I wrote here last October introducing Future of London’s Emerging Talent Programme (ETP), an initiative set up to help address the lack of diversity in the housing and regeneration sectors. At the time applications were open to join the pilot ‘inaugural’ cohort. It’s been three months since the induction event and thanks to the brilliant efforts of the recruits and the support from the participating ‘host organisations’, the programme is having a real impact. The first three months has already taught us a lot about improving the representation of London’s community in this sector. 

To recap, Future of London have recruited a small cohort, exclusively from ethnic minorities, who are at the start of their careers. Specific academic qualifications and/or work experience in the sector was not needed, but high levels of self-motivation, drive and interpersonal skills were. Each recruit will experience three work placements over 21 months, each in a different host organisation. Our hosts are a variety of public and private sector employers in this sector – all keen to increase the ethnic diversity of the talent pool that delivers great cities.

A key learn is that talent exists across all sections of our community. This is obvious to me and I am sure many of you. However, the current lack of ethnic diversity within the sector indicates we were not successfully attracting and developing all the available talent. Feedback on the cohort is consistently positive. This is a talent pool that happens to be from under-represented ethnic minority backgrounds. The ETP shows that a targeted approach can successfully attract and support talent from under-represented groups.

Secondly, it does not take a lot of effort to ensure everyone is treated as an individual to allow them to be successful at work. Our host organisations have worked hard to create an environment where their ETP recruit is able to communicate what support they need to give their best. I have been hearing several of the recruits talk about how they were supported with flexibility in their working patterns throughout Ramadan. A simple, open, conversation between a host line manager and the recruit was the most effective way of achieving this.

Finally, supporting entry-level colleagues start work successfully takes planning and dedicated contact time but this investment is critical. This provides a positive start for everyone and means the candidate can be effective in the shortest amount of time. This is not specific to working with recruits from ethnic minority backgrounds. I can see a direct link between the effort host organisations put into planning the placement in advance, followed by checking in on a daily basis, with the ETP recruit rapidly making a positive contribution.

The first three months have been a fantastic start. It’s exciting to see what our recruits and our host organisations will go on to achieve in the remainder of their time in the programme and beyond.

There are a range of options for employers who wants to engage in the Emerging Talent Programme. Please contact me directly at michael@futureoflondon.org.uk to find out more

More Information is available at www.futureoflondon.org.uk/emergingtalentprogramme.