Social Mobility Pledge

SOCIAL MOBILITY AND OPPORTUNITY FOR ALL IN A TIME OF CRISIS CONTENTS

FOREWORD – RT HON JUSTINE GREENING 04

STATEMENT FROM JOHN STEWART, DIRECTOR OF HR AT SSE 06

1 INTRODUCTION 08

2 A PURPOSE-LED PEOPLE STRATEGY 10 2.1 The case for boosting inclusivity and diversity 10 2.2 SSE’s Inclusion Strategy 11 2.3 Boosting inclusivity through flexible working 11 2.4 Greenprint 12 2.5 The Living Wage and Living Hours 13

3 WIDENING PATHWAYS INTO EMPLOYMENT 14 3.1 Improving recruitment: a fairer, more level playing field 14 - Strengths-Based Recruitment 14 - Inclusion and diversity embedded within recruitment channels 14 3.2 Opening access at all levels 14 3.3 Accessibility and adjustments 14 3.4 Supporting all kinds of backgrounds 14 - Armed Forces Covenant 14 - STEM returners programme 15

4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE 16 4.1 School engagement: Promoting STEM disciplines and careers 17 - SSE’s STEM Ambassadors 17 - Developing the young workforce 18 - Tackling entrenched inequalities with Teach First 18 - Supporting academic ambition through scholarships 19 4.2 Boosting employability 21 - Barnardo’s Works 21 - SSE Works 23 - Career Ready 23 4.3 Entry-level programmes for all 25 - Technical Apprentice Programme 25 - Technical Skills Trainee Programme 26 - Graduate Programmes 27

5 COMMUNITY INVESTMENT 28 5.1 Direct investment in social mobility 28 About this report 5.2 The Simon Community 29 This report has been produced by the Social Mobility Pledge. It details how energy company SSE plc is working to reduce the opportunity gap in the UK and Ireland through its existing social mobility initiatives 6 INSIGHTS 30 and is committed to further action in the wake of the coronavirus crisis. SSE is a signatory to the Social Mobility Pledge and the C-19 Business Pledge. 7 RECOMMENDATIONS AND NEXT STEPS 32

8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS 34 It’s time for business to grasp the nettle and take leadership on levelling up, and help deliver a fairer society as we recover from this pandemic.

We face the reality of a deep but centred around decarbonisation . living memory, bringing net zero and Crucially, as this action plan sets recession and potentially rates of Too often, these goals of benefitting levelling up together as one plan has out, SSE is showing what leadership FOREWORD unemployment that haven’t been both people and planet are presented never been more important. in practice really means, through seen for decades. Meanwhile as being in conflict with each other. its sustained work on the ground Rt Hon Justine Greening more broadly across our society, But people and planet are two sides I founded the Social Mobility Pledge and the wholesale way in which it coronavirus has taken many of the of the same coin. to deliver grass roots change through approaches its business day to day. Over the last few months the tragedy of inequalities that existed before, that the organisations that deliver more At a local level, it has demonstrated the coronavirus (COVID-19) pandemic has we already knew we need to tackle We have an opportunity now to opportunities on the ground than the importance of taking its and has made them even worse, energise a recovery that creates another others - businesses. Because challenged us all across virtually every aspect communities with it on its journey deepening the unfairness that exists opportunities for people while ultimately, politicians can only do of an energy transition - its efforts in of our lives - our work life, our home life, and in society for too many people. meeting our promises on the planet so much. Delivering net zero and schools and the skills development our social life. We’ve faced the very grave agenda through a Clean Industrial levelling up requires a national effort, agenda, progression within the History tells us that at such a time Revolution. Our national target for well beyond the walls of Holyrood business. While at a national level it is threats to our public health; and now we’re of challenge, this can be a time of net zero by 2050 requires the best and Westminster and business has a setting out a strategic vision for the beginning to see the socioeconomic impacts. change too. Because what shapes the of all our efforts. crucial role to play. future can be less the challenge we future of energy in its ‘greenprint’, a direction that would create jobs face today, and far more crucially how If this is a time of change, then how It will require substantial investment and opportunities through a Clean we respond to them. This can be a we shape the future lies in the hands in new carbon capturing Industrial Revolution. moment to recast how our economy, technologies, many of which don’t of businesses and business leaders as our businesses and society work. If yet exist; it will require investment much as it does in anyone else’s. In setting out it’s aims to go further we choose we can use this moment in refitting homes, to improve our through this action plan, SSE shows to build a stronger economy that is It’s time for business to grasp the nettle national energy efficiency; and it will that businesses are how this country cleaner, fairer and more resilient. and take leadership on levelling up, require a shift from fossil fuels and and help deliver a fairer society as we can not only rise to the challenge that We can bring together our collective natural resources, towards renewable recover from this pandemic. today presents, but most importantly goal of net zero by 2050 and a levelled power generation. All of these have drive the change that this country up country by pursuing an economic at their core two vital aspects - they I’m proud to have many businesses so badly needs for a sustainable recovery that is focused on both will create a demand for new skills, working with the Social Mobility and successful future. Through the people and planet. One that creates and in doing so create new jobs Pledge that are doing just that, Social Mobility Pledge we will work opportunities that are spread out and opportunities. In the backdrop businesses like SSE that are in collectively to bring more businesses across the country, tackling inequality, of one of the deepest recessions in the vanguard. on that same journey.

04 | FOREWORD FOREWORD | 05 STATEMENT From John Stewart, Director of HR at SSE

HR for a business which can create • Working closely with organisations Delivering our promise employment opportunities at this like Skills Development Scotland of a green recovery time. What that means is that I’m to develop guidance for people determined for SSE to use its position looking to transition into At the turn of the year, hardly renewable energy; and anyone had heard of coronavirus to make sure we do things better – now a day does not pass without than we did before and deliver on • Launching of a 12-week ‘STEM hearing of its impact on lives in the promise of a green recovery returners’ pilot to help people with every part of the world. As well as by creating job opportunities that STEM skills restart their career, the direct human cost, there are are accessible to everyone from all with all returners taking part being many more social and economic different backgrounds. In short, we given the opportunity to gain a consequences yet to come. need to seize the opportunity to build full-time position with SSE. back a fairer economy and society. To aid the economic recovery The combination of SSE’s existing needed, there is a powerful social This report details many of SSE’s programmes that support social and environmental case for green social mobility initiatives which mobility, the enhancement and investment to accelerate the race have been an important part of adaptation of those schemes plus to ‘net zero’ carbon emissions and our business for years, from our new programmes will support, in a direct and practical way, the recruit prevent dangerous climate change. Barnardo’s employability programme of a diverse range of new entrants for 16-24 year olds to our partnership Since June this year, SSE has into SSE. These actions reflect the with Career Ready to help support announced over 1,000 new direct, reality of the economic environment secondary school students in areas contractor and supply chain jobs we are in and supports SSE’s future of deprivation gain real workplace Our ‘Opportunity linked to the £3bn Seagreen Offshore growth plans too. Wind Farm near Angus, the £580m experience and mentorship. It is inevitable that the impact of the Action Plan’ seeks Viking Onshore Wind Farm on Our ‘Opportunity Action Plan’ seeks coronavirus crisis will be profound Shetland and the £630m subsea to reassert existing to reassert existing programmes both socially and economically power cable connecting the island this year and beyond, with increases and there is a real risk that its programmes this to the Scottish mainland. These in the number of apprentices and consequences will drive increased are just some of the investments year and beyond, graduates recruited in 2020. inequalities across society. As leaders with increases in which make up part of our five-year for the net zero future, we can £7.5bn programme to spur a green Most of all, supporting a response to invest in the green economy at the the number of recovery from the pandemic, with the current crisis, we are introducing same time as working to limit those other projects including building the new routes into SSE for those who inequalities and play our part to help world’s largest offshore wind farm apprentices and may have been impacted by the the country ‘build back better’. off the coast of Yorkshire. These coronavirus crisis: graduates recruited are skilled, long-term roles which So, at SSE we are delighted to support will benefit people and businesses Justine Greening and her team in in 2020. • Removing qualification entry right across the UK and Ireland at a bringing about a greater focus on remarkable scale and pace. requirements for apprentices, increased social mobility in business making the programme much and industry and we are grateful for I am acutely aware of what a more inclusive to those who’ve the words of encouragement and privilege it is to be the Director of faced barriers to learning; inspiration she provides.

06 | STATEMENT STATEMENT | 07 SSE is already addressing many of 1 INTRODUCTION the country’s pressing socioeconomic SSE is one of the UK and Ireland’s largest energy companies and, as challenges such as the skills gap, and it the leading renewable energy provider across these countries, it is has ambitions to step this up even more. committed to making a wider social impact throughout the energy transformation and beyond.

The story of SSE is very much one business, with performance directly SSE understands that to transform SSE believes that a just transition point of entering employment, SSE of an energy transformation but one impacting executive pay, which linked energy successfully, and to have for the energy sector can deliver An action plan shaped by is focused on creating an inclusive which benefits people too. For over to the four SDGs: real purpose, they need to take their opportunities along the way, strong foundations working environment for those who people, and people in communities with private capital investment join the business, ensuring people a decade, SSE has been undergoing This Opportunity Action Plan SDG 13: Cut the carbon intensity with them on this journey. into renewables and supporting from all backgrounds can develop a major transition, now placing a highlights many examples of SSE’s of electricity generated by 60%. infrastructure that will create jobs and progress, and achieve their net zero mission at the core of its leading practice as identified by the The transition comes at a time when and opportunities, and the demand own potential. business strategy. Social Mobility Pledge, and how the SDG 7: Treble renewable the world faces unprecedented for new skills. Indeed, SSE is already company’s experiences contribute SSE has also prioritised ensuring that This transition to net zero has been energy output. challenges as a result of the addressing many of the country’s to the wider understanding of it takes local communities along on hardwired into the business, and coronavirus pandemic. This means pressing socioeconomic challenges SDG 9: Help accommodate 10m it has never been more important social mobility, from which other the energy transition journey, creating drives decision-making across the such as the skills gap, and it has electric vehicles on GB roads. that businesses across the United businesses might take learnings. opportunities and investment for areas group, with the company’s stated ambitions to step this up even more. Kingdom, and the world, play a where it has a footprint, across some vision now is to be a leading energy SDG 8: Champion Fair Tax and Its overall lesson is how SSE’s leading role in helping society and Every period of change and crisis of the most remote places across the company in a net-zero world, while a real Living Wage. activities are leading in the green our economy recover. presents an opportunity to reassess UK and Ireland. its purpose is to “provide energy recovery from the pandemic, building The company has taken this focus how things were before, and how In its purest form, boosting social needed today while building a better The public health efforts to control the skills and providing opportunities on climate and applied the same they can be in the future. SSE is mobility is about removing barriers world of energy for tomorrow”. the virus have led to significant determined that beyond the recovery, to build back better from the crisis. enthusiasm for making a wider social to opportunity, and ensuring the economic consequences. With global we emerge out of this crisis with a impact, and namely boosting social SSE has a track record of circumstances of where someone lockdowns in place for months, fairer economy and more just society. mobility and opportunities while demonstrating thought leadership and starts in life does not determine An approach aligned many businesses are facing difficult A society with a smaller opportunity tackling some of the foremost social genuine environmental, social and where they end up. The Social with SDGs decisions but even when tough gap for those from disadvantaged problems facing the UK and Ireland. governance (ESG) advocacy. Many of Mobility Pledge has identified SSE as SSE has also aligned its strategy short-term decisions have to be backgrounds, where young people a company that others can learn a lot made, these are made with the long- have fairer access to opportunities its outreach and engagement activities to four of the UN’s Sustainable SSE believes it should have a strategy from in its efforts to do this, and is a term horizon in mind. and where being born in a certain in schools and communities are Development Goals (SDGs): SDG for a sustainable business, rather blueprint for leading practice. place, or circumstances, has less of contributing to tackling the wider skills 13 Climate action; SDG 7 Affordable than a strategy for sustainability. an influence on where you end up. gap across the UK; and it is widening This Opportunity Action Plan will and clean energy; SDG 9 Industry, It recognises that a sustainable A green recovery pathways into employment within also consider how, building on this innovation and infrastructure; and company is purpose-led; and a As we continue to navigate through Like SSE’s overarching sustainability the sector for those from different blueprint, SSE can progress its work SDG 8 Decent work and economic purpose-led company is one that this crisis, SSE is setting out how to goals, its social mobility drive is backgrounds who wish to pursue even further to some of the areas and growth. Core to this has been the offers profitable solutions to the ensure it’s a ‘green recovery’ from pursued because it has a clear and those careers. In understanding that demographics that have the widest setting of four 2030 Goals for the world’s problems. coronavirus in the UK and Ireland. provable business case. social mobility doesn’t stop at the gaps, where it has an influence.

08 | 1 INTRODUCTION 1 INTRODUCTION | 09 SSE has sought to demonstrate that The company is the final year of The Social Mobility Pledge doing the right thing by boosting a three-year forensic review of these encourages all companies to think diversity and inclusion has clear processes, analysing and adjusting about how it can ensure progression, benefits for businesses. In keeping every aspect of the company with and commends SSE for its focus with its outcomes-focused approach, inclusion in mind, including in the on this aspect of the social mobility SSE has worked with inclusion way it: pipeline too. experts Equal Approach over a number of years to measure the • Identifies talent SSE has set out clear targets for impact of its investment in diversity gender balance at all levels of the and inclusion and, in doing so, • Manages succession company, from middle management created a comprehensive business to SSE’s most senior leadership • Develops managerial talent case for the inclusion agenda. levels; as well as providing clarity on • Embraces working-differently selection criteria, broader thinking SSE’s calculated returns per £1 on what is really needed in order invested in inclusion initiatives have practices. to do any role well, ensuring open increased significantly, rising from SSE has moved from skills-based selection criteria and advertising, £4.52 in 2017, to £7.51 in 2018, recruitment towards strengths- and understanding the barriers and increasing again to £9.85 in 2019. based, which ensures it brings in motivators for employee progression. SSE’s overall inclusion and diversity people with the best potential, business driver can be summed up rather than those who might simply 2.3 Boosting inclusivity by what it refers to as “The Four Ds”: have had the privilege to learn skills through flexible working “Greater Diversity, brings broader in the beginning. Debate, which leads to better A large part of creating inclusive Decisions and ultimately better It is also working in partnership dynamics at work are by creating business Delivery.” with industry peers through bodies inclusive processes that people such as the United Nations Global work within, particularly in terms of Ultimately, the company recognises Compact, EU Skills and Powerful working hours and where people that decarbonisation, electrification Women, to learn from best practice can work. Flexible working is a and the new infrastructure needed and review and compare its own key enabler of social mobility for in the future is going to require practices, which can lead to its own individuals with additional challenges continuous innovation and new improvements. and responsibilities in their lives that ways of thinking. It just so happens make a rigid nine to five or daily that boosting social mobility, by the Having levelled out the playing commute unviable. means of being a more diverse and field in recruitment, SSE’s attention inclusive business, is a fundamental rightly then turns to ensuring they This is why SSE has focused on means to result in that end. retain this talent, and this is done by flexible working, which is loosely creating an inclusive workplace. SSE defined as empowering staff to work SSE is committed to having an 2.2 SSE’s Inclusion Strategy consistently reviews for signs of bias where, when and how they choose. within performance management, Following a successful pilot of its inclusive culture contributing to SSE aims to create a more diverse succession planning and mentoring agile working office in Reading, being a great place to work. It wants workforce by building an inclusive 2 A PURPOSE-LED and coaching protocols. the company has now rolled out to create a workplace where people culture. can thrive and be themselves, with a agile working across the group. It It has created inclusive behaviour- workforce that is diverse and inclusive. SSE’s inclusion strategy is built actively encourages and challenges PEOPLE STRATEGY focused ‘Byte Size’ education around proactively recruiting people its leaders to think differently when modules written by and for Culture isn’t something that can be created or It understands that this all starts with with different backgrounds and recruiting by considering flexibility engagement, but also the business colleagues, as well as establishing an in advertised roles. This particularly implemented, it’s something that a company experiences into the organisation, case. Getting the most talented encouraging them to stay with ‘Inclusion Hub’ for all employees to supports working parents, and those lives through its people every day. people from all backgrounds with the SSE and also supporting them to access materials to grow their own who might face wider barriers to right skills and attitudes, and retaining move up to the highest levels of the awareness of aspects of diversity and staying in work. that talent and therefore being the company. This includes a plethora how to boost inclusiveness. It has best possible business, only results of inclusion activities and working also established exit interviews when Almost all job adverts now contain from being a place where people sessions, led by specialists and aided colleagues leave the business to gain the “happy to talk flexible working” want to work. by working groups in every division an honest insight to their experiences logo. This is an important step to of the business, which ensures these within the company. boosting inclusivity not only in 2.1 The case for boosting three stages are fair, transparent and jobs, but also opening up people open to all. Crucial to each stage is But social mobility goes beyond to considering a potential career, inclusivity and diversity the measuring of results, changing ensuring people can be connected knowing that working conditions Having a diverse workforce, and behaviours and managing the many to opportunity and stay in those roles, can be flexible, and is another strong ensuring everyone feels included and relevant processes through which it’s about ensuring people from all example of how SSE can successfully engaged, is more than just a good talent flows into and within the backgrounds can develop and progress open itself up to cohorts of people it thing to do, it’s also good for business. organisation. within the wider organisations. wouldn’t have reached before.

10 | 2 A PURPOSE-LED PEOPLE STRATEGY 2 A PURPOSE-LED PEOPLE STRATEGY | 11 The number of people who said SSE’s focus on introducing flexible 2040; strategic investment ahead investments to kickstart employment costs of living. However, a salary their contracted hours. Secondly, fair they can “work differently” in SSE working arrangements should be of need in electricity networks; a and supply chain opportunities in the people can live on is also dependent notice periods for shifts of at least increased from 34% in 2017 to 61% commended for helping support clean industrial revolution; leading green recovery, improve resilience on the number and security of hours four weeks’ notice, with guaranteed in 2019. It is evident that SSE’s long- all parents and carers in progressing the charge on electric vehicles; and and boost connectivity at a local, they work – in other words, people pay for cancelled or changed shifts. standing commitment to flexible in their careers within the company; green buildings for green jobs. regional and national level. need Living Hours to provide security working meant that it was well- and should lead the wider sector alongside a real Living Wage. equipped to deal with the effects in adopting the same approach. In the midst of the economic fallout Whilst tackling coronavirus continues of the coronavirus lockdown in It ensures that everyone can have resulting from the pandemic, now to be the national priority, the climate As a champion for the Living Wage SSE’s focus on March 2020. The changes that have flexibility and progress in their is the time for the UK Government emergency has not gone away and since 2013, SSE was keen to support introducing occurred in the working lives of SSE careers, and reduces the risk of to turbocharge the journey towards a failure to deal with it could result the Living Wage Foundation’s efforts employees throughout 2020 have, people leaving their career due net zero and give the go-ahead in even greater challenges. Indeed, to act against insecure working flexible working in many cases – and more often than to other responsibilities. for the private investment that will it is possible to speed up the energy arrangements such as exploitative not – been ones that have enhanced create jobs and opportunities for transformation in a way that mitigates use of zero-hour contracts which arrangements the socioeconomic consequences their working lives, focused on safety, communities across the UK and, in have become entrenched in some should be and brought about a flexibility that 2.4 Greenprint turn, make the UK a global leader in of the pandemic by generating such parts of the economy. investment. has unleashed, and often harnessed, SSE published ‘A greenprint for a the green energy transformation. commended for the vast talent pool in the SSE cleaner, more resilient economy’ Living Hours is a new accreditation This focus – and the go-ahead which sets the standard on helping support all employee base. in May 2020. 2.5 The Living Wage for projects ripe for investment responsible working hour practices. parents and carers Looking ahead to the future world of The greenprint included a five-point – is exactly the type of boost the and Living Hours It comprises two key commitments work, SSE has established a working action plan, submitted to the UK economy and energy sector need SSE has been an accredited Living in progressing in group tasked with developing Government, which had the aim of to support long-term, sustainable Wage employer since 2013 and a from employers for both their direct their careers within and implementing a future way of meeting twin objectives of helping jobs and contribute to UK GDP. For member of the Living Wage Scotland employees and sub-contracted working for the company which is the economy rebound from the example, SSE’s Transmission business Leadership Group since it was created workers. Firstly, a right to a contract the company safe, sensible, realistic, and flexible, coronavirus pandemic, while also has a minimum £2.4bn investment in 2014, demonstrating its record as with ‘living hours’, which consists of taking into account the challenges taking climate action to meet the plan of near shovel-ready network a first mover in key areas of boosting a guaranteed minimum of 16 hours of a pandemic, but also harnessing Government’s own net-zero ambitions. upgrade projects ready to go subject social mobility. a week (unless the worker opts out), the positive momentum and change to regulatory approval by Ofgem. with a right to switch to a contract that the remarkable team across SSE The greenprint’s five key proposals Putting these business plans into The real Living Wage sets a minimum that reflects accurate working hours Group has developed. include: a net zero power system by action will enable large capital standard for pay that meets the real for those regularly working above

One study indicated that flexible work practices can result in higher rates of employment, and better matches between qualifications and job skill-level, for women and mothers.

It demonstrated positive broad associations between the adoption of reduced (and part-time) hours and the female employment rate. This means that more flexible working arrangements increase the probability of retaining women in careers, and boosts progression.

It showed that, while we know women and mothers are a group that are underrepresented in workplaces across Europe (particularly in senior management and director levels within European businesses) compared to their representation in the general population; improving the scale and quality of their representation in the labour market promises significant net gains for the economy, as well as having significant gains for socioeconomic inclusivity, and gender equality.

12 | 2 A PURPOSE-LED PEOPLE STRATEGY 2 A PURPOSE-LED PEOPLE STRATEGY | 13 3 WIDENING PATHWAYS INTO EMPLOYMENT

which its commitment to inclusion As part of this, SSE has committed to jobs programme aimed at helping 3.1 Improving recruitment: and diversity is explained. 3.3 Accessibility and a package of support for serving and recruit people into the industry in the a fairer, more level adjustments ex-forces personnel and their families. wake of the coronavirus crisis. This means potential candidates can playing field SSE has reworked its job adverts to see as early as possible that SSE is It includes additional leave for training, The 12-week programme, run SSE has made significant changes ensure they all have a key point of committed to inclusion for all. Where support for those with family away jointly by SSE Renewables and SSE to its recruitment processes in order applicable, SSE uses the recognised contact, offer special requirements/ on service and recruitment efforts to Transmission, supports people who to ensure it reaches talented people “happy to talk flexible working” logo adjustments at all stages and include support ex-servicemen and women have taken a career break or are from all possible backgrounds, and on job adverts, encouraging people an Equal Opportunities statement. considering a career in energy. in line with its commitment to social to engage to find out more about the The company’s resourcing team looking to return to the sector. mobility and diversity, is consistently has also completed inclusive hiring flexibility on offer at SSE. 3.4.2 STEM returners programme reviewing and improving its methods. training. Hiring Managers are expected With placements across Scotland, to complete this training before In August this year SSE partnered with applicants will have the opportunity While this shift is ongoing and commencing recruitment and are 3.2 Opening access STEM Returners to launch a new pilot to gain a full-time position with SSE. continually being assessed, strong given guidance on their responsibilities progress has been achieved so at all levels regarding inclusive recruitment far. SSE has reviewed all levels of Senior managers with hiring throughout their hiring journey. its processes, from qualifications responsibilities and influence are These things combined mean that preferences, the access points into now charged with building inclusive candidates who wish to discuss any the company, accessibility issues, role profiles focused on experience adjustments they may require or ask flexible working and embedding and transferable skills, rather than inclusion in the recruitment channels. about the role requirements can do simply qualifications, degrees and so confidently. technical expertise. Standard job CASE STUDY 3.1.1 Strengths-Based Recruitment advert templates are used during Such adjustments, however small, SSE has partnered with external the recruitment process to drive can make the difference between The Armed Forces Covenant expert Cappfinity to enable it to consistency and offer a ‘belt and an individual being able to access an design an entirely “strength-based” braces’ approach to challenge opportunity – or being unable to do so Jonathan Switzer, SSEN Technical Delivery Engineer, was recruitment approach for its 2020 thinking around the key job – and can really open up a company recruited by SSE’s networks business, SSEN, after leaving engineering apprentice cohort. requirements. to cohorts of people that they wouldn’t the forces in April 2014. The former Royal Marine spent have reached otherwise. seven years in the military as a heavy weapons specialist. This builds on changes made in SSE has also committed to ensure He said: “I’m proud to work for a business that is playing 2018/19 to apprenticeship recruitment, all vacancies are openly advertised, its part in supporting people like me who are ready for with qualifications asked for as a 3.4 Supporting all kinds ensuring attraction and selection their next career.” preference rather than as mandatory processes are transparent and that of backgrounds for the first time. opportunities are available to all. Veteran and former Reservist, Colette MacLeod who 3.4.1 Armed Forces Covenant This is incorporated into monthly These changes are designed to attract served with the RAF from 1983-87, works in HR as a reporting so they can check the SSE’s association with the Armed and retain more diverse candidates, Project Business Change Manager in Perth. She said: percentage of: roles not openly Forces can be traced back to the giving those from more challenging “SSE’s signing of the Armed Forces Covenant is a advertised by exception; roles that pioneers of its hydro projects, the backgrounds, and therefore with a demonstration of care and commitment the business carry the Flexible Working logo; and, Tunnel Tigers, many of whom were lower chance of a good education, has for veterans, reservists and their families, ensuring hiring managers who have completed former members of the services a better opportunity to join SSE. welfare and wellbeing needs continue to be supported. pre-recruitment inclusion training. themselves. Alongside the Living Wage and Fair Tax Mark recognition, “I believe the Armed Forces Covenant This is part of a shift within SSE from The business already employs it shows SSE’s commitment to fairness and commitment recruiting for skills to innate strengths SSE also uses the gender decoding is of huge significance and was really veterans and reservists in a wide to do the right thing by those who have served their and demonstrates how SSE is shifting platform Katmatfield.com to test job variety of roles from operating country. There is also a wealth of talent and experience happy to hear SSE would be signing up towards a more sophisticated adverts for gender-coded wording. renewable assets such as windfarms which the Armed Forces community can bring to the to it. Many Veterans and Reservists are approach which enables it to recruit The tool ensures the use of gender- and hydro plants to maintaining the energy industry, particularly in addressing specific talent from all backgrounds. neutral wording on all job adverts. flexible electricity grids to transport placed at a disadvantage due to their Inclusive role profiling is also being clean energy. personal and technical skills gaps.” time in the Service and the sacrifices 3.1.2 Inclusion and diversity embedded used for all roles, while information Charlotte Ryan, works as a project coordinator within SSE they made. The covenant is a way of within recruitment channels about it is widely available to staff In December 2019, SSE via SSE’s internal document library, demonstrated its support for serving Enterprise. She left the army in 2014 and joined SSE the acknowledging this and ensuring any SSE recently launched an Inclusion which also has further information on and ex-services personnel by signing same year, after serving in Northern Ireland, Germany, disadvantages they may face are and Diversity at SSE webpage, on gender neutral wording. the Armed Forces Covenant. Iraq and Afghanistan. She said: reduced much as possible.”

14 | 3 WIDENING PATHWAYS INTO EMPLOYMENT 3 WIDENING PATHWAYS INTO EMPLOYMENT | 15 But to dig deeper than this, into tech roles, develop them and opportunities exist, but young people, retain them. and people of all ages, are not being matched up to supply the demand. Indeed, while around 50% of GCSE Physics pupils are female, this falls to There isn’t a silver-bullet solution for 22% for A-Level Physics. Meanwhile, these significant socio-economic just 11% of engineering and problems. There is a strong need technology first degree entrants and for businesses to not only work eight% of engineering apprenticeship together across the private sector new starters are female. In the and invest in young people. But to workplace, just 12% of people engage with schools, colleges and working in engineering are women. universities to ensure that the next generation of talent that will be However, there is a wider lack of entering the workforce is aware of STEM capital and awareness among the opportunities, and those young both genders. For example, just people can acquire the right skills for 23.6% of young people aged 11 to those opportunities. 14 and 25.5% of those aged 14 to 16 reported knowing what people The skills gap has been analysed by working in engineering do4. Engineering UK in its 2019 annual review. When considering forecasted Without the right role models or influences, it’s easy to see how a demand against Level 3+ engineering- Barnardo’s, and Career Ready, all lack of understanding of future related apprenticeship completions whom are equipped with the relevant careers as specific as engineering can and the current and potential supply expertise to effectively deliver SSE’s become distant from young people, of engineering skills arising from engagement in schools on the ground. higher education, it estimated a particularly for those from less shortfall of between 37,000 and privileged backgrounds. 4 RECRUITING THE 4.1.1 SSE’s STEM Ambassadors 59,000 in meeting the annual demand By engaging with local schools and for core engineering roles requiring SSE has increasing governance in the having those conversations with 2 quality of material used in schools GREEN WORKFORCE Level 3+ skills required . young people about the day-to- outreach programmes, and ensuring day of STEM careers, SSE aims to SSE has demonstrated how it is more support for colleagues who inspire ambition that can set young engaging with young people, visit schools. OF THE FUTURE people on the path to a future career promoting STEM disciplines and within STEM industries, building careers, through its school and The SSE Education Programme SSE recognises that the transformation that will STEM capital among young people SSE is determined community engagement with Teach offers a variety of engagement be brought about by the decarbonisation of the UK generally, as well as addressing the First, Career Ready, Barnardo’s from inspirational career talks to that it anticipates STEM gender gap early. economy will require new skills for the future. Works and SSE Works; alongside STEM projects and challenges. The company currently has more than the skills needed its involvement in the Scottish SSE uses its education programme 200 employees who volunteer Government’s Developing the Young to promote STEM subjects, academic for the future of as STEM Ambassadors across all Workforce initiative. and vocational, as well as promoting energy and the STEM careers, connecting up disciplines and geographic locations. This means that young people demographics of young people that Local strategic partnerships are 4.1 School engagement: how education leads to these wider STEM growing up in schools and are the furthest away from opportunity, opportunities, and creating direct hire currently being formed across economy, and communities across the UK must such as those not in education, Promoting STEM opportunities to more strategically priority locations, working with be engaged with and learn about employment or training (NEETs). disciplines and careers connect up school engagement with feeder schools who have identified prepare young this transformation – and the pathways into careers. themselves as needing the support of new opportunities and careers According to recent findings by the Many of the barriers to accessing an employer. This selection has been people for the that lie ahead – and the skills and Confederation of British Industry, the opportunities begin in the classroom These efforts are undertaken against made on indicators such as Free qualifications required to reach majority of businesses have reported of schools across the country. the context of a shortfall in the level School Meals, areas of deprivation, different skills There are fewer examples of this those exciting possibilities. they find it difficult to fill skilled roles, of new engineering talent coming BAME or rural location. required. with just under two-thirds (64%) of being more true than with gender out of the education system versus SSE is determined that it anticipates businesses cited not being ‘work and STEM subjects, with significant demand. A disproportionately low SSE works with a variety of partners the skills needed for the future of ready’ as the reason for this1. gender differences in take-up number of women in the sector is to support schools. The Gatsby energy and the wider STEM economy, of some GCSE STEM subjects, of particular concern. Benchmark in England and the and prepares young people for the This means that there is a worrying including engineering (10.5% female), Careers Education mark in Scotland different skills required. deficit between the demand for computing (20.2% female), design SSE has delivered this engagement lay out the minimum requirements and the supply of skilled labour. It and technology (32.9% female) with a number of strategic for schools to offer a number This is why SSE’s education and is clear that not enough is currently and ICT (37.0% female)3. SSE have partnerships, such as its involvement of employer engagements and employability approach influences being done to equip our young now signed the PwC Tech SHE Can in the Scottish Government’s meaningful work experience. SSE is change at the primary, secondary people with the skills for the jobs and charter to help address this along Developing the Young Workforce looking to find virtual solutions to and graduate level of education; and opportunities that are available across with many other companies and initiative, and its strategic delivery ensure these requirements are met is also strategically targeted among the country. organisations to attract more females partnerships with Teach First, during the coronavirus crisis period.

16 | 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE 1 CBI (2019). ‘People and Skills: Education and learning for the modern world’ 2, 3 and 4 Engineering UK (2019): ‘The State of Engineering’ 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE | 17 support for education is with Teach work experience placements and site • The proportion of BAME trainees 4.1.2 Developing the young 4.1.3 Tackling entrenched First, a social enterprise registered visits for STEM teachers and careers was 22% in 2019 – compared to workforce inequalities with Teach First as a charity which aims to address advisors to help shape careers 15% in 2015 Developing the Young Workforce As demonstrated previously in educational disadvantage across discussions in schools. (DYW) is the Scottish Government’s terms of gender, classrooms across England and Wales, through • The proportion of LGBT+ trainees Youth Employment strategy to better the UK are home to some of the specialist training for aspiring and SSE has also created careers videos was 12%, versus 6% in 2015 prepare young people for the world most entrenched, deep-rooted training teachers. and a game to inspire pupils to • The number of trainees with of work. inequalities. All too often, the think about careers in the energy circumstances of a child’s start in SSE has partnered with Teach First sector, to promote the possible disabilities rose from nine% to The employer-led Developing the life determine its outcomes. across three ‘partnership hubs’ that career pathways across STEM in an 17% in the four-year period SSE has Young Workforce Regional Groups engaging, accessible way. are being developed in Plymouth, • The proportion of trainees who set up across Scotland are connecting In 2018 43% of children entitled to Swindon and Hayes, London. partnered with In line with SSE’s approach of changed career to join Teach First employers with education. free school meals did not reach a Additional activities are also taking measuring impact, the outcomes of made up 30% of the 2019 cohort, Teach First good level of development at age place elsewhere in southern England. SSE leadership is actively involved as five, compared to 26% of their more SSE’s involvement with Teach First compared to 22% in 2015 across three both members and chair of the Perth advantaged peers5. Later on in the has already been significant. In terms of what this partnership • 30% of 2019 trainees attended and Kinross Advisory Board of the educational life, in Key Stage 4 (KS4) delivers on the ground, SSE ‘partnership Data from the 2019 cohort of a school in a disadvantaged area initiative. This builds on its fundamental at around age 16, pupils eligible for supports Teach First in delivering its student teachers supported through themselves, compared to 16% commitment to developing young free school meals (FSM) gain an strategic aims of placing teachers hubs’ that are the partnership – numbering 1,735 in 2015. people and preparing them to be average of 243 points (in GCSE and in underperforming schools. equivalent qualifications) compared trainees – shows the significant being developed work-ready and connecting them up Specifically, the partnership with SSE This is a strong example of how to 319 for non-eligible pupils6. impact of the partnership: in Plymouth, to opportunities through a range of is designed to influence an increase businesses can go beyond doing strategic delivery partnerships. The scale of these problems is stark, in STEM subject teachers and more • A 78% growth in the number of good by doing the simple yards of Swindon, Hayes, and while many businesses might see inclusion and diversity among STEM teachers year-on-year going into schools and talking about SSE seeks to build on the ethos attainment in schools as outside of teaching personnel. careers, but following SSE’s approach within Developing the Young London. their remit, SSE has set out to help • The steepest year-on-year growth of adopting a more long-term Workforce in its work with young support education and schooling in SSE’s involvement in the partnership came in subjects where shortages approach, focused on developing people across schools and local some of the most challenging areas. includes the appointment of ‘career exist: Design and Technology relationships with select schools in communities and engage with leads’ to work closely with careers (+100%), Modern Foreign less privileged areas, making clear the strategic schools identified by the This is why the first segment of SSE’s advisers and teachers in target Languages (+98%) and Science early career pathways available and regional DYWs. strategic engagement and schools. The company also provides (+92%) focusing on outcomes and impact.

5 Social Mobility Commission (2019). ‘State of the Nation Report 2019: Social Mobility in Great Britain.’ 6 Gorard, S, Siddiqui, N, Huat See, B,. (2019). ‘The difficulties of judging what difference the Pupil Premium has made to school intakes and outcomes in England’

4.1.4 Supporting academic ambition through scholarships

The SSE Airtricity Scholarship SSE is also supporting wider academic and vocational education ambitions in local communities through the provision of scholarship financing. The SSE Airtricity Scholarship was first established in 2014 and has provided funding to over 200 students with a total of £670,000 awarded to date. It provides 50% funding support towards the cost of third level fees for students commencing first year studies at SSE’s partner colleges.

Although funding is available for a broad range of subjects, including business, media and design, there is a particular emphasis on STEM subjects.

Through the Scholarship programme, SSE is working with Ulster University, South West College and North West Regional College.

Its aim is to create greater awareness and diversity in STEM subjects, and to ultimately increase employment in those areas in Northern Ireland.

18 | 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE | 19 This is more than just a business doing good, it is also good business, and the business case for programmes like this is compelling.

The Galway Wind Park Scholarship managers, meanwhile, are matched 4.2.1 Barnardo’s Works 4.2 Boosting employability with the young people for a six- Galway Wind Park in Ireland became fully operational in October 2018 and is One of the most significant factors SSE formed a strategic partnership month paid work placement. During now generating enough renewable energy to power around 140,000 homes, underpinning low social mobility with Barnardo’s, as part of its this often-transformational period ‘Barnardo’s Works’ initiative, in which while offsetting over 220,000 tonnes of harmful carbon emissions annually. is low employability. This can be for the young person, they learn considered in two ways. Barnardo’s identifies and engages vital workplace skills and receive a with young people (aged 16 to 24) respected certificate which can help But beyond the benefits for the climate, SSE is determined that many of its who are NEET to help them find Firstly, in terms of individual them to secure a permanent job or employment, by engaging, training sites can have benefits for local communities too, and the Galway Wind Park employability, whereby individuals training or education opportunity. and mentoring them. Scholarship is a key example of how they want to integrate benefits for local might have lower employability, This is more than just a business communities in a way that goes beyond creating opportunities for work, but for instance, due to lower levels Being unemployed for a prolonged doing good, it is also good of education. Secondly, in terms period is among the many barriers business, and the business case for supporting wider development by supporting and facilitating education. of group employability, where of social mobility. The scheme is programmes like this is compelling. collectively groups of people in specifically designed for young The Galway Wind Park Scholarship, now in its second year, was set up to support certain geographic places, or people out of work or on a zero hours In a study carried out by SSE on students who live close to the wind park in their college education. More than 30 groups from certain demographics, contract for more than six months. the programme showed that approximately 70% of young people scholarships were awarded to recipients in 2019/20 with over €130,000 awarded. might have lower levels of SSE recognises that in order to employability collectively. on the programme go on to full-time make a real impact, this can’t be employment – around half of them The scholarship was created to help local students, living within 20km of Galway done as an ad-hoc programme, but with SSE. In recognising this complex must have a long-term approach Wind Park, with their student fees and living expenses whist creating a pool of relationship between employability to build relationships and trust in Within SSE’s ‘Changing lives, growing well-trained and experienced professionals, transforming career prospects in and social mobility, SSE has set out those communities. That’s why SSE value’ report on the Barnardo’s Works regional communities and positively impacting future generations. It provides to increase equality of opportunity has worked with Barnardo’s since programme, SSE showed that for by forming strategic partnerships to 2008, investing almost £1m into the every £1 invested by the company, 50% grant support towards a student’s annual fees for a maximum of three years. boost employability for young people scheme and providing quality work there is a return of £7.67 over five and adults. placements and supporting young years split between gains for the The Scholarship supports students attending Galway-Mayo Institute of people towards employment. company, increased wages for the Technology (GMIT) and National University of Ireland (NUI) Galway as well as It has formed a relationship with individual, increased tax payments The programme aims to enable and lower benefits payments for other educational institutions across the island of Ireland. Barnardo’s to help those classified as NEET, with Career Ready to help the young people to overcome government. But there are clearly the challenges keeping them out additional returns to the individual, In order to qualify for the scholarship, recipients have to demonstrate how young people build the skills they need to prepare themselves for of employment including a lack their local community and wider receiving the scholarship will add benefit to one of the following areas; the workplace, and has built on of vital skills, an inadequate CV or society too. challenging personal circumstances. energy efficiency, safety, social and environmental sustainability, recreation the success of these partnerships In terms of real life outcomes, the and tourism with education and skills development. by forming its very own SSE Works Barnardo’s works with job centres programme has given around 300 employability programme with and skills bodies to help get young people the opportunity to turn Business in the Community Ireland. participants job ready. SSE placement their lives around.

20 | 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE | 21 SSE is consistently learning and looking to evolve its work, building on CASE STUDY successes, and learning from where Barnardo’s Works employability programme things can be improved.

After graduating from university, Emily Bradley-Parrish “The interview with SSE was a bit daunting, so it was a contributions from: employees Participants have the opportunity 4.2.2 SSE Works was unable to find employment after seven months huge relief to find out I had been accepted into a position across SSE’s businesses who will to take part in a paid, four-week of searching. She found out about Barnardo’s Works in the SSE Resourcing Team that evening. Owing to the success of SSE’s share information on the company internship, which upon completion they are required to present their at SSE and, after a successful interview, joined the SSE Barnardo’s Works partnership, the within an Irish energy context; and “I accepted the position in SSE because I wanted to gain company partnered with Business in from HR and Engineers Ireland who experiences and what they gained Resourcing Team through the programme. Emily has now general administrative experience so that I could gain the Community Ireland in 2017/18 will provide networking opportunities from the programme, which seeks to secured a permanent job in SSE’s Renewables business. the skills and experience that I kept being told I needed. to introduce a new social inclusion for the women as well as other invest an increased understanding of their own self-awareness, confidence I didn’t expect that I would enjoy working in Resourcing initiative, ‘SSE Works’. supports such as information on Emily said about her experience: “Those seven months and achieved a better understanding of and in SSE so much. My colleagues are incredible: they ensuring their accreditations are of job searching were extremely disheartening. I kept SSE Works was initially a pilot their own long-term goals. This is a key made me feel welcome, didn’t put unrealistic expectations recognised in Ireland. wondering what was wrong with me and why wasn’t employability programme which example of the wider cultural capital on me, and I was given excellent training. I have gained far that is gained throughout the process, I getting hired. I had done everything ‘right’ – so why provided a six-month fully paid more than just administrative skills during my placement. 4.2.3 Career Ready seeking to boost employability and couldn’t I get a job? work placement to people facing I think I have grown a lot as a person and feel confident in various long-term barriers to SSE has partnered with Career Ready wider, less tangible personal skill-sets. myself and my work. accessing the workplace. since 2013 as another part of its In line with SSE’s outcomes- wider aim of opening up the world “I had a few unsuccessful interviews within the company After its first run, it was extended and focused approach, the impact of “Thankfully, I found out of work to young people. while still on my six-month Barnardo’s programme, but full-time contracts were offered to the partnership with Career Ready has also been measured. As of 2019, about the Barnardo’s my interview feedback got more positive with each one. participants instead of just a six- The charity works with young month placement. This immediate SSE mentors have supported over programme and was Towards the end of my placement I was offered the people ages 16 to 18 and SSE’s 100 students and in doing so have position of Project Administrator working on the Seagreen improvement offered more than just employees volunteer as mentors, an opportunity to get an experience, helped those young people during accepted onto it. Project. I was so happy – not only did I have a permanent with the company providing further their time with the company, wider but the opportunity to step on a job but it’s in a business area that I’m extremely interested opportunities which help students to career choices and opportunities, progression pathway towards a future The group spent a month in. This job meant I could move to Glasgow where I’ll be increase their awareness of working and potentially in their progression to career within SSE. based, and I finally feel like I am making progress on my life whilst they are still at school. higher education. building skills, preparing These opportunities span various goals. I know that without the opportunity I was given by On its third iteration, part-time business areas within the group, In total, SSE has invested the us for employment and SSE and Barnardo’s I wouldn’t be in this position, doing a positions were also considered, providing access to a wide range equivalent of approximately £84,000 job I’m passionate about.” taking into account participants our interview with SSE.” of potential career options. in salary costs to ensure each student who may be in a caring or parenting experiences a worthwhile and valued role and unable to take up full-time Career Ready’s programmes take internship with the company. employment. the form of rolling two-year cycles, SSE Works is a best in class example of supporting individual students that an employability programme, on-par require extra support, beyond the with the very best examples of leading schools-based and parental influences practice that the Social Mobility in their lives, into pursuing a career. A Pledge has seen across the UK. large part of these programmes don’t just focus on supporting academic Due to the constraints which attainment in school but seek to build coronavirus has put on the running wider cultural capital that is not easily of this programme in 2020, SSE attained in the classroom environment. Works is scheduled again for 2021 when appropriate measures can be Throughout the two-year rolling put in place to ensure participants are programme, students typically fully supported in their transition back attend six masterclasses focused on into the workplace. developing their personal skills and understanding of the workplace. In the intervening period, a virtual educational programme is being Topics include self-awareness, developed which is targeted at effective communication and women from migrant communities networking, success at interviews, who are qualified primarily in preparing for work, success at engineering roles but who are assessment centres and “brand you”; experiencing barriers to entering exploring their own career brand and roles in this field. The programme understanding how important it is for will consist of weekly sessions with future success.

22 | 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE | 23 Total No. of 4.3 Entry-level Year Technical SSEN Enterprise Renewables Thermal programmes for all Apprentices

4.3.1 Technical Apprentice 2019 72 42 20 9 1 Programme 2018 69 39 21 2 7 SSE invests millions of pounds each year in its an annual intake of technical 2017 57 17 34 6 0 apprentices and technical skills trainees. Since 2007, SSE has offered apprenticeships and technical skills up apprenticeships within Renewables programme focused on adult traineeships to around 2,000 people. and Thermal. Apprentice intake data learners. This programme provides for the last 3 years is as follows: SSE’s Technical Apprentice Programme a structured route for people looking is a great pathway of entry into the Around 80% are based in the South for a different career path, to retrain sector for school leavers and young of England during what is typically and join the energy sector on a adults to progress into a career at the a three to four-year programme well-thought-out development company, particularly for those who offering nationally recognised programme, and while opening choose not to attend university. qualifications as part of pathways into the sector to wider a formal apprenticeship pathway. talent pools, enables SSE to help Apprentices predominantly work in address the wider skills gap across the Networks and Enterprise business Furthermore, in 2016 SSEN also the UK, and boost social mobility units, with a small number also taking launched an apprenticeship and opportunities.

CASE STUDY CASE STUDY Career Ready SSE’s technical apprenticeship programme

In July 2019, SSE welcomed Perth and Kinross students and it has been great to support Kirsty through the first Jasmine Allen and Braidon Nurse are making their first at the centre of that in the construction of Dogger Bank in to the business for a four-week Summer Internship year of this programme. Between the LEAN 5S events, forays into their careers in the energy industry. Both are and Seagreen Offshore Wind Farms. As well as generating as part of the Career Ready Programme. One of these a site visit to Griffin Wind Farm, an ‘End of Internship working towards qualifying as wind turbine technicians, clean green energy, these projects will also create jobs students was Kirsty, who joined the Onshore Wind Presentation’ and delivering a Health and Wellbeing and will work on SSE’s Greater Gabbard Offshore Wind for people constructing the sites and the for the people Operations and Maintenance team during her placement. engagement piece, Kirsty has really been pushed out Farm off coast of Suffolk. who will maintain and run the windfarm.” of her comfort zone. I am very proud of how Kirsty has With SSE pledging £7.5bn of investment in ambitious low Laney Armstrong, Kirsty’s mentor during the embraced the opportunity, and her attitude towards the carbon investments across the UK and Ireland they are placement said: challenges we have given her.” setting out at arguably the sector’s most exciting moment. “My internship went really well” Kirsty explained “I learned Speaking about what attracted them to a career in beneficial skills and made amazing new friends who were “SSE and Career Ready renewables, Jasmine said: involved in the programme. I got an insight to working in have supported this amazing an office and how long a shift can feel in comparison to a day at school (very long!). I enjoyed meeting new people “Being a part of an industry that is set opportunity for Kirsty to come from other schools in the programme and getting to hear to play such a huge role in the future in to SSE and use this time to about some of the things employees do across SSE. I was of energy. It’s exciting to be involved proud of myself for sticking at this programme – before in maintaining and creating a better develop her existing skills it began, I had huge doubts and was even considering future for everyone. It’s also fantastic base and become a pulling out! During my internship I have gained more to be able to face new challenges confidence in myself, I was able to present in front of confident young adult.” a group of adults which I never thought I would be every day as the industry grows.” able to do. I would just like thank EVERYBODY who has On the growth of renewables and the opportunity that Transitioning from education to rewarding employment helped me during my internship, it has been an amazing presents Braidon said: “I think that this industry is only or on to further education can be a daunting experience experience that I will always remember.” going to continue to grow and its great news that SSE is

24 | 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE | 25 CASE STUDY Delivering a return on investment from training programmes

SSE has as track record in quantifying the benefits of its training and employability programmes. Within its ‘Valuable people’ report, SSE showed the positive impact of investing in training programmes and growing talent for not just the company, but for the individuals and wider society too. This value comes from increased wages for individuals, increased productivity and output for the company, and increased tax revenue which benefits the whole of society.

SSE found that for every £1 invested in its technical apprentice programme, there was a return on investment of £4.29 and for its technical skills trainee programme, there was a return on investment of £7.65.

high level technical competence and Previously, SSE has recruited 10 to 20 To enable a more diverse intake, while 4.3.2 Technical Skills 4.3.3 Graduate Programmes project management. engineering and IT graduates per year, finding vital talent for the business, Since 2007, Trainee Programme On an annual basis SSE welcomes principally across SSE’s networks and SSE is also opening up its engineering They will also undertake various SSE’s ‘Technical Skills Trainee’ graduates from a broad range of SSE Renewables businesses. programmes to consider candidates SSE has recruited work placements to put their newly- programme is a trainee engineer with a Bachelor’s level degree; learned knowledge into practice and backgrounds onto its Graduate Then in 2019, it recruited just over 275 Technical Skills programme which provides an whereas previously some businesses gain practical, hands-on experience. Development Programmes – and 40 graduates right across the opportunity for trainees to earn a these schemes are growing rapidly. business and also from more diverse in the group have only considered Trainees across our good salary while learning, combining They will undertake the study degree disciplines, including business those with Masters level degrees. SSEN, Renewables work-based skills with academic study. element of the programme with a During the programmes, graduates and commercial, telecoms, project Since 2007, SSE has recruited 275 selected academic provider whilst experience several challenging and sales engineers, IT and Cyber as and Thermal Technical Skills Trainees across our SSEN, receiving mentoring and support at interesting placements, where they well as more traditional electrical, Renewables and Thermal business areas. business areas. a designated SSE site. will receive early accountability for mechanical, civil and other energy- related degree disciplines. Over three years the trainee’s For Technical Skills Trainees key activities. course-based learning includes working within the SSEN business This year, the company will further risk assessment and management, area, progression onto a Higher Each programme offers different increase this intake, recruiting just workplace projects to develop Level Apprenticeship in Project learning opportunities providing over 60 graduates, with even more academic learning, technical skills Management is also built into the practical skills, hands-on experience business areas looking to bring on training within SSE’s Training Schools, programme during Year 3. and relevant professional qualifications. new talent.

26 | 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE 4 RECRUITING THE GREEN WORKFORCE OF THE FUTURE | 27 CASE STUDY Learning for Life

The Workspace Group NI delivers programmes The SSE Renewables ‘Learning and services aimed at boosting local regeneration, community cohesion and for Life’ Skills Fund is funded grassroots development in and around Mid from local wind energy across Tyrone. The £75,000 funding will facilitate their Tyrone, Fermanagh and Derry- work in engaging people to improve their quality of life by investing in people and places and by Londonderry through the SSE supporting community-led regeneration plans Renewables Regional Fund. and sustainability initiatives.

In November 2019, SSE Renewables were delighted to Following the recent coronavirus pandemic, it is partner with The Workspace Group Northern Ireland (NI) hoped that this funding can help provide practical through the provision of £75,000 awarded to the group solutions to major challenges by working in for an employability, mentoring and training programme partnership with local communities, key funding over a five year period. bodies, statutory authorities and other agencies.

5 COMMUNITY INVESTMENT For example, around £200,000 The announcement came after a company-wide vote, in A key focus is 5.1 Direct investment per annum for the past two years which SSE Airtricity employees chose to put their energy into in social mobility has been awarded to the RISE fundraising and volunteering for the homelessness charity. on supporting project (Respect, Innovate, skills In 2019/20, SSE Renewables invested 50 SSE Airtricity employees in Dublin took part in a sleep and Employment) to improve £8m into rural communities across out in November to raise funds for the charity with over the progression opportunities for young people the UK and Ireland, supporting 1,102 €15,000 raised in total. Employees in the Belfast offices of social mobility community projects. Overall, the excluded from school or from a took part in employee-led fundraising activities. The Home past five years have seen SSE provide disadvantaged background. Energy Services visited one of Dublin Simon’s homeless more than £30m in community and and equality of hostels with a view to reviewing potential retrofitting charitable giving or benefits-in-kind, Additionally, Wiston Lodge opportunities for the charity. opportunity. including employee time. received £97,000 from the Clyde Wind Farm to enable people from The Business Energy Services division of the business also The vast majority was granted disadvantaged backgrounds to provided Dublin Simon with a quotation for electricity to through SSE’s community benefit minimise cost to the charity. funds which deliver financial support experience outdoor education. to a diverse range of community Homelessness is a major barrier to gaining secure projects near to SSE’s renewable employment – and therefore one of the many developments in the UK and Ireland. 5.1 The Simon Community contributors to social immobility. Over the lifetime of its current assets, In May 2019, SSE Airtricity announced More recently, in August 2020 SSE Airtricity donated SSE Renewables will invest around a three-year partnership with the €15,000 to the Simon Community to support its work £80m in the Scottish Highlands alone Simon Community. through its community benefit funds. during the coronavirus outbreak. The effects of the coronavirus emergency on Simon Communities have been A key focus is on supporting the SSE is supporting the charity costly and wide-ranging. Simon Communities are already progression of social mobility and in its mission to provide care, seeing the impact of this loss on their services and are equality of opportunity. Since 2012, accommodation and support for experiencing a significant reduction in fundraising income at least £4m has been invested in people affected by homelessness, as a direct result of coronavirus. This donation will support projects linked to social mobility through employee-led initiatives and its the Simon Community in assisting those more marginalised such as apprenticeships. marketing and sponsorship activities. and vulnerable members of society.

28 | 5 COMMUNITY INVESTMENT 5 COMMUNITY INVESTMENT | 29 6 INSIGHTS SSE is a company which lives its values and delivers on its purpose. Beyond its It has demonstrated how its leadership in the energy transition is successful more than just about preserving the planet: it’s about people too. outreach and engagement, SSE has a strong SSE has consistently shown itself to being one of the first-movers on long-term barriers to accessing the The company has shown that it SSE has shown a strong record of be a first-mover and an advocate for supporting the Living Wage campaign workplace. This is an approach that is leading by example in creating best practice in boosting social record of creating progressive change, from leading in in 2013, to providing practical has a proven focus on outcomes, an inclusive culture and ensuring mobility by tackling the skills gap, wider and more renewables, to campaigning for wider solutions for the Government in rather than purely being a means to everyone feels included and engaged. and demonstrating how the energy investment in clean growth to create aiding a clean and green economic increasing employability skills, and Ultimately, diversity and inclusion is transition presents opportunities for accessible jobs and opportunities. growth, with the publication of its is a stand-out example of boosting more than just a good thing to do, people, and opportunities to dispel pathways into ‘greenprint’ in early 2020. social mobility. it’s also good for business, and SSE inequalities of the past. SSE is taking its employees in is delivering on this in an impact- employment, the company, those in local It has shown a comprehensive and Beyond its successful outreach focused way. This Opportunity Action Plan has communities, and people across the chronological approach to boosting and engagement, SSE has a strong set out some recommendations for building on its For example, SSE’s impressive UK and Ireland with it on its journey, social mobility and addressing the record of creating wider and SSE to take this commitment further, focus on shifting working practices flagship as it seeks to make a wider social national skills shortage, or ‘skills more accessible pathways into and expand on its best practice in gap,’ and also in recognising that to a majority of flexible working impact, boosting opportunities, and employment, building on its flagship practical ways with an even greater employability the transformation in Britain’s can benefit not only parents, but tackling pressing socioeconomic employability programmes. and positive social impact. problems such as the national skills energy sector will require new skills all colleagues who have caring programmes. responsibilities, or health and shortage, as it progresses in tackling for the future. It has worked to create a more accessibility issues that might climate change. level playing field at the point It has delivered this through a make going to and working in a set programme of engagement with of recruitment, by shifting from workplace more challenging than It has clearly demonstrated that as skills-based recruitment practices, one of the largest energy companies schools, and partnering with those who don’t. to focusing on strengths-based in the UK and Ireland, it can use specialists such as Teach First; and recruitment practices. This means But SSE has gone one step further its size and scale, as well as its partnering with Barnardo’s on its recruitment focuses on potential, and set out to strengthen the leadership in renewables, to be an ‘Barnardo’s Works’ and Career Ready rather than those who might have had business case for the benefits advocate for responsible business. initiatives to reach young people from circumstances where barriers the privilege of being in a position to of diversity inclusion. It began benchmarking the benefit to the During the coronavirus pandemic, to opportunity are the highest and have learned those skills already. business of investing in inclusion when both public health and prepare them for the world of work. SSE’s apprenticeship programmes initiatives, and has calculated that socioeconomic challenges are since it began benchmarking, returns greater than before, SSE is a clear From these programmes, it has are a key entry pathway for school have risen from £4.52 in 2017, to example of how the transformation also sought learnings to widen its leavers and young adults to progress £7.51 in 2018, and to £9.85 in 2019. in energy can be harnessed for wider impact, and has developed its own into a career at the company, social impact. ‘SSE Works’ programme, which is particularly for those who choose not SSE’s work in proving the business an employability programme which to attend university; which also sit case has made diversity and It has demonstrated this through provided a six-month fully paid work alongside its graduate programmes inclusion tangible and outcomes its thought leadership, from initially placement to NEETs facing various entry pathways. focused, and has proven a business case that should inspire other employers to take a similar approach. This is another strong example of SSE providing genuine advocacy on social mobility and wider responsible business.

Thought leadership, and leading with action, is one of the key differentiators between the old style of Corporate Social Responsibility of self-promotion, to actually being a real advocate for change. This is a quality the Social Mobility Pledge believes SSE has firmly established in its approach to sustainability.

30 | 6 INSIGHTS 6 INSIGHTS | 31 7 RECOMMENDATIONS AND NEXT STEPS The Social Mobility Pledge has set out three pillars of recommendations for SSE. This builds on the strong record of best practice that SSE has demonstrated.

These recommendations encompass • targeting work experience With existing expertise in oil and gas, This would have wider economic community impact, advocacy and placement with to areas identified and world leading technological benefits outside of the energy sector Leadership leadership. with relatively lower life outcomes; innovation, it can pioneer Carbon, too, from manufacturing to engineering In many senses SSE is already a Capture and Storage capacities. sectors and their supply chains. leader. As one of the country’s largest • forming strategic partnerships to energy companies, constituents of Therefore, the Social Mobility Pledge Community Impact address the specific gaps in local But Britain will only benefit from the FTSE100, and as a company that recommends that SSE should be an SSE has a long track record of best areas and scaling out best practice. a Clean Industrial Revolution with has put responsible business at the advocate for the benefits to social practice in supporting communities For example, it could scale up its the right amount of investment heart of its agenda, it has recognised mobility by Government support and boosting outcomes throughout work with Teach First and apply to to kickstart it - and this requires how it can use its scale and take in kickstarting a Clean Industrial its programmes in local communities. other areas with significant gaps in direction from people, businesses leadership in being a force for good. outcomes; and Government. Revolution. The Social Mobility Pledge SSE can also take leadership on recommends that SSE considers In a time of deep economic • expanding the best practice of the Due to the regulatory set up of addressing the challenges in social where the widest opportunity gaps recession, canvassing for support for scholarship programme in Galway the energy sector, investment is mobility and opportunity this country The Social are in life outcomes around its main a Clean Industrial Revolution would to other areas with significant gaps. dependent on Government direction, faces, based on its community impact Mobility Pledge sites and offices. and careful planning by the regulator. preserve and increase opportunities; and its advocacy for a green recovery and enable levels of social mobility that creates jobs and opportunities. The Social Mobility Pledge has Therefore, while members of the not to stagnate further. recommends that provided an overview and analysis Advocacy Impact private sector like SSE stand ready to Through its community impact in of the key characteristics of life It is clear SSE is already committed SSE should be Addressing the Opportunity invest in a Clean Industrial Revolution, areas across the UK and Ireland that outcomes across some of SSE’s key to making the case for this through Gap through the Clean it needs the Government to set out its face the most significant barriers in sites, as shown in the Appendix. the lens of ensuring communities an advocate for Industrial Revolution own plan leading the way. life outcomes; to its advocacy on and people feel the benefit of a green boosting social mobility through It recommends that SSE uses such the benefits to recovery. the clean industrial revolution and an approach and consideration The issues of the people and planet But timing is important. In the the creation of green jobs - SSE will social mobility to inform future community are two sides of the same coin. backdrop of a deep recession In summary: demonstrate leadership in and across engagement and make an impact following the tragedy of the sectors on the social mobility agenda. by Government on opportunity gaps that exist. Dealing with the threat of climate coronavirus pandemic, this investment • SSE should make the case for the change offers huge economic in boosting the energy transition with need for Government investment With a strong record of innovation in support in This can include: opportunities for people and a Clean Industrial Revolution is more in green infrastructure for green energy, and best practice in boosting communities across Britain. kickstarting a • targeting school engagement important than ever before. jobs, the creation of opportunities; social mobility, SSE’s vision for the to areas identified with relatively future will set the pace for the energy Clean Industrial Britain is well placed to lead the • work with stakeholders, from other lower outcomes such as Glasgow The Government has already sector and wider national agenda. world in industrial decarbonisation, businesses across sectors, and Reading; outlined its plan to make Britain net Revolution. which in addition to lowering carbon zero by 2050, and during this time regulators including Ofgem, and This leadership will be drawn in • targeting mentoring programmes emissions and worsening climate of economic downturn, there is a inform policy makers to help deliver examples of its own impact, and to areas identified with relatively change, it would boost UK industry strong case to bring forward this this through the lens of levelling up building on its vision for a net zero lower life outcomes; and create skilled, sustainable jobs. investment significantly. and boosting social mobility. future in Britain.

32 | 7 RECOMMENDATIONS AND NEXT STEPS 7 RECOMMENDATIONS AND NEXT STEPS | 33 8.1 Glasgow City and Perth and Kinross This section looks at three areas of performance on the delivery of opportunities across SSE’s main offices in Scotland, in Glasgow City and Perth and Kinross.

It considers employment and unemployment; workless households; and Youth Social Mobility Index.

8.1.1 Employment and Unemployment

Employment and unemployment Glasgow City Perth and Kinross Scotland Great Britain (Apr 2019-Mar 2020) (%) (%) (%) (%)

8 APPENDIX: All People Economically Active 68.6 82.9 77.1 79.1 DATA ANALYSIS AND In Employment 65.7 80.4 74.5 76.0 Employees 58.1 67.6 65.4 64.9 COMMUNITY GAPS Self Employed 7.5 12.5 8.8 10.8 Unemployed (Model-Based) 4.5 2.4 3.3 3.9

Males SSE Community Gaps - Data Analysis Economically Active 71.4 88.7 80.6 83.4 SSE’s main offices in the United Kingdom are located In Employment 67.8 86.1 77.8 79.9 in Perth and Glasgow in Scotland; and Reading and Employees 57.2 70.1 65.9 65.4 Havant in England. Self Employed 10.4 15.6 11.6 14.3

Unemployed 4.9 - 3.4 4.1 These areas will be used as an examples of ways that SSE can match its footprint, and where it has Females a significant physical presence, and target its Economically Active 65.8 77.8 73.7 74.9 community engagement work to those areas. In Employment 63.6 75.4 71.3 72.1 Employees 58.9 65.4 65.0 64.4 It will useful examples of how gaps can be identified in Self Employed 4.8 9.7 6.2 7.4 areas where SSE has reach by using key measures on Unemployed 3.2 - 3.1 3.6 opportunity and social mobility; such as employment, workless households, and the social mobility index.

It’s important to note that the comparability between 8.1.2 Workless Households measures in Scotland and England differ. For example,

the standard Social Mobility Index produced by the Workless Households (Jan-Dec 2019) Glasgow City Perth and Kinross Scotland Great Britain

Social Mobility Commission in England, is not directly Number Of Workless Households 58,900 5,500 319,000 2,854,000 comparable with Scotland, due to Scotland having Percentage Of Households That Are Workless 24.1 12.0 17.7 13.9 free school meals universally. Number Of Children Therefore in Scotland FSM is not an indicator of non- In Workless Households - - 97,500 1,184,900 privilege, and thus the standard Social Mobility Index Percentage Of Children Who Are In Households That Are Workless - - 11.1 9.6 has not been used as a comparable measure here.

34 | 8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS 8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS | 35 8.1.3 Social Mobility Index 8.2 Reading and Havant Offices % 16 - 19 year olds participating % school leavers going on to Rank out of 32 Local Authority This section looks at three areas of performance on the delivery of opportunities across SSE’s main offices in Havant, (Scotland = 91.1%) higher education (Scotland=40.3) Reading and the South East. Youth SMI Stage It considers employment and unemployment; workless households; and Youth Social Mobility Index. 1 (HS) East Renfrewshire 95.7 60.9 2 (HS) East Dunbartonshire 95.1 57.1 3 (HS) Eilean Siar 95.4 40.9 8.2.1 Employment and Unemployment 14 Perth and Kinross 92.2 35.2

30 (CS) Glasgow City 85.9 31.2 Employment and unemployment Havant Reading South East Great Britain (Apr 2019-Mar 2020) (%) (%) (%) (%) 31 (CS) Dundee City 86.7 30.5

32 (CS) Clackmannanshire 87.2 22.4 All People Economically Active 74.9 82.8 82.3 79.1

In Employment 73.5 80.8 79.6 76.0

Employees 58.5 71.3 67.3 64.9 Average house % of people in % of jobs paid less Median weekly prices compared to local area with than the applicable Rank out of 29 Local Authority salary (Scotland Self Employed 15.0 9.3 12.1 10.8 median annual salary managerial/ real living wage = £419.45) (Scotland = 6.2) professional jobs (Scotland = 20.1%) Unemployed (Model-Based) 3.4 3.4 3.1 3.9

Working Lives SMI Stage Males 1 (HS) Edinburgh £457.80 7.9 40.1 14.4 Economically Active 83.4 87.9 85.8 83.4 2 (HS) East Dunbartonshire £488.57 7.2 40.9 24.1 In Employment 81.5 86.1 82.8 79.9 3 (HS) South Lanarkshire £436.60 5.0 27.1 18.1 6 (HS) Glasgow £410.47 5.3 30.7 17.0 Employees 55.4 72.9 67.5 65.4 25 (CS) Perth and Kinross £412.87 7.5 29.4 23.9 Self Employed 26.1 13.3 15.1 14.3

27 (CS) Angus £396.53 6.9 27.9 29.2 Unemployed - - 3.4 4.1 28 (CS) Moray £352.57 7.4 21.9 22.7 Females 29 (CS) Dumfries and Galloway £365.47 6.3 21.8 29.8 Economically Active 68.1 77.3 78.9 74.9

Social Mobility Commission (2017): State of the Nation In Employment 67.0 75.0 76.5 72.1

Employees 61.1 69.6 67.1 64.4 under-represented in employment and over-represented Self Employed 4.8 9.7 6.2 7.4 Analysis in self-employment. It is more complex to measure the typical indicators of Unemployed - 3.1 2.9 3.6 social mobility in Scotland. Glasgow is considered a hotspot at the working lives stage of the Scottish social mobility index, and Perth and Kinross While the Social Mobility Index in England uses the simple is considered a cold spot. Both Glasgow and Perth and and relatively reliable tracker of free school meal eligibility Kinross have median salaries below the Scottish average 8.2.2 Workless Households to measure performance of the most disadvantaged of £419.46 weekly. pupils, the Scottish government operates a universal entitlement to free school meals, meaning that while of In Glasgow, houses are more affordable than across Workless Households (Jan-Dec 2019) Havant Reading South East Great Britain Scotland generally, at only 5.3 times the annualised salary. great benefit to children attending school in Scotland, Number Of Workless Households 58,900 5,500 319,000 2,854,000 it means the FSM data in Scotland can not be used as a In Perth and Kinross, although salaries are slightly higher than variable to measure social mobility through education. in Glasgow housing is much less affordable, at 7.5 times the Percentage Of Households annualised salary. Perth and Kinross also suffers from a much That Are Workless 24.1 12.0 17.7 13.9 What we can clearly see is that within Scotland, place matters when it comes to social mobility. Rural and semi- greater number of jobs paying less than the living wage, at Number Of Children In Workless Households - - 97,500 1,184,900 rural areas of Scotland generally report better outcomes nearly a quarter. In Glasgow, only 17% of jobs pay less. than cities (with the exception of Edinburgh) and ex- Going to the youth stage of the Scottish index, Glasgow Percentage Of Children Who Are industrial towns tend to report the worst outcomes of all. becomes a ‘coldspot’, while Perth and Kinross is a fairly In Households That Are Workless - - 11.1 9.6 This is echoed in some of the findings of this report. average location. Both areas have lower than average While rates of economic participation in Perth and numbers of school leavers going on to study higher Kinross, a rural area, are high at 82.9%, rates in Glasgow education. And while Perth and Kinross has a relatively are much lower at 68.6% - worse than both the average strong 16-19 participation rate of 92.2%, Glasgow has a Scottish and British rates. In both locations, women are particular problem in this area, with only 85.9% participating.

36 | 8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS 8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS | 37 schools is 71%, making Havant the 8.2.3 Social Mobility Index Analysis 302nd best constituency, but an With none of its indicators in the top average Attainment 8 score of 36 Early Years: 509 Havant England 100 rankings and three in the bottom places Havant at 411/533. 100; across all life stages, Havant Percentage of Nursery providers rated outstanding or good by Ofsted 89 93 ranks at 504/533 on the Social Youth Life Stage Percentage of children eligible for free school meals achieving a good level of development 47 53 Mobility Index. Havant is a social The youth stage sees Havant fall mobility coldspot. to rank at 455/533. 86% of young people who were eligible for free Early Years schools find themselves in a positive At the early years life stage, Havant destination (defined as being in performs most poorly at 509/533. education, employment, or training) Only 89% of nurseries in the after completing Key Stage 4. Only School: 316 Havant England constituency are rated as good 23% of FSM-eligible young people or outstanding by Ofsted, worse will achieve two or more A Level or Percentage of children eligible for FSM attending a primary school rated outstanding than the national average of 93% equivalent qualifications by age 19, or good by Ofsted 86 83 and ranking Havant as 469/533 for those that do take A Levels will have an this measure. In the other measure average points score per entry of 25. Percentage of children eligible for FSM achieving at least the expected level in reading, writing and maths at the end of Key Stage 2 38 39 for this life stage, the percentage Havant ranks at 492 and 366 for these of children eligible for free school measures respectively. Percentage of children eligible for FSM attending a secondary school rated outstanding meals achieving a ‘good level of or good by Ofsted 71 72 development’, Havant is ranked Adulthood Life Stage Average Attainment 8 score for pupils eligible for FSM 36 39 466/533; 47% of those children At the adulthood life stage, Havant achieve a good level compared to ranks at 346/533. Although only the national average of 53%. 22% of jobs pay less than the real living wage, average earnings are School Year £407 weekly – the English average Ranking at 316/533 at the school is £443. Housing is nine times stage, Havant is in the bottom half the annualised salary, the 162nd Youth: 455 Havant England of constituencies. Although 86% of least affordable area in England pupils eligible for free school meals (where houses are eight times Percentage of young people eligible for FSM that are not in education, employment attend good or outstanding primary the annualised salary), and home or training (positive destination) after completing KS4 86 88 schools, only 38% of them achieving ownership is lower than average Average points score per entry for young people eligible for FSM at age 15 the expected level in reading, writing, at 61%, the 397th best area for this taking A-level or equivalent qualification 25 26 and maths at the end of Key Stage 2, measure. The percentage of jobs the national average being 39%. At in the area that are managerial and Percentage of young people eligible for FSM at age 15 achieving two or more secondary level, attendance of FSM professional stands at 29%, ranking A-Levels or equivalent by the age of 19 23 34 eligible pupils at good or outstanding Havant at 293/533 for this measure.

Adulthood: 346 Havant England

Median weekly salary of all employees who live in the local area 407 443

Average house prices compared to median annual salary of employees who live in the local area 9 8

Percentage of people that live in the local area who are in managerial and professional occupations 29 30

Percentage of jobs that are paid less than the applicable Living Wage Foundation living wage 22 25

Percentage of families with children who own their home 61 65

*Most recent HC Library Social Mobility Index (2018)

38 | 8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS 8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS | 39 Reading East

Early Years: 226 Reading East England

Percentage of Nursery providers rated outstanding or good by Ofsted 92 93

Percentage of children eligible for free school meals achieving a good level of development 56 53

School: 152 Reading East England

Percentage of children eligible for FSM attending a primary school rated outstanding or good by Ofsted 81 83

Percentage of children eligible for FSM achieving at least the expected level in reading, writing and maths at the end of Key Stage 2 41 39

Percentage of children eligible for FSM attending a secondary school rated outstanding or good by Ofsted 82 72

Average Attainment 8 score for pupils eligible for FSM 42 39

Youth: 218 Reading East England

Percentage of young people eligible for FSM that are not in education, employment after completing Key Stage 4. 30% of School Years or training (positive destination) after completing KS4 93 88 Analysis FSM-eligible young people will achieve Ranking at 152/533 at the school two or more A Level or equivalent Average points score per entry for young people eligible for FSM at age 15 With four of its indicators in the top stage, Reading East is in the top qualifications by age 19, those that taking A-level or equivalent qualification 24 26 100 rankings and none are in the 30% of constituencies. 81% of pupils do take A Levels will have an average bottom 100; across all life stages, eligible for free school meals attend Percentage of young people eligible for FSM at age 15 achieving two or more Reading East ranks at 106/533 on the points score per entry of 24. Reading A-Levels or equivalent by the age of 19 30 34 good or outstanding primary schools, Social Mobility Index. Reading East is East ranks at 301 and 414 for these with 41% of them achieving the a social mobility hotspot. measures respectively. expected level in reading, writing, and maths at the end of Key Stage 2, Early Years the national average being 39%. At Adulthood Life Stage At the adulthood life stage, Reading At the early years life stage, Reading secondary level, attendance of FSM East ranks highest at 37/533. Only East performs least well at 226/533. eligible pupils at good or outstanding Adulthood: 37 Reading East England 16% of jobs pay less than the real 92% of nurseries in the constituency schools is 82%, making Reading East are rated as good or outstanding living wage, average earnings are the 203rd best constituency, and an Median weekly salary of all employees who live in the local area 504 443 by Ofsted, slightly worse than the £504 weekly – the English average average Attainment 8 score of 42 national average of 93% and ranking is £443.Housing is nine times the Average house prices compared to median annual salary of employees places Reading East at 118/533. who live in the local area 9 8 Reading East as 316/533 for this annualised salary, the 141st expensive measure. In the other measure for area in England (where houses are Percentage of people that live in the local area who are in managerial Youth Life Stage eight times the annualised salary), but and professional occupations 43 30 this life stage, the percentage of children eligible for free school The youth stage sees Reading East home ownership is at 67%, slightly Percentage of jobs that are paid less than the applicable Living Wage Foundation meals achieving a ‘good level of fall to rank at 218/533. 93% of young higher than average. The percentage living wage 16 25 development’, Reading East is ranked people who were eligible for free of jobs in the area that are managerial schools find themselves in a positive Percentage of families with children who own their home 67 65 173/533; 56% of those children and professional stands at 43%, achieve a good level compared to destination (defined as being in ranking Reading East at 48/533 for *Most recent HC Library Social Mobility Index (2018) the national average of 53%. education, employment, or training) this measure.

40 | 8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS 8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS | 41 Analysis Adulthood Life Stage Reading West At the adulthood life stage, Reading With only two of its indicators in West ranks highest at 137/533. Only the top 100 rankings and four in the 17% of jobs pay less than the real bottom 100; across all life stages, Early Years: 503 Reading East England living wage, and average earnings are Reading West ranks at 449/533 on high at £490 weekly – the English Percentage of Nursery providers rated outstanding or good by Ofsted 85 93 the Social Mobility Index. The area is a social mobility coldspot. average is £443. Housing is nine Percentage of children eligible for free school meals achieving a good level of development 54 53 times the annualised salary, and home ownership is at 63%, slightly Early Years lower than average. The percentage At the early years life stage, Reading of jobs in the area that are managerial West performs worst at 503/533. 85% of nurseries in the constituency and professional stands at 33%, are rated as good or outstanding ranking Reading West at 180/533 for this measure. School: 491 Reading East England by Ofsted, worse than the national average of 93% and ranking Reading Percentage of children eligible for FSM attending a primary school rated outstanding West as 517/533 for this measure. In or good by Ofsted 77 83 the other measure for this life stage, the percentage of children eligible for Percentage of children eligible for FSM achieving at least the expected level in reading, writing and maths at the end of Key Stage 2 37 39 free school meals achieving a ‘good level of development’, Reading West is Percentage of children eligible for FSM attending a secondary school rated outstanding ranked 228/533; 54% of those children or good by Ofsted 33 72 achieve a good level compared to the Average Attainment 8 score for pupils eligible for FSM 34 39 national average of 53%.

School Years Ranking at 491/533 at the school stage, Reading West is in the bottom 10% of constituencies. 77% of pupils eligible for free school meals attend Youth: 224 Reading East England good or outstanding primary schools, with 37% of them achieving the Percentage of young people eligible for FSM that are not in education, employment or training (positive destination) after completing KS4 94 88 expected level in reading, writing, and maths at the end of Key Stage 2, Average points score per entry for young people eligible for FSM at age 15 the national average being 39%. At taking A-level or equivalent qualification 22 26 secondary level, attendance of FSM Percentage of young people eligible for FSM at age 15 achieving two or more eligible pupils at good or outstanding A-Levels or equivalent by the age of 19 30 34 schools is 33%, making Reading West the 32nd worst constituency, and an average Attainment 8 score of 34 places Reading West at 487/533.

Youth Life Stage The youth stage sees Reading West Adulthood: 137 Reading East England rise to rank at 224/533. 94% of young people who were eligible for free Median weekly salary of all employees who live in the local area 490 443 schools find themselves in a positive Average house prices compared to median annual salary of employees destination (defined as being in who live in the local area 9 8 education, employment, or training) after completing Key Stage 4. 30% of Percentage of people that live in the local area who are in managerial and professional occupations 33 30 FSM-eligible young people will achieve two or more A Level or equivalent Percentage of jobs that are paid less than the applicable Living Wage Foundation qualifications by age 19, those that living wage 17 25 do take A Levels will have an average Percentage of families with children who own their home 63 65 points score per entry of 22. Reading West ranks at 280 and 488 for these *Most recent HC Library Social Mobility Index (2018) measures respectively.

Disclaimer: Photographs within this report represent SSE’s business and not necessarily the company’s social mobility programmes. All photographs were taken before the coronavirus 42 | 8 APPENDIX: DATA ANALYSIS AND COMMUNITY GAPS pandemic and consequential social distancing measures were implemented.