RAW Talent Programme
13 May 2024
For COOK, a food manufacturer and retailer established in Kent in 1997, purpose has always been at the heart of their business. They aim to work for people and the planet, not just profit.
In 2014 they started the RAW Talent Programme, a scheme aimed at giving people with barriers to employment the extra support needed to get back into a job.
RAW Talent Programme
RAW stands for Ready and Working and the programme helps people with barriers to employment into sustainable work. Those barriers might be time spent in prison, addiction, homelessness, mental health issues or refugee status, among others. COOK saw the programme as a way it could transform lives by offering roles in its kitchen and shops and make a genuine difference in society. If people can leave prison and go straight into a steady job it halves the likelihood that they will re-offend.
Focussed initially on helping prison leavers and people who have been homeless, they set up key partnerships to reach people in prison, working closely with local prisons as well as with the probation service, job centres and local charities.
COOK also partners with local church-run charity, Caring Hands. The charity supports people out of homelessness and addiction, running a drop-in centre and offering voluntary work at their centre. When Caring Hands identifies people it believes are ready for paid work, they are offered a position at COOK.
Approach
At the start, RAW Talents, the name given to people undertaking the programme, join a 'get ready' programme. This two-week practical training programme is a great introduction to life at COOK. They have the opportunity to complete five supported trial shifts, with feedback every step of the way leading up to interview. The programme looks at developing participants' communication skills, ability to set goals and deal with conflict in a healthy way, boosting self-confidence and building on their resilience.
Each RAW Talent is also allocated a buddy and given additional support to help adjust to working life.
Greg, went through the RAW Talent Programme at COOK and worked there for five years. He says that leaving prison very much changed him as an individual.
“ I didn’t have the same amount of confidence and I had formed a lot of insecurities around how people would perceive me, my ability to get a job and how I would be treated. COOK completely undid this for me. They took me on board for who I was and what I was capable of achieving rather than what I had done.”
The welcoming environment and understanding helped Greg to flourish in his role at COOK.
The programme demonstrates that given the right support and encouragement, people can grow in confidence and thrive, both personally and professionally. And in return, COOK gets brilliant and committed colleagues with much to contribute to the business and each other.
Impact of the programme
In the 10 years the RAW Talent Programme has been running, COOK has taken on 203 people with significant barriers to employment. This includes people with criminal convictions; those with previous addictions or homelessness; and people with mental health issues.
Since launching the 'Get READY' training 4 years ago (some extra support for our RAW Talents), 140 people have participated; 123 completed the prog; and 85 progressed to roles at COOK, ie 69% of finishers were offered a role. The average length of service at COOK for these people (from the past 4 years) is 1 year so far, and they expect this to increase as time goes on.
Last year (2023) COOK took on 21 RAW Talents. The average length of time they had been out of work was 3 years each. They had 4 RAW Talent promotions in 2023; 2 became team leaders;1 head of department and 1 into team RAW Talent!
But it’s not about the numbers.
COOK’s investment in providing meaningful jobs and support has contributed to its diverse workforce that is inclusive of people from underserved backgrounds. It has also improved its culture making it less judgemental, kinder and more open to learning.
“Success is about the person sitting in front of you who is turning their life around. What we are really interested in is if that person is still in work one year after the RAW talent programme. The success of the RAW talent programme is removing the barriers to employment and becoming employable with anyone.”
Greg Lees taking part in a panel discussion at a 100% Human at Work gathering in December 2023.
Sharing the Learning
COOK shares the following advice for other businesses looking to recruit from underserved populations:
Contact local organisations in your area with underserved populations – prisons, charities, refugees, homeless shelters and explore any partnership opportunities.
In a new initiative, most prisons now have an Employment Board looking to build links with local employers.
Start an open dialogue with your team about your goals and bring them on the journey with you.
Think about what support and training the under-served groups, and your team, might need to succeed.
Speak to people who have gone before you – there are plenty of us willing to share our learnings.
Find out more about the RAW Talent Programme and the New Futures Network which brokers relationships between Employers and Prisons in England & Wales.