Clicky

Skip navigation

Category Archives: Best practice in employing disabled people

In-house Recruitment Award Finalists – Lloyds Banking Group

Evenbreak are delighted to be sponsoring the Best Diversity & Inclusion Strategy category of the In-house Recruitment Awards, taking place on 22nd November 2017. The finalists for this category have been announced, and we wanted to find out more about the amazing employers who have got this far. I spoke with Nancy Hegarty who is responsible…

A Note to Employers about Unconventional CVs

Will van Zwanenberg talks about his experience of presenting unconventional CVs, and how employers can misinterpret CVs: As a would-be employer, if you received a CV from a job applicant that didn’t include a complete chronology of their past employment history, what would you be likely to think? Would you assume that the candidate had…

How to organise an effective accessible team building event

Building a strong and effective team within your business, means building and maintaining strong relationships and communication skills. This can’t happen on its own and as such, you may want to think about including regular team building events to your annual schedule. To make sure every member of the team can partake, it’s important for…

Alternatives to Interviews

There is much evidence (e.g. here and here) that interviews are a poor way of assessing a candidate’s abilities to do the job required. We tend to appoint the candidate who is best at selling themselves at interview, rather than the best person for the job. Not all candidates are good at selling themselves (for…

How to Refurbish an Office to Suit Disabled Employees

A guest blog around ensuring the office is accessible for disabled employees: A Disability is neither an inability nor a personal choice. It can be as a result of heredity factors, pre-birth issues like chemical imbalances or disease and environmental factors. Forms of disabilities include physical limitations, sensory limitations, cognitive limitations, neurological, psychiatric limitation, multiple…

Alternatives to Interviews

There is much evidence (e.g. here and here) that interviews are a poor way of assessing a candidate’s abilities to do the job required. We tend to appoint the candidate who is best at selling themselves at interview, rather than the best person for the job. Not all candidates are good at selling themselves (for…

Evenbreak is a Disability Confident Leader

  Disability Confident is a scheme to encourage employers to become more confident and competent in terms of recruiting and retaining disabled people. For Evenbreak this is about removing barriers that can exclude talented disabled people from access to the workplace. The scheme works with employers to: challenge attitudes towards disability increase understanding of disability…

Strategic Alliance with Business Disability Forum

We are delighted to announce a new strategic alliance between Evenbreak and Business Disability Forum. Both organisations contribute to making the world of work more inclusive and accessible for disabled people, and the alliance enables a sharing of knowledge and experience. Members and partners of Business Disability Forum, a not-for-profit member organisation, already benefit from a…

Creating a culture of openness, empathy and inclusion

A guest blog today from the expert in inclusive leadership, Dr. Ian Dodds. We often talk of creating organisational cultures which are open and inclusive, and Ian has experience of implementing strategies to successfully achieve this. He shares his strategies with us here: Recently I attended a launch of a new book ‘Rewire’ by Chris…

The Benefits of Employing Individuals with Autism

A guest blog from Joe Thomas at All Green PR: Autism is far more common that most people realise. In the UK today, there over 700,000 individuals living with autism, which is a little more than 1 out of every 100 people. If you were to include their families, it’s safe to say that autism…