Gordon Lee, Social Enterprises (Autism Initiatives)
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1 AUTISM AND EMPLOYMENT EVENT STRATHCLYDE UNIVERSITY Overview Before going into detail about how we support adults with autism into employment, it might be useful for those of you who don t know much about Autism Initiatives, if I give you a bit of background. The charity was founded in 1972 in Liverpool. It currently operates in England, Ireland, Northern Ireland, the Isle of Man, and of course Scotland. It employs just over 1500 people and in 2011/12 its income from meeting the needs of people with autism grew 9% to 36.5m 98% of that income coming from statutory bodies. Our Vision is - Our expectation is that people with autism can learn and develop and we support this process every single day. We will create unique services for people to enable them to have ownership of their own lives and future. Our Mission is: To meet the needs of people with autism, their families and carers by providing a diverse range of services which are personal, professional and innovative. Enterprise in Autism Initiatives I m here to talk about Social Enterprise that s a term that I m not always comfortable with it has connotations of fluffy, cuddly, worthy, charity, but not that great. We have taken the decision not to play the charity card in our enterprises. We provide good quality and good value. You won t know that the enterprise that you have walked into is run by a charity until you come back, because of the quality, and learn more. Autism Initiatives in Scotland operates the following enterprises: - The Gallery on the Corner a commercial art gallery - The Café on the Corner a commercial café in Hill Street in the centre of Edinburgh - The Shop on the Corner an internet trading operation based in Livingston - The Hermitage 22 hectares between Blackford Hill and the Braid Hills in Edinburgh. In England AI runs A Great Little Place (sit in café), A Great Little Place to go (as it implies, more of a take away focus), MeCycle, (a cycle refurbishment enterprise and WeGrow (a horticulture project retailing produce) and we have just opened a cycle café. In Northern Ireland we have Chocolate Memories (artisan chocolate manufacture and sales)
2 The principal objective of running enterprises within AI is to provide real work experience in real work environments for adults with Autism Spectrum Condition as part of a route to employment or work experience outside of our organisation where possible. In addition, where possible, we want to create real and permanent jobs within the enterprises for people with autism Each enterprise will provide one or possibly both of these opportunities. All enterprises aspire to sustainability. Enterprises add value to what Autism Initiatives does. They do this through innovative approaches to business and create unique opportunities for employment and work experience. Successful businesses will provide a greater diversity of opportunities for people with autism. The Gallery on the Corner Let me tell you about the Gallery on the Corner This is our model for providing work experience opportunities within our enterprises in Scotland. The Gallery, which opened in March 2010, was the first social enterprise (or more accurately Social Firm) in Autism Initiatives. Operating as a fully commercial art gallery in the centre of the gallery district in Edinburgh, it provides opportunities for adults with Autism Spectrum Condition to learn new skills related to the running of a gallery and also to receive training to develop their artistic abilities in a commercial direction, giving them the chance to take more control of their lives. We also support the trainees in their personal development. Initial funding from Big Lottery enabled us not only to recruit trainees, but also to pay them. So how do we do it? The Gallery operates an open recruitment process for securing new trainees. Opportunities are advertised through our database, through autism networks and through social media. A person specification is drawn up for the opportunities available which applicants must meet. A shortlisting process is then undertaken and suitable candidates are interviewed. If they wish, potential trainees can bring support to the interview. All in all quite a formal process. Successful candidates will then be offered a contract for 12 months, for 8 hours per week normally split into two 4 hour shifts. The contract period has evolved as the Gallery has develoed there have been 6 month, 12 month and 24 month contracts at different times. The purpose of these traineeships is the development of skills and knowledge and help the trainees to move on into other
3 employment and/or education, and in some cases self employment. We have found that the 12 month contract is the most effective six months to learn the job and six months to be comfortable in actually doing the job. We have also established that 8 hours per week is a good balance not too taxing, but sufficient to make significant progress. As I mentioned, the purpose of the traineeships is to help people move on with this in mind, gallery staff support trainees in thinking about and planning what next from the start of the programme. On starting their employment at the Gallery, the trainees have a meeting with staff to explore any areas where they think their condition may affect them at work. They can bring a support worker or parent/relative to that meeting if they wish. Any reasonable adjustments can then be made to support them for example they may wish for a support person to be with them until they settle in to the new environment. This is reviewed throughout their time at the Gallery. The business of the Gallery is quite varied and the timetabling of tasks and activities is very important to ensure the smooth running of the enterprise. We always have to remember that this is a public facing business. A typical trainee day will involve working in the studio, working in the Gallery or split between both it all depends on the needs of the business. Gallery management meet weekly to schedule work for the following weeks, and trainees know in advance what they will be working on. Short and long term goals are set for each trainee in relation to this timetable. To reinforce the learning experience, the Gallery has, since 2010, worked together with Borders College to offer skills accreditation units that are relevant to the trainees employment. These units are specifically designed for people who may require additional support in learning and can generally be completed as part of the working day. Units relevant to the Gallery include topics such as customer service, operation of the till, health and safety, stock and display, and various creative techniques. Meetings are held with trainees every two months to monitor progress, talk about any concerns, and review any reasonable adjustments and to set goals. These meetings also look at where trainees see themselves after their employment at the Gallery ends, and how the Gallery can help them in achieving these goals. We are in the process of developing an autism specific tool to measure the trainees progress throughout their employment. SPARK is in the early stages of development and we think it has potential to be developed into an interactive web tool or an app. If you want to know more about SPARK you can speak to Susie, the Gallery manager who is here today. Towards the end of the traineeship, meetings start to focus on supporting the trainees in what next? Letters are written to all trainees summing up their time at the Gallery, highlighting achievements and outlining suggestions for the future. Exit meetings are then held with the trainees and again they can bring any support they wish to this meeting.
4 Finally we hold a celebration event to mark the end of their traineeship. Family, friends and supporters are invited and the trainees are presented with a certificate. It doesn t stop there however. The Gallery is currently working with iwork4me and IntoWork helping three ex trainees set up their own business. Creative trainees also have the opportunity to become part of our roster of artists and exhibit at the Gallery. Of our latest trainees, one has got a job as a trainee proof reader with the Royal Blind School, two are working towards self employment (one as an illustrator and one as a photographer), and another is working on his music and has just published his first CD. Development Actions Funding from the Lottery is in its final stages and we need to review the business model to ensure sustainability. We are in the process of developing work placements as an additional way of helping people with Autism Spectrum Condition on the road to employment. These placements will be offered to people who would like to use their support funding to learn and develop employment skills. We are also developing autism friendly work books to help trainees and people on work placement to complete training modules. These will be aligned with modules run by Borders College. In line with our aims of achieving sustainability, the Gallery is working on a number of projects to develop the business and widen the opportunities it can offer. These include: - Developing links with the business community including exhibitions in business premises. Trainees have put together the first exhibition in an office in Edinburgh. - Developing workshops (autism friendly and team building) trainees work alongside Gallery staff to deliver the workshop. - Online trading through the Shop on the Corner, operating on Ebay and ETSY creating opportunities to be involved in selection of items, photography, despatch, stock control etc. This model has proven successful and will be adapted and rolled out initially through the other enterprises in Scotland. We recently had completed an SROI assessment of the impact of the Gallery. Here are some of the points highlighted in the report The comprehensive evaluation has resulted in an SROI calculation ratio of 4.80 added value for every 1.00 of investment from the Big Lottery Fund.
5 The Gallery s professional approach combined with a structure and supportive environment and their friendly, understanding and approachable manner is crucial in successfully working with and supporting people with disabilities and disadvantages. Key to all outcomes is that the organisation is a business and a professional Gallery which offers a real working environment which is supportive and structured. With so few alternatives available, the Gallery is unique in being able to offer disabled and disadvantaged artists an opportunity to exhibit their work in a prestigious location in Edinburgh s art district. On an individual basis it is reported and recognised that trainees as a result of their involvement are more capable and employable people who have increased self-esteem, take real pride in having a real job, are more confident and demonstrate an improvement in professionalism and behaviour. The recognised improvements in the trainees well-being, greatly increased levels of confidence and positive feeling about their future has resulted in much happier adults engaging meaningfully in society. It also needs to be acknowledged that the trainees themselves have contributed in terms of dedication and hard work towards achieving those improvements. The creative trainees are passionate about art and love what they do. The Gallery has given them the opportunity to increase their skills, develop their art and experience the success of selling their art; this is unlikely to have been achieved elsewhere. The Gallery has allowed them to demonstrate their ability and confirm their career path as an artist. Artist (be they individual or exhibiting as part of a group) have experienced huge change too; increased confidence in themselves and their art. They report the Gallery has validated them as an artist leading to increases in their self-esteem and well-being. Trainee families benefit significantly through having a family member at the Gallery as sons and daughters are reported as being more confident and happy people. Parents are happy seeing their child happy and the Gallery has given them hope for the possibilities for their child for the future. The range of the Gallery s positive outcomes derive from a supported employment model, a person centred approach enabling individuals to realise their potential and overcome barriers to work The Future We are constantly working towards achieving sustainability within our enterprises. I mentioned the development action we are taking at the Gallery effectively moving the Gallery from a destination to a brand.
6 At the beginning I mentioned the Hermitage 22 hectares of land on the south side of the centre currently consisting of a nine hole golf course, a horticulture project and a clubhouse with a café, dance studio and therapy room. We have reviewed the business model for this enterprise and have concluded that it is not capable of reaching a sustainable position in the near future. We are therefore developing a new business model and are in the process of seeking planning permission for a major capital development on the site. This will include the creation of a mountain biking facility with skills parks, pump tracks and approximately 5k of trail, the golf course, the introduction of disc golf, the horticulture project and the building of a permanent clubhouse. This will enable us to offer more work placement opportunities and a wider range of opportunities including; - Golf/disc golf course maintenance - Track maintenance - Bike mechanics - Customer care - Event management We are going to extend the Social Return on Investment model to all the enterprises over the next few months
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