Transcript Introduction to Leadership Recruitment

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:
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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?
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“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
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Presentation
Interview
Case study
Negotiation
Competency framework
Assessing skills, knowledge and behaviours around:
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Planning and organising
Influencing
Communication and inter-personal skills
Business / social awareness
Team work
Initiative and leadership
Analysis and problem solving
In-work support
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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
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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?
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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….?