HRGO Recruitment’s Post

The employment rate of disabled people is 53%. Compared to 82% of non-disabled people.    There are endless strengths that disabilities can bring to the workplace, but what can organisations do to attract disabled candidates and create an inclusive environment for all?    🔵 Review job descriptions for inclusive language   🔵 Ensure interview location is ‘accessible’  🔵 Offer reasonable adjustments     You can also leverage inclusion software tools like ClearTalents. We make it easy for employees to privately communicate any circumstances impacting their work experience and get the right reasonable adjustments implemented. This fosters a more open, supportive environment.    #DisabilityPrideMonth #WorkplaceDiscrimination #WorkplaceAdjustments  

Let’s Talk About the Disability Pay Gap Today, we’re shining a light on the fact that disabled people are often paid less than non-disabled people for similar work - about 13.8% less per hour. That’s roughly 87p for every £1 a non-disabled worker earns. Why does this gap exist? There are multiple reasons, including limited access to leadership roles, social barriers, and a higher likelihood of part-time work. Closing this gap requires more than just equal pay—it calls for inclusive recruitment, supportive workplace adjustments, and clear career paths for progression. In this video, we and other partner organisations in the Empowered Employers learning programme discuss the workplace adjustments we've made to help close this gap. Watch the full video via the link in our bio. Hooray Recruitment | B Corp™ Renishaw UK & Ireland Norsk Hydro hashtag#DisabilityPayGapDay hashtag#EmpoweredEmployers hashtag#InclusiveWorkplaces hashtag#WorkplaceAdjustments hashtag#Inclusion hashtag#Opportunities

This should be given greater focus

Big news for those involved in HR, pay and benefits, and Diversity, Equity and Inclusion in the UK: Mandatory ethnicity and disability pay reporting for companies over 250 people. https://lnkd.in/eTz-ruzN #HR #DEI #pay #disabilitypaygap #ethnicitypaygap

Hope Not Fear: The New Narrative for Inclusive Recruitment Across the UK Today, sees a change in Government and BASE welcomes the opportunity that this brings to change the public narrative around the unemployed, disabled and disadvantaged. BASE and its members believe if people receive the right support, find the right job and are motivated to work, that anyone can work and have a good career. We’d like 2024 to be the start of a new approach to commissioning employment support that shifts the focus to: · Providing access to good quality support for those jobseekers who need a local wrap around, high ambition programme. · Recognising that employers are equal partners in the drive to create good jobs and careers which benefit the business and the local economy, supporting them to move from disability confident to disability confident in action. · Focusing on what works in employment support as demonstrated by the evidence base and keeping true to the model that is based on high ambition and zero rejection. We know that the Supported Employment Model works for those individuals who face multiple barriers into work. It works because Supported Employment providers are embedded in their local community, they know the local people, they know the local employers and are invested in generating wider societal benefits for the whole community. We are encouraged by the promises contained within The Labour Party manifesto particularly their commitment to championing the rights of disabled people as well as tackling the backlog of Access to Work claims and now is the time to promote the art of possible, to instil hope back into the disabled, neurodivergent, and disadvantaged communities that good careers can and should be available to them.  #SupportedEmploymentWorks #NewGovernment #HopeNotFear

Big news from Northern Ireland for pay transparency fans: there is a new consultation which likely pre-empts the introduction of gender, ethnicity and disability pay gap reporting in NI. We've had a look at what it means in the context of a wider legislative move towards pay transparency and reporting, what employers in NI should be thinking about and a sting in the tail: is NI required to implement the EU Pay Transparency Directive as well? Read on... #PayTransparency #EUPTD #PayGapReporting #MindtheGap

There are many reasons that companies offer for not employing PWDs, but the summary of these reasons is “fear” according to a study conducted by the Queen's University Smith School of Business. Read the article> https://lnkd.in/dDRmayx8 #Hiring #inclusion #pwds #personwithdisability #hr #recruitment

On today #WorldAutismAwarenessDay it’s brilliant to get confirmation that NEXT STEP HR LTD are starting our journey to become a more disability inclusive employer. Disability Confident provides employers with the knowledge, skills and confidence they need to attract, recruit, retain and develop disabled people in the workplace. As we grow it’s important we signal our intent to be inclusive to the widest extent. When we are ready we will recruit and retain from the widest possible pool of talent. If you’re ready to start your journey to Neuroinclusion get in touch!

Research has found that "half of jobseekers with complex disabilities don’t feel they get the support and equipment they need to look for work. We agree that many people "would love the opportunity to work, yet struggle with the multitude of #barriers which prevent disabled people from finding employment." https://lnkd.in/ePucf_xm? With our lived and professional experience, we have helped many employees to identify and secure the support they require, and have provided awareness training to managers and leaders. These are both vital steps in removing the recruitment and retention barriers to employment. There is far more that needs addressing than just focussing on 'work shy disabled jobseekers'. Tell us, what top three things do businesses need, to open up recruitment opportunities and increase retention rates of the valuable talent pool of disabled people?   #InclusiveWorkplaces #WorkplaceWellbeing

Northern Ireland is finally catching up on pay gap reporting Eight years after pay gap legislation was introduced, the Department for Communities has launched a consultation on Regulations which will likely require employers with 250+ employees to produce annual reports on their gender ethnicity and disability pay gaps. What should employers expect and when? Tom Heys and Leeanne Armstrong examine what’s in the consultation document, and what employers need to do to get ready: Gender, Ethnicity and Disability Pay Gap reporting in Northern Ireland to join the rising tide: what should employers expect and when? Gender, Ethnicity and Disability Pay Gap reporting in Northern Ireland to join the rising tide: what should employers expect and when? https://okt.to/Vf2jgu