“ I wouldn ’ t disclose because I don ’ t want a judgment to be made ” .

1. “Why would they be interested in me when they can have their pick (of graduates)?” “(My disability) comes into play from a psychological angle; being able to cope with being different – being the one who can’t travel”. “It is really important to feel that the organisation will be receptive to your requests for support or adjustments”. “My priorities are still what they were (in choosing a career) before I had other issues to consider”. “I don’t want to class it as a disability; I am just me”. “I wouldn’t disclose because I don’t want a judgment to be made”. “Everyone is acutely aware of tokenism; if you push the networks too far you can over do it… it needs to smell real”.

2. Graduate Recruitment: how to attract talented disabled students.

3. Agenda. • Understanding Disability: • What is Disability? • The business case. • The UK perspective. • How do graduates with disabilities search for jobs? • How can you better engage with graduates with disabilities? • Implementing adjustments during the recruitment process. • Language and behaviours. • Review & close.

4. What is Disability? • A disability is defined as ‘one or more of 17 limitations, restrictions or impairment which have lasted or are likely to last, for a period of six months or more, and which restrict a person’s everyday activities’.

5. What do we mean by Disability? • Disability in Australia includes, but is not restricted to: • Loss of sight / hearing. • Speech difficulties. • Chronic or recurrent pain. • Difficulty learning or understanding. • Incomplete use of arms, fingers, feet or legs. • Disfigurement or deformity. • Mental illness. • Receiving treatment or medication for any other long-term condition or ailment, and still restricted.

6. Spinal injury Blind Deaf Dyslexia Depression Cerebral Palsy Bi polar Amputee Speech impairment Facial disfigurement HIV; Aids Cancer MS Diabetes What do we mean by Disability?

7. The business case.

8. The business case: why bother? • Recruitment & retention of talent. • Better understanding of your customers / clients. • Corporate image. • Corporate & social responsibility. • Complying with legislation.

9. Graduates & disability in the UK: the story so far. • 1994: DDA implemented. • Nothing happened. • 2004: DDA updated. • Emergence of specialist disability organisations. • Graduate schemes specifically for disabled graduates.

10. Interns / programmes for graduateswho have a disability. • Benefits: • Organisations felt like they were ‘doing something’. • Marketing was done for them. • Support was provided by 3rd party organisations. • Negatives: • It was expensive for the firms. • The students were not of a high enough calibre. • The students suffered when the support was removed. • Students with disabilities do not wish to be treated differently to their non-disabled peers.

11. Graduates & disability in the UK: the story so far. • 1994: DDA implemented. • Nothing happened. • 2004: DDA updated. • Emergence of specialist disability organisations. • Graduate schemes specifically for disabled graduates. • 2010: Intelligent organisations recognise talent pool of disabled graduates. • 10% of graduate had declared a disability at university. • Inclusive recruitment.

12. Graduate marketing: understanding how graduates with disabilities search for jobs. Research findings.

13. Background. • Lloyds Banking Group: • In search of the best talent. • Objective: • To understand how graduates with a disability search for jobs. • Methodology: • Online survey. • Focus groups. • Control group. • 1,509 responses: • 665 identified themselves as either disabled or having a long-term health condition.

14. Routes to market.

15. Routes to Market. • Careers services Vs Disability managers. • 22% said they were consulting a Careers Advisor. • 91% said they were consulting their Disability Manager. • The Careers Service. • 74% said they were likely to apply to an organisation if their Careers Adviser / Service said that an organisation was ‘disability confident.” • Diversity Websites. • 54% said a presence on diversity websites made a company either more attractive or much more attractive.

16. Routes to Market. • Careers Events: • 58% should run separate events. • 23% said they should not • 19% had no opinion. • Disability Recruitment Companies • 77% said either made no difference or would actually make them less likely to apply. • “(It is) most impressive when it is direct recruitment as it shows they are making a real effort”.

17. Understanding yourtarget market.

18. Understanding your target market. • Confidence. • “Why would they be interested in me when they can have their pick of graduates?”Undergraduate, Oxford University. • Fear that negatively judged on their disability. • Disclosure. • 71% are either concerned about declaring their disability or would prefer not to disclose at all. • Concerned that assumptions would be made about their ability. • 57% said more likely to apply if they had the opportunity to speak to someone. • 54% said more like to disclose if they had the opportunity to speak to someone.

19. Understanding your target market. • Adjustments. • Unsure as to what is ‘reasonable’ to ask for. • Concerned when cost is involved. • Want information about what adjustments and support is available. • Messages. • “Everyone is acutely aware of tokenism…it needs to smell real.” • Is a company’s reputation as a whole that is important. • Need to be accessible.

20. Understanding your target market. • Mitigating Circumstances. • 40% said encouraged to apply if could explain lower examination grades. • 27% said would be deterred from applying if had to have work experience. • Of these, 86% said could demonstrate the skills by drawing upon other experiences.

21. Consider: • Having heard what you’ve heard, what do you need to start doing to better engage with graduates with disabilities?

22. What’s happening in the UK. • Website: • Making the information easier to access / find. • Named point of contact on the website. • Information about types of adjustments that can be made / have been made. • Building relationships with university careers & disability services. • Sponsoring university disability weeks. • Training of campus teams. • Participation in specific events: • Getting Investment Banking: investment banking. • OPEN: legal sector. • GO: Year 12 students; cross-industry sector.

23. Implementing adjustments during the recruitment process.

24. Making adjustments • An applicant has been invited to attend a final round interview day. This consists of 2 competency based interviews lasting approximately 45 minutes, a psychometric test on paper and a group discussion exercise.The applicant is deaf. He communicates mainly by lip reading; he also uses an interpreter for certain occasions. • How are you going to ensure that the individual is able to demonstrate his/her full potential during the interview? • What adjustments may you have to consider making?

25. Making adjustments • You have recruited a graduate who is dyslexic.As part of his induction he will attend a day’s training course on “presentation skills”. The course will involve the delegates undertaking group discussions & making presentations to the rest of the group.Delegates will need to take their own notes if they wish to do so.The trainer will present from slides. • What adjustments / considerations may have to be made in order for the individual to fully participate in the course, and gain maximum benefit from it?

26. Making adjustments • An applicant has been invited to attend the an assessment centre. They inform you that they have recently been diagnosed with Asperger’s Syndrome. Your understanding of people who have this condition is: • High technical ability and attention to detail. • Strengths lie in following procedures / routines. • Difficulty with abstract thinking and communication skills. • Problems dealing with change. • What challenges may this individual face during the assessment centre? • What adjustments may you need to make to ensure that the assessment centre is barrier free?

27. Remember: • Engage in conversation • Ask open questions. • It is a two-way process. • Don’t make assumptions.

28. Language, behaviours & etiquette.

29. During the recruitment process should you… • Ask a person to prove their disability if they are requesting an adjustment? • Ask a person what their disability is? • Ask what adjustments they had in their exams? • Go to shake a person’s hand if you can see that it is clearly deformed?

30. During the recruitment process should you… • Ask if they will be able to fulfil the role they are applying for if you have concerns about his? • Ask them if they will be able to travel / relocate if this is required? • Ask support they will require if they are successful? • Kneel down to speak to a candidate in a wheelchair?

31. Learnings from today. • What can you take from what you have heard and implement in your organisation: • Quick wins: can do now, with little / no budget. • Medium term: within next 6 months. • Longer term: 1- 2 years.

32. Thank you. www.myplusconsulting.com