A video from Purple about making your recruitment process inclusive and accessible
A video from Purple about interviewing disabled candidates
Article on mental health from HR Review based on research from Mind
(Source: HR Review)
A guide to job carving
A case study of job carving at City of Westminster College
Graeme Whippy shares his views on the benefits of employing disabled people
How can you help disabled candidates thrive in interviews? Graeme Whippy tells us.
Once you have successfully recruited a disabled person, Graeme Whippy talks about what needs to happen next.
How language affects perceptions of disability
The business case for employing disabled people
Aidan talks about strategies to create an inclusive workplace culture within Wellcome
Thoughts on how an organisation can create an inclusive culture
Adapting the induction process for a new recruit with sight loss
Aidan’s take on sight loss
My guide dog is not a SatNav!
You’re blind! You’ll never be able to use stairs!
It’s worth regularly reminding ourselves of the real value that disabled people bring to our organisations. There have been recent mutterings about disabled people being “not worth” the minimum wage, which sends out the opposite message to reality – that disabled employees are a positive asset to any workplace.
Article on creating a culture of openness, empathy and inclusion
(by Dr. Ian Dodds)
Interviews generally give a poor indication of someone’s ability to perform in a particular role. This is even more the case with autistic candidates and there are much more appropriate ways to assess them, including relevant work trials or tests. However, if you have to interview a candidate you know to be on the autistic spectrum, here are some tips to bear in mind:
Before the interview:
• Ask the candidate if they need any particular adjustments to help them perform well at the interview
• Tell the person how long the interview will be and the structure of the session, and particularly if you will include any tests
• Allow notes to be brought into the interview session
• For some candidates, having access to the questions prior to the interview may be helpful
• If anything regarding the interview changes (time, location, etc) give as much notice of this as you possibly can
During the interview:
• Wear name badges or have cards clearly visible with names where possible so the person knows who you are
• Provide some water as the person may be feeling very anxious. Tell the person they can have some water at any time (i.e. giving them permission to take it)
• When asking questions, be explicit and avoid hypothetical situations such as “what would you do if?”
• Where possible ask for concrete examples (Give me an example of x).
• Give the candidate plenty of time to respond
• Ensure the questions are directly related to what the job requires
• When asking examples of previous work try to be specific e.g. Have you completed spread sheets? What software did you use?
• If you want the person to give you more information and their answer has been too brief, then prompt them to provide a little more
• Politely, say to the person if they are giving too long a response to a question that they have given sufficient information
• Be clear when you are moving onto another question
• If the person seems unsure of an answer to a question, try to restate it
• For some people eye contact may be ‘fleeting’ as it can be harder to fix on one person. The person may not easily look directly at the interviewer and at the same time be able to think about their responses. This should not necessarily be seen as unfriendly or not engaging with the interview.
• Be aware that answers to some questions for some people may be ‘overly honest’.
Article on 5 ways to be a better workplace ally to your colleague with Down’s syndrome
(Source: www.totaljobs.com)
5 Things to Do and Don’t Do in Managing Mental Health in the Workplace
Nasser Siabi, CEO of Microlink, talks about Access to Work
Nasser Siabi, CEO of Microlink, gives some examples of assistive technology
Nasser Siabi, CEO of Microlink, talks about the benefits to businesses of providing workplace adjustments
Nasser Siabi, CEO of Microlink, gives examples of workplace adjustments
Nasser Siabi, CEO of Microlink, talks about the financial aspects of providing workplace adjustments
Nasser Siabi, CEO of Microlink, talks about engaging with employees
Nasser Siabi, CEO of Microlink, talks about managing the wellbeing of staff
Nasser Siabi, CEO of Microlink, talks about what happens when existing staff acquire an impairment
Weird requests for “unreasonable adjustments”!