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DVLA red tape puts brake on bus drivers’ chances

May 12, 2021

first_imgRelated posts:No related photos. DVLA red tape puts brake on bus drivers’ chancesOn 5 Jun 2001 in Personnel Today Previous Article Next Article Comments are closed. Oxford Bus Company was unable to employ two asylum-seekers because of thered tape specified by the DVLA to grant driving licences. The asylum-seekers, who were eligible to work, completed the selectionprocess to become bus drivers, but were refused the provisional PCV licencethat would have enabled the company to train them. Louisa Weeks, personnel manager of Oxford Bus Company, said, “Thesedrivers would have been perfectly suitable for the job. We invested a lot oftime in these asylum-seekers through the interview process and driverassessment. It was a time-consuming process.” The DVLA turned down the asylum-seekers’ applications for PCV licencesbecause they could not provide a passport or birth certificate. Theasylum-seekers – one from Albania, the other from Africa – only had documentsprovided by the Immigration Department, which state that the holder is theperson they claim to be. The Oxford Bus Company is facing a severe shortage of drivers, asOxfordshire has only 1 per cent unemployment – one of the lowest rates in thecountry. Weeks said, “We will need 20 bus drivers to get through the summerseason. This is a classic example of the red tape that is stopping people whoare keen to contribute in an area of staff shortages from getting a job.” The DVLA told Personnel Today that an applicant needs a passport, birthcertificate or Home Office travel document to get a PCV licence, but welcomedthe applicants to write and state their case. Weeks has advised the asylum-seekers to question the DVLA’s decision. By Karen Higginbottom Feedback from the professionPersonnel Today asked: Would being able to readily employ asylum-seekers bea benefit to your organisation? Des Pullen, HR director, Allied Bakeries “We have some sites in the country that have particular recruitmentissues. We have a number of asylum-seekers who have come seeking work and we’vehad to turn them down. It’s frustrating. We’d like them to work for us.” FrancescaOkosi, HR director, London Borough of Brent “Asylum-seekers have a genuine right to work, and come to this countrywith all sorts of experience. It’s far better that they are in meaningfulemployment than relying on the state. If they’ve got the skills, we shouldemploy them. Central government should use the information that it has onasylum-seekers and refugees to build up a skills database. If we had a databaseon their skills, it would be very foolish to ignore them.” PeterDeer, director of personnel, Cambridge University “It could be a benefit to the IT, finance and professional skills sideof the university. They can be used to help meet the skills shortage, but thiswould need to be done in an orderly fashion, and each claim should bethoroughly checked.” CarmenBurton, HR executive manager for Norton Practice “Unless asylum-seekers have the qualifications, employing them wouldn’tmake any difference to us. Obviously there are some language issues, but if theskill was there, that would be great. Whether the business would take on theadditional training of someone who couldn’t speak English very well would bedebatable.” RayBaker, sustainable development controller, B&Q “I think that as a business you should take every opportunity torecruit people who are right for the business as long as they have the legalright to work in the UK.” Sally Storey, president, health HR group AHHRM “It is my understanding that there is a large pool of qualified doctorsand nurses among asylum-seekers – in my opinion it is a wasted pool oftalent.” AmandaRavey, HR director, Whitbread Hotels “The bigger the pool of talent, the more benefit it would be toemployers.” last_img

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