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….?[1]