Experts shed light on the medical aspects of mental health, how you can spot the signs and the steps you should take. Click here for a summary of the event.
Just think what it would be like for someone who uses a wheelchair to have it taken away. Or for a blind person not to have their guide dog. Or for someone with a hearing impairment not to have a sign language interpreter. Click here for a summary of the event.
The focus of the event was attracting disabled students to your organisation. Click here for a summary of the event.
The subject of the event was understanding what disabled students value most in an employer, with a focus on helping recruiters to appear more attractive to disabled students. Click here for a summary of the event.
Openness was on the agenda – specifically, the ground-breaking research into openness or “disclosure” among university students conducted by My Plus Consulting, and officially released the week before as a BBC Exclusive. Click here for a summary of the event.
The Café aimed to help universities and recruiters build more effective relationships on campus and to better engage with disabled students, through services such as the careers service and disability offices. Click here for a summary of the event.
There are five key areas of graduate recruitment which businesses must focus on improving: Strategy, Websites, Attraction, Encouraging Openness and Ensuring Barrier-Free Recruitment. Click here for a summary of the event.
Some of branding messages may not meet the expectations of talented disabled candidates and instead may, unintentionally, drive potential applicants away.
This Disability Café raised awareness of the various barriers that may exist in processes and looked at how these can be addressed.
Graduate recruiters are not expected to be disability experts however they do need to understand this target audience if they are to engage with them and encourage them to apply to their graduate programmes.
Why are candidates hesitant to disclose their disability, especially at certain points in the recruitment process?
In order to ease the transition between university and the workplace, disabled applicants must feel confident that their new employer will be open and accepting of any reasonable adjustments required in the workplace.In order to ease the transition between university and the workplace, disabled applicants must feel confident that their new employer will be open and accepting of any reasonable adjustments required in the workplace.
During this Disability Café employers will have the opportunity to explore the unintentional barriers that exist in recruitment processes and to understand how these can be addressed.
When it comes to disabled graduates, recruiters need to know how they look for jobs, what channels they use, what concerns they have and how to address the barriers that exists.
Delegates listened to key note speakers share their insights into how different university departments work to support disabled students.
Leading Business Strategy Coach Charles Kingsmill began by asking delegates to consider the question ‘Where do you want to go and how will you get there?’.
In a deviation from the usual Disability Café format, this event introduced a panel, offering delegates the opportunity to engage with senior figures in diversity on topics of their choice.
Delegates listened to a number of presentations concerning implementing adjustments, interposed with rounds of café style discussion in small groups.
The evolving rounds of ‘café discussions’ resulted in key themes emerging which delegates would be able to use to develop a more effective marketing strategy.
The event was hosted by Ernst and Young and was attended by a wide range of companies across different industry sectors; including Goldman Sachs, Clifford Chance, BT, Deutsche Bank and Transport for London.
