No Member of the Armed Forces will face disadvantage when applying for roles or services from Conduit Enagagement.
For Conduit Engagement, one of the initial actions we undertook when developing our company strategy was to develop our pledges for the Armed Forces Covenant. Signing the covenant was not a box ticking exercise for us, as we knew we would be required to “role model” our pledges to prove to potential clients that Veterans and their partners and of course Reservists have an important role to play in workplaces and are an untapped source of expertise and reliability.
On September 5th 2016 – We were proud to sign the Armed Forces Covenant. From this date we also committed to assisting businesses in understanding how they can have a positive impact on society and their own growth by signing up to the Covenant. We offer this as a free of charge service.
Signing the Armed Forces Covenant is usually quite straight forward, most organisations have robust policies in place to ensure all colleagues and potential colleagues are dealt with in a transparent and fair way.
Signing up to the UK Armed forces covenant contains a pledge that an organisation will seek to support the employment of veterans young and old. This can be through a variety of implementations, such as ensuring your recruitment team or partners are aware of potential issues with Veterans (such as career history gaps after their transition) and Service Spouses (sometimes have a higher than average number of roles and locations in their career history)
Here at Conduit Engagement we can brief your recruitment team on some of the current recruitment barriers facing Veterans and their spouses in order to ensure that you are adopting a “veteran friendly” approach. This is not ‘positive discrimination’ – the covenant does not ask for you to put veterans ahead of civilians, it is an approach to ensure that you actually employ the best person for the job, by removing the often unconsidered obstacles that Veterans and their families can face during a recruitment process.
For all organisations we can also offer our veteran recruitment services which ensure you receive the veterans best suited for any particular role. Our team carefully prioritise the very best candidates from the expertly trained veterans we have engaged with and assist the Veteran in delivering a “civilian” minded CV (we remove all the military language which can be a barrier for civilian recruiter and help them communicate their unique skills and experiences in language matching the job descriptions) and then prepare them for the interview stages.
Ensuring your policies and procedures are transparent, fair and clear is an important task in organisations of all sizes, so we understand that there is a natural reticence in making any non- mandatory changes. However, sometimes organisational policies can be unintentionally problematic for veterans or spouses of service men or women.
One of the misapprehensions is that any changes made are “locked in”, this is not the case. As with all Policies – the needs of the business must be paramount and the covenant recognises this. However a pledge to endeavouring to offer a degree of flexibility in granting leave for Service spouses and partners before, during and after a partner’s deployment would not commit you to giving leave at a time with would be business damaging, your pledge is to be mindful of an individuals circumstances and to offer the maximum flexibility based on these circumstances, AND the needs of the business.
Here at Conduit Engagement, we have a dedicated HR Team to offer advice and leadership on how you make integrate any covenant pledges into your policies or even act as your official HR business partner.
In the UK our Reservist forces are increasing, the reserve forces are a vital part of our armed forces and have consistently made significant contributions to the nation’s security at home and overseas, however more and more reservists are facing a difficult time when looking for new careers.
This approach from recruiters and recruiting organisations is non-sensical. Research conducted by Supporting Britain’s Reservists and Employers (SaBRE), and endorsed by the Chartered Management Institute, found that an employer would have to purchase more than £8,000 worth of training to provide the same amount of development that an average reservist’s military service provides in a year. This research relates only to skills relevant to the civilian workplace. Also, the commercial value of experience gained from military operations, including training, is worth £18,400 for an officer, £14,600 for a sergeant and £8,300 for a private.
Training plays a huge part in every reservist’s career. Employers benefit directly as their reservist employee constantly learns new skills that can be put to good use in the workplace. There is also a broad range of transferable skills, such as communication, decision making, team building, leadership and practical skills.
Reservists also have a unique level of experience of dealing with a diverse range of people from all ranks, nationalities and cultures.
The Armed Forces recognise that business whom employ reservists need a clear set of rights which protect the organisation and the financial viability of hiring a reservist. Among these rights are:
employer rights include:
Whilst this may seem a lot to take on board, passing over an ideal candidate due to their reservist commitments would make no business sense at all! Here at Conduit Enagagement we are happy to assist with any questions or policies issues you may have regarding reservists.
If you would like to pledge your commitment to our Armed Forces Covenant, you can simply complete the online form below, we will review your form and contact you if there are any questions or clarifications we need before sending you a Secure PDF based on your submission, for you to sign. Once returned we will process your Pledge for free!