How does the Work Programme actually work ….?

A client of BHT was put on the Work Programme. She said it prevented her from moving forward in her life. She was required to do newspaper and online searches for jobs, three hours a day. She said she received no training and could not talk about her support needs. She said she became increasingly stressed and had nowhere to turn.

She then heard of BHT’s Intern Programme. Our Intern Co-ordinator, Rob Robinson, negotiated with the Work Programme provider that she be able to do a placement through the Intern Programme. Her support needs were identified, as were the skills she had, and a placement was made available for her at our Advice Centre in Queens Road where she was encouraged and appreciated.

Within five to six weeks her growing confidence was noted. She absorbed the learning opportunities made available to her, and she thrived on the culture and work habits. She was encouraged to become more involved with the work and was valued by her colleagues.

She began telling Rob Robinson: “I can do stuff” and “Someone might want me to work for them”.  Through her own efforts, without being forced, she looked for jobs, received training on CV writing and interview skills. She was successful with the first job she applied for, and is now working in a private solicitors practice in Brighton.

Each year BHT commits £40,000 of our charitable funds to the Intern Programme, and this is matched by £35,000 from the Esmée Fairbairn Foundation.

Depending on how long she stays in work, the Work Programme provider will receive between £10k and £13k. BHT will receive nothing.

Comparing the Work Programme and the BHT Intern Programme

Like many other charities, BHT made a decision very early on not to become directly involved in the Work Programme. Our decision was based on our assessment that it would not work, for participants and for charities like us.  The experience of many of our partner organisations, most of whom have now withdrawn from direct involvement with the Work Programme, appears to have vindicated our decision. An honourable exception, and one doing excellent work on bahalf of its clients is the Newhaven Community Development Association.

We co-operate with some Work Programme providers such as Avanta.  It is not that we oppose the objectives of the Work Programme. On the contrary, it is our commitment to providing real opportunities to our clients that drives our work regarding employment and what was behind our decision to set up the BHT Intern Programme.

BHT has committed a significant sum of its own charitable funds in our programme. We are extremely grateful to the Esmee Fairbairn Foundation for its three year investment in the programme.

This week I heard more about the personal development and action planning undertaken by our Interns, and how we didn’t get it right at the outset. I was surprised by what I learned.

All participants in the Intern Programme were prepared to do job searches and applications. However, the majority initially shied away from actually doing them. This isn’t because they were workshy or not interested in getting employment. On the contrary, they are highly motivated and keen to develop and use their skills.

Common feedback, when asked why they hadn’t done a job search, was being intimidated and bewildered by the array of choice when doing job searches.  The more they look, the more reluctant they were to apply. To overcome this we arranged one-to-one sessions where our Intern Coordinator, Rob Robinson, provided an encouraging helping hand. It is a time-consuming process, but time that Rob feels is well spent. By doing it with the Interns, confidence is built along with the necessary IT skills, and their fear is overcome. Rob says that he helps reframe in their minds what they can do as opposed to what they can’t do.

There was a similar experience when it came to doing actual job applications. Rob initially took them through a mock application process . He was aware that they were not happy with this exercise and several became distressed. One said the sight of an application form made him feel physically sick.

Several Interns expressed a fear of the empty boxes on most application forms, and the fear that they would never be considered for the post. As a result when it came to doing an actual application, they put it after the last minute and then it was rushed. One individual said that such was his past experience of failure that, to get the necessary courage to proceed, he first needed to get drunk, with predictable consequences.

As a result, Rob evolved a new bespoke approach, delivered on a one-to-one basis which drew on the rich, diverse experience of people who had for various reasons become very disempowered. He said that many did not know what they were good at even though it was obvious to him.

Rob described an approach with 13 steps which included spreading out application forms on the floor and into different sections, first dealing with the standard questions around employment history, references, etc, and then underlining in the remainder of the form precisely what was being asked for. And so it goes on, breaking it down into smaller, bite-size chunks. This approach has been successful and of the first 16 who have been supported by Rob in this way, within six months, six had already got into paid employment. This compares favourably with the achievements of the Work Programme.

Rob, who knows a lot more about this than I do, says that if we are serious in helping people into employment they need small, bespoke employment schemes. He says that groups, even small ones, are limited in their effectiveness. Participants don’t want to reveal their lack of knowledge or their fear in front of others.

I wonder how anyone in a group of up to 30 individuals have any hope of doing anything meaningful, no matter how committed the Work Programme provider might be.

One thing that Rob did not say was that jobseekers need someone on their side, someone who will champion their cause, and sensitively nurtured them. In Rob, those on the BHT Intern Programme have such a champion and cheerleader to boot!

BHT signs up to the Living Wage

The National Living Wage Campaign is 10 years old in November.  The Brighton and Hove Chamber of Commerce is spearheading a campaign to encourage businesses to sign up to a pledge that they are paying their staff a ‘Living Wage’ (currently £7.20 per hour in Brighton; it is £7.60 in London).  This amount is higher than the National Minimum Wage (£6.19 per hour for over 21’s from October 2012) as it reflects the true cost of living in the City.

Here is a brief overview provided by Susi Doherty who is the Campaigns Manager for the Chamber:

• Many companies have signed up to say that they pay the Living Wage over the years. Information can be found here: http://www.livingwage.org.uk
• Many Campaigns are running throughout the country. Typically for Brighton, we are the only area where the local Chamber of Commerce is running it, to ensure a business-led approach (usually the Local Authority run it).
• The plan is to have a Brighton & Hove Living Wage website and logo that signed-up businesses will receive for marketing purposes by December.
• Sign-up is simple and free.

BHT has had just two posts (3 employees: cleaners/kitchen porters) that were paid just a little below the living wage.  We have now rectified that and I am delighted that we will be signing up to say that now all BHT employees are paid the Living Wage.

But we must do more, and I am pleased to say that other than less than five employees now get paid at least the London Living Wage.  Watch this space.

For further information, click this Living Wage Campaign link or email Susi Doherty.

Housing Benefit and Under 25’s

In a speech later today, the Prime Minister will say that he is considering removing housing benefit from those under-25s.  This appears to be one of the most ill-thought through, headline grabbing policy announcements that I can recall.

There are some questions that demand answers:

• How can parents be obliged to take their adult children back into the home, and what happens to those young people where they can’t ‘go home’?
• What protection will there be for children and young people who have left their family home to avoid abuse and domestic violence?
• What happens in those cases where the parents have “done the right thing” by moving to smaller houses once their children have move out and there is now no spare room?
• What happens if there is no room in the parent’s home for other reasons, such as second families with children?

I have to ask why David Cameron is bringing this proposal forward now?  We are already witnessing the most profound changes to the benefit system in my lifetime.  If this is such a pressing issue, why was it not identified and enacted when all the other changes were introduced?

The BBC’s political correspondent, Vicki Young, has suggested that Mr Cameron’s speech will be seen as an attempt to reconnect with disgruntled Tory backbenchers.  I don’t know if that is true, but if there is even a hint of reality in her analysis, it ill becomes a Prime Minister to risk a huge rise in youth homelessness for internal party expediency.

This isn’t the pressing problem it is being made out to be. Those under 35 living in the private rented sector are entitled to just £77 housing benefit per week. Just 6% of those under 25 living in the private rented sector currently receive housing benefit.

92% of new claims for housing benefit are from those in work.  They are already “doing the right thing” but this measure will hit young people already in jobs.

The consequence of this proposal will be an increase in overcrowding, homelessness, begging, crime, and prostitution.

BHT Intern Programme: The views of an Intern

There was a mixed response to the recent item in the Brighton Argus regarding BHT’s Intern Programme. I responded on Twitter and on this blog, but yesterday I received the following from someone on the Programme:

“My internship…

“Before moving to Brighton & Hove, I had no idea of Community and Voluntary Sector (CVS) or even the idea of community. Having completed my degree in philosophy I had always worked in the private sector whilst being conscious of the fact I needed to be beneficial to our society. Having managed a business for four years working round the clock, I burnt myself out and made myself ill, all for the aim of making money.

“I moved to Brighton and stopped working due to personal issues. I wanted to take advantage of the situation to change my career path. I wanted to work in the CVS in order to add value to my life by improving the lives of others. I started out as a volunteer in my local community group. I quickly moved on to organising large events and running a local community magazine. I felt that this sector added value to my life and enabled me to help others. Due to medical reasons I have been unable to work professionally but I’m very eager to get over these issues and start to work in the CVS in a capacity that best suits my skills and values.

“Without any recognised qualifications and having been out of the professional work environment for a long time, I needed a platform to achieve my goal of getting back into work in this sector. Brighton Housing Trust’s Intern program is the perfect opportunity.

“Before starting my internship I took on some voluntary work, helping a small charity aimed at improving the area in Hove. I helped organise large events, creating a community magazine and running the community café. I learnt a large amount by volunteering and it gave my life a sense of purpose. The government’s new volunteering policy, expecting people to volunteer in order to receive their benefits or social housing, so long as it’s managed correctly, it’s a great idea. Volunteering certainly gave my life focus and opened my mind to new possibilities as well as revealing hidden skills I never knew I had.

“There have been articles written arguing that BHT has taken advantage of these new legislations regarding their new Intern program. As I mentioned above volunteering really does pay you back in kind but the intern program is a totally different kettle of fish. With the intern I may not be getting paid financially but the level of precision in BHT’s delivery will certainly lead to getting a paid job in the sector I wish to work in.

“The intern application was managed in a very professional manner with a process that emulates a real job application. I had to give references, fill application forms, as well as have several interviews and meetings both with the Intern co-ordinator and the team of the service I applied to do the intern with. Since I started I have been treated with the upmost respect as a valid team member.

“Right from the off, personal development plans have been implemented, guidelines set and frequent supervisions. The supervisions are a key part of the internship. They provide the opportunity to have an open and honest discussion with both myself and my mentor about how I’m progressing, work on my personal development plan and discuss other matters such as training opportunities to further increase my employability. This professionalism and structure is often missing in voluntary roles

“The team are very understanding with regards to personal issues an example being my arthritis. They help by going through my difficulties and creating solutions and coping strategies. Not only that but all of the staff members have very friendly and eager to help whenever I get stuck or don’t understand something fully.

“I certainly don’t feel that BHT are taking advantage of me or any of the other interns. It’s a reciprocal relationship and the more you put in the more you get out. I’m fully confident that by the time my six months intern is finished, I’ll have a fantastic CV and a great amount of relevant experience to maximise my employability, which is obviously exactly what both parties aim to achieve.”

BHT’s Intern Programme is responding to the needs of BHT clients

Over the last few days, following an article in the Brighton Argus, there have been some comments made about BHT’s decision to launch its Intern Programme.  Of course with the scandalous revelations this weekend regarding unpaid labour and the stewarding of Jubilee events, the focus undoubtedly would return to the merits and, more to the point, negative sides of internships.

One critic on Twitter has written “so shocked Brighton Housing Trust, which has an honourable history promoting social justice, is joining workfare – why? Unpaid internship undermines labour markets – flooding job market with unpaid work is no solution to unemployment!”

BHT is offering 40 unpaid internships to its current and former clients. We wish they could be paid positions but the current economic climate does not allow this. It is our ambition to pay not just the National Minimum Wage, but to pay the Brighton Living Wage which is higher.

This is not “workfare”. Under workfare, recipients have to meet certain participation requirements to continue to receive their welfare benefits.  An important criterion for our programme is that participants engage voluntarily in the programme.  We are not engaged with any of the government backed schemes.

Those who are taking up the opportunities we are offering are current and former clients of BHT. Many of them will have had years of unemployment.  They will have addressed the causes that led them, for example, to homelessness, addiction, and mental ill health.  While they are able and talented, they lack experience of the workplace. Gaining such experience makes a difference between long-term unemployment and securing jobs.

We didn’t launch the BHT Intern Programme without first consulting clients and making sure that they were happy with what we were proposing. Without the support of potential beneficiaries we would not have made to the investment to ensure that this is a good programme.

Many employers, including BHT, are spoilt for choice when it comes to filling vacancies in the current market.  BHT has a commitment that 15% of our staff will be former clients by the end of 2013.  Currently 30 (12%) of our staff are former clients.  With the Intern Programme I anticipate that we will easily exceed that 15% target.

Real Life Stories: David’s Story

This is the third in a series of posts that record the experiences of clients of BHT.

“David was made redundant after being employed by the same company for years. He was unable to find employment and couldn’t keep up with rent payments for his private rented accommodation.

“Having never been in this situation before, he was not aware of claiming benefits and he exhausted his redundancy pay. Within the space of four months David found himself street homeless. He was sleeping rough, usually in the tunnels underneath Brighton Pier or empty phone boxes or the shelter at Brighton bus station.

“He was very vulnerable and was subjected to assault, robbery and hate crimes. This had a dramatic effect on both his physical and mental health and he was diagnosed with severe depression and anxiety.

“David was referred to the Accommodation for Work project by First Base. He attended weekly one to one sessions with his project worker and they developed an Employment Plan. The project supported him to complete two part time I.T courses. David decided to do these courses to open himself up to a wider job market, increasing his chances of securing employment.

“The project referred David to Business Action on Homelessness, and he completed a two week work placement. The management of the company was so impressed by his hard work, ability to learn quickly, and positive attitude, that he was offered a full time permanent job straight after the placement. David continues to work there full time.

“He saved up enough money for a deposit and first month’s rent and he has secured his own private rented tenancy.

“In a year, David went from rough sleeping, suffering from anxiety, and feeling very far away from his old life to having a new career, getting his confidence back, and feeling positive about the future.”

The rising dependency on housing benefit by those in work

One of the remarkable things of an analysis of new housing benefit claimants between January 2010 in December 2011 was that 93% of new housing benefit claims were made by households containing at least one employed adults.

There are now 4.95 million housing benefit claimants in the UK (excluding Northern Ireland). In the 24 months from January 2010 they were almost 300,000 extra claimants of which 279,000 were employed.

The Welfare Reform Act that was passed into law in March is designed to shave £2.25 billion a year of the £22.4 billion housing benefit bill by 2014/15. The Chancellor has also announced that a further £10 billion of further welfare savings required by 2016.

The report by the research group the Building and Social Housing Foundation entitled The growth of in-work housing benefit claimants reported: “This increase appears to be a departure from historic trends where the number of housing benefit claimants was closely associated with levels of employment”. The BSHF also suggested that wage reductions and higher rents were possible reasons for the increase.

It comes as no surprise to me that, with the freeze and reduction in income levels of those in work and the spiralling cost of housing particularly in areas such as Brighton and Hove, more people will rely on housing benefit just to make ends meet.

My concern is where the additional £10 billion savings will come from.

BHT Intern Programme

Last year BHT secured funding from the Esmee Fairbairn Foundation to launch its Intern Programme. The Intern Programme will boost the chances of those people embarking on a work career after, in many cases, years on the margins of society.

It is our aim that at any one time 40 Interns will be working across the organisation (on six-month placements for a minimum of two days a week) gaining valuable workplace experience and undertaking a tailored training programme.

Our vision is for the BHT Intern Programme to be recognised as an ‘Academy of Excellence’, where a reference from the Programme is regarded as a significant endorsement by future employers in the locality. We want to overcome prejudice of potential employers, so that the training and expertise gained through the Programme combined with the life-experience of our Interns will provide a blend of experience and expertise that cannot be bought.

BHT as an organisation will benefit from furthering our Mission to “create opportunities and promote change”. We will gain from the experience of clients, embedding their experience within staff teams. BHT, and other local employers, will also benefit from workforce planning, where we are training up the next generation of staff including in the care and support sector.

Our existing staff will benefit from engaging with former clients as peers, challenging prejudice and testing individual commitments that change is possible. Staff will also benefit from the opportunities for career development. They will receive training and practical experience in the mentoring and supervision of Interns, together with a small salary enhancement for the added responsibility of supervising an Intern.

The target group for the Programme will predominately be men and women who have been clients of BHT’s projects (or other local projects working with our client groups), who face multiple barriers to employment, including poor educational attainment, lack of confidence, self esteem, lack of workplace experience and workplace discipline and facing strong competition from people recently unemployed.

We will expect those applying to become Interns to have addressed any issues that might have led to homelessness or unemployment. For example, if someone has had an addiction, a prerequisite of joining the programme might be that interns must have followed a recognised abstinence-based treatment programme and/or have been clean for a period of at least two years.

There will be a range of placements available, initially within BHT projects (possibly with other local agencies once established) and each placement will be advertised with a full description of the role and its requirements. Each placement will have a dedicated, specially trained mentor to work with the Intern from within the existing staff team they will be working with.

Interns can either be referred into the programme by staff or refer themselves. They will need to complete an application form for the placement they would like to undertake and have an interview. If successful the placement will be organised with the Intern, HR, the Projects’ Manager, the staff mentor and the training department.

The Interns will gain on the job work experience (for at least two days a week) focussing on building confidence and self esteem, introducing and explaining workplace processes, PC and internet training and skills specific to the placement.

Whilst in the placement they will be required to produce a personal development plan which will be regularly reviewed and updated with their mentor.

All interns will be expected to attend a tailored training and induction programme to introduce BHT’s processes and inform around health and safety, professional boundaries and other areas relevant to their role.

Interns will also be supported to undertake further training within BHT or with other external learning providers such as City College, Brighton and Hove. The type of further training could include NVQ and City & Guilds courses, where funding will allow.

Successful completion will result in a placement certificate, a reference, a portfolio of BHT training courses undertaken and a possible job-related qualification.

I am really excited about this programme and I am sure it will help change the lives of those on it.

We should all rally together to save the Whitehawk Inn

I recently visited the Whitehawk Inn and spent a couple of hours with its inspirational director, Frances Duncan. To say I was impressed by its range of facilities and achievements would be an understatement. I think it was the best example of what I have seen either locally, nationally or internationally.  I came back to the office saying that the Whitehawk Inn had set the bar impressively high, and that BHT had much to do to catch up!

So it was with huge concern that I read in today’s Argus that its future is in doubt.  Frances says that this “training centre is at serious risk unless we can persuade individuals and businesses across Sussex to support a campaign that could fund many more years of helping people to find confidence and success through learning and work, and make a significant contribution to lowering the county’s unemployment figures.”

The appeal has already had the backing of Des Pritchard (chief fire officer of East Sussex Fire and Rescue) and Chief Inspector Graham Bartlett (Sussex Police’s commander for Brighton and Hove).

Yesterday I was at the City Forum, organised by DemSoc Brighton, where charitable giving to local charities was discussed and some great ideas were put forward.  However, it sounds as though we need to act fast in the case of the Whitehawk Inn.

I fear that the situation facing the Whitehawk Inn is not unique, but I feel very strongly that this resource is particularly important, not least for women in Whitehawk, whose life choices are greatly enhanced by this amazing facility.

For more information please look at http://www.whinn.org.uk/.