Be Inspired: Social Entrepreneur Teresa Scott

Teresa Scott is helping candidates secure sustainable employment.

Company: Kennedy Scott Ltd
What it does: Highly regarded supplier of training and employability services to Government
Founder: Teresa Scott OBE, MBA
Founded: 1989
Size of team: Total staff 70
Your name and role: Teresa Scott, Founder and CEO

How did your entrepreneurial journey begin at Kennedy Scott?
I had been working for another organization designing and managing training schemes for young people and blue chip companies and had been pretty autonomous in my role for a few years. I was more or less a one-person operation and thought- you know what? I could do this for myself! So, with the help of friends who backed me financially, I started the company in 1989. Kennedy Scott is now the highest performing provider of Employability support services to people most marginalized from the labour market in the UK.

How is your business challenging the traditional recruitment industry?
Using a bespoke and ‘revolutionary’ assessment process, Kennedy Scott’s trained caseworkers quickly identify the real issues affecting an individual’s rehabilitation and work together to address the barriers impacting the individual’s ability to secure sustainable employment. Through this ‘Circle of Support’, the individual is supoorted with a suite of interventions designed specifically to create a routemap to rehabilitation and employment.

What problems are you trying to solve?
I want to bridge the employability gap for people with disabilities or mental health challenges. We are soon launching a new service for the corporate sector providing advice and guidance to companies wanting to recruit candidates from such backgrounds. We are a catalyst between the candidate and the company, bridging the gap by supporting both parties to get the best from the working relationship. We aim to help candidates in the workplace if they have a health challenge or mental health concerns.

How do you make money?
We run Government-funded contracts, and offer independent advice to companies for a consultancy fee.Continue reading

The Dichotomy of Creative Leadership

Right now, the leadership of our people must encourage, capture and cultivate both imaginative and critical thinking. Thinking that produces original, inspired ideas that both ignite and redefine the organisation.

The dichotomy is, whilst this need is being voiced by all business leaders throughout the world, in reality tighter controls are being put on organisations and its people, from all angles.

Controls that are strangling creative thought, innovation and impeding the very change they desperately need. 

Dichotomy One – We Need Our People to Think Creatively yet we are putting in more rules and compliance in a desperate attempt to try and control behaviour. Think of a wheel spinning around at 100 miles an hour. If you try and grab hold of that wheel to stop it turning, it’s going to hurt. We cannot hang on to control, if what we want is people to use their infinite imaginations to create new ways of doing things, we must be willing to let go and redefine how we lead our people, instead of doing even more of the same.

This does not mean having no boundaries. It means that the boundaries we set are structured around values, not rules. Rules close down our minds and keep us in the memory of what is and what has been. Rules do the thinking for us, not allowing us to enter our imaginations to seek out possibilities; we are never going to find a new paradigm in the memory. Values create boundaries, but within that guided boundary, leave room for us to think for ourselves about how to get there.

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News Article: Women in Innovation: New Support Announced

Innovate UK has announced that it will run a second phase of its Women in Innovation awards.

The programme, which will launch later this year, will consist of a funding competition and support package to encourage more female-led innovation. The first Women in Innovation programme was launched in 2016, following research that found just 1 in 7 applications for Innovate UK funding came from women.

To address this, Innovate UK ran its first women-only competition. This provided £50,000 funding each for 15 female-led businesses plus mentoring. We have also run an entrepreneurial mission to Boston for 7 women in tech.

Since the programme launched there has been a 10 percent increase in female registrations for Innovate UK support.

The second Women in Innovation competition will seek ideas that address the 4 grand challenges posed by government’s Industrial Strategy. These are:

  • AI and the data economy
  • clean growth
  • future of mobility
  • ageing society

Learn More About the 4 Grand Challenges Here.

Sign up for email alerts or Innovate UK’s newsletter to get the latest news, including when this competition opens.

2018 Legal Changes Every Business Needs To Know About

2017 was an interesting year for employment law with Brexit, the gender pay gap, sexual harassment and the gig economy dominating the headlines and we can expect 2018 to continue in the same vein.

 ELAS employment law consultant Enrique Garcia takes a look at the areas to watch in the year ahead.

The GIG Economy: The future of the gig economy remains in the air as we await further clarification from the Supreme Court. EAT decisions against Uber and Pimlico Plumbers have been appealed to the Supreme Court and the eagerly anticipated rulings will have far reaching implications. Other cases against Deliveroo and City Sprint, among others, are still making their way through the tribunals and this could yet be the tip of the iceberg.

Employment status has long been the greyest area of employment law – is someone self-employed or are they really an employee or a worker? The Central Arbitration Committee (CAC)’s recent ruling that Deliveroo riders are self-employed has thrown more confusion into the arena, although it’s worth noting that this is not a binding authority. We await with interest the Tribunal ruling in the claim brought by 45 Deliveroo couriers to see how it compares to the CAC decision.

Gender Pay Gap Reporting: The first gender pay gap reports are due to be published in April 2018 for the payroll period including the snapshot date of 6 April 2017. Information on any bonuses paid also needs to be published at the same time for the 12 month period ending April 2017. All companies which employ 250 or more are required to publish this information. There is no obligation for companies to explain the gender pay gap, nor any duty to address it if a company is complying with the Equality Act however, as we saw when the BBC published the salaries of its top earners, there can be huge fallout and potential reputational damage where a large gap is shown with no explanation. Furthermore, the best candidates may not be attracted to working for companies with a big gender pay gap if they feel that their gender will adversely impact their career prospects.Continue reading