In work progression practices to develop entry level and lower paid staff
We worked with our Members and Partners to respond to the Government’s consultation and call for evidence on good practice on in work progression for staff in ‘entry level’ roles.
We asked businesses why progressing entry level staff was key for their business, and we looked at how external factors have enabled or prevented staff from progressing within their organisations. These external factors included the impact of transport and connectivity, support from job centres and Access to Work, and the effectiveness of role models and mentorships.
Our recommendations to the Government include:
- Investing in training for Job centre staff on Access to Work, the Disability Confident scheme, and current inclusive recruitment practices.
- Bring Access to Work and the Mental Health Support Scheme into job centres to enable earlier adjustments interventions for disabled applicants.
- Continue and further invest in Disability Confident regional events to focus on linking employers with schools and colleges.
- Create supported employment and learning standards so that work readiness and skills development programmes keep pace with what employers are looking for. This may include a type of accreditation that must be reapplied for regularly and with skills that reflect the local jobs market.
- Expand existing Government guidance to encourage employers to ensure internal recruitment practices are reflected in policies.
- DWP to make clear the Disability Confident scheme’s expectations about the offer an interview scheme for internal recruitment.