provide free venues or cover transport costs. You are the ones who make all of this possible. You are making this programme happen the length and breadth of the nation. In particular I want to name Barclays, Morrisons, Annington, and Serco. I also want to thank some of the philanthropic foundations who make this programme possible around the UK; The Calleva Foundation in Hampshire, Greenwich Hospital, Moondance in Wales, Sir John Priestman in Sunderland, and John James in Bristol.

An outcome from the evaluation that has been concerning me is that one third of veterans on the programme felt that employer perceptions were a barrier to their employment. How can we tolerate the reality that our veterans feel that they will be rejected? They bring skills, traits and experience that are interesting to many varied sectors, they have served for the greater good, and yet they feel this way. This must give us pause for thought and make us want to take action. One of the most powerful elements of Lifeworks is its approach to confidence. We help veterans break this down. Instead of thinking about confidence, which often feels like an intangible quality, in Lifeworks we talk about self-efficacy. We find solid reasons why we can each know for certain we are effective in unique ways. We don’t need to have confidence, but we do need to find the words to explain to interviewers what we know we can do. Lifeworks is giving veterans this, just when they need it most – at the point when they have given up and are feeling at rock bottom. Please help us give this gift to more people. Please help our charity deliver Lifeworks in more places, and please help us show veterans that employers look on them with goodwill.

Special thanks must go to the Army Benevolent Fund, the Armed Forces Covenant Fund Trust, and The Veterans’ Foundation who have stood with the programme consistently and furthermore took extra steps to help us adapt the programme during the pandemic.

1. INTRODUCTION 1.1 BACKGROUND AND SUMMARY Royal British Legion Industries’ (RBLI) Lifeworks programme offers employability and resettlement support to ex-service personnel across the UK. Its four-day course, delivered online or in-person, offers a tailored, person-centred approach that supports veterans to move into sustainable employment, education, or training. Community Enterprise was commissioned by RBLI to conduct a year-long evaluation of the Lifeworks programme. This research primarily sought to assess the impact of the Lifeworks programme on delegates in relation to employability, wellbeing outcomes, and personal circumstances.

1.2 RBLI LIFEWORKS RBLI provides employment support services to veterans, helping them find suitable jobs, develop their skills, and transition into civilian employment. This may include job placement assistance, skills training, and career counselling. More generally, RBLI may also offer housing support to veterans who are homeless or facing housing challenges. This can involve providing temporary accommodation or helping veterans access stable housing.

12% 13%

75%

Army

oyal Navy R inc. Royal Marines

oyal Air R Force

RBLI Lifeworks is a flexible programme of support that can be offered in-person (at sites across the UK) or through one-to-one online sessions. Lifeworks is a comprehensive programme aimed at helping veterans and their families in the United Kingdom lead fulfilling and independent lives. The Lifeworks programme focuses on various aspects of veterans’ lives, including employment, housing, and well-being. The course is targeted at veterans looking for employment and delegates can range from those seeking to move into work or training to individuals pursuing career changes. Since its inception in 2012, over 5,800 ex-service personnel have been supported by Lifeworks. In general, the majority of those supported by Lifeworks have served in the Army (75%), with a smaller proportion serving in the Royal Navy (including the Royal Marines - 13%) and Royal Air Force (12%).1 The four-day Lifeworks course is designed to support ex-Armed Forces personnel in transitioning to civilian employment. The majority of delegates join a face-to-face course and receive ongoing remote support from the RBLI team for 12 months. During the COVID-19 pandemic, the Lifeworks course was adapted to enable flexible, online participation where individual modules of the course could be undertaken. This option continues to be offered alongside the original in-person format. The course takes an innovative approach by combining assessment and coaching methods to enhance individuals’ understanding of self-efficacy in job-seeking and securing employment. An overview of the key components of this course is shown on page 7.

Overview of RBLI’s Lifeworks Programme

PURPOSE

The course aims to equip ex-Armed Forces personnel with the skills and tools needed to find and sustain suitable civilian jobs.

PERSONALISED APPROACH

Lifeworks offers a personalised approach, where individuals work in real-time and real circumstances to address their specific jobseeking needs and overcome barriers hindering their progress. This approach is in contrast to many other employability programmes that provide fragmented or group-based training.

PSYCHOMETRIC ASSESSMENT

Participants have the opportunity to undergo psychometric assessment to ensure that their chosen job goals are realistic and achievable. Trained Vocational Assessors work with individuals to refine and assess their goals.

MULTIDISCIPLINARY TEAM

The Lifeworks delivery team includes various professionals such as life coaches, vocational assessors, health condition management experts, ex-military personnel, career advisors, and housing specialists. They collaborate to address the diverse needs of participants.

DURATION AND FREQUENCY

On average, Lifeworks runs about 2 -3 courses a month in different locations across the UK.2 On average, we reach around 1,000 veterans annually via the Lifeworks programme.3

COURSE STRUCTURE

The course includes three core elements: Vocational Assessment, Employability Skills, and Coaching 4 Change.

VOCATIONAL ASSESSMENT

Telephone interview and one-on-one discussions with a Vocational Assessor. Assessments, including Career Preference Profiling (CPP) and aptitude tests, help identify career preferences and goals. A report is provided at the end of the course, detailing potential career goals, specialised assessment feedback, recommendations, and future support requirements.

EMPLOYABILITY SKILLS

Specialised trainers cover various aspects of employability, including CV design, job application completion, interview skills, research, and identifying transferable skills. Modules are tailored to individual needs, and one-on-one support is available.

COACHING 4 CHANGE

This module focuses on understanding the impact of imposed and chosen change, the role of perceptions, beliefs, and values in actions, and effective communication. It includes individual and group activities to boost confidence and self-esteem, preparing participants for positive steps forward.

MENTORS

Participants often learn about the programme through mentors from organisations like SSAFA, Jobcentre Plus Armed Forces Champions, and Military Mentors.

FORWARD ASSIST

The Lifeworks team offers 12 months of coaching, support, and advice, usually by telephone, to each delegate after they have attended the course, to help them achieve their employment goals.

During the period of data collection Lifeworks was delivered across the UK in the following locations: • South West (Exeter / Plymouth) • South East (Maidstone / Portsmouth) • London • North East (Darlington) • Yorkshire and Humber (Hull) • West Midlands (Solihull) • Wales (Cardiff) • Scotland (Glasgow)

Glasgow

Darlington

Hull

Solihull

Cardiff

London

Exeter Plymouth

Maidstone Portsmouth

Census data gathered in England and Wales (2021) has shown that the proportion of Armed Forces veterans is higher in Wales than it is in England. In England, the regions with the highest proportion of veterans are the South West and the North East. Lifeworks has a presence in both regions, running at least one course a year in each. Additional demand in Wales has been accounted for with the launch of a second Lifeworks course in 2023 to respond to higher numbers of veterans living in the North and Western regions. 9

1.3 EVALUATION METHODOLOGY The overarching aims of this evaluation were threefold: 1. To retrospectively evaluate the impact of RBLI Lifeworks on the individuals it seeks to support, assessing the effectiveness and outcomes achieved. 2. To examine the external factors and changing circumstances, particularly in the postpandemic environment, that influence Lifeworks operations, sustainability, and relevance. 3. To gather insights from past experiences and current analysis of Lifeworks in order to meet changing needs and challenges going forward. In order to address these aims, a mixed methods research approach was taken. This enabled a mix of quantitative statistics to emerge from this evaluation as well as rich qualitative information illustrating the experiences of Lifeworks delegates. A literature review was also conducted to supplement this primary data and sought to gather relevant data regarding the wider context of veteran support in the UK.

SAMPLING AND RECRUITMENT

The sampling for this evaluation was conducted in partnership with RBLI’s Lifeworks team who facilitated access to delegates for phone interview and focus group sessions. For phone interviews, contact information of consenting delegates was shared with the research team. If possible, an initial email introducing the evaluation was sent out via RBLI to ensure that delegates had faith in the legitimacy of the research team prior to contact. This was followed up by a phone call from one of the Community Enterprise researchers. Contact was attempted up to a maximum of three times in order to balance providing an opportunity for individuals to take part whilst avoiding over-contact. People were deemed eligible to take part in the evaluation if they had received support from RBLI – this included participation in the Lifeworks course, participation in a Lifeworks module, or had received some form of 1-1 support through Lifeworks. A total of 198 individuals were identified by the RBLI Lifeworks team. From this, 102 delegates took part in this evaluation. 83 of these took part in via 1-1 phone interviews and an additional 19 people took part via focus groups. Data collection was carried out over 12 months between September 2022 and August 2023.4 An overview of delegates within this study is shown in the charts on page 11. This evaluation sought feedback from a range of Lifeworks delegates. This included those who had completed a course in the previous month (25%), within the past 1 - 6 month period (22%), 7 - 12 months prior to the evaluation (8%), and those who had completed the course more than 12 months ago (29%). Additionally, 16% of delegates within this research either completed individual modules or received 1-1 support from the Lifeworks team.

10%

16%

25%

12%

29% 22%

78%

8% Delegates <1 month

Delegates 7-12 months

Delegates 1-6 months

Delegates >12 months

Module/ other support

78% of those who took part in this evaluation had participated in the full Lifeworks course. A further 12% identified that they had undertaken specific modules of the Lifeworks course through online learning. This was introduced as an adaptation to the course necessitated by the Covid-19 pandemic between 2020-2021. These modules, however, continue to offer greater flexibility to delegates who may struggle to attend a full week course. An additional 10% of participants identified that they had received 1-1 support from Lifeworks staff. This mix of delegates enabled a range of experiences to emerge within this evaluation.

ETHICAL CONSIDERATIONS

In this evaluation, upholding ethical standards and ensuring the protection of participants’ rights was of paramount importance. Informed consent serves as a cornerstone in ethical research, ensuring that participants voluntarily and knowingly agree to participate based on a clear understanding of the study’s purpose, procedures, potential risks, and benefits. Participants were informed that their participation is entirely voluntary, and they can withdraw from the study at any point (up to report publication) without facing any negative consequences. Participants were assured that their responses and personal information will be treated with the utmost confidentiality and that data will be anonymised and aggregated whenever possible to protect participants’ identities.

Attended full course

Undertook modules

Received 1-1 support

In the course of this evaluation, it was recognised that certain topics or subjects may be of a sensitive nature. These sensitive topics include, but are not limited to, discussions about personal trauma, mental health, past negative experiences, or other potentially distressing subjects. It was imperative to handle such topics with the utmost care and sensitivity to ensure the well-being and comfort of participants. The research team ensured participants of their autonomy to decide whether they are comfortable discussing sensitive topics. Participants were informed that they can skip or refrain from answering questions or discussing specific subjects if they find them distressing or uncomfortable. At the end of the research interview, all participants were offered an opportunity to be contacted by RBLI for followup support if needed. The impact that these sensitive topics may have on the research team was also recognised. Phone interviews commonly discussed delegates physical and mental health challenges and references to anxiety, depression, and suicide occurred throughout this research. To support the staff, lead researchers put in place weekly check-ins and support structures for the team to manage these challenging conversations.

2. THE NEED FOR LIFEWORKS 2.1 VETERANS IN THE UK 1.85 million people in England and Wales reported they had previously served in the UK Armed Forces in the 2021 census, this represents 3.8% of the population aged 16 and over. Results from the Scottish census, which was delayed until 2022, are yet to be published. In 2017 it was estimated that there were 230,000 veterans in Scotland (Scottish Veterans Commissioner, 2017).

DEMOGRAPHICS ENGLAND AND WALES

• Almost one third of veterans were aged 80 years and over, reflecting National Service and War Service between 1939 and 1960. • Over half of the current veteran population are aged 65 and over. • 47% of the veteran population is of ‘working age’ (aged between 16 and 64). Across England and Wales, there was wide variation in the size of veteran population between different local authorities. UK Armed Forces veterans are typically clustered in areas near to Armed Forces bases. Areas in the North East and South West of England have the highest proportion of veterans as a percentage of the total area population (aged 16 and over). These areas are supported by Lifeworks in Darlington in the North East and Portsmouth / Plymouth in the South East and South West (ONS, 2022).

The percentage of UK Armed Forces veteran population is higher in Wales than England. The local authority areas with the highest proportion of veterans include areas in West and North Wales including Conwy, Pembrokeshire and the Isle of Anglesey (Welsh Government, 2022). There is limited up to date information regarding the location of veterans in Scotland. A study conducted by the University of Northumbria revealed that the veteran population in Scotland in 2017 was mainly concentrated in the central belt with specific hot spots in Glasgow, Inverclyde, Clackmannanshire, Falkirk and Kirkcaldy in Fife. There are also hot spots in Dundee, Arbroath, Aberdeen and Elgin in the North East (Northumbria University, 2019).

Source: ONS, UK Armed Forces veterans, England and Wales: Census 2021

VETERAN UNEMPLOYMENT IN THE UK

Around 15,000 (8%) members of the UK Armed Forces leave the Services each year. Most veterans (defined in the UK as those who have served for at least 1 day) need to find new occupations, as well as access health and other civilian services; such transitions might be challenging. A report by Barclays revealed that 22% of Armed Forces leavers face employment challenges, resulting in a potential loss of £1.5bn to the economy (Barclays, 2017). Re-employment is central to the successful transition of most Service leavers as they adjust from military to civilian life. Employment provides a stable income, improved self-esteem and has been shown to be a key factor for good mental health within the general population. The costs to the UK of poor transition are estimated to be over £100million (Forces in Mind Trust, 2017).

A study of veterans who left service between March 2003 and October 2016, revealed that while few claim benefits before joining the military, nearly a quarter (23.4%) claim unemployment-related benefits after leaving, and 5.3% receive disability benefits to substitute for income at some point after leaving. The prevalence of mental health disorders in veterans including PTSD and common mental disorders (CMD) are strongly associated with the uptake of disability benefits (Burdett et al., 2019).

2.2 EMPLOYMENT, HEALTH AND FINANCIAL IMPLICATIONS Employment increases life expectancy, particularly for men (The Health Foundation, 2019). Studies have demonstrated that a 10-percentage point increase in employment rates equates to five additional years of healthy life. Four key mechanisms have been highlighted in which unemployment can impact negatively on health: poverty, stress, unhealthy behaviours, and implications for future employment (Bartley, 1994). Within overall health status, mental health is strongly linked to employment status. The Adult Psychiatric Morbidity Survey found unemployed adults had a higher prevalence of common mental health conditions (28.8% respectively) compared to those employed full-time and employed parttime (14.1% and 16.3%). Economically inactive adults also show high levels of prevalence (33.1%) and adults in receipt of benefits were found to have 2.5 to 4 times higher prevalence of mental health conditions than adults not in receipt of benefits (McManus et al, 2016). In terms of support, research indicates that individuals who receive Employment Support combined with an NHS talking therapy for their anxiety or depression, are more likely to be in employment, as well as having a greater improvement on their mental health, compared to those who receive talking therapy alone (NHS, 2019) Public Health England highlight that 47% of people with common mental health conditions see an improvement in their mental health with a move to employment (Schuring et al., 2010).

FINANCIAL IMPLICATIONS OF EMPLOYMENT

Unemployment and ill health (disability and mental health) in the UK come at a significant cost to the Exchequer, which includes national government, local authorities and health services: • The government of the United Kingdom spent approximately £1 billion on unemployment benefits and £6.1 billion on disability living allowances in 2022/23 (HM Treasury, 2023). • Mental health problems cost UK economy at least £117.9 billion per year. With approximately 85% of the population, £100.8 billion of these mental health condition costs are incurred in England, with the remaining £3.4 billion, £8.8 billion and £4.8 billion of costs incurred in Northern Ireland, Scotland and Wales respectively. These costs reflect current service use, but it should be noted that there is a high level of unmet need in relation to mental health care and treatment (McDaid & Park, 2022).

Overview of financial impacts of employment to Individual, Society and UK Exchequer. Source: Public Health England Movement into Investment: Return on Investment Tool5

LOCUS OF IMPACT

PER PERSON RETURNING TO WORK

Financial benefits to the individual(s)

£3,500

Financial benefit to society

£23,100

Financial benefits to the Exchequer, of which are made up by:

£12,000

National Government

£11,400

Local Authority

£500

Health Services

£85

With regards to financial outcomes, the table above provides a breakdown of net financial benefits accrued to the Exchequer (including national government, local authority, and NHS), financial benefits to programme participants and financial benefits to society. Analysis of this data demonstrates significant mental health benefits and financial savings as a result, including direct financial benefits, from returning to work (Public Health England, 2017).

Studies have found that a remission from mental disorder was associated with a reduction in receiving disability benefits; this suggests that enhancing support or successful treatment of those with PTSD and CMD who are claiming disability could yield benefits (Burdett et al., 2018).

There is also significant evidence to suggest that good quality work is critical to some of these positive outcomes, especially around mental health. Negative working conditions linked to increased common mental ill-health include job strain, night shifts, effort-reward imbalance, low job satisfaction and poor work-life balance (Public Mental Health Programme, 2021).

SKILLS SHORTAGES IN UK LABOUR MARKET

In the wider context of the employment market in the UK, labour and skills shortages (in particular specialist skills) pose a threat to the UK’s long term economic sustainability. Estimates vary, but a recent report by the Recruitment and Employment Federation suggests that such shortages could cost £30-39 billion annually in real GDP from 2024 to 2027 (Kollydas, 2022). The Open University’s 2022 Business Barometer reveals 68% of SMEs and 86% of large organisations are currently facing skills shortages. 78% of organisations reported that such shortages have led to reductions in output, productivity, or growth, whilst 72% said it leads to increased workload on other staff.6

By supporting the significant veteran population in the UK in their journey to employment after leaving the Forces, Lifeworks is making a significant contribution to filling the skills gap around the country by supporting those furthest from the job market towards positive employment destinations.

2.3 MOTIVATIONS TO ATTEND LIFEWORKS Overall, employment factors were the most common driver to the Lifeworks programme. 30% of delegates wanted to get back into work after a period of unemployment and a further 13% wanted to change jobs or progress in their careers. Additional feedback on motivations for joining the course indicates that a large proportion of delegates represent groups facing issues that place them the furthest from the labour market: • 27% of respondents said they were struggling with lack of direction or motivation which led to them to seek support from Lifeworks. Some participants mentioned ‘feeling lost’ and had limited knowledge about the kinds of employment opportunities that might be available to them. Other common barriers included lack of self-confidence and belief in their abilities, alongside several participants who reported simply lacking hope for the future. • 22% of respondents said they have been struggling with their mental health and this was one of their main motivations for joining the course. Some have experienced poor mental health while out of work and others reported a decline in their mental health due to being ‘stuck in the wrong job’.

13%

8% 22%

30%

ORIGINAL MOTIVATIONS FOR SEEKING SUPPORT FROM LIFEWORKS Unemployed due to poor health/disability Lack of motivation/direction Looking to change job or progress career Support with mental health/wellbeing

27%

Looking to get back into work

2.4 BARRIERS TO EMPLOYMENT The labour market population with weak labour market attachment often face major and/or multiple employment obstacles including, health limitations, low skills, and scarce work experience (OECD, 2021). Specifically, the number of people out of work due to ill health (physical and mental) was broadly stable at about 2.2 million before the pandemic and has since then increased by more than 400,000. 30% of those not participating in the labour market in 2022 cited ill-health as a primary reason (Joseph Rowntree Foundation, 2023).

RBLI Lifeworks participants, and ex-Service personnel more generally, can be seen to be at a high risk of several of these barriers. The most commonly identified barriers to employment by Lifeworks delegates were linked to poor mental health (64%), poor physical health or disability (38%), personal circumstances e.g., age, homelessness, criminal records (32%). A further barrier faced by participants is the negative perception of veterans by employers and lack of understanding of how to translate military skills and experience to the civilian job market, an issue linked to a perception of low skills and work experience amongst veterans (23%). The following sections unpack these barriers in more detail.

BARRIERS TO EMPLOYMENT % of Lifeworks delegates

70%

64%

60% 50% 38%

40%

32%

30%

23%

20% 10% 0% Mental health

Physical health

Employer perception

Personal circumstances

MENTAL HEALTH CHALLENGES

Mental health challenges (64% of interviewees mentioned) were the most common barrier to employment reported by delegates, placing these individuals furthest from the labour market. The largest proportion referenced mental health challenges as a barrier (but did not disclose any specific conditions). Specific conditions mentioned included PTSD, anxiety, depression and suicidal thoughts. Without intensive and ongoing employability support, it is unlikely that individuals experiencing these issues will make positive and sustained progress into employment, education and/or training.

64%

This is backed up by external research highlighting that post-service mental health continues to be a serious challenge. Research presenting the results of 2,449 veteran primary healthcare (PHC) medical records in the Northwest of England, providing a profile of the prevalence of common mental health disorders in military veterans. The research identified serving military personnel and military veterans as having a high prevalence of mental disorders: • 38% of veterans were recorded as having a common mental health disorder. • The highest disorder prevalence was depression at 18%, followed by alcohol misuse at 17%, anxiety 15%, post-traumatic stress disorder was 3% and dementia 2% (Finnegan & Randles, 2022). Mental health disorders make up 6% of claims to the Armed Forces Compensation Scheme; a scheme which compensates ex-service personnel and dependents where illness, injury or death was caused by service since April 2005. However, these make up 15% of all Guaranteed Income Payments (the highest level of award) (Ministry of Defence, 2022). This indicates that serious mental health conditions that place individuals furthest from employment are prevalent within the veteran population.

of participants have faced mental health challenges

I have had mental health problems since leaving the Forces, agoraphobia, severe anxiety, depression. Could barely deal with the day to day let alone feel ready to look for work. - James Before going on the course, I had been unemployed for three years, struggling with alcohol and a driving ban. I was feeling isolated and depressed, I knew I needed to change but didn’t know how to start. - Thomas

I was medically discharged 5 years before the course and hadn’t really left the house in all that time and didn’t find it easy to mingle with people - maybe five max. It was a huge step for me to go on the course and a challenge that there were 20 others. I felt supported and it was a chilled environment, and did it because I knew I needed to do something, this was a positive step to take. - Katie The course could be lifesaving for people who have lost hope. - Joe

PHYSICAL HEALTH AND/OR DISABILITY

The chart below deconstructs the individual health challenges reported by Lifeworks delegates – across both mental and physical health issues. It illustrates the high proportion of delegates reporting some form of mental health challenge – either discussed by delegates as “generally poor mental health” or in relation to specific common mental health disorders.

A significant proportion of delegates interviewed (38%) referenced physical health challenges and/ or disability as one of their main barriers to employment. Research conducted by the Institute for Employment Research has found that disabled veterans are much less likely (54.3%) than the non-disabled (88.2%) to be working. The percentage of disabled veterans in employment decreases with increasing age. The study also found that the impact of disability on the probability of working is greatest for veterans who served in the Army (for whom the disability differential is also largest) (Owen, 2022).

Physical health challenges were less common for Lifeworks delegates, however, amongst these injury and/or disability formed the largest proportion of attendees (17%). Some delegates chose to discuss their physical health challenges in more general terms, often only mentioning these in terms of having received a medical discharge (15%). Given the sensitive nature of these topics, some of these categories may have a degree of crossover which was recognised by researchers and handled as sensitively as possible during interviews.

There is strong evidence that people with Serious Mental Illness (SMI) are at a greater risk of poor physical health where it is estimated that 2 in 3 deaths are from physical illnesses such as cardiovascular disease, cancer, liver disease and respiratory disease (UK Government, 2023).

BREAKDOWN OF HEALTH CHALLENGES REPORTED BY LIFEWORKS DELEGATES Mental Health Challenges % of Lifeworks delegates

70%

Physical Health Challenges

64%

60% 50% 39%

40%

38%

30% 15% 17%

20% 9%

10%

3% e ok

St r

os s

ry gh

e rg ili

ha D

di sc

ty /In

ns iti o nd ed m ea l

ca rh

lp oo

lp hy si ta

er a

ic al

co lth ea lh

re ep D

th /

ss St re

ic id Su

io n

di ct

et y

/a nx i

P TS

ss io n

ea ta lh

en rm

oo ra lp

en e G

ta lm en

lh ea

lth

nd iti o

lth

EMPLOYERS’ PERCEPTIONS OF VETERANS

32% of delegates reported facing additional barriers to employment related to employers’ perceptions or lack of understanding of veterans including: • Negative employer perceptions • Lack of support from employers • Lack of understanding of veterans’ needs • Poor cultural fit in civilian organisations • Lack of understanding of military skills, roles and experience and how these translate to the civilian workplace. When people find out I was a commando and Navy medic, most assume all I did was shoot people. I was actually a station manager of a medical unit, but this doesn’t seem to change what people think. - Andy A study of SME organisations in the UK suggests employers still don’t sufficiently understand or appreciate the skills ex-Service personnel have to offer, which has a significant and negative impact on the types of roles they are considered for (Fellows et al., 2020). Despite the challenges of skill shortages and wider labour market challenges, the research found that employers (and SME employers in particular) are failing to engage the ex-Service community at scale. • 33% of employer respondents reported their organisation found it difficult to engage with the ex-Service community and 27% found the same with ex-Service organisations and intermediaries (Fellows et al., 2020).

Employers don’t understand or value military skills. I found it hard to transition with a military skills portfolio, it was massively disheartening to not have my military skills recognised even though I was communicating them well. I felt that ten years in the army wasn’t counted for anything. - Sam

As a veteran you don’t fit into employers’ boxes, and they seem to discount years served in the military. Veterans are often pigeonholed and expected to go for certain jobs like security jobs with banks or large companies that don’t understand their skill level. - Jake The research also found that many ex-Service personnel are failing to communicate their skills effectively in the current CV-driven recruitment paradigm - and employers are failing to appreciate them as a result. • 36% of employer respondents identified that the CVs and application forms of ex-Service personnel were difficult to understand and identify the transferable skills gained from the military (Fellows et al., 2020). One of the specific focuses of the Lifeworks course is to support veterans to communicate their transferable skills to employers, several participants referenced this as one of the beneficial aspects of the support received. The main thing I was looking for was help with translating my life experiences to the civilian sector, it’s a different language and I needed help to translate my skills. - Steve

1 in 3 participants felt that employers’ perceptions of veterans were a key barrier to employment PERSONAL CIRCUMSTANCES

23% of delegates also report facing additional significant barriers that can be linked to personal circumstances. These include age, homelessness, financial barriers to obtaining qualifications and criminal records. • Of these, 11% of participants reported financial barriers to obtaining qualifications and employment. This included lack of access to IT equipment at home to make applications. Participants felt that support provided by Lifeworks removes the financial barrier to seeking employment: Lifeworks removes all barriers to participation [in the course]…financially etc. - Sally

OTHER BARRIERS TO EMPLOYMENT LOW ASPIRATIONS, MOTIVATION, AND LACK OF DIRECTION

• Low aspirations, lack of direction and confidence are also common challenges experienced by Lifeworks participants (19% of interviewees mentioned these issues). These issues were not identified as specific barriers to obtaining employment but are a common motivation for seeking support from RBLI. I would apply for jobs, then feel like I wasn’t good enough and withdraw rather than waiting to be rejected. - Alex

Help with food, hotels, transport making it possible for lots of people who wouldn’t be able to make it otherwise. Making the course a lot more accessible…things are very expensive, and it really helps. It doesn’t give you an out, you almost can’t say no. - Gary I was having to use my pension to get qualifications, when it should be used to feed the family. - Gavin

3. THE IMPACT OF LIFEWORKS 3.1 EMPLOYMENT IMPACTS OF LIFEWORKS SUPPORT Feedback on positive destinations reported by participants has been broken down and analysed by date of support received:

1 – 6 months

7 – 12 months7

12+ months

In positive destinations Of which:

34%

80%

90%

Employment

24%

60%

63%

Training / Volunteering

10%

20%

27%

• Between 1 - 6 months after the course 34% of delegates interviewed had moved into positive destinations – either employment (24%), training or volunteering (10%). An additional 14% had been actively engaged in job seeking and had undertaken job applications/interviews in the 6 months post-Lifeworks.8 • Delegates who completed the course between 6 months and 12 months prior to interview reported a positive destination rate of 80% with 60% of these individuals having moved to employment and 20% in a volunteering role. • Of the delegates who completed the course 12+ months ago, 90% have moved into positive destinations. Almost two-thirds of these moved into employment (63%) with a further 27% undertaking training or engaging in voluntary work.

65% of delegates interviewed said that Lifeworks had positively impacted on their employment status despite facing significant barriers to employment. This figure does not include the 19 focus group delegates who were consulted on the final day of the Lifeworks course – all of whom believed the course would be helpful moving into positive destinations such as sustainable employment, training, or volunteering. It is worth noting in this context that around one third of participants referenced getting back into work as their main motivation for joining the course. A significantly higher proportion (57%) of participants who reported a mental health condition referenced getting back into work as their main motivation for joining the course. Of the 65% that reported a positive impact on their employment status, the results break down as follows: • 40% of delegates had moved into work since receiving support from Lifeworks.

57%

of participants who reported a mental health condition joined the course in the hope of securing employment

• 15% of delegates have engaged in volunteering or have undertaken additional training or education since engaging with Lifeworks. • 10% of delegates have made a career or role change since engaging with Lifeworks. In addition to this, 13% of delegates said they were managing health conditions that limited their ability to secure employment e.g., disability, mental health, PTSD. Some delegates highlighted that engaging with Lifeworks was beneficial in helping them to make positive decisions regarding their mental and physical health, such as seeking additional support and considering other positive destinations like volunteering.

3.2 FINANCIAL IMPACTS OF LIFEWORKS SUPPORT 9 The financial impact of the Lifeworks programme has been measured utilising a Public Health England Return on Investment Tool. This interactive tool enables an assessment of health and financial benefits for individuals, the UK exchequer and wider society of helping people back into work. This tool is recommended by the UK Government to facilitate local and national organisations and policymakers “to make the case for greater investment in health and work interventions”.10 I struggled to do much retraining as its mostly remote and computer screen makes eye strain worse. My financial and personal circumstances mean I can’t afford to do retraining courses. This is why Lifeworks was ideal- it’s free and in person. - Steven

Financial impacts of the Lifeworks course can be considered in terms of individual delegates and the wider statutory services supporting these individuals. On the individual level, delegates highlighted financial challenges as a result of unemployment – and critically as a fundamental barrier to seeking employment. The holistic approach taken by the Lifeworks team in terms of supporting delegates with accommodation, travel, and training costs alongside practical challenges such as access to IT equipment were all highlighted as critical elements of the support provided by Lifeworks. The financial implications to individuals from moving from unemployment to employment are considerable with an estimated uplift of £3,500 per individual as a direct financial benefit of employment. Per year, we estimate that £497,000 of financial benefit is generated across those Lifeworks delegates who move into employment in the 12 months after course participation.11

BENEFITS TO INDIVIDUAL LIFEWORKS DELEGATES (£) Benefits per person moving to employment

Benefits per year from Lifeworks delegates moving to employment

Increase in wages

£14,300

£2,030,000

Increase in Tax Credits

£1,000

£142,000

Reduction in JSA/ESA benefit

-£6,300

-£894,600

Reduction in Housing Benefit payments

-£2,000

-£284,000

Reduction in Council Tax Benefit payments

-£400

-£56,800

Reduction in Free School Meals payments

-£125

-£17,750

Increase in income tax

-£1,100

-£156,200

Increase in employees’ NIC

-£800

-£113,600

Increase in indirect tax

-£600

-£85,200

Increase in travel costs

-£300

-£42,600

Increase in childcare costs

-£158

-£22,436

Total benefits to delegate(s)

£3,500

£497,000

BENEFITS TO NATIONAL GOVERNMENT (£) Benefits per person moving to employment

Benefits per year from Lifeworks delegates moving to employment

Increase in income tax

£1,100

£156,200

Increase in employees’ NIC

£800

£113,600

Increase in employers’ NIC

£1,000

£142,000

Increase in indirect tax

£600

£85,200

Reduction in JSA/ESA benefit

£6,300

£894,600

Reduction in Housing Benefit pay-ments

£2,000

£284,000

Reduction in operational costs

£600

£85,200

Increase in Tax Credits

-£1,000

-£142,000

Total Benefits to National Government

£11,400

£1,618,800

BENEFITS TO THE LOCAL AUTHORITY (£) Benefits per person moving to employment

Benefits per year from Lifeworks delegates moving to employment

Reduction in Council Tax Benefit payments

£400

£56,800

Reduction in Free School Meals payments

£125

£17,750

Reduction in Local Authority health and social care costs (SSD, residential care, day care, supported accommodation)

£25

£3,550

Total benefits to Local Authority

£500

£71,000

BENEFITS TO HEALTH SERVICES (£)

Benefits per person moving to employment

Benefits per year from Lifeworks delegates moving to employment

Reduction in healthcare costs (NHS and other)

£85

£12,070

Total benefits to Health Services

£85

£12,070

Evidence emerging from this evaluation also highlights the wider impact on statutory services from the Lifeworks course. Financial impacts from individuals moving into employment occur across a range of statutory bodies national governments, regional local authorities, and specific sectoral agencies such as the NHS. The following tables outlines the fiscal impact of a move from unemployment to employment to National and Regional governments in more detail. Unless otherwise stated these figures were generated through Public Health England’s Movement into Investment ROI tool.12

The table below explores the financial impact of helping people move back into sustainable employment, one of the key goals of Lifeworks. However, these figures don’t take into account the wider financial benefits gained through improvements to individual mental health. Given the high proportion of delegates with ongoing mental health concerns the impact of this should also be considered.

The previous three tables outline where cost savings occur to statutory services because of moving into employment. Employment also has a wider impact and financial benefit to society more generally. This can be seen within the next table where impact of employment on society is noted in relation to increased spending within local economies and local healthcare savings. These benefits are built into the Public Health England ROI tool and utilises local economy average and health specific multipliers as underpinning values for this calculation.13 Utilising this tool, the average financial benefit to society from an individual moving into employment is estimated at £23,100 per person. For Lifeworks, this results in financial contribution to society of over £3.2 million per year through helping delegates move into employment.14

This research demonstrated that 40% of delegates report improvements to their mental health as a result of the Lifeworks course – and the positive destinations reported as a result of their participation. The cost savings from a reduction in people with common mental health disorders has been estimated as £1,200 per person.15 From this we estimate benefits of around £170,400 per year to the health service from improvements to mental health amongst Lifeworks delegates.16 This figure directly relates to those who highlighted a range of common mental health disorders and does not include those who cited more general improvements to their confidence. These figures representing the financial benefits of improvements to mental health have been added to the summary of the overall financial impact of Lifeworks, shown in 3.2.1 on page 30.

BENEFITS TO SOCIETY (£) Benefits per person moving to employment

Benefits per year from Lifeworks delegates moving to employment

Gross earnings from employment

£14,300

£2,030,600

Healthcare cost savings

£110

£15,620

Subtotal

£14,400

£2,044,800

From employment earnings

£8,500

£1,207,000

From healthcare cost savings

£72

£10,224

Total

£8,600

£1,221,200

Total benefits to society

£23,100

£3,280,200

Benefit to the local economy:

3.2.1 SUMMARY OF FINANCIAL IMPACT To summarise the findings presented above, the following table highlights the total financial impact from the Lifeworks course. Per year, the Lifeworks programme can be seen to have financial benefits of £5,651,600 million, of which over £1.7 million annually can be seen as direct savings to the UK Exchequer.17 This figure is based solely on employment outcomes for delegates in the immediate 12 months after the Lifeworks course. As such, it does not include potential shifts to employment that occurred for delegates beyond this 12-month period.

Given the ongoing support and follow-up with delegates throughout the 12-month post-course period this figure is a conservative estimate of the overall financial impact of Lifeworks. It should also be noted that this figure doesn’t account for the benefits of moving unemployed individuals into wider positive destinations such as training and volunteering opportunities with volunteering alone contributing an estimated £18.7 billion to the UK economy on an annual basis (Benefact Group, 2022).

Summary of financial impacts from the RBLI Lifeworks course. Source: Public Health England Movement into Investment: Return on Investment Tool.18

A move to employment:

Financial benefit per Lifeworks delegate (£)

Financial benefit per year (£)

To individual(s)

£3,500

£497,000

To the Exchequer (Local Authority, Health Services, and National Government)

£12,000

£1,704,000

To society

£23,100

£3,280,200

Improvements to mental health

£1,200

£170,400

Total

£39,800

£5,651,600

3.3 HEALTH AND WELLBEING IMPACTS OF LIFEWORKS SUPPORT Employment outcomes emerged most strongly in terms of impact on the Lifeworks delegates. However, a range of non-employment impacts were also evidenced within this evaluation. Within the non-employment outcomes, 67% of delegates highlighted the positive impact this course had on their mental, physical, and emotional health. 40% of these comments directly related to mental health with delegates reporting feeling an improvement to their mental health or a sense that they could better cope with their mental health challenges whilst seeking work. Within the Lifeworks delegates’ self-reported improvements in mental health was linked to helping to manage conditions such as depression, PTSD, anxiety, and feelings of isolation and loneliness. Importantly, the ability to manage and improve delegates mental health conditions was viewed as a necessary step towards employment, volunteering, and training. In turn, employment, financial stability, and mental health are closely inter-linked with employment often being a key part of recovery for veterans with mental health challenges. Confidence - absolutely made an impact on my life, confidence is the main thing. It gave me belief again – and that some people do understand. It helped me to know that I’m not alone - it was a support network. - Ahmed

In addition to those that specifically highlighted mental health, an additional 28% discussed how their confidence had grown as a result of Lifeworks and 24% specifically highlighted a greater sense of self-efficacy. This directly relates to a core message surrounding understanding of self-efficacy from the Lifeworks course whereby delegates are encouraged to believe in their own ability and capacity to affect a positive outcome e.g., gain employment. Understanding of self-efficacy has been shown to have positive impacts across daily life including resilience, managing stress and adversity, healthy lifestyle habits, improved workplace performance, and educational achievements (Bandura, 1982). It has also been demonstrated as an important factor within employment outcomes and job seeking behaviour (Regenold et al., 1999; van Ryn & Vinokur, 1992).

I was going downhill before and struggling with a chain reaction of events in life that spiralled. I was at the end of my tether, to be honest. Lifeworks helped me get back up, and that’s the hardest part. I came out with a new CV and the confidence to post it online which led to recruitment consultant phoning me and moving into employment. The job meant I started exercising again [commute to work] and although I have now dropped to part-time employment, working from home, I feel supported in my working environment. - Thomas

3.4 KEY BENEFICIAL ASPECTS OF LIFEWORKS COURSE Delegates were asked to highlight any areas of Lifeworks support they found particularly beneficial. 55% of delegates said they found the practical support to be most beneficial in their search for employment: The course really opened up my perspective and mind. I was brought up old-school, if you can’t see an injury, then it isn’t there. Before the course I buried my head in the sand. I knew something wasn’t right because I was such a different person compared to what I used to be. I now go to a weekly veterans meeting where I talk to others, they share their experiences and I share the knowledge and skills I learnt from Lifeworks. - Dave The course gave me a desire to re-enter the world. I had really isolated myself before going on the course. I really missed service life and being in a setting with people who had a similar experience, the staff and other people on the course could relate to what I had been through. - Matt

• CV and interview support were the most frequently mentioned aspects of this practical support. CV writing- I had never written one before and didn’t even know where to begin. - Kate Practical involvement helped to build me back up in terms of confidence. - Graham Mock interviews helped me to realise that I have more to offer than I thought. - Jason • Practical support was strongly linked to confidence building and self-efficacy. 81% of delegates who felt they had improved their confidence as a result of the course linked this to the CV building and/or interview practice. • A further 15% of delegates felt that the most beneficial aspect of the course was supporting them to change their mindset and approach to securing employment. Fundamentally this relates to a better understanding of self-efficacy in their own capacity to achieve employment. • Support to translate military skills and experience to the civilian job market and general support with job applications were also highlighted as beneficial aspects of the course.

I had never been through a civilian job application process. I learnt how to translate skills learnt in the army into desirable skills employers want. - Brad Switches you back onto a “I can do mindset” from a “can’t do” attitude. - Ben

• 14% of delegates said they felt that the most beneficial aspect of the course was the social and community aspect. Delegates felt like they were able to connect to others from a similar background, being around other veterans made delegates feel it was a safe environment to share concerns. Because they’re ex-military, this motivated me to get back into the right mindset and demand more of myself. It helped me to engage and be more disciplined in my approach. - Dave

• Other beneficial aspects of the course included the supportive environment including understanding tutors who provided individualised support. Many delegates noted that the use of ex-Service personnel as tutors facilitated a supportive and understanding environment. This was felt to be a unique strength of Lifeworks. • Additional benefits included support to address medical conditions including mental health concerns and making important life decisions.

Being able to talk about my situation with others from a similar background. You could see that you are not alone in what you are going through which is a comfort and a motivator. - Ellen

3.5 LOOKING TO THE FUTURE Delegates were asked if they felt the Lifeworks programme would help them achieve their career goals and aspirations. Over 80% of Lifeworks delegates felt that what they learnt on the course would fundamentally help them achieve their medium to long term career goals. 17% were unsure – which when examined in more detail was commonly linked to either uncertainty around the physical or mental fitness for work or their plans for retirement. 23% of delegates believed that the support received from Lifeworks would help them meet their goal of a new career, promotion, or role change within the next 5 years. An additional 10% of delegates noted that since the Lifeworks course they had moved into work roles that they would be happy to sustain over the next 5 years. Looking at these goals more closely, this research highlights a strong desire emerging from Lifeworks delegates to move into employment with over half (57%) identifying this as their main goal for the future. When looking back on the main drivers of course participation we can see that less than a third (30%) of delegates highlighted a move into employment as their main motivation for originally taking part in the programme. This demonstrates a shift in mindset and goals from pre- to post-course for over a quarter of course delegates.

30%

57%

of participants reported employment as their main goal before engaging with Lifeworks

of participants gained the hope of getting back into employment

Of those who took part in Lifeworks, 99% would recommend to others. Additional comments from 3% of respondents highlighted specific circumstances when referrals to RBLI Lifeworks may be beneficial. These included to people who were struggling, had a “bad experience”, or looking to find support adapting to civilian life.

99%

99% of delegates who took the Lifeworks course said they would recommend to others Everyone involved…the admin, trainers are doing a great job…even all the transport arrangements were no problem…the folks running it really know their stuff and you can tell that they really care….you can tell they want to see you succeed…it’s not a box ticking type of thing. - Tony I think Lifeworks can just grow and continue on what they’re doing…I would recommend the course to anyone who is struggling with their CV or a lack of confidence in particular. - Stacey The structure of it all is brilliant - it’s easy-going, everything was interesting… it was really useful when the people came in and shared their experiences… to be honest I wouldn’t normally be able to sit still all day listening, but everything was so interesting on the course I was able to stay focused. - Neil

4. KEY FINDINGS THE NEED FOR LIFEWORKS “ T here are currently 1.85 million people

in England and Wales who have previously served in the UK armed forces (ONS, 2022). In 2017, it was estimated that there were 230,000 veterans in Scotland.

“ L ifeworks has national coverage and runs

courses throughout the United Kingdom. Lifeworks delivers support where there is known to be high numbers of veterans, including Wales and the Southwest and Northeast of England.

“E mployment factors, either securing

employment or changing careers, were the most common drivers for joining the Lifeworks programme. However, in this context a large proportion of participants reported struggling with lack of direction and low confidence to achieve these goals.

BARRIERS TO EMPLOYMENT FACED BY THE VETERAN POPULATION “E xternal research has revealed that 22% of

Armed Forces leavers face employment challenges after leaving the forces. Nearly one quarter of veterans claim unemployment benefits after leaving the forces, many of whom did not claim benefits prior to joining the forces.

“ Unemployment has consistently been found

to have a negative impact on a range of health outcomes, in particular mental health, with adults in receipt of benefits found to be 2.5 to 4 times more likely to experience mental health conditions than adults not in receipt of benefits.

“ In the context of the challenges faced by

the veteran population, Lifeworks is able to support those furthest from the labour market. These individuals face multiple barriers to employment including challenges related to their physical and mental health:

“ External research has shown that

38% of veterans have a common mental disorder, however amongst the Lifeworks participants interviewed for this research, 64% of Lifeworks delegates listed mental health as a key barrier to employment. Depression, anxiety and PTSD are common mental health conditions experienced by participants. This indicates that Lifeworks participants are more likely to experience significant mental health challenges, even more so than the veteran population more generally.

“ 38% said that their physical health was a barrier to obtaining employment.

“ Emerging strongly is a perception that

there is a general lack of understanding of challenges faced by veterans and ability of veterans to communicate their transferable skills and experience, this is a key gap in support for veterans the Lifeworks programme is fulfilling.

“ 11% reported financial barriers to

obtaining employment. Lifeworks meets this need by providing fully supported residential courses including travel and accommodation.

“ External research also indicates there is a

need for good quality work and sustainable employment outcomes, both of which are strongly linked to improved mental health. There is significant evidence to suggest that good quality work, which is a key outcome of Lifeworks, in terms of raising participants’ awareness of the potential impact of work quality and raising career aspirations. 23% of participants said their long-term goal was to seek a promotion, change careers or roles.

THE IMPACT OF LIFEWORKS “ 80% of Lifeworks delegates interviewed within 12 months of attending the course had been able to access employment, volunteering, or training.

“ 65% of delegates interviewed said that

Lifeworks has positively impacted on their employment status despite facing significant barriers to employment. Of those who reported a positive impact on their employment status:

“ The impact of Lifeworks can also be seen

across a range of non-employment outcomes including:

“ 67% of participants reported

improvements to their physical or mental health. Of those 40% specifically talked about improved mental health.

“ 2 8% mentioned improved confidence

“4 0% moved into work and a further 10%

and a further 24% mentioned improved understanding of self-efficacy as an impact of the support received.

“ 1 8% were not seeking employment prior

“ 55% of delegates said they found the practical

changed jobs or careers.

to engaging with Lifeworks and are now actively seeking work, applying for roles and participating in interviews.

“ 1 3% reported other positive outcomes

such as sustaining their current job, increased motivation, and self-efficacy.

“ 12 months+ after receiving support from

Lifeworks, 90% of participants had moved on to positive destinations with over two thirds moving into employment.

“ Lifeworks supports people into employment,

often individuals who are furthest from the labour market i.e., people with mental and physical health challenges. The financial impact of Lifeworks estimates considerable fiscal benefits on the individual, societal, and statutory levels.

“ T he Lifeworks programme can be seen

to have financial benefits of £5,651,600 per year, of which around £1.7 million annually can be seen as direct savings to the UK Exchequer.19

“ It is also fundamental to view the financial

savings associated with the Lifeworks programme in the context of the individuals involved in it. This programme is in place to support all veterans, including individuals who are furthest from the labour market due to challenges associated with poor mental health, physical disabilities, increased risk of homelessness, and limited relevant work experience. (All of these have also been shown to be key barriers to employment).

support (specifically CV writing and interview practice) to be the most beneficial aspects of the course. Practical support was strongly linked to a higher sense of self-efficacy in their own capacity to achieve employment.

“ O verall, 30% of participants mentioned getting

back into work after a period of unemployment as their main motivation for seeking support from Lifeworks. This is much higher for those who also reported having a mental health condition, 57% of people who reported having a mental health condition sought support from Lifeworks with the intention of getting back into work.

“ 80% of delegates felt that what they learnt on

the course would fundamentally help them to achieve their five year goals. Over half of delegates highlighted employment as their main goal for the future, which represents a shift in mindset from the original motivations for joining the course. Almost a quarter of participants felt that support received from Lifeworks would help them to achieve their goal of a new career, promotion or role change.

“ 9 9% of those who undertook the Lifeworks course said they would recommend it to others.

APPENDIX PARTICIPANT TESTIMONIES (ANONYMISED) The conversations presented below highlight key parts of our interview but does not represent a verbatim transcript. We have removed any identifying information to protect participant anonymity. All names used within these snapshots are pseudonyms. Graham spoke to us a month after completing his in-person course with Lifeworks. He was in full-time employment prior to the course but was looking to progress in his career.

HAVE YOU EXPERIENCED ANY BARRIERS TO EMPLOYMENT?

I think I have seen some barriers to advancing in my career…some things like not having an upto-date CV have impacted this…and having the confidence to put myself out there. To be honest, it was also not realising that I had relevant experience as a team leader already from the Army.

WHAT AREAS OF THE LIFEWORKS COURSE DID YOU FIND PARTICULARLY BENEFICIAL?

All of it…particularly the CV update and the mock interview.

CAN YOU TELL US WHY YOU CHOSE TO TAKE PART IN LIFEWORKS?

I just wanted to change what I was doing…I wanted to make some progress in my current job and make some advancement...I am getting too old to keep "using the tools" (laughs).

WHAT IMPACT HAS LIFEWORKS HAD ON YOUR LIFE?

I have just gone through the application process for a supervisor’s job and I’m waiting to hear if I have been successful…getting my CV up to date was vital for this and [the course] really boosted my confidence…it basically reminded me what I am capable of.

WOULD YOU RECOMMEND LIFEWORKS TO OTHERS? Yes…the course really helped take my experience from the Army and translate my skills…to see how my [Army role] is equivalent to a supervising position with responsibility in civvy street…being amongst other ex-Forces people also reminds you that you are not alone and that you are capable and that you have skills. 38

James spoke to us 18 months after completing his online course with Lifeworks. He was unemployed prior to the course and has since moved into full-time work with a support organisation.

HAVE YOU EXPERIENCED ANY BARRIERS TO EMPLOYMENT?

Yes…I have had pretty bad mental health problems since leaving the Forces…I couldn’t leave the house some days…agoraphobia… and was struggling with severe anxiety and depression…I could barely deal with the day to day let alone feel ready to look for work.

WHAT AREAS OF THE LIFEWORKS COURSE DID YOU FIND PARTICULARLY BENEFICIAL? The mock interviews and general interview prep was really helpful…the CV writing too. Actually, being asked what I wanted to focus on in the course…rather than being told what I was best suited for…[staff] also then asked me specific questions about roles and companies I was interested in!

CAN YOU TELL US WHY YOU CHOSE TO TAKE PART IN LIFEWORKS?

I felt ready to start looking for work…for me, Covid changing everything to remote contact was actually a benefit, it made taking the next step of looking for employment less intimidating for me.

WHAT IMPACT HAS LIFEWORKS HAD ON YOUR LIFE?

I am a now a full-time…worker with a private healthcare provider…my role supports other veterans that have had similar experiences to me…. I don’t want to necessarily advance…I am happy in the role that I’m in now.

WOULD YOU RECOMMEND LIFEWORKS TO OTHERS?

Yes…I had done a course provided by a disability charity…they were nice, but it definitely was not up to the same standard…Lifeworks had a lot more detail and had trauma in mind…also being with other veterans in the course who had similar experiences to me was a huge benefit. [The course] should be offered remotely indefinitely…because there are those who it might be physically difficult to attend or…like me, had mental health issues…it’s good online if you have issues related to crowds and travelling etc.

Simon spoke to us two years after completing his in-person course with Lifeworks. He changed job as a result of engaging with the Lifeworks course.

HAVE YOU EXPERIENCED ANY BARRIERS TO EMPLOYMENT?

Yes, there were quite a few barriers but I wasn’t sure what they were at the time…I sent out around 35 CVs and only two replied and came to say I had been unsuccessful…I had been working in [named] sector and was looking for a change because it just wasn’t sustainable because of my injuries…so I was looking to change path from the [one] sector to try and get into the third sector…so some of the barriers could have been to do with this and lack of experience etc…it was demoralising not getting replies.

WHAT AREAS OF THE LIFEWORKS COURSE DID YOU FIND PARTICULARLY BENEFICIAL?

Well the whole course was beneficial…especially the insight and help for writing my CV…I didn’t think I had any relevant skills for the third sector but through all the guidance on the course I realised that I had the right skills just not experience in the right setting…and it’s interesting because the job I am doing now came up on the Friday before starting the course so I could focus my time and the support on doing a really good application for it.

CAN YOU TELL US WHY YOU CHOSE TO TAKE PART IN LIFEWORKS? It was really because of lockdown…I had time to reflect on what I really wanted to do and decided at that time that I wanted to give back and work in the third sector…at the time as well I was diagnosed with PTSD and had been getting support with this too.

WHAT IMPACT HAS LIFEWORKS HAD ON YOUR LIFE?

I changed job and moved into the third sector.

WOULD YOU RECOMMEND LIFEWORKS TO OTHERS? Yes, absolutely.

The whole Lifeworks team were really good… really understanding. It feels different from other support, they actually look at the individual and give individual support rather than the classic one-size fits all approach…they understand that people are all different. The course, it was very open…everybody had certain experiences and challenges like PTSD… and we shared with each other and helped each other. I would like to see it spread wider, there’s nothing close by to me in [location]. I did have conversations with RBLI about running courses in [this area] and making them accessible to homeless veterans…they were receptive to these ideas, I think. It was absolutely brilliant…I can’t thank them enough. (N.B In 2023, RBLI now runs a course in the locality highlighted by this delegate).

Sarah spoke to us four months after completing her in-person course with Lifeworks. She had undertaken a job interview and was waiting to hear if she had been successful.

HAVE YOU EXPERIENCED ANY BARRIERS TO EMPLOYMENT?

I have struggled with some mental health stuff. I’ve only ever been with one employer since leaving the Forces, so I was struggling with a real lack of confidence…and knowing what kind of job to apply for. The modern application process is unknown to me, I didn’t know how to navigate it…things have changed a lot since I last went through any of this process…it’s all online now and I struggle a bit with IT stuff…I think this is a part of why I’ve been struggling to submit applications…definitely not confident in this.

WHAT AREAS OF THE LIFEWORKS COURSE DID YOU FIND PARTICULARLY BENEFICIAL? Firstly, actually just attending it was beneficial, staying away from home…travelling to the course, having to find where to go etc all helped build up my confidence generally. The staff were very friendly and engaging…I felt they had good tips about job-hunting and were relatable. Things like developing your interview skills – and doing the mock interviews….I hadn’t done an interview in [decades]. The CV prep too was useful, I had written a new CV last year, but it really helped being shown how to tailor CV to specific applications and what to include and what to leave out.

CAN YOU TELL US WHY YOU CHOSE TO TAKE PART IN LIFEWORKS? I wanted to take myself out of my comfort zone… and I felt ready to get back into work…I am just coming to end of mental health treatment too and this felt like a good way to kickstart the ‘get back to work’ process.

WHAT IMPACT HAS LIFEWORKS HAD ON YOUR LIFE?

I’ve gone through the application and interview process for a seasonal job [for a local statutory agency]…I’m now just waiting for the final checks, things like criminal record checks etc, to go through before I can hopefully get started. In the longer-term I would be looking for a fulltime position…this seasonal role is only temporary but that sort of suits me now as a first job…will help me re-enter the workplace.

WOULD YOU RECOMMEND LIFEWORKS TO OTHERS? Yes. It built up my confidence….and I think it brought me back up to date on how to go through job applications, especially the online side of things. I felt so much more prepared for interviews because of Lifeworks…I’d made all my mistakes in the mock interview!

They covered what needed to be covered, all the important things…and it was all relevant. It really showed me how things had changed since I last looked for work, so I found the whole thing very helpful. I had been on a course provided by my local authority which was less in-depth…I felt that on the Lifeworks course people wanted to be there and was motivated…whereas I think on the council course…some people were clearly being forced to be there. Lifeworks also focussed us on what we wanted to do which is different than others. The follow up calls have also been invaluable, knowing that there is still support there. Really helps as you are going through the process.

Thomas spoke to us two years after completing his in-person course with Lifeworks. He had sustained employment and re-engaged in volunteering as a result of taking part in Lifeworks.

HAVE YOU EXPERIENCED ANY BARRIERS TO EMPLOYMENT?

Yes, I have. Well, prior to Lifeworks I was unemployed for about three years…I was struggling with alcohol addiction, and they banned me from having a driving licence…that was because of alcohol…my wife, well she had left me years before…and all this was just make me feel pretty isolated, and I was depressed…to be honest I was a nutcase at the time. I also have an ankle injury, that’s from my time in the Army…and my mobility issue limit my ability to access jobs…I live quite rurally, and the public transport is one bus an hour and only to the next town so that’s a barrier. I’m about 18 years post-Army, I had some responsibility when I was in the Army, I was [role] and when I got out, I didn’t want that responsibility anymore…I took on a range of lowlevel jobs, in a factory, and all sorts of driving ones and none of them really required CVs etc.

WHAT AREAS OF THE LIFEWORKS COURSE DID YOU FIND PARTICULARLY BENEFICIAL? All of it was beneficial…the CV help was really practical, and I needed that but other aspects like the psychological assessment and raising awareness of other job options and areas to consider too.

CAN YOU TELL US WHY YOU CHOSE TO TAKE PART IN LIFEWORKS?

Well before Lifeworks I was unemployed and struggling with some addiction issues and losing my licence…I wasn’t in a good place…when I came to Lifeworks, I knew I needed to change but I didn’t know how to start…I had lost all my confidence.

WHAT IMPACT HAS LIFEWORKS HAD ON YOUR LIFE?

Yes, I think it’s had considerable impact…I was going downhill before and struggling with this chain reaction of events in my life that just spiralled…I was at the end of my tether, to be honest…not sure what I would have done. Lifeworks helped me get back up, and that’s the hardest part…getting a new CV and also fundamentally the confidence to post it online… I wouldn’t have done that before. It led to a recruitment consultant calling me and that got me a part-time job…I got myself a bike to get to work because I thought well here is a chance to get fit and the transport is rubbish, so I actually started cycling about an hour into work…I had to go to my employer and ask for more flexible working a few months ago because of my health but they have agreed and now I’ve dropped to part-time employment and work from home… I feel supported in my workplace. I also re-engaged with a volunteer role I had stepped away from before…so I do that quite regularly every week too. I’m quite busy!

WOULD YOU RECOMMEND LIFEWORKS TO OTHERS? Yes, I wouldn’t hesitate.

I haven’t had support elsewhere but having peers sharing their stories and challenges really made the course a safe space to talk. I’ve got nothing but praise for the staff and I think it’s great value for money…it changes people’s lives around.

This was also the pandemic, so I think all these issues were absolutely exacerbated by being locked-in and isolated, I was looking after an ill relative and gained loads of weight, which is bad for me because that makes my mobility worse.

Mark spoke to us four months after completing the in-person Lifeworks course. Since attending the course, he has sustained his current job and is actively searching for a new position to progress his career.

Steven spoke to us a year after completing the in-person Lifeworks course. He has a disability and is working to overcome barriers to work related to this. He is currently still seeking employment.

HAVE YOU EXPERIENCED ANY BARRIERS TO EMPLOYMENT?

Interviews have been my main barrier, once I got to interview stage it just wouldn’t happen. I feel that in the past people have had a problem with me being ex-military…looked down on and given the impression that the time I spent in the military was a waste of time.

WHAT AREAS OF THE LIFEWORKS COURSE DID YOU FIND PARTICULARLY BENEFICIAL? Lifeworks was a better and more mature transition than the resettlement programme, which felt impersonal. I felt heard during the course and that my experiences were shared by others. The motivational speakers were really interesting and a big plus!

CAN YOU TELL US WHY YOU CHOSE TO TAKE PART IN LIFEWORKS? I am working part time in Morrisons at the moment and trying to get out of it and into a better job. I was getting interviews but not any further, I feel much more confident about it now.

WHAT IMPACT HAS LIFEWORKS HAD ON YOUR LIFE?

I feel much more optimistic than I was before, the course was a bit of a boost, like a shot of Vitamin D in the arm. Connected with the different stories from others on the course too.

WOULD YOU RECOMMEND LIFEWORKS TO OTHERS? Yes, particularly those who have had bad experience. The course was well delivered and the team are really good, couldn’t fault them.

I have problems with my eyesight, chronic eye strain stops me from doing ‘normal work’ and puts limits on the amount of time I can spend job searching. I have struggled to do retraining as a lot of it is remote and computer screens make my eye strain worse. I also can’t afford to do a lot of the retraining course available. This is why Lifeworks was ideal for me, it was free and in-person.

WHAT AREAS OF THE LIFEWORKS COURSE DID YOU FIND PARTICULARLY BENEFICIAL?

Getting away from home and off a computer was very beneficial for me, job searching at home is very isolating. It was good to meet other people and relearn social and communication skills. You get so much more from a change of environment and that face-to-face interaction.

CAN YOU TELL US WHY YOU CHOSE TO TAKE PART IN LIFEWORKS? I wanted to get back into work and want to attend more courses, I just can’t normally afford them.

WHAT IMPACT HAS LIFEWORKS HAD ON YOUR LIFE?

The course really boosted my confidence, self belief and motivation. I refreshed skills that I hadn’t used in a long time. During the time I have been out of work I have lost even basic skills that would normally be being used on a day-to-day basis, like basic social and communication skills. The course reminded me of the skills that I have that just need a bit of a refresh and also helped me to recognise gaps in knowledge and training for the modern workplace. I feel confident that with practice and as my eyesight improves, I could get back into work.

WOULD YOU RECOMMEND LIFEWORKS TO OTHERS? Yes, Lifeworks offers more intensive support over a longer period. It’s hard to emphasise the value of this aspect of the course but it has a big social aspect in the evenings, giving you time to bond with others and discuss your circumstances.

Natasha attended the Lifeworks course in person in 2021, she is now in employment and is working towards her future goals and career aspirations.

HAVE YOU EXPERIENCED ANY BARRIERS TO EMPLOYMENT?

I have generalised and social anxiety…depression, lack of confidence and self esteem. I also suffer from imposter syndrome, even for the most entry level jobs, I just didn’t feel there was anything I was capable of doing. I felt that my army trade translated into civilian experience and felt that most of my skills were redundant on medical discharge, even after spending more than two years in training.

WHAT AREAS OF THE LIFEWORKS COURSE DID YOU FIND PARTICULARLY BENEFICIAL?

Because the course was a full week, it helped me to fully engage. I found it took me a few days to feel comfortable.

CAN YOU TELL US WHY YOU CHOSE TO TAKE PART IN LIFEWORKS? I felt a lack of belonging, didn’t even feel like a veteran. But I have always been quite driven, and I want to improve, saw the course as an opportunity to work on myself and get support with this.

WHAT IMPACT HAS LIFEWORKS HAD ON YOUR LIFE?

This was my first involvement in veteran specific support and felt like the course neutralised my overarching thoughts and feelings towards anything military related. I realised that people from within the community can be warm and welcoming. I have felt better for involvement but don’t feel it has translated enough to ongoing mindset. I want to get involved in veterinary industry, haven’t got there yet but that is the eventual goal. The course helped me to find out what I am capable of and what lies within my skill set. I trust my instincts more when people reaffirm, and being on the course has helped to reassure doubts.

WOULD YOU RECOMMEND LIFEWORKS TO OTHERS? Yes, the practical support helped to build up my confidence.

NOTES 1. These figures are based on a detailed analysis of 5,138 ex-service personnel supported by Lifeworks (depersonalisation of Lifeworks database limited full analysis on all Lifeworks delegates). 2. From Jan - Dec 2023, Lifeworks scheduled 25 courses across the UK. 3. 2020/21 courses were disrupted due to Covid-19 with an online course put in place. 4. In total, 356 ex-Service personnel were supported by Lifeworks during the evaluation period (Sept 2022 - Aug 2023). 5. Underlying data used in the Public Health England (PHE) ROI tool taken from Schuring et al (2011). 6. Open University Business Barometer 2022 Available: https://www5.open.ac.uk/business/ barometer-2022 7. There was lower participation from this delegate group than the other two categories which will ultimately impact the generalisability of this figure. 8. This figure is influenced by the high proportion of interviewees who had recently completed their Lifeworks course. 9. Unless otherwise stated financial benefits are calculated using Public Health England’s Public Health England Movement into Investment: Return on Investment Tool. Figures over £100 are rounding to the nearest £200. 10. Guidance note on Public Health England Movement into Investment: Return on Investment Tool. Available: https://www.gov.uk/government/publications/movement-into-employment-return-oninvestment-tool 11. Public Health England Movement into Investment: Return on Investment Tool. Based on £3,500 pp individual benefits from employment/40% move to employment rate/365 Lifeworks delegates per year (Sept 2022 - Aug 2023). 12. Public Health England Movement into Investment: Return on Investment Tool. Overview: https:// assets.publishing.service.gov.uk/media/5c46ff2de5274a6e52aa6072/Movement_into_employment_ report_v1.2.pdf 13. More information on the benefits to society can be found in Section 5 of the PHE ROI Report: https://assets.publishing.service.gov.uk/media/5c46ff2de5274a6e52aa6072/Movement_into_ employment_report_v1.2.pdf 14. Calculation based on 356 Lifeworks delegates in year Sept 2022 - Aug 2023. An unemployed to employed shift of 40% was seen within this research – each employed individual contributes £23,100 in financial benefit to society. 15. Figure based on Public Health England ROI tool. 16. Calculation based on 356 delegates to Lifeworks in year Sept 2022 - Aug 2023. Improvement in Common Mental Health disorders was noted for 40% of delegates. 17. Calculation based on 356 Lifeworks delegates in year Sept 2022 - Aug 2023. An unemployed to employed shift of 40% was seen within this research – each employed individual seen to save UK exchequer £12,000 per year (calculation based on Public Health England Movement into Employment ROI Tool). 18. Underlying data used in the PHE ROI tool taken from Schuring et al (2011). 19. Calculation based on 356 Lifeworks delegates between Sept 2022 - Aug 2023. An unemployed to employed shift of 40% was seen within this research – each employed individual seen to save UK Exchequer £12,000 per year (calculation based on Public Health England Movement into Employment ROI Tool).

REFERENCES Bandura, A. (1982). Self-efficacy mechanism in human agency. American Psychologist, 37(2), 122–147. https://doi. org/10.1037/0003-066X.37.2.122

Ministry of Defence. (n.d.). Career Transition Partnership Annual Statistics: UK Regular Service Personnel Employment 2021/22.

Barclays. (2017). Military veterans worth £1.5bn to UK economy | Barclays. https://home.barclays/news/2017/07/ military-veterans-worth-1-5bn-to-uk-economy/

NHS. (2019). NHS Long Term Plan. https://www. longtermplan.nhs.uk/

Bartley, M. (1994). Unemployment and ill health: Understanding the relationship. Journal of Epidemiology and Community Health, 48(4), 333–337. https://doi. org/10.1136/jech.48.4.333 Benefact Group. (2022). Value of Giving Report. https:// benefactgroup.com/fundraising-resources/charityfundraising-articles/value-of-giving-report/ Burdett, H., Fear, N. T., MacManus, D., Wessely, S., Rona, R. J., & Greenberg, N. (2019). Unemployment and benefit claims by UK veterans in the new millennium: Results from a record linkage study. Occupational and Environmental Medicine, 76(10), 726–732. https://doi. org/10.1136/oemed-2019-105737 Burdett, H., MacManus, D., Fear, N. T., Rona, R. J., & Greenberg, N. (2018). Veterans and benefits. Relationships between social demographics, Service characteristics and mental health with unemployment and disability benefit usage by GB ex-Service personnel. https://s31949.pcdn.co/wp-content/uploads/veteransand-benefits.pdf Fellows, M., Hunt, J., & Tyrie, R. (2020). A Better Working Future for Ex-Service Personnel. Finnegan, A., & Randles, R. (2022). Prevalence of common mental health disorders in military veterans: Using primary healthcare data. BMJ Military Health, e002045. https://doi.org/10.1136/bmjmilitary-2021-002045 Forces in Mind Trust. (2017). Continue to Work. The Transition to Work Study. https://s31949.pcdn.co/wpcontent/uploads/the-transition-mapping-study-2017continue-to-work.pdf HM Treasury. (2023). Public Expenditure Statistical Analyses 2023. https://assets.publishing.service.gov.uk/ government/uploads/system/uploads/attachment_data/ file/1171658/E02929310_HMT_PESA_2023_Accessible.pdf Joseph Rowntree Foundation. (2023). Importance of ill health to the UK’s labour market participation challenge | JRF. https://www.jrf.org.uk/report/importance-ill-healthuks-labour-market-participation-challenge Kollydas, K. (2022). What Are the Current Challenges in the UK Labour Market and How Can They Be Addressed? – City-REDI Blog. https://blog.bham.ac.uk/ cityredi/what-are-the-current-challenges-in-the-uklabour-market-and-how-can-they-be-addressed/ McDaid, D., & Park, A.-L. (2022). The economic case for investing in the prevention of mental health conditions in the UK. https://www.mentalhealth.org.uk/sites/default/ files/2022-06/MHF-Investing-in-Prevention-Full-Report. pdf McManus S, Bebbington P, Jenkins R, Brugha T. (eds.). (2016). Mental health and wellbeing in England: Adult Psychiatric Morbidity Survey 2014. https://files.digital.nhs. uk/pdf/q/3/mental_health_and_wellbeing_in_england_ full_report.pdf

Northumbria University. (2019, July). Evidence based findings about the veteran population in Scotland. Armed Forces Covenant Fund Trust. https:// covenantfund.org.uk/resources/evidence-basedfindings-about-the-veteran-population-in-scotland/ OECD. (2021). Building inclusive labour markets: Active labour market policies for the most vulnerable groups. OECD. https://www.oecd.org/coronavirus/policyresponses/building-inclusive-labour-markets-activelabour-market-policies-for-the-most-vulnerable-groups607662d9/ Office for National Statistics (ONS). (2022). Statistical bulletin, UK armed forces veterans, England and Wales: Census 2021. https://commonslibrary.parliament.uk/2021census-how-many-veterans-are-there/ Owen, D. (2022). Armed forces veterans in the UK labour market. Public Health England. (2017). Movement Into Employment: Return on Investment Tool Estimation of benefits from moving an individual from unemployment into sustainable employment. https:// assets.publishing.service.gov.uk/government/uploads/ system/uploads/attachment_data/file/772596/ Movement_into_employment_report_v1.2.pdf Public Mental Health Programme. (2021). Conceptual Framework for Public Mental Health: Online tool. Public Mental Health. https://www.publicmentalhealth.co.uk/ Regenold, M., Sherman, M. F., & Fenzel, M. (1999). Getting back to work: Self-efficacy as a predictor of employment outcome. Psychiatric Rehabilitation Journal, 22(4), 361–367. https://doi.org/10.1037/h0095214 Schuring, M., Mackenbach, J., Voorham, T., & Burdorf, A. (2011). The effect of re-employment on perceived health. Journal of Epidemiology and Community Health, 65(7), 639–644. https://doi.org/10.1136/jech.2009.103838 Scottish Veterans Commissioner. (2017). Veterans Health & Wellbeing in Scotland: Are we getting it right? The Health Foundation. (2019). Employment and unemployment. https://www.health.org.uk/news-andcomment/charts-and-infographics/unemployment UK Government. (2023). Mental health and wellbeing plan: Discussion paper. https://www.gov.uk/government/ calls-for-evidence/mental-health-and-wellbeing-plandiscussion-paper-and-call-for-evidence/mental-healthand-wellbeing-plan-discussion-paper van Ryn, M., & Vinokur, A. D. (1992). How did it work? An examination of the mechanisms through which an intervention for the unemployed promoted job-search behavior. American Journal of Community Psychology, 20(5), 577–597. https://doi.org/10.1007/BF00941773 Welsh Government. (2022, November 10). UK Armed Forces veterans in Wales (Census 2021) | GOV.WALES. https://www.gov.wales/uk-armed-forces-veterans-walescensus-2021-html

WITH THANKS TO OUR FUNDERS...

RBLI

RBLI is only able to provide life changing support which is free for veterans and the family members of those currently serving due to the relationships we have with our funders and partners. We work with within a support network of other charities, organisations, and companies to provide vital support to those in need. Without their help, we simply would not be able to support the number of people we do. Printed and fulfilled by BBMC Social Enterprise

...AND PARTNERS

COMMUNITY ENTERPRISE

Community Enterprise has over 35 years’ experience as a leading community development consultancy providing tailored support to social enterprises, community groups and charities. We are a social enterprise ourselves. 100% of our profits are re-invested to support the further growth and development of the voluntary sector. Based in Scotland and working across the UK, we undertake a wide range of work including impact assessments, business development, financial management, governance, and leadership improvement, digital, branding and marketing support.

We are recognised nationally as a “boots on the ground organisation” that takes a grassroots, listening and collaborative approach to our work, this has helped us to uniquely learn from and understand communities we work with and how we can help them increase their impact. We have an expert staff team of 26 who provide specialist support, as well as a wider network of associates and specialists. Our expert research team provides high-quality, practical, social research. We use robust methods to ensure the best quality with the intention that all work empowers organisations, communities and drives positive social and environmental change. Find out more at www.communityenterprise.co.uk 47

Lifeworks is a division of Royal British Legion Industries Registered Charity Number: England & Wales: 210063 | Scotland: SC048795 wearelifeworks.org.uk

lifeworks@rbli.co.uk

0800 3196844