Removing Barriers in Recruitment

Jane HattonDirector, Evenbreak

Kate HeadleyDirector of Consulting, The Clear Company

Dispelling some myths

Disabled people are:- As productive as their colleagues- Take less sick leave- Stay longer in their jobs- Have fewer work accidents- An extension of your talent pool- Enhance your employer brand- Protected by law

Data from Health & Safety Executive (HSE.gov.uk) 2012

What can get in the way?

- Fear - Lack of knowledge- Assumptions, not facts- Reactive, not proactive approach- Not having the right support- No expectation for the agency- A lack of trust has developed - Words, rather than actions

At every stage…

- Brand- Role and candidate specification- Sourcing strategy- Application process- Shortlisting- Interview and assessment- Offer and onboarding

The risk of a tick box approach

In 2011 candidates told us….

- 89.5% of recruiters feel they offer support- 13.2% of candidates feel they get support- 75% of candidates state lack of disability awareness

by recruiters as their biggest barrier- 70% have experienced negative assumptions- 74.1% would not declare their disability for fear of

not getting the job

2014 Disability confidence – it makes a difference

Lack o

f disa

biity aw

areness

of staff

(79%)

Negati

ve as

sumptions o

f staff

(58%)

Lack o

f pro

vision of r

easo

nable

adjustm

ents

(53%)

Staff not u

nderstan

ding can

didate's n

eeds

(50%)0%

10%20%30%40%50%60%70%80%90%

All Candidates

Biggest barrier remains

knowledge at 79%

Some encouraging news…

None Don't Know <5% 5-10% >10%0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

All RecruitersCA RecruitersNot CA Recruiters

35% of recruiters on ClearAssured journey report more than 10% of their candidates are

disabled

Just 6% of other recruiters can report

the same

Quick checklist

1. Involve disabled stakeholders

2. Get the criteria right and stick to it

3. Review all documentation and remove killer factors

4. Have an inclusive sourcing strategy

5. Get your agencies on board

6. Ensure accessibility – physical and technical

7. Inclusive assessment – valid and can be adjusted

8. Reasonable adjustments – proactive not reactive

9. Ask the right questions and then ask them again and again

10. Keep the candidate involved and informed

11. Ensure stakeholders are confident

12. Keep it transparent, objective and rigorous at every stage

13. Collect feedback and use it

“Thank you for the support and also the adjustments.

I found that the best thing for me was the fact that the interview and the two role plays were carried out in the same room, with the same assessors, with the blinds down. As someone with ASD, I spend a large part of the day taking in the environment… I didn't have to do this in this assessment, which helped me feel a lot calmer.”

Successful E.ON candidate

Place your chosen image here. The four

corners must just cover the arrow tips. For covers, the three

pictures should be the same size and in a

straight line.

Employability – Overcoming Barriers

Sustainable and Credible Selection, Leading to Paid Employment

Stage 1: Creating the context, and the case for change

Stage 2: Creating the Demand

End to end strategic workforce planning

Stage 3: Creating the Supply

Deep educational support, with three way experiential assessment (Candidates, Employers, Educators)

Stage 4: Matching Demand to Supply

Joint Assessment of Candidates who are successful in Stage 3

Specific to Job Roles

Working Together Conference – 17th June 2014Sharon Goymer – Entry Level Talent Programmes

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Will Ramsay (wheel chair user)

Graduate Development Programme 2014 intakeMEng Mechanical EngineerYear in Industry Student 2007Sponsored Student 2008 – 2014 How do you manage your disability at work?When I go to operational sites, like substations or power stations, it’s important to find out in advance about any access issues and whether the visit is going to be feasible – there aren’t usually any problems when both sides know what to expect. I always take a camera so that someone can take a photo / video of anything important that I can’t see / get to. How would you describe the diversity culture at National Grid?It’s so good that it’s completely unremarkable.

15

Bryony Smith (Aspergers, EDS3, POTS)

Engineer Training Programme 2014MEng Mechanical EngineeringYear In Industry Student 2010Sponsored Student 2010 – 2013

How do you view the support offered by the Resourcing Team?It was great and much appreciated and helped me to relax and concentrate on the things I should be assessed on (teamwork, planning etc.) and not the practical difficulties of things like handwriting lots, or feeling awkward because I needed a break.

How would you describe the diversity culture at National Grid?A mature work in progress.

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Recruitment Process and Adjustments

• Recruitment process audited by disability consultant • Mitigating Circumstances during initial application process• Unconscious Bias Assessor Training• Telephone contact prior to Assessment Centre• Tour of venue and facilities prior to Assessment Centre• Talk through the programme of activities• Briefing notes on disability to Assessors and examples of

rephrased questions etc.• Confidentiality in respect to other candidates• Separate room to access laptop• Use of IPad in Group Exercise to read brief and note taking• Extra time as directed by specialist report• Close access to facilities• Regular breaks