Following our recent People into Work Employability Forum, we sat down with Tracy Hixson, Social Mobility Lead at OCS, to reflect on her key takeaways and the future of inclusive employment across the business.
Q: Why was the People into Work Employability Forum important for OCS and its social mobility goals?
The forum brought together our People Into Work team and strategic employability partners to examine the government’s white paper, ‘Get Britain Working’. We discussed how national businesses can foster inclusive routes into work, support diverse talent and maximise social value. By supporting communities and delivering measurable social value, we continue to demonstrate our mission to make people and places the best they can be.
OCS is building a culture of inclusion and belonging where everyone feels valued, regardless of their background. The forum allowed us to collaborate and shape our response to the opportunities and challenges presented by the government’s employability reform.
Q: What challenges and opportunities were highlighted in supporting people into sustainable employment?
There’s definitely momentum. We’ve made real progress on inclusive hiring, and there’s a lot of appetite to keep going. The landscape is shifting quickly, though. With the replacement of the Work & Health Programme and delays to the rollout of Connect to Work, inclusive candidate pipelines are changing, and employers are required to take on more without additional resources. The shift from a ‘train and place’ model to the IPS-inspired ‘place, train and maintain’ approach increases employer responsibility post-hire. At the same time, we are finding practical ways to embed person-centred support while ensuring hiring managers remain focused on service delivery.
That said, there are exciting opportunities. We have shown what is possible by working hand-in-hand with our amazing employability partners across the UK to respond to reform and deliver real social value.
“With nearly 90% of our workforce in frontline roles, we’re uniquely positioned to align our recruitment needs with the aspirations of candidates seeking inclusive employment. That’s a powerful opportunity we’re committed to making the most of.”
Q: What were the key takeaways from the People Into Work’s Employability Forum, and how can they drive meaningful change?
The forum covered key areas for action. A major focus was on breaking down barriers for people with disabilities, health challenges and from diverse backgrounds, ensuring hiring practices are accessible and fair. Youth employment also took centre stage, with discussions around the need to improve career awareness and engaging young people, promoting facilities management as a sector full of opportunity. The forum examined the upcoming Connect to Work programme and the increased expectations it places on employers, particularly around post-hire support. We also looked at how national employers can strengthen social value delivery through sustainable job creation, as distinct from short-term placements. Most importantly, we discussed practical ways to support those furthest from the labour market, focusing on long-term retention and progression. These insights give us a clear path forward by combining inclusive employment with real impact for individuals, communities and our business.
Q: How did the People Into Work Employability Forum help demonstrate the importance of inclusive hiring practices to the OCS business?
In a recent UK&I Town Hall, our CEO, Daniel Dickson, highlighted inclusive employment as a core part of our values. Since launching People into Work in 2021, the programme has supported over 700 people from vulnerable backgrounds into employment. That is close to £14 million in social value. The forum backed that commitment and underscored the urgency. As Liz Kendall MP outlined in the Government’s White Paper, nearly 1.5 million people remain unemployed and 2.8 million are out of work due to long-term sickness. These figures show just how vital inclusive hiring is for long-term workforce sustainability.
Q: How will OCS use insights from the forum to influence policy and industry practices?
We’re using the insights from the forum to lead deeper conversations with the Department for Work and Pensions (DWP), as they move from Jobcentres to a new national jobs and careers service. We aim to clarify how employers can provide effective support to Connect to Work candidates, shape fidelity assurance processes and build productive relationships with 175 local authorities. We also look forward to receiving trailblazer outcomes and employer guidance. By partnering with DWP’s employer engagement teams, we will help ensure IPS and SEQF candidates receive consistent and effective support.
Q: How do you see Connect to Work shaping the future of employment?
Connect to Work focuses on supporting individuals with health conditions, disabilities and complex barriers into long-term employment. Its person-centred approach aligns with the core values of the People into Work programme, supporting people into meaningful and sustainable work. Employers like us must, however, adapt and provide more tailored support to help candidates succeed and thrive and to enable us to continue to deliver economic and social value.
The government’s commitment to an independent review into how employers can better support and retain colleagues with disabilities and health conditions is a welcome step, particularly for large employers. As the employability landscape becomes more devolved and complex, OCS will continue to grow its local partnerships, pushing for clear, co-ordinated support to effectively navigate this change.
