Where is Disabled Talent Valued?
Michael Vermeersch
Accessibility Go To Market Manager @ Microsoft | Driving Disability Inclusion
When do you know when disabled talent is valued?
In the UK, currently disabled people have an employment rate that is 28.1% lower than that of people who are not disabled. The Disability Employment Gap in 2013 appeared to be 33.1%. So, we have seen a reduction of the gap of 5%.
Reasons to celebrate?
Less so when you consider that since 1998 never more than roughly 50% of people who are disabled or have a health condition were in work.
Disabled people need to apply for 60 per cent more jobs than non-disabled jobseekers before they find work
Just one impact of this is greatly summarized by this article “Disabled people have to apply for 60% more jobs than non-disabled people before finding one”
With the #Covid19 pandemic, seeing on LinkedIn all the #OpenToWork activity, the question that popped in my mind was how would I as a disabled person look for work?
"With some level of anxiety" was my first thought. How would an influx of jobseekers affect my chances of getting employment?
Because every employer says that they are an equal opportunity employer, but how do you really know who means it…?
Here is how to check it out… pretty much in the same way, I would look at a customer i.e. an employer of talent,
- Are they open to discuss #DigitalInclusion - is it part of their business differentiation?
- Do they value #DisabilityInclusion – how do they demonstrate that?
- What does their digital presence look like? Is it #accessible?
Perhaps the way I investigate this can be of value to any disabled talent and along the way get you some tips on whether to give that employer a go or as an employer ensuring that you get access to that great disabled talent.
Tune in soon for my next article, which will cover the above in more depth!
??Therapist who became a Speaker and Entrepreneur. 1-2-1 and Corporate work. UK & International (special interests in MENA and South Asia). #IAlso100 female founders 2024. AuDHD +. Bilingual ???????? + Arabic learner ??
3 年Jacqueline Winstanley FRSA
President at 123 UP AND ADAM INC
4 年"Disability Inclusion will involve input through disability-focused & in program design, implementation, monitoring, and evaluation." "I Am disabled and for the most part, Most of the people I've come across are respectful when it comes to my disability," This website says it best https://www.respectability.org/inclusive-philanthropy/how-to-include-people-with-disabilities/
As the Founder of www.myplusstudentsclub.com which enables employers to market themselves as disability confident, including detailing the support & adjustments they offer, and including case studies of their disabled employees (there are over 250 on our site), I obviously agree that this is crucial. However, I think it is also worth considering how well people position their disability (we call it my 'plus') and how well they draw out their skills & strengths, particularly those they have developed as a result of managing their disability in a world that isn't hugely geared up for it i.e. are they helping the employer look past their disability to what makes them a great employer? Perhaps one to be considered in a future article as well!
Open to work offers Senior Fund raiser for special projects,and equipment for charities ,ex Area Training Manager in Mid Wales. Land and property finder for special projects.
4 年You will not find many employeers employee disabled people or even people who have been off sick in a certain period of time.
Blue-chip, Neurodiverse FMCG Marketing Manager who enables businesses to deliver Step Change Capability in Products, Innovation, Partnerships & Brand Engagement.
4 年Michael Vermeersch .... curious to know the HONEST employers who will nuture disabled talent and hire people with disabilities into management....I have struggled to find empathetic companies throughout the 2010s and 2020s so far. The disabled person is expected to be at least as good as the "norms".....