Posts Tagged ‘disability’

Jane Hatton runs Evenbreak (, a not-for-profit specialist job board to help inclusive employers attract more disabled candidates, while lying flat with a lap top suspended above her and a phone by her side, due to spinal problems. I interviewed her on what lessons employers can take from the games.

Mahtab: The Paralympics have just ended – what’s your take on them?

Jane: I have very mixed views and emotions about the Paralympics. As a disabled person myself, I have tremendous admiration for the work these amazing athletes have put in to hone their skills to a world class standard, and I watch their performances open-mouthed – they really are incredible.

M: You said you had mixed emotions about the Paralympics. Why?

J: Because at the same time that we are all (rightly) marvelling at the remarkable achievements disabled people can aspire to with the right motivation, talent, resources and support, the picture is very different away from the heady atmosphere of the sports field. Read the rest of this entry »

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Eliminating the stigma surrounding disability

The concern about employing someone with a disability is a stigma that my generation seems to have cultivated. When I was still working in the corporate world, the number of instances (even after the Disability Discrimination Act came into being) that arose where there was reluctance to employ a person with any form of disability was nothing short of unbelievable.

When a recruiter expresses concern over hiring someone with a disability, I tell them to look at the skills, knowledge and experience of all the candidates – consider all of those who offer the right mix for the role in question. There are masses of potential employees out there that are classed as “disabled”; disabled does not mean unemployable. Read the rest of this entry »

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I’ve been involved in leadership development, diversity and equality since early in my career.

It’s very encouraging that organisations are recognising the need for diversity within their workforce as a whole, as well as within their leadership. But when we talk about diversity at senior levels within our organisations, what are we generally talking about?

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