Allied London Manchester Ending Homelessness Cityco Lendlease Manchester City Council McLaren The Lowry

What does a future inclusive employer need to know?

We want to partner with employers who are enthusiastic about being part of a movement which is removing barriers to employment, challenging perceptions of homelessness, who are open to working with recruitment differently, and who are serious about a sustainable and meaningful approach to social value. We are looking to work with Inclusive employers, who can review equally candidates who have faced difficulties to employment such as experiencing some form of homelessness.

If you would like to hire someone through Inclusive Jobs, we believe that how it is done is just as important as someone getting a job. Please get in touch with the team if you are interested in joining.

Once you have joined Inclusive Jobs you can:

  • Review CVs from our candidates
  • Receive alerts
  • Advertise roles and receive applications

We are also looking to help employers and partners with advertising volunteering positions, for both work experience opportunities to help in gaining key skills and also for people who wish to support partners/charities with their work.

If employers are interested in partnering with Inclusive Jobs please see our


For more details or want to look at sponsoring / donating please see our


Social Value

Awareness and embedding of Social value in the business environment is becoming a part of more organisations thinking, with employer initiatives for well-being, inclusion, equality, employment and environment for example. Inclusivity in employment is a way to helping remove barriers to giving all people regardless of their circumstance a fair chance to gain employment and contribute equally in the work place.

Inclusive employment

For us, inclusive employment means that everyone, irrespective of their background, has the same ability to access training and employment in the open competitive labour market. Inclusive employment also means that nobody is segregated or excluded from quality meaningful employment or training because of their background, and that everyone is given the tools and support that they need to retain and progress their career.

For example people who have experienced homelessness (or are at risk of homelessness) have the same opportunities as people who haven’t.

Inclusive employers have to be mindful of equality throughout the entire recruitment cycle – from writing the role profile, to where and how they advertise positions, to the application and interview process, and to the induction and support of new employees.

Throughout many recruitment exercises there are practices which employers do as standard which actually put extra barriers in place for some people. We are particularly interested in working with employers to understand and removes the ones which relate to homelessness. People’s individual needs and experiences of homelessness and barriers to gaining employment are unique, but some examples are given below.

Inclusive employment

Barriers to Employment

Homelessness Initiative

“I sort of slipped into this role. Right place, right time. Supported by the right people. Work (pre and post homelessness) has always given me the stability and routine that I need. But I'm guessing this is the same for everyone? Homelessness leaves you with a massive sense of failure, personally and professionally. Employers need to commit to encouragement, it takes a while.”

Homelessness Initiative

Employer example – St John’s Homelessness Initiative

The St John’s Homelessness Initiative is a partnership collection of businesses, organisations, charities, and government bodies affiliated with the St. John’s development. We all have the same core aim of working towards the eradication of homelessness in Manchester City Centre. The St. John’s development is a £1 billion property project that covers 13 acres of public realm and will contain a hotel, cinema, restaurants, retail, and workspaces. The development is ongoing with an expected completion date of 2022, and at peak construction it is estimated that a workforce of 2,100 will be needed. We have three main goals – awareness-raising, fundraising and inclusive employment, which is why we will be using our initiative to lead the initial launch phase of Inclusive Jobs Portal and then encourage other businesses come on board. This is a pioneering project which has created a meaningful and sustainable model of social value and local labour. It has also encouraged and strengthened collaboration between developers, contractors, supply chain organisations, the city Council and local charities. As far as we are aware, this is the largest single commitment from these industries towards the reduction of homelessness in the UK and we hope that it will be replicated.

Gabriel Erinle, Operations Director at Allied London; said: “I signed the Manchester Homeless Charter in 2015 on behalf of Allied London. Since then my knowledge, understanding and appreciation for the challenges that face the homeless, the charities and local authorities that work tirelessly to support them has grown exponentially. The SJHI was a proposal that I pooled together from my knowledge and experience of co-production, collaboration and sincerity that I have gained. I believe that businesses and charities should work together to bring a sustainable scheme to provide 3 fundamental requirements if we are to succeed in eradicating homelessness in Manchester. Employment, Raising Awareness and the generation of funding for as long as is needed as a legacy that outgrows the construction phase of St. John`s but continues with the occupiers and residents of the estate.”

Councillor Sue Murphy, deputy leader of Manchester City Council, said: "This is a brilliant initiative which will help people who are homeless in Manchester both by connecting them with job opportunities and raising funds for the extensive support services available. These services help people to address any underlying issues which have contributed to them becoming homeless - such as debt or health problems - and to move into settled accommodation. The Council is delighted to be part of this idea and we commend the sense of social responsibility being shown by the companies involved."

Alex King, Partnerships Director at CityCo, said: “CityCo works with the city centre business community to help end homelessness and the St John’s Homelessness Initiative embodies everything we do as an organisation – supporting practical projects that positively impact homelessness and educating businesses around the complexity of this very important issue. This collaboration an incredibly positive step forward and we’re looking forward to seeing this gain momentum in the coming months.”