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Lloyds Banking Group Disabled Graduate Research Disability Café 21 st September 2011 Tim Taylor, Manager Diversity & Inclusion.

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Presentation on theme: "Lloyds Banking Group Disabled Graduate Research Disability Café 21 st September 2011 Tim Taylor, Manager Diversity & Inclusion."— Presentation transcript:

1 Lloyds Banking Group Disabled Graduate Research Disability Café 21 st September 2011 Tim Taylor, Manager Diversity & Inclusion

2 2 Background Lloyds Banking Group Formed in January 2009 from the merger of Lloyds TSB Group and HBOS Group. 110,000 staff mainly in the UK. Main customer facing brands – Lloyds TSB, Halifax, Bank of Scotland, Scottish Widows, Clerical Medical, C & G, Birmingham Midshires. Main UK centres – London, Bristol, Birmingham, West Yorkshire and Edinburgh. Graduate Recruitment We recruit 165 graduates onto a demanding two or three year programme. Job (and possible location) changes every six or nine months. Ten Week interns programme each summer. 60 places. A recommendation after an Interns placement means a fast track to the main Graduate Leadership Programme. We receive around 15,000 applications for our Graduate Leadership and Interns Programmes.

3 Lloyds Banking Group Disability Programme 3 Main Highlights - Disability Case managed centrally funded reasonable adjustment programme. Personal and Career Development Programmes for disabled colleagues. Access Disability Network. Externally – sponsors of Radiate Network, UK’s first ever network for disabled senior managers and directors. Our Challenge Despite strong programmes we were failing to attract talented disabled candidates. 9% of first degrees obtained by disabled undergraduates in Only 0.9% of applicants declared a disability for our campaign. Static or deteriorating position in other areas – gender, race, sexual orientation.

4 Time For Action 4 Why We Decided to Act. Competition for Talent – missing out on talented graduates who could make a difference. Graduates are future leaders – missed opportunities for disabled role models at the top of the organisation. Need to test the robustness of our graduate recruitment process and its ability to bring through disabled candidates. Needed to test whether the financial crisis had dented our reputation more with certain groups. Internally – the force was with us:  Executive Sponsor for Disability.  Support and Drive from Access Disability Network.  Leadership focus on graduate recruitment. It was the right thing to do – commercially and ethically.

5 Time for Action 5 Two Programmes 1.Review of our Recruitment Process Carried out by an Occupational Psychologist and a Statistician. Tested whole process from attraction to recruitment for adverse impact on the grounds of disability, gender, race and sexual orientation. 2. External Research into the Career Aspirations of Disabled Graduates Based on our partnership with Helen Cooke.


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