Health organisations need to attract young people into the workforce if they are to run successful organisations in the future.  The demographics suggest that the people working in Health are getting older and that many young people are not looking at health organisations as a prospective employer, unless they aspire to be a doctor or a nurse. 

The benefits of supporting young people in particular into the Health workforce are that it reduces demand on health services, as reported back in 2010 in A Strategic Review of Health Inequalities in England post 2010 – Fair Society, Healthy Lives – Marmot Review as well as contributing to creating a pool of well-informed potential workforce.

There is a myriad of relevant occupations in Health organisations that people out in the wider community don’t think of when looking at their potential career path.  I must say that it’s not just the young, many older people who wish to change their career path, or indeed are unemployed could also do worse than looking at the opportunities available in Health organisations.  Unfortunately, Health organisations are also not the best at engaging or encouraging external people to work in these areas.  Often, the people who are expected to be involved in this have a ‘day job’ that does not enable or encourage them to enter into the complicated and quite often bureaucratic world of providing work experience activities and their organisation does not usually offer much praise or reward for time and effort in doing so.

Over the next six weeks I would like to help interested people who are about to embark on the work experience route or those that are not, but may be interested if they received advice and guidance or indeed those in the midst of this work activity and could do with a modicum of support.

To start you off on your journey of engaging new people to your privileged position of working in Health, you may ask;  

What does effective people engagement look like? 

As a taster for our discussions over the next six weeks we can talk about your readiness to engage in this agenda, ensuring all aspects are covered, maybe some fresh ideas of what wider work experience activities are, identifying gaps, assessing impact and value for money, linking with workforce planning activities and influencing Strategy.

It would be great if those of you that are experienced and successful in this area could also join us to offer your nuggets of wisdom and perhaps pitfalls to avoid……….

See:

Wolf Report – Department of Education – October 2013 – Post 16 Work Experience

www.gov.uk/government/news/new-guidance-on-work-experience-published

Work Experience programmes – the Health & Safety implications/autumn 2013

http://www.stoneking.co.uk/sites/default/files/literature/Work%20Experience%20Programmes.pdf