Jane Hatton, Evenbreak was joined by Mel Forbes, Ty Jones, DWF and Paul Awcock, Lloyd’s for the RIDI Awards Roundtable discussing Disability Confidence in the Private Sector.
Mel recognises this year of how much organisations are willing to change in terms of their often outmoded and non-inclusive recruitment processes and candidate testing methods. One of the stand-out entries (and they were all good) was HSBC’s global approach to making their graduate programme more inclusive. Over 200 graduates in 34 teams – and 60 were in the UK in the tech division. They were challenged to come up with something that would make the lives of the bank’s disabled customers better. The project that won was a piece of tech that enabled customers with visual impairments to make secure, safe payment transactions using voice activation. It demonstrates how the bank is thinking more inclusively – in terms of recruitment, their graduate programme and what they deliver for customers.
Ty shares his thoughts on whether disability can/should ride on the coat tails of initiatives such as the gender pay gap reporting, which has done more than any legislation has to effect change. Concluding that greater transparency helps advance a focus on what it really means to be an inclusive employer.