Author: Sacha

Posted on

Breaking Barriers: Encouraging Workplace Inclusion for People with Disabilities

Being an inclusive employer means creating a workplace where every person feels equally valued and respected for their unique skills and abilities, regardless of their background or identity. This includes attracting and welcoming people with disabilities.

The number of people living with disabilities or long-term health issues, who are not working, is staggering. With approximately 7.7 million people of working age [1] making up this group, it’s incredible that roughly only half of them currently employed. This untapped resource of potential talent represents a missed opportunity for businesses to benefit from the unique perspectives and skills that these people can bring to the table.

There are many reasons why people with disabilities or long-term health issues may struggle to gain employment. Sometimes the employee feels they may be a burden, and sometimes there is as a lack of understanding on behalf of the employer. It’s common for many employers, particularly smaller, or medium sized businesses, to have a lack of clarity around what accommodations in the workplace can be made or are appropriate.

Here are some steps you can take to be an inclusive employer and attract people with disabilities:

  1. Educate yourself and your staff on disability issues: This includes learning about disability etiquette, accessibility, and adjustments. Line managers that embrace the importance of building a culture of inclusivity and fully understand the role they play are key, as they will be the ones managing, supporting, and developing employees day-to-day.
  2. Make your workplace accessible: This includes physical accessibility, such as wheelchair ramps and accessible bathrooms, as well as digital accessibility, such as accessible websites and technologies.
  3. Making reasonable adjustments: The Equality Act places a duty on employers to make reasonable adjustments for employees with disabilities. This means that if there are any aspects of a job or workplace that put a disabled employee at a disadvantage, the employer must take steps to address them. Failure to do so can lead to legal repercussions. Some examples might include providing specialised equipment or software, modifying work hours, or altering work duties to better suit the employee’s needs. It’s important to address reasonable adjustments on an individual basis, and not assume that one person’s needs will be the same as those of another with the same condition.
  4. Become a part of the Disability Confident Scheme: This will give you access to support in recruiting, supporting, and retaining people with disabilities, as well as recognition that you are committed to inclusion and diversity, which can be used when advertising for job vacancies.
  5. Consider any barriers before recruiting for a role: It may be necessary to make adjustments at every stage of the process to ensure that all candidates have an equal opportunity to demonstrate their skills and qualifications. By proactively addressing any potential barriers and making necessary adjustments, you can create a more inclusive and fair recruitment process for all candidates.
  6. Recruit from disability networks: Reach out to disability networks and organisations to recruit job candidates with disabilities. This could include job fairs or online job boards specifically for people with disabilities, for example, Evenbreak.
  7. Use inclusive language in job postings: Use inclusive language in your job postings to attract a diverse pool of candidates, avoiding language that could be seen as exclusionary or discriminatory.

Despite facing challenges, individuals with disabilities offer distinctive perspectives and skills in the workplace. They demonstrate remarkable adaptability, creative problem-solving abilities, and provide fresh approaches to business challenges.

By creating an inclusive and accommodating workplace, employers can attract a diverse range of skilled workers and promote a culture of respect and fairness. Remember that being an inclusive employer is an ongoing process, and it requires ongoing education and effort.

If you’d like more advice, or support to recruit from a a broader pool of talent, please drop us a note here today and we’ll set up an initial chat.

[1] https://assets.publishing.service.gov.uk/media/5fbe437b8fa8f559e0e5cc61/disability-confident-line-managers-guide.pdf

 

Posted on

Exploring the Endless Benefits of Volunteering

Volunteering offers a multitude of benefits, both for the individuals giving their time and effort and for the communities and causes they serve. Here are some of the key advantages:

  1. Sense of Purpose: Volunteering provides a sense of purpose and fulfillment and gives individuals the opportunity to make a meaningful difference in the lives of others or in their community.
  2. Skill Development: Volunteers often acquire new skills or enhance existing ones. Whether it’s leadership, communication, problem-solving, or teamwork, the diverse experiences gained through volunteering can be valuable in personal and professional growth.
  3. Expanding Networks: Volunteering connects people with shared interests and values, fostering new friendships and expanding professional networks.
  4. Improved Physical Health and Wellbeing: Research suggests that volunteering can positively impact mental and emotional wellbeing. It can reduce stress, combat depression, and provide a sense of happiness and fulfilment.
  5. Building Empathy and Understanding: Exposure to different people and situations through volunteering can increase empathy and understanding of different perspectives and challenges faced by others.
  6. Community Impact: Volunteering has a direct and positive impact on communities. It brings people together, transcending differences to work towards a common goal—improving the lives of others.
  7. Personal Growth: Volunteering often leads to personal growth by challenging individuals to step out of their comfort zones, learn from experiences, and develop a broader worldview.
  8. Feeling Connected: Volunteering creates a sense of belonging and connection to a community or cause, instilling a feeling of pride in contributing to the greater good.
  9. Inspiration for Others: By leading by example, volunteers can inspire others to get involved and create a ripple effect of positive change in society.

As revealed, volunteering can enhance CV’s when you’re looking for a new role, and build confidence if you’re looking to return to the workplace.

Encouraging employees to volunteer also brings many benefits to businesses. It boosts morale and engagement, enhances the company’s image, and helps employees develop skills while strengthening teamwork.

Volunteering goes beyond charity—it sparks personal growth, uplifts communities, and drives positive change. Each act of giving back brings us closer to a brighter, more connected world.

If you’d like to chat about the benefits of volunteering, contact us today.

Posted on

It’s okay to disagree

“Peace is not the absence of conflict, but the ability to cope with it” Mahatma Gandhi

This week is World Wellbeing at Work Week. 

With many of us spending much of our week working, the environment and relationships within the workplace can have a huge impact on our wellbeing. If we’re lucky, this is mostly positive, however, conflicts can arise due to personality differences, failures in communication, or simple misunderstandings. These can lead to people feeling stressed or even bullied.  

When left unchecked, these conflicts have the potential to escalate and negatively impact the productivity and wellbeing of those involved. In this post, we’ll share some tips, techniques, and strategies for addressing conflicts in the workplace helping to create a sound and peaceful work environment. 

  1. Develop and Communicate Clear Policies and Procedures: 

Having a clear Dignity at Work policy in place which is communicated regularly to employees will raise awareness of the behaviours that are expected, and those which will not be tolerated. This sets the clear expectation of an environment that embraces respect for one another.

  1. Know Your team and Encourage Open Communication: 

By understanding your team, you’ll better appreciate any personal challenges that may be impacting them and identify potential disagreements. Promote open communication and be approachable as a line manager to ensure that your teams feel comfortable sharing their concerns without fear of reprisal. 

  1. Intervene Early and Quickly: 

Be alert to any signs of potential tensions and challenge any unfair treatment. Take prompt action to facilitate the resolution of conflicts in a positive and proactive way. Create a safe space for discussion, listening objectively to all parties, and showing empathy, which will encourage employees to be open about any problems and help identify the root of the issue.  

Bringing the people involved together in a facilitated meeting can help them find common ground and encourage them to find a way forward. Prevention is better than cure, so tackling low-level tension at the first sign of conflict can avoid something bigger needing to be dealt with later. 

  1. Follow-up: 

It’s important to check-in regularly afterwards to gauge how the parties are, and to ensure the issue has been resolved.

  1. Be a Role Model 

One of the most effective ways to manage conflict in the workplace is to lead by example. Be aware of how you interact with your employees and model the kind of behaviours you would like to see. Ensure that you are respectful, approachable, and consistent in your interactions with others and are demonstrating the values of the business. By doing so, you can set a positive example for others to follow.

Whilst the aim is always to resolve any kind of conflict early and informally, occasionally, a more formal approach will be necessary, and it’s important to recognise at what point this is, and to seek help to navigate the process when needed.   

“The number one goal in resolving conflict is to make sure both sides maintain their self-esteem. Resolving conflict is rarely about who is right. It is about acknowledging and appreciating differences” Thomas Crum

At Kestrel HR, we can provide you with the guidance, tools and support on this and all your other people issues, so contact us today for a complimentary, no obligation conversation. 

Thanks for reading! 

Posted on

How to write a standout Job Description and attract the best candidates

Writing a standout job description is a crucial step in your recruitment process. A well-crafted job description not only helps you attract top talent but also sets the expectations for the role, ensuring a successful working relationship. In this blog, we’ll guide you through the steps to create a job description that stands out and captures the attention of the best candidates.

1. Start with a Clear Job Title

Your job title should accurately reflect the role and its level within the business. Be specific and avoid jargon or overly creative titles that might confuse potential candidates. A clear title helps candidates understand the nature of the position from the start.

2. Summarise the Role in a Compelling Opening

Begin your job description with an engaging and concise introduction that highlights the significance of the role. Mention how it contributes to the company’s mission or goals and what makes it unique or challenging. A compelling opening can pique the interest of potential candidates.

3. Provide a Detailed Job Summary

Follow the introduction with a detailed job summary that outlines the primary responsibilities and duties of the role. Focus on the essential functions and day-to-day tasks, making sure to prioritize them. Use bullet points for clarity and readability.

4. Define Qualifications and Requirements

List the qualifications and requirements for the position, including educational background, relevant experience, and any specific skills or certifications needed. Clearly distinguish between “must-haves” and “nice-to-haves” to prevent potential candidates from self-selecting out of the application process.

5. Highlight Company Culture and Values

Incorporate a section that describes your company culture, values, and work environment. This helps candidates understand if they are a cultural fit and whether your business aligns with their values. A well-aligned candidate is more likely to thrive and contribute effectively.

6. Offer Information on Compensation and Benefits

Transparency in compensation and benefits is essential. While you don’t have to provide exact figures, offering a range or explaining the factors that determine compensation can help candidates evaluate if the role meets their financial expectations.

7. Use Inclusive Language

Ensure your job description uses inclusive language that welcomes candidates from diverse backgrounds. Avoid any language that could be seen as discriminatory or exclusive. A diverse candidate pool can bring fresh perspectives to your business.

8. Make It Scannable

Most candidates skim job descriptions before deciding to read them in detail. Use subheadings, bullet points, and concise paragraphs to highlight the key points and catch the reader’s eye.

Conclusion

A standout job description not only attracts top talent but also sets the foundation for a successful hiring process. By investing time and effort into creating a clear, compelling, and inclusive description, you increase the likelihood of finding the perfect candidate for your business.

Contact us at Kestrel Recruitment for further tips, tricks and support with finding the best candidates. Better still, let us do the hard work for you.

Posted on

Lets talk about menopause in the workplace

Although menopause is a natural process that all women go through, the topic is still surrounded by stigma and taboo. Some women will sail through, but for others, the symptoms are disruptive and challenging to everyday life. This can make going through menopause at work feel like a very isolating and difficult experience.

There are a few things that you can do to make the workplace more supportive and understanding of the menopause, creating an inclusive environment where menopausal women feel comfortable talking about their symptoms in the same way they would any other health or wellbeing issue. And there’s no better time to get started than now, during Menopause Awareness Month:

1. Talk about it

The first step is to start talking about menopause in the workplace. This can help to break down the stigma and make it a more normalised topic of conversation. Try to create an open and supportive environment where women feel comfortable discussing their symptoms, whether that’s with colleagues, line managers or HR. This way, you can work together to find ways to make the working day more manageable.

2. Educate yourself and others

There is still a lot of misinformation about menopause, so it’s important to educate yourself and others about what it actually is and how it can affect women.

Organisations to signpost to include:

https://www.menopausematters.co.uk/

https://www.daisynetwork.org/

https://www.themenopausecharity.org/

3. Be flexible and accommodating

The symptoms of menopause can vary greatly from woman to woman, so it’s important to be flexible and accommodating. This might mean making small changes like allowing women to adjust their working hours or providing a comfortable space for them to take breaks during the day. Having a Menopause Policy in place is helpful, alongside other relevant policies. Providing line managers with training will also enable them to have the right conversations, and ultimately support employees with the right adjustments needed. You can create an action plan to help manage symptoms and identify triggers.

With 63% of menopausal women saying the symptoms negatively impact their work, now is the time to take action, and talk about menopause.