Employers Care Too: Innovative Approaches to Increasing Diversity through Employer Engagement

1. Employers Care Too: Innovative Approaches to Increasing Diversity through Employer Engagement AGCAS Employer Engagement Task Group Lucy Everett (Co-Chair), Employer Engagement Manager, University of Edinburgh Andrew Wright (Co-Chair), Head of Employer Engagement, King’s College London Llinos Carpenter, Employer Engagement Manager, Cardiff University

2. Workshop aims & learning outcomes • Understand the importance of increasing diversity for employers • Understand how marketing and recruitment practices are changing to address diversity • Learn and  reflect on case studies: Innovative approaches to increasing diversity through Employer Engagement • Increase confidence to share best practice: Developing your approach to diversity 

3. Who’s in the room? • I work in Information, Advice or Guidance? • I work with Employers and Alumni? • I work with Data, IT or E-learning? • I’m a Head of Service or Team Leader? • I don’t think I fit into any of these categories!

4. “Almost all employers (96%) are prioritising diversity, with the majority (68%) giving a high priority to at least one diversity issue. Diversity is valued for a range of reasons, but most importantly because employers believe that it will give them access to the best talent.” 2018 ISE Student Recruitment Survey

5. Further landscaping • Employers recognise diversity as critical to reflecting their customers and for financial gain • However often unsure about what they define as ‘social mobility’ or ‘diversity’ • Universities are regulated on the basis of their access and participation – getting on, not just getting in • Educational drive from universities to employers continues to be key (Chris Millward, OfS) • Employer Engagement driving this discussion

6. What does the Data Tell Us?

7. Employers priorities on diversity issues in recruitment

8. An employer's perspective: Why is increasing diversity so important? • Access to the best talent (83%) • Ensuring organisations represent their customers (56%) • Diversity being emphasised by executive boards (25%), clients (15%), advocates within own organisations (13%) and public opinion (6%) • Driven by the Law (3%) 2018 ISE Student Recruitment Survey

9. 77% of employers Changes to attraction and marketing activities to address diversity 2018 ISE Student Recruitment Survey

10. 67% of employers Changing recruitment practices 2018 ISE Student Recruitment Survey

11. Measures of success: Proportion of hires by diversity characteristics 2018 ISE Student Recruitment Survey

12. Case studies: Supporting the diversity agenda through innovative Employer Engagement activity

13. Levelling the work experience playing field for under-represented students GO Wales: Achieve Through Work Experience Cardiff University, 31,000 students Llinos Carpenter, Employer Engagement Manager

14. Pan-Wales programme, part-financed by the European Social Fund A partnership of HEFCW and the universities in Wales Designed to provide enhanced work experience support to full-time students under 25 years old, in full-time education and be able to say ‘yes’ to at least one of the following: • Disability or work limiting health condition • Black and Minority Ethnic background • Caring or childcare responsibilities • In care, a care leaver or estranged from their family • From a low higher education participation neighbourhood

15. Delivery model • Bespoke and flexible work experience placements • Tailoredstudent support • Part of a broader Careers & Employability offer • Developing links with wider student support teams, academic staff and local universities • Impact • 182 Students participating (322/ 2161) • 137 Students undertaking working experience (274/1839) • 117 Students leaving the programme at reduced risk of NEET (255/1745)

16. Strengths • Talent, Diversity and Corporate Social Responsibility • Levelling the work experience playing field • Tailored support and access to employers in Wales • Data and measurable impact • University strategy • Collaboration with internal and external stakeholders Challenges • Student engagement • Academic buy-in • Sustainability beyond 2022

17. QTaster Summer 2019 – A Careers Taster Scheme for Bursary Students • Queen Mary University of London (QMUL) • 26,000 students Overview/ Aim • QMUL’s 5-year analysis report indicated that, 6 months after graduation, students in receipt of a bursary are up to 14% more likely to be unemployed, and 30% more likely to be in non-graduate jobs, than their non-bursary peers. • QMUL has been designing more accessible opportunities for students from these backgrounds to engage in employability programmes, including the development of QTaster Summer, a new diversity-targeted strand ofQtaster, run centrally through the Careers & Enterprise team exclusively for students in receipt of a bursary. • The aim of the programme is to expose students to a real-life working environment and expand their understanding of the career options available to them, increase their commercial awareness, boost their confidence, build a professional network and begin a career plan. Strengths and success measures: • 48 students completed QTaster Summer. • 92% of participants rated their experience as good or excellent. • 90% participants felt that QTaster would have a positive impact on their employability. • Significant increases in students’ self-audited skills, commercial awareness and clarity regarding their next career steps. • 100% of the hosts said they’d recommend the programme to other organisations. Key learnings: • To ensure a longer lead time to secure a broader and more diverse range of organisations and sectors to host. • Aim to engage a wider range of students from different disciplines (e.g. Arts and Humanities). • Work with organisations more to make their visits more interactive and engaging. • Delivery model During a 1-week programme over the summer, students attended an introduction session, 3 employer afternoon visits, and a career development session. • Stakeholders: Employers included: KPMG, T Rowe Price, MThree Consulting, FDM & IPG Media Brands

18. Diversity Careers Day Lancaster University 13,000 students Description: A number of TT100 graduate employers are moving away from traditional careers fairs and focusing on smaller events targeting diversity groups, widening their reach to diversify their talent pool.  We wanted to offer employers a wide range of event options, so created Diversity Careers Day.  The event celebrates diversity and highlights employers who champion diversity in the workplace.  Listening to personal and inspirational stories, making students aware of inclusive employers. Methodology: Conference style event with a series of presentations, each focusing on a different diversity group, including BAME, LGBTQ+, Women, Mental Health, Social Mobility and Disability. Employer exhibition area. Stakeholders: Employer engagement staff, Careers Advisors, Academics, Alumni, Students’ Union, Student Success officers, Transitions team, Counselling and mental health services. Funding: No funding. No charge as aim to celebrate diversity and encourage employers to attend.  Some travel costs subsidised.

19. Outcomes:  • Over 120 students attended the event • 23 speakers • 92% students found the event useful • 14 top graduate employers attended • 30 exhibitors • Strengths: • Improved relationships with employers/alumni • Supported by high profile organisations e.g. Stonewall, Change 100, UpReach, Common Purpose • Non-recruitment focus encouraged students to attend who wouldn’t normally engage • Weaknesses: • Students ‘disclosed’ their diversity by attending specific sessions.  Next time, have one panel coving all diversity groups • Due to resource and packed ‘recruitment focused’ schedule in Autumn, decided to move event to Spring term. The Diversity Careers Day at Lancaster is a refreshing new concept which strives to tackle D&I issues facing both students and employers. At EY we are really keen to reach out to the most diverse group of students possible in order to bring in the best talent to our business. I felt like this event sought to de-mystify the culture of a range of businesses of all scales and from a variety of industries. I felt like it encouraged students to ask questions and boosted their confidence when they received the answers. It’s so important to break down barriers and the Diversity Careers Day did this right across the board, looking at a range of D&I areas and showing how everyone is welcome and should have the courage to take the next step in their career. I hope to be back at the next event. Jane Dowson, EY

20. Further Ideas to Spark your Imagination… Case Studies from OU, Cardiff, Edinburgh and King’s

21. Further opportunities to increase diversity at The Open University • Alternative to physical activity available to non-distance learning institutions • Geographically-dispersed student population – consideration for place-based recruitment • Online careers fair, mimicking aspects of physical event, inc. a networking lounge • Flexible alternative to reach a diverse audience – mature students, carers, parents, disabled students etc. • Outcomes: • 9,470 students registered in the first year • Over 4,000 student attendees • 5,958 posts commented • 59 employers have taken part • 2,213 webcast views OU Online – Talent Connect

22. Further opportunities to increase diversity at Cardiff Diversity Events Careers & Employability Panel events: LGBTQ+, BAME and Disabled Leaders, Women in STEM/ Business. Careers Fairs Quiet Half Hour, Quiet Zone and Student Buddies - ensuring careers fairs more accessible to all. Looking ahead to 2019/20 ‘We are diverse, equal and inclusive’ week ‘I AM Cardiff’ panel & networking event, GO Wales student panel, Employer Diversity Events (HSBC, Sky), sponsoring societies

23. KING’S CAREERS & EMPLOYABILITY Diversity & Mobility Employer focussed delivery implemented at King’s Discover Careers with LGBT+ Friendly Employers Female Networking Night Incorporating diversity filters in CSMS Women in Finance Networking Night Co-delivery of Stonewall Starting Out launch #LocalPartners SME Engagement

24. KING’S CAREERS & EMPLOYABILITY King’s Internships Advance & Springboard • Advance – for disabled students • Springboard – for BAME students • Response to data on positive graduate outcomes • Piloted 2018: Advance rolled out / Springboard not • Advance – placed 24 students, embedded with Disability Advisory Service • Springboard – struggled to engage employers and students as stakeholders

25. KING’S CAREERS & EMPLOYABILITY Careers+ Careers support for under-represented students Activities developed with Employer Engagement Early entry hours to careers fairs and networking nights Exclusive fully-funded internship opportunities Drop-in sessions with a specialist Careers Consultant  Exclusive employer workshops and e-learning courses

26. Insights Programme for Widening Participation students (Global and Local) • University of Edinburgh 40,000 students Description: • In partnership with Widening Participation Team , recognized we needed to do more to support progression after graduation ( as well as into and through university).   • Sought funding from Development & Alumni, philanthropic giving, including the Principals' Go Abroad fund.  • Aim to set up "insights", work shadowing or mini experiences, informal with alumni where peer-to-peer learning can take place and genuine, accessible  conversations can be had about the organization, sector, work-life balance, culture etc.  • Outcomes: • Year 1, 50 students,  this year 100 – at least 5 alumni hosts for each city • Year 2, 100 students, more cities, and more hosts • Strengths: • - transformational experiences for students – impact feedback has been phenomenal • - Life skills just as important as insights, e.g. increased confidence • - Very positive feedback from hosts  • Weaknesses • - finding hosts locally has been more challenging because not structured, looking for alumni to host outwith normal recruitment frameworks • - intensive pastoral care needed to support • - huge admin burden on team to manage logistics of visits (down to the detail of working out itineraries based on googling travel times and modes of transport between places internationally) • Conclusion • - Would definitely recommend if can secure funding but be conscious of the staff resource needed, especially at peak times. • Huge kudos and profile at the university  and Principal very keen • Popular with D&A donors too! • Methodology: • Students were recruited by WP office (had to meet at least one of their criteria and had reverse application where least experience counted most highly • Allocated to local or global opportunity • Asked for preferences and visits to Alumni were set up to match with preferences but also to expand horizons  • Global: 5 students went to each city for 1 week: London, Boston, Brussels, Hong Kong, New York, San Francisco, Singapore, Washington DC • Local: students went to local employers in pairs - 2-3  over week

27. Further opportunities to increase diversity at Edinburgh Liberation Officers: Women; BAME, Disability, LGBT+ - aimed for one talk aligned to each group, invited employers who were award winners because anticipated high demand – used Stonewall Top 100;  Disability Smart (and Disability Confident); The Times Women Top 50;  Business in the Community Race Awards . Struggled to secure speakers who represented these communities from employers attending the Fair (over 110); overall ok student engagement but poor employer engagement – merging into one this year Diversity Talks at Careers Fair Last year trialled opening half an hour early for a "quiet half hour" but had very little buy in from students (those attending didn’t have flag), international students misinterpreted "priority access" and employer were underwhelmed but still supportive. Changed this year to make dedicated early entry with half an hour with CC and prep time and then half an hour with employers – much better support and buy in, promoted through disability service so got the "right" students attending. Early Access Entry to Fairs  Women In STEM networking Run for 5 years, in collaboration with Equate Scotland and Women in STEM student society. Usually 8 organisations (8 female reps) across different STEM backgrounds and around 80 students. Group speed networking so everyone talks to everyone. Student numbers have been falling slightly – this year encouraging society to run more as their event with support.

28. Group Activity Thinking about your organisation… What good practice exists in relation to supporting employers with their diversity agenda? If you could do one thing to develop your approach, what would it be?

29. Vacancy Advert on AGCAS Email a very brief statement (100 words each): Why you are interested in joining the task group Outline for an idea for an event the task group could run or a piece of research we could conduct Co-Chairs: Lucy Everett lucy.everett@ed.ac.ukor Andrew Wright andrew.c.wright@kcl.ac.ukby Friday 13th September. The AGCAS Employer Engagement Task Group are recruiting!

30. Lucy Everett (Co-Chair) – lucy.everett@ed.ac.uk Andrew Wright (Co-Chair) – andrew.c.wright@kcl.ac.uk Llinos Carpenter - carpenterl1@cardiff.ac.uk Questions