Shining a Light on Guernsey’s Hidden Talent

Earlier this year the Guernsey Employment Trust (GET) marked its tenth anniversary, making this a fitting moment to reflect on the hundreds of lives they’ve helped transform.

But the story of GET is not only about jobs. It’s about something deeper: the sense of belonging, purpose and independence that comes from meaningful employment. We met with GET's Chief Executive Nikki Ioannou-Droushiotis and Employment Support Worker Lizzie Singer to find out more.

 

 

“Work isn’t just about a payslip. It’s about structure, identity, social connection. We see every day how the right role can lift someone’s confidence and wellbeing.”

Nikki Ioannou-Droushiotis, GET Chief Executive

 

Why Work Matters for Wellbeing.

Most of us take the benefits of work for granted: the routine of getting up in the morning, the pride of contributing, the simple act of being part of a team. For those facing barriers - whether related to health, confidence, stigma or lack of opportunity - these benefits can feel out of reach.

GET exists to bridge that gap. The charity supports islanders into employment through personalised advice, training, work experience and ongoing job coaching. Their approach is deliberately person-centred rather than outcome-driven.

Lizzie explained:  “We sometimes meet with people for months before we even dream of looking for work experience or paid work. It takes time to build trust and confidence. The focus is on the person, not just placing someone quickly into any job.” 

This slower, more tailored approach is paying off. In its first decade, GET supported 740 work experience placements and helped secure 763 paid jobs, with a job retention rate recently climbing to 79% - a remarkable figure in Guernsey’s employment market.

 

 

Barriers People Face.

People come to GET for all kinds of reasons. Mental health challenges, neurodivergence, long-term health conditions, or gaps in education. Barriers often appear when personal challenges meet systems that weren’t built with everyone in mind. It can knock confidence, especially when opportunities feel out of reach.

For some, exclusion starts early. When young people disengage from school before 16, they often fall through the cracks of a system, not because they’re unwilling or lack potential, but because the pathways back into education, training or work aren’t always clear or accessible.

“Interviews can be terrifying for anyone, the format and expectation can feel overwhelming,” said Nikki. “A formal interview isn’t always the best way to see someone’s strengths. It can say more about how comfortable someone is in that moment than what they’re capable of.”

"At GET, we work with individuals and employers to help shift those dynamics," Nikki continued. "Reducing barriers, building confidence, and creating spaces where people can be seen for their strengths."

 

 

“It’s about focusing on what’s getting in the way of employment, not labels.”

Lizzie Singer, GET Employment Support Worker

 

Changing the System.

From the beginning, GET set out to make access easier. They lowered the entry age from 18 to 16, with no upper age limit. They scrapped lengthy application forms and now accept self-referrals. Language has also evolved, reflecting how people prefer to identify.

Work, the team at GET emphasise, is about much more than a payslip. It provides structure, identity and social connection - the very things that help people feel part of something bigger. Their awareness extends even to the vocabulary they use with clients.

As Lizzie explained, similar terms can be perceived in very different ways depending on the context and the person you are talking to. It is important to discuss language preferences, some people like labels for example whereas other people find labels unhelpful.  Subtle shifts in language and terminology matter because they shape how people see themselves and how confident they feel about stepping into work.

This inclusivity is echoed in how GET supports employers. The team takes time to understand each business, then works to match the right person with the right environment, providing on-the-job coaching where needed. Employers benefit too, with staff who stay longer, boosting retention in a tight labour market.

 

 

“The domino effect is better health, improved confidence, and people feeling part of something bigger.”

Nikki Ioannou-Droushiotis, GET Chief Executive

 

The Ripple Effect.

The statistics tell their own story. A recent client survey found that:

• 71% reported improved mental health since finding work

• 62% felt less worried about finances

• 85% said GET helped them find a job that suited them

• 95% felt more confident about work
  
  

The stats are impressive, but the ripple effects even more so. As Nikki put it: “Our purpose is participation, belonging and inclusion, achieved through employment. The domino effect is better health, improved confidence, and people feeling part of something bigger.”

 

 

A Stronger Community.

Inclusive employment benefits everyone. Diverse workplaces challenge assumptions, strengthen community ties and bring fresh perspectives. For employers, the gains are practical as well as social.

Nikki explains: “Every time an employer has to retrain or recruit, it costs time and money. By supporting people, they stay in work and that’s good for everyone.”

 

How You Can Help.

Guernsey has a wealth of hidden talent. Many people just need the right support or opportunity to thrive. By being open-minded and supportive, local employers and individuals can play a vital role in creating inclusive workplaces.

As GET’s experience shows, when barriers are removed and confidence is built, people don’t just get jobs. They find belonging, independence and purpose. 

And that’s something the whole island benefits from.