PATH (Scotland)

Positive Moves in Employment

The work we are describing below is essential in Scotland as recent statistical information gathered by us has highlighted the fact that 70% of Housing Associations do not employ BME Refugee Staff and only 1 local authority states that it has achieved a representative workforce. This is backed up by numerous research reports which indicate that labour market discrimination is deep rooted, widespread and persistent. EOC research into the inter-relationship between race and gender discrimination (Moving on Up, 2007) highlighted that BME women, “face institutional discrimination which works in complex and subtle ways to prevent minority ethnic women from participation and progress in the Scottish labour market”

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  • Education/Training/EmploymentEducation/Training/Employment
  • OtherOther


  • Women & GirlsWomen & Girls
  • Young People (18-30)Young People (18-30)
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We seek funding for two activity areas Activity Area 1 Training and Education Programme for BME/Refugee Communities We work with housing associations and local authorities to provide a training and education programme for people from BME/Refugee Communities. The main elements of the programme are as follows: Work Experience • each trainee has a paid work experience placement of 36 months with a housing provider • workplace assignments give trainees operational experience, exposure to leadership and decision making processes while also developing their personal skills and confidence Academic Courses PATH Trainees attend University/College courses to obtain a professional qualification Specialist Training PATH (Scotland) provides specialist short courses. We focus particularly on areas such as building confidence, capacity and personal skills Activity Area 2 After Care Support to Trainees A large part of our after care support to trainees who have completed the PATH Programme will be to assist them to access employment in Housing post placement We will also further develop our after care support to support former trainees who have moved into employment. This is critical, since in most cases trainees start employment in organisations where they are the only BME employee. We have not been able to focus on this area as much as we would like due to lack of resources. Funding would enable us to; • work with trainees, one to one, to address the practical barriers which may affect job retention e.g. caring responsibilities, specific religious and cultural requirements, isolation etc) • provide mentoring and career development counselling for trainees who have moved into employment develop induction materials for trainees who become employees