We warmly welcome visitors to our schools and colleges to engage with our young people. Research shows that students benefit significantly from employer engagement. Here’s how you can make a difference:

• Inspire: Share your career journey with a class or assembly.
• Educate: Lead a group session about your industry.
• Empower: Host workshops for CV development or mock interviews.
• Connect: Answer questions in a networking session.
• Collaborate: Participate in activities with your staff and our students.
• Showcase: Host workplace visits to provide real-world insights.
• Offer Opportunities: Provide tailored work experience placements.
• Engage: Facilitate business games or enterprise competitions to develop key skills.

A Meaningful Opportunity for All

Collaboration between education and business isn’t just about helping young people, it’s about building a future-ready workforce and strengthening your business too.

Here’s how working with schools and colleges, especially those that support young people with SEND, can benefit your organisation:

Shape Future Talent

By engaging with learners early, you can:

• Influence curriculum to ensure it is relevant to your sector
• Help young people develop the right skills, attitudes and knowledge
• Build a pipeline of future employees who understand your industry

Raise Your Profile Locally

Working with education helps position your business as:

• A community leader and inclusive employer
• A brand that values social impact and diversity
• An organisation that invests in local talent

Support Staff Development

Involvement in school activities such as mock interviews or career talks:

• Helps education staff understand the demands of business
• Upskills industry in challenging the effectiveness of interview processes in selecting those with the most appropriate skills for roles
• Ensures learners are getting the most appropriate and up-to-date information about business recruitment
• Provides an opportunity for staff and learners to build confidence in recruitment processes and work with younger cohorts
• Contributes to staff satisfaction and morale

Promotion of Inclusion & Diversity

Partnering with inclusive education providers helps you:

• Understanding the support needs of people with differences
• Access relevant training and signposting to suitable resources and assistive technology guidance
• Develop inclusive recruitment practices

Access New Ideas and Energy

Young people bring:

• Fresh perspectives on your products, services or ways of working
• Innovation through enterprise challenges and business competitions
• Energy and enthusiasm that can positively impact team culture

Meet Your Corporate Social Responsibility Goals

Partnerships with education contributes directly to:

• Diversity and Inclusion targets
• ESG (Environmental, Social, and Governance) goals
• Community engagement and positive publicity

Would you like to find out how your business can get involved?

Get in touch by clicking here!

An EHCP (Education Health Care Plan) is a legally binding document that supports children and young people up to age 25 who have significant special educational needs and/or disabilities (SEND). It sets out their individual strengths, needs, aspirations, and the support required across education, health, and care to help them achieve their goals and prepare for adulthood, including employment.

Importantly, a formal diagnosis is not required to apply for an EHCP. What matters is the level of need and how it affects learning and development. For employers, an EHCP can offer valuable insight into the adjustments or support that might help a young person succeed in the workplace, ensuring a more inclusive and effective working environment.

A reasonable adjustment is a change or support that an employer makes to remove or reduce barriers that a person might face in the workplace due to their disability or additional need.

Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments to ensure disabled people are not disadvantaged when applying for or doing a job. This can apply to physical environments, recruitment processes, ways of working, or the provision of tools and support.

Reasonable adjustments are not about giving someone an unfair advantage—they are about creating equity so that everyone has the same opportunity to succeed. What’s considered "reasonable" depends on the individual, the nature of the business, and what is practical and affordable. There is not one-size fits all approach.

Examples of reasonable adjustments might include:

• Providing assistive technology or adapted equipment

• Use a more inclusive recruitment method - E. G - work trial, shadowing, in-tray

• Adjusting working hours or patterns

• Offering alternative formats for written communication

• Providing quiet spaces or noise-cancelling headphones

• Allowing extra time for assessments or meetings

• Repositioning of work space or providing a desk shade

• Provide a standing desk/wrist rest/ergonomic chair

• Modifying job roles slightly to focus on an individual’s strengths

Ultimately, reasonable adjustments are about unlocking potential. With the right understanding and support, like that offered by job coaches and the support package we offer, employers can create inclusive environments where everyone has the chance to thrive.

A job coach is a specialist support professional who works alongside both the individual and the employer to facilitate a successful work placement or a job. At Creating Tomorrow we have a number of staff members in this highly valuable role across a number of our sites to support the work you are doing with Creating Tomorrow, but also to benefit your existing and future workforce.

 They can provide insight into a person’s strengths and challenges, suggest practical adjustments, and help embed inclusive practices. For employers, this can be incredibly valuable, especially when welcoming someone with a learning difference, disability or another neurodivergent condition.

Job coaches can:

• Help identify what reasonable adjustments might look like in your workplace

• Support the onboarding and training process

• Act as a liaison between the employee and the employer

• Help build confidence and understanding among wider staff teams

• Gradually fade support as the employee becomes more independent

Neurodiversity is the idea that people experience and interact with the world around them in many different ways, and that these differences are normal and valuable forms of human diversity.

It includes a range of neurological differences such as autism, ADHD, dyslexia, dyspraxia, Tourette's syndrome, and more. These are not seen as "disorders" to be fixed, but as natural variations in how people's brains work.

The neurodiversity movement encourages acceptance, understanding, and the creation of environments—especially in education and the workplace, that are inclusive and supportive of different ways of thinking, learning, and communicating.

In a workplace context, recognising neurodiversity means appreciating the unique strengths and perspectives neurodivergent individuals bring, such as creativity, focus, problem-solving, and innovation, while also providing the right support and adjustments to help them thrive.