Placing and developing talented disabled graduates - PowerPoint PPT Presentation

1 / 17
About This Presentation
Title:

Placing and developing talented disabled graduates

Description:

An introduction to the issues surrounding disabled leaders ... Pathways to Work sub-contractor in Sussex/Surrey. Leadership Recruitment ... – PowerPoint PPT presentation

Number of Views:55
Avg rating:3.0/5.0
Slides: 18
Provided by: afse
Category:

less

Transcript and Presenter's Notes

Title: Placing and developing talented disabled graduates


1
Placing and developing talented disabled graduates
  • Chris Sherwood and Kenny Borland

2
Introduction to the day
  • This workshop includes
  • An introduction to Scope
  • An introduction to the issues surrounding
    disabled leaders
  • A perspective from a current Leadership Recruits
  • An introduction to Leadership Recruitment
  • A perspective on in-work development
  • An opportunity to ask questions

3
Our mission is to drive the change to make our
society the first in which disabled people
achieve equality.
4
  • Founded in 1952
  • A leading national pan-disability organisation in
    England and Wales
  • Leading campaigning organisation through our Time
    to Get Equal Campaign to achieve equality for
    disabled people
  • Significant provider of services for disabled
    people
  • Led by the lived experience of disabled people
  • One third of management team and 21 of staff are
    disabled people

5
  • Scopes Employment Services
  • 592 place national WORKSTEP contract
  • Work Preparation programme in north and south
    Wales
  • Pathways to Work sub-contractor in Sussex/Surrey
  • Leadership Recruitment
  • Training and consultancy service

6
What is the picture like?
  • 50 of disabled people of working age are in the
    workplace
  • Employment rates amongst disabled graduates (76)
    are substantially lower than non-disabled
    graduates (90)
  • Disabled people more likely to be paid less and
    occupy less senior or technical positions
  • Can you name any disabled leaders?

7
Why is this the case?
  • De-selecting culture
  • Inflexible organisational culture
  • Institutionalised barriers in the education
    system
  • Employer attitudes
  • Disclosure
  • Reasonable adjustments
  • Lack of organisational leadership
  • Lack of role models
  • Lack of support and networking opportunities

8
Introduction to Leadership Recruitment
  • A unique route to a talented pool of disabled
    graduates
  • Over 15 years experience of recruiting, placing
    and developing talented disabled individuals
  • Flexible model of service, tailored to your
    business practices
  • A comprehensive recruitment process to ensure
    that you secure the right individuals
  • Access to wealth of expertise around managing
    disability in the workplace

9
A perspective from Kenny Borland, Leadership
Recruit at the Open University
10
How does Leadership Recruitment work?
  • Four stage recruitment process
  • All candidates are profiled to support job
    matching Typically a 12-month placement
  • Placement type
  • Direct hire model
  • Support from a dedicated Leadership Recruitment
    Coordinator

11
Assessment Centre
  • Competencies
  • 7 areas of competency assessed through 4
    assessment activities
  • Presentation
  • Interview
  • Case study
  • Negotiation

12
Competency framework
  • Assessing skills, knowledge and behaviours
    around
  • Planning and organising
  • Influencing
  • Communication and inter-personal skills
  • Business / social awareness
  • Team work
  • Initiative and leadership
  • Analysis and problem solving

13
In-work support
  • Support around making reasonable adjustments
  • Disability Equality Training available for line
    managers
  • All candidates have a Development Plan
  • Regular Performance Development Reviews
  • Access to Scopes Leadership Development
    programme

14
In work leadership development
  • Structured development training
  • Action learning
  • Mentoring
  • Executive coaching
  • Peer support networks
  • Utilise internal development programmes

15
A partnership with employers
  • Employer partners include
  • Lehman Brothers
  • BT
  • The Open University
  • Welsh Assembly Government
  • Capital One

16
What are the benefits?
  • High profile programme
  • Access to a unique and untapped pool of talent
  • Support to grow talent in your organisation
  • Opens up doors for disabled people, which are
    often closed
  • Opens up a new recruitment route for employers

17
The Economist reported in May that the average
time to reach the top is falling. The average
time from a first job to becoming chief executive
is currently 24 years1. Considering the
barriers that we have considered in this
presentation what would the average time for
disabled people be.?
Write a Comment
User Comments (0)
About PowerShow.com