The journey behind the AMS Skills Creation and Office for National Statistics (ONS) partnership began with a simple but ambitious goal: to challenge traditional recruitment practices and create fairer access to employment for people who are too often overlooked by the labour market. Recognising that talent exists in every community, regardless of age, background or career history, the programme was developed to remove barriers that prevent individuals from accessing meaningful and sustainable employment opportunities.
Throughout our work supporting diversity, equity, inclusion and social mobility initiatives, we have seen first hand the impact that rigid recruitment processes can have on individuals with non linear career paths, career breaks, caring responsibilities or limited access to opportunity. Older workers, career returners and individuals living in rural and underserved communities frequently face barriers despite possessing valuable transferable skills and experience. This inspired the development of a more inclusive approach that focuses on potential rather than previous job titles, qualifications or conventional career histories.
Working collaboratively with ONS, AMS Skills Creation designed and implemented an innovative Recruit, Train, Deploy model supported by a comprehensive care framework. The programme combines inclusive attraction strategies, accessible assessments, tailored training, wellbeing support and ongoing coaching to ensure individuals are not only able to secure employment but can thrive in their new roles. By embedding inclusion at every stage of the candidate and employee journey, the programme has created an environment where people feel supported, valued and able to reach their potential.
One of the achievements we are most proud of is the programme’s success in challenging age related stereotypes in recruitment. More than 60% of the workforce recruited through the initiative is aged 50 or above, demonstrating that when organisations focus on capability and potential, rather than assumptions about age or career history, exceptional talent can be unlocked. The programme has provided opportunities for individuals who may have experienced long term exclusion from the workforce, helping them build confidence, achieve financial stability and develop a renewed sense of purpose.
The impact extends beyond the individuals who have secured employment. By deploying talent across more than 200 locations throughout the UK, the initiative has helped ONS build a representative and sustainable workforce capable of delivering essential national services. Recruiting people from the communities they serve has strengthened trust, increased local representation and demonstrated the wider societal benefits of inclusive hiring practices.
This work has reinforced that inclusion should not be viewed as a standalone initiative but as a fundamental driver of organisational success. Through collaboration, innovation and a commitment to social mobility, the programme has shown that inclusive recruitment can simultaneously deliver business outcomes, workforce diversity and meaningful social impact. It has helped create a culture where potential is recognised, barriers are removed and people from all backgrounds can thrive.
Looking ahead, we remain passionate about continuing to challenge traditional approaches to talent acquisition and creating opportunities for underrepresented groups. The success of this programme demonstrates what can be achieved when organisations are willing to rethink established practices and place inclusion, belonging and social mobility at the centre of their strategy. More importantly, it proves that creating opportunity for individuals can transform organisations, strengthen communities and deliver lasting cultural change.
