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Andrew Clark, Energy Lead at the North East Local Enterprise Partnership, on the publication of the Green Jobs Taskforce report

In November 2020, government published its ambitious ten point plan for a green industrial revolution in the UK.

Focused on increasing ambition in emerging and growing sectors like offshore wind, low carbon hydrogen, and electrification, it cemented government’s aim to build back better from the coronavirus pandemic, support green jobs, and accelerate the UK’s path to net zero.

Announced as part of the ten point plan was the formation of a new Green Jobs Taskforce – made up of representatives from industry, trade unions, and the skills sector – which would set the direction of travel for the green jobs market.

On 15 July, the Green Jobs Taskforce published its first report to government, industry, and the skills sector, outlining the importance of investing in the UK workforce to ensure people develop the right skills to deliver the country’s net zero transition, and thrive in a green economy it creates.

The report is of particular relevance to the North East, where green jobs are poised to transform our economy. We are already one of the world’s leading destinations for offshore wind, and recent investments from Nissan and Britishvolt have put our region at the forefront of the electric vehicle market. Innovations in heat networks and other forms of low carbon heat – including mine energy – also position the North East to become the UK’s first low carbon heat cluster, which will see the region benefit greatly from the growth of the green economy.

So how do we plan to maximise on this unique opportunity and play a central role in helping the UK reach its net zero target by 2050? Working alongside partners in industry and academia, we’re mapping the current and future skills needs in the green economy to ensure sectors in the North East – particularly those with the biggest potential for growth – have access to the talent and expertise they need to scale.

As facilitator of the skills workstream for Energi Coast – North East England’s offshore wind cluster – the North East Local Enterprise Partnership is working with industry and the education sector to develop an action plan to meet the needs of the sector with demand-led provision. Central to this is the commitment to increase diversity and inclusion in the offshore wind industry, and the group is actively working with employers to review their current recruitment and retention processes to ensure opportunities are provided to all.

The Energi Coast skills group is also working on a series of case studies that will reflect the partnership approach adopted by the offshore wind industry, the education sector, and government, in ensuring green careers advice is available to people in all sectors and at every stage of the career journey; reinforcing the importance of reskilling and retraining in creating new green jobs.

The low carbon heat supply chain is another significant growth area for the region’s economy, and we’ve recently completed a piece of work to identify the opportunities that exist both now, and in the future, for supply chain businesses, and what this will mean for skills demands. Additionally, as outlined in our Recovery and Renewal Deal for the North East, we’re addressing the need for investment in skills and training around retrofitting by working with the North East and Yorkshire Local Energy Hub on a housing retrofit skills model.

The North East’s significant automotive cluster and hub of activity in the battery and electric vehicles sectors means it’s well placed as a UK centre to meet the global demand for electric vehicles, and help lead innovation in the sector. Nissan’s decision to open a new gigfactory battery plant at its site in Sunderland, and the news Britishvolt will open another gigfactory in Northumberland, demonstrates the industry’s level of confidence in the North East. To ensure we have the skills to meet the demand, we’re working with the North East Automotive Alliance to address skills development in electrification and electric vehicle batteries.

The North East LEP’s Skills team is working alongside the eight early adopter status T-Level providers in the region to help strengthen their links with the business community, ensuring the new vocational qualifications – which include a 45-day industry placement – meet the needs of employers, and help deliver the skills needed to meet the green jobs of the future.

The Skills team is also working with the North East Institute of Technology, local colleges, and major employers like Nissan and Esh Group, to highlight Higher Technical Qualifications in subjects like advanced manufacturing and other STEM topics, as skills in these areas will be central to delivering the green industrial revolution in the UK.

The green economies of the future offer a huge opportunity for the North East to grow its economy and create thousands of more and better jobs. But to do that, we need to invest in skills – both in our future workforce via schools, colleges and universities, but also in our workplaces, by re-training and re-skilling our existing workforce.

In doing so we’ll position the North East as a major destination for skills and talent in green jobs, helping attract more businesses to invest here, ensuring the North East is at the forefront of the UK’s green industrial revolution.

Read more about the North East LEP’s work to support and grow the North East energy sector.

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North East businesses helping young people at risk of long-term unemployment into work

Employers in the North East are helping young people at risk of long term unemployment take their first steps into the workplace.

Businesses including Sunderland-based automotive manufacturer Unipres have signed up to the Kickstart Scheme, which provides funding to employers to create six month job placements for people aged between 16 and 24 who are receiving Universal Credit.

Unipres currently employs 35 Kickstart trainees and has plans to recruit five more in the next few weeks.

Rob Dodds, Apprentice Coordinator at Unipres, explained: “The reason we got involved is that it’s an ideal opportunity to give young people a chance to gain valuable experience in the workplace.

“They’re indispensable to the business as well – it’s another form of recruitment for us and these are the future stars. It’s a win-win situation for the business and for the trainees.”

The Kickstart Scheme offers funding to cover the relevant National Minimum Wage for 25 hours a week, plus the associated employer National Insurance contributions and employer minimum automatic enrolment contributions. Funding is also available to support young people to develop new skills and to help them move into sustained employment after they have completed their Kickstart-funded job.

20-year-old Ehsan Izadi, who is working as part of the Quality Assurance team at Unipres, said: “I was working in a pizza shop but when COVID came around, the shop was closed. I was looking for a job and saw the opportunity with Unipres. It was easy to apply through the job centre and it was a big opportunity for me.

“I like learning and improving my CV – if you have six months experience at Unipres it’s really important for your CV.”

Another North East business taking part in the Kickstart scheme is Northumbrian Water. Kay Penney, Human Resources Director at Northumbrian Water, said: “When the Kickstart Scheme was announced by the Government, we jumped at the opportunity to support young people to increase their employment prospects.

“So many of our workforce have come to us as young people, taking their first steps in the world of work, or returning to employment after enforced breaks, and they have become valuable employees playing important roles in our business.

“The jobs market is a very competitive place at the moment, whatever experience you have, but we know many young people are really finding it hard to get a break. We hope that the experience, learning and qualification they get from coming to us through the Kickstart Scheme will give them a valuable step up.”

Michelle Rainbow, Skills Director at the North East Local Enterprise Partnership, added: “Through Kickstart, businesses can help young people gain skills and experience that will help them to avoid long-term unemployment.

“And of course, support like this is especially important now, as so many young people have seen their plans affected by the pandemic. The fact that the North East business community has the opportunity to step up and help young people avoid unemployment is fantastic.”

Joanne Jobling, Service Leader for DWP in Northumberland, Tyne & Wear said:

“Kickstart has already made a remarkable difference to the lives of many young people – with the support of businesses, we want to maximise the impact of Kickstart in the North East, changing more lives for the better and supporting our economy now and in the future. We are working closely with the North East LEP and other key partners to encourage as many young people as possible to contact their local jobcentre to apply for the fantastic opportunities that are being created.”

Businesses in the North East can apply to join the Kickstart Scheme through the North East Growth Hub. Businesses can also register to join an online event by the IoD North East on 30 June, explaining more about Kickstart. Register for a free place here.

Kickstart vacancies in the North East will be advertised via northeastopportunities.co.uk.

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In conversation with Linda Conlon, Chief Executive of the International Centre for Life, about inspiring young people through careers education

The world of work today is very different to the one I first joined. It’s estimated young people can expect to change careers between five and seven times, and at least two of those will not be of their choosing. Looking back with what may be rose-tinted glasses, it seemed easier to move around and experience different jobs when I began my career.

I think if I was looking to offer some general advice to young people today it would be to keep your career options open. Don’t close them down before you have to and focus on one specific area.

It’s a positive thing to sample different work environments. I’ve worked for a multinational company, the government, a regional development agency, and for a number of years I ran my own marketing consultancy, which allowed me to work with a range of businesses and clients.

It’s not always about what you do, but the environment that you work in. If you’re happy and comfortable in your chosen environment you feel like you belong, and that gives you the best chance of a fulfilling and rewarding career.

It always strikes me as sad when some people are stuck in jobs they don’t like. You spend more time at work – in normal circumstances – with your work colleagues than you do at home. Why then would you do something you don’t enjoy?

When I was at school, I didn’t really benefit from any specific careers advice; there certainly wasn’t a sustained programme to recognise talent. Someone would come to the school for half a day and ask what you liked doing. I do remember someone saying they wanted to travel and they were advised to be a bus driver.

It was also quite common at the time to choose between arts-based or science-based subjects. Now, people don’t necessarily have to do the classic trio of subjects – maths, physics and chemistry. People can choose to study a mix of subjects that gives them a breadth of knowledge.

It’s really important to introduce people to the world of work from an early stage and that’s something we try to do in the centre’s visitor attraction, Life Science Centre. We offer an informal learning environment and we want to inspire people when they visit, ignite their curiosity and get them thinking in different ways. We encourage people to think creatively and imaginatively. Those skills are important in the world of work, particularly in science.

We have a mantra at Life Science Centre, which is ‘hands on, minds on, hearts on’. I firmly believe people learn better when they’re actively engaged in something that interests them.

It’s also important to say it’s okay to not know what you want to do in the future; people shouldn’t be worried or ashamed about that. Take your time and get it right.

We often talk about change in the workplace, and we’re currently seeing that at an unprecedented rate. That’s why I think young people should be flexible and not take themselves down a route they’re not sure of.

Parents have an important role to play in that, too. Young people often find they move unconsciously down a career path prompted by their parents.

Sadly, stereotypes still prevail in the science and technology sector, and some of that can come from parents, especially those without an interest in the area. That can discourage young people from pursuing STEM subjects, so we need to help students and their parents understand how science qualifications can stand them in good stead across many different careers.

In the gaming sector, for example, a large majority of people have qualifications in maths and physics. Unfortunately, young people don’t often make the connection between those exciting, emerging jobs and science subjects.

I’m often asked about my role within the science sector, and what skills and qualifications it takes to become a chief executive.

The first skill is to learn from your mistakes. We all make them, but it’s how you learn from the experience that’s important. I think it also benefits your staff to see someone in a senior leadership position make a mistake and own up to it. It gives them the courage to do the same.

Something that’s always been, and will continue to be important, is communication. It’s essential to be able to explain to people not just what, but why they’re doing something. When people don’t know what’s happening, they fill in the gaps themselves. Communications is something I feel I have a particular strength in, as I worked in the industry for a long time. I believe communications should be frequent, honest and simple.

Developing effective relationships is vital, too. I think a lot of people forget when you have a relationship with an organisation, it’s with the people within it.

Whilst it might sound obvious, listening skills are very important. If you think about our current situation, senior leaders need to understand how it’s impacting staff, their families and their lives. You only get that from listening.

You also need to take risks, and that’s something we’re very good at in Life. As a not-for-profit independent trust, we have a lot of autonomy and entrepreneurial spirit. We used that to adapt during the coronavirus pandemic to become an NHS large vaccination centre.

Taking risks fits with my next attribute, which is thinking outside the box. Despite being a not-for-profit, we think commercially at Life. By making a profit we can improve and expand the job we do – and do it better. That’s why it’s key to learn from other sectors and other businesses.

If I wasn’t chief executive of Life, I’d like to be either a wildly successful criminal barrister, or a wildly successful crime fiction writer. I’m always told only a small handful of people become successful criminal barristers. I’d definitely want to be one of the rich ones.

Linda Conlon is Chief Executive of the International Centre for Life, which opened in May 2000, with the purpose of inspiring everyone in North East England to explore and enjoy science and to discover its relevance to their own lives.

Linda is the first woman from Europe to be elected as Chair of the Association of Science and Technology Centres (ASTC), a body which represents more than 600 centres from over 50 countries. Linda is also a former board member of Ecsite, the European network of science centres and museums, and former Chair of its UK equivalent.

In recognition of her outstanding service to science and science education in North East England, she was awarded an MBE in January 2016.

www.life.org.uk

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Investing in infrastructure key for North East’s economic recovery

By Darren Laybourn, Director and Regional Strategic Lead at Turner & Townsend, and North East LEP Business Growth Board member.

Manchester’s skyline is often used to illustrate how well the economy is performing in the North West. The sight of tower cranes and new buildings appearing across the city suggests a high level of confidence from inward investors, and a vibrant, growing business community.

The construction industry can be a good indicator of a region’s economic health, which is why there has been so much focus on infrastructure and building back better from the coronavirus pandemic.

During the first national lockdown, the construction sector was one of the few areas of industry able to fully continue working. Government further bolstered the sector by investing millions of pounds in supporting infrastructure projects across the UK, including here in the North East, through the Getting Building Fund.

A booming construction sector gives confidence to the business community, particularly startups and SMEs. It encourages businesses to continue to invest in staff, which is vital in helping retain skills and talent in the region.

The UK’s exit from the EU has brought about new labour regulations that if not managed correctly, may result in a shortage of skills in some areas of the country. At a time when we’re looking to recover quickly from the coronavirus pandemic, it’s important we don’t develop a regional cold spot in terms of skills and labour.

The construction industry in the UK accounts for 10% of total UK employment – approximately three million jobs.* It also supports a wider ecosystem including delivery partners, supply chains – even coffee shops that serve workers on their lunch breaks. And it doesn’t stop there. The construction industry is the catalyst for creating new jobs in the longer term too, be that through new office spaces, business parks, enterprise zones, etc.

Cities like Manchester, and Leeds have gained the confidence of investors and the business community. That’s reflected in the amount of investment in new infrastructure projects across both destinations. If we’re going to compete with that we must maintain a good base of capital projects in the region and build back from the coronavirus pandemic.

There are already some fantastic examples of regeneration in North East England. Newcastle Helix has helped grow the region’s health and life science sector by creating an environment where academia and business can collaborate and drive forward innovations in data science, urban science and life science.

In Newcastle upon Tyne, work is beginning at pace on the transformation of East Pilgrim Street. The £100m project will introduce new offices, bars, restaurants, car parks, and housing in the city centre. The first phase of the project will see the creation of a new landmark, 14-storey, Grade A office building.

Across the river in Gateshead, the £290m NewcastleGateshead Quays regeneration scheme is expected to create around 2,000 new jobs in the North East and provide a £60m annual boost to the local economy.

Projects of this scale and ambition have increased confidence in the North East, resulting in more inward investment and more job creation, which maintains and, in some cases, grows those important skills.

The focus of the North East Local Enterprise Partnership on investment and infrastructure is at the heart of the region’s Strategic Economic Plan. Moving forward, we need to continue the successful delivery of funding programmes in the North East – including the Local Growth Fund. We also need to develop a regional project pipeline and support SMEs in the North East to bid for local work.

Earlier this year the North East COVID-19 Economic Response Group – which comprises the North East LEP, CBI, North of Tyne and North East Combined Authorities, the region’s universities, with the support of industry – submitted its North East Recovery and Renewal Deal to government, asking for a £2.8bn investment to support the North East’s economic recovery from COVID-19.

Building infrastructure to lead transformation and encourage future investment is a key theme in the deal. It is this that will help the region bounce back from the coronavirus pandemic and support future growth and investment in the North East.

Darren Laybourn is Director and Regional Strategic Lead at Turner & Townsend, and a Business Growth Board member at the North East Local Enterprise Partnership

*(source: https://www.designingbuildings.co.uk/wiki/UK_construction_industry)

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Celebrating careers education in the North East during National Careers Week

Michelle Rainbow, Skills Director at the North East Local Enterprise Partnership, welcomes the start of National Careers Week 2021.

Today marks the beginning of National Careers Week, a celebration of the importance of good careers guidance, and the resources available to help students make more informed decisions about their futures.

Running from 01-06 March, it’s an opportunity to highlight the role careers guidance has in helping young people prepare for the world of work, as well as shining a light on the many and varied routes to employment.

National Careers Week is also about supporting teachers and educators to access the wealth of free resources available to help them deliver quality careers education in schools and colleges – something the North East LEP has been leading in our region through North East Ambition.

Finally, it provides businesses the chance to engage with students and the education sector about the employment opportunities available for young people within their organisations.

Throughout this week we’ll be highlighting the different ways the North East LEP is working in partnership with education and business to improve young people’s understanding of the world of work.

Each day we’ll focus on a different audience: primary, secondary, higher education, further education, and businesses. We’ll highlight some of the progammes and initiatives led by the North East LEP, and those by our partners in education and industry, that are helping young people make more informed choices about their future.

We’ll highlight the success of the LEP’s Career Benchmarks Primary Pilot, which is raising the aspirations and broadening the horizons of North East primary school pupils. We’ll also share details of North East Opportunities, a new website delivered in partnership with NP11 that provides information for students at school leaving age about traineeships, apprenticeships, T-Levels, further/higher education, and other academic and vocational routes to employment.

Underpinning National Careers Week is its alignment with the Gatsby Benchmarks. The North East LEP was instrumental in delivering the Good Career Guidance Benchmarks pilot in partnership with the Gatsby Foundation, and it’s fantastic to see the benchmarks are now central to the success of careers education in England.

Schools, colleges, universities and businesses are all invited to take part in National Careers Week. Join the conversation on social media using #NCW2021 and don’t forget to visit www.nationalcareersweek.com where you can download toolkits to help promote your involvement.

The North East LEP is proud to support National Careers Week and champion the amazing work done by our educators and business community to improve skills and opportunities for young people.

By helping our students better understand the employment opportunities available in the region – and the pathways to reach them – we will help create more and better jobs for the North East and grow our economy.

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Delivering apprenticeships during the coronavirus pandemic

Abigail Cook joined NEL Fund Managers in 2017 as a Level 2 Administration Apprentice. On completion of her Level 2, Abigail immediately progressed to Level 4, which she successfully completed during the coronavirus pandemic.

Yvonne Gale, Chief Executive Officer of NEL Fund Managers, and Abigail Cook, Investment Associate at NEL Fund Managers, discuss the impact COVID-19 has had on apprenticeships, and how organisations have adapted to ensure apprentices and employers continue to benefit from this important route to employment.

Yvonne Gale, Chief Executive Officer

What immediate impact did the coronavirus pandemic have on the delivery of Abigail’s apprenticeship?

At the time when the coronavirus pandemic began, Abigail was right at the end of her Level 4 apprenticeship. At that stage there’s a final completion assessment that includes observation in the workplace.

Obviously that couldn’t happen, so the main disruption was the timescale for moving Abigail onto her Level 7 apprenticeship. We couldn’t get the paperwork signed off on Level 4, so we couldn’t get her enrolled for Level 7.

We were also in the process of moving to a new specialist training provider who could deliver Level 7. The new provider was unable to enroll Abigail onto the new apprenticeship programme until they had official sign off the Level 4 NVQ, and that was on a backlog of around six-eight weeks.

It was just unlucky timing as that was in March/April 2020.

Did NEL Fund Managers benefit from continuing the apprenticeship during the coronavirus pandemic?

Abigail is currently in a developmental role and we know it’s really important that she keeps getting opportunities to learn so putting her apprenticeship on hold could have affected its momentum and her motivation. We were keen COVID-19 didn’t disrupt that and that we could keep it moving forward.

I actually spent a lot of time working with the new training provider, Kaplan, to make sure it could continue. During the early stages of the coronavirus pandemic everything was temporarily disrupted and for people in a developmental role it’s important they don’t feel like they’re going to be left on the sidelines. Apprenticeships could have been something that was easily left on the shelf but we didn’t want to do that; we felt it was really important to keep pushing to make sure it continued.

Why has NEL Fund Managers chosen to invest in apprenticeships?

There are multiple reasons. NEL Fund Managers does a lot of technical work and we need technical skills. Whilst the Level 4 apprenticeship has given Abigail a good grounding we spotted an opportunity for her to move from an administration role to a technical role.

Although we do a lot of learning in the workplace, I think it’s really important people have external learning as well. People in a developmental role will bring improvements to processes as they go, so if they’re only learning in the workplace, where are they going to get that knowledge? We really want people to experience that cross-pollination from training in the workplace in addition to the external perspectives offered through an apprenticeship.

Another reason is that NEL Fund Managers focuses a lot of emphasis on staff retention; over 50% of our staff has been with us for ten years or more. You can’t just assume people will stay, you have to offer them progression and the best way to do that is through training. We’ve got a very long history of that at NEL Fund Managers; everyone in the business has done a lot of training. We’re keen to support people who want to continue to learn and develop because we want to keep those members of staff and we want to keep their skills too.

The other benefit is that apprenticeships offer a structured programme and for small businesses, it’s quite difficult to deliver a three-year structured training programme. Going onto a planned apprenticeship means someone takes on the care of that structured programme for us, and makes sure it happens.

Abigail’s apprenticeship is in accounting and we have several accountants here in the business and that have all learnt through the apprenticeship route. We know it works and there’s tradition there. Because we benefitted from it, we want the next generation to benefit from it too.

Abigail Cook, Investment Associate

What changes did you have to adapt to in order to complete your Level 4 during lockdown?

Towards the end of my Level 4 there was a series of final observations that had to be done. My assessor, Olivia, couldn’t come and visit in person so we had to think of new ways to get the observations done, and that was mainly through Zoom and Microsoft Teams. We had professional discussions that were then recorded and uploaded to the portal that stores evidence of all my work.

I redid one module for my technical certificate and found I actually had more time to do research as I had fewer personal commitments because of lockdown.

Did you find it challenging to move to a home learning / working model?

It wasn’t necessarily challenging, just very different. I’m mainly office based unless I’m attending meetings, and my bedroom has turned into a home office, which is working well now. There were some challenges at the beginning with parents and younger siblings all working/studying from home, and we invested in some new WIFI.

A lot of the work we do at NEL Fund Managers, such as getting wet signatures on documents and having investment files signed off, had to be adapted to be digitised, and that took a lot of work initially. But since then it’s a case of pressing a button and sending it off via email to someone. It was challenging at first but we’ve all adapted to the new processes we’ve developed.

Doing some of the technical learning at home has been hard as normally you might want to sit with someone to go through it. When we are doing revision sharing now it’s about sharing screens on Teams. As a learner I’d prefer to do some of that in person.

The Zoom sessions we’ve been doing have been really interactive but it’s not quite the same as being sat in a classroom being able to ask your peers questions.

Yvonne Gale – We actually picked Kaplan as they were the only training provider that could offer us classroom learning in Newcastle. It’s a three-year programme so I’m hopeful we can go back to a classroom model. Abigail, and our other accounting apprentice, Mike, actually requested classroom learning when we were looking at providers so it’s a shame we’re not able to offer people their preferred method of learning at the moment.

Why did you choose to complete an apprenticeship over another route to employment?

I originally went to sixth form after doing my GCSEs to study AS levels but after my first year I questioned why I was doing them. At the time I also had a part time job and was enjoying the work ethic, as oppose to full-time study.

I saw the Level 2 apprenticeship advertised at NEL Fund Managers and even though it was a very different environment, after my interview I thought ‘yes, I’d like to work here’. Thankfully Yvonne and Suzanne took me on, which was great.

An apprenticeship allows me work and earn whilst I’m studying. Being in secure employment – as opposed to a university experience with a part time job and a lot of debt – seemed really attractive to me.

It was also encouraging to learn other people in NEL Fund Managers have been apprentices as well. That showed me there is a lot of scope for development here and NEL Fund Managers – as an employer – are very encouraging.

Yvonne Gale – Abigail has gone from working part time in hospitality to doing a postgraduate qualification in four years – and she’s skipped all the student debt.

The apprenticeship system really works for us as an employer too. The course she’s currently doing – had we been paying that ourselves – would cost £20k. For a small business that’s a huge amount of money. Because of the apprenticeship system we’ve been able to get that for 5% of the cost – so it costs us £1k for a £20k piece of training.

And Abigail is getting £20k worth of training, and she’s not having to pay for it.

What are your career aspirations moving forward?

Ideally I’d like to move into more of an investment executive role, managing my own investment opportunities and working with yet more growing local businesses. I’m definitely getting the skills I need through my apprenticeship. The amount I’ve learned is really helping me develop in my current role.

I’d like to finish the current apprenticeship in the next three years and move into a permanent investment executive role. In the long term I’d like to continue at NEL Fund Managers and see what other progression opportunities there are.

Find information and guidance for businesses on hiring an apprentice on the North East Growth Hub Apprenticeship Toolkit.

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North East LEP begins valuable knowledge exchange with Ingolstadt

A virtual meeting between a delegation from Ingolstadt and a coalition of North East leaders is the latest in a series of partnerships set up by the North East Local Enterprise Partnership (LEP) to share experiences and ideas in a bid to tackle global skills challenges.

Senior representatives from the Ingolstadt Region will meet with members of the North East LEP, CBI, Department for Work and Pensions, Department for Education, Nexus and New College Durham, following discussions between the North East LEP and the British Embassy in Berlin over the last six months.

Ingolstadt has a similar framework to the North East LEP in terms of determining economic priorities and leading economic growth and job creation within the local area.

Those involved will consider the common challenges facing today’s globalised world, from education and skills, transport and climate change through to energy, digitalisation and the future of industry.

Lucy Winskell, chair of the North East LEP, said: “No single organisation has the answer to the big challenges faced by businesses and society right now. Pooling talent, thinking, experiences and resources is the right way to find solutions to shared issues.

“We’re thrilled to be building what will hopefully be a valuable long-term relationship with Ingolstadt, which like us is home to a thriving automotive industry and has many other commonalities.”

The North East LEP has long been a proponent of shared learning. It led the Gatsby Foundation National Career Benchmarks pilot which was based on research carried out in the Netherlands, Germany, Hong Kong, Finland, Canada and Ireland. The benchmarks have since been adopted as part of the Government’s careers strategy for schools and colleges, resulting in transformational changes to their careers programmes.

Its post-pilot work included providing support to the Barcelona City region and Welsh Government when they began the benchmarks’ implementation process, as well as hosting delegations from Hong Kong keen to learn more.

When the Government published its post-16 skills plan and independent report on technical education, the North East LEP visited Finland to gain a better understanding of its vocational education system and cascade best practice back.

Members of the team have attended Cities of the Future symposiums with delegates from around the world looking at skills for the future and fusion skills. Its involvement with the Ford Next Generation Learning Programme in Nashville has been a particular success.

Michelle Rainbow, the North East LEP’s skills director, said: “We are very much looking forward to meeting our peers from Ingolstadt and exchanging ideas and insight.

“From our involvement in the pioneering Ford Next Generation Learning Programme which is helping transform student attainment through industry links, through to the Gatsby Benchmarks, we have so much to share and know that our fellow leaders will too.”

Jill Gallard CMG, British Ambassador in Berlin, said: “Reducing carbon dioxide emissions at home and abroad in our COP26 presidency year is one of the government’s top priorities, as is the levelling up agenda. I am really pleased to see the North East sharing its experience of creating new jobs manufacturing electric vehicles with Ingolstadt and both sides learning from each other’s best practice on skills and training policies.”

Johannes Kolb, Area Director of Ingolstadt’s Agency for Employment, said: “I am looking forward to the exchange with colleagues from the North East of England. We can compare and learn from our respective labour market and skills policies – both within and outside the automotive sector.”

Jack Stallworthy, Policy Officer for Labour, Education, Health and Social Affairs, said: “It has been a delight to work with the North East LEP and Ingolstadt partners on the exchange. The North East has an exciting story to tell on preparing the workforce for working on electric vehicles.”

While the initial meetings are taking place virtually, it is hoped delegates from the North East will be able to travel to Ingolstadt to see activity in practice when it is safe to travel.

Read more about the  North East LEP’s plans for skills, employment, inclusion and progression here.

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Universities support North East’s economic recovery: START UP at Newcastle University

Universities have a vital role to play in helping the North East economy recover from the coronavirus pandemic.

The work being delivered by North East universities is supporting new and existing businesses to innovate and grow, and shaping and supporting a more sustainable and inclusive economy.

Durham University, Newcastle University, Northumbria University, University of Sunderland and Teesside University are all members of the North East COVID-19 Economic Response Group, which was established by the North East Local Enterprise Partnership at the beginning of the coronavirus pandemic to provide business resilience and ensure a collective response to the economic impact of COVID-19 on the North East economy.

Below is a case study about Newcastle University’s START UP offer, with a focus on the impact student and graduate businesses it supports are having within the region, and how they are responding to the COVID-19 crisis.

Newcastle University is ranked Top 5 in the UK for graduate entrepreneurship based on start-up turnover and investment raised. Based on average investment per start-up, the University is ranked Top 10 in the UK for scalable graduate start-ups and has generated the most investable graduate start-ups in the North East.

START UP is an equity-free support system for Newcastle University students and graduates up to three years and includes START UP Founderships, a pre-accelerator programme to ready the individual and their businesses for market entry, investment and success.

There are currently 203 START UP-supported businesses trading with a combined annual turnover of close to £60 million. Between them, they’ve raised over £19 million in external investment, won national and global awards and created 695 full-time equivalent jobs.

*All rankings and statistics from HE-BCI Survey 2018-19.

Over 70% of these businesses have remained in the North East, many of which recruit within the region, such as One Utility Bill, Nebula Labs and My Healthcare Recruit. Many the businesses are securing impressive investment figures.

In September 2020, Equiwatt raised over £300,000 to roll-out its innovative, energy-efficient app and create four new jobs in Newcastle. A month prior, Tea Ventures Ltd (NovelTea) welcomed 1,000 investors onboard as part of a crowdfund campaign that raised £577,000 to advance its plans to break into the US market, and in December, gained a further £1.4M investment for expansion and job creation.

Many of the START UP founders are persevering or finding ways to pivot despite challenges posed by the COVID-19 crisis. Some have received grant support through Newcastle University’s partnership with Santander Universities UK to help them survive and thrive in 2020, and others are applying to a newly launched fund of £40,000.

“Last year with Santander Universities, we launched a Covid-19 Fund to help our START UP community adapt in response to the global crisis, supporting some businesses to scale in order to meet new demand. This new Fund is about stimulating and supporting the next wave of entrepreneurs and changemakers who will have a critical role to play in our economic and social recovery” said Claire Adamson, START UP Manager, Newcastle University. “It is also about making visible and celebrating the individuals joining the growing community of Newcastle University students and graduates who have created their own graduate jobs as well as employment opportunities for others”, she added.

Santander Universities has been in partnership with Newcastle University since 2009 and has provided close to £1.7M to the University, with £189k appointed to enterprise activities.

Matt Hutnell, Director, Santander Universities, says: “Santander is committed to supporting higher education as well as local communities across the UK. We’re proud of our partnership with Newcastle University and we’re delighted to support their new Start Up Fund which will enable many more budding entrepreneurs to thrive, particularly during this challenging time.”

To find out more about START UP, visit www.ncl.ac.uk.

Click here to read more about how universities in the region are playing a central role in supporting the region to recover from the coronavirus pandemic.

Click here to read more about the North East COVID-19 Economic Response Group.

Home / Skills Projects

In conversation with Liz Bromley, CEO of leading national college group NCG

How has NCG, and the broader education sector in the North East, had to adapt and change as a result of the coronavirus pandemic?

Since the start of the pandemic there have been many policy changes. These have fluctuated from ‘colleges are open’ and ‘colleges are closed’ to ‘colleges are partially closed but open to vulnerable students and children of key workers’. Following this last lockdown, the category of vulnerable young learners has expanded to include those that have limited access to IT or study space.

We’ve been really challenged by the constant changes in guidance and we’ve had to make sure that whatever the scenario, we can continue with the core business of educating our students without it being too difficult for them to engage with us.

The biggest shift has been digital transformation; we’re now able to teach 100 per cent remotely, in the same way we can work 100 per cent remotely. We’ve had to be really mindful that while most staff have access to good quality laptops, strong broadband connections and IT support, that’s not necessarily the case for all our students. So we’ve had to be fleet of foot and responsive to policy changes, but also really holistic in terms of thinking about what digital transformation means.

We’ve also had to adapt where it comes to exams. In 2020 GCSE and A Levels were cancelled. We were then told, categorically, that GSCE and A Levels would take place in summer 2021, and now we’ve been told that they won’t.

Throughout all of this we’ve been delivering vocational skills and BTECs – which are quite often the ones employers are most interested in – and they’ve almost been forgotten about. Ultimately, we’ve had to make some really big decisions to fill the gaps in guidance and policy.

Do you envisage some of the changes continuing when COVID-19 restrictions are eventually lifted?

Absolutely. Rye Hill House – which sits at the top of the campus of Newcastle College – is where my office is, along with the rest of the NCG senior and core central services teams. We’ve done some sums in terms of how much money we can save by not running that site as a head office anymore and actually opening it up to employers, to apprentices and to enterprise. Yes, people will still be able to go into the office, but it will be a hot desk environment.

NCG has seven colleges; two in London, one in the Midlands, two in the North West and two in North East. I would normally get round and visit each of those sites over the course of a fortnight. Well now I can visit them all in one day, and I can do all of that without spending anything on mileage, train fares, or hotel costs. The way we work now is much more cost effective, and much quicker.

The combined effect is that NCG is contributing to the green agenda by creating less vehicle emissions, using less electricity and gas to keep our buildings warm, and not travelling, unnecessarily, around the country. All of those things are making us think about cost efficiency, decarbonisation and contributing to the green industrial revolution.

How has the coronavirus pandemic impacted teaching and learning at NCG?

If a year ago someone had said to me, ‘do you think you should set up a strategic project to try and get NCG into blended learning and flexible working?’, it would probably have taken us around 24-36 months to roll it out.

In March 2020 the country went into lockdown and within ten days we were teaching remotely. We were also working remotely and becoming competent at this. That whole mindset around big strategic decisions taking years to implement has changed; through necessity we’ve proven this is not the case.

Our fantastic teachers, who may have never thought online tuition was a feasible option, are doing fabulous things with online platforms. Many of them are using YouTube, for example, to record videos of themselves cutting hair, applying beauty techniques, dancing, and even building brick walls. All our teachers have learned how to deliver what they do in a classroom at home, with a camera.

I think the pandemic has demonstrated that teaching and learning is there for all of us. Even when we’re working we can learn very quickly to educate ourselves and work in new ways.

Of course we’ve had to be really conscious of the quality. When everything is face-to-face it’s very easy to drop into a classroom and look at students’ faces and know if they’re engaged. Online it’s much harder, so we’ve had to be inventive in terms of our quality assurance. We’ve launched lots of student engagement surveys so we’re getting feedback in a variety of ways to make sure the teaching and learning is fit for purpose.

Until the coronavirus pandemic there were just two functional skills our students needed, maths and English. Well now there are three – English, maths and digital literacy. We’re now in a world where if you are not digitally literate you are as illiterate as someone that can’t spell or add up. The whole area of digital literacy in helping people become employable is another change to our teaching and learning.

The big question is what this means for the future curriculum and skills. What are jobs post-pandemic and post-Brexit going to look like? They’re certainly not going to look how they did twelve months ago. What happens to our travel, tourism and hospitality sector, for example? These are all things we are focusing on and need to address.

Has the coronavirus pandemic led to a change in the skills and/or qualifications businesses are looking for?

There are some great examples of this. In the construction industry, for example – where you might think digital literacy isn’t as important – we are now considering the shape of construction of the future and more sustainable methods of building. The green agenda very much impacts on the way we think about architecture and constructions materials of the future.

The same discussion is happening around motor vehicles and today’s focus has changed to electric. And where we have our Rail Academy, we need to be thinking about hydrogen trains of the future.

We’ve been having some very interesting conversations around travel and tourism. What if tourism trends focus on staycations? How do we recalibrate the curriculum to adapt to a post-COVID world where more people are conscious about the impacts of travel, and might want to focus more on the UK as a holiday destination.

In short, the pandemic has caused us to reframe our curriculum so that it absolutely meets regional and employers’ needs. We need businesses to help shape this so we can provide them with graduates who are employable and have the right technical skills for a future world.

How can colleges and the education sector support the economic recovery of the North East?

Education is an important gap filler when people are unemployed, but to make it more than that we need to make sure we’re reskilling and up-skilling people. We need to understand what employers see as the skills gaps and educate people to fill them.

We also need to think about skills for the workplace, which many of our young people are simply not learning because they’re working from home. For a huge number of new school leavers and new graduates, their first job is in their bedroom. They’re not learning skills like how to contribute in meetings, how to take notes, how to respond to body language and other non verbal cues from managers and senior staff members. They’re not learning about the politics of the office.

It’s not just about the technical skills for the workplace, it’s also about making sure that young people are really ready to engage in a professional context. Again, we need employers to help us with that.

How can businesses in the North East work more closely with NCG?

As I mentioned earlier, we’ve repurposed Rye Hill House so it now houses our Apprenticeship Hub, Enterprise Hub and our new Synergy Hub.

The Synergy Hub is where we really want employers from the Newcastle and Gateshead area to come in and interact with our staff, students, and curriculum developers so they’re helping us deliver the right curriculum to match the business need.

We are looking at being far more open and inviting employers to come in and really be at the heart of the curriculum offer. We want to work in partnership with businesses and big employers to create national apprenticeship schemes with lots of options for different qualifications at different levels.

Further education is being mooted as the key to economic recovery post Brexit and post-COVID. But we can’t be the key to economic recovery if we aren’t doing it in partnership with employers. For me, having employers at the heart of what we do, what we plan, and how we deliver our curriculum, is absolutely essential.

We’re really keen for employers to contact us and talk to us about their wants, their needs, their ideas, and we will do our level best to work in partnership to deliver them.

How is NGC supporting the call for a green recovery from COVID-19, inline with government’s green industrial revolution and the UK’s target to have net zero carbon emissions by 2050?

We’re doing it in two ways; one, as an employer of two and a half thousand staff across the country, and two, as an educator of forty five thousand students across the country.

We want to make sure that what we do as an employer and a workforce contributes to the net zero carbon emissions target. We want to travel less, we want to use less building space, and we want to be more innovative in the ways we engage with people.

We also want to teach the courses of the future that will enable our students to think greener and more sustainably. For example, opening up courses that focus on conservation, agriculture, woodland management, and considering how a green industrial revolution feeds into construction, automotive, rail, travel and tourism, and the food and catering parts of our offer.

How do we reframe our energy courses so they’re looking at more sustainable energy sources, like wind farming and subsea, and less at traditional methods?

So I think we do it both ways; by practicing what we teach by being a good workforce and a good employer, but also teaching what is needed to make sure this green revolution is supported by the FE sector.

Liz Bromley is CEO of leading national college group NCG.