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Category Archives: Good employment practice

When should we start employing disabled people?

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…

“I want to be an inclusive employer and recruit disabled people BUT…”

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…

The rewards of an open and flexible recruitment process

In this blog I described the recruitment process Evenbreak used in a recent hiring round. Any recruitment process can only really be evaluated by the outcomes it produces. In our case, we were aiming to attract a number of diverse candidates who had the qualities and strengths required to do the two roles we were trying…

Evenbreak’s Own Recruitment Process

We advise employers to make their recruitment processes as accessible as possible, but do we practice what we preach? Here is the process we used in our recent hiring round, looking to fill two roles. As a small social enterprise aimed at improving disability inclusion in the workplace, we have a policy of only employing…

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…

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…

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