Local Jobs for Local People

Did you know that over 300,000 Londoners are unemployed and 700,000 earn less than the Living Wage? A London Mayor must prioritise work for these 300,000 residents and raise wages for those below the living wage. All companies seeking contracts with the GLA should be required to recruit from local communities first rather than relying on cheap imported labour. Higher wages are urgently needed for Londoners!

Why Support Local Jobs?

The campaign for Local Jobs for Local People brings far-reaching benefits to our economy, employee welfare, and the environment. Help your family, friends, and neighbours by supporting this initiative.

The Reality of Commutes and Opportunities

The phrase “local people for local jobs” sounds ideal, but in practice there is often little overlap between where people live and work. Thousands commute daily from the Home Counties into the City of London, while many residents of adjacent boroughs, such as Tower Hamlets, seldom work in the financial district.

However, projects like the London 2012 Olympics and Westfield 2 in Stratford demonstrate how employers can tap into the local talent pool on their doorstep.

Case Study: Westfield 2 and John Lewis

Westfield 2, opening this autumn, is Europe’s biggest indoor shopping centre. During construction, developers estimate 25,000 jobs, followed by 18,000 permanent positions. John Lewis alone is hiring 750 staff for its new store.

“Even in a downturn we have been able to fill those vacancies with local people, many of whom have been unemployed before.”

Carole Donaldson, Manager Resourcing at John Lewis, explains: “When John Lewis opens a new shop, we play a vital role in long-term local prosperity. Employing residents ensures we are truly part of the community.”

The John Lewis Approach

John Lewis partners with local education providers to deliver pre-employment courses in retail, customer service, and catering. The company guarantees up to 400 assessment-centre places for course graduates, helping local candidates compete for vacancies on merit.

Lessons from the Olympic Delivery Authority (ODA)

The ODA’s data for the Olympic Park and Village shows that in December, 27% of the workforce were residents of the five Olympic boroughs plus Barking and Dagenham; 10% on the village and 12% on the park had been previously unemployed.

“Even in a downturn we have been able to fill those vacancies with local people, many of whom have been unemployed before,”

— Loraine Martins, Head of Equality, Inclusion and Skills at the ODA.

Partnerships with Jobcentre Plus and simple candidate preparation—explaining health and safety, workplace behaviour, and outdoor working conditions—have proven highly effective.

Local Council Initiatives

The London Borough of Hackney aims to place around 1,000 unemployed residents into work during the Olympics. Andrew MacPhee, Business Employment and Training Officer, emphasises the advantages of hiring locals:

• No transport issues during emergencies
• Flexibility suits students and single parents
• Targeting those furthest from the labour market with basic qualifications (e.g., food hygiene certificates)

Basic business etiquette, punctuality, and literacy support are key to success, says MacPhee.

Private Sector Perspectives

Magdalena Torba, HR Manager at Ardmore Group, notes that while Olympic contracts don’t mandate specific local hires, Ardmore engages local labour for over 50% of its Stratford project workforce. Building strong ties with Jobcentre Plus and councils has become a core strategy.

Clive Davis, Director at Robert Half, adds: “Hiring local talent enhances an employer’s standing in the community and often leads to longer job tenure.”

Charlotte Factor, Employer Engagement Manager at the City of London Corporation, highlights challenges in placing residents into finance roles but finds success with facilities management opportunities.

Legal Framework: Positive Action

Under the Equality Act, Positive Action allows employers to run training courses and support programmes for under-represented local groups—provided final recruitment remains merit-based. This differs from prohibited “positive discrimination”.

Advantages of Hiring Local People

• Employees: Avoids long commutes, improves work-life balance
• Employers: Strengthens community ties and reputation
• Operations: Rapid response to sudden work demands with local staff

Learn more about how you can support Local Jobs for Local People and ensure that London’s workforce thrives.

Article from The Recruiter