In April–June 2025, 948,000 young people aged 16–24 in the UK were classified as NEET, not in education, employment, or training. That’s 12.5% of the youth population, a worrying rise from the previous quarter and year.
In this episode, host Bill Banham sits down with Sam Squire, CEO of Inspire 2 Ignite CIC, to unpack what’s driving this crisis—and how a new generation of community leaders, educators, and employers are turning disconnection into opportunity.
Sam shares his journey from aspiring pro footballer to NEET to social impact CEO, and how that lived experience informs a practical blueprint built on psychological safety, real-world exposure, and data-driven youth engagement.
Tune in and discover:
From disengagement to ignition
- How Inspire 2 Ignite’s programmes transform potential into purpose through experiential learning, short-form work trials, and coaching.
- Why qualification filters and rigid job criteria shut out emerging talent—and how HR teams can rethink hiring to unlock hidden value.
Action for HR leaders and educators
- Removing barriers to early-career access.
- Building local ecosystems where education, employers, and youth services collaborate in real time.
- Measuring impact through lived outcomes, not just qualifications.
Bill and Sam also preview the November 6th Disrupt Milton Keynes, produced in partnership with Inspire 2 Ignite CIC and supported by Securitas UK, bringing HR, business, and education leaders together to co-create solutions to the NEET challenge.
Agenda highlights:
- Keynote by Julius Probst, European Labor Economist at Appcast
- Disrupt talks featuring Richard Page-Brown (NFU Mutual), Isi Ojobo (North Central London ICB), Kesiena Ogefere (Copieux Group), Rebecca Poxon (Pluxee UK), and more
- Interactive learning lab led by Sam Squire, exploring data, design, and social innovation in youth employment
Connect with Sam Squire: linkedin.com/in/sam-squire-43308619b
Learn more about Inspire 2 Ignite: inspire2ignite.co.uk
Sign up for Disrupt MK 2.0: eventbrite.ca/e/disrupt-mk-20-tickets-1292640716179
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_04 (00:02):
Welcome to the HR Chat Show, one of the world's
most downloaded and sharedpodcasts designed for HR pros,
talented, tech enthusiasts, andbusiness leaders.
For hundreds more episodes andwhat's new in the world of work,
subscribe to the show, follow uson social media, and visit
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SPEAKER_03 (00:26):
Welcome to another episode of the HR Chat Podcast.
Hello, listeners.
This is your host today, BillBannham.
And in this episode, we're goingto be talking about one of the
most pressing challenges facingthe UK labour market, the NEAT
crisis, and what businessleaders, educators, and
community innovators can do tohelp close the gap.
Joining me is someone who's atthe forefront of this mission, a
(00:50):
wonderful chap, Sam Squire.
He's the CEO over at Inspire toIgnite CIC, a social enterprise
building bridges betweendisengaged young people and
local business opportunities.
Sam and his team are also keypartners in the upcoming Disrupt
Milton Keynes summit happeningNovember 6th over at Securitas
(01:11):
HQ, where he'll be digging intothe causes, consequences, and
potential solutions for theskills and engagement challenges
shaping the UK workforce.
Sam, my friend, how are youdoing?
Welcome to the show today.
SPEAKER_02 (01:22):
Hello, Bill, and uh thank you for having me.
Really grateful for theinvitation.
And I've listened to yourpodcast uh many times on uh the
web site.
So yeah, thanks for having meand uh looking forward to kind
of deep diving into um the eventin Milton Keynes and also about
the work that we do as well.
SPEAKER_03 (01:42):
Yeah, so context here, listeners, is um I'm I'm
I'm honored to be on the boardof Inspired to Ignite.
Uh they do great work, they'vehelped over 10,000 young people
not in training, education, oremployment in the um in the
Milton Keynes area.
In fact, now uh uh all aroundthe UK, uh they're making a big
difference.
Um so we're doing this event inMilton Keynes together to help
(02:05):
raise a bit more awareness.
Sam, for our listeners who maynot know, maybe you can start by
telling us about Inspired toIgnite, your mission, who you
serve, and how the organizationcame to be.
SPEAKER_02 (02:18):
Yeah, so Inspired to Ignite, we are a social
enterprise, and our purpose isto ensure that every young
person in the UK has access tothe opportunities, the networks,
and the pathways to succeed andalso become activated
economically, but also sociallyand give back to their
communities.
And our mission um is actuallyserving young people that are
(02:41):
out of education or employmentand like say engaging them where
they're at, inspiring themthrough real-world experiences,
and then activating them intowork or self-employment.
And how the organisation cameabout, um Alex Alex Hughes, who
is the founder of Inspire toIgnite, um, he began to
(03:01):
recognise um in our society thatthere was too many young people
that were weren't in educationalemployment.
And when we launched three yearsago, that number was 200,000
less than it was now.
Um so we were kind of talkingabout this this challenge before
it came a crisis, and uh andunfortunately now there's um as
(03:22):
many young people not ineducational employment, 16 to
24, um, where you can actuallyfeel Wembley over nine times.
Um so we're at the forefront oftrying to tackle this crisis um
and try and change the state ofour nation.
SPEAKER_03 (03:37):
Okay, thank you very much.
Uh so I think it's around aboutone million young folk in the UK
who are NEETs at the moment.
I was reading, I was reading anarticle in The Guardian earlier
this week um uh talking about uhgrowth of the UK economy, 0.1%
apparently.
Um, and it's also talking aboutuh how specifically it it's
young people under 24, whetheror not they're they're they're
(04:00):
NEETs um who are um who arestruggling at the moment uh to
to find employment, to findopportunities and and so on.
What what what's what what'syour personal story, Sam?
How did you come to get involvedwith with Inspire to Ignite?
SPEAKER_02 (04:17):
Yeah, those statistics that you share, uh
yeah, the the most recentnational uh Office of National
Statistics was about 958,000,but there's a whole not known
section, and there's probablyhundreds of thousands of other
young people that are kind ofbeing left behind rather than
launched.
Um, and and I was one of thosestatistics.
(04:37):
When I and I do what I do nowbecause when I was 19, I spent
11 years um at one footballclub, achieved my dream of
becoming a professionalfootballer.
Uh, and then after oneconversation, my whole world
flipped, and I became neatovernight, and I didn't have any
further education or employmentopportunities, didn't have a CV,
didn't have a personalstatement.
(04:58):
And that same week I bumped intoAlex, who's the founder uh of
Inspired Tonight, saw him onInstagram, door stopped to him
on a date with his uh nowfiance, and I said to him I
wanted to be a life coach.
He he kind of said, What haveyou got to teach anyone about
life?
So I'm gonna prove you wrong.
Uh, and then went on a journeyover the next couple of years
together, and then he gave me acall saying, Look, I want to
(05:20):
give you an opportunity.
I've seen you've been puttingthe energy into yourself to
develop other young people, andI want to share the vision.
And as soon as he shared thevision with me, I was brought in
straight away, and uh, wehaven't looked back since
really.
So I think lived experience andleading with that is really
important, uh, especially in inbusiness, but also social
enterprise.
(05:41):
So when I'm speaking to youngpeople, I can really I I can
feel what they felt, and that'swhat I want to change and with
their lives and help them takeback control um of their lives
and give them the infrastructureand the social capital to
achieve uh what they wish to do.
SPEAKER_03 (05:58):
So there's been a lot in the news recently.
Uh uh the government is finallygetting his act together and uh
trying to support uh, forexample, lots of
apprenticeships, which isawesome.
Um, but it just feels to me likeuntil extremely recently, uh
that this cause fell on theshoulders of organizations such
as Inspired to Ignite as opposedto being um championed by at the
(06:22):
government level.
What why do you think that is?
SPEAKER_02 (06:26):
I think that when you look at um young people uh
and their connection topotential government manifestos,
uh there is always a risk thatpeople aren't able to forecast
uh the return on investment ifcertain investments were made um
(06:49):
into certain youthinfrastructure.
And we've seen for youth uhprovision funding, for example,
uh I think it was between 2012to 2022 that was cut by 71%, um,
leaving well nearly 50% of youthclubs nationally closing and
many other youth provisions.
(07:10):
Um and I think the I think theway in which uh our country's
been governed um over the lastdecade is more of a reactive
approach rather than a proactiveapproach.
And I think we need to beginfunding uh downstream because
otherwise in Spite to Unite andother youth provisions are
(07:30):
having to pull young people outof the river and having to
probably implement uh provisionsthat are probably more costly if
we'd have just invested furtherdown the stream.
So I think now is a is a bit ofa knee-jerk reaction um with the
with the with the some of thefunding, which is amazing that
(07:52):
we can actually do this, butit's not just gonna happen and
change overnight.
And um, we are blessed thatthere's a youth guarantee, which
means anyone 18 to 21 is goingto have the opportunity to learn
or run.
Uh, and we've got some reallyexciting projects uh that
include kind of industryconstruction programs,
hospitality, digital uh and alsocoding programs, and then also
(08:14):
uh in-person industryexperiences and work
experiences.
Um, however, I think part of myalmost my manifesto is that I
think we all need to cometogether and make it our own
problem.
It shouldn't have to rely onjust organizations like Inspired
to Ignite or uh even governmentfunding.
(08:35):
It actually should be Marge atthe bus stop that's chatting
with Jimmy and finds out he'sneat and can see how she can
help him in one way.
I think that's how we solve itbecause if we all done that, if
one if a million households donethat, we would solve the million
that are not in educationalemployment.
So imagine the ripple effectthat that would have if all of
(08:57):
us done it as well.
SPEAKER_01 (08:59):
Thanks for listening to this episode of the HR Chat
Podcast.
If you enjoy the audio contentwe produce, you'll love our
articles on the HR Gazette.
Learn more at hrgazette.com.
And now back to the show.
SPEAKER_03 (09:15):
What can be the impact on a young person if they
are neat in terms of theirconfidence, in terms of their
mental well-being?
Can can you paint a picture ofthat?
SPEAKER_02 (09:26):
Yeah, I think from my experience with working, I've
I've now worked with over 15,000young people in the last decade,
and seeing it's reallyinteresting to see when a young
person's in a certain umcircumstance, if they're not in
education or employment, theywhat they might lose is that
structure and that purpose, andself-fulfilling prophecies are
(09:48):
real, and depending on whatthey've been told, it could be
by their family members, itcould be by educators in the
past, or other people in thecommunity, or a previous
employer, they hold thosecomments in their mind, and that
that then shapes their belief,and then their belief shapes how
they feel, and then their theirfeelings shape how they behave.
(10:10):
Um, and I think what we try anddo is give that young person
that safety space and thatpsychological safety to actually
go, okay, you have gotunconditional regard here.
We accept you for what what thepast has been and who you are
now.
Um, however, what we won'taccept is for you to keep
(10:31):
believing that.
So here are some opportunities,here's a network, and try
things, fail, and we'll we'llwe'll we need a safety net to
support you and not cliff edge.
Um it's just treat like human uhand not a service provider, and
they know that whatever happens,you're gonna be there for them,
(10:53):
their whole belief systemshifts, and I think experiences
are really important, likebecause you can't like I know
reading is really important, butyou can have all the theory that
you want, but then there's adifference between learning and
then understanding, and ifyou're then able to implement
that uh learning in the realworld, then I think that's
(11:15):
priceless.
SPEAKER_00 (11:19):
Once in a while, an event series is born that shakes
things up, it makes you thinkdifferently, and it leaves you
inspired.
That event is Disrupt HR.
The format is 14 speakers, fiveminutes each, and slides rotate
every 15 seconds.
If you're an HR professional, aCEO, a technologist, or a
community leader, and you've gotsomething to say about talent,
(11:41):
culture, or technology, disruptis the place.
It's coming soon to a city nearyou.
Learn more at disrupt HR.co.
SPEAKER_03 (11:54):
Okay, so you mentioned in that answer that
it's now up to actually 15,000young people that you and Alex
and the team have been able tohelp.
That that's amazing.
I wonder if you can point toone, two, three examples that
you're particularly proud of interms of someone who came to you
guys, they they needed thatsupport, that they needed that
guidance to help them learn andthen and then make that next
(12:17):
step in into either startingtheir own thing or going into
employ employment.
Um, I I can think of a few youngfolks from from my experiences
with with you guys who've doneamazing things as a result.
But you know, can can you share,can you share a couple of
examples?
SPEAKER_02 (12:34):
I'm I'm gonna speak about people that have uh spoken
at disrupts HR.
So I remember Bo uh was on ourvery first entrepreneurial
program, and I rememberliterally they wouldn't leave
Alex, mine and Alex's side if wewent out to get some food.
Uh their social anxiety wasthrough the roof.
(12:54):
Uh, they'd had some realtraumatic experiences um with
education uh and had had a lotof trauma through that, and um,
we had to be that safety net tohelp them build trust.
And through our programme, wehelped them develop their own uh
digital artwork uh business, andthen bit by bit confidence grew,
(13:16):
they then um began to monetizeon YouTube, have achieved over
hundreds of thousands of views,and have now got their own kind
of e-commerce store and they'reself-sustaining, and they've
they're now kind of umexhibiting at their what well
they used to go as a their dreamwas to go to this conference
just to go, and then now they'reexhibiting.
So I thought that was amazing.
But when they spoke at DisruptHR um when you and Alex were
(13:39):
with them in Norwich, uh I thinkit there was round, I think it
was like three or four rounds ofapplause and standovations
whilst the tool was happening,it's only five minutes.
Um so even now, like speakingabout it kind of makes me
emotional, um, just because I'veseen the transformation.
And so that's one.
We've had a young person umcalled Michael, um, three
(14:01):
generations of care, um, been inthe care system 13 years.
Uh, and again, when I first metthem, this is the reality when I
we went to where they lived andwe had to get locked in a room
because someone pulled out aknife in the room next to us,
and that was a very interestingway of meeting.
Um, came on our programme, wenton various work experiences, and
(14:24):
then he was pitching people atthe train station asking for
work experiences and going toLondon.
And I've only recently found outlast uh couple of weeks that
he's passed his driving test,he's got a car, he's
transitioned out of care, andhe's got now um actively
applying for roles and have gotsome unconditional offers.
So that's like incredible.
(14:45):
Uh, and then I'd probably saythe other one um would be
Bailey, so age 14.
Um, instead of being the tombradar, he was a loft raider, um,
sold all of whatever is in hisparents' loft, bought a 3D
printer, um, and then created acookie cutter company with his
uh brother.
And first year they just they'ddone about£40,000 uh in
(15:07):
turnover, got sued by Barbie uhbecause they created a Barbie
cookie cutter, uh, learnt aboutAI before kind of the trends
kicked in, and now he's doingkind of consultancy around AI,
just got a house.
Um just like crazy.
So those are a couple that and Icould probably just go on on and
(15:27):
on.
SPEAKER_03 (15:28):
But this this pod it doesn't have long enough for us
to do that.
But um, yeah, just threewonderful examples there.
Um, I know that you've done alot of research into this.
Where where does the neat crisisin the UK stand or where does it
compare?
How does it compare to to othercountries, perhaps within the
EU, within North America?
(15:50):
How bad is it in the UK comparedto to other countries?
SPEAKER_02 (15:53):
So in the UK at the moment, um there's about the
youth uh unemployment percentageis about um 12, 12.8%.
Uh, whereas in comparison to anuh a country such as the
Netherlands, it's 3% there.
So that's where I think withhaving Julius uh as part of the
MK uh event to shut up HR then,it's going to be really
(16:15):
interesting to actually see at amacro economic level, okay, what
does that actually look like?
And how can we learn from theseother countries, from their
models and from their systems,and uh how can we then implement
that into the UK?
Uh so we are blessed as wellthat we've got some kind of
international partners now, anduh we are conducting a research
project with one of ourcorporate partners called MM
(16:37):
Flowers, who are like a flowerum distributor um based in the
UK but are now exploring kind ofNetherlands um and also uh other
countries.
So I think from our perspective,it it kind of starts with
education, but then there's ahuge social, the social
wraparound and the mindset tothen what I said earlier around
(16:58):
how can we help one person justwith just one-to-one and make it
a community issue.
So I think it'd be reallyinteresting to hear from Judas
and it'd be and I'm excited tosee the comparisons between his
uh data and our kind oflocalized place-based data, um,
to see if there's any kind ofconnections with that.
SPEAKER_03 (17:18):
So, a quick follow-up to that then is is
why?
What why why do you think thenumbers are so much more severe
in the UK compared to, forexample, the Netherlands?
SPEAKER_02 (17:26):
The education system in the United Kingdom hasn't
changed for a long time, and theworld is rapidly evolving, and
young people are leaving asystem which probably hasn't set
them up for success, um, andthere's a big disconnect between
education and industry.
(17:47):
But then I think when you'relooking at uh if a young person
then drops out of educationbetween the age of 16 to 18, um
they're they used they the localauthorities used to kind of
track track a lot of those youngpeople and what their outcomes
were.
Um, and especially for thosethat once they'd finished
(18:10):
college or um A levels, actuallythere was because of some cuts
into local authorities that noone tracked their outcomes.
So going back to what I wassaying previously about that not
known number, and there used tobe teams, they would kind of
track the outcomes of thoseindividuals, whereas now there's
no follow-up, or if I go to acertain university, for example,
(18:32):
outside of the local authority,they just assume that I've got a
job.
Um, whereas now also with thereused to be kind of a supply and
demand of university degrees,whereas I think because that's
now an outcome within oureducation system, a lot of young
people are now getting degrees,but then with the labour market,
there's not enough jobs um tokind of fulfill those degrees.
(18:54):
So, and also implementation oftechnology and AI, what used to
kind of be uh your lower skilledroles, um, even at degree level,
organizations are nowimplementing technology that can
kind of do those tasks, whichmeans that those of who are a
little bit more skilled arereally struggling to actually
(19:15):
get in the door in the firstplace.
So I think the combination ofall those things and also
linking back to infrastructure,transport, for example, for
those that are living in ruralareas, uh, where we are based,
99% of um the district we livein is rural.
And if you're if it takes onebus an hour or even some areas
(19:38):
is like one bus a day, uh, andyou've got to get from A to B,
and there's three, fourdifferent bus routes, uh, and
also there's no income comingin, and there's a nine-month
wait in this for drivinglessons, and those are getting
increased, there's all thesebarriers that just kind of
overlap.
So I th I wouldn't kind of putit down to one thing, um, it's I
think it's that kind of snowballeffect of multiple different um
(20:02):
elements that could have causedthis to build up.
SPEAKER_03 (20:05):
And why do you think there's sort of a disconnect uh
between uh employers?
You mentioned MM Flowers, thatthey're doing wonderful stuff,
so shout out to MM Flowers.
Um but why do you thinkgenerally there's a disconnect
between employers who arelooking for for talent and and
neats or folks are at risk ofbecoming neat?
(20:26):
You know, what why why and Iguess my question is why aren't
more companies seizing theopportunity to employ uh young
folks and young NEETs?
SPEAKER_02 (20:36):
I think sometimes there may have been like a
stigma of what young person thatis not in education or
employment is, and someone thatmight be hanging around uh bus
stop smoking, causing troubleand drinking.
I think there's a there's alittle bit of that.
(20:58):
Um, and also the unknown of theymay have not done this before,
so actually then trying to getthat signed off within
leadership teams and um the kindof corporate hierarchy can be
challenging as well.
Um and I think maybe howeducation and industry have
(21:18):
spoken to each other previouslyaround the the need for
qualifications and the need forthis, that that when you begin
to almost put not put pressurebut challenge organizations on
actually do they need thisqualification to become eligible
for the recruitment process?
Um, and kind of when we'veactually asked that question of
(21:41):
employers, they actually go, Doyou know what we actually don't
need this?
Uh and we're just creatinganother barrier.
So it allows them to kind ofunlock talent pools in in new
ways.
So I would say it's acombination of potentially
mindset and perspective, um, andalso like systems that have
probably been in place thathaven't been reviewed uh for
(22:04):
long periods of time, and alsoin some sectors, such as
construction, for example, umthere's huge kind of pressures
being put on construction umorganizations around the cost of
materials going up, and actuallyfor them to take an apprentice
on, going back to that kind ofreturn on investment, um, they
(22:24):
may not see the return oninvestment for a couple of
years, but it actually costs alot now to take an apprentice on
in comparison to the marginsthat some businesses would have
had previously.
Um I think like Brexit has hascaused a lot of um challenges
for businesses that tradeinternationally but also kind of
get their um materials uh andproducts in from from other
(22:47):
countries as well.
SPEAKER_03 (22:48):
It's been a while since we've mentioned Brexit on
this show.
Um it doesn't go away.
Doesn't go away.
Okay, let's let's um let's justspend a couple of minutes now
and uh preview the event onNovember 6th.
So uh as I as I mentionedearlier on, um I'm absolutely
delighted that Disrupt's goingto be uh doing this event uh in
partnership with Inspire toIgnite, and we've got an amazing
(23:09):
lineup.
You mentioned Julius.
Uh Julius is the uh Europeanlabour market uh uh analyst and
expert uh from AppCast.
So he's doing a keynote.
Uh we've got a bunch of Disruptspeakers.
Uh I think there's six,including myself.
Uh I'm gonna be up on stage forthis one.
Uh Richard Paige Brown from NFUMutual, uh Izzy, who's done a
(23:33):
whole bunch uh of talks.
Um she's a wonderful example ofwhy we do these disrupt events.
First time she came up, she'dnever presented in public
before.
Now she does wonderful thingsover at North Central London
ICB.
Uh, we've got Rebecca Poxon fromPluxy UK, and we've got Josh.
Uh Josh is uh another youngperson that you guys have been
(23:53):
supporting for a while.
Lovely guy.
He's gonna come up and share hisexperiences.
In addition to all of that, uh,you and Ollie are gonna come up
and share findings from the mostrecent neat report that inspired
me to ignite puts togetherapproximately every quarter.
Maybe you can tell us a bitabout that now, and also tell us
(24:14):
a bit about your interactivesession, uh, which is gonna take
about 30-30 minutes.
And uh and the idea is we'regonna get the whole audience
involved with that.
SPEAKER_02 (24:21):
Yeah, awesome.
So, in regards to our youngperson ready uh platform, we've
we've created someinfrastructure for young people
to access work experiences,mentorship, events such as the
Shrupped HR, and also paid uminternships, apprenticeships,
and and employment.
And as part of this, it's notjust another job board.
So, what we do is we collect umdata from young people um
(24:44):
frequently frequently in thecommunity and understand their
priorities in the workplace, andthen that formalizes the uh
report that we can then sharewith um professionals,
organizations, community membersto actually begin to understand
okay, that's really interesting.
Young people of this age in thatarea uh kind of view the
workplace in this way, and thenit helps them kind of strategize
(25:06):
uh and be proactive in regardsto how they're actually creating
systems within theirorganizations uh for young
people and then kind of attract,retain, and uh develop those
young people as best as theycan.
Uh, so that's what we're gonnabe presenting, uh, and it'd be
really interesting to see howthat compares to Judas's um
research as well.
And then in regards to the livekind of learning lab workshop,
(25:29):
uh so what we're gonna be doingis um actually my vision is for
that for this event, we want asolution to come out of it, and
then that will allow us and ourteam, and if there are other
members of the community thatwant to come on board with us
and build out um to actuallytake something from the event
and then look at implementingthe solution.
So it'll be really interactive.
We'll get some kind of umwhiteboard wallpaper up as well,
(25:53):
uh, and then we'll get peopleconnecting, brainstorming, and
then kind of presenting thatback at the end of the event.
So it's going to be reallypositive, high energy, uh, and
I'm really looking forward toit.
SPEAKER_03 (26:05):
Yep, we've got loads of networking and uh shed load
of content packed into thisparticular event, listeners.
So if you are in the MiltonKeynes area and uh and want to
learn more about some of thestuff that Sam and I have been
discussing today, please comealong.
Uh, you can find us on Ebedbriteor uh LinkedIn or Meetup.com or
(26:25):
various other places, and youcan sign up there.
Um, just finally for today, Sam,what can we expect from Inspire
to Ignite in 2026?
You guys have had lots ofexciting news in the last couple
of weeks.
I don't know how much we canshare on this pod today, but uh
the future is bright for theorganization.
What what are the plans for nextyear?
SPEAKER_02 (26:43):
Yeah, so plans for next year, we've uh had some
brilliant news that we've beenuh funded to deliver a wide
range of projects connected tothe youth guarantee.
So we've got uh industry-ledhospitality, construction, um,
tech and coding, uh, live kindof uh industry, open days, 10
hours of qualified careercoaching.
(27:04):
We've got a sweet shop ofdifferent stuff for young
people.
So that's gonna be somethingthat we're gonna be doing kind
of up until March and hopefullyscaling up.
Uh, but also kind of exploringum how we can scale our impact
nationally and kind of bringother youth organizations on
that journey with us.
Um so stay tuned for anapplication that's gonna
completely transform the way inwhich young people and
(27:25):
organizations um connect witheach other, but also how young
people can access different umsupport networks for their own
development journeys as well.
So looking forward to sharingthat uh next time that we catch
up, Bill.
SPEAKER_03 (27:39):
Excellent.
And just finally, how can folksconnect with you, Sam?
Is that LinkedIn?
You're you're you're way coolerthan I am, so I bet you're on
the Instagrams and the TikToksand places.
And of course, how can folkslearn more about Inspire to
Ignite?
SPEAKER_02 (27:51):
Yeah, so I'm at LinkedIn, uh just put Sam Squire
and hopefully you'll find me.
I'm a bit of a LinkedIn serialposter.
Um, I'm on Instagram at Aspirewith Squire, uh, no spaces.
And uh best way to connect withus is head to our website at
www.inspire toignite.co.uk.
(28:12):
Reach out to our team and we'llbe happy to get back to you.
SPEAKER_03 (28:16):
Beautiful.
That just leaves me to say fortoday.
Double O Squire.
Thank you very much for being myguest on this episode.
SPEAKER_02 (28:22):
Thank you, Bill.
Pleasure, and I'll see you atNK.
SPEAKER_03 (28:25):
Listeners, as always, until next time, happy
working.
SPEAKER_04 (28:31):
Thanks for listening to the HR Chat Show.
If you enjoyed this episode, whynot subscribe and listen to some
of the hundreds of episodespublished by HR Gazette?
And remember, for what's new inthe world of work, subscribe to
the show, follow us on socialmedia, and visit hrgazette.com.
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SPEAKER_03 (00:26):
Welcome to another episode of the HR Chat Podcast.
Hello, listeners.
This is your host today, BillBannham.
And in this episode, we're goingto be talking about one of the
most pressing challenges facingthe UK labour market, the NEAT
crisis, and what businessleaders, educators, and
community innovators can do tohelp close the gap.
Joining me is someone who's atthe forefront of this mission, a
(00:50):
wonderful chap, Sam Squire.
He's the CEO over at Inspire toIgnite CIC, a social enterprise
building bridges betweendisengaged young people and
local business opportunities.
Sam and his team are also keypartners in the upcoming Disrupt
Milton Keynes summit happeningNovember 6th over at Securitas
(01:11):
HQ, where he'll be digging intothe causes, consequences, and
potential solutions for theskills and engagement challenges
shaping the UK workforce.
Sam, my friend, how are youdoing?
Welcome to the show today.
SPEAKER_02 (01:22):
Hello, Bill, and uh thank you for having me.
Really grateful for theinvitation.
And I've listened to yourpodcast uh many times on uh the
web site.
So yeah, thanks for having meand uh looking forward to kind
of deep diving into um the eventin Milton Keynes and also about
the work that we do as well.
SPEAKER_03 (01:42):
Yeah, so context here, listeners, is um I'm I'm
I'm honored to be on the boardof Inspired to Ignite.
Uh they do great work, they'vehelped over 10,000 young people
not in training, education, oremployment in the um in the
Milton Keynes area.
In fact, now uh uh all aroundthe UK, uh they're making a big
difference.
Um so we're doing this event inMilton Keynes together to help
(02:05):
raise a bit more awareness.
Sam, for our listeners who maynot know, maybe you can start by
telling us about Inspired toIgnite, your mission, who you
serve, and how the organizationcame to be.
SPEAKER_02 (02:18):
Yeah, so Inspired to Ignite, we are a social
enterprise, and our purpose isto ensure that every young
person in the UK has access tothe opportunities, the networks,
and the pathways to succeed andalso become activated
economically, but also sociallyand give back to their
communities.
And our mission um is actuallyserving young people that are
(02:41):
out of education or employmentand like say engaging them where
they're at, inspiring themthrough real-world experiences,
and then activating them intowork or self-employment.
And how the organisation cameabout, um Alex Alex Hughes, who
is the founder of Inspire toIgnite, um, he began to
(03:01):
recognise um in our society thatthere was too many young people
that were weren't in educationalemployment.
And when we launched three yearsago, that number was 200,000
less than it was now.
Um so we were kind of talkingabout this this challenge before
it came a crisis, and uh andunfortunately now there's um as
(03:22):
many young people not ineducational employment, 16 to
24, um, where you can actuallyfeel Wembley over nine times.
Um so we're at the forefront oftrying to tackle this crisis um
and try and change the state ofour nation.
SPEAKER_03 (03:37):
Okay, thank you very much.
Uh so I think it's around aboutone million young folk in the UK
who are NEETs at the moment.
I was reading, I was reading anarticle in The Guardian earlier
this week um uh talking about uhgrowth of the UK economy, 0.1%
apparently.
Um, and it's also talking aboutuh how specifically it it's
young people under 24, whetheror not they're they're they're
(04:00):
NEETs um who are um who arestruggling at the moment uh to
to find employment, to findopportunities and and so on.
What what what's what what'syour personal story, Sam?
How did you come to get involvedwith with Inspire to Ignite?
SPEAKER_02 (04:17):
Yeah, those statistics that you share, uh
yeah, the the most recentnational uh Office of National
Statistics was about 958,000,but there's a whole not known
section, and there's probablyhundreds of thousands of other
young people that are kind ofbeing left behind rather than
launched.
Um, and and I was one of thosestatistics.
(04:37):
When I and I do what I do nowbecause when I was 19, I spent
11 years um at one footballclub, achieved my dream of
becoming a professionalfootballer.
Uh, and then after oneconversation, my whole world
flipped, and I became neatovernight, and I didn't have any
further education or employmentopportunities, didn't have a CV,
didn't have a personalstatement.
(04:58):
And that same week I bumped intoAlex, who's the founder uh of
Inspired Tonight, saw him onInstagram, door stopped to him
on a date with his uh nowfiance, and I said to him I
wanted to be a life coach.
He he kind of said, What haveyou got to teach anyone about
life?
So I'm gonna prove you wrong.
Uh, and then went on a journeyover the next couple of years
together, and then he gave me acall saying, Look, I want to
(05:20):
give you an opportunity.
I've seen you've been puttingthe energy into yourself to
develop other young people, andI want to share the vision.
And as soon as he shared thevision with me, I was brought in
straight away, and uh, wehaven't looked back since
really.
So I think lived experience andleading with that is really
important, uh, especially in inbusiness, but also social
enterprise.
(05:41):
So when I'm speaking to youngpeople, I can really I I can
feel what they felt, and that'swhat I want to change and with
their lives and help them takeback control um of their lives
and give them the infrastructureand the social capital to
achieve uh what they wish to do.
SPEAKER_03 (05:58):
So there's been a lot in the news recently.
Uh uh the government is finallygetting his act together and uh
trying to support uh, forexample, lots of
apprenticeships, which isawesome.
Um, but it just feels to me likeuntil extremely recently, uh
that this cause fell on theshoulders of organizations such
as Inspired to Ignite as opposedto being um championed by at the
(06:22):
government level.
What why do you think that is?
SPEAKER_02 (06:26):
I think that when you look at um young people uh
and their connection topotential government manifestos,
uh there is always a risk thatpeople aren't able to forecast
uh the return on investment ifcertain investments were made um
(06:49):
into certain youthinfrastructure.
And we've seen for youth uhprovision funding, for example,
uh I think it was between 2012to 2022 that was cut by 71%, um,
leaving well nearly 50% of youthclubs nationally closing and
many other youth provisions.
(07:10):
Um and I think the I think theway in which uh our country's
been governed um over the lastdecade is more of a reactive
approach rather than a proactiveapproach.
And I think we need to beginfunding uh downstream because
otherwise in Spite to Unite andother youth provisions are
(07:30):
having to pull young people outof the river and having to
probably implement uh provisionsthat are probably more costly if
we'd have just invested furtherdown the stream.
So I think now is a is a bit ofa knee-jerk reaction um with the
with the with the some of thefunding, which is amazing that
(07:52):
we can actually do this, butit's not just gonna happen and
change overnight.
And um, we are blessed thatthere's a youth guarantee, which
means anyone 18 to 21 is goingto have the opportunity to learn
or run.
Uh, and we've got some reallyexciting projects uh that
include kind of industryconstruction programs,
hospitality, digital uh and alsocoding programs, and then also
(08:14):
uh in-person industryexperiences and work
experiences.
Um, however, I think part of myalmost my manifesto is that I
think we all need to cometogether and make it our own
problem.
It shouldn't have to rely onjust organizations like Inspired
to Ignite or uh even governmentfunding.
(08:35):
It actually should be Marge atthe bus stop that's chatting
with Jimmy and finds out he'sneat and can see how she can
help him in one way.
I think that's how we solve itbecause if we all done that, if
one if a million households donethat, we would solve the million
that are not in educationalemployment.
So imagine the ripple effectthat that would have if all of
(08:57):
us done it as well.
SPEAKER_01 (08:59):
Thanks for listening to this episode of the HR Chat
Podcast.
If you enjoy the audio contentwe produce, you'll love our
articles on the HR Gazette.
Learn more at hrgazette.com.
And now back to the show.
SPEAKER_03 (09:15):
What can be the impact on a young person if they
are neat in terms of theirconfidence, in terms of their
mental well-being?
Can can you paint a picture ofthat?
SPEAKER_02 (09:26):
Yeah, I think from my experience with working, I've
I've now worked with over 15,000young people in the last decade,
and seeing it's reallyinteresting to see when a young
person's in a certain umcircumstance, if they're not in
education or employment, theywhat they might lose is that
structure and that purpose, andself-fulfilling prophecies are
(09:48):
real, and depending on whatthey've been told, it could be
by their family members, itcould be by educators in the
past, or other people in thecommunity, or a previous
employer, they hold thosecomments in their mind, and that
that then shapes their belief,and then their belief shapes how
they feel, and then their theirfeelings shape how they behave.
(10:10):
Um, and I think what we try anddo is give that young person
that safety space and thatpsychological safety to actually
go, okay, you have gotunconditional regard here.
We accept you for what what thepast has been and who you are
now.
Um, however, what we won'taccept is for you to keep
(10:31):
believing that.
So here are some opportunities,here's a network, and try
things, fail, and we'll we'llwe'll we need a safety net to
support you and not cliff edge.
Um it's just treat like human uhand not a service provider, and
they know that whatever happens,you're gonna be there for them,
(10:53):
their whole belief systemshifts, and I think experiences
are really important, likebecause you can't like I know
reading is really important, butyou can have all the theory that
you want, but then there's adifference between learning and
then understanding, and ifyou're then able to implement
that uh learning in the realworld, then I think that's
(11:15):
priceless.
SPEAKER_00 (11:19):
Once in a while, an event series is born that shakes
things up, it makes you thinkdifferently, and it leaves you
inspired.
That event is Disrupt HR.
The format is 14 speakers, fiveminutes each, and slides rotate
every 15 seconds.
If you're an HR professional, aCEO, a technologist, or a
community leader, and you've gotsomething to say about talent,
(11:41):
culture, or technology, disruptis the place.
It's coming soon to a city nearyou.
Learn more at disrupt HR.co.
SPEAKER_03 (11:54):
Okay, so you mentioned in that answer that
it's now up to actually 15,000young people that you and Alex
and the team have been able tohelp.
That that's amazing.
I wonder if you can point toone, two, three examples that
you're particularly proud of interms of someone who came to you
guys, they they needed thatsupport, that they needed that
guidance to help them learn andthen and then make that next
(12:17):
step in into either startingtheir own thing or going into
employ employment.
Um, I I can think of a few youngfolks from from my experiences
with with you guys who've doneamazing things as a result.
But you know, can can you share,can you share a couple of
examples?
SPEAKER_02 (12:34):
I'm I'm gonna speak about people that have uh spoken
at disrupts HR.
So I remember Bo uh was on ourvery first entrepreneurial
program, and I rememberliterally they wouldn't leave
Alex, mine and Alex's side if wewent out to get some food.
Uh their social anxiety wasthrough the roof.
(12:54):
Uh, they'd had some realtraumatic experiences um with
education uh and had had a lotof trauma through that, and um,
we had to be that safety net tohelp them build trust.
And through our programme, wehelped them develop their own uh
digital artwork uh business, andthen bit by bit confidence grew,
(13:16):
they then um began to monetizeon YouTube, have achieved over
hundreds of thousands of views,and have now got their own kind
of e-commerce store and they'reself-sustaining, and they've
they're now kind of umexhibiting at their what well
they used to go as a their dreamwas to go to this conference
just to go, and then now they'reexhibiting.
So I thought that was amazing.
But when they spoke at DisruptHR um when you and Alex were
(13:39):
with them in Norwich, uh I thinkit there was round, I think it
was like three or four rounds ofapplause and standovations
whilst the tool was happening,it's only five minutes.
Um so even now, like speakingabout it kind of makes me
emotional, um, just because I'veseen the transformation.
And so that's one.
We've had a young person umcalled Michael, um, three
(14:01):
generations of care, um, been inthe care system 13 years.
Uh, and again, when I first metthem, this is the reality when I
we went to where they lived andwe had to get locked in a room
because someone pulled out aknife in the room next to us,
and that was a very interestingway of meeting.
Um, came on our programme, wenton various work experiences, and
(14:24):
then he was pitching people atthe train station asking for
work experiences and going toLondon.
And I've only recently found outlast uh couple of weeks that
he's passed his driving test,he's got a car, he's
transitioned out of care, andhe's got now um actively
applying for roles and have gotsome unconditional offers.
So that's like incredible.
(14:45):
Uh, and then I'd probably saythe other one um would be
Bailey, so age 14.
Um, instead of being the tombradar, he was a loft raider, um,
sold all of whatever is in hisparents' loft, bought a 3D
printer, um, and then created acookie cutter company with his
uh brother.
And first year they just they'ddone about£40,000 uh in
(15:07):
turnover, got sued by Barbie uhbecause they created a Barbie
cookie cutter, uh, learnt aboutAI before kind of the trends
kicked in, and now he's doingkind of consultancy around AI,
just got a house.
Um just like crazy.
So those are a couple that and Icould probably just go on on and
(15:27):
on.
SPEAKER_03 (15:28):
But this this pod it doesn't have long enough for us
to do that.
But um, yeah, just threewonderful examples there.
Um, I know that you've done alot of research into this.
Where where does the neat crisisin the UK stand or where does it
compare?
How does it compare to to othercountries, perhaps within the
EU, within North America?
(15:50):
How bad is it in the UK comparedto to other countries?
SPEAKER_02 (15:53):
So in the UK at the moment, um there's about the
youth uh unemployment percentageis about um 12, 12.8%.
Uh, whereas in comparison to anuh a country such as the
Netherlands, it's 3% there.
So that's where I think withhaving Julius uh as part of the
MK uh event to shut up HR then,it's going to be really
(16:15):
interesting to actually see at amacro economic level, okay, what
does that actually look like?
And how can we learn from theseother countries, from their
models and from their systems,and uh how can we then implement
that into the UK?
Uh so we are blessed as wellthat we've got some kind of
international partners now, anduh we are conducting a research
project with one of ourcorporate partners called MM
(16:37):
Flowers, who are like a flowerum distributor um based in the
UK but are now exploring kind ofNetherlands um and also uh other
countries.
So I think from our perspective,it it kind of starts with
education, but then there's ahuge social, the social
wraparound and the mindset tothen what I said earlier around
(16:58):
how can we help one person justwith just one-to-one and make it
a community issue.
So I think it'd be reallyinteresting to hear from Judas
and it'd be and I'm excited tosee the comparisons between his
uh data and our kind oflocalized place-based data, um,
to see if there's any kind ofconnections with that.
SPEAKER_03 (17:18):
So, a quick follow-up to that then is is
why?
What why why do you think thenumbers are so much more severe
in the UK compared to, forexample, the Netherlands?
SPEAKER_02 (17:26):
The education system in the United Kingdom hasn't
changed for a long time, and theworld is rapidly evolving, and
young people are leaving asystem which probably hasn't set
them up for success, um, andthere's a big disconnect between
education and industry.
(17:47):
But then I think when you'relooking at uh if a young person
then drops out of educationbetween the age of 16 to 18, um
they're they used they the localauthorities used to kind of
track track a lot of those youngpeople and what their outcomes
were.
Um, and especially for thosethat once they'd finished
(18:10):
college or um A levels, actuallythere was because of some cuts
into local authorities that noone tracked their outcomes.
So going back to what I wassaying previously about that not
known number, and there used tobe teams, they would kind of
track the outcomes of thoseindividuals, whereas now there's
no follow-up, or if I go to acertain university, for example,
(18:32):
outside of the local authority,they just assume that I've got a
job.
Um, whereas now also with thereused to be kind of a supply and
demand of university degrees,whereas I think because that's
now an outcome within oureducation system, a lot of young
people are now getting degrees,but then with the labour market,
there's not enough jobs um tokind of fulfill those degrees.
(18:54):
So, and also implementation oftechnology and AI, what used to
kind of be uh your lower skilledroles, um, even at degree level,
organizations are nowimplementing technology that can
kind of do those tasks, whichmeans that those of who are a
little bit more skilled arereally struggling to actually
(19:15):
get in the door in the firstplace.
So I think the combination ofall those things and also
linking back to infrastructure,transport, for example, for
those that are living in ruralareas, uh, where we are based,
99% of um the district we livein is rural.
And if you're if it takes onebus an hour or even some areas
(19:38):
is like one bus a day, uh, andyou've got to get from A to B,
and there's three, fourdifferent bus routes, uh, and
also there's no income comingin, and there's a nine-month
wait in this for drivinglessons, and those are getting
increased, there's all thesebarriers that just kind of
overlap.
So I th I wouldn't kind of putit down to one thing, um, it's I
think it's that kind of snowballeffect of multiple different um
(20:02):
elements that could have causedthis to build up.
SPEAKER_03 (20:05):
And why do you think there's sort of a disconnect uh
between uh employers?
You mentioned MM Flowers, thatthey're doing wonderful stuff,
so shout out to MM Flowers.
Um but why do you thinkgenerally there's a disconnect
between employers who arelooking for for talent and and
neats or folks are at risk ofbecoming neat?
(20:26):
You know, what why why and Iguess my question is why aren't
more companies seizing theopportunity to employ uh young
folks and young NEETs?
SPEAKER_02 (20:36):
I think sometimes there may have been like a
stigma of what young person thatis not in education or
employment is, and someone thatmight be hanging around uh bus
stop smoking, causing troubleand drinking.
I think there's a there's alittle bit of that.
(20:58):
Um, and also the unknown of theymay have not done this before,
so actually then trying to getthat signed off within
leadership teams and um the kindof corporate hierarchy can be
challenging as well.
Um and I think maybe howeducation and industry have
(21:18):
spoken to each other previouslyaround the the need for
qualifications and the need forthis, that that when you begin
to almost put not put pressurebut challenge organizations on
actually do they need thisqualification to become eligible
for the recruitment process?
Um, and kind of when we'veactually asked that question of
(21:41):
employers, they actually go, Doyou know what we actually don't
need this?
Uh and we're just creatinganother barrier.
So it allows them to kind ofunlock talent pools in in new
ways.
So I would say it's acombination of potentially
mindset and perspective, um, andalso like systems that have
probably been in place thathaven't been reviewed uh for
(22:04):
long periods of time, and alsoin some sectors, such as
construction, for example, umthere's huge kind of pressures
being put on construction umorganizations around the cost of
materials going up, and actuallyfor them to take an apprentice
on, going back to that kind ofreturn on investment, um, they
(22:24):
may not see the return oninvestment for a couple of
years, but it actually costs alot now to take an apprentice on
in comparison to the marginsthat some businesses would have
had previously.
Um I think like Brexit has hascaused a lot of um challenges
for businesses that tradeinternationally but also kind of
get their um materials uh andproducts in from from other
(22:47):
countries as well.
SPEAKER_03 (22:48):
It's been a while since we've mentioned Brexit on
this show.
Um it doesn't go away.
Doesn't go away.
Okay, let's let's um let's justspend a couple of minutes now
and uh preview the event onNovember 6th.
So uh as I as I mentionedearlier on, um I'm absolutely
delighted that Disrupt's goingto be uh doing this event uh in
partnership with Inspire toIgnite, and we've got an amazing
(23:09):
lineup.
You mentioned Julius.
Uh Julius is the uh Europeanlabour market uh uh analyst and
expert uh from AppCast.
So he's doing a keynote.
Uh we've got a bunch of Disruptspeakers.
Uh I think there's six,including myself.
Uh I'm gonna be up on stage forthis one.
Uh Richard Paige Brown from NFUMutual, uh Izzy, who's done a
(23:33):
whole bunch uh of talks.
Um she's a wonderful example ofwhy we do these disrupt events.
First time she came up, she'dnever presented in public
before.
Now she does wonderful thingsover at North Central London
ICB.
Uh, we've got Rebecca Poxon fromPluxy UK, and we've got Josh.
Uh Josh is uh another youngperson that you guys have been
(23:53):
supporting for a while.
Lovely guy.
He's gonna come up and share hisexperiences.
In addition to all of that, uh,you and Ollie are gonna come up
and share findings from the mostrecent neat report that inspired
me to ignite puts togetherapproximately every quarter.
Maybe you can tell us a bitabout that now, and also tell us
(24:14):
a bit about your interactivesession, uh, which is gonna take
about 30-30 minutes.
And uh and the idea is we'regonna get the whole audience
involved with that.
SPEAKER_02 (24:21):
Yeah, awesome.
So, in regards to our youngperson ready uh platform, we've
we've created someinfrastructure for young people
to access work experiences,mentorship, events such as the
Shrupped HR, and also paid uminternships, apprenticeships,
and and employment.
And as part of this, it's notjust another job board.
So, what we do is we collect umdata from young people um
(24:44):
frequently frequently in thecommunity and understand their
priorities in the workplace, andthen that formalizes the uh
report that we can then sharewith um professionals,
organizations, community membersto actually begin to understand
okay, that's really interesting.
Young people of this age in thatarea uh kind of view the
workplace in this way, and thenit helps them kind of strategize
(25:06):
uh and be proactive in regardsto how they're actually creating
systems within theirorganizations uh for young
people and then kind of attract,retain, and uh develop those
young people as best as theycan.
Uh, so that's what we're gonnabe presenting, uh, and it'd be
really interesting to see howthat compares to Judas's um
research as well.
And then in regards to the livekind of learning lab workshop,
(25:29):
uh so what we're gonna be doingis um actually my vision is for
that for this event, we want asolution to come out of it, and
then that will allow us and ourteam, and if there are other
members of the community thatwant to come on board with us
and build out um to actuallytake something from the event
and then look at implementingthe solution.
So it'll be really interactive.
We'll get some kind of umwhiteboard wallpaper up as well,
(25:53):
uh, and then we'll get peopleconnecting, brainstorming, and
then kind of presenting thatback at the end of the event.
So it's going to be reallypositive, high energy, uh, and
I'm really looking forward toit.
SPEAKER_03 (26:05):
Yep, we've got loads of networking and uh shed load
of content packed into thisparticular event, listeners.
So if you are in the MiltonKeynes area and uh and want to
learn more about some of thestuff that Sam and I have been
discussing today, please comealong.
Uh, you can find us on Ebedbriteor uh LinkedIn or Meetup.com or
(26:25):
various other places, and youcan sign up there.
Um, just finally for today, Sam,what can we expect from Inspire
to Ignite in 2026?
You guys have had lots ofexciting news in the last couple
of weeks.
I don't know how much we canshare on this pod today, but uh
the future is bright for theorganization.
What what are the plans for nextyear?
SPEAKER_02 (26:43):
Yeah, so plans for next year, we've uh had some
brilliant news that we've beenuh funded to deliver a wide
range of projects connected tothe youth guarantee.
So we've got uh industry-ledhospitality, construction, um,
tech and coding, uh, live kindof uh industry, open days, 10
hours of qualified careercoaching.
(27:04):
We've got a sweet shop ofdifferent stuff for young
people.
So that's gonna be somethingthat we're gonna be doing kind
of up until March and hopefullyscaling up.
Uh, but also kind of exploringum how we can scale our impact
nationally and kind of bringother youth organizations on
that journey with us.
Um so stay tuned for anapplication that's gonna
completely transform the way inwhich young people and
(27:25):
organizations um connect witheach other, but also how young
people can access different umsupport networks for their own
development journeys as well.
So looking forward to sharingthat uh next time that we catch
up, Bill.
SPEAKER_03 (27:39):
Excellent.
And just finally, how can folksconnect with you, Sam?
Is that LinkedIn?
You're you're you're way coolerthan I am, so I bet you're on
the Instagrams and the TikToksand places.
And of course, how can folkslearn more about Inspire to
Ignite?
SPEAKER_02 (27:51):
Yeah, so I'm at LinkedIn, uh just put Sam Squire
and hopefully you'll find me.
I'm a bit of a LinkedIn serialposter.
Um, I'm on Instagram at Aspirewith Squire, uh, no spaces.
And uh best way to connect withus is head to our website at
www.inspire toignite.co.uk.
(28:12):
Reach out to our team and we'llbe happy to get back to you.
SPEAKER_03 (28:16):
Beautiful.
That just leaves me to say fortoday.
Double O Squire.
Thank you very much for being myguest on this episode.
SPEAKER_02 (28:22):
Thank you, Bill.
Pleasure, and I'll see you atNK.
SPEAKER_03 (28:25):
Listeners, as always, until next time, happy
working.
SPEAKER_04 (28:31):
Thanks for listening to the HR Chat Show.
If you enjoyed this episode, whynot subscribe and listen to some
of the hundreds of episodespublished by HR Gazette?
And remember, for what's new inthe world of work, subscribe to
the show, follow us on socialmedia, and visit hrgazette.com.
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