Why is it important to PageGroup to employ disabled people?
At PageGroup we have been committed to our Diversity and Inclusion strategy since 2012 and as such recognise the importance and richness of cognitive diversity. In addition, in order to truly reflect their diversity of the candidate pool we represent and the clients we serve, that same diversity needs to be visible in our employees. This enables us to access more talent as we will appeal to all audiences.
Have you got any other inclusive recruitment processes?
All our employees complete the Clear Company Inclusive Hiring modules, so our approach is one of optimising every candidate’s opportunity to shine by flexing processes and offering bespoke support as appropriate..
Do you offer flexible working?
We have always offered flexible working and have many employees on different working patterns. The pandemic has simply embedded that even more and the majority of our work force have chosen to move to a hybrid working model. Our technology and inclusive culture makes it easy for employees to work in a way that optimises their output.
Is disability high up on the agenda of senior management at PageGroup?
Our disability inclusion strategy began in 2016 and whilst has siloed elements we interweave our strand strategies together as much as possible to truly be intersectional. In March 2019, our CEO suffered a near fatal skiing accident, which has left him paralysed and therefore a wheelchair user. He came back to work after just 6 months and has been experiencing first-hand all the barriers that the working world presents to all disabled talent, not just wheelchair users. Steve is therefore focused on changing mindsets of his peers in the FTSE 250 and driving more disability inclusion everywhere. He isn’t just a role model for PageGroup employees but also disabled talent just joining the UK’s workforce.
What else do you offer disabled employees?
We are embarking on a new partnership with Clear Talents, which is a fantastic system for managing personalised workplace adjustments for all employees. We have employee networks for all diversity strands and with so many employees straddling more than one group, we work hard to bring our networks together and promote intersectionality. We also have many career development programmes in place such as mentoring, reverse mentoring and a Shadow Board.
By way of supporting disabled charities, we offer free workshops for CV & interview skills as part of our Giving Back/CSR strategy. We have done these with BackUp and Mencap. We are also exploring an intern programme with Ambitious about Autism. This links back into why it is important that we employ disabled people, so that the individuals connected with these charities who we advise, can see role models already experiencing what they want to achieve in the workplace.
Have you been recognised for inclusion?
Many times. We are immensely proud of our ongoing efforts and the accolades that we have collected along the way.
Clear Assured Gold
The Times Top 50 Employers for Women 2020 and 2018
Inclusive Companies Top 50 2019
Stonewall Top 100 2018
We are a Valuable 500 company, Disability Confident Employer, RIDI Top 100 and Race at Work signatory
In a nutshell, why would a disabled candidate choose to apply to PageGroup?
Because D&I is not an item on our to-do list, it is at the heart of PageGroup. Nothing holds your career back here and we know we are a stronger business because of our diversity. We are all constantly learning from one another and it leads to greater innovation, richer input and even better outcomes. How does a business evolve if there is no challenge or difference to ruffle the status quo? It doesn’t. PageGroup actively seeks differing perspectives, experiences and voices so that we are always moving forward.
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