Unlocking Inclusive Employment Solutions with Diverse Horizons
OptiMe interviews Tracy from Hiyed CIC
At OptiMe, we are passionate about exploring innovative approaches to workplace inclusivity and empowerment. Today, we sit down with Tracy from Hiyed CIC—an organisation dedicated to transforming the landscape of supported employment. Tracy's personal journey as an autistic individual diagnosed later in life has shaped her profound commitment to breaking down barriers and creating meaningful opportunities for individuals with disabilities.
1. Tell us more about your journey as founder of Hiyed CIC.
Hiyed CIC isn’t just a company—it’s a passion project fueled by personal experience and a deep-seated belief in the power of inclusivity. As someone diagnosed with Autism later in life, I’ve seen firsthand the profound impact that supportive employment can have. Over the past 12 years, I’ve dedicated myself to helping hundreds navigate the often complex journey to meaningful work through the DWP Access to Work service. This journey led me to establish Hiyed CIC, where our mission is clear: empower individuals to achieve their full potential in the workplace while fostering a community of Disability Confident employers. At our core, we embrace the social model of disability, focusing on breaking down societal barriers to create an accessible workplace for all.
2. How does your Supported Employment Service cater to individuals with learning disabilities, mental health issues, and other challenges or disabilities?
Our approach at Hiyed CIC is grounded in the principles of the British Association of Supported Employment (BASE). We believe in a personalised, partnership-driven strategy that goes beyond just finding jobs—it’s about securing sustainable, fulfilling employment for people with disabilities. Despite national statistics showing low employment rates for adults with learning disabilities and autism, we are driven to change this narrative in our local area of County Durham and beyond. By adhering to National Occupational Standards and leveraging our team’s lived experiences, we ensure our support is not only effective but also deeply empathetic and understanding.
3. Practical tips for creating an inclusive recruitment process?
Let’s face it—traditional interviews can be nerve-wracking for anyone, but especially so for candidates with disabilities. That’s why we advocate for a more inclusive approach like working interviews. These allow candidates to showcase their skills in action, giving employers a true sense of their abilities in a real-world setting. It’s a game-changer in leveling the playing field and ensuring that talent isn’t overlooked.
We also champion reasonable adjustments in recruitment—simple, thoughtful accommodations that can make a world of difference. Whether it’s flexible scheduling, remote work options, or specialised support during the hiring process, these adjustments not only comply with legal obligations but also enrich the candidate pool by welcoming diverse talents.
4. What are the Key Factors HR Leaders should consider in supporting diverse backgrounds?
At Hiyed CIC, we know that effective support starts with understanding. Building strong, trusting relationships with employees is paramount to identifying and addressing their specific needs and barriers. Our approach includes comprehensive job analyses and individualized support plans that evolve with the employee’s journey. It’s about fostering an environment where every employee feels valued, supported, and empowered to thrive.
Under the Equality Act 2010, we advocate for clear, documented plans for reasonable adjustments. Whether it’s through the DWP Access to Work scheme or Disability Confident initiatives, we equip employers with the tools and guidance needed to create truly inclusive workplaces.
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Most reasonable adjustments are relatively simple and inexpensive. The following list provides a few examples:
5. Tell us more about fostering a culture of inclusivity within organisations.
Inclusivity isn’t just a checkbox—it’s a cornerstone of organisational success. At Hiyed CIC, we believe that a people-first culture isn’t just beneficial; it’s essential. By prioritising clear communication, trust, and empowerment, HR leaders can cultivate an environment where every voice is heard and every contribution is valued. It’s about creating a workplace where diversity isn’t just accepted—it’s celebrated.
In a recent survey by Great Place To Work, organisations that prioritise inclusivity reported higher employee satisfaction and productivity. By embracing empathy, appreciation, and recognition, HR leaders can foster a workplace culture where everyone can thrive.
6. Can you provide some examples of successful inclusive employment practices?
We’ve seen firsthand the transformative impact of inclusive employment practices on both individuals and businesses. From corporate giants to local businesses, companies that embrace diversity have unlocked a loyal, committed talent pool that drives innovation and growth. While challenges persist, initiatives like the Disability Confident scheme are paving the way for a more inclusive future.
In County Durham, where only a fraction of employers are currently signed up to Disability Confident, we’re committed to expanding this network. Through personalized vocational profiling, detailed job matching, and ongoing support, we’re not just changing lives today but paving the way for more inclusive employment opportunities tomorrow.
At Hiyed CIC, our journey is about more than just finding jobs—it’s about creating meaningful, sustainable employment opportunities that empower individuals and enrich communities www.hiyed.co.uk.
To find out how OptiMe can empower your organisation to build a happier, healthier more productive workplaces for all, contact our friendly team [email protected]