CACEE / ACSEE’s Post

I had to go searching for this but it was worth it. I recently applied for a job through Michael Page. I don’t hide the fact I have Asperger Syndrome. I am neither proud nor ashamed of it. It’s just part of what I am. There were no questions during the application process that covered mild neuro-diverse conditions. This is despite such conditions being classed as protected characteristics under the 2010 Equality Act. Neither was there any opportunity to submit a cover letter; only a CV. Had there been, I could (possibly) have made the agency aware of my AS in that; though probably not. The figures in this piece are disconcerting. Only 30% of working age people on the spectrum have jobs. Graduates on the spectrum are twice as likely as non-disabled graduates to still be out of work fifteen months after graduating. When they do find work, they are twice as likely to be over-qualified for the job they do. Hopefully, this report is the start of something positive. #autism #neuroinclusion #neurodiversity #diversity

A wrong turn in neurodiversity employment? In the employment field, we often mistake activity (meetings, analyses) for results and job placements. This is true in neurodiversity employment, where job placements remain modest, despite ever-increasing activity. Do we need different strategies going forward? #neurodiversity; #autism; #employment; #jobs https://lnkd.in/enRvGTQs

It's been 6 years since I joined the British Council and I was reflecting on my journey to gaining employment as a woman with albinism. Before I joined the British Council, one barrier I faced when I applied for employment opportunities was accessibility of large print aptitude test materials, they were usually in small print. Hence, I will struggle all through the test duration and end up not meeting the cut-off point to proceed to the next phase. However, when I joined the British Council, reasonable accommodations were made such as the provision of large print, laptop stand, and large screen. Recently, I had a catch-up with a male friend who is also a person with albinism and he recounted his employment journey. He once applied for a job in a sector he was passionate about. However, upon arrival at the interview venue, he and another applicant with a physical disability were asked to leave without an explanation. Of course, he felt bad as all efforts to conform the reason for the action were to no avail. These lived experiences got me to think about how gender intersects with disability. While I, as a woman with disability struggled with completing aptitude tests, my male friend with albinism couldn't get to take an interview. As organisations promote inclusive practices and make deliberate efforts in making reasonable adjustments for persons with disabilities, perhaps factors such as gender should also be considered. This will allow for a tailored approach instead of a one size fits all approach for men and women with disabilities. Please share your experiences or your thoughts on this.

💡 Did you know that 1 in 5 of the working-age population in the UK has a disability or long-term health condition? While there’s a strong desire to be employed, people with disabilities feel trepidation about finding a job. 🟠 According to the Ingeus Disability and Diversity Index more than a third (37%) say they feel anxious and are scared they’ll never find a job. That’s more than double the rate of anxiety reported by other jobseekers. 🟣One in five (21%) feel hopeless, believing finding work they really love is out of reach. That's why here at DFN Project SEARCH we place an emphasis on *high quality* outcomes and *meaningful* employment. For us, it's not enough that young people with learning disabilities are in employment, they must have fulfilling jobs that provide them with a career path.

Deciding whether to disclose a disability during a job interview is a complex issue many job seekers face. As a recruiter at The Swan Group, I frequently advise candidates on this topic. Here are a few considerations: 1 - Necessity of Accommodations: If your disability requires specific workplace accommodations, it’s crucial to disclose this early in the hiring process. For instance, if you have dyslexia and need access to specialized tools or software, sharing this information ensures you receive the necessary support to perform effectively. 2 - Fear of Discrimination: Many candidates worry that disclosing a disability might lead to bias or even rejection. While this fear is understandable, remember that under the ADA, employers are required to provide reasonable accommodations and cannot discriminate based on disability. 3 - Building Trust: Disclosing a disability can also foster transparency and build trust between you and your potential employer. It shows that you are open and expect openness in return, setting a foundation for a supportive work relationship. The decision to disclose a disability is personal and can depend on many factors, including the nature of the disability and the perceived culture of the organization. Ideally, the right employer will value your openness and ensure you have what you need to succeed, truly embracing your diverse abilities and perspectives. The Swan Group is more than a recruitment agency; we're relationship builders, connecting talent, and nurturing careers with joy and pride, prioritizing client and candidate satisfaction. Curious about industry salaries? Download our free 2023 Salary Survey guide for insights: Get Your Guide 💼 https://2ly.link/1xUsp

This Business Disability Forum research highlights the importance for employers to ensure there are no barriers in their recruitment process and for universities to help their disabled graduates to be fully prepared when applying for jobs. 64% of graduates found it difficult to apply for jobs. 57% did not feel their university prepared them well for talking about about and discussing adjustments with a potential employer. #MyPlus #disabilityemployment #recruitmentprocess #MyPlusRecruitersclub #MyPlusuniversities https://lnkd.in/eXyrAcx7

A professional on this platform recently shared some challenges she’s faced in her job search due to her disability. A lot of the comments she received were disappointing, dismissive and insensitive. I won’t attempt to retell her story because that is not my place, but I will say that we all need to be mindful that others may need different accommodations in the workplace than we do and we should be more open in our thinking when discussing these issues. Seeing that post reminded me of an informative workshop that I had the opportunity to participate in when I worked at the Girl Scouts of the USA. One of the key things shared during the learning session that has stuck with me is the fact that we are all TAPs (temporary able-bodied people). I had never heard the term before, and when it was explained to me, it made a lot of sense. Over the course of your lifetime, or in an instant, your physical abilities or mental capacity can change or be impacted. Looking through this lens with this perspective should challenge us to be more understanding and supportive of others with different accessibility needs. A lot of companies do offer appropriate resources for workers with specialized accommodation needs, but when professionals are faced with situations when they feel these necessities are not being provided or if an inequity in this regard is taking place, then it’s on us to make sure these co-workers, colleagues and job applicants are supported without making them feel at fault for their realities. That’s it. That’s all. #DisabilityInclusion

“Why did you not mention your disability in your resume?” That was the question that was posed to me by the gentleman who was to take my interview. My first ever interview! I completed my graduation in the mid-90s. Alongside, I had done a course in travel and tourism as well. Armed with the 2 certificates, the next logical step was to look out for a job. I was overjoyed when I got the call for an interview. I was probably nervous, but then I did have the qualifications they were looking for. So, with my chin held high, certificates in hand, and the blessings of my parents, I went for the interview. It turned out I would need none of these. The interviewer was aghast that I had not mentioned about my disability, and he told me I would not be able to do the job. I did put up a weak argument saying it was after all a desk job. But he came up with reason that was weaker still, saying that I would need to move around in the office, and it would not be possible for me (although I had just traveled 35kms on my own, to get to the interview!). That was my first rejection. Reason- my disability. Years later, among the many jobs I took on, one was the role of transition manager. I was handpicked for this role by the program manager as he had seen my work and thought I would suit the requirement perfectly. Even though I had no prior experience with a role like this. My role was about planning and strategizing the movement of people, process and technology between the old and new office locations. I managed the seating of around 6000 employees across the organization. Taking stock of the available seats, working with limited seats, while managing the growing demands of business, optimizing the available capacity till our new office was ready - it was all very exciting. It was almost like a jigsaw puzzle, where I was playing with the number of seats in hand, and fitting in the employees in the best possible way. By virtue of my job, I have literally scanned every inch of all floors in the office, during the project phase. The job literally kept me on my toes (all ten of them, mind you!) Finally, I delivered the transition above and beyond the expectations of my manager. The difference between the interviewer and the program manager was simply this – the interviewer saw my disability and the manager saw my potential. That changed the entire narrative. To this day, my resume does not mention my disability. It only speaks of all my abilities! Below picture was taken during one of our site visits during the construction of the new office. I am at the extreme right of the picture. Behind me and to my right, you can see my manager Lachlan Halstead

Accessible and disability-inclusive job advertisements work. If your organisation is looking to attract a diverse range of candidates, including people with disability, ensure your advertisement encourages them to apply. Here are some helpful tips: ✔️ Be specific, and break down the tasks required. ✔️ Avoid jargon. ✔️ Focus on what is essential to the role. ✔️ Consider including a statement welcoming diverse candidates. Check out this Employer Toolkit video on our website for more tips: https://lnkd.in/g8J2XNh #Inclusion #Diversity #EmployTheirAbility #DisabilityEmployment #DisabilityInclusion #DisabilityConfidence #JobAccess #HR #Recruitment

Age affects your #career and job opportunities How: - Years of experience job adverts ask for affect mostly young people or anyone without the requirement. - Older workers face ageism, as more millenials take up leadership roles and job requirements change with more digitalisation. - Job location impacts ability to relocate as it depends on kids, your partner and this affects women more. - Flexibility to travel is difficult for those with kids and carer responsibilities. #CoachEnnie #careercoach