We are orange
#WeAreOrange for Employers
Employers
Every organisation needs to be aware of its need to adopt practices that will reflect its own Corporate Social Responsibility (CSR) agenda. Offering to participate in this programme will undoubtedly fulfil this CSR need. It is also entirely appropriate for the employer to announce its participation though our ‘We Are Orange’ badging, that we will provide. There will be ample and appropriate awareness building of the programme to help everyone understand the support that is being offered by the employers involved.
What we ask of each participating employer is that they agree to be listed on the programme. When there is a ‘match’ with a candidate, they will be asked to consider that candidate for interview with the aim of a full-time job or at least a six months placement. There is no obligation other than that. The offer of such employment entirely depends on interview.
ORANGE EMPLOYERS
RECRUITING EMPLOYERS
The Greater Manchester Chamber of Commerce have agreed to distribute this information pack to interested members. Employers who wish to consider taking on a new member of staff as outlined above, should email Ray Hanks at ray@sheinspiresfoundation.org.uk
The Chamber has also agreed to consider a programme candidate for interview, as a possible addition to their own staff.
As the largest Chamber outside of London, we’re immensely grateful to the Greater Manchester Chamber and their CEO, Clive Memmott, for their invaluable support at the commencement of this innovative and important programme.
Other employers are welcome to apply to participate in the programme on the same basis as described. We will not find suitable candidates for every employer but we want all participating organisations to use the ‘We Are Orange’ logo in their corporate PR and marketing.
As the programme expands we will recruit other Chambers of Commerce around the UK, if domestic abuse charities in their areas contact us for help in finding employment for their supported victims of abuse.
Finding independence through work is a genuine lifeline for most victims of abuse. For everyone with responsibility for recruiting, this is a unique and extraordinary opportunity to help victims become survivors by finding a route to a new life.
Our Commitment
We will match candidates, when they are ready, to employers that best fit their skillset and general wish list. We will tell the candidate if we find a ‘match’ and give them details of the potential employer. If they want us to proceed, we will contact the employer and provide anonymised CV and completed ‘ideal employer and job’ template.
If the employer wants to proceed to interview, we will act as an ‘agent’ and organise the interview using a surrogate name for the candidate.
In principle, the actual name and contact details of the candidate will only be revealed when a job offer is made and accepted in principle.
Our standard operating procedure is that only three individuals working for the employer will be aware of the candidate’s background.
They will be:
- CEO or equivalent
- Head of HR or equivalent
- Line Manager (with the agreement of the new employee)
This will ensure that the job environment is devoid of any inappropriate pressures, such as bullying.
It is entirely up to the candidate whether they share their personal stories with colleagues once they’ve settled into the job.
