2022 City & Guilds Foundation Impact Report The Ripple Effect: Delivering more impact, to more people, who need it most How our mission to remove barriers to work, celebrate skills, and advocate for others makes a differenceFrom Kirstie Donnelly MBE, Chief Executive City & Guilds It’s been less than three years since we set up the City & Guilds Foundation, and quite a three years it has been. Within just a few months of our setting up a ‘home’ for our grant-giving, awards and advocacy work, the COVID-19 pandemic hit, instantly overturning the world as we knew it. And people needed more support – delivered in different ways – than ever before. This report spotlights how we adapted in order to achieve what we set out to do, and in fact deliver beyond our initial expectations, despite and in some ways because of the unprecedented situation. I am proud to see the impact that has come out of gathering these activities in one place, for the very first time. To already be able to demonstrate that for every £1 spent we deliver a social return on investment of almost £5 is very significant and shows the difference we are making where it is most needed. And we will continue to hold ourselves to the highest standards when it comes to measuring our financial and non financial impact. It really reflects our intention the Foundation can be a catalyst for delivering opportunities in skills and work, delivering against our purpose and amplifying what we do across the wider City & Guilds organisation. The work reported here is a team effort, not only relying on our purpose-driven colleagues, but our charity partners, employers, councillors and all those that make up the City & Guilds family. And of course, the people who have done the most – with the greatest barriers, the most to lose, and the most to gain – the individuals that are the ultimate beneficiaries. Thank you all. I look forward to seeing what we can achieve together next. Forewords From Dick Palmer, City & Guilds Trustee and City & Guilds Foundation Chair I am delighted to present this impact report, the first that really tests out our Theory of Change since we established the City & Guilds Foundation at the end of 2019. Delivering social impact is absolutely central to our work. We treat every pound, every resource we have with the utmost respect: are our interventions delivering social return? Are we clear about what we can achieve for people, organisations and society - through our funding, awarding and campaigning? It is a huge privilege, and also a huge responsibility. But as we approach our 145thbirthday, we must rise to our charitable purpose, and help everyone – regardless of where they come from – to access the opportunity to succeed. There is so much social need in the world and so many people deserving of support. Unfortunately, we can’t help everyone directly. But what we can do is work with a selection of like- minded individuals, organisations and communities to explore new ways of doing things when it comes to skills development - in order to combat key societal issues, where existing structures aren’t working. We can test; we can fail; we can succeed. And we can take the evidence and learnings to those in government and industry, and work with them to create sustainable interventions with a far wider reach than any of us can do alone. I hope you will find some inspiration in reading the stories and digesting the data that follows - and that you will be as motivated as I am by seeing how intervening at the right moment, in the right way, can have a truly transformative, enduring impact. 2Foundation Impact Report 2022Methodology This report assesses the impact of social investment, recognition awards and collaboration activities by the City & Guilds Foundation, and has been conducted by Cranfield School of Management. Whilst Cranfield’s initial impact reports focussed on the difference made purely through grants given by the Foundation to charity partners, this latest impact report measures the social value of bursaries awarded to individuals, and also assesses the impact of the Foundation operated flagship employer recognition programme – the Princess Royal Training Awards - as well as non grant-giving outreach initiatives such as Apprentice Connect (a youth education project). In May 2021, the report focused on the structural changes to create the City & Guilds Foundation, which was designed to amplify the activities of City & Guilds as an organisation. This report is therefore the first in assessing the impact of the Foundation much of which has taken place over the last two years, although some of the activities have been running for much longer. The initial Theory of Change, developed in Autumn 2017, still holds true, despite the more complex activities and in fact the depth of activities beyond social investment now delivered by the Foundation. Crucially, the Foundation seeks to understand what difference it is making to people, organisations and wider society – which is based on City & Guilds’ purpose of helping people, organisations and economies to develop their skills for growth. 386% of bursary recipients employed 6 months after course completion City & Guilds Foundation theory of change The City & Guilds Foundation aims to innovate, celebrate and evaluate opportunities that will make a real difference to people’s lives through skills development, high impact social investment, recognition and advocacy programmes. Each tactical deployment helps to test, prove and code outcomes in order to replicate successes and generate systemic change. Organisations Wider society People Social InvestmentRecognitionAdvocacy • Skills enhanced • Into & Sustained EET • Increased wellbeing/confidence • Enhanced Earning Potential • Reduced negatice behaviours • Increased capacity in skills development • Cross-sector skills collaboration & learning for those who need it most • Leveraged funding • Sustained growth post-funding • Systemic change or offering • Savings to Public purse • Greater understanding or awareness of issue 181 action orientated pledges made following event series 273 partner organisations Secure & sustained employmentStrengthened organisationsSkilled & productive society 10,313 people directly supported with funding since 2017 61% of Princess Royal Training Award recipients increased investment to L&D 777,857 individuals reached through our networks 4Foundation Impact Report 2022Executive Summary This impact report analyses the outcomes achieved through specific social challenges that City & Guilds Foundation has sought to address, such as employment for people with experience of the justice system and supporting people through critical moments of change in their lives, drawing out the reach and depth of impact delivered through the Foundation – on people, on organisations and on wider society. Overall, 10,313 people have been directly supported through the Foundation over the last six years. Within that 552 bursaries have been awarded, with independent Social Return on Investment analysis showing that City & Guilds bursaries not only impact on individual wellbeing and employment but also offer significant social value, five times the level of investment. 428 prisoners and ex-offenders have been supported into work, with many more in the pipeline, thanks to the Future Skills Commission for Prisons. In terms of organisational change, City & Guilds Foundation have championed inclusion & diversity, neurodiversity and employment for refugees, sharing tools, insights and best practice with 250 organisations, with changes to policy and practice recorded. In addition, its Princess Royal Training Awards have seen recipients increase learning & development investment, improved ability to demonstrate value of skills and more abreast of the latest thinking and initiatives. Broader than that, the Foundation allows amplification and demonstration of City & Guilds’ purpose in action. A great example of that is through the Future Skills Commission of Prisons both through its investment in skills to support individual offenders, but in engaging Commissioners across the sector to focus on the untapped societal opportunity to raise skills and employment opportunities in prison. The Challenges & Impact The City & Guilds Foundation plays a key role in delivering City & Guilds’ purpose, by removing barriers to training and employment, celebrating where best practice is happening, and advocating for jobs for the future. And their role is more needed than ever. Barriers to employment have grown, both in the immediate and the long-term. In December 2021, over 465,000 young people between the age of 16-24 were unemployed, with an increase of 28% of young people claiming benefits since March 2020 and a rise in individuals experiencing both long-term physical and mental health effects. Research continues to demonstrate that this has a long-term damaging effect on future earnings at the same time. 3.1 million key worker job openings are expected in next five years– making up 50% of openings in UK job market. But only around a quarter of Brits would consider working in many of those roles, and those who would consider often do not have access to the skills required. For the purposes of this report, the impact and outcomes achieved have been analysed through the following societal challenges that City & Guilds Foundation has sought to address. 1) Developing the skills of Prison leavers 2) Financial support for individuals without resources 3) Inclusion and diversity for all 4) Celebrating organisations and individuals committed to skills development 5) Responding to COVID-19 6) Supporting young people with skills development and opportunities 5 Developing the skills of Prison leavers and helping them to secure and sustain employment In 2019, the Foundation launched The Future Skills Commission for Prisons, and a £1m Big Idea Fund to support innovative programmes focused on helping offenders to develop their skills and move into employment on release. The need was clear: not only was the UK prison population rising, but 1 in 3 offenders were reoffending within six months (costing the public purse £18bn a year), and just 17% of those leaving the prison system were in PAYE employment a year later. And despite evidence that engagement with skills and education can significantly reduce reoffending, as well as increasing the prospect of employment, there was an identified gap in in-prison services (NPC). It was this paradox that the Commission sought to address. Since the Future Skills Commission for Prisons launch, we have seen an increasing emphasis on skills development and education as a means to reduce recidivism. The Prisons White Paper set out the Deputy Prime Minister’s strategy to reduce reoffending, putting a laser-sharp focus in getting prisoners into work – very much in line with the agenda of the City & Guilds Foundation’s Commission. Working alongside City & Guilds Future Skills for Prison Commissioner James Timpson, the Government announced an overhaul of targets for employment. In addition, new prisons have unveiled unprecedented skills and education opportunities, and consideration is being given to apprenticeships being delivered in prisons. Yet the need has increased further, especially due to COVID-19. For over a year up to March 2021, almost everyone in prison in the UK spent 23 hours or more a day locked in a cell. The Prison Reform Trust ‘Project CAPPTIVE’ reported nearly all rehabilitative work almost completely stopped, and prisoners had limited access to the library, workshops and exercise. For the City & Guilds Foundation ‘Big Idea Fund’ projects, this also meant significant delays by at least a year. However, within this context, City & Guilds Foundation funding has so far supported 221 offenders with specific skills needed by employers. Future impact reporting next year will detail the difference this funding has made to re-offending, sustained employment and wellbeing, and also the value returned to society. Future Skills Commission for Prisons 1 “This is not just a social agenda: it’s hard economics. Industries are facing a skills crisis, and there is a huge amount of untapped potential in our prison population. If we get better at developing this potential and matching it with the skills needed for the future, the rewards can be enormous.” Kirstie Donnelly MBE, Chief Executive Officer, City & Guilds 9911 supported through programmes in the UK & overseas 212 people with barriers to work directly supported 6Foundation Impact Report 2022The £118,000 funding has been used to commission and install two training simulators to support land and construction skills needed in the Humber region. Both Prisons received their simulators at the end of March 2022, and with April reverting back to ‘lockdown’ status, a return to the normal core day only materialised mid-May 2022. Despite this, the new style of training has already been delivered to 25 offenders, who gained a range of skills and knowledge to support them with employment and or training opportunities in the community. The programme aims to support a further 175 offenders over the next 18 months, seeking to secure 25% of individuals into sustained employment. The funding has enabled wider participation from employers that previously circumvented prison leavers, but now identify the skills they can bring to their businesses. “When we were experiencing delaying bureaucracy within the service, City & Guilds were patient and not once made us feel under pressure. It has been a pleasure to work with such dedicated and passionate people who share the wider vision to improving learning in a custodial setting.” Simon Noble, Head of Learning, Skills and Employment Custodial Contracts Directorate The impact to date... HMP Humber & HMP Hull (HMPPS) No Going Back: Kangaroo programme “We know that individuals coming out of Prison in this post-COVID-19 world will be presented with different challenges to what we’ve seen before, and a programme like Kangaroo which is developing those softer skills, has never been more important.” Fran Findlater OBE, Founder, No Going Back No Going Back is a programme providing prison leavers with support, training, jobs and accommodation. Funded and driven by 28 Livery Companies (and growing), the programme aims to set individuals up with a secure lifestyle to help them sustain employment. City & Guilds Foundation is funding a new introductory training element of the programme called ‘Kangaroo’ which has been designed to develop soft skills. Delivered as three hour sessions, ‘Kangaroo’ offers partner- led series of modules that includes employability skills, health and nutrition as well as money management, ultimately building confidence to move onto the broader No Going Back programme. Each participant will receive a City & Guilds Assured digital badge, which can be used on release. So far, 49 people have taken part in Kangaroo programme. 81% feel more ready for work, 88% have increased confidence in the future and 94% would recommend the programme which demonstrates its perceived value to the recipient. In addition the Foundation is also funding the measurement of the impact of the entire No Going Back programme – with a view to gaining evidence for its long-term future as an effective method for upskilling and securing employment for prisoners. 7Groundwork City & Guilds Foundation awarded £285,000 to Groundwork, to develop and deliver a new learning programme ‘Green Start’ in resettlement prisons, focusing on employment pathways into the green economy. This delivers a mix of practical and classroom activities, and works closely with employers to tailor content to ensure it is relevant for the outside world. So far, much of the focus has been in planning at Forest Bank HMP before restrictions relaxing enabled the programme to start. So far, 3 cohorts of the training have been delivered between March and August 2022 to 16 learners. 93% of participants completed their Level 1 Health & Safety qualification, with 31% going on to complete their Level 2 Health & Safety qualification. 9 individuals completed Carbon Literacy training, and all individuals were delivered employment skills sessions with Laing O’Rourke. Five more employers have signed up to deliver sessions for future cohorts. 1 participant has been released and is still in training with Groundwork, 1 has been released and is in employment and 3 individuals have job offers for them on release. The aim of the project is to reach a total of 80 offenders over the next 12 months, with the aim of securing sustained employment in the green economy for 30% of programme participants. Bounce Back £47,637 of Big Idea Fund funding was awarded to Bounce Back to support its pilot Back to Reality programme. The programme worked in partnership with construction company, Keltbray, and their tech partners Make Real, who designed virtual reality training modules introducing learners to construction, traffic marshalling and signalling. The modules included a blended approach of tutor led sessions, quizzes and guided tours of construction sites. The selection of virtual reality was a direct response from Bounce Back to the CITB report in 2019 which recognised it as being a digital and engaging way of progressing individuals to the sector. The programme was delayed significantly due to COVID-19, but so far, working with HMP Isis, 18 individuals have taken part on the programme in Prison, with an additional 10 individuals in the community, 5 of whom were on release on temporary licence (ROTL). 85% of individuals have said that the courses have given them a better understanding of the industry. 100% said that using virtual reality as a style of learning has been more engaging and inclusive. The pilot programme has demonstrated clear enthusiasm and interest in this digital approach to learning in Prison, and enables Bounce Back to further develop the programme for more continued success. “I was not feeling good about my future prospects. I’ve been in a 20-year cycle in and out of prison which doesn’t help gain employment. All of my previous experience is in the construction industry, whether it’s flagging and block pathing or loft conversions. This programme has changed the way I think in regard to carbon literacy and I feel more confident in gaining employment with the help of the Green Start programme. They help with CVs, ID, bank accounts and probably a lot more that I don’t even know about. I believe I’ve got a better opportunity in gaining employment and not coming back to prison.” Male Prisoner, Aged 36, HMP Forest Bank – awaiting release. 8Foundation Impact Report 2022Livery Companies, The Merchant Taylors and The Clothworkers’ each supported the City & Guilds Foundation with £10,000 of matched funding towards a 7 week Pilot programme delivered by Intertrain to learners from HMP & YOI (young offenders) Hatfield who were on ROTL (release on temporary licence). The programme enabled five learners to gain a Level 2 in Rail Track Maintenance and new entrant mandatory licences to practice, which are needed to work in the rail industry. All learners were connected with potential employers to improve their chances of employment – and with minimal work experience in advance, it’s fantastic to be able to report that all five learners that have been released are still in employment. “This course has provided me with an excellent opportunity that has led to a very real career in an industry that offers progression. In 14 years of imprisonment this is perhaps the most fruitful opportunity that I have been part of.” Matched funded programmes Merchant Taylors and Clothworkers 428 Prisoners & ex-offenders supported into work 413 coaches, advisers or facilitators trained 9Next >

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