SKILLS
Help our economy to ‘build back better’ through inclusive recruitment
In a year of unforeseen challenges, there have also been countless stories of businesses and communities supporting each other in ways never seen before. But while organisations have rallied to tackle issues such as food poverty and isolation, disabled people remain one of the most socio- economically disadvantaged groups. Dr Mark Dale (pictured), principal and CEO of Portland College, which specialises in supporting disabled people, argues the case for a greater emphasis on inclusive recruitment.
Pre-pandemic estimates of the percentage of people with disabilities living in poverty was 50% higher than for people without disabilities. The lack of employment of
opportunities for disabled people who can work is the key factor here. Derbyshire County Council estimates that disabled people are eight-times more likely to be unemployed. The Government’s own estimates
place the disability employment gap at just under 30% – put another way, about half of disabled adults are economically active, compared with 80% for their non- disabled peers. It wants to halve the gap by
2027 but the only way that is going to happen in sufficient numbers is if we, the employers, recruit more disabled people.
THE ELEPHANT IN THE ROOM Most employers know it is illegal to discriminate against disabled people. Understandably, some employers are nervous – worried about getting things wrong, the costs involved and, ultimately, the impact on productivity and profit. At Portland College, we have
supported many hundreds of disabled people into employment. They and the businesses they work for are thriving. The benefits are huge:
‘Derbyshire County Council estimates that disabled people are eight-times more likely to be unemployed’
• Access to a wider talent pool of motivated people
• Proven higher retention rates • Mirror the diversity of your customers
• Enhance your reputation • Positive impact on disabled people
SO JUST WHAT CAN EMPLOYERS DO? Assess how inclusive your business is already and consider how you can encourage more disabled applicants for your next role. Some 23% of working age adults in the UK are disabled. How closely does the diversity of your workforce match this? Evaluate how accessible your
recruitment processes are and look at simple modifications, such as: • Have two short documents: one for the job description profile and one for the person specification. At Portland, the maximum length for the job description is two pages and the person specification is one page
• Keep the number of essential requirements to a minimum; don’t ask for things you don’t actually need
• Offer equivalent qualifications and skills or experience if possible. Don’t be afraid to ask candidates
what they need to make the recruitment process more accessible and consider providing a work placement through a supported internship or work experience. Often, it doesn’t cost any more
Help is at hand
In 2017, Portland College launched an innovative programme aimed at supporting disabled people into work. Its triple award-winning Portland Pathways offers a range of free services to help bridge the disability employment gap.
• Recovery college – In partnership with the NHS, these courses give people with mental health difficulties strategies and techniques to support them in the workplace and daily life, meaning mental health should no longer be a barrier for people wanting to find a job.
• Preparing for work – A specialist team helps people prepare for work with employability training, interview preparation and support with job searching.
• Support for employers – The college can help businesses find the right person for roles, as well as with applications for Access to Work funding and to become a Disability Confident Employer.
For more information about employing people with disabilities or applying for Access to Work funding, contact Portland Pathways on 01623 499193. Businesses can also support young people with disabilities via CSR activities or making Portland College their charity of the year. To discuss how to support the college, call 01623 499100.
RAF partners with Air & Space Training Institute
The Royal Air Force will be an official partner in a new International Air & Space Training Institute (IASTI) in Newark. Backed by part of the £25m
Artist’s impression of the IASTI Newark campus
grant that Newark received in the Government’s Towns Fund initiative, construction work is due to start next year on a dedicated £10m campus that will open in 2023 – with courses to be delivered elsewhere from September this year.
IASTI Newark, which will offer
pilot, engineering and ground crew courses designed with industry input to fit job roles in the air and space sector, will be the first of a national network. Midlands Engine chairman Sir
John Peace joined other dignitaries including Local Government Secretary and Newark MP Robert Jenrick and RAF Air Marshal Andrew Turner in launching the centre in March.
Gary Headland, CEO of Lincoln
College Group, which will run IASTI Newark, said discussions were ongoing with other aviation industry organisations to join the RAF as a partner. He added: “This ground-breaking
new approach to training in the sector will dramatically widen participation, opening up highly skilled, exciting and lucrative careers to people from all backgrounds.”
business networkMay 2021 69
to employ a person with disabilities, but the Department of Work and Pensions offers the Access to Work scheme, which can pay for any extra costs. Businesses can also sign up to the
Disability Confident Scheme, which tells customers and prospective employees that you are thinking about them. By sharing your success stories, you can help raise awareness and support other businesses to become more accessible.
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76
