Page 4: Recruitment and development
One of an organisation's most valuable resources is its employees. Recruitment is the process of searching for and appointing new employees. The age profile of the UK population has changed in recent years. There are fewer school and college leavers, which are traditional sources of labour. According to the Disability Rights Commission, there are around one million disabled people who are not in paid employment and would like to work. It does not make business sense for companies to ignore this source of potential recruits.
Research shows that in general, disabled people stay in jobs longer. They also have a strong commitment to work and loyalty to their employer. Research also shows it makes good business sense to keep a disabled employee at work rather than incur additional costs of training someone new. Often adjusting a workplace for disabled employees or customers can bring benefits for others such as improved ergonomics like wider doorways and lifts.
Lloyds TSB wants its employees to represent the whole community. At Lloyds TSB, every job applicant has a fair chance in recruitment. This is regardless of disability. Lloyds TSB offers a guaranteed interview to disabled candidates who meet the minimum criteria for a job. This provides them with a chance to discuss their skills face-to-face.
Once in post, Lloyds TSB ensures that employees with disabilities have the same opportunities for career progression as their non-disabled colleagues. Lloyds TSB runs a Personal Development Programme for disabled staff, which is a four day residential course. Participants are asked to think about how disability affects their attitude to life, not just work and how they project themselves to family, friends and colleagues. For many delegates it has been a life changing experience.
One Lloyds TSB employee, Bev, attended a workshop recently. 'The course taught me how to come to terms with my impairment but more importantly, it helped me to focus on the positives of my disability and concentrate on the things I can do rather than the things I can”t.' Bev takes regular medication and has to visit hospital every 8 weeks for treatment. Whilst her disability is not visible, it will always impact on her life.
This programme has helped to promote and retain valuable staff. It has also helped to change the culture and the way in which Lloyds TSB operates. Through membership of the Lloyds TSB's disabled employee network, ACCESS, disabled people can share information and receive support on day-to-day issues that affect them.
Lloyds TSB's approach to disability is to involve all employees. The company has produced guides for all staff, including a brochure Positive About Disability and a Disability Resource Toolkit. Line managers receive training so that they can provide help, advice and support to disabled people within the workplace.
Lloyds TSB is supporting disabled athletes through its partnership with the British Paralympic Association and the London 2012 Paralympic Games. Staff within the company have been contributing their ideas to the sponsorship programme.