Social Value UK

Tag: Social Impact

  • Labour’s Policy Proposals: A Step Towards Social Value or Room for Improvement?

    Labour’s Policy Proposals: A Step Towards Social Value or Room for Improvement?

    Author: Isabelle Parasram OBE

    Date: 25th September, 2024

    At the Institute for Social Value (formerly Social Value UK), we’ve been keeping a close eye on the recent Labour Party Conference. As an organisation committed to remaining politically neutral, we nonetheless recognise the significant impact that political events like these can have on the UK’s social, economic, and environmental landscape. The policies discussed and decisions made can shape our collective future and influence how social value is embedded across different sectors.

    One key question on our minds is this: Are Labour’s policy proposals optimising social value, or could more be done to ensure long-term societal benefits?

    Housing: More Than Just a Numbers Game

    Labour’s ambitious plan to build 1.5 million homes over the next five years has garnered a lot of attention. While this pledge is a direct response to the ongoing housing crisis, it also presents a unique opportunity to embed social value at every stage of the process.

    These homes could be more than just solutions to the lack of affordable housing. They could become the foundation for stronger communities, offering not only shelter but also fostering social cohesion, creating skilled local jobs, and promoting sustainable living solutions. By designing these developments with a focus on enhancing well-being and environmental sustainability, Labour has the potential to deliver far more than just bricks and mortar.

    However, to truly maximise social value, the focus must go beyond simply addressing the housing shortage. How these homes are built, who benefits from them, and whether they contribute to the long-term resilience of communities will be critical factors in determining their social impact.

    Green Energy Revolution: Social Value in Sustainability

    Another bold policy on Labour’s agenda is their commitment to scrap new fossil fuel licences and spearhead a green energy revolution. This move could play a pivotal role in reducing energy poverty, creating jobs in the burgeoning green economy, and addressing the pressing challenges of climate change.

    By transitioning to renewable energy, Labour has the potential to create a more equitable and sustainable energy system. Jobs in green industries could revitalise communities, particularly in areas that have been hit hard by the decline of traditional industries. Additionally, reducing energy poverty could ease the financial burden on many households, promoting a fairer and more inclusive society.

    While this is a bold and necessary step, it’s essential that the transition to green energy is inclusive. Ensuring that workers in fossil fuel industries are supported and retrained for new opportunities in the green economy will be vital to ensuring that the shift benefits everyone.

    Health Proposals: Aiming for Better Care

    Labour’s health policies are equally ambitious. Proposals to double the number of district nurses and provide quicker GP appointments have the potential to improve care quality, reduce pressure on hospitals, and promote better health outcomes across the nation.

    By investing in community health services, Labour could create a more resilient healthcare system that prioritises preventative care and reduces hospital admissions. In turn, this could improve the overall well-being of the population and relieve the strain on the NHS, ensuring that healthcare is accessible and effective for all.

    However, as with any ambitious proposal, the success of these plans will hinge on their implementation. Adequate funding, training, and resources will be essential to ensuring these new roles meet the needs of the population and deliver long-term social value.

    VAT on Private School Fees: A Social Value Dilemma?

    One of Labour’s more controversial proposals is the introduction of VAT on private school fees. This policy aims to redistribute resources and potentially provide additional funding for state schools. However, critics argue that it could lead to increased demand for state school places, putting additional strain on an already overstretched system.

    From a social value perspective, this policy raises important questions. Does it promote fairness and equality, or does it risk exacerbating educational inequalities by further stretching state school resources? While the intention may be to level the playing field, the long-term social impact of such a policy must be carefully considered.

    A Non-Partisan Approach to Social Value

    At the Institute for Social Value, we believe that every policy, from any political party, should be judged not only by its immediate economic outcomes but by the long-term social impact it delivers. Whether it’s housing, energy, healthcare, or education, policies should be evaluated based on their ability to improve the well-being of individuals and communities.

    We are committed to working with stakeholders across the political spectrum to ensure that the principles of social value are embedded in future policy decisions. It’s not just about short-term fixes or economic gains—it’s about creating a fairer, more resilient society for the long term.

    So, what do you think of Labour’s proposals? Are they truly prioritising social value, or could they go further?

  • Economic resilience and social value to go hand-in-hand for Derry-based new SVUK member

    Economic resilience and social value to go hand-in-hand for Derry-based new SVUK member

    We are pleased to welcome Enterprise North West to the Social Value UK movement.

    Below follows a catch up with Brian O’Neil (Director of Development & Enterprise) and why the Northern Ireland-based social enterprise have decided to join SVUK.

    Tell us about your organisation:

    Enterprise North West is passionate about encouraging economic resilience in Derry City and beyond. We strive to help our clients achieve this through stimulating enterprise and innovation.

    Enterprise North West focus on growing the local economy by providing the information, advice and support that local business owners and social enterprises need.

    Enterprise North West are passionate about contributing to the local economy through our range of services for businesses and social enterprises to create community wealth.

    Why have you joined SVUK? What do you hope to achieve and what training or tools we offer are you most excited by? 

    We have decided to join SVUK as they are recognised as the market leaders in terms of social value in the UK. We want to be able to support organisations and social enterprises across the island of Ireland to measure the true impact of the services they provide in their communities.

    How deep is your current knowledge of social value practice? 

    Whilst Enterprise North West have worked in the social enterprise sector for over 25 years we have always focused on business development with financial return as the key focus. Our current knowledge of social value is limited but we are keen to develop this knowledge further.

    You have joined a global social value movement, what does this mean to you? How important do you think it is that organisations make decisions informed by their social impacts?

    Enterprise North West are fully committed to supporting local organisations measure the full impact of their services to allow them to demonstrate this to their own social stakeholders. This type of reporting is now becoming more important in terms of supporting community wealth building parties in local communities.

    Learn more about Enterprise North West

    We cannot wait to see our new member embark on their social value journey. If you’d like to start yours, become a member today and consider attending our online or in-person SROI training. The Social Return on Investment framework is an internationally-celebrated method for identifying positive and negative outcomes of organisations’ decisions.

  • Defence, aerospace and cyber tech leader Raytheon UK joins Social Value movement.

    Defence, aerospace and cyber tech leader Raytheon UK joins Social Value movement.

     We are thrilled to announce Raytheon UK have joined the Social Value UK movement. We caught up Corporate Social Responsibility manager Joseph Drugan to find out more about the company and the reasons behind becoming a member.

    Tell us about your organisation…

    Raytheon UK is a landed company of US-based Raytheon – an aerospace and defence company -providing advanced systems and services for commercial, military and government customers worldwide. As a prime contractor and major supplier to the UK across Space, Cyber, Maritime, Air and Land, our vision is to create a safer, more connected world through delivering game-changing technologies that secure our futures. At the heart of this vision are our 2,000+ highly skilled employees, who are located across the country at our regional facilities which include Broughton, Glenrothes, Harlow, Livingston, Manchester and Gloucester. 

    Why have you joined SVUK? What do you hope to achieve and what training or tools we offer are you most excited by? 

    SVUK is an ideal fit for our company because we are committed to delivering a genuine, positive social impact throughout all our projects and contracts. We do this right from the planning stage (to ensure commercial and environmental decisions are made with social value considerations) through to the delivery of our contracts (ensuring that we deliver on our commitment to unlock real social value for our communities). By joining SVUK, we look forward to furthering our knowledge, and sharing and developing best social value practice. It’s important to us that we play our part in the defence sector’s ability to make a positive impact across our communities in all four nations of the UK. 

    How deep is your current knowledge of social value practice? 

    Social Value is integral to our projects and solutions, and is integrated in our design process from initial concept right through to the end-solution or end-product. We see huge potential to drive positive change through the delivery of our contracts and are focused on:

    • Reducing our environmental impact and contributing to environmental sustainability schemes in the UK
    • Reducing the UK Skills gap in key sectors such as Cyber Security, providing quality STEM education support across the UK, focusing on equity for pupils of all backgrounds and abilities to access pathways to industry.
    • Supporting UK Veterans both in career transition and wider holistic support.
    • Fostering and maintaining a positive working culture for all with a focus on accessibility, diversity and inclusion to ensure that everyone is given full support to deliver their best work.
    • Developing and diversifying our supply chain and bringing them on our Social Value journey.

    Have you produced social value reports before and if so, how do you feel SVUK can advance these? 

    We are delighted to be currently producing Raytheon UK’s first external Social Value report. Although we have always monitored our social value activity internally, this formal report is a positive step forward to full transparency and accountability. We look forward to SVUK’s support by providing industry specific guidance on our report, and helping with accrediting the report where possible. 

    You have joined a global social value movement, what does this mean to you? How important do you think it is that organisations make decisions informed by their social impacts? 

    For an organisation such as ours, we can only truly deliver meaningful social value if all business decisions are made through the lens of social value.  

    Have you previously taken steps to improve wellbeing in your organisation? Do you feel your SVUK membership can improve this? 

    We believe that everyone should be supported to deliver their best work at Raytheon and have developed an employee wellbeing programme, which offers industry leading enhanced maternity and paternity packages, and a flexible working scheme to help our employees reach a healthy work/life balance that is desirable for all. 

    We operate our wellbeing approach under 5 pillars: Social, Mental, Financial, Physical and Professional Wellbeing. We believe wellbeing encompasses all of these areas:  

    Social  

    Social wellbeing is built upon the relationships people hold, both in work and out of work. We offer a range of information on how to achieve a sense of belonging through webinars, links to CSR, how to connect to our Employee Resource Groups and make the most of our volunteering opportunities (we offer 5 paid days per year per employee). 

    Mental 

    Mental wellbeing is supported by our network of Mental Health Ambassadors, who are located across the organisation at all levels. We have also recently recruited another group to double our number of ambassadors. We signpost employees to external support across the UK, our Employee Assistance Programme platform also links to an external platform which hosts support for employees. 

    Financial 

    Financial wellbeing focuses on resources to support employees around money management, where to go for debt management support, links on how to assess what government support they may be entitled to. We recently hosted moneycharity.org.uk who delivered seminars on money management and pension information. Employees also have access to financial resources via their pension. 

    Physical  

    Physical wellbeing is supported in the workplace via Environmental Health & Safety practices and in-house occupational health if required. We focus our resources on how to stay active working from home, how to set up workspaces from home, how to be active at your desk, but also offer information on how to eat healthy. 

    Wellbeing 

    Professional wellbeing focuses on career management, outlining resources available to employees, this links in to learning and development. 

    What steps have you taken to drive equality and social mobility? Do you feel your SVUK membership can improve this? 

    As an organisation, we have been externally assessed as having a fantastic inclusive culture, but we seek to continually access, develop, and improve our culture.  Enabling our employees and those joining the company, to be the best version of themselves is our top priority. Therefore, we welcome any opportunities to learn and integrate practices which will improve our employee’s experience and continue to open up pathways into our industry for people from all walks of life. 

    …..

    We are thrilled to say Raytheon UK have already had a member of staff attend one of our Social Return on Investment training courses.

    Members of Social Value UK receive a discounted rate for these globally-recognised courses – held online and in-person. Why not become a member of Social Value UK today?

  • Janina Neumann Achieves Level 1 Associate Practitioner Status

    Janina Neumann Achieves Level 1 Associate Practitioner Status

    Social Value UK are proud to announce that Janina Neumann has achieved Level 1 Social Value Associate Status.

    Janina Neumann Design is a graphic design business that helps organisations to scale social impact through brand identity design, branding, and social value reporting. 

    Ahead of this announcement, spent some time with Janina to learn more about her experience with the assessment process…

    Why did you embark on the SVI Professional Pathway?

    I embarked on the SVI Professional Pathway because I wanted to get a better understanding of how to measure change within people’s lives and to support Janina Neumann Design’s mission of “Design for social change”. 

    What elements of the assessment were particularly useful to your learning?

    Identifying stakeholders and outcomes have been one of the most useful elements. I found it very valuable to learn how the Principles of Social Value ensure that more voices are heard in decision-making processes. It was also important for me to find a framework that would highlight all meaningful outcomes, even the unintended negative outcomes of a project. 

    How do you plan to utilise your newly acquired Level 1 Associate practitioner skills?

    With my Level 1 Associate Practitioner skills, I look forward to supporting clients with assessing their social value when making policy, delivery, and investment decisions. The additional skills will also help me bring a different perspective to designing social value reports and pitch decks.  

    Do you intend to develop your social value practice further?

    Having already completed Social Value UK’s ‘Social value and SROI Practitioner training’, I would like to become a Level 2 Accredited Practitioner in the future. 

    Congratulations on joining our social value practice community. What does it mean to you to be part of a global network? How can you contribute to the social value movement and what issues/areas do you intend to address?

    Being a part of a global network is exciting as I am keen to learn about the different environments that social return on investment is applied in. It is great to be able to work with a globally recognised framework that has defined social value and its principles so that it can work across different cultures.    

    “I’m thrilled to have become a Level 1 Associate Practitioner with Social Value International. This will continue to help me deliver Janina Neumann Design’s mission of design for social change.” 

  • Solving skills shortages, reducing crime, creating positive social value: Employing ex-offenders.

    Solving skills shortages, reducing crime, creating positive social value: Employing ex-offenders.

    Social Value in Perspective: Driving Equality to Solve the Workforce Shortage

    There are quite literally millions of people in the UK with a criminal record, often creating a barrier between them, employment and a second chance. SVUK sat down with Offploy founder Jacob Hill to understand some of the challenges, misconceptions and advantages of employing somebody who has fallen foul of the law.

    Jacob is a board member of SVUK and his vision is for a world where everyone feels safe from crime – something we can all agree would have a positive impact on people or, in other words, be a positive social value outcome.

    What issue do you hope to address?

    Employers want to hire people with criminal convictions but often don’t know where to start. This a particular problem considering there are over 11 million people with convictions in the UK, including 1 in 3 adult males between the ages of 18 and 52. It means millions face the challenge of gaining meaningful employment, while there are simultaneously hundreds of thousands of vacancies post Brexit and Covid.

    We are on a mission to support those at risk at offending, supporting them to access greater opportunities and achieve their full potential.

    This means as well as supporting employers, we also support a whole range of socially excluded people through mentoring and advice services, ensuring that committing a crime is not their only option in life.

    Why is this an issue?

    Crime affects everyone including taxpayers of state services, the families of defendants, future generations and of course, the victims.

    Employment, along with other areas of our support such as housing and health advice, is one of the greatest ways to reduce reoffending.

    “Employers and the wider British economy is facing the strain of low unemployment with vacant roles likely costing our economy billions per year. Hiring from this talent pool, as more and more great employers like those on the Employer’s Forum for Reducing Reoffending are already doing, will be a sure way to fill some of those vacancies and keep our economy growing.”

    When did you begin to address the issue? What’s the background?

    I started Offploy after I was in trouble with the law for drugs, which resulted in a 28 month sentence. As the son of two police officers and my region’s young entrepreneur of the year, nobody – myself included – expected me to end up in that situation. Like my fellow inmates, it was a waste of talent and life.

    I was inspired by those I met inside who wanted to redeem themselves and earn another chance in life, so on release, I started Offploy.

    Fast-forward seven years and we are now a national team of 30. We have supported almost 4000 socially excluded people through our services and more employers are actively hiring people with convictions.

    EX-OFFENDERS AT OFFPLOY
    Credit: Offploy CIC

    What are the benefits to employers?

    • Employers who have actively hired people with convictions have seen lower turnover, increased retention, increased reputation and access to untapped talent.
    • Polling commissioned by the Ministry of Justice found that over 90 percent of businesses who employ ex-offenders said they are reliable, good at their job, punctual and trustworthy.
    • Improved customer reputation, considering 81% of people think that businesses employing ex-offenders make a positive contribution to society.
    • We have created a whole raft of benefits to employers in our ‘getting started’ guide.

    Can this be adopted/replicated easily by employers?

    Employers do not need to go through lengthy processes to hire people with convictions. We recommend they just get started, ask for advice and speak to others who have already walked this path.

    Without any obligation, Offploy offers a free confidential 30-minute advice service for HR and CSR managers interested in hiring people with convictions. You can book a call in here.

    What happens if this issue is not addressed? What’s the human impact?

    Society is becoming more divided. Our government is attempting to hire 20,000 more police officers and building 20,000 more prison places. There are over 1.1 million job vacancies in the UK and crime has increased on our streets by over 8%.

    Employment reduces reoffending, so hiring people with convictions not only helps fill our talent gap and make us a more productive economy, but also a safer one.

    Be curious, ask questions and above all, approach every applicant with a fair mind in order to find your next great hire.

    How do people looking for employment come to Offploy? And what is the process for them in getting a job? 

    People looking for employment after serving a criminal conviction are typically referred to Offploy by their probation officer or DWP Work Coach. Once they’ve been referred, the candidates begin a nine-step journey with Offploy’s team of Social Employment Advisors, many of whom have themselves had a criminal conviction. This process includes guidance on thinking about:

    • Career goals,
    • Sharpening CVs,
    • Crafting tailored cover letters,
    • Preparing a disclosure letter to explain convictions,
    • Correctly filling out application forms,
    • Anticipating interview questions, preparing questions for the interviewers, advice on dressing appropriately, and maintaining a positive and respectful demeanour throughout.
       

    After the interview, candidates are also coached on seeking feedback to improve their chances of success in future applications. The overarching goal is to help these individuals secure sustainable employment and build meaningful careers, with Offploy’s team supporting them every step of the way.

    How does Offploy support those gaining employment once they are hired? 

    We believe in more than just securing employment for those with criminal convictions; we’re committed to providing sustainable solutions and continuous support. From the outset, we equip our candidates with vital skills to not only find a job but to overcome adversity and challenges that may arise. Our programme is crafted to empower them to source their own employment opportunities in the future, fostering independence and resilience. And our support doesn’t end when a job placement is secured. Our door remains perpetually open for those we place into roles, ensuring they have a continuous lifeline of light touch support to lean on. We recognise the path to sustained employment isn’t always a straight one, and we are here to help navigate that journey, enabling them to stand firmly on their own two feet, confident and equipped for long-term success. 
     

    How does Offploy support the organisation employing those with a conviction? 

    We equip businesses with our tailored suite of employer services, training, coaching, and consultancy services that ensure the fair, consistent, and safe hiring of individuals with criminal convictions. To maintain a safe and sustainable recruitment, we follow our Seven Steps approach, including building a supportive culture, policy development, risk management, appropriate job marketing, interviews and vetting, onboarding support, and finally, measuring and managing social impact. Our strategy is about more than just filling vacancies, it’s about introducing diversity, resilience, and improving staff morale, enhancing ESG and ED&I credentials, and ultimately, reducing reoffending rates. 
     

    What are some of the misconceptions? 

    1. “People with criminal records can’t work.” People with criminal records can and do work. In fact, there are an estimated 12.1 million people with criminal records in the UK, many of whom are in sustainable employment and meaningful careers 1 . 
    1. “Nobody would want to hire someone with a criminal record.” There are organisations that advocate for the employment of people with criminal records and provide support to employers willing to hire such individuals. For instance, Offploy addresses the UK’s recruitment challenges by empowering HR and CSR Managers to access an untapped talent pool of ex-offenders. 
    1. “People with criminal records aren’t reliable.” People with criminal records can be reliable employees. By employing ex-offenders, businesses can boost staff morale, retention, and their reputation. 

    Can you give examples of some of the employers you have worked with? 

    We operate a highly confidential service with many of our employers currently dipping their toe in. As not to rock the boat too much we’d like to talk about the great work of some well-known brands in order to assure the reader that they haven’t gone out of business since embarking on this mission: 

    1. Timpson: The retail company, known for its shoe repair, key cutting and engraving services, has been a leader in providing employment opportunities to ex-offenders. They’ve established training academies within prisons and offer job placements upon release, with ex-offenders making up around 10% of their workforce. 
    1. Greencore: As one of the UK’s largest food manufacturers, Greencore has established an ‘EmployAbility’ programme specifically for ex-offenders, providing skills training and work opportunities within the company. 
    1. Greggs: The high-street bakery chain runs a scheme in partnership with national charity the Prison Reform Trust. Their initiative, ‘Fresh Start’, offers work placements and potential employment opportunities to people with criminal convictions. 
    1. Virgin Trains: In collaboration with the charity RIFT Social Enterprise, Virgin Trains launched a programme to support ex-offenders into work. The scheme provides training and job opportunities across the rail company. 
    1. Barclays: Barclays’ AFTER programme helps former military service personnel, including those with criminal convictions, to find employment. It offers work placements, direct employment opportunities, CV and interview coaching, as well as supporting other organisations to hire veterans. While the programme is not exclusively for ex-offenders, it does make a substantial contribution to this area. 

    If you’d like to be further involved with our Social Value In Perspective campaign, please email our Advocacy Lead, Matthew Mckew via matthew.mckew@socialvalueuk.org 

    Matt Eamer, founder of me&you said; “I’m excited that my creative agency can support Social Value UK in its mission to raise awareness and understanding of social value. We’ll be creating visuals and graphics to help bring Social Value in Perspective to life, making the themes accessible for new audiences.“ 

  • Create positive social value by using ex-offenders to solve recruitment woes 

    Create positive social value by using ex-offenders to solve recruitment woes 

    Social Value in Perspective: Driving Equality to Solve the Workforce Shortage

    A conviction can be life changing and when we consider the social value an organisation creates, offering a second chance to somebody could be monumental. 

    But, with one in six people in the UK having a conviction on their record and more than a million job vacancies open, creating this form of positive social value has potential huge up sides to British employers.

    When SVUK met with Labour’s Shadow Business Secretary earlier this year, the question Jonathan Reynolds MP said employers were asking him was… how will you combat skills and labour shortages? 

    It’s a question the government has been grappling with too, amid a Conservative manifesto pledge to reduce immigration. 

    Hospitality, manufacturing, health and social care are particularly feeling the strain, and the Chartered Institute of Personnel and Development found this year a third of UK businesses were struggling to address skills gaps. 

    When we consider a conviction, we may think of the more extreme examples of law-breaking, but many of 11 million people in the UK to fall foul of the law, committed low-level, non-violent crimes. 

    Despite this, a YouGov survey in 2016 found 50% of UK employers were reluctant to hire somebody with a criminal record – regardless of the offence or sentence. 

    But are employers missing a trick? 

    The Ministry of Justice has evidence from employers such as Marks & Spencer that ex-offenders place a higher value on having a job because of a desire to stay out of prison. They also demonstrate higher levels of loyalty and employers benefit from reduced staff turnover. 

    Moreover, the same report found customers responded positively, with 81% of people believing businesses employing ex-offenders made a positive contribution to society. Employers also reported an improved reputation and ability to win contracts. 

    With so many individuals sitting under the title of ‘ex offender’, taking a different approach to recruitment and considering these candidates more seriously, may help organisations to navigate their staffing woes. 

    “We’ve started working with ex-offenders and people coming towards the end of their sentence because it allows us to secure a pipeline of talent coming into our business,” Greene King spokesperson Greg Sage told the Ministry of Justice. 

    “In the hospitality industry there is a nationwide shortage of kitchen staff – kitchen managers and chefs particularly – that we at Greene King are not immune to.” 

    Social Value UK will be exploring how to safely and effectively employ those with criminal convictions throughout June as part of our Social Value in Perspective campaign. 

    We’ll be discussing the stigmatism around criminal records and the benefits associated with giving somebody second or third chance. 

    The Cook Kitchen’s Head of RAW Talent and Apprenticeships Annie Gale said: “There are three secret ingredients to doing this effectively. 

    “Put good support in place, assign partners so that each party does what they are good at and isn’t beyond their capacity, and grit – it doesn’t always work and that’s okay. Keep learning and go again.” 

    We are indebted to our member Offploy for their support on our Equalities-focused campaign and will be introducing you to their brilliant work later this week, 

    If you’d like to be further involved with our Social Value In Perspective campaign, please email our Advocacy Lead, Matthew Mckew via matthew.mckew@socialvalueuk.org 

    Matt Eamer, founder of me&you said; “I’m excited that my creative agency can support Social Value UK in its mission to raise awareness and understanding of social value. We’ll be creating visuals and graphics to help bring Social Value Perspectives to life, making the themes accessible for new audiences.“ 

  • SVUK launch Social Value in Perspective: Driving Equality to Solve the Workforce Shortage

    SVUK launch Social Value in Perspective: Driving Equality to Solve the Workforce Shortage

    Recruitment has become an increasing challenge for UK organisations, with little sign of the situation easing.

    The British Chamber of Commerce revealed in April that a survey of 5,000 businesses found 80% attempting to recruit faced challenges, with hospitality and manufacturing firms most likely to report difficulties.

    They further reported six in ten firms surveyed were actively trying to recruit staff.

    The Federation of Small Business reported a similar situation last August, while a report in the House of Commons Library found Human Health and Social Work was drastically affected by high vacancies.

    Social Value, at its heart, is impact on people and so as we look for solutions to this crisis, there can be no greater avenue than social value practice.

    Organisations tend to be directed by their financial accounts – for good reason – and in the last decade or so there has been more attention on environmental footprint.

    But, it is our stakeholders – our customers, service users, staff and community – who have a key role to play in the success or demise of an organisation.

    Social Value International: 8 Principles

    It is therefore vital that we recognise barriers unintentionally or otherwise erected to exclude many people from employment opportunities.

    Earlier this year the Social Value in Perspective campaign revealed how our members have used the SVUK and Social Value International principles to embed more effective wellbeing programmes, leading to reduced sickness and improved workforce retention.

    This month marks the launch of our second tranche of work, this time focusing on how social value practice can improve equality in the workplace.

    We’ll cover the more discussed issues such as the gender pay gap and racism, while also delving into less discussed areas, such as employment for those with convictions.

    SVUK recently signed the Employment Disability Charter and in July we will be discussing how the employment opportunities gap between those with and without disabilities has an impact on wellbeing and productivity.

    Each month we will share advice from our members and other experts on how to create more diverse, equitable workplaces.

    If you would like to share your best practice, please email: matthew.mckew@socialvalueuk.org

  • Congratulations to Allison Ricket – New Level 3 Advanced Practitioner

    Congratulations to Allison Ricket – New Level 3 Advanced Practitioner

    Social Value UK are proud to announce that Allison Ricket has achieved Level 3 Advanced Practitioner status.

    Allison is Visiting Professor and Executive in Residence for Impact Measurement and SROI at Ohio University’s Voinovich School of Leadership and Public Service.

    Ahead of this announcement, we spoke to Allison about his experience with the assessment process…

    Why did you embark on the Social Value International Professional Pathway?

    SVI’s approach to accounting for social value is underscored by systems thinking and democratic principles of honouring the voice of those experiencing the change. Understanding the interconnectedness and complexity of impact is critical for a just and sustainable future. The SVI Professional Pathway increased my professional competencies in helping organizations measure, manage, and communicate their impact while increasing engagement with their stakeholders. Because SVI is a global network of experts, embarking on the professional pathway also allowed me to align our work in the United States at Ohio University to the global standard in measuring social value. It provided a platform for me to learn from leading experts in the field and engage with a global community of practitioners who share a common goal of creating a better world.  

    Overall, embarking on the Social Value International Professional Pathway aligned perfectly with my personal and professional goals of making a positive impact on society. By acquiring a deeper understanding of social value measurement and management, I aimed to become an advocate for social change, helping organizations and communities create sustainable and equitable outcomes.  

    What elements of the assessment were particularly useful for your learning?

    Overall, Social Value Practitioner Advanced Level 3 assessment’s peer review process provided the opportunity for consequential discussions around the data, valuation methods, and stakeholder communication process. Through the peer review process, I was able to connect to SVI’s global network of practitioners who have been working in the Impact field for decades. These individuals have not only worked in the space, they have shaped it. Talking through both successes and challenges in measuring social value for clients enabled me to refine and adopt new approaches to strengthen our methodology and engagement with clients. The peer review process also provided me with tailored professional development ideas for continuing to move our work forward. 

    How do you plan to utilise your newly acquired Level 3 Advanced practitioner skills?  

    • Leading Impact Measurement Initiatives: As the leader of the SROI and Impact Measurement team at Ohio University’s Voinovich School of Leadership and Public Service, I will leverage my advanced practitioner skills to spearhead impact measurement initiatives for social enterprises, impact investors, non-profits, foundations, and impact funds in the United States. Especially in rural areas in the US, there is a need to measure outcomes to multiple systems in a way that can be communicated to often far-away state or national entities that could provide substantial funding opportunities to local communities. The use of SROI to measure and monetize sometimes intangible, relational outcomes is a step in the direction of honouring the diverse, strength-based contributions of rural stakeholders while giving voice to the outcomes those stakeholders prioritize as most important to their communities. The power of SROI lies in articulating a narrative counter to the stories of extraction and lack repeated about rural areas.
    • Advising and Influencing Policy: With my expertise in impact measurement and my role as an advisor to national organizations and federal policymakers, I will utilize my Level 3 Advanced practitioner skills to contribute to the development of impactful policies. By employing rigorous data analysis and evaluation techniques, I can provide evidence-based recommendations and advocate for the integration of social value principles into policy frameworks. This will help shape decisions at a systemic level, promoting the consideration of social and environmental outcomes alongside economic considerations.
    • Strengthening Collaborations and Networks: Collaboration plays a crucial role in driving social impact. With my Level 3 Advanced practitioner skills, I will actively engage in building and strengthening collaborations and networks within US social impact ecosystem. My goal is to partnerships that facilitate the exchange of knowledge, resources, and best practices. This will enable collective action and amplify the social value generated by organizations and initiatives.
    • Contributing to Research and Thought Leadership: Given my research interests in asset-based approaches to community building, social entrepreneurial ecosystems, and holistic community well-being, I plan to utilize my advanced practitioner skills to contribute to research and thought leadership in these areas. Through rigorous research methodologies and data analysis, I can generate insights that advance the understanding and implementation of social value principles. This will help shape the discourse around impact measurement and inform future practices and policies.  

    Are you embedding social value and SROI into any current projects? Can you tell us about them?

    At the Voinovich School of Leadership and Public Service at Ohio University, I lead a team of researchers in conducting SROIs and social value analyses for large and small clients. Most recently, we conducted an SROI study of the $10M Columbus & Franklin County Small Business Recovery Fund, aimed at assisting small businesses in the aftermath of the pandemic. We are also currently working on a number of projects that include an SROI for The Boys and Girls Clubs Ohio Alliance and an SROI for PassionWorks, a local social enterprise. Our university team is also partnering with Tim Goodspeed to complete a set of wellbeing valuations that will be available in the US

    What does it mean to you to be part of a global network? How can you contribute to the social value movement and what issues/areas do you intend to address?

    Being part of a global network allows me to share my expertise, experiences, and best practices with others while also learning from their insights. By engaging in knowledge sharing and collaboration, we can collectively advance the field of social value measurement and management. The current body of knowledge project, which I am facilitating with Social Value US, seeks to engage this global network in order to build a framework that outlines key concepts, theories, methodologies, and skills necessary for the practice of impact measurement and management. Through both the BOK work and my work in applied research at a university in the U.S., I hope to further engage the academic community in conversations and practice in social value, impact measurement and management, and the ecosystems that support social enterprises. As we engage the academic community, we therefore expand access to these concepts and practices to the next generation of entrepreneurs, researchers, thinkers, and leaders who are all hungry for ways to think differently about addressing social, environmental, and economic goals. 

    “Becoming the first Level 3 Advanced Practitioner in the United States is an honour and a privilege. This achievement speaks to Ohio University’s commitment to being at the vanguard of interdisciplinary work to create a more sustainable and just future not just for our region in the US but also for the world. In addition, becoming a Level 3 Advanced Practitioner will continue to help carry forward the conversation of measuring and managing impact in the US.” – Allison Ricket, Visiting Professor and Executive in Residence for Impact Measurement and SROI at Ohio University’s Voinovich School of Leadership and Public Service

  • Social Value UK signs the Disability Employment Charter

    Social Value UK signs the Disability Employment Charter

    We are delighted to announce SVUK have signed the Disability Employment Charter. 

    It is fundamental to achieving positive social value that we strive for a more equal world that sees organisations make decisions that improve people’s wellbeing. 

    The DEC consists of eight measures focused on improving employment opportunities for those with disabilities that we, as signatories, call upon the government to act on. 

    The charter was founded by Disability Rights UK, Disability@Work, the University of Warwick, the DFN Charitable Foundation, Leonard Cheshire, Scope, Shaw Trust Foundation and UNISON. 

    Notable large employers such as the Post Office, McDonalds, the British Paralympic Association and many others have already thrown their weight behind the campaign. 

    SVUK co-CEO Isabelle Parasram OBE said: “Social Value UK is to launch a campaign this summer focused on championing improved equality and opportunity in the workplace, as part of our Social Value in Perspective work. 

    “When we launched Social Value in Perspective in January, we pressed the case for tackling lesser known wellbeing topics in the workplace, not just because it is the right thing to do, but because it is sensible business. 

    “In this next tranche of work, we will shine a spotlight on the UK’s equality issues, such as the near 30% employment gap between those without a disability and those with one. It is why I am delighted to throw our full support behind the Disability Employment Charity.” 

    The Charter’s primary author Professor Kim Hoque, who is Vice Dean of King’s Business School and co-founder of the Disability@Work research group, commented “It is wonderful that Social Value UK have signed the Disability Employment Charter, thereby joining a growing chorus of approaching 140 organisations that are calling on the government to go significantly further in developing employment policies aimed at enabling disabled people to get into and remain in work.

    “Social Value UK’s fantastic support will be invaluable to our ongoing efforts to achieve substantial change aimed at improving the working lives of millions of disabled people.”

    The charter aims to level up disabled peoples’ employment opportunities, increase disabled peoples’ job satisfaction, and reduce disability pay gaps. 

    Further it has the potential to benefit the taxpayer and support the UK’s post-pandemic recovery by providing employers with the widest possible talent pool and addressing skills shortages. 

    Read the Charter recommendations HERE
  • Alessandra Leach – Now a Level 1 Social Value Associate

    Alessandra Leach – Now a Level 1 Social Value Associate

    Social Value UK are proud to announce that Alessandra Leach has achieved Level 1 Social Value Associate Status.

    Alessandra is a Consultant in Healthcare Strategy & Planning at Lexica.

    Lexica is a multi-disciplinary specialist consultancy. They help public sector organisations deliver better outcomes through the unparalleled capability, commitment, and collaboration of their team.

    As a social enterprise, wholly owned by an NHS Trust, they are unique in terms of our business ethics, their insights into the working of a major public sector providers and their access to visionary expertise. With over 100 specialists, Lexica includes world-renowned experts who laid the foundations in the subject areas in which they operate. Their reputation for continuous improvement is reflected in their ability to attract, develop and retain the brightest entrants to the market and in the remarkable stability and resilience of their team. This ensures that their clients receive the benefits, not only of experienced practitioners, but also the creativity and innovative thinking of the generation which will shape the future.

    Visit their website HERE

    Ahead of this announcement, we spoke to Alessandra about her experience with the assessment process…

    Why have you decided to undertake the Social Value International Professional Pathway?

    Working with clients in the NHS and wider Health sector, social impact is central to every project I work on. I hope that improving my understanding of impact management through the Social Value International Practitioner Pathway will allow me to better support clients in identifying, appraising and ultimately delivering value to their communities.

    What did you learn and find useful from this assessment process?

    Learning about SVI’s Principles has been incredibly helpful in framing the way I approach projects. The assessment process has given me a solid understanding of the theory that underpins impact management, which I hope to draw from and build upon as I continue my social value journey.

    Now that you are a Level 1 Social Value Associate what do you plan to do next to develop your practice? How do you plan to use your practitioner skills? 

    I continue to look for opportunities to embed social value principles in my work. I am excited to connect and share ideas with other SVI practitioners. Lexica is currently reviewing its own approach to social value. I hope to use the knowledge I have gained through the assessment process to support the development and implementation of Lexica’s Social Value strategy.

    Are there any other specific projects you are doing at the moment that are related to SROI and social value?

    I am currently refining our methodology for identifying and appraising the social benefits associated with health infrastructure investments, with a view to achieving SVI report assurance. A recent project I worked on using this methodology to demonstrate the SROI of a new hospital has been developed into a workshop case study by SVI.

    You have now joined a community of practice around the globe. What does this mean to you and why do you want to participate and contribute to the development of the methodology and overall social value movement?

    This is an incredibly exciting time for social value and I look forward to learning from the knowledge and experience of the international practitioner community. I am interested to hear about the work that other practitioners are involved in and explore opportunities to work together in the interest of furthering the social value movement.

    In particular, I am keen to engage in the conversation about social value within consultancy and how, as consultants, we can maximise the benefit we provide, both directly to our clients, and indirectly to the communities they serve.

    “I am thrilled to have gained Level 1 Social Value Associate status with Social Value International. I look forward to contributing to the growing practitioner community and using my knowledge of impact management to support the social value goals of Lexica’s clients.” – Alessandra Leach

  • NEW Level 3 Advanced Practitioner – Tom Chan

    NEW Level 3 Advanced Practitioner – Tom Chan

    Social Value UK are proud to announce that Tom Chan has achieved Level 3 Advanced Practitioner status.

    Tom is a Manager at the Hong Kong Council of Social Services.

    The HKCSS is a statutory body established in 1947. Together with their Agency Members, they uphold social justice and equality in their mission to advance the well-being of the Hong Kong community. The HKCSS is committed to building an impact-oriented, collaborative and innovative social service sector, and co-creating a better society with stakeholders across different sectors. The HKCSS has over 510 Agency Members, with service units throughout Hong Kong, providing high-quality social services to those in need.

    Ahead of this announcement, we spoke to Tom about his experience with the assessment process…

    Why have you decided to undertake the Social Value International Professional Pathway?

    Through the SVI practitioner pathway, I can stay tuned for the global trend and new development in the profession of impact measurement and management. SVI also envisions a community for exchanging and discussing professional practices of impact measurement.

    What did you learn and find useful from this assessment process?

    The assessment process was like a peer review. The assessor made good observations on the report and gave me valuable advice. It’s an enjoyment to discuss the technical details of the report with an experienced practitioner who has solid field experience.

    Now that you are a Level 3 Advanced Practitioner what do you plan to do next to develop your practice? How do you plan to use your practitioner skills? 

    There are lots of conferences, workshops, activities and webinars, as well as publications organised and published by SVI and its affiliated networks, such as the Hong Kong Institute of Social Impact Analysts (HKI-SIA). All in all, I will share my experience in Hong Kong and the larger community and encourage more people to undertake the SVI practitioner pathway.

    You have now joined a community of practice around the globe. What does this mean to you and why do you want to participate and contribute to the development of the methodology and overall social value movement?

    By having consensus on the principles and systemic framework for impact measurement and management, more talents could join this sector and the cost for accounting social value will be lower, thus building up a world that is more sensitive to social value.

    “It is a testament to one’s dedication to advancing the field of impact measurement and to driving a more equitable and sustainable world.” – Tom Chan