With 16% of students in UK universities having a disability, including long-term health conditions and neurodiverse conditions, employers recognise that to ensure they are recruiting the best talent they need to focus on being inclusive of disabled students.
The importance of training in building a disability confident workforce
Of all the diversity strands disability is typically the last one employers focus on as it is seen to be the hardest and where they lack the most confidence. However, with 21% of the working age population having a disability it is no surprise that an increasing number of employers are recognising and valuing the talents that disabled individuals can bring to the workplace and focusing on becoming a disability inclusive organisation.
Turn your disability into your 'plus'
Top tips for employing disabled students
Providing evidence & demonstrating commitment for Disability Confident Leadership
The UK Government Disability Confident scheme is an accreditation scheme which aims to help employers make the most of the opportunities provided by employing disabled people. The Disability Confident scheme has 3 levels that have been designed to support employers on their Disability Confident journey.
Retention is just as important as recruitment when it comes to disability employment
If your recruitment is slowing with the current uncertain economy, now is the perfect time to focus your attention on the retention element of disability employment and to review how you support and develop disabled employees to encourage them to stay. This will not only benefit your current disabled employees as well as other non-disabled employees who may become disabled whilst working for you, it will make you even more attractive to any future disabled candidates.
5 areas of your recruitment process to review to ensure disability inclusion
Few employers still need convincing of the talent that exists among disabled individuals, with most organisations aware that to overlook this talent pool is to miss out on bright, motivated and able individuals. Instead, the challenge lies in what it actually means to have an inclusive resourcing process? And how can recruiters be certain that this is the case in their organisation?
Leveling the playing field: In conversation with Helen Cooke
Our CEO Helen Cooke joined Caroline Lindner for ‘Lets Talk Law’ The Law Careers Podcast for students at Kings College London, to discuss the importance of getting involved in university, owning your narrative, and debate whether individuals should disclose their disability or health condition to potential employers.
8 easy ways to make your workplace more disability-inclusive
Cai shares his thoughts on what employers can do to make the workplace more inclusive for employees with disabilities. Cai developed Guillain Barre Syndrome, fibromyalgia, and a functional neurological disorder in his first year of university, and since then has launched Law According To A King (a legal blog and podcast, as well as an enrichment course for sixth formers), worked on international human rights research projects, and advocated for LGBTQ+ and disability inclusion.
Invest to get the best from disabled employees
Progressing the UK Government’s Disability Confident Scheme with MyPlus
Most employers in the UK will have either heard of the UK Government’s Disability Confident Scheme or are already progressing through the 3 Levels of the scheme. Many will have signed up because they feel it is the right thing to do and some will have done so as they see the value, strengths and skills that disabled individuals can, and probably already are bringing to their organisation.
Is there a place for disability job boards?
Helen Cooke, CEO of MyPlus shares her thoughts on the launch of the MyPlus Professionals Job Board
I have always maintained that disabled job seekers don’t use disability specific job boards when searching for a job, not least that I wouldn’t if I was searching for a role now; I would use the same channels as any other person looking for a new role.
Disability focus: An opportunity for legal sector employment strategies
Like many other industries in the UK the pandemic has had an impact on the challenges that the legal sector faces when it comes to early years recruitment. Back in January 2020 law firm confidence was generally high with the war for talent raging, however according to various research reports the pandemic has changed the recruitment landscape for legal firms introducing a level of uncertainty.
Embracing difference in a virtual World
With 15% of a workforce being neurodiverse according to AGCAS and a 31% increase in neurodiverse graduates between 2011 and 2017 according to HESA, this represents a significant proportion of an organisation’s current and future workforce. However, according to CIPD only 10% of HR professionals consider neurodiversity in their people management practices.
6 Steps to effectively marketing your organisation to disabled students
For any organisation looking to target the talents of disabled students first impressions across all touch points in the early stages really count. Every interface the student encounters, from your website and careers events to company representatives who will engage with the student, must consistently make them feel that you are inclusive of everyone, including those with disabilities.
