In “Exclusion vs Opportunity – Part I”, we identified the many ways in which Australian banks have launched a training effort similar to transitional employment programs (TE) for previously excluded Indigenous (Aboriginal) communities. Our reference point is a posting by Rachel Alembakis in The Sustainability Report June 1, 2012 article “Banks’ plans address Indigenous hiring, financial exclusion.”
In “Exclusion vs Opportunity — Part II” we describe how such efforts to overcome exclusions by developing opportunities for the Indigenous in Australia and those suffering from mental illnesses in the United States have occurred. The focus for the American side of this discussion for the most part will be on the authors’ longstanding experience at Fountain House. The movement from exclusions to opportunities is an ongoing process which has been documented over many years.
A clear example of this process has been the development of access to employment for those whose mental illnesses and institutionalization precluded a normal job history. In 1958, Fountain House initiated the TE program with a part-time porter-delivery slot at a nearby printing company. This access process, later named “the invisible ramp” by Howard Rusk, MD, allowed a previously never employed member to go to work. The success of this placement allowed for the development of more placements in various businesses, including banks, law offices, insurance companies, newspapers and advertising firms among others.
It became evident, however, that this kind of TE was not providing enough of an access ramp to a number of members. In 1964, therefore, the idea of a group TE with an on-site staff worker might provide the needed ease of access for these members. A local car wash company was convinced to give it a try, when assured that the number of individuals at any given time would be variable according to the company’s need. Again, success led to the opening of other group TE placements – including, but not limited to — an advertising firm and a local fast-food restaurant.
Further efforts to decrease exclusion and ease access to employment have occurred over the years. The latest development was initiated this year, wherein the Fountain House HR Director now conducts classes for TE members involving the comprehensive preparation for independent job interviews.
The development process for Fountain House is closely similar to that reported by Alembakis in The Sustainability Report. Instead of a social service program, banks have initiated this process:
“Banks have undertaken a number of pathways to effectuate these outcomes, including developing internal programs and engaging with external partners. Banks have partnered with local Indigenous community and civil society groups.”
“In their 2012 RAP (Reconciliation Action Plans), NAB (National Australia Bank) stated that 72 school-based trainees worked at the bank in 2011. NAB retained 75% of both first and second year school-based trainees, with four trainees accepting positions at NAB as of 30 September 2011. Additionally, 21 full-time trainees were placed and supported during 2011, and 71% were retained, at new locations including the Northern Territory, South Australia and Victoria. Ten who completed their traineeship in New South Wales and Queensland accepted permanent positions at NAB. The bank also reported that six Indigenous candidates were recruited to the bank through general recruitment.”
“ ‘This is the most important bit. I don’t want to be all traineeship, no job,’ Brennan (Glen Brennan, NAB head of Indigenous finance and development) said. ‘I want them to know that if they work hard and complete the training, we’ll do whatever we can to keep them in the bank. We want to keep good people… The real number is the conversion into a job with the institution where they’ve done the training. I argue that it’s good business sense this way – it’s a great way to bring in new talent and diversity.’ ”
As is evident there is a need for hard work to overcome the societal exclusion of specific communities and the opening of access to opportunities in the employment field alone. One need not have much imagination to conceive of equal difficulties in other areas of societal reality – housing, education, social, health and other benefits concerns, to mention a few.
In Exclusion vs Opportunity – Part III we will address some of these extended issues.
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