00:00Thank you very much.
00:30We operate in multiple locations, most importantly across the six homes for us to start with.
00:38And our intervention unit, the one that I'll sit down in the back to be able to give you some information.
00:50So can I just keep talking?
00:52It is very difficult.
00:54So, tell me, how does the visual tech get in there?
00:58We love it.
01:01It helps us so much.
01:04Honestly, we wouldn't be here without it.
01:07It gave us a huge opportunity to meet another person.
01:16In the future, hopefully, in the future, I will have this on my neck.
01:24Hi, I'm Rosie.
01:27Hi, I'm Rosie.
01:29Can you hear me?
01:31Yes, yes.
01:32Just back in Aberdeen?
01:33Yeah.
01:34What can I read for you?
01:36Do you guys want to speak to me?
01:38Oh, yes.
01:40So we've got...
01:42So at this moment, a lot of people don't know what the roadblocks are to maybe getting to their dream life.
01:48What journey?
01:49What's it going to be?
01:52What our destination is going to be.
01:55So, as you guys have faced trying to get jobs...
01:58Currently, I say age, because some jobs, you have to go quite old.
02:02Right.
02:03So, if you're really, like, young and active...
02:06You feel it when you're doing an interview, it's quite difficult.
02:09It is important to build that experience in business.
02:11It's not easy sometimes talking to strangers in a pressurized situation.
02:15And some jobs, I think, some employers do better than others.
02:18Some employers are a bit more...
02:20They can learn the language and the environment to make it better,
02:24so that you do feel comfortable and relaxed doing it.
02:27And I think other employers probably can do a lot better and create such a tense, very difficult environment.
02:37Come on.
02:38Oh, we'll start with that one.
02:40Of course.
02:42Is your name Michelle?
02:44Michelle.
02:45You're Michelle.
02:46Yes, I do like what Michelle said.
02:52Go for it. Do it. Go for it.
02:54As long as you're not cheating us.
03:12Oh, me?
03:13Dexter.
03:14Dexter?
03:15Dexter?
03:16My name's Dexter.
03:23OK, what's your name?
03:24Ben.
03:26Anyone like him?
03:27Yeah, me.
03:28You have a seaweed.
03:29Nice to meet you.
03:36So, have you given up?
03:37So, why is it so hard to get a name like that?
03:41Ben.
03:42Ben.
03:43If you want to do a job like this...
03:44What are you doing?
03:46To be honest.
03:48Yeah.
03:49You're all smart.
03:50Lovely.
03:51So, I should have the young person win.
03:54Oh, really?
03:55Not like me.
04:01Well, Tim, you're all going to be in one, so...
04:05Think about what you will.
04:10So, sir, round the table discussion about the model
04:12and the impact it can achieve.
04:14Perhaps starting with Karen and Jamie, about...
04:18I think in terms of the Project Flourish,
04:21there's been a lot of lessons, you know,
04:23being informed by young people along the way.
04:25And there's a few things that really jump out to me
04:28in terms of that.
04:29For another young person that we have,
04:31working within a social housing provider,
04:34accommodation was fine.
04:36But it was more beneficial for her
04:38to actually learn to drive.
04:41So, we applied the bursary to...
04:44for her to learn to drive,
04:46because of the lessons.
04:47Because ultimately, she's got a company vehicle.
04:49She works in trains.
04:50That's sort of daunting for business,
04:52to think about the effort and scale
04:54and the difficulty, potentially, of tailoring.
04:56Is that a barrier, maybe, that we have to break down a bit?
04:59I think we work in a positive culture and environment
05:04and with mentors.
05:06But it's genuinely a team effort.
05:09So, when we're tailoring, we're very much leaning...
05:12It's probably easier by applying more of what they expect.
05:16But, I mean, from every youth point of view,
05:18there's quite a bit of work done.
05:20Obviously, you think you're allowed work to tailor and help.
05:23Yeah, for sure.
05:24Because I think you can only...
05:26You can only take advantage of the opportunities
05:28if they're tough
05:29and you give them that opportunity to go through.
05:32So, I think it's a balance of having that capability
05:35that Hayes had,
05:36the employer really buying into the idea
05:38and supporting them,
05:39but making sure that the young person
05:41has a stable bedrock of support behind them.
05:44Almost in a familial way,
05:46giving them that back-up that they need to make it.
05:53It's been so eye-opening,
05:55spending time with young people,
05:56but also as a business owner,
05:57because I want to understand the role
05:59that Homewoods are playing here
06:00in bringing together these key stakeholders.
06:02And having spoken to some of the young people in that room...
06:09Because it's so important,
06:11we don't want to get it wrong.
06:13So, I think there's always going to be
06:15that bit of nervousness about how you go about it.
06:19Andrea, can I ask,
06:20where does the impetus and the energy for this come from?
06:24Where does...
06:25Is this driven from the very top?
06:27Is this a company-led thing?
06:28Is this...
06:29Why be a part of this?
06:31I think, as a business,
06:33it's driven by, yes, the very top.
06:36And it's integral to every part of what we do.
06:39We are all about affordable eye care
06:41and hair care for everybody.
06:43So, I think for us,
06:45we're very much about work.
06:47That's why I asked that question.
06:49I'm trying to work out a way to be able to
06:51fire electrical current for all CEOs to go,
06:54come on.
06:55These processes that you're so used to following
06:57with your typical recruitment.
06:59And actually, Jamie and the team found it very easy
07:02for our recruitment teams,
07:03but also our hiring managers,
07:05to learn this new way of recruiting.
07:08And the likes of every youth in the charities that we work with.
07:11Big success.
07:12As Stephen said, this is scaled.
07:14How do we take what you guys are doing here,
07:16building and learning,
07:17into something bigger,
07:19hopefully more sustainable,
07:20and with some sort of legacy?
07:22Do we have...
07:23Are there stepping stones and upper ladders
07:25that we've got to go a little bit?
07:27Or can you all point to where that could be?
07:30I think that this has been,
07:32for us at Hayes,
07:33it's been a two-year,
07:34circa two years,
07:35getting to this point.
07:36And there's been some hard truths
07:38and some lessons learned.
07:39And they will continue to be here every day.
07:41But we're comfortable now
07:42that we've got that process to apply.
07:45And then ultimately,
07:47there's an element of time and resource.
07:50But that is what corporate businesses have.
07:53Might not always be able to put loads of cash behind it
07:55all of the time,
07:56but if you've got the heart and the people,
07:58then yeah.
07:59Yeah, definitely.
08:01So that's what I'm going to do.
08:02Yeah.
08:05Well, we've got these alienated tools.
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