Integrating digital badges into community employment support
Dean Watson works as a community trainer and advisor at Cross Keys Homes housing association in Peterborough, where he is part of the team providing free employment support services to individuals in the local community. The services are not limited to those with housing needs but extend to anyone seeking assistance such as those with disabilities and mental health challenges. The organisation focuses on a variety of programs, such as money management, hoarding, cooking, gardening, and collaboration with a local café to offer free meals to the local community.
Dean’s role focuses on employment support for individuals aged 16-25, although services are available to people of all ages. The main goal is to help individuals build confidence, improve their chances of securing interviews, and eventually, gain employment
Motivation to explore digital badges
The idea of digital badges caught Dean’s attention during a workshop held earlier in the year, hosted by Region of Learning. It was a concept that aligned well with the organisation's approach to informal learning—focusing on well-being, anxiety management, and self-improvement. Unlike traditional qualifications, which the organisation didn't want to pursue, digital badges offered an opportunity to recognise the learning and achievements of participants in a more flexible and accessible way.
Following further conversations the Region of Learning team, Dean decided to implement digital badges as part of their Introduction to Work programme. This 4-day programme covers essential topics such as motivation, job habits, job searching, interview preparation and money management. Participants are awarded badges for attending specific sessions, and a fifth badge is earned upon completing all 4 days.
Integration of digital badges
Dean’s team began issuing digital badges in September 2024. The organisation uses Open Badge Factory and Badge Nation to create and issue the badges. While the integration process was initially smooth, there were some challenges at the start. The team wasn’t always clear about how to select the correct standards to meet the required criteria for each badge. The Region of Learning team was on hand to help, ensuring the process moved forward without further issues.
Rollout and learner engagement
To ensure participants understood the value and purpose of the badges, the team integrated the badges into their discussions during sessions. They explained how badges would be awarded for completing specific activities and the benefits of having a digital badge, such as the ability to showcase achievements on platforms like LinkedIn. The initiative had an acceptance rate of 42% for participants downloading and accepting their badges, which demonstrates a positive reaction to their introduction.
Challenges and overcoming resistance
The main challenge during the implementation was ensuring an understanding of the benefits and clients and staff were fully onboard with the concept of digital badges. However, once the benefits were explained, including the recognition of informal learning and the ability for clients to showcase their accomplishments, resistance was greatly reduced. The team also found that clients felt a greater sense of pride and motivation to complete the programme, as the badges provided a more meaningful recognition than a traditional certificate.
Impact and benefits
Since introducing digital badges, the team has seen significant improvements in engagement. Participants are more motivated to complete the programme, and the badges have helped to build their confidence. Instead of just receiving a generic certificate, clients now have a digital badge they can use to demonstrate their skills and achievements. The badges have added real value to the programme, enhancing participants' experiences and boosting motivation to engage in further learning and development.
The impact of the badges has also been felt outside the organisation, as some badge earners have used them on their CVs or LinkedIn profiles. The local Job Centre has reported that participants feel more confident with badges on their CVs.
Dean Watson, Community Trainer and Advisor, Cross Key Homes, said:
"The badges have really resonated with the people we work with. They offer a tangible sense of accomplishment and pride that a standard certificate just couldn’t provide. We use the badges as part of our four-day 'Intro to Work' programme, and participants earn a badge for each session they attend, with a fifth badge for completing the entire programme. This has led to greater engagement and motivation to complete the course, and we’ve seen an increase in their confidence.
The support from the Region of Learning team has been fantastic, helping us navigate the setup process and ensuring everything was in place for success. We're excited to continue using digital badges and expand their use in the future."
Future plans
Looking ahead, the organisation plans to issue digital badges for attendance at the Youth Employment Conference, further integrating badges into their wider offerings. The team is also considering expanding the use of badges to recognise additional skills, such as tenancy readiness and managing stress.
For other companies considering digital badges, Dean advises ensuring that badges align with your existing programmes and that the value of badges is clearly communicated to participants.
In conclusion, the adoption of digital badges has not only enhanced the services provided by Cross Key Homes but has also significantly contributed to the development of participants, providing them with tangible recognition of their achievements while boosting their motivation and engagement.
