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Category Archives: Best practice in employing disabled people

What Problems do Dyslexic People Face in the Legal Professions?

Just a few short decades ago hardly anyone had heard of dyslexia and children who had the learning disability were left to struggle and were often told they were lazy or stupid. Now, thankfully, we know a lot better and most dyslexic children and students are identified and given help so that they can access…

How The Parcel Delivery Industry Is Becoming More Accessible

Having been at the forefront of industry discussions for quite some time now and the question we need to ask today is what industries are doing to improve and whether or not it’s quite good enough. The parcel delivery industry, in particular, is one that has a lot of potentialto improve. From increasing the availability of…

The importance of office hygiene for disabled people at work

Disabled people should have the freedom to work, learn and engage to their full potential – both in their family life and local communities. But when it comes to health and wellbeing the considerations most employers put into place are not the same for those with a disability; there are concepts that broadly affect the…

How Confident are your Managers around Stammering?

When I talk to employers about disability, the conversation can range from people who use wheelchairs, autistic people, people with sight or hearing impairment, and perhaps mental health and learning disabilities. Stammering is not often mentioned, even though 1 in 100 adults stammer. There are over 300,000 people who stammer – equal to the population of…

Where can Employers go for help with Disability Inclusion?

Making your organisation as accessible and inclusive as possible is a laudable aim, and one that increasing numbers of organisations are now recognising the importance of. There are, of course, many organisations that will offer support and guidance in this area (we particularly recommend Kate Nash for help with Disabled Employee Networks and Purple for…

Valuing Difference – Equal Approach Shines the Light on SSE’s Return on Inclusion

Equal Approach, a global specialist provider of leading edge programs to embed inclusion has carried out a ‘Return on Inclusion’ (ROI) exercise for SSE to calculate the financial value generated in its investment in inclusion and diversity initiatives over the three years from 2014-2017. SSE has published its first ‘Valuing Difference’ report which details how…

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…