MERITS - Minority Ethnic Recruitment, Information, Training and Support
Programme delivered by the Southampton Institute
Promoting Success for minority ethnic students and graduates
Final Report: February 2002
Aims and Objectives
1.
The overall aims of MERITS, are to:
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2.
Pilot a diverse portfolio of career enhancement programmes during 2001
Use these pilots to develop and disseminate models of good practice,
materials and case studies concerning guidance, mentoring and work
experience
Develop and launch a website as the national focus for students,
employers, and HE Careers Services seeking guidance on minority ethnic
graduate employment issues.
The aims and key features of the Southampton Institute MERITS programme
(see Annexe A: The Programme), are to:
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Teach career management skills including employer participation
Provide a combination of work experience, shadowing and mentoring, for 35 minority
ethnic students and graduates, with employers of different sizes
Provide professional careers and CV advice
Provide an individual action planning tutorial
Organise a ‘buddy’ system, ensuring that the students provide each other with support
Enable the students to record their experience and give feedback, through the use of a Log
Book containing employer visit sheets, an action plan, a definitive CV and a series of
questionnaires
Pay the participating students
Provide a special meeting and questionnaire, to obtain employer feedback (see Annexe B
for list of participating employers)
Create a sustainable programme through the development of a committed employer
network
Context
3.
Research carried out at Southampton Institute, focussing upon the first destination survey
statistics, showed that minority ethnic graduates were more then twice as likely to experience
unemployment when compared with their white peers. This level of inequality was found to
be in line with the national position for graduate minority ethnic inequality (GMB 1993
Divided by Degrees. London; HESA 1996 First Destination of Students Leaving Higher
Education Institutions: 1994/5; HESA 1999 Research Datapack 8-Ethnicity in Higher
Education: [1996/7 data]).
4.
Southampton Institute Careers Service has a record of promoting research and piloting
programmes to combat careers barriers for minority ethnic students, including careers skills
programmes in 1997/8 (SRB funded) and 1999/2000 (Hampshire Training and Enterprise
Council funded). These programmes indicated that classroom-based sessions were useful in
helping minority ethnic students to develop career skills, however, they also showed that
employer contact and involvement was needed to raise confidence levels and to provide
practical experience of employment.
Outcomes – Qualitative and Quantitative Feedback
Student participants – essential data covering year of study, age, ethnic origin and region of
abode:
5.
1
Year
2
3
Postgrad
Total
Age
18
19
20
21
22
23
24
25
31
Total
Eth. Origin
Bl. African
Indian
Bangladeshi
Bl. Caribb.
White
Chinese
Pakistani
Black Other
Asian Other
Other
Total
UK Region
Total
6.
Male
3
Female
4
Total
7
6
3
0
12
9
8
2
23
15
11
2
35
Male
0
Female
2
Total
2
4
3
1
2
1
1
0
0
12
1
8
5
3
2
0
1
1
23
5
11
6
5
3
1
1
1
35
Male
6
Female
4
Total
10
3
1
1
0
0
0
0
1
0
12
13
0
2
0
0
1
0
3
0
23
16
1
3
0
0
1
0
4
0
35
Male
Female
Total
Local area
2
7
9
London/S.E.
9
12
21
Other
1
4
5
12
23
35
Student questionnaire, based on a sample of 20 questionnaires completed
within Log Books:
1. My knowledge of the graduate labour market
Strongly
agree
%
30
Agree
%
70
Disagree
%
Strongly
disagree
%
has improved
2. My chances of gaining employment after my
studies has improved
3. My knowledge of the Careers Service has
improved
4. The workshop aims were clear
5
95
50
50
50
45
5
5. The organisation of the workshops was good
60
35
5
6. The handouts provided at the workshops
were useful
75
25
7. The workshops content was informative
70
30
Total all replies
49
50
7.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
1
Student questionnaire, based on a sample of 13 questionnaires included in a final letter to
students:
Was the work experience placement long enough ?
Do you believe that the placement was of value to you ?
Do you believe that the placement was of value to the company ?
Did the company make any special allowances for you?
Were you welcomed by your new work colleagues ?
Did you take any new skills/ideas to your organisation ?
Do you feel that your self confidence has improved ?
Would you like to work in the same area after graduation ?
Did you receive sufficient support from staff at the Institute ?
Do you think the placement has helped your academic development ?
Would you recommend this programme to another student ?
Yes %
54
100
46
38
100
38
92
62
100
85
100
Unsure %
15
No %
31
54
31
31
24
38
8
38
15
12. What could the Institute or the company have done to improve the experience for you? (continue overleaf if
necessary)
x6 students said they would like the placements to be longer
x7 students said they would like more ‘hands on’ experience on the placement
13. How has the work experience/shadowing helped you most? (continue overleaf if necessary)
x3 students: networking experience
In gaining self confidence
Employers expectations better understood e.g. the skills needed
14. What were the best/worst aspects of the work experience/shadowing? (continue overleaf if necessary)
Best: Seeing how each dept. coordinates the making of programmes (student at broadcasting company)
Communicating with the employees. I think that it was all good. I was able to have a ‘hands on’
approach – e.g. I went out with a freelance reporter and helped with the morning Breakfast Show.”!
The studio work (photographer).
Worst: Trying to absorb all the information. Ethnic minorities in my company were scarce, therefore, finding
employees to question about their attitudes and experiences was difficult.
15. Do you have any other comments about any aspect of the work experience/shadowing or its administration?
(continue overleaf if necessary)
?Company had [apparently] a great employment record and history in employing ethnic minorities and
disabled people, but in all the weeks of working there I only saw one person from an ethnic minority group.
Overall a friendly welcoming experience.
More emphasis is needed on applying for art and multi-media occupations.
8.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Employer questionnaire, based on a sample of nine questionnaires returned by participating
employers:
Yes %
Unsure %
No %
67
11
22
Was the experience long enough?
89
11
Do you believe that the placement was of value to the student(s)?
78
11
11
Do you believe that the placement was of value to your company?
11
11
78
Did you make any special allowances for the student(s)?
89
11
Did the student(s) mix well with other work colleagues?
45
55
Did the student(s) bring any new skills/ideas to your organisation?
22
45
33
Do you think the placement has helped the student(s) career
prospects?
11
67
22
Do you think the placement has aided the student(s) academic
prospects?
78
22
Would you receive another student next year?
What could you have done, if anything, to improve the experience for the student(s)? (please continue
overleaf if necessary)
Arrange meetings with other departments/sections to get a bigger picture of our operation
Unsure
Having clear understanding of areas that would assist students in their studies – tie in with departments
The students received a very good overview of the departments in which they expressed an interest. They
also attended a special careers day at the Guildhall as our guests. Some of the students spent additional time
in the departments.
I only had two days with the student. A longer placement might be better to make proper assessment, 1 – 2
weeks perhaps.
Has the presence of ethnic minority student(s) caused you to re-consider your current facilities or
protocols to assist ethnic minority workers? (please continue overleaf if necessary)
It has highlighted the issue, although no changes have been made.
Not necessary
No, but it would be useful to hear the students experience/opinion of our company
No – our company has always had an effective ethnic minority/equal opps. policy and we try to get involved
with local/national initiatives as much as possible
I work on my own and have no issues with a person’s ethnicity – so probably not.
What was the best/worst aspect(s) of the work experience/shadowing from a company perspective?
(please continue overleaf if necessary)
Best:
Meeting some people that were keen and looking at things from a different perspective
Assisting in career planning
Their enthusiasm and interest
The fact that both students seemed enthusiastic/impressed with what they had seen
The work experience gave the students an opportunity to experience different aspects of the ****
industry. They were assigned supervisors/mentors in the three departments and, from the comments
received, thoroughly enjoyed the time they spent at our company.
I greatly enjoyed my time with student and student and have always found the [Institute staff] very
friendly and helpful
Worst: Just the time needed to make this work
Disruption to working day
Students not having a clear idea of what they wanted out of it
Only two students came to our company
Do you have any other comments about any aspect of the work experience/shadowing or its
administration? (please continue overleaf if necessary)
Could be useful to our business if they had a piece of work to complete and report on at the end of placement
Having details of students earlier may have helped with the organisation of the programme
It was unfortunate that, due to study commitments and personal circumstances, some students on the
programme failed to attend every Wednesday as they wouldn’t have gained all the benefits from the work
experience
Case studies and quotes
9.
Student quotes from their Log Books:
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It has strengthened my will to study law further
The employer working to tight schedules improved my awareness of time
Interesting to see the effort put into internal and external communications
Need conference with local employers to show what we have to offer
Need more interview practice
Impressed that all staff were really committed
Down to me now to be more proactive
Elements such as c.v.’s and interviews now a lot clearer
Reminded me of the basic people and communication skills required by an employer
Interesting to talk to both the Trade Unions and HR Manager
I am now more aware of my weaknesses and how I can improve them
I now have an in depth analysis of what employers want NOT what I thought they wanted
Things we wished we’d known at the start (learning experiences)
10.
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Earlier contact with employers would have enabled us to engage in more thorough
planning and matching of students to employers. At our employer feedback meeting in
January 2002, it occurred to me that it would have been beneficial to have met with them
as a group very early on to become clearer about how they could add value to the
programme overall and learn from each other
Identification of the ‘key’ person in the organization that would be keen to support our
aims
The difficulty in bringing SMEs ‘on board’ (clearly large organizations are better able to
provide what is needed and are more attractive to the students)
Which particular year of study would have benefited most (student and employer
feedback suggests that students who have completed at least one year of study may be
able to benefit more)
A central noticeboard for informing students
Strength of demand, which was high
.
Unanticipated good surprises
11.
Unanticipated good surprises have been:
 The interest in the programme shown by students (even now students visit Student
Services asking if there are still places and when the next programme will run!)
 The positive and friendly atmosphere in classes, where a mix of students from different
years and courses met for the first time
 The high quality of the students, which was reinforced by the employers
 The involvement of a good range and high quality of employers
 The willingness of employers to provide transport; receive students for a period longer
than was needed to deliver the programme; and deliver imaginative work
experience/shadowing programmes for the students
 Two employers have offered to collaborate with students on their dissertations
 One employer has offered students an opportunity to visit and experience their assessment
centre procedures
 The Log Books have been well received by students. We are awarding a prize to the best
Log Book
Added value
12.
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We now have a team of Widening Participation staff, including a Coordinator in Student
Services and an Officer in each of our three Faculties. MERITS has been of interest to
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them and the Coordinator has spent some time seeking funding for us to continue with the
programme
Updates on our MERITS programme and on the national MERITS progress, has been
disseminated to our Southampton-based special employers forum, called REEM (Raising
the Employability of Ethnic Minorities). Many of the employer members of REEM have
taken students on placements from our MERITS programme and we feel that the quality
and enthusiasm shown by the students has been instrumental in encouraging their
involvement. The most recent meeting was on 26/2/02 and included a recommendation
that they access the blackandasiangrad web site
There will be a conference on 22 June at the Institute organized by REEM and this will be
a meeting at which MERITS will be further publicized and disseminated
Chris Barnham, Widening Participation Programme Manager for the DfES, visited the
Institute on 1/2/02 and met John Ghey (Programme Coordinator) and a student from our
MERITS programme, over lunch. Feedback received showed that he was very impressed
MERITS has become well known in the Institute, helping to raise the profile of the
Careers Service and Student Services. For example, an email sent to all UUK and SCOP
institutions, including our Principal, by Lee Harvey, asking for employability case
studies, was immediately forwarded to me because of the profile of MERITS
What next?
13.
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Working to complete a final report and executive summary as part of dissemination
Working to complete guidance notes that will enable other organizations to run similar
schemes
We are currently seeking funding to be able to continue to run our MERITS programme
in the future in an ongoing way
Looking ahead to the autumn to run a similar programme for disabled students
Phil Gibson
Deputy Head of Student Services
John Ghey
MERITS Coordinator
Thursday 28 February 2002
ANNEXE A
Raising the Employability of Minority Ethnic
Students and Graduates
The Programme
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Four meetings at the Institute on Wednesday afternoons in the SM (Sir James
Matthews) building, first floor, room 102, beginning at 1.30 pm sharp on Wednesday
17 October
Five half-day meetings at a local company, initially on a Wednesday afternoon and
thereafter by negotiation, concluding by 15 December 2001
One individual ‘action planning’ tutorial; a meeting with Careers staff on your CV;
and two group seminars, held at times to suit you, on race awareness legislation
One feedback session early in 2002
The Programme in detail
Week:
1. Wednesday 17 October 2001 at 1.30pm in room SM 102
Introduction to the Programme
 Introduction to the Institute staff involved in delivering the Programme
 Context: the competitive and changing environment
 Hand out of Log Books to participants
2. Wednesday 24 October 2001 at 1.30pm in room SM 102
Applications and Interviews
 A video on interview technique
 Sharing views and ideas on best practice
 The views of a visiting employer, Dave Fawcett, Community Employee Development
Manager of HSBC
3. Wednesday 31 October 2001 at 1.30pm in room SM 102
Designing the Perfect CV
 A short presentation on CV design
 The opportunity to examine some real examples of CVs
4. Wednesday 7 November 2001 at 1.30pm in room SM 102
The Needs of Employers
Delivered by a visiting employer, Geoff Glover, Human Resources Manager,
Southampton Plant, Ford UK
How To Get The Most From Your Placement
5 to 9, beginning on Wednesday 14 November 2001
 Meetings/Placements with employers on employer’s premises
10. Wednesday 16 January 2002 at 1.30pm in room SM 102
 Placement feedback session
11. Wednesday 30 January 2002
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Handing in of completed Log Books to Student Services reception, room RM043
ANNEXE B
MERITS Southampton Institute Programme
Participating Employers
1.
Ford Motor Company, Swaythling Plant, Southampton.
2.
BBC South, Southampton.
3.
Philips Semiconductors.
4.
Meridian Broadcasting Ltd, Southampton.
5.
BAA Southampton International Airport Ltd.
6.
The Ordnance Survey, Southampton.
7.
Paris Smith & Randall, Solicitors, Southampton
8.
B & Q Headquarters, Chandlers Ford, Eastleigh.
9.
Titchfield Studios Ltd., Fareham.
10.
HSBC Bank plc, Southampton.
11.
HSBC Trade Services, Southampton.
12.
Skandia Life Assurance Co. Ltd., Southampton.