- Aim: To enable people who are deaf or hard of hearing to secure employment and lead independent lives.
- Impact: We delivered advice and guidance to 857 new jobseekers, almost half (42%) of whom had additional needs, so they could gain the skills needed to enter the labour market. We helped 95 jobseekers secure employment, of whom nearly 70 were still in work after three months. 177 people who are deaf or hard of hearing have accessed our IT training, Basic Skills and other learning activities.
- Aim: To provide life skills and learning support for young adults aged 16 to 30 who are deaf or hard of hearing.
- Impact: Our Young Adult Transitions project in south-east
Wales reduces isolation and improves self-confidence in young adults who
are deaf or hard of hearing. It enables them to progress from dependent
to independent living by making their own decisions about their futures,
managing their own home lives and social activities, and maintaining good
physical health. It also enables them to develop and advance their careers
by joining training courses, attending structured learning programmes,
taking up volunteering and seeking new employment opportunities.
Funded by the Big Lottery and Barclays, we exceeded our first year target by supporting 21 young adults (our target was 17) on a one-to-one basis. We also provided basic information, advice and signposting to 79 clients, more than half (40) of whom were local to the area.
- Aim: To develop a management structure that is more appropriate and responsive to the needs of the organisation, and ensures that we are able to achieve our goals.
- Impact: We designed and applied a 'values framework', which defined what the attitudes and behaviour of an RNID employee should be to enable us to achieve our ambitions. We used this values framework to appoint a strategic management team, who have now completed a training programme designed to improve their key management skills. We used the values framework, Values and Behaviours, to redesign our appraisal and recruitment process in the belief that people's attitudes and approaches are a strong indicator of future success and achievement within the organisation. This has helped to transform our working practices and increased employee commitment and clarity about what we do.