hello I’m David snow partner London region practice I’m delighted today to be joined by Lynn Proctor raising aspirations director of future academies trendy banjo co OBE and CEO of making the leap am our leader with CEO of code first girls and chris reeve peter reese’s london region chair today we’re going to be looking at an issue that’s really close to my heart ensuring our next generation are equipped with the right skills to secure their future and that of London itself and there are three topics that we’re going to cover firstly is the education system we have fit for purpose secondly how to ensure opportunities are available for all young people irrespective of their background and then finally what can business do to help if you have any questions tweet us using the hashtag PA LDN or the question form on your webcast screen so Lynn perhaps if I can start with you future academies an educational charity really committed to helping young people succeed and get the best possible education what challenges do you see young people face as they move from being in an education system to selling themselves to potential employees I think one of the things that frustrates me dealing with lots of young people is that we live in this wonderful vibrant exciting city and when they think about their futures they don’t feel excitement they feel dread we have to change that and I think one of the ways that we do that is we have to introduce them to the world of work and we have to introduce the world of work to them there’s an awful lot of research most notably by dr. Anthony man from the education employers Task Force on the value of what we call employer engagements so the more employer engagements you have the more likely you are to remain in education or training and the more likely you are to earn more when you finally get into the workforce and probably it’s the only time that and I think you just got some research about to come out that says five or more and you’ll be you’ll be less seven times I’d like to be a neat not an education training employment but his latest research is going to say that even more than that and you’re even that that curve goes exponentially to your benefit probably the only time or I would say the mall Mudgee throw at the wall the better it becomes really so I think it’s just it’s just about giving those young people those opportunities getting to do as many things as possible and what I’m saying to my young people is your qualifications are essential but they are not enough and you have to have other things that are going to excite a university or an employer so that you stand out from the crowd and that’s quite difficult to do so what I have to do is bring as many of those opportunities in to school or to say take the young people out into the world of work to find those opportunities thanks Allah no no it’s a subject close to Chris of my hearts as well I’m sure we’ll return to that shortly tindie at Sunday if I can turn to you making the leap has a number of excellent interventions for school children raising range from educational courses to boosting children’s motivation and and performance how do you thought of think programs like that are going to be important over the next five years thank you David and in this country how much your parents earn is the single biggest factor in how well a child will do well in life our top jobs and professions are dominated by those who went to private school or selective state school those from more affluent backgrounds and what this means is that over 3 million children in the UK hundreds of thousands of those in London never get a chance to succeed and they never get a chance to succeed not because they’re not capable not because they’re lazy or because they don’t want to but simply because they happen to be on poor they are effectively written off and they write themselves off just because of the family they’re born into or the area they grew up in or the school they went to and this is a waste of potential on industrial scale and they find that they are deemed by recruiters to lack the Polish confidence poise of those from better off backgrounds and they themselves often don’t believe they have the right to aspire to the top jobs and even when they do aspire they often don’t know how to get those top jobs or they don’t know or they don’t have the networks available to them to help them get those

top jobs so um programs such as ours are rooted in the fact that there is a huge amount of talent amongst the less well-off communities and that there’s literally thousands and thousands of young people who if they’re given the support could go on to do anything that they want to go on to be anything that they want it’s about helping them build the social capital it’s about helping them develop the skills and the mindset that will see them aspire to and be able to compete for those top jobs you know these programs are absolutely vital if we’re to ensure that we make the most of the huge amount of talent that’s in this great city and we need more of such programs and we need the programs that exist to get even bigger so that they can serve many many more youngsters but that’s just one side of the coin though the other equally important so either the coin is that we need our businesses and we need our professions to actively look to recruit talent from amongst let’s say a non-traditional demographic and then they need to support that talent if we’re truly to ensure that every young Londoner irrespective of their background gets an opportunity to thrive yeah absolutely breaking down those barriers are essential not only for those children but also for if London is to remain competitive in the future and wanted to pick up on a specific element of that Molly if I can code first girls i think i read in your blog that by 2020 we’re going to need london is going to need is another million tech workers given what we’ve just heard I mean how well equipped you feel schools are and indeed business and we’ll come back to business with Chris as well to respond to that challenge it’s a big number isn’t to do however I think we’re doing some great things so we now have compulsory coding in schools which is fantastic companies are thinking a little bit differently we’ve got more apprenticeship programs but still we’re looking at a large gap over the next 4 10 to 15 minutes excuse me I think one of the things is that if we’re going to be trying to fill these numbers of people we need to start doing things a little bit differently and one of the big things around that is also how companies have their attitudes towards training as well as the screening and selection processes or people coming into their companies and I know if PwC that’s one of the big issues I know the apprenticeship program has recently dropped certain sort of eight of requirements and that side of things or degree requirement should I say yep which is fantastic to see and it’d be great to see more companies doing things like that and actually thinking about how do we actually bring in people from non-conventional backgrounds how are we doing things to actually make sure that we’re not screening great talented people out and actually look at our talent policies as well as our retention policies to make sure we’re getting the people that we need and test it now as the business spokesperson find Amelia you’ve got well just that but some other challenges as well from from linen from tonday Chris perhaps maybe set the scene in terms of what we’re doing as peter see but also what more do you think business can do generally to address these lands firstly by the industrial scale oh what we’re missing and potentials to start with I think businesses is doing more that usually we’re a bit more creative about looking in places that’s partly because the fact we need to be you can’t just keep recruiting the same people and with the same backgrounds in the same skills if you want to do something different so excite yourself and look in other places I think if there was one thing that we could do this would be great and easy and we could all go home today but I think there are a series of actions that we can all take which if we put them all together I think could do this on an industrial scale but you need lots of employees lots of businesses to do that if I look at two particular parts i think should be done firstly when we’re recruiting mmm we’re doing interviewing I think we should be looking at candidates based on what can they do rather than where have they been most exciting bit for me is when I ask people about what would they do with the business where would they go on what would they do it they talk about completely different things to me and that’s fantastic because it makes us think differently it makes us stronger and more creative so I would say firstly looking at interviews how we do that secondly for leaders of the businesses

and there’ll be plenty who are watching and thinking about it is to take it personally so you mentioned about making those interventions about bringing people into business if leaders do that now we will start to build some of that social capital that people need but we’ve all got to do it if we do it ourselves we will make a difference if everybody does it we will make a massive difference so I think take it personally and just just push on one thing another stroke voice what’s other things tender said in particular as well I think was that how do we reach out to those people that wouldn’t necessarily think of Phoebe cities of potential employer who are in schools I mean it how do we make sure we actually don’t lose that great talent pool well from my perspective like this is hard it’s a bit from my perspective so far if I think about going back to the schools that I know where I’ve come from yeah that’s the first part yeah because then you can give people awareness and belief that they can awful or different journeys doesn’t have to be what their mates have done so it’s incumbent on us to go back and do some of that the second thing is to connect with people in other organizations or in other schools that we’ve not been in before so you and I know that from doing some other things in st. Augustine’s which has been fantastic it just inspires us I just think it’s really important that business proactively reaches out to this huge hidden talent pool almost that exists in our state schools that exists amongst our poor communities and proactively goes out to let those young people no one who they are and what they do as a business but also make it loud and clear that business wants those young people because very often young those young people don’t know about companies great company such as PwC but even when they do know about them they sort of assumed that well somebody like me say something like me I think one of the issues that you have though is at the moment schools are not measured on how well they do around careers and employability and you know the old adage what gets measured gets done yeah and I would love to see that Ofsted requirement that you don’t get an outstanding school if you don’t have outstanding careers and employability provision to be honest because until that at the moment that’s you know it’s such an exam led focus within schools that this sort of thing just seems to be like something that’s nice to have was I don’t think it’s nice to have I think is absolutely essential you know I think that’s that’s that’s a really that’s a kind of a crucial girl thing really there are some great examples and you referred to one which are particularly proud to be part of but it’s an optional wealth on both sides and you’re right you get what you measure so we need to take it from the optional to the to the mandatory suspect present one of the book one of the challenges I think is that you know a lot of people know these things a lot of people know that companies can engage with schools that they can go in they can talk to students the question is then why aren’t they doing serious absolutely and you know the reality is we’re all busy everyone gets bogged down with their work with their day job it’s not think people are measured on it’s not something that’s built into people’s progression so I think this is this is the thing what we’re talking about here in a lot of cases isn’t rocket science but we do need people to actually I think probably at a senior level and companies turn around and say actually this is something we believe in this is something which we believe in making a difference too we need to actually start doing this rather than just talking about it and saying oh isn’t that nice and you know actually it’d be great if that worked different and I think that was why London ambitions was which was formed which was put started off by the left and then taken forward by london councils and launched in this summer by Boris Johnson actually at City Hall I’m looking at how how I sort of how to do manual really on how businesses and schools can work better together and I know that there’s another meeting tomorrow about that see what next steps can go so I think I think there are things but you’re right it’s not happening quickly enough I’m not happening consistently until we do we do some workshops around recruitment and retention and one of the things that we we say to everyone who comes in is okay these are the things that you can do have a think about how that could apply to your business now write down what is it you can go home and do today what is it you can go and do tomorrow what is it that needs to happen in a week and who do you need to speak to get that done and it’s almost just taking that first step and saying okay this is how we make that action happen be brave be brave and just take some personal responsibility as well which is really important to anything the page it needs to be seen as important as as everything else it needs to be seen by businesses a matter of ensuring that they remain competitive in this global economy i mean the greatest resource in this country I believe is our is our young people and we need these businesses to recognize that and

actively see what they can do to make sure that you know so many young people fall by the wayside and don’t get the opportunities that they should there was yeah there was an interesting piece of research reason is that came out around how multi global global companies are looking at children who have come from these international schools ending a lot of on their fees and the reason they’re doing that is because they multicultural and they speak lots of languages well that’s that’s true of an awful lot of young people that live in London one language and their multicultural so hey you know there’s there’s a great selling point actually for right I’ll back to what you’re saying to me about they just need to believe they can they can get there yeah there’s another bit to this we should rather they need to understand it they should because the fact that there are two things that seem to drive it for me one is the benefits to the business already which is that you need to find people from different backgrounds if you want to keep growing your business and that’s not going to happen unless you look in other places yeah so that is a business imperative that’s not about this is the right thing to do from a business perspective it’s there to help you to drive your business successfully I think the other part is London is if phenomenal city and it comes number one we know from cities of opportunity but there is massive competition internationally you’re just referring to some of that and we cannot just allow our untapped potential to just either fade away or go to other places quite frankly I think that’s the thing if we don’t respond to this and let you change and adapt then we will not be competitive in 10 years time we certainly won’t have those million tech workers that we need I’m going to take some questions if I may from from those who are watching the webcast and please do continue to send in your questions hashtag PA LDN so I needed to say Sunday you made a great point about demographics and the question that went for a second will we get to the point where we celebrate our number of employees from the state world for background do you think all right well I I hope so i think we absolutely should i think you know socio-economic diversity is incredibly important I you know there are many young people who are bright who are capable who at the age of 2 for example appear in the top quintile of cognitive testing and then just a few years down the line they’ve dropped to the bottom tooth it’s not because they’re any less bright just because of the socio-economic circumstances of the families that they that they were born into and what we for us to make change in this an important factor will be for businesses to to recognize and do something about getting that talent through the door and shouting loud and proud about it so I think if we get to the point where we measure it I actually think we’ll see more happen what would you like I mean obviously talk about very young age and it almost starts right from that so very early age what more would you like to see in terms of perhaps business working alongside the education system and the schools because quite often I suspect by the time it gets to the point where business is interested at almost in some cases might be too late as the more that can be done at an early age definitely businesses working from an early age with the education system with third sector organisations and you know and other intermediaries and but it does it does start from at a very early age quite often if you if business doesn’t get involved until it’s time to recruit it’s too lazy to do later so you should start early but that’s a really important point because I think for a lot of businesses when you’re looking at your your recruitment activities your you’re learning and development activities how you interact with people whether we like it or not there is always a conversation about ROI there’s always a question about how is this going to benefit the outcome of our there are people policy or that side of things and it is I think for a lot of companies to see that they have a social purpose as much as I do a corporate purpose and to say actually this is something we’re doing because we’re actually trying to protect our business in 10 years time in 15 years time the outcome may not be immediate but that doesn’t mean it’s not worth doing the challenge is how many will take that longer-term view because it’s a big thing so right next question Lynn what role can work experience play and helping children better understand the range of jobs available ok I think there’s a couple of things on this the first thing is that we look we talk long and hard at this London ambitions council about what we should say she’ll be saying work experience or experience of the world of work so I think it’s really experience of the world of work not just that week maybe photocopying not there’s anything wrong in that the batteries trust me I did it yeah not that that’s all destroyed that’s not the only answer so

i think i think it’s about giving as many different experiences as possible so they can meet as many different people you know this is the frightening statistic that by the age of 11 more than half the girls in in london will have decided that stem type careers are not for them so they’ve already decided that with no basis whatsoever so the more people that they meet that tell them actually this is really exciting and I’m an engineer I’m a woman by can paint my nails and I travel the world and a lot of money is worth it’s very worthwhile I think the other thing about work experience or the experience of the world of work is there was a paper that came out last year dr. stephen jones from manchester university that looked at the importance of those experiences when getting access to the top universities and it will be of no surprise to any of us that non-selective state school children did worse than any other type of young person but the reason wasn’t that they weren’t getting those experiences they didn’t understand what they learnt through those experiences so I think it’s really important to do those things but also to have some feedback from your teachers or whoever else you’re working with on what you’ve actually learnt as well so it has two bits a bit of a package really yes and you know the importance of role models I mean those those that those was it perhaps that come from different backgrounds and Chris do you middlesbrough yes everybody sandwich between two comprehensive boys here but you know again well we’re proving the time with toy actually you can actually open up the world of possibilities to people who come from or are in similar situations about what is there are other possible I think the key that David is that we would feel fortunate and in some ways to have got the opportunities that we did and if we want to tap into the potential on an industrial scale we have to take out that element of look so we become the norm rod we examine on yeah okay amali how could the new mayor of london whoever it is we’re not speculate on that one now help the digital economy grow there’s lots of exciting stuff so actually last week the London Assembly published the digital manifesto for digital for the London meds for the mayoral candidates unsurprisingly talent plays a huge part in that and I think talking to the points earlier you know we have such an incredible group of talent within within London we have amazing people who speak multiples of languages have experiences ranging across the globe especially when you’re looking at I guess the tech sector we are better positioned to do global work than probably most other countries most other you know cities in the world so how we develop a talent will be a big one how the mayoral office actually supports both schools as businesses brings them together will be another another issue they do have a fund actually coming out as part of the GLA i think in january which is offering several million worth of funding for companies and schools to basically combine and companies to actually run those programs there is a question around infrastructure there is a question around you know broadband offers and those sides of things and as well as looking at things like visas and and actually even things like tax terms and those kinds of things and how we look at innovation as well so lots to keep the mayor’s busy speaking purely from a selfish perspective I think talent is one of our biggest ones and I think there was research done by taxi to UK which said something like forty percent of businesses are struggling to recruit the right people so how we actually look at that quite seriously and how does that mean London does business over the next five years is going to be a big question so we we do need to take a look at the visa issues the training issues and and you know those areas much more careful do you think it’s they’re struggling because they’re not looking in the right place or because the people just aren’t there or is it combinational it’s it’s a little bit of everything there’s absolutely I think an issue around the type that are looked for there is a question around the role that companies have in the training and education of people so one of our sort of lines has always look you may not be able to find the perfect person for the price that you are willing to pay you might go to help create them and actually there’s a real benefit and companies taking a more active role in their employees training and because not only are you getting someone who’s fit for your business but for the individual you’re showing them that you have faith in them that you’re helping them you’re supporting them which then builds loyalty I think I remember seeing some studies recently which was saying that by the time for an average company that they brought someone in to a company so looking at recruitment fees the human cost of the hours are interviewing all of those kind of things you’re looking at somewhere between 25 and 35 k per candidate so this is this is this is the the sort of the scale of the the issue and actually thinking more carefully about how you recruit how you recruit more diversely how you actually rethink the types of people who are eligible to even apply for your jobs can help reduce some of those costs make the process is easier and help you get more motivated more dedicated and more diverse talent into your into your company I mean just add into that I mean

I think that thing is about making sure that in order to get talent into the organization or to help the digital economy grow whatever it is it’s to take a longer-term view it to recognize that you won’t get an immediate return on your buck but that if you think longer term that what you will get is even better than then if you just try to get a fix a quick fix from elsewhere and I think that’s really really important I think it’s important for us to grow this economy I think it’s important for businesses to make that investment make that investment in the young talent that exists here in this great city and I young people themselves will benefit and society will benefit and our businesses will benefit thank you so a general question now and do you not think that the problem is less that companies don’t do enough and more that schools do not have the infrastructure to support the input of businesses yes the sort of ancillary questionnaire is how could you ensure long-term support program is put in place well I think it’s back to my point about what gets measured gets done and you know I’m very fortunate in my role in the trustees at future Kadim II saw a need for somebody to do that as a specific job but not very many schools have a position like mine really and I think that is the key i often think that schools and businesses working together as a bit like mixing oil and water if you don’t continually makes it it just sample serious and i think that you know that’s what you have to do and i have worked in this field now for nearly 10 years and i think when i started i would say that lots of businesses sort of wanted to take that csr box but i’m not sure that they really meant it but i don’t think that’s the case anymore i think in the last sort of three or four years they know absolutely you’re right that it’s for their futures as well that they need to get this right and the benefits that it can bring to their organization I’ve done lots of work with pwc and there’s no question every time I want to say thank you for all the things they’re doing they’re saying well thank you Lynne and I’m thinking why don’t know about that but anyway but I think that you know we we as schools probably are difficult to work with you know we’re difficult who’d you talk to which person is it and then you get a contact in the nut person leaves or they don’t have that job function anymore I do think that’s a real issue actually and that’s why I think London ambitions was a really good piece of work to try and put that higher up the agenda but still it’s would like to have it’s not a necessity to lose that I mean you know to a question it’s not the businesses do enough and businesses are doing a lot we have seen it would be churlish and it would be unfair not to recognize the great strides that many great businesses are doing you know from not looking at a-level results in when recruiting for graduates to trainee ships and high-level apprenticeships businesses are doing far more than they’ve ever done before but they need to do more and you know if we want more there is even more that they can do and we need them to do more equally with schools yes you know in an ideal world schools themselves would would do more but they have a very particular remit and then there’s support organizations be there in the third sector or be the private sector once I think the answer really is it’s not down to one one of those to the exclusion or others it’s about working in partnerships seeing this as a priority and working in partnerships consistently and cleverly to make sure that we make change happen I suspect from what I’m hearing that unless we do more to change it from being optional to be required we’re probably not going to see the pace of change I don’t think so that stuff really you need to make it a priority yeah yeah the moment it’s in the gift of a you know a thoughtful head or the chair of Governors or whatever yeah that’s and it is that is what it is it’s a gift and it’s not and I think that’s the problem i’m also struck by as we talked about it a business spent a lot of time looking for talent in other areas and broadening where they look I’m not convinced and my guests rafa some of this I’m not convinced you spend as much time making those interventions at a much earlier age we do things another primary sure than I think that strikes you start when they you know and I think that could be a big area for businesses to make some small shift that makes a big altima I think actually that’s true

because I think businesses would feel probably more comfortable going into tortures to primary school children because they might be they might feel that less threatening that may be startling David it’s cool i work so probably you know not saying that all schools it but i think if you’re not if you’re if you’re a person working a business and think i’d like to help but i don’t know i’m not really sure what to do with teenagers but but i’m happy to go in and even just you know reading schemes and things like that in primary school so i think there’s something there’s lots that you could do when they’re younger more golems do there’s a great program so i know for example stem net where they actually linked with individuals to actually go into schools and inspire people around doing STEM subjects so actually in a lot of cases for companies for individuals as well you don’t need to actually even go and you know look and see how can i make these arrangements there are closed primary futures that you can sign on to be able fall into so you can go in and do those things on your own you don’t have to you don’t have to wait your firm to do it I think it’s important when we’re talking about this though that business recognizes that when we’re talking about trying to recruit young people from from outside their traditional intake that we’re not talking about lowering the bar so we’re actually talking about widening the gate we’re actually looking at talking about finding other ways in which we measure people’s ability to do these tasks and rolls well I think that point about tech and I and tech savviness if you like isn’t necessarily the person that’s got a GCSE a night it’s probably some he’s sort of spent a lot of time on the computer and not necessarily get that visible to you yeah and I’ve only people who have switched as well so you know out of the community causes that we do so these are free courses for young women about a third come from a stem but non tech background about a third come from an arts and humanities background about a third are from social sciences I was telling Chris earlier our last summer cause I had people ranging from handbag designers to astrophysicists and everything in between people who had not gone to uni people had left at 17 and worked in shops you know it’s but it is around recognizing the capability to do something rather than the qualification to have done so absolutely right there’s a key point isn’t it got time for one more question I think and this is an important one so it’s not just as important to engage the furnace is it not just as important to engage the families and communities of these young people in such programs you need to become more familiar to their support networks and not just the individuals yeah I think that’s a yes or no yes I’m sure the answer will be a resounding yes I mean we’ve we’ve run programs whereby we as well as doing presentation to the young people we invite their parents to come along and because absolutely it’s very important that they are engaged because for example their parents may be encouraging them to go on a via another route because they don’t believe that what is being suggested is best for their children you know and so yeah it’s very important great well I sure we could care as Lynn do you want to make more chorus wondering if there was a another question does indeed affect what role do recruitment agencies in supporting this kruton drive to find talented non-traditional candidates what role should they have all good they have if it’s it it’s absolutely a thing which I think companies recruitment agencies and candidates have to work together and it’s to a certain extent if you’re a large company if you’re paying a recruitment agency a lot of money to thank you good people you’re allowed to turn around and say I need you to look at different people and for recruitment firms themselves they can be pushing their clients to turn around and say I know you’re desperate I know you need someone yesterday and we can we can try and help you with that but let’s look a little bit differently as well so the two sides absolutely need to work together what’s what’s that old saying he who pays the piper calls the tune if companies large companies say that they will just a heck of a lot more people from you know non-traditional candidates recruitment companies we do it it recently got involved with a group called the tech talent charter and part of that is around actually a charter of behavior which companies can sign into one of the main points and that is the rooney rule which is basically it or I when going to the full story it came from the NFL it’s around a coach who basically insisted on diversity in his recruitment for his new for his trainers and stuff like that but it basically says if you are an employer ask your recruitment firm ask your internal recruiters to insist that there are people from different backgrounds on that consideration panel it doesn’t

force you to pick them but it does force you to look at four in the field to go and find them to go and hunt for them to be proactive in that and put them out and sort of allow people to make that decision based on a fair representation thank you for me making sure I asked that really important question lint and a Molly and Chris many many thanks for taking part in this today it’s clearly a lot for companies in London to be thinking about regarding skills and talents over the coming months and indeed years I guess passionate about London campaign will continue and will continue to look at this really important subject so please do keep an eye on our website and blog for further information thank you thank you