On 23rd June, Alice Weightman, Founder and MD of The Work Crowd and Hanson Search, along with the Minister for Disabled People Justin Tomlinson MP and the diversity champions, TfL, met with the top HR and recruitment minds to discuss how to become disability confident and why it’s good for business.
From that discussion, Weightman’s experience launching The Work Crowd, and resources compiled by the Disability Confident campaign, we’ve put together some best practice guidance on how to make your business more inclusive and disability confident.
These tips will allow you to tap into a more diverse talent pool – and hold on to them.
1. Create more accessible job adverts Make job adverts accessible to all those who can do the job, whether or not they are disabled.
2. Adapt the way you conduct interviews Under the Equality Act 2010, you must not ask about a job applicant’s health until you have offered them a job, except to:
During the interview, help them to perform to the best of their ability by:
3. Make reasonable adjustments Many reasonable adjustments require little or no cost:
Be open to more flexible working situations. There are many tools now which enable you to engage with your workforce wherever they are based and ensure they are very much a part of your team. Allowing individuals to work when and where they are most productive can reap huge returns.
34% of freelancers have more than ten years of experience. This fast wealth of experience liberates businesses from the limits of their internal resource base and enabled the use of exceptional talent that would otherwise not be economically feasible to hire on employee contracts.
4. ‘Two Ticks’ Symbol Use the ‘Two Ticks’ symbol on adverts to show that you encourage applications from disabled people.
The Two Ticks symbol is only used in England, Scotland and Wales. You must be given permission by Jobcentre Plus to use the Two Ticks symbol.
5. Help with the extra costs disabled people face in work The government’s Access to Work scheme can help towards the costs of making reasonable adjustments and practical support for employees with a disability, health or mental health condition.
6. Read up on Disability Law It is against the law to treat someone less favourably than someone else because of a personal characteristic, such as being disabled.