Placing and developing talented disabled graduates

Chris Sherwood and Kenny Borland

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

“Our mission is to drive the change to make our society the first in which disabled people

achieve equality”.

• 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

Scope’s 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

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…?

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

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

A perspective from Kenny Borland, Leadership Recruit at the Open University

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

Assessment Centre

Competencies

7 areas of competency assessed through 4 assessment activities

- Presentation- Interview- Case study- Negotiation

Competency framework

Assessing skills, knowledge and behaviours around:

1. Planning and organising

2. Influencing

3. Communication and inter-personal skills

4. Business / social awareness

5. Team work

6. Initiative and leadership

7. Analysis and problem solving

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 Scope’s Leadership Development programme

In work leadership development

• Structured development training• Action learning• Mentoring• Executive coaching• Peer support networks• Utilise internal development programmes

A partnership with employers

Employer partners include:• Lehman Brothers• BT• The Open University• Welsh Assembly Government• Capital One

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

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 years[1].

Considering the barriers that we have considered in this presentation – what would the average time for disabled

people be….?