There are many areas of life that non-disabled people take for granted. They can go to the cinema, shops, restaurants, the polling station, on holiday, a night club, their place of work without ever wondering if they will even be able to enter the building at all, let alone move around safely once in there. And … Continue reading Disability Etiquette, part 3 – Physical Access
Category: Business Cases
Traditionally, there were two ways of looking at disability - the "charity" model and the "medical" model. The charity model of Disability The charity model tended to look at disabled people as those in need of help. Unable to do things for ourselves, others would need to look after us, protect us and make decisions on our … Continue reading The “Models” of Disability
A report in the Telegraph yesterday suggested that city bosses should be held accountable for the number of disabled people they employ in the same way that they are held accountable for financial performance. These are the views of Paul Deighton, Chief Executive of the London 2012 Olympic and Paralympic Games. He has publically called … Continue reading “City should be hiring disabled people”
Evenbreak has been successful in attracting a number of large employers, and I was thrilled when Network Rail decided to go one step further by becoming our corporate sponsors. Network Rail run, maintain and develop Britain's rail tracks, signalling, bridges, tunnels, level crossings, viaducts and 17 key stations. They took over the responsibility of the UK rail … Continue reading Network Rail – Evenbreak’s new corporate sponsors!
This seems, at least to me, an odd question to ask. And yet it is often the subject of some discussion with employers. Evenbreak, as you know, is a job board which helps employers attract more disabled applicants. Thankfully, most employers I speak to (admittedly I tend only to talk to employers who are known … Continue reading Which jobs are suitable for disabled people?
Our first success story on the Evenbreak site, within a few days of it launching, is one which warms my heart. Jean Eveleigh had battled with health problems since leaving school, and in 2007 she deteriorated further, meaning she relied on a wheelchair and had to leave her job within the hospitality industry. Despite applying … Continue reading Benefits of Employing Disabled People (for the employee)
Once an employer has understood all the reasons why they would want to attract more disabled people to work with them (see previous blogs!), they may still find some barriers in their way. Again, as with applicants, these will vary depending on the nature of the organisation. Further blogs will look at addressing some of these barriers, … Continue reading What barriers do inclusive employers face?
In a previous blog I began to explore some of the business benefits of employing disabled people. I like to bring this alive by using examples from real life, and will sometimes use case studies to illustrate a particular point. Today’s case study looks at the benefits from the point of view of the employer, … Continue reading Benefits of Employing Disabled People (to the employer)
It’s a cliché, but still true that for most businesses their people are not only their most important asset, but also their most expensive. Recruiting and retaining the best people who are equipped with the right skills needed to do the job is crucial for any employer. As 20% of the working population are disabled, … Continue reading Is there a business case for employing disabled people?