Setting and reviewing targets
Targets should be realistic and related to the core outputs of the role – the ‘essential’ criteria from the job description.
Why recruiting disabled people matters – The benefits of a diverse workforce
Hiring more disabled employees can help create more diverse workforces, which are more innovative and productive.
Accessible and inclusive workplaces
It is not enough just to hire disabled people – if you want to keep them, you will need to create accessible and inclusive workplaces.
Creating an inclusive workplace culture – From leadership to processes and practices
An inclusive culture is one where disability is talked about openly and positively, and where people can ask for help or for things to be done differently when needed.
Being a disability confident employer
Disability Confident is a UK government voluntary scheme set up to support employers to recruit and retain disabled talent.
Blog – What do we mean by “best”?
When recruiting, we are wisely advised to focus on finding the best person for the job. But what do we mean by best?
Blog – #ShowNotTell
Once you have determined the skills you are looking for in role, how do you find that elusive “best” candidate? The answer, more often than not, is NOT the traditional panel interview.
Inclusive job design
Inclusive job design benefits both disabled candidates and organisations by ensuring that the right person for the role applies for the job.
Blog – Co-creating ‘people-shaped’ jobs
“Co-creating” good jobs is when employer and employee work together to create a job role that meets both their needs.
Can we ringfence jobs for people with specific disabilities?
Ringfencing – also known as ‘positive discrimination’ – can be lawful if you ringfence roles for disabled people in general.
Training recruiters and hiring managers
Recruiters and hiring managers need to be trained on how to avoid discriminating against disabled people.
Deciding how to recruit for a role
The recruitment process should be tailored to the role you’re recruiting for – don’t use the same process for every role.