Employment and Skills Strategy

London Organising Committee of the Olympic Games and Paralympic Games Limited Employment and Skills Strategy September 2010

Opportunities

Employment and Skills Strategy

Contents
Foreword 1. Executive summary 1.1 Creating employment opportunities 1.2 Experience and skills development 1.3 Developing young people 2. Our employment and skills commitment 2.1 Context 2.2 Scope 2.3 Working with key partners and stakeholders 3. Our employment and skills initiatives 3.1 Creating employment opportunities 3.2 Experience and skills development 3.3 Developing young people 4. Raising awareness of employment and skills 5. How will we measure our success? 5.1 LOCOG measures 6. Key challenges Appendix 1 Employment and Skills Charter Appendix 2 Stakeholders 3 4 5 5 6 7 8 8 9 10 10 13 16 20 21 21 22 23 24

Employment and Skills Strategy

Foreword
I am delighted to present the London 2012 Organising Committee (LOCOG) Employment and Skills Strategy.
Our ambition is to deliver an Olympic Games and Paralympic Games for everyone and we need great partners and a skilled, motivated workforce to help us achieve this. At Games time we will have a workforce of around 200,000 people, comprising 6,000 paid full-time and temporary employees, up to 70,000 volunteers and around 100,000 contractors. LOCOG is a short-lifespan organisation but we believe that in delivering the worlds largest sporting events we will make a significant contribution to enabling sustainable future employment. Our strategy outlines how we will deliver our commitments to employment and skills in three main areas: Creating employment opportunities Offering skills and experience development Delivering specific programmes for young people The support of our recruitment services partner, Adecco, and public-sector agencies offering employment and skills development services will be critical in supporting the delivery of initiatives in each of these areas. Our strategy outlines the support they provide. We are committed to ensuring that we communicate opportunities for employment and skills development to all communities across the UK, recognising the particular need to engage local communities in the Host Boroughs of east London. Our Employment and Skills Strategy underpins our ability to stage memorable Olympic and Paralympic Games in 2012 and I am committed to ensuring that we successfully deliver against the ambitions we have set.

Paul Deighton Chief Executive, LOCOG

Employment and Skills Strategy

1. Executive summary
Our contribution to enabling sustainable employment: In staging the Olympic and Paralympic Games in London, we are committed to increasing job and business opportunities for the communities in the area, improving skills development and reducing worklessness. The London 2012 Organising Committee (LOCOG) currently employs just over 740 people, but by 2012 we estimate that we will require a workforce of up to 200,000 people to deliver the Games, made up of around 6,000 paid staff, up to 70,000 volunteers and around 100,000 contractors (employed by third-party organisations). Our role in employment and skills initiatives is either to deliver (where we will drive and be responsible for delivery of initiatives); partner (where we will work with other stakeholders on initiatives); or communicate (where we will use our position to communicate and influence initiatives delivered by other stakeholders). Our employment and skills initiatives are focused on three main areas: Developing young people
We strive to deliver educational and community programmes, with a particular focus on young people

We provide individuals with an experience that they can use to enhance their personal and professional lives

Creating employment opportunities

1.1 Creating employment opportunities 1.2 Experience and skills development 1.3 Developing young people Our intention is to create opportunities in all three areas, enabling us to support the achievement of longer term sustainable job outcomes for all. We will use every opportunity to work with colleagues in relevant public-sector agencies and with our contractors to deliver successful outcomes.

Experience and skills development

We provide opportunities and help individuals develop and enhance their professional skills

Employment and Skills Strategy

The key initiatives in each of these areas are as follows: 1.1 Creating employment opportunities LOCOG jobs Employment opportunities for approximately 6,000 full-time and temporary staff by Games time. Contractor opportunities Up to 100,000 opportunities will be created at Games time, providing key services for LOCOG in areas such as catering, cleaning and security. We will work with our contractors to ensure that vacancies are opened up to the Host Borough brokerages, and across London and the UK through Jobcentre Plus. Secondment programmes We are working with our commercial partners and central Government to maximise secondment opportunities for their employees to work with LOCOG. 1.2 Experience and skills development Games-time Volunteering Programme (Games Maker): We will need up to 70,000 volunteers for the Games. Approximately 40 per cent of the roles will require volunteers with specialist skills in areas such as medical, technology and sport; the remaining 60 per cent will be generalists requiring no specific experience. The London Ambassador programme: This is the Mayors Games time volunteering programme for London and it will be delivered by the London Development Agency (LDA), providing additional opportunities for people to volunteer at Games time. Trailblazer programme: LOCOGs pre-Games volunteering programme provides the opportunity for volunteers to support our preparations for the Games. Skills gap study: LOCOG has completed a study to understand the key labour-market sectors for Games-time roles, which will enable us to work with stakeholders to develop the skills necessary to stage the Games. Bridging the Gap: LOCOG, in partnership with the Home Office, has launched an initiative called Bridging the Gap, designed to meet the demand for security staff for the Games.

Employment and Skills Strategy

Catering: A key strand of the recently published Food Vision is skills and education, with the desire to use the Games as a live case study for students and support new and innovative partnerships between catering organisations and colleges. This programme will develop further once the catering contractors are in place later in 2010. Olympic Broadcast Services (OBS): LOCOG is aware that OBS, the International Olympic Committees Host Broadcaster for the Olympic Games, will deliver the OBS Training Programme. This will provide several hundred undergraduate broadcasting students with the opportunity to enhance their education through a structured broadcast training programme and the opportunity to be part of OBSs paid broadcast crew at the Olympic Games. 1.3 Developing young people These initiatives are aimed at providing opportunities and development for young people to gain valuable work experience and to enable them to move into sustainable future employment. Get Ahead programme: LOCOGs apprenticeship programme. To date we have recruited 19 school leavers to work across LOCOG departments, with the majority coming from the Host Boroughs. On-the-job training is provided, as well the opportunity to study for a Level 3 NVQ in Business Administration. A further 15 school leavers will be recruited in September 2010 with a final intake planned for September 2011. Graduates: We are piloting a programme with LOCOGs Technology department for graduate placements, starting in September 2010. By Games time we anticipate that up to 60 of these opportunities will be available in Technology. In addition, we will be investigating opportunities in other departments.

Get Set education programme: This is a key initiative delivered by the LOCOG Education team and their partners, providing resources to involve school children and young people in the excitement and inspiration of the Games. To date around 13,000 schools and colleges have registered with Get Set, while a further 7,000 are working with related partner-funded programmes. Work experience: We offer a structured work-experience programme with one-week placements at LOCOG for young people at school and college who are looking to enter the workplace. We have developed close working relationships with stakeholders in our communities to ensure that these work-experience placements are made available to those who will benefit most from the opportunity. Young Leaders programme: A London 2012 programme designed to give 100 disadvantaged young people the opportunity to have their lives positively changed through participating in a number of opportunities between April 2010 and the end of the Games in September 2012. This programme is being sponsored by BP, with match funding provided by v, the national youth volunteering service. Press Operations modules: LOCOG has developed Press Operations modules with Sheffield Hallam University. 600 students will take these modules and will be well placed to assist at the Press Centre and other venues as volunteers at Games time.

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2. Our employment and skills commitment

Through our employment and skills initiatives, we are committed to the creation and improvement of sustainable jobs. A sustainable job is one that improves an individuals life chances and benefits the community environmentally, socially and economically1. These commitments will also support our objective to build a diverse and inclusive workforce. This document defines the initiatives that LOCOG will deliver, partner and communicate to create and improve sustainable jobs and skills development in London. Our overriding objective is that LOCOG, through the Games, will provide individuals with a work and life experience that they can use to enhance their personal and professional lives once the Games are over. Despite the fact that the Games will only last for six weeks and our employment opportunities are therefore finite, we are still able to contribute to sustainable job outcomes and skills development that will deliver our contribution to legacy. At the end of the Games we will provide outplacement services to support our employees to move into new roles and careers. We will, through a contract with our recruitment service provider (Adecco), provide resources including workshops, one-to-one support and a resource centre. We anticipate the outplacement programme will start during 2011 and run in phases through to 2013. We are also working on a detailed plan to set up a formal referencing process for LOCOG staff once the organisation ceases to exit.

As defined by the Commission for a Sustainable London 2012 7

Employment and Skills Strategy

2.1 Context One of the ambitions of the bid was to increase job and business opportunities and skills development, as well as helping to reduce worklessness. This was especially focused on the local communities that would host the Games, as well as across greater London and the rest of the UK. LOCOG is a private company responsible for the staging of the Games, the provision of temporary venues and sites, and the temporary overlay at existing and new venues. LOCOG recruits, trains and mobilises the paid and volunteer workforce for the Games and will be influential in working with contractors in hiring their workforce. LOCOG is also charged with developing educational and community access programmes in the lead up to the Games, with a particular focus on young people. It is important to know how LOCOG will evolve as an organisation in order to understand how and when LOCOG can make a real difference to these objectives. Currently we employ over 700 people and in relative terms we are still a small company. By late 2010 we will have completed the hiring of our leadership and middle-management departmental experts. In 2010 and 2011 we will continue to grow at pace in fact, doubling on an annual basis. As we get closer to the Games, there will be many more entry-level opportunities available. In December 2008, the Commission for a Sustainable London produced a report, A Review of Skills, Employment and Business Capacity, in which they identified two main areas for LOCOG to focus on in developing its employment and skills strategy: Providing employment opportunities for residents in the five Host Boroughs building on the experience of the Olympic Delivery Authority (ODA), making use where appropriate of existing resources and processes Developing a broad engagement programme to inspire those who have already registered their interest in Games-time volunteering. This should link to adult education opportunities to enable them to gain relevant skills.

2.2 Scope LOCOGs workforce is unique, split across the three groups as follows: Full-time and temporary workforce Contractor workforce Volunteering workforce

200,000 Approx 100,000

Contractor Workforce

Up to 70,000 Paid Workforce Workforce starts to grow

V
Approx 6,000

Volunteering Workforce

Paid Workforce

1000

P
2012 Games

Paid Workforce

Now

2011

Employment and Skills Strategy

Our workforce requirement will grow to approximately 200,000 during the Games, with each of the workforce groups presenting different challenges and opportunities. However, it is important to note that the majority of our employment opportunities are short term, as depicted by the following diagram:
Current 740 January 2012 2,000 Games time 6,000 Up to 70,000

2.3 Working with key partners and stakeholders Our ability to deliver our Employment and Skills Strategy is contingent on external agencies, partners and stakeholders having the right infrastructure in place to support our growth. Our relationship with Adecco enables us to effectively recruit our paid staff volumes while meeting the employment targets that we have set in this strategy. Other public-sector agencies will also provide critical support in helping us to navigate public-sector funding and infrastructure. LOCOG is also starting to engage with the Olympic Park Legacy Company (OPLC) on its employment and skills plans to ensure that we can integrate our thinking and approach, and potentially offer opportunities for further employment and skills development after the Games. We continue to work closely with the ODA to ensure our plans are aligned wherever possible. Where our commercial partners are recruiting workforces for Games-time venues, we will encourage them to use the public-sector infrastructure in place to support our employment and skills commitments. There may also be sustainable employment opportunities for our paid staff with some of our partners after the Games; we will investigate this as part of our outplacement programme. LOCOG works closely with the Trade Union Congress (TUC) towards the shared objective of achieving the successful delivery of the Games. Laying the foundations for smooth and stable industrial relations, LOCOG, the TUC and the ODA established the Principles of Cooperation which identify key shared values between our organisations. LOCOG continues to have a very positive relationship with the TUC and has recently signed the Volunteer Protocol establishing clear standards for the treatment of LOCOGs volunteers. We will continue to consult with the TUC as we go forward.

Paid

Volunteers Contractors

9 weeks

9 weeks

100,000

Our role in employment and skills spans across all three workforce groups, and our initiatives aim either to deliver, where we will drive and be responsible for delivery of initiatives; to partner, where we will work with other stakeholders on initiatives; or to communicate, where we will use our position to communicate and influence initiatives delivered by other stakeholders. We have classified our initiatives across the workforce groups into three main areas as follows: Creating employment opportunities Experience and skills development Developing young people

Employment and Skills Strategy

3. Our employment and skills initiatives

3.1 Creating employment opportunities One of our critical success factors is the capability and capacity of our workforce. With the recent economic downturn, increasing unemployment rate and many industry sectors making staff redundant, the certainty of jobs that we are able to offer, until the end of the Games in 2012, is unique and further reinforces what is already a compelling employment proposition. Our key initiatives in this area include: LOCOG workforce Full-time staff work directly for LOCOG on fixed-term contracts. The primary objective of this workforce is to plan and organise every element of staging the Games. This workforce is highly skilled and brings relevant subject matter expertise from a variety of backgrounds. LOCOG will also offer a large number of short-term contract roles in the run up to the Games. LOCOG will provide employment to approximately 6,000 people. Contractor opportunities The contractor workforce will be employed by third-party contractor organisations, providing up to 100,000 opportunities during the Games. This section of the workforce will come from a variety of industries, the high-volume ones being catering, security, transport, and cleaning and waste. This workforce is very short term no more than nine weeks, at Games time. LOCOG will work with other organisations to ensure contractors are trained and have the necessary skills. We will also help with sourcing and planning the contractor workforce, encouraging diversity and supporting local employment initiatives. We have developed an Employment and Skills Charter. This forms part of our procurement process with contractors and clearly stipulates the commitments we expect from them. It also outlines the support available to them from public-sector agencies. Refer to Appendix 1 for further information on the charter.

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Secondment programmes LOCOGs workforce includes secondees from partner organisations, government departments and other stakeholders, who form part of permanent staff; the secondee staff continue to be employed by their seconding organisations. We anticipate that up to 10 per cent of the LOCOG workforce will be secondees. Secondments offer individuals the opportunity to work at LOCOG, gaining the knowledge and skills that organising the Games brings, and then taking this back to the parent organisations after the Games. Public-sector/local-government support Working in partnership with Adecco, LOCOG is communicating job vacancies through job brokerages and Job Centre Plus (JCP) in the Host Boroughs; JCP also enables us to communicate our opportunities to the rest of London via Relay London and across the UK. LOCOG is also committed to working with the London Employer Accord, which provides an effective way to coordinate the delivery of public-sector employment and training agencies that we can benefit from. The aim of the Accord is to ensure the 2012 Games act as a major catalyst to get more than 5,000 Londoners who are currently workless into work. A key part of this offer to contractors is the LDA-funded 2012 Employment Legacy project, which will prepare workless Londoners outside of the Host Boroughs for Games-time jobs. A delivery partner appointed by the LDA will be responsible for delivering appropriate pre-employment training, as well as for providing onward support to individuals to secure sustained employment outcomes for example, a minimum of 12 months employment following the pre-employment training. Our target zone for recruiting previously workless people is between 7 and 12 per cent of our total workforce. We are already in discussions with public-sector employment and training agencies to scope a sourcing model to meet the needs of our contractors and for the LOCOG volume recruitment in 2012.

Encouraging Host Borough applications We want to strongly encourage residents in the Host Boroughs to apply for job opportunities. We are already working in partnership with JCP, who have access to all our vacancies as they arise. LOCOG, in partnership with Adecco, will run special recruitment campaigns and events in the Host Boroughs. These campaigns will be aimed at educating people about the Games, the opportunities that will arise and addressing any concerns regarding employment and the Games. Our target zone for recruiting from the Host Boroughs is between 15 and 20 per cent of our total workforce by Games time. Diversity and inclusion programmes Our employment and skills programmes are integrated with and support our diversity and inclusion programmes, which are detailed at london2012.com/inclusion We will monitor and report on representation for six strands of diversity: disability, gender and gender identity, race, sexual orientation, age and belief. At a LOCOG level, we aim to recruit the most diverse team possible within specified target zones. We are happy with the progress we are making on each of the strands; however, key areas of focus going forward will be on ethnicity and disability. A few examples of relevant programmes are detailed below: >access now >access now is LOCOGs recruitment outreach programme for disabled people, launched on International Day of Disabled Persons, 3 December 2008. We believe that hosting the Paralympic Games in 2012 provides us with an excellent springboard to deliver our employment and skills commitments to the disability community.

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Key points from this programme include: our achievement of the Positive about Disabled People Two Ticks Mark; a guaranteed interview scheme for every disabled candidate that meets the person specification for any salaried role at LOCOG; and the establishment of a Diversity Board, chaired by Chief Executive Paul Deighton, to champion diversity and inclusion across all areas of LOCOGs work. Attitude over age This is LOCOGs recruitment outreach programme for older and younger people, launched by The Zimmers rock group in March 2009. Key points from this programme include: the appointment of an Age Champion Debbie Jevans, Director of Sport to ensure the topic of age is addressed by the Diversity Board; older and younger people are members of LOCOGs cross-functional Diversity Action Team, which also reports to the Diversity Board; LOCOG is working in partnership with The Age and Employment Network (TAEN), Employers Forum on Age (EFA), Job Centre Plus and other older peoples groups to actively seek older candidates. For example, together they host recruitment evenings for older people (as well as for the other diversity strands); LOCOG is working with Connexions and the Princes Trust to engage younger people; and London 2012 will continue to use the Age Aware mark and the Age Positive Champion mark to demonstrate its commitment to being an employer of choice for all ages. Recruitment Leader Programme We have been working with a number of non-commercial organisations that provide a service for, or support people from the number of Black Asian Minority Ethnic (BAME) communities throughout London. We are in the privileged position of being able to receive essential advice, knowledge and feedback on what they are and should be doing around attracting and recruiting people from BAME communities.

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We have created a programme which acknowledges talent and potential leadership within all UK communities by rewarding those unique individuals with the title of LOCOG Recruitment Leader. By undertaking the role, LOCOG Recruitment Leaders will: be a positive role model to people from all communities across the UK wishing to work for LOCOG; cascade information about LOCOGs working environment, function, strategy and upcoming vacancies to people within their own communities/organisations; motivate and encourage members of their communities to get involved with LOCOG; and provide support and encouragement to members of their communities interested in working for LOCOG by providing assistance with the application process and helping to further their professional aspirations and dreams. Employment of athletes Adecco will be working with both the British Paralympic Association (BPA) and the British Olympic Association (BOA) to support the employment of both Paralympic and Olympic athletes, via the Athletes Career Programme. We will target appropriate vacancies for this programme and will work with Adecco to support the employment of current and retired athletes in LOCOG. Promoting employment opportunities The LOCOG workforce opportunities will be communicated and advertised across London and the rest of the UK; working with Adecco and all our key stakeholders to ensure that we reach out to all community groups. Our roles are open for all to apply to. While the majority of our roles are based in London, there will also be opportunities across the UK in the Sailing, Rowing and Football venues. The contracting opportunities advertised are open to organisations throughout the UK. It is anticipated that organisations from the length and breadth of the UK, not only London, will be appointed opening up opportunities to everyone.

Providing outplacement support We will be providing paid staff with outplacement support to help them find jobs after the Games. We will also work closely with our commercial partners to investigate employment opportunities. We expect that employees already working for contractors before the Games will go back to those roles after the Games. Those who have been recruited specifically for the Games will gain skills that may help them win a permanent role after the Games either at a contracting organisation or within the industry. Wherever possible, we will encourage contractors to fill post-Games vacancies with Games-time workers. 3.2 Experience and skills development Initiatives in this area will focus on: developing skills in categories where labour forecasting suggests we have a future gap in the market (and therefore a supply challenge), for example, security; and capturing the enthusiasm of those who wish to volunteer, helping them to experience volunteering and develop their skills before the Games. Opportunities for skills development should primarily be focused on those areas where skills gaps have been identified; individuals seeking opportunities to develop skills in these areas, in time for the Games, will be supported by local and public-sector agencies for both pre-employment and skills development training. LOCOG is delivering a variety of skills development initiatives; some are currently already underway, and others are planned as follows:

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Games-time Volunteering Programme (Games Maker) We will need up to 70,000 volunteers for the Games, working across all departments. Approximately 40 per cent of the roles will require volunteers with specialist skills in areas such as medical, technology and sport. The remainder of the volunteers will be generalists, requiring little or no Games or operational experience and specialist skills. These generalist roles will provide opportunities for people who are passionate about the Games and who can meet our defined minimum requirements. LOCOG will help volunteers develop the skills they need to provide an excellent service to spectators and all other client groups at Games time. We need to have an enthusiastic and self-motivated group of people. LOCOGs programme for developing volunteer skills will be: comprehensive enough to equip all volunteers with both the skills and knowledge needed to carry out their roles with confidence; properly paced to ensure the points are understood while also respecting the volunteers time; and inclusive and supportive, where opinions are listened to and appreciated. All volunteers will undergo a minimum of three core training programme sessions to prepare them for their Games role. The training will cover orientation training, role-specific training and venue training. Volunteers who are identified for leadership roles will also undergo event leadership training. LOCOG will deliver the training via face-to-face sessions supplemented with training manuals, online materials, and other bespoke tools that volunteers can use on the job to reinforce and/or refresh their learning. Daily briefings at Games time will reinforce learning and prepare volunteers for the day ahead.

Trailblazer programme This programme provides individuals with an opportunity to work with LOCOG before the Games, on a voluntary basis. The individuals work with LOCOG staff typically (but not exclusively) in administrative roles, contributing a minimum of one day per week on a regular and long-term basis. This offers people a flexible way to contribute to the development of the 2012 Games. London Ambassadors Programme The vision for the London Ambassadors Programme is to significantly enhance the visitor experience of London during the Olympic and Paralympic Games. It will complement LOCOGs Games-time Volunteer Programme, with related but distinct aspirations and objectives. LOCOG is currently working with the LDA to define the parameters for collaborating, ensuring a seamless high-quality experience is provided at Games time. Skills gap study During 2009 LOCOG undertook a study, with the support of the LDA, to look at the demand for the LOCOG contractor workforce and analyse the supply in the labour market in order to understand any gaps and challenges that there may be in the supply of labour for the Games in 2012. Now that this study has been completed, we will focus on development of skills where shortages exist. We will partner with other government bodies to plan for the sourcing of these skills. The main areas for concern which have been identified are as follows: Within the main contractor and volunteer areas there will be a need for those working to have sufficient customer service skills. This has been identified by employers in these industries to be lacking in current recruits. There has been a gap identified in the number of SIA-licensed security guards, a significant number of which will be required at Games time, and a gap in the number of appropriately trained chefs.

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New regulations have been brought in for the transport industry which must be complied with by 2012. These give cause for concern that a significant proportion of the workers will retire rather than meeting these requirements. This could mean a shortage of drivers at Games time, not just affecting LOCOG but the city of London as well. For further information on this skills gap study refer to Labour Market Forecasting and Gap Analysis Report, February 2010. Bridging the Gap LOCOG, in partnership with the Home Office, has launched an initiative called Bridging the Gap to make sure the need for security staff at the Games is met. Pilot programmes ran over 2009 to create employment opportunities in this area, with the involvement of Podium (the further and higher education unit for the 2012 Games), the LDA and the security industry. Since September 2009, 63 colleges are now offering Bridging the Gap modules alongside existing courses. We anticipate that the programme will deliver a qualified workforce of 6,000 by Games time. The aim is to help transform the security industry, making it more professional and helping young people and those across the community find employment. We will continue to monitor the success of this programme to determine whether any further measures are required to deliver additional qualified security personnel.

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Personal Best programme Personal Best is a stepping stone to new work opportunities for long-term unemployed adults without a Level 1 qualification. Through a programme of training, volunteering and personal support, Personal Best will provide its graduates with an NVQ level 1 Events Volunteering qualification. Just as importantly, it will help them develop new skills, raise their self-esteem and confidence, and open up employment and education opportunities. The programme is being delivered through partnership with the Department for Business, Innovation and Skills, the LDA, Skills Funding Agency, JCP and a collective of regional bodies working together to deliver the programme. LOCOG has made a commitment to offer all Personal Best graduates a guaranteed interview to be a Games-time Volunteer. This is subject to graduates successfully completing the Games-time application process and meeting participant eligibility criteria. EDGE website raising the profile of vocational skills EDGE, part of the London 2012 Get Set education programme, has developed a website that uses the Games to raise the profile of vocational skills. It has already been awarded the Inspire mark. The website will profile a number of individuals in vocational roles connected to the London 2012 Games. They will provide updates through a series of blogs and video diaries on their day-to-day roles. The site will also contain information on the learning and career routes that young people can take towards specific career paths. The website can be found at makingthegames.co.uk London Employment Skills Taskforce for 2012 (LEST 2012) LOCOG will continue to support our external stakeholders in their specific skills and employment initiatives through LEST 2012. Our lifetime business planning process will provide us with further detailed workforce information that we can feed into this forum, enabling us to prioritise specific skills development programmes and coordinate activities with regional partners.

Catering A key strand of the recently published Food Vision is skills and education. We want to use the Games as a live case study for students and support new and innovative partnerships between catering organisations and colleges. This programme will develop further once the catering contractors are in place later in 2010. OBS training programme LOCOG is aware that OBS, the International Olympic Committees Host Broadcaster for the Olympic Games, will deliver the OBS Training Programme. This will provide several hundred undergraduate broadcasting students with the opportunity to enhance their education through a structured broadcast training programme, as well as the opportunity to be part of OBSs paid broadcast crew at the Olympic Games. 3.3 Developing young people The following initiatives are aimed at providing opportunities for young people to gain valuable work experience and to enable skills development: Work experience programme Gaining valuable work experience is an important aspect for young people as they move from schools or colleges into the workplace. LOCOG has developed a structured work experience programme that offers one-week placements to young people at school and college who are looking to enter the workplace. We have close working relationships with stakeholders in the communities nearest to our head office in Canary Wharf, to ensure that these placements are made available to those who will most benefit from them. Student internships We have set up a student internship programme lasting from four weeks to four months. The students are given a particular project or research area, providing an excellent opportunity to use their theoretical knowledge gained through studies in a practical environment.

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Get Ahead programme for school leavers One of our key areas of focus is to develop and provide opportunities to young people. We introduced our first apprenticeship programme, Starting Blocks, in 2007, and another programme Get Ahead in 2009. This has been a great success we have selected 19 school leavers, the majority coming from the Host Boroughs, to work across LOCOG departments. On-the-job training is provided, as well as a day to go to college and an onsite tutor support to complete a Level 3 NVQ in Business Administration. We will run another programme in 2010, where we intend to recruit a new group of 15 young people. A final group will be recruited in September 2011. We are also working with the National Apprenticeship Service to identify additional opportunities for employing apprentices in the run up to the Games. Graduate opportunities LOCOG will not develop an organisation-wide graduate programme; however, we will develop bespoke programmes to meet the specific requirements of our departments. For example, we are supporting our Technology team to recruit individuals for up to six 12-month paid internships in 2010, primarily targeted at IT/Computing students and graduates. We anticipate that we will recruit up to 60 graduate placements between now and the Games. The number of roles available on graduate programmes will increase in future years as other departments define their requirements.

Press Operations modules We have developed Press Operations modules with Sheffield Hallam University to introduce students to working alongside the media during major sports events. Students will gain in-depth knowledge of areas including the media tribune, help desks, mixed zones and press workrooms, as well as research and write content for the London 2012 Olympic and Paralympic News Service. Around 600 students are expected to study the modules between now and 2012, and on successful completion of the course they will be well placed to apply for volunteer positions to help the Press Operations team provide an effective service to the accredited media. Young Leaders programme In bidding for the 2012 Games, we made a commitment to deliver this project and put 100 Young Leaders on an intensive personal development programme, enabling them to play an important volunteering role in the delivery of the London 2012 Olympic and Paralympic Games. BP is the sole partner for the programme. The volunteering organisation v is providing match funding to BPs contribution, enabling the Dame Kelly Holmes Legacy Trust to be the delivery partner on the ground. The Young Leaders programme is designed to give a group of disadvantaged young people the opportunity to have their lives positively changed through participating in a number of opportunities between January 2011 and the end of the Games in September 2012. The intention is that these young people will proactively benefit their local communities while receiving mentoring support and guidance from BP employees to assist them along their way. The programme will culminate in the young people putting their newly-acquired leadership skills into action and taking an important volunteering role at Games time. It is also hoped that the young leaders will engage and motivate others to take a proactive role in volunteering in their local community. The young people will participate in a number of milestone events to help develop key skills.

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Get Set education programme This is a key initiative of the LOCOG Education team and their partners, providing resources to schools and colleges to help young people feel excited and inspired by the Games. To date more than 13,640 schools and colleges are involved in Get Set, while a further 7 ,000 are involved in related partner-funded programmes. LOCOG recognises those schools and colleges involved in the programme that are the most committed to the Olympic and Paralympic Values through the Get Set network, which currently has more than 90 members. Deloitte Employability Initiative As part of their Employability Initiative, Deloitte has worked with the LOCOG Education team to develop a programme of three workshops delivered by Deloitte employees to students in further education colleges. The workshops help students develop the skills they need to find employment, sitting alongside vocational training in any sector. Podium the further and higher education unit for the 2012 Games Podium has the central remit of engaging universities and colleges to get involved with the Games through communication, fostering of collaboration and utilising London 2012 to enhance existing activity. The units website has more than 3,000 registered users and the Head of the Unit is seconded to LOCOG to advise on further and higher education.

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Our targets for initiatives focused on developing young people are as follows: Initiatives for young people Get Ahead programme Other apprentice opportunities Outline of initiatives LOCOGs advanced business administration apprenticeship Identify other roles in paid workforce, filled by 18-24 year olds, and consider whether apprenticeship is appropriate Structured one-week work-experience placements for Year 11 pupils Recruitment of graduates into specific roles in the LOCOG Technology team Unpaid summer placement programme delivering business projects 10 10 20 55 6 15 9 0 Target numbers 07/08 08/09 09/10 10/11 9 15 5 11/12 15 20 Total 48 25

Work experience for young people Graduate programme Internships

40 45 20

0 15 30

125 66 75

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4. Raising awareness of employment and skills

We have an important role to play to in raising awareness amongst stakeholder groups about our Employment and Skills Strategy. Our approach to this is two-fold: first, sharing knowledge and experiences to educate others who do not directly have a chance to work for the Games; and second, contributing to the initiatives of other organisations (for example, the ODA and LDA) in order to deliver sustainable jobs. Some of the key initiatives planned are as follows: We will raise awareness about the importance of developing skills through talks and case studies at schools and colleges, primarily in the Host Boroughs. We will use those who have joined us on the school leaver programmes as our employment and skills ambassadors in the five Host Boroughs as a way of motivating and inspiring others to develop their skills and to seek employment with the Games. Our staff will share knowledge and experience gained while working at LOCOG through lectures in schools and colleges and events with diverse groups. This will give others an opportunity to learn and be motivated to perform better. Certain departments in LOCOG, for example the Education and Culture teams, run annual development programmes, competitions and events. These raise awareness of the employment and skills requirements in these areas and contribute to the overall skills development effort by LOCOG. We will work in partnership with the Host Boroughs to identify opportunities for communicating our employment and skills agenda widely across all communities that we are striving to reach out to. We will also ensure that this agenda is communicated across the rest of London and all nations and regions of the UK so that everyone has an opportunity to be part of the Games. We will also raise awareness of our employment and skills programme amongst minority groups utilising our diversity and inclusion partner network.

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5. How will we measure our success?

5.1 LOCOG measures LOCOG aims to measure its success on the basis of the following indicators: A. Creating employment opportunities Number of opportunities provided by LOCOG through our paid workforce Number of opportunities provided by LOCOG through the contractor programmes Number of employees who are residents of the Host Boroughs (target zone 15-20 per cent) Number of employees who were previously workless (target zone 7-12 per cent) B. Skills development Number of opportunities provided by LOCOG through the volunteering programmes Number of opportunities created by LOCOG for internship programmes Number of opportunities created by LOCOG for secondment programmes C. Developing young people Number of apprentices employed Number of work experience placements offered Number of schools and colleges enrolled in the Get Set education programme We will update our stakeholders on these measures on a quarterly basis. We will also establish an Employment and Skills Board in LOCOG, chaired by Paul Deighton, to monitor the progress that we make against our commitments.

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6. Key challenges
There are several key challenges that will impact the delivery of our employment and skills initiatives: We must recognise that we have made certain commitments to the London Host Boroughs, but we also need to ensure that the rest of London and other nations and regions feel that their communities have been given an opportunity to get involved. There is limited opportunity for LOCOG to provide ongoing, long-term employment: LOCOG is a short-lifespan organisation and the number of full-time jobs that last until Games time is limited. The majority of the contractor and volunteer opportunities created will last only for a maximum of a few months, at Games time. For our paid staff, there is limited opportunity for further skills development due to the requirement to recruit employees with specific skills needed who are able to hit the ground running. As we move closer to Games time and in the anticipation that the British economy will start to improve over the next two years, it may become increasingly harder for us to secure all of the skilled resources that we need at the right time. We will need to sensitively manage the transition of our organisation as we move from a departmental structure to a Games-time venues-based structure. The current public sector spending review is likely to reduce the amount of funding available for LOCOG and our contractors to utilise for any skills development programmes. We will closely monitor this in the coming months to understand any impact.

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Appendix 1 Employment and Skills Charter

Introduction LOCOG is responsible for staging the Olympic Games and Paralympic Games in 2012. Hence, our procurement programme will cover a wide range of goods and services from temporary venues, sports equipment, merchandise produced under licence, temporary commodities and overlay for the venues, through to catering services and other labour provision. The challenge for our suppliers A number of LOCOG contracts will require mobilisation of a significant workforce that will need to be located in close proximity to the Olympic Park and other competition venues. Hence, recruitment and training of a suitable workforce is a key challenge that many of our suppliers will need to address between now and 2012. Local employment and skills development By staging the Olympic and Paralympic Games in London one of our key aims is to increase job opportunities, skills development and reduce worklessness for the communities in the area. Our plans are centred around three main initiatives: firstly, creating employment opportunities; secondly, skills development; and thirdly, developing young people. Helping suppliers and local communities In order to deliver on our plans, we need to provide suppliers with access to a workforce able to meet the requirements described above. Public-sector skills and employment agencies will coordinate their recruitment and training service offerings with LOCOG suppliers through the Employer Accord. This is a single point of contact approach that can help to meet business needs as well as diversity and social objectives. The offer includes mainstream, national JCP and Skills Funding Agency provision, as well as bespoke job brokerage and pre-employment training packages through the Host Borough Employment & Skills project and the London-wide 2012 Employment Legacy project supported by the LDA. See the LOCOG Employment and Skills Strategy for more details. Expectations of our suppliers Suppliers should be willing to engage with these partnership arrangements to encourage applications from local and workless people for Games-time roles (including back-fill positions). By allowing access to vacancy opportunities and selection processes for these candidates, contractors will be able to shape bespoke employment and training programmes to support their workforce needs. How we will track progress Contractors will measure and report on achievements, which we will promote as successful delivery. These will contribute towards our target zones and objectives in relation to local employment, diversity and inclusion and opportunities for previously workless people.

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Appendix 2 Stakeholders
We would like to thank to all the organisations listed below for their valuable thoughts and comments: Adecco Commission for a Sustainable London Greater London Authority Government Olympic Executive London 2012 Equality & Diversity Forum London Councils London Development Agency London Host Boroughs Olympic Delivery Authority Olympic Park Legacy Company Trade Union Congress Job Centre Plus Skills Funding Agency Westfield

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Thank you
London 2012 would like to thank its partners for their support our partners for their support The London Organising Committee of the Olympic Games and Paralympic Games Ltd Worldwide partners

Official partners

Official supporters

Official partner of the Paralympic Games

The London Organising Committee of the Olympic Games and Paralympic Games 23rd Floor, One Churchill Place Canary Wharf, London, E14 5LN Switchboard: +44 (0)20 3 2012 000 Fax: +44 (0)20 3 2012 001 london2012.com Reference number: LOC2010/97

Published September 2010. This document is only available electronically. Please consider the environment before printing this document. If printing is necessary try to use double sided printing or use of scrap paper where appropriate. This document can be found in the publications section of london2012.com
This document and the official Emblems of the London 2012 Games are London Organising Committee of the Olympic Games and Paralympic Games (LOCOG) 2007. All rights reserved.