unions working at the heart of the future
Contents P 04 :
Health and Wellbeing BAE Systems, Newcastle
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Informal Adult Learning South Tyneside Council and South Tyneside Homes
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Higher Level Skills Northumberland County Council
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Supporting Workers HMRC Waterview Park
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Sustainability CWU/Royal Mail, Middlesbrough
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Delivering Results Learning for All Fund
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unions working at the heart of...
Introduction
Foreword
Unions Work Modern trade unions enjoy a unique place in the social and economic infrastructure of the UK. With over 6 million members trade unions are the by far the biggest and most effectively coordinated single voluntary organisation in the country. Trade union members cannot be described as passive; every month they make a financial contribution to remain a member of their union, in order to access the full range of comprehensive services that are provided by the organisation. Trade unions are making a massive difference in the workplace and across communities; progressing access to skills at all levels, promoting better health and tackling inequality – trade unions work. In the last eight years the Learning for All Fund has been a jewel in the crown of trade union-led learning at work. The Fund has directed over £5 million toward trade union learning, securing significant match-funding from employers and enabling over 30,000 workers to engage in learning activities – from tackling skills for life to learning to play the bagpipes. Union Learning Representatives have quite literally changed the lives of thousands of their members through
Kevin Rowan
enabling them to gain the necessary skills to get on in work and outside of the workplace. Trade Union learning doesn’t stop with skills for life. In the last two years the union learning offer has also included accessing Higher Level Skills. For many workers achieving level three and level four qualifications was not considered feasible. Through union learning, in partnership with Higher Skills providers, workers are increasingly able to access higher level learning opportunities at work, adding massive value to the trade union learning offer. Improving lives for workers doesn’t just stop with learning and skills. The workplace is proving to be an effective location for tackling ill-health and promoting better wellbeing. Healthy eating, reducing smoking, cycling and better management of stress and mental illness all feature in the efforts trade unions are making to improve the wellbeing of workers in the north east and Cumbria. This relatively new and innovative area of work is already proving to deliver tremendous benefits to workers and employers. Businesses in the region are benefiting from the
advantages of a healthier workforce, improved productivity and reduced absenteeism, while workers are enjoying healthier lives and are feeling more valued by their employers. In the longer term there will clearly be a positive impact on the general health of the region and reductions in demand on the health services. The case studies in this report provide a snapshot of highlights that demonstrate trade unions making a difference to the skills of the workforce, tackling skills for life challenges and enabling workers to gain higher level skills, enabling workers to progress to their optimum roles in the workplace. Supporting that ambition through enabling workers to live a healthier life through raising awareness and informing lifestyle choices, trade unions are supporting workers to realise their own personal ambitions as well as being more productive. This is clear evidence that modern, effective trade unions are a key to a healthier and happier life.
Trade Unions really are good for you.
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Health and Wellbeing
For too long, the North East has had a reputation for being of being an ‘unhealthy’ place to live and work; unfortunately borne out by our fairly shocking life expectancy rate and high long-term sickness and disability figures. But now, a unique project to the north east is helping to change this. The region’s employers, the NHS and the Trade Unions have joined forces to improve the health and wellbeing of the workforce and in turn their families. All of the region’s NHS Primary Care Trusts and the Strategic Health Authority have recognised the value of working with the TUC and employers in delivering employee led initiatives in workplaces. So, the Better Health at Work Award has been established to combat ill-health across the region. Already outcomes are proving that the joint and very practical approach works. Evidence of trade union contribution to improved health and wellbeing for individuals is clear and compelling; employers benefit from dramatically lower levels of absenteeism and increased productivity- there are few more apparent win-win situations. As trade unions and employers step up their partnership work in this area, with the support and encouragement of the health service, these benefits will grow. Well over 100 employers have now signed up to the award and all of the regional trade unions have endorsed involvement.
Workplace Health is an important part of the regional public health strategy and is even more relevant in these challenging economic times, when companies need to use every tool available to ensure their productivity and competitiveness. Stephen Singleton Regional Director of Public Health and Medical Director of the North East
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Health and Wellbeing
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BAE Systems in Newcastle were one of the first employerunion partnerships to sign up to the Better Health at Work Award in 2009, following an introduction to the brand new, innovative scheme by Tom Ross, Project Worker at the Northern TUC. Despite a difficult period and the global recession, the unions and company decided that it was even more appropriate to integrate health and wellbeing into their structures. The site already had Safety Reps and a Health and Safety Committee in place, but their internal health and safety had always been focussed much more around ‘safety’ than health and the BHAWA gave them both the incentive and the impetus to get the health aspect caught up. Paul Lonsdale, senior Unite rep and a Health Advocate, along with Senior Occupational Health Nurse, Pam Davis, have been the main drivers for the award and associated activity, with complete backing from BAE management at the highest level, and a further 4 Health Advocates (three of whom are also union reps).
BAE Systems Newcastle
The most important aspect of our health and wellbeing project working is the potential for prevention. We can help others to avoid ill-health in the future through education, awareness and early intervention and as they say, prevention is better than cure. Paul Lonsdale Senior Unite Rep and Lead Health Advocate.
Within the first year of implementing the scheme BAE have already achieved their Bronze and Silver Award, requiring a minimum of four health campaigns per year, which Paul, Pam and the team achieved and surpassed. Some of the successful campaigns include ‘Safe in the Sun, Spring Clean your Health, Breast Awareness and last but not least, Men’s Health – which has proved extremely successful and effective in the maledominated site.
This campaign was exemplar in its extremely broad reach and approach; dealing with male cancers, blood pressure, diet and associated issues. Through a targeted campaign and excellent awareness raising, 94 people came forward to have blood samples taken and the results were extraordinary: over 80 had raised cholesterol levels, 6 of which required urgent referrals to their own GP – 58 needed dietary advice and followed up again in 6 months, and 5 PSAs were raised (prostate specific antigen levels are an indicator of prostate cancer) – all of whom were referred to their GPs for regular monitoring and thanks to this early intervention, the prognosis for the four diagnosed with prostate cancer is positive. Thanks to the project, there is a marked difference in people’s attitude to both occupational and personal health in BAE. Staff members now come and ask me about tests instead of me having to chase them – and better still, they know why they’re asking. Going for the BHAWA has broadened our horizons and encouraged us to do things we wouldn’t have as well as the project giving Occupational Health a ‘shopwindow’ and increasing its profile dramatically. Pam Davis Senior Occupational Health Nurse
A great deal of this campaign’s success was down to how Paul, Pam and the other Health Advocates engaged with their colleagues, employing very effective communication in various forms, including emails, posters, walk-abouts, discussions, meet and greets, hand delivery of the Haynes Men’s Health workshop manual and drop-in clinics, with follow-up appointments made with every result to ensure people weren’t just given their results but also ways to change them for the
better. And they employ similar techniques for their other areas of work, too – planning and making the issues relevant to the 500 employees on site. Alcohol Awareness sessions are held around the Christmas party season, and use engaging methods like asking participants to wear ‘beer goggles’ (goggles that simulate the effects of consuming several alcoholic beverages) and perform simple tasks like walking in a straight line. This year they will also be borrowing a drink driving simulator so that employees can experience the dangers of drink driving. And after the excesses of the festive season Pam runs a Slimming Club for those who feel they’ve over-indulged, and offers weight loss/management advice and encouragement, including taste tests for healthy meals and their recipes. The project’s next challenge is to build on its accomplishments so far and complete the Better Health at Work Award by achieving the Gold Standard. The Gold award requires the workplace to conduct an ongoing year-long campaign in a targeted area and to promote the BHAWA and their work externally, demonstrating the benefits to fellow employers. True to form, they’re already working on this. But, certificates aside, the true measure of success for this project is the genuine and sustained commitment to employees’ health, which is reflected in the collective trade union, staff and management buy-in, so much so that it’s almost written into workplace policy and now has a regular monthly reporting slot into the Safety Committee. The better health at work scheme is giving BAE Systems employees a great framework to use to support their health and wellbeing. The engagement we are seeing is widespread and delivering improvements and awareness in all areas. The team of advocates are very proactive, and working alongside the occupational health team they keep coming up with fresh ideas to take the scheme forward and involve more people on site. Paul Hagan: MED Manager & Head of SHE (Newcastle)
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Informal Adult Learning
Informal adult learning is learning for its own sake rather than the pursuit of a qualification. The term covers a variety of activities, from foreign language classes, local history clubs and reading groups to online research projects, amateur dramatic societies, writing a Wikipedia entry or taking part in a volunteer project to record the living history of a community. Although informal learning can support the development of work-related skills, much of it is part-time, non-vocational learning. People participate for enjoyment, driven by their desire for personal fulfilment or intellectual, creative and physical stimulation. So, informal adult learning is about: learning to know – becoming inspired, discovering and exploring, developing a passion for learning, acquiring knowledge and understanding of ourselves, our immediate world and beyond learning to do – gaining skills, boosting confidence and self-esteem, competence and practical abilities learning to live together – learning tolerance, mutual understanding and interdependence, sharing the experience of learning with family and friends learning to be – developing ourselves, our mental and physical capacity, wellbeing and autonomy, and our ability to take control of our lives and influence the world around us This kind of learning makes a significant contribution to the health and well-being of individuals, families and communities by: building communities of active, confident, enthusiastic, critical, creative people, who can often inspire others to learn promoting civic participation and engagement contributing to mental and physical wellbeing building vital bridges into formal training and sustainable employment enabling individuals and groups to develop environmental awareness and prepare for, and respond to, change
Informal Adult Learning matters. It is human nature to seek out stimulation and enrichment,and to create social bonds through shared interests and passions. Learning for its own intrinsic value makes an enormous contribution to creating the kind of society we can be proud of.
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Informal Adult Learning From learning Pilates to gaining a PhD, Adult Learners Week celebrates learning and learners in all their diversity, inspiring thousands of people each May to try something new. The outreach campaign promotes the benefits of all kinds of learning, whether it is for fun or leading to a qualification. Now extremely well-established, the intiative continues to be the largest drive for learning of its kind, celebrated in over 55 countries across the world. Founded and coordinated by the National Institute of Adult Continuing Education (NIACE), Adult Learners Week in England is backed by thousands of supporters – of which unionlearn is one of the biggest. P 10
Adult Learners’ Week and Celebration of Learning South Tyneside Council and South Tyneside Homes
During this week long festival of learning, which includes the extremely popular Learning at Work Day on the Thursday of that week, events take place in workplaces, libraries, cafes, prisons, museums and colleges across the country, motivating adults of all ages to take up new activities. In 2010 alone, an estimated 100,000 adults engaged in over 4000 learning events. A massive 7000 of those learners came from the northern region, with 48 workplaces holding events – made up of additional activity for union-led Learning for All Fund existing projects as well as new, non-funded union-led learning partnerships. As usual, the range of workplaces and activities were as diverse as they come with the predominant focus on informal adult learning and making what is often many people’s first experience of learning in a long time, as positive as possible. From bike maintenance and orienteering with the Barrow FBU, Salsa dancing, healthy eating and digital photography at KP Foods in Billingham, watercolour painting and crafts and Newcastle Hospitals and plastering at South Tyneside Homes – to name but a very few, there was something for everyone. To build on and consolidate the successes of ALW and LAWD, and as a result of 2009’s Festival of Learning’s success, the Department of Business, Innovation and Skills (BIS) supported unionlearn to run another informal learning initiative, branded the ‘Celebration of learning’ (COL). The COL was held from Monday 18th October for 2 weeks, coinciding with the BBC’s ‘Get online week’ and the Campaign for Learning’s ‘Family Learning Week’. So, trade union members, family and friends across the North East and Cumbria were given the opportunity
to celebrate everything that's great about learning for pleasure and the benefits it brings to individuals, families, businesses and communities during the last two weeks in October. Funding was made available to available to support joint trade union, workplace and community events, the aim of which was to highlight the wide variety of learning available with the premise that events should give people who already take part in informal learning a chance to celebrate what they enjoy, and others the opportunity to try something new. Although all informal learning activity were promoted and celebrated, the following themes were used to help guide activity: Informal Adult Learning UK online - On-line basic/My guide 6 Book Challenge Environmental sustainability Community and Union linking together Maths for us Campaign/Skills for Life Health & wellbeing Family Learning
South Tyneside Homes and South Tyneside Council were 2 of the 21 project bids submitted into the COL through their effective union-led Learning for All Fund projects and really embodied the spirit of the Celebration of Learning in their organisation and delivery of events. As separate projects in close proximity to one another they decided to work together and offer the same ’event’ and learning opportunities in different venues on Saturdays three weeks apart to increase participation from the workforce and enable family and friends to attend. The first event was held in the new Primary Care Trust building in South Shields, which also holds the public library and community centre, as well as being in a central location with excellent transport links and parking for accessibility and to encourage participation from the wider community. The second event was held in Jarrow Community Centre for the exact same reasons. Both events were publicised through internal email, flyers posted in housing offices, public libraries, shops and businesses. They also advertised in their local papers as well as to contractors and their supply chain. On the days, the events were well-organised, creative and really gave attendees a taste for informal – and formal adult learning, with over 23 types of taster session available covering all but one of the focal topics, and others that ran the gamut from Home Fire Safety and Using Cameras to Basic IT Tasters and Hand Massage. And with entertainment and hosting skills provided by a very interactive Dalek and Clown respectively, both events couldn’t have done more to promote the diversity and importance of informal adult learning as a highly successful engagement tool.
In a survey of Adult Learners Week participants conducted by NIACE, 57% of the people who took part in activity enrolled on, or applied for, a course as a direct result of getting involved.
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Higher Level Skills
Unionlearn in partnership with Universities for the North East (representing institutions from the FE and HE sectors) are working together to offer learners a pathway onto higher skills, helping complete the spectrum of learning opportunities that unions can deliver for their members, ensuring there is something for everyone. A well established network of ULRs who are located in the workplace generate demand for, and broker opportunities for learning. The success of unionlearn in providing access to basic skills for employees and employers alike has been unprecedented. As ULRs become more adept and their own skills burgeon, they provide not only inspiration to their members and colleagues, but also a means to access higher level skills and qualifications. Whether people want to climb the learning ladder or move on using the climbing frame method, it is imperative that they be able to reach the top with the same level of support they have known previously. Just as success breeds success, progression in terms of the type and level of union provision means a move forward in the variety of courses and qualifications that can be offered – and taken up, bolstering the capacity of individuals, employers and unions.
Higher skills are beneficial to individuals, employers and the economy as a whole; fostering and developing home-grown talent and employing it in the region.
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Higher Level Skills
Joanne Maxwell Northumberland County Council
Through the Higher Levels Skills project we come across so many learners like Joanne who have previously thought they couldn’t take on higher level learning, either through lack of opportunity, confidence – or both. That is why it’s so important that we can offer practical help, support and encouragement and open doors for people that might have otherwise stayed firmly shut. Higher skills are beneficial to individuals, employers and the economy as a whole; fostering and developing home-grown talent and employing it in the region. Mike Tansey and Julie Robinson HLS Project Workers
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Joanne Maxwell, an Environmental Health Technical Officer at Northumberland County Council, embodies the need and demand for the Higher Levels Skills project in the northern region. Like many others, Joanne left school with a few ‘O’ Levels and went straight into the world of work, believing she wasn’t capable of taking on and passing A-Levels. However, she progressed in her career from working in the finance sector at a high street bank, to a more challenging role working for the Council where her learning journey began again in earnest.
It was at the Council that Joanne became more involved in her union (Unison) and as the demands placed upon her in this role and from her job grew, she felt increasingly like she didn’t have as much knowledge as she’d like to in order to do them both more effectively. So, in 2007 Joanne decided she wanted to become a Learning Champion in her workplace and within a few months she had completed several different courses (mainly non-accredited informal adult learning) and developed a real hunger to learn more. And the prime opportunity came via Rob Wilson, lead Union Learning Rep at Blyth Valley’s Learning for All Fund project and the Northern TUC’s Higher Levels Skills programme which was offering the much sought after Leadership and Management Foundation Degree at City of Sunderland College, at a significantly discounted rate for union members. Following the taster session Joanne immediately applied for the full two year course. A further nine members of staff from across the council also signed up and Blyth Valley Chief Executive, Geoff Paul was
so supportive of the individual learners that he committed to fund the difference in course costs for the first year. Joanne said, “My initial feeling was being nervous about undertaking such a huge challenge, then I realised that I really had nothing to lose – this wasn’t something I had to do, it was something I wanted to do, and it could only be a good thing.” Two years on and Joanne couldn’t have been more right. Through a great deal of commitment, effort and dedication Joanne and her eight colleagues finally celebrated the fact that they had achieved their Leadership and Management Foundation Degrees in July 2010, presented by Steve Cram! But there was even better news ahead for Joanne after receiving her results. Only a few days later she received a letter telling her that she had been awarded the academic prize for the University’s Best Performing Student 2010. Only four of the 500 students in the Business and Law faculty achieved this status. As if that wasn’t enough, City of Sunderland
College also chose Joanne to receive their own Achievement Award! “Achieving these awards is amazing, and along with my qualification I’ve achieved things I never thought I would, or could. The Higher Level Skills project has allowed me to uncover a hidden talent and proved that you’re never too old to learn and has definitely made me more ambitious and look for challenges. Learning through the union route has given me so much support; personal, financial and educational.” Northumberland County Council, who funded the second year of the degree, have found the course so beneficial to their staff and organisation that they have committed funding for a subsequent cohort of staff who with the continued support of unionlearn, have embarked on the same learning journey this academic year. As for Joanne, her learning journey continues and she is even contemplating sharing her newfound enthusiasm and knowledge with others by moving to the other side of the classroom as a teacher – and most definitely an inspiration. P 15
This programme of higher skills has proved to be very beneficial to both the outgoing Blyth Valley Council and the new Northumberland County Council employees, who are reaping the rewards of the training. With the training being around the work of the candidates and the organisation, various projects have been worked on to the benefit of the Council. We are delighted in the success of the students and the progress made in their personal development. Northumberland County Council has committed to a new cohort as we enter into a time of uncertainty for the public sector but realise we still require leaders and managers for the future. Rob Wilson Training Advisor on behalf of HR Management
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Supporting Workers
Trade unions operate to improve the quality of life for workers, it is the nature of and reason for their existence and as such they have an overwhelming duty to support them: in their daily lives - at work, at home and in-between. As needs and times change, it is imperative that we adapt and tailor our support to meet the needs of the worker, so we are constantly looking at and developing bespoke, relevant ways to continue to meet the needs of workers. During the economic downturn and recession workers needed support in coping with new financial challenges, advice about where to get help and guidance in seeking new employment opportunities. That’s where the Skills, Recession and Recovery project came in.
Trade unions operate to improve the quality of life for workers; at work, at home and in-between.
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Supporting Workers Trade unions have a critical role to play in supporting workers. In response to the economic downturn, unionlearn introduced a Skills, Recession and Recovery programme to ensure that unions have additional help in assisting their members, colleagues and families through recession, and on the way to recovery.
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Trade unions and the TUC recognise that financial inclusion and fair access to affordable finance are integral to both tackling poverty in the region and enabling individuals to participate and progress into sustainable employment. Utilising unions’ existing work around running workplace learning projects, many of whom have adopted responding to the
Financial Inclusion Training HMRC Waterview Park
recession as a key area of work, this both complements and adds value to their activity. Working closely with regional partners the SRR project offers practical training to union reps on the issues most in demand. In the northern region this programme of training has begun with the CAB’s Financial Capability Training Days, covering most people’s primary areas of concern: Banking Managing budgets Energy deals/tariffs Northern money Managing debt Choosing credit/credit unions The agenda for financial capability work is debt prevention and improving quality of life. By giving individuals the basic skills and knowledge to manage their money and make sound financial decisions we hope to reduce people’s dependency on credit, avoid unmanageable debt and help people use money as a way of achieving some of their personal goals in life. We have found that debt and money problems are often a root cause of stress and depression that affect many people in the workplace. This is why our partnership with unionlearn’s SRR project is so vital. It is a way of bringing the financial capability agenda right to the people who can benefit most. John Cottey Citizen’s Advice Bureau
There are currently 65 reps trained by the Citizens Advice Bureau on this subject in workplaces throughout the north
east and Cumbria, and subsequent courses are oversubscribed. One of the workplaces to benefit from Financial Capability trained union reps is HMRC at Waterview Park in Washington. Tracy Maddison, lead Union Learning Rep and 3 other ULRs from the Learning for All Fund project, Signpost to Learning at the site, attended the Newcastle Training Day after an invitation from Ken Gyles, SRR Development Worker. Having witnessed the demand for information on managing finances at their Learning at Work Day event earlier in the year they knew this was another opportunity to add value and relevance to their successful learning project. Tracy is especially well-placed to understand how important this kind of service is at an accessible and non-threatening workplace level due to her ULR experience and banking background.
Lots of people are reluctant to go to their own banks because of their lack of impartiality. Most of the people that come to us want independent advice and information, which they can get from bodies such as the Citizens Advice Bureau and IFAs. It’s also good to know the basics before approaching a professional as people in financial distress only want a solution, and through lack of knowledge often don’t get the best solution for them. Tracy Maddison Lead ULR, Signpost to Learning Project
Back in the workplace the ULRs are confident to hold events and signpost people to the right places for the type of information wanted/needed. Through the SRR project links and contacts they also arranged for an Independent Financial Advisor to come on site which was extremely well received by the 25 attendees. There is now a waiting list of 70 people wishing to participate in a repeat session to get information on pensions and general money management. The union-led Signpost to Learning project is an ideal platform to deliver this very practical agenda as the crux of financial inclusion is all about educating people and offering accessible information, and the ULRs certainly have a proven track record of that. Courses are regularly run on-site so members and colleagues are very comfortable approaching ULRs for even the most confidential information – and management are extremely supportive. Given the current economic climate, HMRC and the unions view ‘financial wellbeing’ as very much part of their commitment to health and wellbeing, and the support of the wider aspect of the Civil Servant, whether they are affected directly or via their partner or family. One of the major causes of absence is stress, and often this is caused by financial difficulties that people have found themselves in. My hope is that the financial training will enable people to avoid those situations and improve their general wellbeing. I want everybody who works for me to think about value for money and ensuring that we deliver the best possible service to our customers as efficiently as possible and so I think this training will help people become more financially astute, which will in turn help them make better decisions in the workplace. Stephen Younger Assistant Director of Child Benefit at HMRC Waterview Park
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Sustainability
The long term aim of any projects that are funded via the TUC and unionlearn, is that the funding is a means to an end, rather than the end itself and they become ultimately sustainable, ensuring that the activity continues after funding ends. This is particularly important in relation to funded workplace learning (mainly through the Learning for All Fund) and specifically means learning cultures and activities to assist the development of all employees need to become firmly established in the workplace formal structures of both union and employer. Unionlearn continually monitors the success of projects that have ceased to be publicly funded as well as offering continuing support in the form of unionlearn staff, and their knowledge and guidance where needed. Based on feedback from projects that have maintained their activity and achievements, it seems there are several key factors in achieving sustainability: A secure and functional Learning Agreement between the unions and employer An engaged, confident and competent ULR team Developing provision and learning progression routes And last but not least: Continued reporting on successes and achievements after funding has ceased; having quantifiable and genuine results to demonstrate the effectiveness of the project to the employer, union, Steering Group and learners
Progression is at the heart of what we do in union learning – for the learners, ULRs and partners involved and sustainability is very much a part of that. Andy Sorton CWU Regional Learning Project Worker
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CWU/Royal Mail
Sustainability
Middlesbrough
The funding we received through the LSC and unionlearn was the most fantastic start for Live and Learn and enabled us to do things we never would have been able to otherwise - and demonstrated just what could be done with a little bit of help. However, the funding was a start point and the project is and was very much about moving forward and not standing still. Progression is at the heart of what we do in union learning – for the learners, ULRs and partners involved and sustainability is very much part of that. Andy Sorton
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Kevin Phillips was a CWU Industrial Rep at the Royal Mail site in Middlesbrough when he heard about the developing role of Union Learning Reps and became very interested in how he could become a part of the ‘learning revolution’. After an initial meeting with his union’s Learning Project Worker, Andy Sorton, and with support and brokerage from unionlearn the whirlwind journey of what was to become the Live and Learn project began. Initial funding for the lifelong learning project came via the Learning and Skills Council’s Development Fund in 2006, which allowed for a 12 month project and a full-time secondment opportunity – which on the back of his ULR training and passion for the learning agenda, Kev managed to secure. The management team at Royal Mail were exceptionally supportive from the outset and even did some space reorganisation so that the project had its own accessible Learning Centre (away from the shopfloor) from the word go. Having generated awareness and created demand in the first year, Live and Learn sought continuation funding through unionlearn’s regional Learning for All Fund.
CWU Regional Learning Project Worker
During this time the project went from strength to strength, achieving the matrix Standard in 2007 when it had been running barely a year – followed hot on its heels by the matrix Excellence Award in 2008. Both of these awards demonstrated the commitment of the ULRs on site to providing the most professional service to their learners, including developing themselves in the process by achieving Levels 3 and 4 in Information Advice and Guidance. More importantly, these achievements laid the foundations for Live and Learn’s subsequent sustainability – increasing both capacity and demand. As one of the first projects to achieve the coveted matrix standard, they fast became a role model for other projects and centres and their techniques held up as best practice. Kev also won the Trade Union Lifelong Learning Celebration of Learning and Skills Award in 2007. As it stands, the CWU-Royal Mail learning initiative has been sustainable for over two years, with no external funding. This is in no small part due to the partnership that Live and Learn
has forged between the employer and unions. One of the first things that was negotiated for the project was their Learning Agreement, which is exemplar: it covers paid release for Kevin as project lead for a minimum of 20 hours per week, a minimum of 4 hours paid release for the ULRs and even has an incentivised 2 days leave for all learners who complete a Level 1 or Level 2 course. According to Kevin, all other reasonable requests above and beyond are submitted on an ad hoc basis – and have never been declined yet. Another major factor in Live and Learn’s longevity and sustainability is its independence and stand alone identity which is now a recognised ‘brand’ within the workplace, having had its own logo and image from very early on. Despite two national industrial disputes, the Learning Centre and project have survived and suffered no detriment as the business and union recognise the value and independence of the project – as do the staff and learners, and as such it has proved a point of unity throughout. Add to that the fact that the project has kept things fresh continually over nearly 5 years, doing a wide-range of activities, from CLAIT to cake decorating!
Learner successes mean more than awards, which are very nice, but the learners are why we’re here. Their achievements justify Live and Learn’s existence and demonstrate the importance of maintaining and sustaining what the learning project and partnership stands for.
Kev Phillips Lead CWU ULR, Live and Learn Project
The Live and Learn project has effectively achieved the ultimate in terms of sustainability by embedding itself within union and employer structures through consistently proving its worth to both. The fact that out of the 450 staff at the Middlesbrough and nearby satellite sites, over 400 have accessed learning through Live and Learn speaks volumes. P 23
Now, in the current economic climate, the project has never been more of a necessity, but far from being considered an exit strategy it is there as a support mechanism to help guide people through what is potentially a period of change and uncertainty. True to form, Kevin and the project are prepared for all eventualities with relevant, bespoke courses ready to go if and when they’re needed. When I first came to Teesside Mail Centre last year I was impressed at the infrastructure of the Learning Centre and the number of people who had benefitted from the wide range of courses being run. I’m immensely proud that we have managed to continue this and are still receiving demand to run new courses for the people who work here. Lindsay Beresford Mail Centre Manager
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Delivering Results
Both the Northern TUC and unionlearn in the region have acquired a deserved reputation for being able to deliver results through the trade union route, and as a consequence our remit and work programme continue to grow. We have a proven track record, hard data and a wealth of anecdotal evidence to demonstrate our ability to not only deliver, but more often than not to over-achieve. Working with a vast range of partners and stakeholders like the Skills Funding Agency, learning providers, the Regional Development Agency, One northeast, regional FE and HE institutions, the NHS, unions, next step, government departments (BIS) and employers, we take pride in turning theory into practice and delivering on common objectives. From getting over 100 employers signed up to the Better Health at Work Award and engaging more than 25,000 adults back into learning and helping employers work smarter, it all reinforces the role and value of trade unions helping workers to progress now and into the future. The cross-cutting work on both the traditional and more progressive trade union agendas is far-reaching and making for a better, safer, healthier, moreskilled and prosperous future for our region.
The value of the Learning for all Fund has been found to extend beyond learning, benefitting learners engaged by the projects in many cases in terms of improvements in their quality of life, career prospects and earning potential.
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Delivering Results The enormous development and investment in union led workplace learning initiatives in recent years has helped thousands of trade unionists across the North East to change their lives for the better by enabling them to learn new skills. The Northern TUC’s Learning for All Fund programme is now in its eighth year of funding thanks to the European Social Fund (ESF) through North East Skills Funding Agency Cofinancing arrangement.
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Learning for All Fund North East
This flagship fund has been recognised by strategic partners as being instrumental in establishing and developing a culture of lifelong learning at the workplace that doesn’t just help individual members of the workforce: it also has a significant impact on the fortunes of the companies and organisations themselves. Since its launch in 2002, the Learning for All Fund has allocated close to £5 million to over 130 projects across the North East, leading to more than 1300 new ULRs trained, over 80 workplace learning centres established, close to 30,000 adults participating in learning – 6,000 of whom were able to achieve a skills for life qualification. In the last two years alone over 85 employers have been introduced to learning and skills through the TUC and unionlearn. 52 of the employers have developed working partnerships with trade unions and established learning projects in their workplace. The fund has demonstrated real strategic fit in addressing some of the key skills priorities in our region. Since April 2008 over 5000 adults have participated in informal adult learning leading to: ULRs completing introductory 5 week course 363 Adults completing Literacy qualification
1722
Adults completing Numeracy qualification
1318
Level 2 completions
1162
Level 3 completions
327
Level 4 completions
68
The Leitch review of skills in 2004 said: “Unless the UK can make its skills base one of its strengths, UK businesses will find it increasingly difficult to compete. As a result of low skills, the UK risks increasing inequality, deprivation.” While some use learning to up-skill their workforce to maintain their competitiveness and profitability in the face of strong national and international competition, others use it as a tool to retain and recruit staff. A recent independent evaluation of the fund consulted public and private sector employers across the region involved in joint workplace learning projects. In that evaluation employers outlined a variety of criteria to substantiate their support for projects funded through the Northern TUC’s Learning for All fund including: Opportunity to improve literacy and numeracy skills Promoting learning to staff with traditionally lower take-up than others including lower skilled or temporary staff Sustaining support to the development of existing union-led workforce development activities and/or facilities. Recognition of a project’s potential to contribute to company learning objectives Different companies measure these benefits in different ways, but everyone agrees: union-led learning in the workplace helps organisations improve their performance and achieve their strategic goals.
The value of the Learning for all Fund has been found to extend beyond learning, benefitting learners engaged by the projects in many cases in terms of improvements in their quality of life, career prospects and earning potential…. Analysis also upholds the raft of positive anecdotal evidence provided by employers relating to actual or potential improvements in employee performance which can be linked directly to the project with learners highlighting improvements, on average, in terms of their skills and/or job proficiency. Point 6.13 from the Learning for All Fund Evaluation
IAG and matrix
Linked to the provision of expert level IAG is recognition in the form of the matrix Standard. The matrix Standard is the national quality standard for any organisation that delivers information, advice and guidance on learning and work. With support from unionlearn and the specialist status of many ULRs, since April 2008 more than 25 union-led learning centres have successfully achieved matrix accreditation. Both the IAG Specialist status and matrix accreditation demonstrate the professionalism of union-led workplace projects to members, colleagues, employers and illustrate just how much added value trade unions bring to upskilling the region. matrix Accredited Centres Centres highlighted in dark blue have achieved matrix Excellence Award Employer Filtrona
Trade Union Unite - Multi TU Membership
Region Tyne and Wear
Employer DEAL Wilson Project
Access to workplace ULRs who are trained and accredited to deliver a professional information, advice and guidance (IAG) service is the reason learners are directed to the right course or career path best suited to them, start at the right level, and study at a time and place that’s most convenient to them. Through the Learning for All Fund unionlearn in the Northern Region has had a dedicated IAG programme running since 2008, offering ULRs the chance to achieve an accredited Level 3 or 4 NVQ in IAG, and this aspect of their role has grown increasingly important as the economy has changed, altering the demands on workers and employers. As a result of the success of the initial pilot IAG is now embedded in the regional workplan, and is a core aspect of our European Social Funding and to date over 150 ULRs have started and are working towards their formal qualifications.
Trade Union Unison Unison - Multi TU Membership
Region Northumberland Tyne and Wear
Royal Mail
CWU
Teesside
Cummins
Unite
Teesside
Fire Service
McVities
GMB - Multi TU Membership
Cumbria
Tristar Homes
Holme House Prison
POA
Teesside
HMRC Sunderland
PCS
Tyne and Wear Tyne and Wear
PCS
Tyne and Wear
HMRC Benton Park View
PCS
HMRC Quorum HMRC Peterlee
PCS
Durham
PCS
Tyne and Wear
Pension Centre Tyneview Park
PCS
Tyne and Wear
HMRC Waterview Park Co-op Logistics
USDAW
Durham
Identity and Passport Service
PCS
Barclaycard
Unite
Teesside
Barclays
Unite
Tyne and Wear
Warburtons Stockton
BFAWU
Teesside
Warburtons Newburn
BFAWU
Tyne and Wear
Yorkshire and Humberside
Argos
USDAW
Teesside
Northumberland
GO NE
Unite
Teesside
Gentoo Derwentside KAT British Telecom DEAL
Durham
Unison - Multi TU Membership
Tyne and Wear
UCATT - Multi TU Membership
Teesside
CWU Unison
FBU Unite - Multi TU Membership
Northumberland Teesside
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Delivering Results continued Added value achievements
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The following are just a very small selection of how the Learning for All Fund has delivered above and beyond its objectives for individuals, employers and unions alike: The Learning Styles project at Sunderland City Council was instrumental in securing £10 million of Microsoft vouchers for employees and residents of the city to use to improve their skills. Derwentside Homes’ Dave Hinnigan, UCATT lead ULR with the Learning for All Fund there, supported the Learning in Derwentside Project, and facilitated practice test sessions for employees given time off to study in preparation for the CSCS test which enabled them to gain the CSCS card, without which they would not be allowed onto building sites or workplaces undergoing renovation. The CSCS was set up to help the construction industry to improve quality and reduce accidents. At the Launch of the Learning in Derwentside project, Derwentside Homes were presented with a Certificate of Commitment: Platinum Award. The Certificate of Commitment recognises that ‘Derwentside Homes is a company committed to improving competence in construction and has registered more than 90% of its workforce under the Construction Skills Certification Scheme’.
links into Morpeth Family Planning and Amble’s BorderLinks centre (where they work with young parents and adults who have physical, social, mental and emotional disabilities offering free IT courses) that is precisely what they do.
The Equality North East Awards are presented to those companies, organisations and individuals in the region that are carrying out excellent equality practices so helping remove the barriers faced by many people in employment and entry to employment. The Trade Unions Equality for All Award 2010 was won by Learning for All Fund project “Bright Sparks” a partnership between the POA and HMP Acklington. This application ticked every equality and diversity box, from offering equality of opportunity to the more specific areas of engaging under-represented/vulnerable groups or those who are often overlooked or discriminated against. Bright Sparks is a practical and successful project that delivers on its promises and practices what it preaches. Based at Her Majesty’s Prison Acklington, it is not the first place you would think about fostering a cohesive learning culture for all in the workplace, let alone the community, but with
There was National recognition for unionlearn Northern and Learning for All Fund projects at the Annual Trade Union Congress in September. A video showcase demonstrating the value and achievements of north east projects was presented to well over 700 delegates including General Secretaries of trade unions, officials, MPs, trade union members, media and partners. 9 projects have become sustained through employer investment in ULR release time to maintain a presence in the workplace and refreshing the learning offer, especially, engaging some of the ‘harder-to-reach’ learners who often do not access learning opportunities the first time they are offered in the workplace.
Learning for All Fund Northern Region
The Northern TUC's Learning for All programme, now in its eighth consecutive year of operation, continues to demonstrate the benefits of embedding a culture of lifelong learning in the workplace - for individual employees, their employers and the fortunes of the north east economy overall. Through the provision of ESF funding the Skills Funding Agency remains proud to be associated with this programme which, in the last two years alone engaged over 85 employers of all shapes, sectors and sizes, and more than 5000 individuals. Of continuing importance to us is the excellent contribution which the Learning for All programme makes in identifying and engaging in learning adults who need additional support with their literacy and numeracy skills. Gillian Miller: Regional Skills Director, Skills Funding Agency
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