“The council should tackle low pay and poor working conditions”
Lambeth Council is clear about its responsibility to show leadership in tackling low pay.
The council became a London Living Wage (LLW) employer in 2012. But we have not stopped there: we have worked hard over the years to ensure that all people delivering council services benefit – whether they are council staff or working for contractors.
We have, for example, managed to encourage all 30 of the council’s adult social care providers to pay the LLW to their 2,217 employees, three-quarters of whom live in Lambeth. The council also encourages other businesses to pay their staff the living wage (find out more on the Living Wage Foundation website). The last Lambeth First Partnership conference tackled the question of how Lambeth can achieve this goal for its residents.
But tackling low pay is also about supporting Lambeth’s residents to get the skills and experience they need to move into better-paid employment. The Better Placed Partnership - made up of Lambeth, Lewisham and Southwark - is supporting the St Giles Trust’s ‘Routeways’ project, funded by the JP Morgan Chase Foundation, which aims to help residents escape low pay. The project, which started in January of this year, does this by providing coordinated support for individuals through 1:1 advice and careers coaching, support with “soft” barrier removal – like housing, benefit and childcare issues – as well as providing training to improve areas like confidence and motivation, or more technical training.
“The council should support transitions into work for those furthest away from the job market”
The Equality Commission showed that there are some groups of residents who are more likely to be on low pay – as well as experiencing other types of labour market disadvantage. The council is delivering a number of different programmes to address this:
- New Apprenticeships programme
- Steps to Success
- Link to Lambeth Working website
"The council should work with partners to increase the quality and range of targeted employment opportunities for disabled residents"
LIFE learning disability: 10 paid work experience opportunities for 18–24 year old residents with Learning Difficulties (LD)/Learning Difficulties and Disabilities (LDD) - five Lambeth and five Capita - translated into permanent roles.
"The council should […] allocate some of its income from development to addressing directly the needs of groups experiencing disadvantage, particularly young people."
Steps to Success: 40 Care Leavers aged 16–21 who are "Not in Education, Employment, or Training" (NEET) will get support. 14 will enter work.
Industrial Cadets – The council’s internal work experience programme. Previous phase: 15 work experience placements, 9 achieved, 4 Care Leavers into placements. Phase 3 and 4 of programme (18/19), ambition for 30 placements – 50% into Lambeth apprenticeships.
Priority groups are: aged 16–24 and Care Leavers, NEETs, long-term unemployed, LDD, physical and mental health conditions in line with Equality Commission. There is also the opportunity for activity to be targeted at specific target groups e.g. Somali, Portuguese. Additional advice and direction required from Commission to assist us in targeting the programmes outlined here. www.industrialcadets.org.uk
"The Council should develop a Lambeth First Apprenticeship Scheme in partnership with local public sector organisations leading to high-quality jobs with a clearly defined progression plan."
Aspirational Futures (Apprenticeship Levy) 50% of annual apprenticeship new starts will come from priority access groups (60 – 80 p.a. in year 1)
Priority groups are: Care Leavers, NEETs, long term unemployed, LDD, physical and mental health conditions in line with EC – there is also the opportunity for activity to be targeted at specific target groups e.g. Somali, Portuguese. Additional advice and direction is required from the Commission to assist us in targeting the programmes outlined here.
Workforce Plus (GMSZ): 2 programmes to be run with 40 residents between both: 24 complete programme, 16 will enter work and 10 will sustain.
Priority groups are: Care Leavers, NEETs, long term unemployed, LDD, physical and mental health conditions in line with EC – there is also the opportunity for activity to be targeted at specific target groups e.g. Somali, Portuguese. Additional advice and direction required from the Commission to assist us in targeting the programmes outlined here.
One programme in Jan 2018, 1 programme in 2018/19
"The council should develop pilots that help with the early identification of young people at risk of disengagement from education and support them towards positive destinations such as a Lambeth School / Employability Pilot to support post-school transitions"
YOLO - Year 9s in Norwood and Elmgreen Schools targeted for a vocational offer – 60 young people across both schools, who are at risk of not achieving a positive destination, will receive 1-1 careers advice, work experience opportunities and unique vocational employer-centred offer. Year 9s tracked over 2 years to understand positive impacts on post-school transitions. March 2018/19 and annually until 2021.
"Jobs created by the developments should benefit Lambeth residents that are furthest away from the job market…"
Opportunity Lambeth - Recruitment (Lambeth resident only) portal designed to be the primary point of contact for all residents to get access to the opportunities. All S106, supply chain and wider opportunities will be advertised here. We’re the Council’s innovative new employment support service. Our mission is to make sure residents are the first to benefit from the jobs investment creates in the borough. We do this in three ways:
- We create opportunities for residents and help them to apply (if they need it).
- We give employers access to job-ready residents with the right skills.
- We connect residents with organisations that can help them get into work.
Also the mechanism for prioritising access to the opportunities.
Marcus Lipton Outreach Engagement project - Stage 1 Community Engagement project designed to engage the most disadvantaged priority groups on the estate and encourage them to think about training, education and employment. A grant to fund 1 full-time equivalent (FTE) and management for 1.5 years has been made available. No targets for entering work have been set but detailed inputting of information on the management information system - Hanlon - is required. April 2018 – September 2019