Check out these slides about the role of the Engineering Council in managing standards and mobility. Thanks for support in enabling refugee engineers to transition into the UK economy via engagement with their professional bodies.

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Transitions Event
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Welcome
Seminar to showcase Good Practice: Inclusive
Employer Engagement with
Refugee Engineers
22nd February 2017
9.30am-1.00 pm

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Today’s Agenda
o10.00 - 10.10
o10.10 - 10.50
o10.50 - 11.20
o11.20 - 12.00
o12.00 – 12.15
o12.15 – 1.00pm
Welcome/Introductions
Setting the Scene and Context, Kevin Bowsher, Network Rail
Arcadis presentation with Q&A’s: Helen McCarthy, People
Director & Victoria Ferguson, Head of International HR
30 mins Break with refreshments/informal discussions
Transitions and engineer candidates presentation with Q&A’s:
Sheila Heard, PS (IT Engineer) & Tadala Arbas (Mechanical
Engineer)
Paul Oatham, Chair of Royal Academy of Engineering inclusive
recruitment action group: Overview of the action group
objectives & activities.
Wrap-up: Kevin Bowsher. Networking.

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Event Considerations
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The list on your seat - What?
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The business case for your organisation
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The benefits for candidates
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Setting the Scene – Network Rail
Alban Bytyqi Hafiz Mustafaey Hasan Abosharfo
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Perceived Benefits
(of Working with Transitions):
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Supportive Approaches
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Skills Development
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Volunteer Leave Opportunities
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Knowledge and Advice
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Innovation
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Expands concept of Diversity & Inclusion
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Refugee resettlement seen as a key topic
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Arcadis
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7. Arcadis transitions traineeship
Inclusive Employer Engagement Seminar | 22 February 2017

8. © Arcadis 2015
Why?
“Improving the Quality of Life”
Arcadis prides itself on “Improving the Quality of Life”, it is our passion and what we do. In
response to the European Refugee Crisis, Arcadis wanted to react in a proactive and
meaningful way as part of our overall focus on social value and the sort of business we want to
be.
In the UK we focused our efforts on creating a Traineeship programme with the aim of offering
support, development and on the job training to refugee professionals. We wanted to ensure
that they were paid fairly for the work they would do and that the programme would be mutually
beneficial. Our aim to help trainees secure a permanent job in the longer term.
Arcadis
SustainabilityTraining
D&ISupport Crisis
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9. © Arcadis 2015
Business Case
We needed leader buy in
We had to present a business case to the UK leadership team and to our global
corporate sponsor, we positioned:-
•Our global commitment to improving quality of life and our UK strategy of
focussing more on overall social value.
•The current desperate situation of many refugees
•The skills shortages in our market
•Our aim for an increasing diverse workforce
•The longer term benefit to the UK – people and business
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10. © Arcadis 2015
Partnering with Transitions
Making it work in the business
In December 2015 we made contact with Transitions to see how we could
partner with them in making this project come to life. They help us access
refugee professionals with the right skills and knowledge who were actively
seeking opportunities.
We worked together and organised an event for some of the refugees to meet
with members of our talent acquisition and learning and development teams. At
the event we shared knowledge both way between the business and with the
refugees. The event was eye opening for us and we learned as much from the
attendees that they did from us!
Then the hard bit, we needed to final operational leadership buy support for the
program and ‘real’ roles in our business that suited the skill sets and matched
the business need. The aim for it to work managers as well as the candidates.
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11. © Arcadis 2015
Creation of the Programme
Program needed structure and framework
The programme launched on 15th
August 2016, starting with a two week Induction,
aiming to achieve the following:
•Ensuring that the trainees were familiar with the Arcadis way of working, the values
and culture of the organisation
•To give them a support network built around their roles and,
•Set out clear communication lines
The six month programme set out to include:
•Clear review dates with line managers to aid development of their role
•An overarching project to work on over the 6 months to give Arcadis an insight in
how to improve diversity in the organisation, using their experiences.
•Support in securing permanent roles after six months.
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12. © Arcadis 2015
Outcome
Measuring the success
The first cohort of the Arcadis Transitions Traineeship has now finished. At the
end of the 6 month programme we have the following outcome:
•10 trainees with 6 months of relevant work experience on their CV
•Knowledge gained both sides
•5 employees offered a Permanent position with Arcadis – 50% of the cohort
•General feedback is positive from business and candidates
•Agreement to continue with program following pilot and support transitions
further to help them grow
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13. © Arcadis 2015
Lessons Learned
A success but we can do better
• Launch at a different time of year- holiday season
• Encourage Line Managers and Buddies to attend training events with their
team members
• Manage trainee expectations – this is real life!
• Clearer role guidelines
• More structure in program
• Include more formal feedback structure and continual review in 6 months
• Full review and decisions at end of program for individuals
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14. QUESTIONS

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Break
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Sheila Heard, MD
Vicky Johnson,
Employment Advisor
Justin Brett, Quality
Standards Director
Jon Hull, Recruitment
Services Director
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Transitions
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Context
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UK refugee unemployment rate: approximately 70%1
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14 times the current UK rate of 5%.
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Catastrophic career interruption
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c.25% of refugees in UK are highly skilled.2
No statutory services
1. Bloch, Refugees’ Opportunities and Barriers in Employment and Training, 2002, quoted in London enriched: The Mayor’s refugee integration strategy, 2009
2. Kirk, Home Office Skills Audit of Refugees, 2004
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2011 - 2016:
51% skilled jobs. (79 people)
169 eligible STEM applications
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Accessing the skills of refugee professionals
Transitions London CIC clients include:
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Staff - Candidates
coaching workshop/s
(£400)
Positive Action 6 month
internship service (£600-
£1K)
Experienced Hire
Employment Agency
(10-15% fee)
Diversity &
Inclusion
Skills
shortages
Corporate
responsibility
Talent
Attraction
Corporate/
Supply Chain
business services.
Underpinned by
quality careers
guidance
casework
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Background (Tadala)
Education
► BSc Mechanical engineering, Ethiopia
(UK Equivalent to Diploma of HE)
► Postgraduate Diploma Nuclear Energy, Spain
(UK Equivalent)
► BEng Mechanical Engineering, University of London
Experience
► Assistant lecturer, Hawassa University
► Workshop instructor, Hawassa Technic College
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Background (P.S.)
Education
► BSc. Computer Engineering, Iran (UK Equivalent)
► MSc. Telecommunication Engineering, Malaysia
(UK Equivalent)
Experience
► Telecom Research Assistant, University Putra,
Malaysia
► IT Engineer, Iran, Australia & UK
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Challenges
Lack of recent/UK based work experience
Unawareness full right to work by
companies.
Employers often do not recognise overseas
qualifications and experience.
Lack of UK Orientation opportunities. No
Government job search services for
refugees.
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Addressing the problem
Commitment to support inclusion of refugees as a
broader talent strategy
Offering access to internships or apprenticeships
Subsequent upskilling where necessary: e.g.
Software and English language.
More transparent and accessible information on
refugees’ right to work by home office.
Using Naric as a means to recognize foreign
qualifications.
Ongoing support after initial work placements to
ensure long-term employability.
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Why engage with refugees ?
Increases work place diversity
Assisting us overcome critical financial difficulties.
Better life quality and more productive members of
society
Demonstrates commitment to corporate citizenship.
Work ethic
Positive Economic Impact
Skills and Experience
High retention rates
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Arcadis Experience (Tadala)
Adapted to UK work environment and improved confidence.
Directly assigned on project with experienced engineers.
Improved English skills and software skills
Managers’ friendly approach and willingness to help made it easier to adapt.
Access to helpful documents, guides and online libraries.
Software training
Other CPD
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Arcadis Experience (PS)
Adapted to work environment and improved confidence
Directly assigned to tasks like normal staff member from the first day
Arrangement to improve English and communication skills
Managers friendly approach and willingness to help made it easier to
adapt
Access to comprehensive knowledge base articles
Great team work
Real responsibilities
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Outcome of my experience
Easy interview questions and Job offer
Invited to two interviews which I declined in favour of Arcadis
Many phone calls and emails
A permanent role in Arcadis
Getting closer to being a chartered IT professional
Tadala
PS
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Benefits of traineeship
Gained Industry Knowledge
Made Critical Professional Contacts
Accumulated Evidence of Abilities
Confidence Improved
CV boost
Landed Full-Time permanent Job with Arcadis
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Thank You
Any Questions ?
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Paul Oatham
UK Corporate HR Manager, Bechtel & Chair of
Inclusive Recruitment Action Group
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Diversity and Inclusion Programme
Strategy 2016-2020
An inclusive engineering profession that inspires attracts and retains people
from diverse backgrounds and reflects UK society.
Leading the engineering profession to challenge the status quo, stimulate
cultural change and improve diversity and inclusion.
Vision
Mission
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Strategic Aims
1. Challenge the status quo
2. Lead the profession
3. Sustain and extend relationships with stakeholders
4. Communicate and consult with stakeholders
5. Publicise and cascade measures
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Programme Structure
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Work with Employers
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Diversity and Inclusion Leadership Group (DILG)
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Inclusive recruitment action group
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Questions?
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Closure & Next Steps
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This is a call to action
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What will I do now?
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What will happen next?
Thank you for coming