Amey’s social recruitment strategy targets FM skills

Amey is implementing social recruitment initiatives as part of a drive to address the skills gap in the facilities management (FM) sector. 

The company has established partnerships with third-party organisations, charitable bodies, and public departments such as the Department for Work and Pensions, Forces Employment Charity and New Futures Network to fill critical roles.

Through these relationships, Amey is ensuring that at least 6% of all FM recruits are from targeted groups like care leavers, prison leavers, veterans, long-term unemployed, or other disadvantaged backgrounds.

The company’s recruitment initiatives include Service to Success, which offers a direct employment pathway for military personnel; Headstart, which supports young people aged 16-28 by providing them with training and employment opportunities; and Journey to Work, which maps live roles within Amey to prison sites across the country.

Stephanie Johnson, people director at Amey, said: “We recognise that to be a sustainable and successful business we need to diversify. Many disadvantaged groups in the UK face barriers to employment and this represents missed opportunities both for individuals and the wider economy. 

“Social recruitment can help bridge these gaps. It promotes diversity, inclusion, and social progression, while addressing workforce shortages. Amey is proud of the work we have delivered in this space, and we look forward to creating more opportunities to help address economic and workforce inequality in our industry.”

In 2025 Amey plans to expand these initiatives, broadening the Headstart offering for care-leaver candidates and working alongside the 10,000 Interns Foundation to enhance the company’s multicultural intake.