Diversity in Action - Equal Employment Opportunities Trust

4 Diversity in Action | Autumn.11 Diversity in Action | Autumn.11 5full-time caregiving in the yearto March 2010. That’s a massive73,900 young people getting leftbehind; many of them are alreadysocially disadvantaged. Māori andPacific people andyoung men are more likely tobe in this group.Getting these young peopleoriented to the world of work isat the heart of programmes likeCadetMax. Says Project ManagerLeah Gates: “There is so muchamazing young talent out there.For us, it’s about finding that talentand promoting their skills andattitude to an employer. Keyto this is risk mitigation foremployers – cadets who getin have been thoroughly screened.”So far, 400 young people,several of them disabled, havefound work through CadetMax.Jobs range from entry-level officeand customer service work throughto trades apprenticeships; about30 cadets are now in the freightforwarding industry in roles suchas trainee Customs brokers.Says Chamber head MichaelBarnett: “Transitioning theseyoung potential employees throughCadetMax and the Chamber’sbusiness networks means we createa strong platform of skills andattitudes for employers.”So far, 400 youngpeople, severalof them disabled,have found workthrough CadetMax.Jobs range fromentry-level officeand customerservice workthrough to tradesapprenticeships.Frank Bennett admits hewas initially apprehensive aboutemploying teenagers: “I had somereservations about young people’sattitude to work and their reliability– at that age, they are sometimesnot settled in their own mindsabout what they want to do in lifeand sometimes their minds areelsewhere. But those reservationshave been proved groundless.”In fact, he’s so pleased withwhat CadetMax is turning outthat he has taken a second cadet,Jonathan Chau, and has no hesitationin promoting the programme– “I’ve already recommended theservice to a couple of clients.”Read the full EEO Trust reporton youth labour force trends atwww.eeotrust.org.nz. See also theHuman Rights Commission’s newreport Breaking Through: Young peopleat work at www.neon.org.nz.“Transitioning theseyoung potentialemployees throughCadetMax and theChamber’s businessnetworks meanswe create a strongplatform of skillsand attitudes foremployers.”Michael BarnettHow to support young talentOffer work experience placementsUse subsidies to offset initial costsof training new entrantsWork out how to retain or re-engagehighly skilled young people who leaveNew Zealand for global experiencePromote positive workplace role modelsAdjust management styles to reflect21st-century realitiespictured :CadetMax Project Manager Leah Gateswith her “wall of fame”.