In order to attract disabled candidates we have relationships with all the agencies and charities that help disabled people into work (Remploy, Leonard Cheshire Disability, the Shaw Trust, the Richmond Fellowship and many others) to access all the candidates they are working with. We recognise ‘tho, that most disabled people won’t necessarily have contact with those agencies, so we are in many online and offline forums for disabled people, e.g. the Association for Disabled Professionals and Phab, and groups on LinkedIn and facebook. I have also written articles which have been published in the main disability magazines, such as Disability Now, Enable, British Deaf News, Disability, and I write a regular column for Posability magazine. I also give talks and have stands at various colleges and other venues/conferences where disabled people might be. A regular e-bulletin is sent to registered candidates to ensure ongoing engagement.
Similarly, we use a range of strategies to engage with inclusive employers. We have a group called Employing Disabled People on LinkedIn. A number of articles have been published on and offline in places such as HR Zone, HR Magazine, Recruitment International, HR Director and writing guest blogs for other sites. We write to, email and telephone people and we had the fantastic launch event at the House of Commons last month. Various press releases are sent out when we have something important to say. We send out e-bulletins to an opt-in list of employers.
So – do you have any ideas about how we could raise awareness of Evenbreak to those two groups of people – inclusive employers and disabled job seekers? I’d love to hear your suggestions – the more creative the better!