Barclays is planning to create up to 2,500 jobs at a brand new hub in Glasgow – with many of the positions earmarked for those with disabilities or candidates from disadvantaged backgrounds.
The BBC reports that Scottish Enterprise has agreed to provide a grant of £12.75million towards the project. The offer requires that at least 42% of the new jobs are of ‘high value’, with at least 341 posts made available for disadvantaged workers or those who have a disability.
Scotland's first minister, Nicola Sturgeon, described the project as "transformational for Glasgow". She added:
"The new campus will strengthen Glasgow's financial services sector and shows Scotland continues to be a highly attractive location for inward investment."
"I am particularly pleased that as part of this investment, Barclays has committed to employing local people who often face barriers into work, including those with disabilities and young people."
Research has shown that disabled people still face many barriers when it comes to employment. 75% of respondents to a Recruitment Industry Disability Initiative (RIDI) said that recruitment was more difficult as a result of their disability, and just over half of those surveyed said they faced barriers as early as the initial application stage.
And recent Government figures show that there are one million disabled people in the UK who are currently unemployed but want to and can work. As a result, being a disability-positive employer means you could be tapping into a great stream of talent.
Evenbreak, a jobsite designed for disabled jobseekers, suggests you can widen your talent pools by ensuring you are disability friendly at the application stage.
Ensure your application forms are available in a number of different formats. For example, it’s no good only having printed forms if a potential candidate is blind. Could you offer an online one too? Then a blind person could use text-to-speech software to complete it.
Make sure the people who are conducting interviews have a good understanding of disability issues. For example, some candidates with autism may avoid making eye contact. This shouldn’t be seen as rude or something that affects their ability to do the job.
Have visible disabled role models. This can mean having disabled employees featured in recruitment advertising or appearing in the media on behalf of your organisation. This will demonstrate that the company has positive role models that are disabled.