Clipper Logistics tackles labour shortages and diversity with a Fresh Start Campaign
Photo Credit To Clipper Logistics plc

Clipper Logistics tackles labour shortages and diversity with a Fresh Start Campaign

Clipper Logistics tackles labour shortages and diversity with a Fresh Start Campaign

Two ongoing talking points within the logistics industry as a whole are labour shortage and diversity; how the industry will combat any labour issues as a result of Brexit and how to diversify a traditional industry.

National logistics specialist, Clipper Logistics has found a way of tackling both of these issues through its Fresh Start campaign, which since July 2018 has brought on board 120 employees from minority backgrounds, including the rehabilitation of ex-offenders back into the workplace.

Head of Talent Acquisition, Jennifer Swain talks us through the Fresh Start Campaign, its aims and how the company has implemented it successfully:

How did it start?

Around two years ago Clipper set itself the task of developing a group recruitment strategy, which would focus on:

  1. Creating a response strategy to the potential labour shortage created by Brexit
  2. The responsibility of the business to create a diverse workforce

With a team passionate about increasing diversity across the industry and also supporting and developing those communities local to Clipper, they set about creating a multi-tier strategy.

One of the first groups identified was ex-offenders. According to recent statistics, only 25.6% of ex-offenders enter employment after release, meaning that 60% re-offend within two years.

Clipper felt they could make a real difference giving hard-working people a chance that others often don’t.

Beyond simply advertising, in order to make the campaign work, they needed to bring in experts that could support both Clipper and the new employees throughout the process.

This is where Tempus Novo got involved, an organisation which specialises in the rehabilitation and re-employment of ex-offenders, making sure they have the confidence and support to re-enter the workplace, as well as supporting the employer in developing the skills and ability of the individual.

Fresh Start New Starters
Fresh Start New Starters

How did it get going?

Following initial conversations with Tempus Novo, who have over 80 years’ combined work experience in prisons, Clipper took steps to taking on potential employees. Working with a knowledgeable and experienced partner like Tempus Novo that are so geared up for helping and offering support, meant that GMs and Ops managers didn’t have a huge amount of additional workload to manage, so focussed their time on training and integrating the employees to a high standard.

Once the first employees were embedded in the company, success quickly followed as they reached out to other partners working with minority groups such as those with disabilities or learning difficulties, full time parents, long-term unemployed, those with mental health issues and retirees.

Working with HR, reasonable adjustments were made where necessary to make sure that the induction was smooth and the foundation for success pit in place. It was vital that Clipper make sure their Fresh Start employees felt like they were 100% part of the team, but also that if they have any issues or need extra support, they know it is readily available.

Clipper Logistics tackles labour shortages and diversity with a Fresh Start Campaign

 

What considerations needed to be made to ensure success?

Clipper made sure the initiative was given the best chance of success by covering all bases, identifying any potential problem areas and putting strategies in place ahead of time.

Working with specialists was key to the early success of the campaign. With them on-board, it means new employees had continued and personalised support from someone they trusted, and existing staff were given the tools to help them reach their potential.

Clipper was very mindful that while they had the best of intentions, putting them into practice and winning over the hearts and minds of their current employees might not be so straightforward.

Internally, there was a real balance to be struck with how the initiative was introduced to current employees. They needed to be made aware of the changes, but in order to create inclusivity, they had to make sure that new colleagues entered the business as any other new starter would.

In order to placate any potential nerves from existing employees, Clipper recruited internal Fresh Start Champions, individuals at each site that are passionate about the initiative and can act as a beacon of support on the ground and bridge any gaps. This role is also beneficial to their development as they receive mental health, first aid and development training about diversity and inclusion, to enhance their knowledge and skillset.

It was very important to make sure that with any new additions to the team, the current workforce did not feel disadvantaged, but since the launch of the scheme Clipper has seen incredibly strong comradery across the business, including the joy of the Fresh Start employees, to be in a role they enjoy in a stable working environment.

Jen and Reed
Jen and Reed

Results and learnings

Since officially launching the scheme in July Clipper has taken on 120 Fresh Start employees across all 28 of their Logistics sites, with an impressive 92% retention rate and already six employees promoted.

The results and benefits for everyone involved have been outstanding largely in part to making sure all the steps needed are put in place and to see them through successfully.

While a larger initial investment of time may be required, the development of loyal and dedicated employees and the potential to make a hugely positive impact on an individual’s life is an incredibly worthwhile reward.

Clipper Logistics tackles labour shortages and diversity with a Fresh Start Campaign

Steve Freer, CEO at Tempus Novo adds: “Working with Clipper Logistics plc on its Fresh Start programme is so rewarding on many fronts, but what really stands out is the innovative approach to recruitment they have developed through offering people from the margins of our society a chance to improve their lives.

“We are proud to be their partner of choice for risk assessing and supporting the ex-offender cohort they employ, and to see people go from a place of desperation and often poverty to a situation where they feel worthy, proud and able to support their families is amazing. Together we are changing lives, reducing reoffending, reducing the number of victims and creating safer streets.”

Post source : Talent in Logistics

About The Author

Anthony has worked in the construction industry for many years and looks forward to bringing you news and stories on the highways industry from all over the world.

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