Business Case for Employing Disabled People. Research shows that on average, disabled employees:

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1 Helping inclusive employers attract talented disabled candidates Evenbreak Information Pack for Employers and Recruiters

2 Contents Introduction Why Evenbreak? Clients Candidates Rates Contact us page 2 Page 3 page 4 page 5 page 6 page 7 At EY our business is all about creating high performing teams. We know that our best ideas come from diverse teams who can bring different perspectives to a problem and produce the most creative solutions. Evenbreak are doing something innovative within the disabilities space and we are keen to support this entrepreneurial approach whilst seeing it as an attractive route to access a talented pool of people. Paul Scantlebury, Recruitment UK and Ireland, EY We were looking for a home based telemarketing professional and used Evenbreak. Unlike with the major job boards, we got very few patently unsuitable applicants. We have hired a person and 6 weeks in she is doing extremely well. I have no hesitation recommending Evenbreak to other employers. Richard Alberg, Director, MyWorkSearch Page 1

3 Introduction As an inclusive employer or recruiter, you understand the business benefits of employing disabled people, but you may find it difficult to attract candidates from this richly diverse talent pool. Evenbreak is the answer. Business Case for Employing Disabled People Research shows that on average, disabled employees: are just as productive as their non-disabled colleagues; have less time off sick; have fewer workplace accidents; stay in their jobs longer, improving retention; bring additional skills such as persistence, problem solving, innovation, creativity and determination; can help their employers understand and tap into the purple market there are 11 million disabled people in the UK, with an annual spend of up to 80 billion; help you achieve corporate social responsibility aspirations, and to be seen as an employer of choice. (sources available on request Evenbreak is the only not-for-profit specialist job board run by disabled people for disabled people in the UK. Evenbreak: helps inclusive employers attract more disabled candidates; helps disabled job seekers find work with employers who will value their skills; promotes the benefits of employing disabled people. Evenbreak helps you attract additional disabled applicants you almost certainly won t find elsewhere quickly, easily and cheaply. Advertising on Evenbreak also sends out a very powerful message about how genuinely inclusive you are, positioning you as an employer of choice. Evenbreak delivers an outstanding service. High quality applications for the roles came in immediately and we were able to fill all the posts advertised. Martin Dewhurst, CEO, New Dawn Page 2

4 Why Evenbreak? Here is how Evenbreak can help you achieve your inclusive recruitment goals: 1. Candidates you will have access to thousands of diverse candidates with a wide range of skills, talents and qualities that you may not find anywhere else 2. Clients you are in good company! Hundreds of enlightened and inclusive employers and recruiters use Evenbreak 3. Accessibility Evenbreak is the most accessible online job board in the UK, meaning you will access candidates that other job boards exclude 4. Reach attracting disabled candidates takes time and effort, and a range of innovative strategies, and we have done all the hard work for you 5. Authenticity the Director employs disabled people and is disabled herself, so can relate to employers and candidates. In fact, all our employees are disabled. 6. Confidence you can be confident using an established specialist job board with numerous accreditations and awards (see Contents page and Front Cover) 7. Reputation having a presence on Evenbreak demonstrates very powerfully your commitment to inclusion. Our candidates have confidence in applying for jobs with employers who advertise their vacancies on Evenbreak 8. Social enterprise by using Evenbreak you are genuinely delivering on your Corporate Social Responsibilities both by supporting a social enterprise and also by reaching out to disabled jobseekers 9. Branding all your adverts are branded with your logo and you have a profile page, linking you to inclusive best practice 10. Added value we also offer webinars, a blog, and a film you can use to promote good practice. Your jobs are also advertised on the Disability Horizons and Action on Disability and Work UK websites. All at no extra charge. 11. Personal service we like to form a long-term relationship with our employers, and can be flexible with the services you require 12. Price we understand this is an additional expense for you and so keep our prices as low as possible AND it works! our employers tell us they are delighted with the candidates they have attracted (see testimonials), and our candidates are delighted to find work with employers who value their skills Page 3

5 Clients Our clients come from a wonderfully diverse range of sectors and locations, and they all share a genuine desire to access and attract the best talent. Here is just a sample from the hundreds of employers who have used Evenbreak as part of their inclusive recruitment strategy: I want to let you know how incredible Evenbreak has been for us. Of the high quality applications we got through you, two now have job offers from us. Their experience and skills are mindblowing. Where do you find these brilliant people? Naomi Marek, Chief Executive, Sky Badger We re happy to support Evenbreak and its efforts to help people with disabilities find work and enable employers to reach out to an even wider talent pool. Adrian Thomas, UK Resourcing Manager, Network Rail Page 4

6 Candidates We welcome candidates with all kinds of disabilities. We have candidates with physical impairments, mental health issues, learning disabilities, neurological conditions, sensory impairments, autism and many others. Some were born disabled, some acquired their disabilities later in life. Some have multiple disabilities. And each has their own unique blend of skills and talents that employers can benefit from. Our advertisers have access to many thousands of disabled people who regularly access the site. Case Study I had almost given up looking for work. Having been rejected by so many employers as soon as I mentioned my wheelchair, I was beginning to think I may never work again. However, I accepted a job I was offered through Evenbreak, and started a new life, full of confidence! Jean Eveleigh, Evenbreak candidate We use a number of strategies to attract our wonderful candidates: We work with a number of agencies who help people back into work (e.g. Remploy and the Shaw Trust) We work in partnership with a large number of national disability charities (e.g. Leonard Cheshire Disability, the Papworth Trust) We work with many colleges and universities to attract disabled graduates We work with smaller local charities (e.g. Beacon Centre for the Blind) We work with Disability Employment Advisors from Jobcentre Plus We work with a number of forums for professional disabled people (e.g. Association for Disabled Professionals, the Global Network for Entrepreneurs with Disabilities) We are involved in many disability groups on and offline (e.g. on Facebook, Twitter, LinkedIn and groups like Phab) We have regular articles in disability journals such as PosAbility, Disability Now, Enable, etc. Our jobs are advertised on partner sites such as Disability Horizons and Action for Disability and Work UK From this wide range of sources, thousands of candidates register on the site and many more access the site to search for jobs. Page 5

7 Rates Candidates register, upload their CVs and search for jobs at no charge. Employers pay a nominal fee for job adverts to cover the running costs of the site and demonstrate their commitment (we only work with genuinely inclusive employers). Evenbreak is not a recruitment agency, so there is just a flat fee per advert with no hidden extra costs. Each credit is for one advert, and once bought stays on your account indefinitely until you choose to use it (meaning you can take advantage of discounts for volume in advance). Each published advert stays on the site for up to 60 days (or less if you prefer), is branded with your logo and you have a profile page. You can also use or vacancies if you use these facilities. to post your Rates One credit = 95 Five credits = 375 ( 75 per vacancy) Ten credits = 500 ( 50 per vacancy) Unlimited advertising = 600 per month (minimum one year) place ALL your vacancies for a fixed fee, your logo on our home page with a link to your profile page, sending a powerful message about how inclusive you are. Cost effective if you advertise more than 15 vacancies a month (or 160 per year) Corporate sponsorship = Talk to us for further information 10% discount for not-for-profits, charities and recruitment agencies. Volunteer roles = free All fees subject to VAT at the current rate. You can buy credits on the site using PayPal or a credit card, or we can invoice you if you would prefer. Unlimited advertising and corporate sponsorship will be invoiced. Please contact us by ing Jane at janeh@evenbreak.co.uk or phoning her on Page 6

8 Contact us We can be found in the following places: Website: Telephone: Blog: Facebook: Twitter: LinkedIn: To donate: We also run regular webinars for inclusive employers on accessible and inclusive employment practice (free of charge), and also hold occasional events/conferences about best practice in attracting and retaining disabled people. See website for details. Please call Jane on or her on for an informal, no obligation chat about how Evenbreak could help your organisation attract more talented disabled candidates. We look forward to hearing from you! The John Lewis Partnership recognises the importance of attracting candidates from the widest possible sources in order to secure the range of skills and experience to supply our ever expanding business. Evenbreak ensures we promote our vacancies to individuals who are looking to work for a business which values the contribution each member makes to the long term success of the business. Carole Donaldson, Manager Resourcing Strategy, John Lewis Partnership Page 7