Nichole is living proof of what happens when an employer provides a genuinely inclusive working environment, where individuals are truly supported. Nichole Rushton As she says, “if you had told me that after being off work for three years with a car accident injury, being in a wheelchair, feeling like I’d lost my career, I’d lost everything, that 12 months on, I would not only be employed but I’d be in … Continue reading Nichole Rushton: Embodying the power of inclusive employment
People with dyspraxia have a lot to offer employers who know how to use their talents. Their strengths and challenges often make them determined, self-aware and empathetic. These are some ways to make recruitment more dyspraxia-friendly… Look for the skills and qualities most needed most for the role Evidence shows that people whose abilities are … Continue reading Supporting candidates and employees with Dyspraxia
"We're at the very beginning of our journey, and really aren't very inclusive at all" This is what many employers say to me. It may be how you feel too. Perhaps you are new to diversity as a whole, or have previously focused mainly on race, gender and/or LGBTQ+. The idea of addressing disability equality … Continue reading Employers – You’re more inclusive than you think you are!
John Lewis Partnership logo The John Lewis Partnership boldly puts the happiness of Partners at the centre of everything it does. Read on to find out more about inclusion at the Partnership. Why is it important to the John Lewis Partnership to employ disabled people? People are our greatest resource! We very much want to … Continue reading Inclusion at John Lewis
When you work for the NHS you are taught that you don’t matter. Patients come first. But what makes the NHS remarkable isn’t its size or the ethos of healthcare for all (although that’s hard to beat). It’s the people who work in it. They are remarkable. And it wasn’t until I left, that I … Continue reading Disability and the NHS – it isn’t just about the patients
I hear so many recruiters say they are looking for 'culture fit' when assessing candidates. Is this wise? In my experience, very rarely. Culture is defined as "the way of life, especially the general customs and beliefs of a particular group of people at a particular time" in the Cambridge English Dictionary. Or, put more … Continue reading How wise is recruiting for ‘culture fit’?
One of the best Evenbreak perks is working with great people. By great, I don't mean impressive and successful, although they often are. I mean that these people are the game changers. The clients that work with us are invested in change. They don't settle for the status quo. They take the leaps that other … Continue reading Some things I’d like you to know about… Gowling WLG
When we talk to employers about employing disabled people, one of the first questions you often ask us is what you should put in place first. In some ways, that's an odd question, because you are almost certainly already employing disabled people. You just might not know. Most impairments (around 80%) are not visible, so … Continue reading When is the right time to start employing disabled people?
World Mental Health Day passed me by in a blur of tissues, hot lemon and honey and self-pity. I had planned on a less lurgy-ridden blog. I had looked forward to seeing the different campaigns on social media. I was all excited that finally, society's mental wellbeing was on the menu! But my daughter became … Continue reading Mental health in the workplace – Why you, the boss, matter most!
Savvy employers are very aware there's a skills shortage. They're aware they need a wider talent pool to recruit from. And they're aware that a diverse workforce is a good thing for business. So, what holds employers back from taking action? Changing the way they recruit? Tapping into new pools of talent? Here are 3 … Continue reading “I want to be an inclusive employer and recruit disabled people BUT…”